Workplace Demands Research Articles

Moving Diabetes Prevention Programs to the Workplace: A Qualitative Exploration of Barriers and Facilitators to Participant Engagement When Implemented by an Employer-Based Clinic.

The Diabetes Prevention Program (DPP), an effective evidence-based strategy to reduce the incidence of type 2 diabetes, has been widely implemented in various locations, including workplaces. However, most people do not remain engaged in the program for the recommended full year. Limited qualitative research exists around participant engagement in the workplace DPP. Our study aimed to explore participant engagement in the DPP delivered through the employer-based clinic (EBC) at a large technology company. The DPP was implemented through the EBC at a large technology company in Southern California, beginning in September 2019 by using in-person and virtual synchronous group classes before and during the COVID-19 pandemic. Virtual focus groups with DPP participants from 2 inaugural cohorts were conducted via Zoom from October 2020 to February 2021. Data were analyzed by using inductive thematic analysis. Five focus groups with 2 to 3 participants in each (total n = 12) were conducted, 2 focus groups per cohort and 1 focus group with the group instructors. Barriers and facilitators to engagement in the DPP were grouped into thematic domains: Individual Drivers, Small Group Community, Workplace Setting, Integrated EBC, and the COVID-19 Pandemic. Results showed that prepandemic workplace demands (ie, meetings, travel) affected DPP participation, yet the group setting provided social support in the workplace to engage in and maintain healthy habits. With the move to a virtual synchronous offering during the pandemic, participants valued the group setting but expressed a preference for in-person meetings. Collectively, participant engagement was bolstered by shared buy-in and collaboration between the employer and the EBC. Our findings suggest that engagement in a workplace DPP can be supported by addressing workplace-specific barriers and gaining buy-in from employers. Delivering the DPP, in person and virtually, through an EBC has the potential to engage employees who have prediabetes.

It’s a Woman’s World: Exploring the Role of Female Qualities in the Evolving 21st Century Workplace

As the Fourth Industrial Revolution (4IR/Industry 4.0) continues to be realised through technological advances and social shifts, it has become evident that the future job market remains unpredictable and will continuously evolve. To accommodate the inevitable changes future generations will experience, teaching and learning environments are adapting their approaches. Instead of purely focusing on hard skills, the importance of conveying soft skills is increasingly recognised. Pedagogical experts have pulled the 4 C’s into focus as important 21st-century skills: critical thinking, creativity, communication, and collaboration. The connection between these soft skills, lateral, right-brain thinking, and female qualities is often drawn. This study's methodology explored and synthesised literature across various fields to map key concepts, establish new connections, and explore whether women may inherently possess skills aligned with future workplace demands shaped by the Fourth Industrial Revolution. Digital native characteristics are examined through Generational Theory, highlighting the benefits that soft skills will have for future generations. Additionally, literature on 21st-century skills is examined, and the differences between left and right brain characteristics are analysed to assess the importance of right-brain thinking in future workplaces. Lastly, gender-related qualities are evaluated to determine whether women may have an advantage in the evolving job market. By connecting these perspectives, the study aims to evaluate whether or not women may have the upper hand in the future working world. The study finds no concrete evidence that women inherently possess superior traits for future workplace demands, though the 4IR's emphasis on soft skills and inclusivity could enhance female participation. However, challenges like the lack of role models and digital echo chambers may still impede progress.

A Follow-Up Study of an Early Childhood Mentoring Program: Sustaining Impactful Change for Mentors and Mentees

Government funded mentoring programs are one strategy to address the supply crisis of early childhood teachers (ECTs) in Australia. There is little or no published research on the long-term impacts of these programs. This paper presents the findings of an evaluation survey completed 18 months after the mentoring program finished, covering the perspectives of experienced ECTs (mentors) and beginning ECTs (mentees). The participants (N = 39) reported personal and professional growth over the period of the program. Subsequently, their enriched knowledge, skills and understanding of mentoring impacted their own, other individuals and wider practices within their workplaces. Enablers to participation were a supportive director and the scheduling of the program out of hours. The predominant challenge for ongoing enactment of learnings was time constraints due to daily demands of early childhood workplaces. Recommendations for sustainability of effective mentoring practices are proffered and warrant the attention of governments, employers and the sector.

The Effect of Graduate Unemployment on Career Development in Ghana

This study examines the effect of unemployed graduates in Ghana on their career development. The study adopts a mixed research methodology through a structured questionnaire and interview guide. Purposive sampling was employed for a sample of 250 respondents, including both private and public universities and Human Resource professionals in the Greater Accra region of Ghana. Based on content analysis, correlation and regression analysis techniques, the study found that the unemployment situation in Ghana can also be attributed to the programmes pursued in the universities. The study discovered that one key demographic characteristic that might influence graduate unemployment would be the age of the graduates. The study found that graduates who offered psychology, sociology, physical sciences, Mathematics, engineering, government, political studies, Health (Nursing, Doctors, etc.), arts and history normally find it difficult to be employed in Ghana. The findings of the study further demonstrated that unemployment status has a negative and significant impact on the career development of graduates. The study recommended that the majority of the teaching that goes on in our universities should be reviewed in terms of projects and skills that are relevant to the current economy and workplace demands.

On the importance of congruence between personal and work values – How value incongruence affects job satisfaction: A multiple mediation model

This study proposes a novel conceptualization of work values designed to quantify the degree of incongruity between personal values and workplace demands. We define work values as the priorities individuals wish to be recognized for in their workplace, while personalvalues are those the individual personally identifies with. By contrasting personal and work values, we provide evidence for value incongruence among employees and showed that this measurement of value incongruence effectively predicts key job-related metrics. Value incongruence directly reduces job satisfaction, but its primary impact is indirect. Our multiple mediation analysis reveals that it mainly affects job satisfaction through perceived job meaningfulness, relationships with supervisors, and opportunities for career advancement. We discuss the implications of our findings for various stakeholders and suggest potential improvements for individual and societal well-being linked to the future of work.

Enhancing Soft Skills through Generative AI in Sustainable Fashion Textile Design Education

This study explores the significance of incorporating soft skill training in fashion design education through the use of artificial intelligence (AI) technology and examines various AI-based approaches for sustainable fashion textile design education employing a multifaceted methodology that encompasses empirical, quantitative, and qualitative methods. We investigate the aspects of Design Sprints, identify key soft skills that help students meet the complex demands of contemporary fashion design workplaces, propose a curriculum guide for AI textile design programs, and evaluate the soft skill training process. Participants included students who had completed basic fashion design courses over three to four semesters and had experience with the fashion design process. The findings confirmed that participants’ soft skills improved across four areas—digital competence, sense of initiative and entrepreneurship, problem-solving and thinking skills, and communication—through the AI-based fashion textile design curriculum. This study validates the importance of integrating AI technology into educational programs to enhance essential soft skills in the digital fashion industry environment. Additionally, it emphasizes the necessity of developing AI technology-specialized design prompts while maintaining a balance between traditional design education and digital design education for sustainable fashion design education.

Why your help is unhelpful: A multistage mediation model exploring mechanisms linking unhelpful workplace social support to work engagement.

Recent occupational health research has begun exploring unhelpful workplace social support (UWSS). UWSS refers to actions taken by a colleague that the recipient believes are intended to be helpful but are perceived as ineffective. For example, a colleague may provide help that is not wanted or do something incorrectly while providing aid. Despite the perceived good intentions of UWSS providers, empirical research suggests that UWSS is a potent workplace demand negatively associated with occupational well-being. The mechanisms that link UWSS and reduced occupational well-being, however, have yet to receive empirical examination. We integrate the job demands-resources model, conservation of resources theory, and basic needs theory to construct a multistage model linking UWSS to reduced work engagement via the frustration of basic psychological needs and the consequent experiencing of negative emotions. We test this model across two studies-a three-wave weekly study (NLevel 1 = 960, NLevel 2 = 320) and a 5-day daily diary study (NLevel 1 = 1,680, NLevel 2 = 336)-and find several significant direct and indirect effects. Across both studies (though at different levels of analysis), partial support was linked to reduced work engagement via the frustration of both the need for competence and relatedness and the experiencing of negative affect, while in Study 2, a daily link between undependable support and work engagement through relatedness frustration and the experiencing of negative affect was found. Implications for research and practice are discussed, and future research directions are offered. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Nurses Navigating Mental Health During Uncharted Times: Self, Others, Systems (S.O.S)!

The nursing profession is facing a multiplicity of stressors that have both predated and been exacerbated by the Covid-19 pandemic. The emotional and physical demands entailed in nursing predispose nurses to suboptimal mental health and burnout. This paper draws upon the narrative interviews of 53 Canadian nurses as part of a larger pan-Canadian, cross disciplinary study that examined the gendered experiences of mental health, leaves of absence, and return to work of 7 professions. Thorne's interpretive descriptive guided Iterative and thematic analysis which identified three predominant themes within the nursing dataset, this paper focuses on the substantive theme of 'Navigating it Alone,'. Nurses expressed a profound sense of isolation at 3 particular levels: at home, at work, and in systems - while simultaneously balancing uniquely gendered familial responsibilities and workplace demands. These results illuminate instrumental pathways for stakeholders to attenuate the personal and professional pressures that continue to be disproportionately carried by nurses as they navigate these particularly challenging times.

Computerized Cognitive Training in the Older Workforce: Effects on Cognition, Life Satisfaction, and Productivity

Background: The accelerated aging of the world’s population will lead to an increase in the number of older people in the workforce. Computerized Cognitive Training (CCT) is effective in improving cognitive outcomes, but its benefits for older workers remain controversial. We investigate the real-world efficacy of CCT in the workplace, focusing on employees aged 50+ years from a public sector agency. Methods: Case managers (n = 82) were randomized to either an intervention group (24 40 min CCT sessions two times per week) or a waiting list passive control group. Cognitive ability, well-being, job satisfaction, and productivity outcome measures were collected and assessed before and after CCT or the comparable control wait time. Results: Participants undergoing CCT improved on a task of executive functioning (p = 0.04). There was a trend toward a change in work productivity after CCT (p = 0.09), with the control group showing a significant decrease (p = 0.02), while the intervention group remained stable. Conclusions: CCT during office hours has a positive effect on cognition and well-being without affecting productivity among white-collar office workers. CCT could be considered as an intervention to support the older workforce in managing the cognitive and behavioral challenges of changing workplace demands.

Assessment of work-life balance among married female healthcare workers in a tertiary care hospital of Chengalpattu district, Tamil Nadu: A cross-sectional study

Introduction: In the present century, women seem to flood into every industry/department on par with men with their knowledge and skill. The working woman’s job title, demands, and challenges she faces often result in incompatibilities between the necessities felt at the workplace and home leading to conflicts and loss of work-life balance (WLB). Eventually, a work-life balance is said to exist if the workplace and non-work domains have a proper compatibility. Methods: A hospital-based cross-sectional study has been conducted among married female healthcare workers in the tertiary care hospital during the period November 2022 to April 2023. The healthcare workers included were Doctors, Nurses, Pharmacy staff, and lab technicians. A sample size 318 was derived and samples were drawn by stratified random sampling method. The chi-square test was employed to find an association in IBM SPSS v21. Results: Only 28.3% of the healthcare workers had adequate work-life balance and the majority (66 %) cited family factors as the key factor influencing their work-life balance. Statistically significant association (p<0.05) has been established for characteristics like occupation, marital status, type of family, presence of children, type of duty, place of work and travel time. Conclusion: A series of focus group discussions can be conducted as it serves as a forum for sharing ideas, concerns and information on work-life balance. Institutions can support their staff by developing flexible working schedules and also by ensuring that workplace demands are not penetrating their personal life.

Exploring the paradox: Perceptions of AI in higher education – a study of hype and scandal

In the rapidly evolving field of generative artificial intelligence (GenAI), the introduction of OpenAI’s ChatGPT-4 signifies a noteworthy juncture economically, in workplaces, and in education. This article explores the dual public perception of GenAI as both promising and controversial, especially in higher education. The study is rooted in ‘information ecologies’ to understand the integration and implications of new technologies in educational settings. Employing a ‘multiplicity’ method, the article emphasizes a self-reflexive, context-sensitive approach, utilizing digital ethnography and auto-ethnographic narratives to analyse the nuanced public perception and its effects on the use of AI in academia. The research underlines the importance of a balanced integration of AI, aiming for students to become proficient in managing AI products, which is essential for aligning educational practices with modern workplace demands.

Understanding Australia’s teacher shortage: the importance of psychosocial working conditions to turnover intentions

AbstractAustralian policymakers are currently attempting to address an ‘unprecedented teacher shortage’. Through a survey of 905 teachers in Australian government schools, this paper examines some of the key factors influencing the career intentions of teachers in Australian government schools. Drawing upon the concept of the psychosocial work environment from the field of occupational health, this analysis examines the relationship between key workplace demands, workplace resources, teachers’ experiences and attitudes towards work, teachers’ mental health outcomes, and their intentions to either remain in or leave their roles. The results reveal significant relationships between teachers’ intentions to leave their roles and challenging working conditions, adverse work experiences, as well as heightened levels of stress, burnout, and depressive symptoms. In contrast, remaining in their role was associated with factors indicative of a supportive psychosocial work environment, such as job recognition, trust in management, organisational justice, positive work experiences, and lower levels of mental health difficulties. The study underscores the urgent need to understand and assess the psychosocial work environments of teachers, and for multi-level strategies that address both protective and risk factors.

Self-Spirituality in Organizations: A Review of Qualitative Research

This review focuses on the incorporation of self-spirituality and mindfulness into secular institutions such as for-profit organizations, as well as into public and private healthcare organizations. The review considers research into the value of self-spirituality and the reasons for organizational rejection, or acceptance as a response to manifestations of self-spirituality; research proposing frameworks for analyzing modes of incorporating self-spirituality into organizations; and research into the enactment of self- spirituality in different sectors. The review shows that individuals reported a reduction in stress, a reinforced capacity for coping with challenging workplace demands, and improved workplace communication. The review also argues that the encounter of organizations with self-spirituality is shaped by, and reenforces, existing social forces such as instrumentalism. At the same time, it generates alternative ideas and practices. At present, the capacity of self-spirituality to create transformation in organizations is limited, although specific practices (e. g., mindfulness) can be more influential.

The COVID-19 pandemic, psychologists' professional quality of life and mental health.

Psychologists are at known risk of work-related stress, secondary trauma, and burnout. The COVID-19 pandemic increased stress and anxiety for communities worldwide and corresponded with an increased demand for mental health services. Our study investigated the impact of COVID-19 on psychologists' professional quality of life, psychological symptoms, and work-related stress in Aotearoa, New Zealand (NZ). Ninety-nine registered psychologists were recruited via NZ professional psychology organizations, representing 3% of the total workforce. Survey data collected included symptoms of compassion fatigue and satisfaction, psychological symptoms, COVID-19-related stress and resilience, and professional and personal circumstances during the third year of the pandemic, 2022. Seventy percent reported that their work stress had increased, and 60% reported that their caseload intensity had increased during the COVID-19 pandemic. Psychologists reported receiving little to no additional personal or professional support, while 55% reported increased personal responsibilities during the pandemic (for example, closed childcare and schools during lockdowns). High rates of compassion fatigue (burnout and secondary traumatic stress) and low resilience were reported. We observed that psychological distress was higher than the community averages before the pandemic and comparable with frontline healthcare professionals. Compassion fatigue was associated with COVID-related stress, psychological distress, years in practice, and more frequent supervision, but not with working with at-risk clients, levels of personal support, or having children at home. Despite these difficulties, high Compassion Satisfaction scores were also reported, with over 90% indicating they had no intention of leaving the profession in the foreseeable future. Psychologists' compassion fatigue appears to have worsened during the COVID-19 pandemic, as have their symptoms of psychological distress. Increased workplace and clinical demands, telehealth difficulties, stress relating to the pandemic, inadequate support, and increased personal responsibilities were reported by psychologists. Mental health workforces are not immune to the personal and professional impacts of crises and are at risk of burnout and secondary traumatic stress. We hope that increased awareness and understanding of psychologists' own difficulties during COVID-19 can be used to better tackle future crises and support mental health professionals.

Jövőbiztos készségek – Várhatóan mire lesz szükség a jövő munkahelyein?

Advances in Artificial Intelligence and robotics have made it possible to automate many high-level cognitive skills, but different jobs and occupations may be affected differently by technological developments. High-skilled occupations are less at risk of automation, as they also require skills and competences that remain important bottlenecks to automation. However, according to OECD 2022 results, the jobs most at risk from automation will not disappear completely, as only 18-27% of the skills and competences required in these occupations are highly automatable. Rather, it is likely that the organisation of work will need to be radically changed and that workers in these jobs will need to retrain as technology replaces workers in many tasks. In my study, I aim to summarise, based on the literature of recent years, the key skills that will potentially equip workers for the diverse workplace demands of the near future, arising from technological developments. I conducted a keyword search of the Scopus database for future jobs, workplaces, occupations, skills, abilities and competences. I narrowed down the search results to the period 2021-2023, English language journal articles, economic and business fields and relevant keywords associated with the articles by the authors. In addition to these articles, I also reviewed the reporting materials of other relevant professional organisations (OECD, World Economic Forum) for the period. The geographical, regional and territorial differentiation of the studies was taken into account. In my findings, I have also discussed the role of universities and other educational institutions in meeting the employability expectations of the Fourth Industrial Revolution in order to ensure that they can provide skills that are as relevant as possible to market expectations. I will highlight the top 69 skills identified in the hospitality industry and their groupings, and the elements of the 4 important skill groups identified for accountancy professionals. I also cover the future-proof skills that entrepreneurs are expected to have. In general, I will describe the appreciation of soft skills based on the academic findings of recent years. The results collected can also serve as useful information for individual human capital investment decisions, organisational training and even the design of training frameworks for educational institutions.

Sonographer wellbeing in Australia: Perceptions of job demands and resources in clinical working environments

AbstractIntroductionThe concept that job characteristics can have a profound impact on employee wellbeing has been well documented. This manuscript aims to highlight the job demands and resources experienced by Australian sonographers, and those resources perceived to be the most effective at improving workplace wellbeing.MethodsUtilising the Job Demands‐Resources Model, a national survey was issued to Australian sonographers in both public and private clinical working environments. The quantitative and qualitative data collected were analysed using non‐parametric tests of association as well as inductive coding of themes.ResultsSixty‐nine participants responded to the survey with 27 participants (39%) reporting moderate levels of job satisfaction. Workplace demands of unrealistic workloads, time pressures, and inadequate scheduled breaks were reported as the most frequently experienced demand by 67 participants (97%). Twenty‐four participants (35%) reported no access to any form of resource or strategy for improving wellbeing in the workplace and a further nine indicated they utilised entirely self‐driven resources. Workload reduction strategies were perceived to be the most consistently effective yet were the least accessible strategy for sonographers. Other strategies including psychology sessions, physical therapies, and injury prevention were perceived to be more accessible, yet minimally effective.ConclusionNew legislation in the management of psychosocial hazards at work is likely to generate positive changes. Further research establishing an acceptable workload for sonographers, introducing job crafting, and improving sonographer recognition would prove to be the most fruitful.

‘Capacity building skills in the implementation of evidence-based practice for community health nurses: an exploratory descriptive cohort study’

Background: While nurses are strategically placed to support the achievement of universal health, their practice may not always be informed by evidence, especially in a context where research evidence is not commonly used to inform practice. Objective/Aim/Hypothesis: Improve management of clients with CNCDs in Caribbean community through evidence-based practice (EBP) capacity building workshops. Design/Methods: A descriptive, quantitative design was used for this study. Participants included Community Based Nurses who attended an initial and recall workshop on EBP in a Caribbean island. All participants were included as the sample. Data were collected as a Pre-Test and Post Test before the initial workshop and at the recall workshop. Analysis was done quantitatively. Since the sample was small, only descriptive statistics were used. Results: Data showed 64% of participants had no experience with EBP, 55% needed more essential resources to participate in EBP and 55% recognized a need to include EBP to change their clinical practice effectively. Conclusions: The nurses and district supervisors observed a high level of interest and commitment to initiating and completing EBP projects. However, the reality of significant workplace demands, and limitations in consistent logistical and supervisory support impacted long-term sustainability.

Investigating First Year Surgery Residents' Expectations of Demand, Control, and Support During Training

To provide a more granular understanding of the expectations of general surgery interns regarding workplace demand, control, and support prior to starting training. General surgery (GS) interns are at highest risk for burnout and attrition. Maslach frames burnout as resulting from a mismatch between workplace expectations and reality. Occupational science demonstrates workplace demand, control, and support (DCS) as strong influencers of job strain. GS interns' realistic expectations of demands are associated with decreased likelihood of attrition, but their expectations regarding this factor are poorly understood. Semi-structured interviews were conducted with 14 incoming surgical residents at UCSF: University of California, San Francisco (57% women, 71% non-White), exploring expectations regarding workplace DCS. Transcripts were uploaded to analytic software and coded in dyads using an iterative approach to consensus. Transcripts were thematically analyzed using inductive and deductive reasoning, applying job-demand-resource theory frameworks, and following a published 6-step approach. Four main themes emerged: past experiences, expected rewards, anticipated challenges, and the desire to belong. Past experiences describes the expectation to successfully cope with future stressors via self-reliance. Rewards such as professional mastery, personal growth, and sense of meaning were expected outcomes seen as balancing anticipated challenges. Anticipated challenges included low control, toxic cultural elements, and discrimination. Desire to belong (i.e., earned recognition as a peer, inclusion in an elite culture) emerged as a powerful motivator, with survival connotations for women and non-Whites. Our results suggest incoming interns overestimate the efficacy of self-reliance for coping; count on specific rewards; express realistic expectations regarding challenges; and see inclusion among surgeons as an aspiration that off-sets prolonged effort. Further study is warranted to understand expectation-reality mismatch and potential interventions to target dissonance. In this institutional study of general surgery interns, we provide a more granular understanding of the expectations of general surgery interns regarding workplace demand, control, and support prior to starting training, and how we might target "expectations-reality" mismatch and the "desire to belong" as a means of mitigating burnout and minimizing attrition from training.

Factors associated with burnout among healthcare providers in a rural context, South Africa.

Healthcare providers (HCPs) are at risk of burnout in sub-Saharan Africa. However, there is little research in rural and primary care settings. To evaluate burnout and its associated factors among public sector HCPs in South Africa. Primary health care clinics, community health centres and district hospitals in Nkomazi Local Municipality, Mpumalanga province. Quantitative study design using a cross-sectional survey. Healthcare providers (n= 1139) working in Nkomazi Local Municipality were invited to participate. Burnout was assessed using the Maslach Burnout Inventory. A demographic and occupational questionnaire, the General Help-Seeking Questionnaire and the Health and Safety Executive Indicator Tool were used. A total of 302 HCPs, between 23 and 61 years, mostly female (n= 252; 83.44%) and nurses (n= 235; 77.81%) participated. High burnout was observed for Emotional Exhaustion (median score 26 [IQR {interquartile range}: 34-16]) and Personal Accomplishment (median score 29 [IQR: 34-25]). Most participants (n= 215; 71.19%) would seek help if they had an emotional problem. Bivariate analysis revealed significant associations between workplace demands, control, management support, peer support, relationships, role and change with all subscales of burnout. Multivariate regression analysis found that Personal Accomplishment improved by 0.49 (95% CI: 0.10-0.89) for every point in improved work demands, by 0.84 (95% CI: 0.01-1.67) for every point towards improved management support and by 1.19 (95% CI: 0.48-1.90) for every point towards having an improved role. During 2022, HCPs working in a rural area in South Africa displayed high levels of burnout for Emotional Exhaustion and Personal Accomplishment but not for Depersonalisation.Contributions:Improvements in work demands, managerial support and role clarity may reduce burnout among HCP in a rural, primary care setting.

Partnership of University Institutions with Industries and Graduates’ Employability in Cameroon: Case of Graduates of Technical and Professional Schools of the University of Ngaoundéré

Context: Graduate employability remains a global interest in this 21st century as workplace demands and economic sustainability are growing, changing, and driving new competencies and needs as well as the need for an innovative, flexible, and motivated workplace. The quality of university graduates is not only crucial to individual productivity but also to national productivity, economic growth, and development. This quality could be enhanced by effective collaboration between institutions of the university and the industry. Therefore, this study examines the influence of the quality of partnerships between university institutions and industries on the employability of graduates from technical and professional schools of the University of Ngaoundere. Methods: A cross-sectional study using an online questionnaire was conducted amongst graduates from the University of Ngaoundere recruited through snowball and purposive sampling. The data were analyzed by SPSS Software, Version 20, using descriptive statistics and simple linear regression. Results: Findings revealed that the quality of the partnership between university institutions and industries strongly and significantly influences graduates’ employability (R2 =0.505, β=0.711, p<0.001). Conclusion: Therefore, the study recommends that effective educational policy and strategy should be adopted to improve graduates’ employability by focusing on improving collaboration and cooperation between university institutions and industries.