Journal articles: 'Job aptitude'

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Knapp, Beverly G., and Barry Tillman. "Job Skill Assessment Software System." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 42, no. 18 (October 1998): 1319–21. http://dx.doi.org/10.1177/154193129804201809.

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The US Army Research Laboratory is developing the Job Assessment Software System (JASS). JASS is a computer program to define and measure human aptitudes required to do a job. A person familiar with the job (designer, worker, trainee, etc.) uses JASS by answering “yes” or “no” to a series of questions. The answers identify the aptitudes required. For each required aptitude, JASS presents a 7-point scale to rate the aptitude level. JASS is based on the work of Dr. Edwin Fleishman (Fleishman & Quaintance, 1984) of George Mason University. This paper will describe JASS and its recent applications and will also describe current and anticipated efforts to further develop and improve the JASS tool.

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Schmidt, Frank L. "A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence." Perspectives on Psychological Science 6, no. 6 (October 14, 2011): 560–73. http://dx.doi.org/10.1177/1745691611419670.

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In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question.

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Harris, Douglas H. "Prediction of Inspection Performance with a Dynamic, Computer-Based, Multi-Aptitude Test." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no. 1 (October 1997): 574–78. http://dx.doi.org/10.1177/1071181397041001127.

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A dynamic, computer-based, multi-aptitude test was designed to predict success on inspection jobs that require the combined aptitudes of general cognitive ability, abstract reasoning, and spatial visualization. This approach to the prediction of job performance is in contrast to most existing methods for predicting performance on technical jobs, in which aptitudes are measured one at a time by static tests. The test was computer administered and scored, requiring 36 minutes of testing time. Validation studies showed that the test was highly reliable, correlated with other measures of these key aptitudes, and was predictive of the job performance of nondestructive testing operators. These results indicated that the test can be used with confidence for the early identification of individuals who will benefit most from training and experience on certain inspection jobs, and who will be most likely to meet operator qualification standards for these jobs.

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Kim, Eui-Tae, and Ju-Seuk Kim. "A Study on Factors Affecting the Career Maturity of College Freshmen: Focusing on the Level of Entrepreneurial Aptitude and Self-efficacy." Korean Association For Learner-Centered Curriculum And Instruction 23, no. 1 (January 15, 2023): 117–28. http://dx.doi.org/10.22251/jlcci.2023.23.1.117.

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Objectives The purpose of this study is to explore the relationship between the factors affecting the career maturity of college freshmen enrolled in local universities, and to analyze the effect of entrepreneurial aptitude level and self-efficacy on career maturity. Methods For this purpose, the entrepreneurship aptitude test, the job search readiness test, and the career readiness test were conducted for freshmen at University A in Chungcheong Province. In addition, descriptive statistics, correlation analysis, and multiple regression analysis were performed using a total of 257 responses. Results First, the correlation analysis for each sub-factor of entrepreneurial aptitude level, career maturity, and job search readiness showed a positive relationship. Second, it was shown that the level of entrepreneurial aptitude and job search readiness had a positive effect on career maturity. Third, it was found that the sub-factors of self-efficacy in entrepreneurial aptitude level and job search readiness were affecting career maturity. Conclusions Based on the main research results, it was suggested that a startup education program and a self- efficacy improvement program are needed for college freshmen at local universities.

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Femi, Ogunsola. "ACHIEVEMENTS DISPARITY AMONG JOB SEEKERS IN A UNIVERSITY SETTING." International Journal of Research -GRANTHAALAYAH 6, no. 10 (October 31, 2018): 1–5. http://dx.doi.org/10.29121/granthaalayah.v6.i10.2018.1151.

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The study investigated whether (i) the sex of job seeker has any appreciable impact on their performances on an aptitude test; (ii) the certificate obtained by the job seekers influenced their performances on an aptitude test; (iii) the scores of the job seekers in terms of their sex and certificate worth are homogeneous. Two hundred and ten (210) qualified WASC/GCE and OND/NCE job seekers made up of 120 male and 90 female were subjected to a 30 – item aptitude test. Their scores were analysed using a t – test and ANOVA at 0.05 level of significance. Results showed that there is a significant difference in the performances of job seekers by sex in favour of the male participants. Also, there is a significant difference in the performances of the job seekers in terms of their certificate worth in favour of the OND/NCE holders. The scores of the job seekers in terms of their sex and certificate worth were found to be significant and homogeneous and this was in favour of the male applicants and the OND/NCE holders. The implication of these findings is that experience in terms of certificate worth and sex of the individuals coupled with determination play significant role in any competitive examination. Employers of labour should always engaged good and qualified candidates for jobs without prejudice to sex and quota system to make room for efficiency.

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Gottfredson, Linda S. "Occupational Aptitude Patterns Map: Development and implications for a theory of job aptitude requirements." Journal of Vocational Behavior 29, no. 2 (October 1986): 254–91. http://dx.doi.org/10.1016/0001-8791(86)90008-4.

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Ekawati, Dian, Dian Kinayung, and Herlina Siwi Widiana. "Profiling bakat menggunakan Employee Aptitude Survey (EAS): Dapatkah menjadi prediktor Indeks Prestasi Kumulatif (IPK)?" Persona:Jurnal Psikologi Indonesia 9, no. 1 (June 29, 2020): 157–69. http://dx.doi.org/10.30996/persona.v9i1.2983.

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AbstractGrade Point Average (GPA) the cumulative value achieved by a university student, is one of the criteria in job selection. However, not all students get the minimum GPA threshold required. Aptitude is a factor that may predict the GPA. The aim of this study is to examine aptitude as a predictor of GPA in university students. The hypothesis is aptitudes in the Employee Aptitude Survey (EAS) are able to predict students’ Grade Point Average (GPA). The research participants were 380 university students chosen by incidental sampling. The EAS was used to measure aptitude, with the reliability of each subtest that was adequate and met the validity index based on confirmatory analysis. GPA was known from a self-report questionnaire. The analysis was performed using Kendall's Tau statistical analysis technique. In general, speed and visual accuracy aptitude is the only aptitude measured with EAS that is unable to predict GPA. There were different aptitude profiles between students majoring in natural and social sciences. Based on the results, nine subtests in the EAS that significantly predict GPA may be used in selecting new students in the university.Keywords: Employee Aptitude Survey (EAS); GPA; university student. AbstrakIndeks Prestasi Komulatif (IPK) yang merupakan nilai kumulatif yang dicapai oleh setiap mahasiswa di Perguruan Tinggi, sampai dengan saat ini masih menjadi salah satu kriteria dalam seleksi pekerjaan. Namun tidak semua mahasiswa memperoleh IPK sesuai dengan batas minimal yang dipersyaratkan. Penelitian ini bertujuan untuk menguji bakat-bakat sebagai prediktor IPK pada mahasiswa. Hipotesis penelitian adalah bakat-bakat yang ada dalam Employee Aptitude Survey (EAS) mampu memprediksi Indeks Prestasi Kumulatif (IPK) mahasiswa. Partisipan penelitian adalah 380 mahasiswa yang dipilih dengan insidental sampling. Alat ukur yang digunakan untuk adalah EAS, dengan reliabilitas tiap subtes yang memadai serta memenuhi indeks validitas berdasar analisis faktor konfirmatori. Data IPK diperoleh dari self report questionaire. Analisis dilakukan dengan menggunakan teknik analisis statistik Kendall’s Tau. Secara umum, aspek kecepatan dan ketelitian visual menjadi satu-satunya aspek dalam EAS yang tidak mampu berperan sebagai prediktor IPK. Terdapat perbedaan profil bakat pada mahasiswa eksakta dan non eksakta. Berdasarkan hasil penelitian, sembilan subtes dalam EAS yang mampu memprediksikan IPK secara signifikan dapat digunakan sebagai alat seleksi mahasiswa baru.Kata kunci: Employee Aptitude Survey (EAS); IPK; mahasiswa

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Kim, Min, and Gughwan Choi. "Expansion of Employment Opportunity and Suitable Job Recommendation for People with Disabilities in Korea: Focusing on Job Aptitude Test-Personal (JAT-P)." Korean Society for Rehabilitation of Persons with Disabilities 26, no. 3 (September 30, 2022): 1–23. http://dx.doi.org/10.16884/jrr.2022.26.3.1.

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The purpose of this study was to collect data about the opinions of workers with disabilities in ways of expanding their employment opportunities, investigating their employment retention strategies, and recommending their proper occupational groups, utilizing the battery of Job Aptitude Test-Personal(JAT-P). To fulfill the purpose of this study, a total of 200 PWD participated in this study, taking the individual questionnaire and the online JAT-P. After the administration of the study tools, data was analyzed to compare the recommended job groups in terms of disability types and to see their employment strategies and their influencing employment retention factors, focusing on the exploration of their ability-interest and aptitude-interest results. The study indicated that over 50% of PWD have been working in the areas of assembly, office work, cleaning, and arrangement tasks, and they reported a ‘previous work experience’ as a critical factor in employment achievement, also reporting satisfaction with their current work conditions and self-reported work performance abilities. No significant differences were found between disability types and their occupations, but reasonable occupations in terms of the matching between ability-interest and aptitude-interest were recommended, along with the suggestions of required government policies and organizational co-works.

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Mani, Sudha, Prabakar Kothandaraman, Rajiv Kashyap, and Bahar Ashnai. "Sales Role-Plays and Mock Interviews." Journal of Marketing Education 38, no. 3 (July 26, 2016): 183–98. http://dx.doi.org/10.1177/0273475315606785.

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Sales competitions provide students with opportunities to apply their understanding of sales. Despite a long tradition of scholarship on sales role-plays, the answer to what drives student performance in sales competitions remains elusive. In this research, we examine how motivation (work engagement) and ability (cognitive aptitude and selling-related knowledge) affect student performance in sales role-play competitions. We also examine how success in sales role-plays engenders job attainment for the students. Using data from a sales competition held at a large public university in the United States, we provide empirical evidence that both motivation and ability affect sales performance. But, contrary to expectation, they have a substitution effect and not a complementary one. We also find evidence that success in sales role-plays translates into improved success in job interviews and that this effect is stronger for students with greater cognitive aptitude, that is, sales role-play performance complements the cognitive aptitude of the student to improve their mock interview performance.

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Bustamante-Granda, Byron Fernando, Claudia Rodríguez-Hidalgo, María Aranzazu Cisneros-Vidal, Diana Rivera-Rogel, and Claudia Torres-Montesinos. "Ecuadorian Journalists Mental Health Influence on Changing Job Desire: A Cross Sectional Study." International Journal of Environmental Research and Public Health 18, no. 19 (September 27, 2021): 10139. http://dx.doi.org/10.3390/ijerph181910139.

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Journalist’s mental health could predict their job change. This study aims at determining the prevalence of mental health issues and their association with perception of aptitude for covering emergencies and difficulty in seeing a corpse, and also to determine the mental health factors associated with job change. An ad hoc survey, GHQ-28 (Somatization, Anxiety-Insomnia, Social Dysfunction, Depression), MBI-P (Burnout, Emotional Exhaustion, Depersonalization, personal accomplishment) and Brief scale to diagnose Post-Traumatic Stress Disorder and Suicide Risk were applied to 196 journalists (female = 51.6%). Descriptive analysis, correlations (Pearson and Spearman), T-test and binary logistic regression were performed. It was found that one third part of journalists perceive themselves as having low aptitude to cover emergencies and difficulty in seeing a corpse, 17.3% would consider changing jobs and 42.1% could only access free mental health services. The most frequent mental health problems are: low personal accomplishment, emotional exhaustion and post-traumatic stress disorder (11.2 to 17.3%). People who want to change jobs present more: social dysfunction, depression, emotional exhaustion, depersonalization, low personal accomplishment, post-traumatic stress disorder and suicide risk. The two mental health factors associated with desire of changing jobs are high emotional exhaustion, and low personal accomplishment. These results guide the psychosocial risk prevention processes for journalists, as well as the training needs that universities could consider to protect the mental health of this vulnerable group.

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Furnham, Adrian, and Tony Miller. "PERSONALITY, ATTENTION TO DETAIL AND TELEPHONE MANNER." Social Behavior and Personality: an international journal 36, no. 2 (January 1, 2008): 177–82. http://dx.doi.org/10.2224/sbp.2008.36.2.177.

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Over 1,200 potential callcenter sales staff answered a printed job advertisement by telephone. Trained raters judged the applicant on 3 dimensions and around 450 were called to a face-to-face interview. At the interview they were given a personality test (NEO-FFI; Costa & McCrae, 1992) and a Customer Service Aptitude Test that was devised for this study. Despite range restrictions on rated telephone behavior the personality variables correlated with both actual telephone interview rating and a customer service aptitude test. Regressions showed that Extraversion was the only significant predictor of the total rated interview score. Open, stable and agreeable females did best on the customer service aptitude test.

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Pagud-Sarabia, Ma Thesageen, and Mauricia Sarigumba Bapilar. "Utilization of Philippine Aptitude Classification Test (PACT) Result in Career Awareness Program." International Multidisciplinary Research Journal 3, no. 2 (June 16, 2021): 16–24. http://dx.doi.org/10.54476/iimrj282.

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This study determined the alignment of students’ Senior High School track and course preference in college with their aptitude and probable performance in educational programs. It is descriptive in nature. The respondents were the Junior High School students who took the Philippine Aptitude Classification Test (PACT) of School Year 2014–2015 and were enrolled Grade 12 at the Senior High School of Holy Name University for School Year 2017–2018. Frequency counting of the aptitude, probable performance in different educational programs, preferred school track and career choice were made. Results revealed that majority of the respondents were enrolled in the STEM track. More than half of the respondents got low aptitudes that fit to only one to three educational programs based on the nine (9) clusters of educational programs identified in the PACT and a significant number of respondents did not fit to any educational programs. Many of the college courses chosen by the respondents while they were still in Grade 9 are under services, engineering and manufacturing, and health and welfare clusters. More so, college course preferred by the respondents in STEM track are related to health and welfare followed by engineering and manufacturing cluster while those in ABM and HUMMS track preferred Social Science, Business and Law cluster. Career choices made by the respondents are not aligned with their aptitude which could be a source of future job-skills mismatch or misfit graduates. Career guidance is seen as an imperative for a successful future career choice and career awareness program is viewed as a possible intervention as early as Grade 7 to Grade 10.

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Brady, Michael F., Thomas R. Carretta, Zakia S. Shermadou, and Anthony Gibson. "Aptitude Requirements for Human Operators in Human–Automation Interaction." Aviation Psychology and Applied Human Factors 12, no. 1 (March 2022): 50–62. http://dx.doi.org/10.1027/2192-0923/a000210.

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Abstract. The purpose of this work was to identify individual differences that affect aptitude requirements for jobs involving autonomous systems and human–automation interaction (HAI). This was addressed in two stages. First, we conducted a literature review of task demands and operator states relevant to HAI. On the basis of this review, we formed a model for understanding performance as a composite of operator states, operator behaviors, and distal outcomes. Second, we conducted a meta-analysis of correlations between individual differences and criteria reflecting job demands of an HAI environment. Results suggest cognitive skills such as working memory are important to performance in an HAI context. Inconsistent findings for personality across studies underscore the need for more research. Measurement challenges and research gaps are identified.

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Khan, Tehseen, Huma Javed, Mohammad Amin, Omar Usman, Syed Ishtiaq Hussain, Amjad Mehmoood, and Carsten Maple. "EEG Based Aptitude Detection System for Stress Regulation in Health Care Workers." Scientific Programming 2021 (October 11, 2021): 1–11. http://dx.doi.org/10.1155/2021/4620487.

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Stress is a complex multifaceted concept that is the result of adverse or demanding circumstances. Workers, especially health care workers, suffer significantly from distress, burnout, and other physical illnesses such as hypertension and diabetes caused by stress. Numerous stress detection systems are realized but they only help in detecting the stress in early stages, and, for regularizing it, these systems employ other means. These systems lack any inherent feature for regularization of stress. In contributing toward this aim, a novel system “EEG-Based Aptitude Detection System” is proposed. This system will help in considering working aptitude of employees working in work places with an intention to help them in assigning proper job roles based on their working aptitude. Selection of right job role for workers not only helps in uplifting productivity but also helps in regulating stress level of employees caused by improper job role assignments and reduces fatigue. Being able to select right job role for workers will help them in providing productive working environment. This paper presents detail layered architecture, implementation details, and outcomes of the proposed novel system. Integration of this system in work places will help supervisors in utilizing the human resource more suitably and will help in regulating stress related issues with improvement in overall performance of entire office. In this work, different implementation architectures based on KNN, SVM, DT, NB, CNN, and LSTM are tested, where LSTM has provided better results and achieved accuracy up to 94% in correctly classifying an EEG signal. The rest of the details can be seen in Sections 3 and 5.

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Sakagami, Yu. "Qualitative job stress and ego aptitude in male scientific researchers." Work 55, no. 3 (November 22, 2016): 585–92. http://dx.doi.org/10.3233/wor-162427.

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Mayberry, Paul W., and Neil B. Carey. "The Effect of Aptitude and Experience on Mechanical Job Performance." Educational and Psychological Measurement 57, no. 1 (February 1997): 131–49. http://dx.doi.org/10.1177/0013164497057001010.

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Choi, Hye Ryoung, and Mim Jeong Ryu. "Effect of major selection motives on job selection factors of cosmetology students." Korean Association For Learner-Centered Curriculum And Instruction 22, no. 21 (November 15, 2022): 179–88. http://dx.doi.org/10.22251/jlcci.2022.22.21.179.

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Objectives The purpose of this study is to prepare basic data for major guidance and employment guidance according to the characteristics of students by identifying the influence of motives for choosing a major on job selection factors for beauty majors, and to help students choose a job. Methods In order to achieve the purpose of the study, 254 copies, excluding 6 damaged copies, were empirically analyzed as the final sample out of a total of 260 copies responded for a total of 31 days from March 1 to March 31, 2022. Sub-factors of motivation for choosing a beauty major were composed of sub-factors of personal vision and economic stability, occupational selection factors, and sub-factors of job prospects, aptitude and interest, and job economics, and the validity of each factor was verified and correlations were analyzed. Results The results of this study are as follows. It can be seen that personal vision and economic stability for each sub-factor of the motive for choosing a beauty major are important factors in career prospect among career selection factors. In terms of aptitude and interest, it can be seen that personal vision and economic stability for each sub-factor of the motivation for choosing a beauty major are important factors. When it comes to job economics, personal vision and economic stability for each sub-factor of the motivation for choosing a beauty major are important factors as well. Conclusions Based on the results of this study, this study has the significance of confirming that the personal vision and economic stability of the cosmetic major's motive for choosing a major have an important influence on the job selection factors.

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Shukla, Soumitra. "Between College and That First Job: Designing and Evaluating Policies for Hiring Diversity." Finance and Economics Discussion Series 2021, no. 1331 (September 30, 2021): 1–92. http://dx.doi.org/10.17016/ifdp.2021.1331.

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Despite widespread caste disparities, compensatory hiring policies remain absent from the Indian private sector. This paper employs novel administrative data on the job search from an elite college and evaluates policies to promote hiring diversity. Application reading, written aptitude tests, large group debates, and job choices do not explain caste disparities. Disparities arise primarily between the final round, comprising non-technical personal interviews, and job offers; the emergence closely parallels caste revelation. For promoting diversity, hiring subsidies — similar in spirit to the government-proposed Diversity Index — are twice as cost-effective as improving pre-college achievement. Conversely, quotas mirror a hiring tax and reduce university recruitment by 7%.

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Korbelak, Kristopher, Jeffrey Dressel, Emily Sanders, Jenny LaFreniere, and Anson Carter. "Transportation Security Administration (TSA) Aptitude Alignment Job Role Study (JRS) for Travel Document Checker (TDC) Position." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 64, no. 1 (December 2020): 1441–44. http://dx.doi.org/10.1177/1071181320641343.

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The current study investigated individual differences and their relationship to performance while fulfilling the Travel Document Checker job role at security screening checkpoints. It is part of a larger effort to understand variability in performance across different job roles that Transportation Security Officers (TSOs) routinely fulfill. Vigilance, task-focused coping and avoidance-focused coping explained the most variance in counterfeit detection. Future efforts should validate these findings and determine individual difference characteristics that are meaningful predictors of performance across other checkpoint job roles.

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Noss, Igor' Nikolaevich, and Mariya Evgen'evna Kovaleva. "System for assessment of personal and professional suitability of IT staff in government organizations." Психология и Психотехника, no. 1 (January 2020): 78–89. http://dx.doi.org/10.7256/2454-0722.2020.1.29266.

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The subject of this article is the development of psychological model for assessing personal and professional suitability of IT staff in government organizations applicable in human resource management. Firstly, the author highlights personality and professional traits, builds a mathematical model that allows correlating the manifestation of these traits (grouped into modules-predicators) with professional aptitude of IT personnel. Secondly, the author builds a formal-mathematical model on the bases of multiple linear regression equation for assessing the manifestation of personality and professional qualities using the psychodiagnostic methods at the stage of job placement of IT professionals. The scientific novelty consists in the analysis of literature that demonstrated insufficient research dedicated to professionally important qualities of IT personnel, as well as rare application of psychological modeling as the means for job placement and assessment of employees in all spheres. The main conclusion lies in determination of veracity of psychodiagnostic means for assessment of personal and professional suitability of IT personnel. The acquired model can be valuable in future research of professional aptitude, as well as implemented in human resource management.

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Barron, Laura G., Thomas R. Carretta, and Mark R. Rose. "Aptitude and Trait Predictors of Manned and Unmanned Aircraft Pilot Job Performance." Military Psychology 28, no. 2 (January 21, 2016): 65–77. http://dx.doi.org/10.1037/mil0000109.

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Hattrup, Keith, Neal Schmitt, and Ronald S. Landis. "Equivalence of constructs measured by job-specific and commercially available aptitude tests." Journal of Applied Psychology 77, no. 3 (June 1992): 298–308. http://dx.doi.org/10.1037/0021-9010.77.3.298.

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Jones, Gwen E., and Malcolm James Ree. "Aptitude Test Score Validity: No Moderating Effect Due to Job Ability Requirement Differences." Educational and Psychological Measurement 58, no. 2 (April 1998): 284–94. http://dx.doi.org/10.1177/0013164498058002011.

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Avolio, Bruce J., and David A. Waldman. "Personnel aptitude test scores as a function of age, education and job type." Experimental Aging Research 13, no. 2 (June 1987): 109–13. http://dx.doi.org/10.1080/03610738708259309.

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Ebersöhn, Liesel, and Jacobus G. Maree. "Determining Selection Criteria for South African Dentistry Students." South African Journal of Psychology 33, no. 1 (March 2003): 61–65. http://dx.doi.org/10.1177/008124630303300108.

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The aim of this study was to determine selection criteria for prospective dentistry students at the University of Pretoria. A study of the relevant literature was undertaken, and experts at universities in South Africa and Britain were interviewed. A job analysis questionnaire was used to identify the relevant job requirements that could serve as selection criteria. Potential selection criteria that were identified include physical potential (e.g. visual-spatial and mechanical ability), cognitive potential (e.g. above-average intellectual potential, aptitude in the mathematical, science and technical fields), personality (e.g. patience with routine activities and repetition) and interpersonal potential (e.g. communication and leadership skills). These criteria were used as the point of departure for designing a draft selection programme.

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Han, Miran, and Inhwa Choi. "The Effect of Stress and Job Aptitude on Job Satisfaction for Employees with Disabilities: Moderated by the Degree of Disability." Korean Journal of Human Ecology 30, no. 6 (December 31, 2021): 949–60. http://dx.doi.org/10.5934/kjhe.2021.30.6.949.

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Nirmala, Catherine, and Sabina Joan Dsouza. "A Critical Evaluation of Employability Skills of Postgraduates and its Impact on their Job Prospects." SDMIMD Journal of Management 13 (March 20, 2022): 1. http://dx.doi.org/10.18311/sdmimd/2022/29623.

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<p>Employability skills have become the need of the hour. Many postgraduates are lacking the necessary skills to be employable. This paper explores different kinds of employability skills as perceived by employers. The objective of this study was to examine the extent to which the academic curriculum and extra-curricular activities of Higher Educational Institutions meet this urgent need to make the Postgraduates more employable and bridge the gap between industry requirements and college fresher’s. The data was analysed using the Descriptive Analysis technique, Friedman’s Test, Chi-Square analysis, and Correlation Analysis. The major findings of the study are that Campus recruitment features at the top mode of recruitment as the recruiter’s preference for the right candidate to find the right job. Though the hardcore subjects in the curriculum are designed to make the Postgraduate student industry ready, many are not able to pass through the technical skills round, aptitude, general knowledge skills, communication skills test rounds conducted during Campus recruitment drives. There seems to be a disconnect in the minds of the students who are not able to apply theoretical concepts learnt in their curriculum to the practical challenges in business and industry. Postgraduates need to acquire soft skills along with their curriculum. This study has serious implications in that Universities and Colleges have to develop a curriculum framework that includes training the students in aptitude building and ensuring that skill development becomes the most vital part of higher education so as to make the student industry-ready.</p>

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Goswami, Rupashree, R. K. Jena, and B. B. Mahapatro. "Psycho-Social Impact of Shift Work." International Journal of Asian Business and Information Management 2, no. 4 (October 2011): 20–28. http://dx.doi.org/10.4018/jabim.2011100103.

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The aim of this study was to explore the effect of work related problem on shift workers’ attitude, aptitude and job satisfaction. A total of 240 shift workers in five Ferro-alloy industries of Orissa working in rotating three shift systems were participated in this study. The findings indicated that shift work has major adverse impact on psychological, social, family and conjugal life of shift worker. It has also seen that the shift work schedule curtails leisure activities, affects sleep and causes various health problems.

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CARTER, ROBERT C., and ROBERT J. BIERSNER. "Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*." Journal of Occupational Psychology 60, no. 4 (December 1987): 311–21. http://dx.doi.org/10.1111/j.2044-8325.1987.tb00263.x.

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PREDIGER, DALE J. "Validity of the New Armed Services Vocational Aptitude Battery Job Cluster Scores in Career Planning." Career Development Quarterly 36, no. 2 (December 1987): 113–25. http://dx.doi.org/10.1002/j.2161-0045.1987.tb00783.x.

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Lee, Yerim, Haeok Liz Kim, and Sunghyup Sean Hyun. "Effect of Intrinsic and Extrinsic Motivations on Service Performance after Parental Leave." International Journal of Environmental Research and Public Health 19, no. 5 (February 25, 2022): 2715. http://dx.doi.org/10.3390/ijerph19052715.

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This study was conducted to empirically investigate the effects of intrinsic and extrinsic motivation on job satisfaction perceived by married female flight attendants after reinstatement, the effect of job satisfaction on service performance after reinstatement, and the moderating effect of the marriage period on the relationship between intrinsic and extrinsic motivation. A questionnaire survey was conducted to collate data from 248 married female flight attendants who had been reinstated after parental leave. The data was analyzed quantitatively, and the main results and implications of this study were as follows. First, intrinsic motivation related to job, aptitude significantly affected job satisfaction, whereas self-realization did not. Second, extrinsic motivation, lay over, salary, and external recognition had significant positive effects on job satisfaction, while welfare did not affect job satisfaction. Third, job satisfaction perceived by married female flight attendants had a significant effect on their service performance after reinstatement. This demonstrates that there is a need to support married women to induce high job satisfaction and for them to reach a level of service performance similar to or better than before they took leave. Fourth, an analysis of the moderating effect of the marriage period on the relationship between intrinsic and extrinsic motivation demonstrated that the marriage period only significantly moderated the relationship between salary and job satisfaction. The study is related to the quality of life and subjective well-being including mental health of service workers in tourism and hospitality. The results of this study can be widely used as reference materials for successful reinstatement, job re-adjustment, job satisfaction, and commitment of all married female employees, especially flight attendants.

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Kurkure, Purna Arun, Vandana Salil Dhamankar, Shreya Joshi, Shekhar Jha, Sheila Nair, and Savita Goswami. "Partnership in Cancer Survivorship Optimization (PICASSO) project: An Indian Cancer Society (ICS) initiative for cancer survivorship program in India." Journal of Clinical Oncology 36, no. 7_suppl (March 1, 2018): 46. http://dx.doi.org/10.1200/jco.2018.36.7_suppl.46.

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46 Background: Ugam is a support group of childhood cancer survivors from After Completion of Treatment (ACT) clinic at Tata Memorial Hospital (TMH), functioning under umbrella of Indian Cancer Society (ICS), not for profit organisation. Ugam’s mission is empowerment of survivors and advocacy. ACT-Ugam has provided role model for holistic care to cancer survivors.Project PICASSO (Partnership in Cancer Survivorship Optimization) is developed by ICS to promote & facilitate paediatric cancer unit (PCU) based ACT clinic & provide psychosocial support for holistic care of cancer survivors across the country. Methods: A survey was conducted for identifying the survivorship practices in pediatric cancer units (PCU) in Mumbai based hospitals to identify the partners who will setup PCU based ACT clinic. ICS will provide professional and technical assistance to ACT Clinic survivors to enable them to live a productive life. This will include identifying survivor’s need, psycho social counseling, career counseling / aptitude tests, registering them as Ugam members, funding for education if required, soft skills development programme for job readiness, facilitating job placements, survivorship care plan & information material. Ugam database was reviewed for its experience in the field so far to extrapolate the services to partner institutes under PICASSO. Results: Project PICASSO was launched by ICS in May 2016. Among five Mumbai based PCUs who participated in survey, only one (TMH) has organized survivorship program. Communication is ongoing for launch of the project with other units. Total Ugam members- 280 ( 2009 to date), male:female 195:85. Career guidance and aptitude testing provided to > 50 survivors, job placements 9, educational & vocational scholarships through ICS and by referring to other sources > 100. International scholarships to present at conferences: 5. Conclusions: Existing model of Ugam is marching towards fulfillment of its mission of empowerment and advocacy. Expansion of Ugam activities to include more survivors from other partnering units will lead to development of a national care model for cancer survivors.

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Jung, Joo-Young, and Jeong-Gil Woo. "Structural Model Analysis of Factors Affecting Sustainable Teacher Job Satisfaction in Korea: Evidence from TALIS 2018." Sustainability 14, no. 13 (June 30, 2022): 8014. http://dx.doi.org/10.3390/su14138014.

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This study aims to explore the relationship between the preparedness, self-efficacy, career motivation, and job satisfaction of Korean teachers with the 2018 data of TALIS (Teaching and Learning International Survey). For this purpose, 1266 Korean middle school teachers were selected, and an analysis of mediating effects was executed by utilizing structural equation modeling and phantom variables. The results are as follows: teacher preparedness had a significant and positive effect on teacher self-efficacy and career motivation. However, it failed to show a significant effect on teacher job satisfaction, which was instead significantly and positively affected by teacher self-efficacy and career motivation. In addition, based on the analysis of the estimate of mediating effects, it was discovered that teacher career motivation had a greater positive effect than that teacher self-efficacy on teacher job satisfaction. Taking these results into consideration, this study accordingly makes suggestions concerning the improvement of sustainable teacher job satisfaction, self-efficacy and career motivation inside teacher education courses. Furthermore, this study will propose measures such as further valuing the Teaching Personality and Aptitude Test and strengthening in-depth interviews in student teacher selection, extending teaching experiences through simulated instruction and peer supervision as well as providing well-organized teaching professional counseling opportunities for student teachers.

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Ryu, Chang-Kyu, Song-Choon Park, and Sang-Ho Lee. "The Effect of Small Business Support System on Job Creation through Managerial Competence and Financial Aptitude." Korea Entrepreneurship Society 14, no. 3 (June 30, 2019): 47–71. http://dx.doi.org/10.24878/tkes.2019.14.3.047.

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Park heui-kwan. "A Study on the Direction of Aircraft Maintenance Education Based on Job Interest Type and Aptitude." Journal of Knowledge Information Technology and Systems 13, no. 1 (February 2018): 25–36. http://dx.doi.org/10.34163/jkits.2018.13.1.003.

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Shukla, Soumitra. "Making the Elite: Top Jobs, Disparities, and Solutions." International Finance Discussion Paper, no. 1331r1 (October 2022): 1–79. http://dx.doi.org/10.17016/ifdp.2022.1331r1.

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How do socioeconomically unequal screening practices impact access to elite firms and what policies might reduce inequality? Using personnel data from elite U.S. and European multinational corporations recruiting from an elite Indian college, I show that caste disparities in hiring do not arise in many job search stages, including: applications, application reading, written aptitude tests, large group debates that assess socio-emotional skills, and job choices. Rather, disparities arise in the final round, comprising non-technical personal interviews that screen on family background, neighborhood, and "cultural fit." These characteristics are plausibly weakly correlated with productivity (at the interview round) but strongly correlated with caste. Employer willingness to pay for an advantaged caste is as large as that for a full standard deviation increase in college GPA. A hiring subsidy that eliminates the caste penalty would be more cost-effective in diversifying elite hiring than equalizing the caste distribution of pre-college test scores or enforcing hiring quotas.

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Shukla, Soumitra. "Making the Elite: Top Jobs, Disparities, and Solutions." International Finance Discussion Paper 2021, no. 1331r1 (October 19, 2022): 1–79. http://dx.doi.org/10.17016/ifdp.2021.1331r1.

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How do socioeconomically unequal screening practices impact access to elite firms and what policies might reduce inequality? Using personnel data from elite U.S. and European multinational corporations recruiting from an elite Indian college, I show that caste disparities in hiring do not arise in many job search stages, including: applications, application reading, written aptitude tests, large group debates that assess socio-emotional skills, and job choices. Rather, disparities arise in the final round, comprising non-technical personal interviews that screen on family background, neighborhood, and "cultural fit." These characteristics are plausibly weakly correlated with productivity (at the interview round) but strongly correlated with caste. Employer willingness to pay for an advantaged caste is as large as that for a full standard deviation increase in college GPA. A hiring subsidy that eliminates the caste penalty would be more cost-effective in diversifying elite hiring than equalizing the caste distribution of pre-college test scores or enforcing hiring quotas.

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Taki, Seiko, Yasuhiro Kajihara, and Arou Yamamoto. "Proposal for Evaluating Workers’ Work Characteristics – Case Study on Business Machinery Production Line –." International Journal of Automation Technology 11, no. 1 (January 5, 2017): 38–45. http://dx.doi.org/10.20965/ijat.2017.p0038.

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The General Aptitude Test Battery (GATB) is widely used to evaluate a subject’s cognitive ability for the purpose of selecting appropriate employment. The results of the GATB have been used to place staff in departments ranging from clerical departments to assembly lines. However, at actual manufacturing and assembly sites, workers receive mixed evaluations of “slow work” and “fast work” from the site administrators even though they all have high GATB scores for their jobs. In this study, with the aim of improving job design and employment selection, we do a detailed analysis of the existing GATB method of evaluating work characteristics and worker capacities. We conduct inspection ratings to measure each worker’s ability to adjust their working speeds and analyze the relationship between the GATB score and the worker evaluations. Next, we discover specific motions that explain the evaluation of workers by analyzing worker motions during the GATB. Lastly, we propose a method of determining whether an employee can work quickly in the field.

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Bontempo, Karen, and Jemina Napier. "Evaluating emotional stability as a predictor of interpreter competence and aptitude for interpreting." Aptitude for Interpreting 13, no. 1 (April 11, 2011): 85–105. http://dx.doi.org/10.1075/intp.13.1.06bon.

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This paper proposes that variance in interpreter performance is dependent on factors of both general cognitive ability and personality. Whilst there is no doubt of the interplay between individual personality traits and job performance across many occupations, the greatest interest lies in determining which traits play the most important role; and to what extent these variables impact on learning and achievement. The paper reports on a study of 110 accredited signed language interpreters in Australia. Psychological constructs of self-efficacy, goal orientation and negative affectivity were measured, as were interpreter ratings of self-perceived competence as practitioners. The most significant finding revealed the dimension of emotional stability (represented on the negative end of the continuum by traits of anxiety and neuroticism, and measured in this study by the negative affectivity scale) as a predictor of interpreter’s self-perceived competence. Based on these findings, recommendations for admission testing and interpreter education curricula are discussed.

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Clemmons, David C., Robert T. Fraser, and William Trejo. "The General Aptitude Test Battery: Implications for Vocational Counseling and Employment in Epilepsy Rehabilitation." Journal of Applied Rehabilitation Counseling 18, no. 3 (September 1, 1987): 33–38. http://dx.doi.org/10.1891/0047-2220.18.3.33.

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The performance of adults with epilepsy on the General Aptitude Test Battery (GATB) was explored, with an emphasis on later employment outcome and on vocational counseling implications. The study sample had mean GATB scores which were significantly lower than the published GATB norms. They were also significantly lower than the GATB means obtained from comparison groups comprised of job applicants in the local general labor force and of persons receiving services from the local state rehabilitation agency. Mean scores for measures of dexterity and motor speed were especially low. It was found that GATB scores alone are not highly predictive of employment outcome, although subjects who did not enter competitive employment did tend to have lower mean scores. GATB patterns which may be indicative of lateralized cerebral dysfunction are discussed, along with case studies.

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Lance, Charles E., and Duncan J. R. Jackson. "Seek and Ye Shall Find." Industrial and Organizational Psychology 8, no. 3 (September 2015): 452–63. http://dx.doi.org/10.1017/iop.2015.62.

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Being familiar with their earlier work investigating the factor structures of the Armed Services Vocational Aptitude Battery and the Air Force Officer Qualifying Test, we read with interest Ree, Carretta, and Teachout's (2015) proposal to extend the idea of a dominant general factor (DGF) beyond the realm of cognitive abilities to other areas of research and practice in industrial–organizational (I-O) psychology. We found their ideas intriguing and their arguments compelling, but we stumbled on a reference to an article of one of the present authors (Lance, Teachout, & Donnelly, 1992) and Ree et al.’s claim that Lance et al. (1992) had found a DGF that accounted for 59% of the variance in job performance ratings in a military job. They did not. Rather, Lance et al. reported a hierarchical confirmatory factor analysis (CFA) model that explained parsimoniously the correlations among 15 job performance first-order factors in terms of four Job Proficiency and four other Measurement Source second-order factors. We reasoned that Ree et al. must have conducted some secondary analysis on the results presented by Lance et al., and indeed we replicated their claim by finding that the first unrotated principal component accounted for 59% of the variance in correlations among the four Proficiency second-order factors reported in Lance et al.’s Table 6.

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Acha, Vera, Kathleen M. Hargiss, and Caroline Howard. "The Relationship between Emotional Intelligence of a Leader and Employee Motivation to Job Performance." International Journal of Strategic Information Technology and Applications 4, no. 4 (October 2013): 80–103. http://dx.doi.org/10.4018/ijsita.2013100105.

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This quantitative study investigated the bond between a leader's emotional intelligence to employee motivation. The research was conducted at a federal government agency resided north bound of the United States of America. Participants consisted of 350 full time employees from various units of the organization. The leader's emotional intelligence was tested with Emotional Social Competence Inventory (ESCI) tool, whereas employees' motivation was verified with the Four Drive (4-D) instrument. The study depicted a link between a leader's emotions and employee interest to excel. Emotional aptitude scored high, which indicates that the leader's emotion affected employees' behavior. Employees likely to stay with the organization displayed strong organizational awareness with high sense of belonging. The different groups observed, revealed results with both positive and negative significant correlations (p < .05). The final outcome depicted that a leader's emotional intelligence influenced employees' motivation to excel. As the sample size was large some of the results were generalized.

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Ibrahim, Noraini. "Parliamentary Interpreting in Malaysia: A Case Study." Meta 54, no. 2 (July 16, 2009): 357–69. http://dx.doi.org/10.7202/037686ar.

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Abstract This article seeks to describe the current scenario of parliamentary interpreting in Malaysia by studying the interpreters’ work nature, aptitude and qualifications as well as remuneration and promotional opportunity. It also highlights the important aspects of the profession such as job mystification, training and continuing education, the connection between the training centres and the professional environment, the need to educate the public through the establishment of professional associations, and the implementation of an ethics code as well as the sense of professionalism among the interpreters. The author also proposes ways to improve the situation which would contribute to the professionalisation of interpreting in the Malaysian Parliament particularly and in Malaysia in general.

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Muhammad, Lawal, and Tijjani Uba Abdullahi. "Competency-Based Learning and the Future of Nigerian Colleges of Education: A Recipe Vocational and Technical Aptitude." International Journal of Business Administration and Management Research 1, no. 1 (June 15, 2015): 32. http://dx.doi.org/10.24178/ijbamr.2015.1.1.32.

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The importance of competency based learning cannot be ignored, considering the role it plays for effective learning and development of skills necessary for successful performance in a job. This paper attempts to review some conceptual issues on competency base learning, such as competency assessment and stages of its implementation. The paper further explained the applicability of the competency based learning in Nigerias colleges. The paper concludes by offering some recommendations, such as provision of legislative frame work for competency based learning to have the legal backing it deserves and equally to redefined institutional frame work in order to accommodate the system.

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Jeong, Hee-Young. "Differences in Career Preparation Behavior According to Personal Variables of College Students Majoring in Hairdressing." Journal of the Korean Society of Cosmetology 27, no. 6 (December 31, 2021): 1351–59. http://dx.doi.org/10.52660/jksc.2021.27.6.1351.

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This study was conducted for the purpose of providing realistic data necessary for successful career development and job guidance for college students majoring in hair design. For this study, 250 questionnaires were distributed to college students majoring in hairdressing in Daegu and Gyeongsangbuk-do from April 15 to May 30, 2021, and a total of 243 copies were used for analysis, excluding inaccurate responses. For the analysis, the SPSS 26.0K statistical program was used, and factor analysis, t-tset, and one-way batch variance analysis were performed. The analysis results are as follows. It was analyzed that female students had a higher level of preparation behavior than male students. The level of career preparation behavior was high for those with major certificates, those with experience in industrial sites, and those with more than one year of experience in player learning. In addition, the level of career preparation behavior of the group who chose the career path according to their aptitude and the group who thought positively about the job prospects was high.

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Lee, Seojin. "Exploring of Factors on Youth's Employment Preference Using Random Forest : Focusing on company types." Korean Career, Entrepreneurship & Business Association 7, no. 1 (January 30, 2023): 53–67. http://dx.doi.org/10.48206/kceba.2023.7.1.53.

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The purpose of this study is to identify the factors that significantly affect youth's employment preference and to discover representative characteristic factors for each type of business. To this end, the data of 8,169 participants in the 4th year supplementary survey of the Korea Education and Employment Panel Survey (KEEP2) were analyzed using the random forest method. The main research results are as follows. First, factors in the psychological/environmental category had less influence than factors in the categories of economic burden, important factors in employment, and job conditions. Second, wage/remuneration, working environment, aptitude, knowledge/skill acquisition, growth potential, social image, welfare benefits, employment stability, social value/contribution, and work-life balance had a high proportion of influence on the employment preference of young people. Third, as a result of examining the characteristic factors by company type, the preference for employment at large companies differed in wages/ remuneration, working conditions, working environment, and academic background. The preference for SMEs was characterized by social value/contribution and cultural leisure- related working condit ions. On the other hands, the preference for public institutions and government-related jobs was found to be employment stability and job conditions. In financial institutions and startups, cultural leisure and the working environment had a great influence on the difference in preference. Based on the above research results, the factors influencing the employment preference of young people were summarized and suggestions for follow-up studies were presented.

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Yoo, Yeong Lan, and Jung Eun Kim. "The relationship between teacher aptitude of childcare teachers and teacher-infant interaction: a mediating role of job satisfaction." Korean Journal of Child Psychotherapy 16, no. 2 (June 30, 2021): 41–59. http://dx.doi.org/10.23931/kacp.2021.16.2.41.

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Kim, Juseuk. "Effect of Job Search Preparation Level and Career Search Level on Entrepreneurship Aptitude Level in Major Department Local Universities." Korean Society of Culture and Convergence 44, no. 4 (April 30, 2022): 317–36. http://dx.doi.org/10.33645/cnc.2022.04.44.4.317.

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Shaikh, Muhammad Ali, Zahid Hussain Sahito, and Mahboob Ali Dehraj. "Stem Education: Social, Cultural, and Economic Barriers Faced by Women of Khairpur (Pakistan)." Global Regional Review IV, no. II (June 30, 2019): 392–403. http://dx.doi.org/10.31703/grr.2019(iv-ii).42.

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This research finds barriers/challenges/issues which stop women of Khairpur, Sindh not to get themselves enrolled in institutions providing STEM education and ultimately the job opportunities, resultantly that not only affects the economic condition of their families but also that of the country. The universe of this study was the young female students, parents of the students and ladies working in different organizations of Sind province who were also interviewed about the low enrollment of female students in schools. The findings of this study revealed that female have the requisite aptitude for STEM education but social, cultural and conservative ideology of parents/heads of the families created hindrances in the progress of young enthusiastic girls who wish or have the potential of getting STEM education, moreover, such institutes are not available in their nearby area.

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Lyon, Louise Ann, and Emily Green. "Coding Boot Camps." ACM Transactions on Computing Education 21, no. 2 (June 2021): 1–30. http://dx.doi.org/10.1145/3440891.

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College-educated women in the workforce are discovering a latent interest in and aptitude for computing motivated by the prevalence of computing as an integral part of jobs in many fields as well as continued headlines about the number of unfilled, highly paid computing jobs. One of these women's choices for retraining are the so-called coding boot camps that teach programming skills through intensive multi-week courses. This article reports on a qualitative research study focused on the Silicon Valley area of California. We used social cognitive career theory (SCCT) to investigate the larger context surrounding women entering computing professions through boot camp learning sites, including: the environment of a booming technology workforce, boot camps as learning settings , the characteristics of women who attend boot camps, how retraining at a coding boot camp influence women's computing self-efficacy and outcome expectations , and the performance attainments of women at boot camps. Interview data was collected from 14 women who had attended boot camps—first before graduating from the boot camp and again after six months in the workforce. To contextualize the computing ecosystem, we conducted single interviews with 6 boot camp organizers/curriculum developers, 7 industry hiring managers, and 14 university computer science faculty. To provide a contrast with women at boot camps, we interviewed 5 women who majored in computer science at the university and with 17 men who had attended boot camps. Structural data coding and analysis was done focused on the SCCT mechanisms of environment, person inputs, learning experiences, self-efficacy, outcome expectations, and performance attainments. Findings here demonstrate that training at a boot camp can be the catalyst for college-educated women to attain computing jobs and careers, although these entry-level jobs may be a compromise to the goal of a software development job and are unlikely to lead to a job at large, well-known, established technology companies.

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Journal articles on the topic 'Job aptitude'

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