Young Employees Research Articles

The Older, the Less Digitally Fluent? The Role of Age Stereotypes and Supervisor Support

Abstract Over the last decades, digital technologies have progressively made their way into the workplace. Therefore, it becomes increasingly important for employees to have digital competencies, which can be measured through digital fluency, including its two sub dimensions, namely digital knowledge and digital self-efficacy. This is particularly the case for older workers, who might be affected by a digital divide that proposes younger and older employees have different prerequisites for digital fluency. Drawing from the stereotype embodiment theory, we argue that age is generally negatively related to self-perceptions of digital fluency and particularly impactful when older employees hold negative age stereotypes against older workers and therefore self-stereotype themselves. Furthermore, we argue that developmental support from the direct supervisor has the potential to either amplify or alleviate this negative relation: While a lack of supervisor support may lead to the activation of internalized negative age stereotypes, strong support by the supervisor could strengthen the employees’ self-perceptions in several ways. Performing multiple regression analyses on survey data collected from 1,007 employees, we find support for our three hypotheses. Negative age stereotypes exacerbate the negative relationship between age and digital fluency, whereas the interplay of high individual stereotypes and low supervisor support is the most negative condition for the relation of age on digital fluency. On the other hand, strong supervisor support with low negative stereotypes counteract existing age differences in digital fluency. Therefore, our findings have important theoretical and practical implications.

Expected reasons for leaving the labour market and loss of paid employment among older workers: prospective cohort study

BackgroundSurveying expected reasons for retirement may be a useful strategy to maintain labor market affiliation. The aim was to investigate the prospective association between self-reported expected reasons for leaving the labour market and subsequent loss of paid employment before the state pension age among older workers.MethodsThe prospective risk of loss of paid employment before the official state pension age was estimated from expected reasons for leaving the labour market among 10,320 currently employed older workers (50–63 years) from the SeniorWorkingLife study. In 2018, participants replied to 15 randomly ordered questions about expected reasons for leaving the labour market and were in 2020 followed in a national register containing information on labour market participation.ResultsLoss of paid employment before state pension age was predicted by expected reasons related to ‘Health, work demands and occupational well-being’: ‘Poor physical health’ (RR 1.47, 95% CI 1.45–1.49), ‘Poor mental health’ (RR 1.36, 95% CI 1.32–1.40), ‘Not being capable of doing the job’ (RR 1.20, 95% CI 1.18–1.22), and ‘Not thriving at the workplace’ (RR 1.14, 95% CI 1.11–1.17). Expected reasons related to the possibility of receiving voluntary early retirement benefits also increased this risk. Expected reasons related to ‘Leisure’ (‘Wish for more self-determination’; ‘Wish for more time for hobbies’), ‘Economy’ (‘Economic considerations’; ‘Possibility of receiving pension’), and ‘Norms’ (‘Retirement norms’; ‘To make space for younger employees’) decreased the risk of loss of paid employment before state pension age. Age-stratified analyses revealed that expected reasons related to the domain of ‘Health, work demands and occupational well-being’ predicted risk of loss of paid employment to a greater extent among workers aged 50–55 compared to those aged 56–63.ConclusionsExpected reasons for leaving the labour market predicted actual labour market participation among older workers in Denmark. Expected reasons related to poor physical and mental health, and not being capable of doing the job seem to be stronger PUSH-factors among workers aged 50–55 compared to those aged 56–63. Preventing early labour market detachment should take the worker’s expected reasons for leaving into account.

Factors Affecting Employee Retention Among SMES’ Millennial Employees in Klang Valley, Malaysia

MEs have been a significant driver of Malaysia’s economy. SMEs provide opportunities for business expansion and employment for people in need. Therefore, it is important to understand the workforce now as well as in the future. According to earlier studies by others, businesses are currently aggressively seeking the best employees on the market as well as the talent that will eventually replace the ageing baby boomer generation in the upcoming few years. It is because one of their biggest talent concerns is how difficult it is to attract and retain younger employees, especially for millennials and generation Z. The purpose of this study is to examine the factors affecting employee retention among SMEs’ millennial employees in the Klang Valley. Three independent variables: career development opportunities, compensation, and workplace flexibility, were selected to examine the relationship with employee retention. The Klang Valley region was chosen as it is the fastest-growing area in Malaysia with a variety of businesses, educational institutions, and entertainment that attract people from all over the nation to these economic hubs. The quantitative research was used for this study. In this study, three data analysis models have been applied in data analysis descriptive analysis, multiple linear regression, and Pearson correlation coefficient analysis. A total of 384 responses were received for data analysis. The research approach was by survey questionnaires via Google Forms and all the data collected will be analysed by IBM SPSS version 28.0.0.0 throughout the pilot test and final analysis. The findings demonstrate that all the three hypotheses were supported. All the independent variables (career development opportunities, compensation, and workplace flexibility) are found to have a significant positive relationship with the dependent variable. Finally, a summary of the main discussion, implication of the study, its limitations, and some recommendations for future study are mentioned in this paper.

Time period effects in work disability due to common mental disorders among young employees in Sweden-a register-based cohort study across occupational classes and employment sectors.

We aimed to investigate time period effects in the risk of work disability, defined as long-term sickness absence (LTSA) and disability pension (DP) due to common mental disorders (CMDs), among young employees according to employment sector (private/public) and occupational class (non-manual/manual). Three cohorts, including all employed individuals with complete information on employment sector and occupational class, aged 19-29 years and resident in Sweden on 31 December 2004, 2009 and 2014 (n = 573516, 665138 and 600889, respectively) were followed for 4 years. Multivariate-adjusted hazard ratios (aHRs) with 95% confidence intervals (CIs) were estimated to examine the risk of LTSA and DP due to CMDs using Cox regression analyses. In all cohorts, public sector employees had higher aHRs for LTSA due to CMDs than private sector employees, irrespective of occupational class, e.g. aHR, 95% CI: 1.24, 1.16-1.33 and 1.15, 1.08-1.23 among non-manual and manual workers in cohort 2004. The rates of DP due to CMDs were much lower in cohorts 2009 and 2014 than 2004 leading to uncertain risk estimates in the later cohorts. Still, public sector manual workers had a higher risk for DP due to CMDs than manual workers in the private sector in cohort 2014 than in 2004 (aHR, 95% CI: 1.54, 1.34-1.76 and 3.64, 2.14-6.18, respectively). Manual workers in the public sector seem to have a higher risk of work disability due to CMDs than their counterparts in the private sector calling for the need for early intervention strategies to prevent long-term work disability.

Relationship Between Psychiatric Nurses' Self-Evaluation of Their Technical Skills and Support From Others in the Hospital

We conducted a questionnaire survey of psychiatric nurses to clarify the relationship between their self-evaluation of their technical skills and support from others. We obtained valid responses from 578 of these nurses. Factor analysis was used to extract support factors for five types of professionals: supervisors, seniors, peers, juniors, and other professionals in the workplace. The results demonstrated that even in a psychiatric nursing field consisting of nurses of various ages, the structure of support was similar to that in a previous study of young and mid-career employees in the workplace in Japanese companies. The results also showed that the self-evaluation of technical skills was higher for those who received psychological support from their seniors and work support from other professions. The results also revealed that the self-evaluation of technical skills was lower for those who received psychological support from their peers.

Association of poor perceived work ability and psychosocial work-related factors in health and social service worker age groups: a cross-sectional study

ObjectivePrevious work ability studies have primarily focused on old workers and physical health. This study investigated how poor perceived work ability (PPWA) is associated with work-related factors in different health...

The inverse U-shaped relationship between challenge stressors and workplace learning outcomes: a study of young employees in Japan

PurposeIn recent years, scholars have questioned the linear relationship between challenge stressors and positive outcomes. Nevertheless, few studies have examined whether challenge stressors and workplace learning outcomes have an inverse U-shaped relationship. Therefore, this study aims to determine whether challenge stressors have an inverse U-shaped relationship with workplace learning outcomes among young Japanese employees.Design/methodology/approachData were collected from 1,257 individuals in two time periods through an internet survey and analyzed using regression analysis.FindingsThe findings suggest that challenge stressors have an inverse U-shaped relationship with workplace learning outcomes.Practical implicationsThe relationship between challenge stressors and workplace learning outcomes is positive until a certain point and becomes negative after a certain point. Hence, when promoting learning outcomes among young employees, supervisors should be careful to avoid subjecting employees to very little or excessive amount of challenge stressors.Originality/valueThis study provides evidence supporting the assumption that the relationship between challenge stressors and positive outcomes has an inverted U-shape.

Socialization of Intellectual Property Rights (IPR) to coffee shop business actors in Denpasar City

The Office of Cooperatives and MSMEs in Denpasar City is a human resource development agency and training center for human resources. The role of this Office is to provide training in encouraging young employees and entrepreneurs to develop skills, enthusiasm and critical thinking to develop MSME products. This community service activity aims to improve the quality of human resources, especially in the aspect of the urgency of Intellectual Property Rights (IPR) for coffee shop entrepreneurs in Denpasar City. The result of this program is an increase in knowledge about IPR and concrete actions in registering intellectual property for the products and brands of businesses that are initiated.

Childhood adversity and risk of later labor market marginalization in young employees in Sweden.

The present study examined the independent and combined effects of childhood adversity (CA) and occupational class on the risk of future labor market marginalization (LMM) in young employees in Sweden. Occupational class (non-manual/manual workers) was also explored as a potential mediator. This population-based longitudinal cohort study included 556 793 employees, 19-29 years, residing in Sweden in 2009. CAs included parental death, parental mental and somatic disorders, parental separation, household public assistance, single-parent household and residential instability. Measures of LMM included long-term unemployment (LTU), long-term sickness absence (LTSA) and disability pension. Estimates of risk of each LMM measure, between 2010 and 2016 were calculated as hazard ratios (HRs) with 95% confidence intervals (CIs), using a Cox regression analysis. Those exposed to CA had an elevated risk for all measures of LMM. Manual workers with a history of household public assistance had the highest risk estimates compared to non-manual workers with no CAs [adjusted HR spanning from 1.59 (LTSA) to 2.50 (LTU)]. Regardless of occupational class, the risk of LMM grew higher with increasing number of CAs (e.g. adjusted HR of LMM in manual workers with 3+ CAs: 1.87, 95% CI: 1.81-1.94). These patterns persisted after adjustments for a range of confounders, including psychiatric and somatic morbidity. Last, we found a small but significant mediating effect of occupational class in the association between CA and LMM. Information on CAs are important determinants of LMM in young adults, and especially in manual workers.

Psychosocial working conditions and sickness absence among younger employees in Denmark: a register-based cohort study using job exposure matrices.

Previous literature has established associations between psychosocial working conditions and sickness absence (SA), but only few studies have examined associations among younger employees. This study aimed to investigate associations between psychosocial working conditions and SA among employees, aged 15-30 years, who entered the labor market in Denmark between 2010 and 2018. We followed 301 185 younger employees in registers for on average 2.6 years. Using job exposure matrices, we assessed job insecurity, quantitative demands, decision authority, job strain, emotional demands, and work-related physical violence. Adjusted rate ratios of SA spells of any length were estimated for women and men separately with Poisson models. Among women, employment in occupations with high quantitative demands, low decision authority, high job strain, high emotional demands, or high work-related physical violence was associated with higher rates of SA. Being employed in occupations with high versus low emotional demands showed the strongest association with SA, with a rate ratio of 1.44 [95% confidence interval (CI) 1.41-1.47]. Among men, being employed in occupations with low decision authority showed the strongest association with SA (1.34, 95% CI 1.31-1.37), whereas occupations with high quantitative demands, high job strain, and high emotional demands were associated with lower rates of SA. We found that several psychosocial working conditions were associated with SA spells of any length. Associations with SA spells of any length resemble associations with long-term SA, suggesting that results from previous studies on long-term SA may be generalizable to all lengths of SA among younger employees.

Increased physical workload in home care service is associated with reduced recovery from work

ObjectiveThis study investigated the physical workload of home care service workers and determined whether the different intensities of physical work strain experienced by home care nurses have different impacts on their recovery from work.MethodsPhysical workload and recovery were measured among 95 home care nurses based on heart rate (HR) and heart rate variability (HRV) recordings during one work shift and the following night. Differences in the physical work strain were compared between younger (≤ 44-year-old) and older (≥ 45-year-old) employees and between morning and evening shifts. To determine the effects of occupational physical activity on recovery, HRV at all time points (during the workday, when awake and asleep, and whole measurement) in relation to the amount of occupational physical activity was examined.ResultsThe average physiological strain during the work shift, measured as metabolic equivalent (MET), was 1.8 ± 0.5. Moreover, the occupational physical demands in relation to maximal capacity were higher for the older employees. The results of the study showed that a higher occupational physical workload reduced the HRV of home care workers during the workday, leisure time, and sleep.ConclusionsThese data indicate that increased occupational physical workload is associated with reduced recovery among home care workers. Therefore, decreasing occupational strain and ensuring sufficient recovery is recommended.

Work-Nonwork Interface and Career Success: Examining Behavioural and Affective Linking Mechanisms

ABSTRACT Past research has illustrated that experiences at the work-nonwork interface are related to the achievement of objective and subjective career success. However, the mechanisms linking positive and negative work-nonwork experiences and career success have not received much attention. Based on the conservation of resources theory and the source attribution perspective, we propose behavioural (i.e., through career engagement) and affective (i.e., through positive and negative affect at work) mechanisms linking positive and negative work-nonwork experiences (i.e., work-to-nonwork enrichment and interference) to objective (i.e., salary) and subjective (i.e., career satisfaction) career success. The results of a time-lagged study (N = 812) performed over one year with three measurement waves with young employees (18–35 years old, 47% females) provided partial support for both mechanisms and showed that career engagement mediated the positive relation between work-to-nonwork enrichment and both career success dimensions. However, unexpectedly, work-to-nonwork interference was also positively associated with salary and career satisfaction through increased career engagement. Additionally, negative affect at work mediated the negative relation between work-to-nonwork interference and both career success dimensions, but this mediation was stronger for career satisfaction. The study implies that behavioural and affective mechanisms differentially link work-nonwork experiences and various forms of career success.

How do young employees perceive stress and job engagement while working from home? Evidence from a telecom operator during COVID-19

PurposeThe study examines the extent to which job demands and resources are related to job stress and engagement among young employees exposed to remote work. The study draws on the job demands–resources (JD-R) model, adapted to working from home during the pandemic.Design/methodology/approachThe study uses data from a survey among young employees (35 years and younger) in a large, telecommunications company in Norway (N = 303), conducted in May 2021. Linear regression analysis was employed.FindingsThe results show that the difficulty of work tasks is positively related to stress while time spent working from home, managing work–life balance and receiving support from leaders are negatively related to stress. Furthermore, overtime, support from leaders and colleagues and managing work–life balance are positively related to job engagement. Having a dedicated workspace at home is not related to either job stress or engagement and no gender differences exist.Originality/valueThe study theoretically contributes to the literature by showing that the nature of work plays out differently for the well-being of employees working from home. In terms of practical implications, the study suggests that adjusting the level of difficulty of work tasks and providing support can alleviate stress among young employees. Providing the option to work from home may reduce stress among these young employees, however working from home may face limitations regarding enhancing job engagement.

To the question of the features of the personal and professional identity of lawyers

The article discusses the features of the personal and professional identity of lawyers. A study is being conducted during which two groups of respondents are distinguished, lawyers, as a profession "man-to-man" and clerks. Research methods. Methodology for the Study of Personal Identity (MILI), author L.B. Schneider. Method L.B. Schneider for determining the level of professional identity. Statistical methods: Fisher's angular transformation — φ. Conclusions. In the course of the study, we found out the following features of the personal and professional identity of lawyers: 1. The personal identity of lawyers, in contrast to the identity of the respondents in the control group of clerks, is characterized by the following status and age features: • the predominance of the status of premature identity in a larger number of lawyers; • the achieved personal identity is less typical for lawyers, compared with the respondents of the control group; • among younger lawyers, there are more respondents with premature identity and pseudo-identity, however, the achieved identity is less typical for them than for the respondents of the control group. 2. The professional identity of lawyers, in contrast to the identity of the respondents in the control group, is characterized by the following status and age features: • for lawyers, premature identity is most characteristic, however, diffuse and achieved identity are not typical; • among young employees, there are fewer respondents with an achieved identity and more often with a premature identity; • among mature lawyers, there are more respondents with a diffuse identity.

Agile and Entrepreneurial Attributes of Young Employees as a Determinant of Market Success in the Light of Own Research

Agile and Entrepreneurial Attributes of Young Employees as a Determinant of Market Success in the Light of Own Research

Labor market performance gaps and the role of secondary vocational education at meister high school in Korea

This study explored the mechanism of labor market performance by confirming the role of secondary vocational education for young Korean employees of high school graduates. To this end, we focused on the Meister High School (MHS) policy for fostering the lead in secondary vocational education in Korea. In comparative perspective, data from 2,344 Korean employees who graduated from MHS or Specialized Vocational High School (SVHS) were analyzed. Firstly, it was found that MHS graduates obtained better objective performance conditions even if the crucial reginal and parental effects are controlled. Next, MHS graduates maintained higher job satisfaction focusing on their horizontal mismatch level. Moreover, MHS graduates with higher achievement in vocational courses were satisfied with their school life. Our findings found the significant roles of the Korean secondary vocational education policy by applying assumptions of the status acquisition model.

TRIBUTE TO THE LIFE OF ACADEMICIAN NAN OF UKRAINE, EVGENIY SHNYUKOV

This article is devoted to the life and activities of Doctor of Geological and Mineralogical Sciences, Academition NAN of Ukraine Evgeniy Shnyukov. Professor Shnyukov was a world-famous Soviet and Ukrainian scientist, founder of the discipline of marine geology in Ukraine, and Academician of the National Academy of Sciences of Ukraine. He was born on March 26, 1930 in the city of Arkhangelsk, located at the mouth of the Northern Dvina River, and he passed away on November 1, 2022 in Kyiv at the age of 93. He was a member of the National Academy of Sciences of Ukraine, and a highly honored researcher, having been twice a laureate of the State Prize of Ukraine in the field of science and technology. His scientific interests were extremely wide and were covered by more than 700 publications. He was the first among geologists to come to the conclusion that, as a maritime state, Ukraine was obligated to develop marine geological research. Akademician Shnyukov promoted the exploration of marine geology at Odessa I. I. Mechnikov State University, constantly and fruitfully working with scientists of the Department of General and Marine Geology as its chief scientific consultant. With great respect, he spoke about our successes and treated the staff of the department and students with great warmth. His integral feature was that he treated great scientists and young employees with equal respect. He loved Odessa very much, called it his “Little Motherland,” and often visited to conduct joint expeditions in the Black Sea and along its coast as part of joint domestic and international scientific projects. He also organized international scientific conferences. In 1992, by decision of the Presidium of the National Academy of Sciences of Ukraine, the Department of Marine Geology and Sedimentary Ore Formation of the National Academy of Sciences of Ukraine was established, with E. F. Shnyukov appointed as its head. Until his last breath, Shnyukov worked tirelessly to confirm the status of Ukraine as a maritime state and to provide it, through research, with energy resources and raw materials. The scientific achievements of Akademician Shnyukov include his founding of a new direction in the field of sedimentary ore formation – the metallogeny of mud volcanism – with which he contributed to the expansion of the mineral and raw material base of Ukraine. In fact, he is the “father” of marine metallogeny. An outstanding and talented scientist, a person full of vital optimism, a sense of humor, benevolence, sensitivity, and an outstanding personality – Evgeniy Shnyukov will forever remain in the hearts of his friends and colleagues, as well as everyone who knew him, communicated and worked with him, respected him, and loved him.

Technology, job characteristics, and retirement of aged workers: evidence from automation and IT adoption of firms in Korea

Abstract We investigated how the adoption of a new production technology differently affects the risk of job separation of young and old employees in South Korea by analyzing establishment-level panel data linked with administrative employment insurance records on individual workers. To address potential endogeneity associated with a firm’s technology adoption, we conducted instrumental variable estimations with a two-stage residual inclusion (2SRI) approach. The results suggest that technology (indicated by newly adopted automation and increased purchase of Information Technology equipment) positively affects the overall employment of incumbent workers. However, the employment of aged workers is less favorably affected by newly adopted technologies compared to that of younger workers. In some conditions, technology adoptions increase the retirement risk of older workers absolutely as well as relative to that of younger workers. Newly adopted automation negatively affects the employment of aged workers who are engaged in clerical and support occupations or employed in the wholesale and retail industry. Estimation results according to the reason for retirement suggest that the negative effect of technology adoption on employment may be related to both labor demand and supply.

Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model

This research investigates the relationship between relational psychological contract and the retention of young talents in Vietnam. The study surveyed young employees pertaining to (Generations Y and Z) at BBB Company. The results show an equal weight of transactional and relational psychological contracts in the job satisfaction and retention of young Vietnamese employees. The research compared the relative importance of future growth potential against existing good practices. The results indicate that these two constructs have equal importance, as the value for r square is almost equal. This suggests that from a strategic standpoint Human Resource Management (HRM) ought to prioritise the development of practices that enhance both relational and transactional psychological contracts among young talents in Vietnam. This derives from a cultural transition, which means that both the weights of national culture and globalisation are influencing the choices and loyalty of the younger generations in the workplace. These findings have significant implications for the understanding of how generational differences and culture influence how a company retains their young talents and the importance of psychological contract for young employee commitment in Vietnam in an increasingly competitive environment.

The impact of work motivation on job satisfaction with mediating effect of key work behaviour variables: A Bulgarian case of Generation Z employees

Employers today are clearly aware that employee absenteeism, disengagement and turnover seriously disrupts the rhythm of work and leads to a loss of return on investment in human and social capital for them. With the phased entry of Generation Z, three different generational cohorts in the workforce (X, Y and Z) need to work together and be managed effectively within the organisation. Too little is known about the personalities, needs and issues associated with Generation Z. The research problem addressed in this article focuses on motivated and satisfied young employees in a professional work environment. The purpose is the purpose of this research was to examine the relationship of motivational issues with significant individual work attitudes pertaining to high motivated and satisfied young Bulgarian employees. Research methods include literature review, critical analysis, questionnaires and rating scales, statistical methods and techniques. The results show significant relationships between young employees’ work motivation, organizational commitment, work engagement and job satisfaction and the mediatiag effect of their committed and engaged.