Journal articles: 'Job competition'

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Pierrard, Olivier. "Commuters, residents and job competition." Regional Science and Urban Economics 38, no. 6 (November 2008): 565–77. http://dx.doi.org/10.1016/j.regsciurbeco.2008.04.003.

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Kippenberger, T. "Competition isn’t someone else’s job!" Antidote 5, no. 6 (November 2000): 4–5. http://dx.doi.org/10.1108/eum0000000006860.

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Gal-Or, Esther. "Job Securityand Product Market Competition." Journal of Economics Management Strategy 1, no. 2 (June 1992): 313–37. http://dx.doi.org/10.1111/j.1430-9134.1992.00313.x.

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Albert, Christoph. "The Labor Market Impact of Immigration: Job Creation versus Job Competition." American Economic Journal: Macroeconomics 13, no. 1 (January 1, 2021): 35–78. http://dx.doi.org/10.1257/mac.20190042.

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This paper studies the labor market effects of both documented and undocumented immigration in a search model featuring nonrandom hiring. As immigrants accept lower wages, they are preferably chosen by firms and therefore have higher job finding rates than natives, consistent with evidence found in US data. Immigration leads to the creation of additional jobs but also raises competition for natives. The dominant effect depends on the fall in wage costs, which is larger for undocumented immigration than it is for legal immigration. The model predicts a dominating job creation effect for the former, reducing natives’ unemployment rate, but not for the latter. (JEL E24, J15, J23, J31, J61, M51)

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Longhi, Simonetta. "Job Competition and the Wage Curve." Regional Studies 46, no. 5 (May 2012): 611–20. http://dx.doi.org/10.1080/00343404.2010.521145.

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Dluhosch, Barbara, and Daniel Horgos. "International Competition Intensified: Job Satisfaction Sacrificed?" Social Indicators Research 143, no. 2 (August 22, 2018): 479–504. http://dx.doi.org/10.1007/s11205-018-1982-4.

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Huang, Xianbi. "Market Penetration, Institutional Niches and Job Searches in Reforming China." China Quarterly 232 (June 15, 2017): 1070–93. http://dx.doi.org/10.1017/s0305741017000960.

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AbstractUsing an institutional perspective, this paper explores coexisting job search methods in reforming China. Analysis of the 2003 Chinese General Social Survey data shows that China's labour markets are segmented into institutional niches by two key factors: the type of ownership of work organization and the status of the work organization in the market. The effectiveness of job search methods varies across the different institutional niches. Hierarchical arrangements and social networks remain powerful means of obtaining jobs in the state sector, including both monopolistic and competitive work organizations, while job searches using a market-oriented method are comparatively useful for winning jobs in the non-state sector irrespective of whether organizations are competitive or monopolistic in terms of market competition. This paper not only illustrates the value of an institutional approach to labour market research but also reveals the scope of market penetration in China's emerging labour markets.

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Bartling, Björn, Ernst Fehr, and Klaus M. Schmidt. "Screening, Competition, and Job Design: Economic Origins of Good Jobs." American Economic Review 102, no. 2 (April 1, 2012): 834–64. http://dx.doi.org/10.1257/aer.102.2.834.

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High-performance work systems give workers more discretion, thereby increasing effort productivity but also shirking opportunities. We show experimentally that screening for work attitude and labor market competition are causal determinants of the viability of high-performance work systems, and we identify the complementarities between discretion, rent-sharing, and screening that render them profitable. Two fundamentally distinct job designs emerge endogenously in our experiments: “bad” jobs with low discretion, low wages, and little rent-sharing, and “good” jobs with high discretion, high wages, and substantial rent-sharing. Good jobs are profitable only if employees can be screened, and labor market competition fosters their dissemination. (JEL D12, D82, J24, J31, J41, M12, M54)

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Antonelli, Karla, Anne Steverson, and Jamie O'Mally. "College Graduates with Visual Impairments: A Report on Seeking and Finding Employment." Journal of Visual Impairment & Blindness 112, no. 1 (January 2018): 33–45. http://dx.doi.org/10.1177/0145482x1811200104.

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Introduction Career mentoring can help college graduates with legal blindness to address employment barriers. Data on specific employment outcomes and job search experiences for this population can inform job-seeking strategies for students, mentors, and service providers. Methods A longitudinal study evaluated job-seeking activities and employment outcomes for college students with legal blindness, half of whom were randomly assigned to work with a career mentor who was also legally blind and working in the same field. Students reported job search activities and experiences, and those employed reported job details including position, compensation, and satisfaction. Results Students spent a considerable amount of time job seeking, and reported low interviews-to-applications ratios. Trends indicated that students with mentors spent less time and effort in their job searches. Students identified challenges including job market competition, employer bias, and transportation issues. Students who found employment worked in varied fields, often in professional or skilled positions with competitive salaries. Discussion College students with legal blindness can achieve successful employment in competitive positions, but they may require an effortful job search to address well-known employment barriers for this population. Experienced mentors may provide guidance for a more focused and efficient job search. Implications for practitioners Invested time and effort are aspects of job seeking that students can control. Mentors can assist college students with legal blindness on those aspects, freeing time and resources to deal with systemic challenges such as employer attitudes and competition.

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YIN, Xiao-Chuan, and Zu-Mei XUE. "Job Burnout Scale for Competition Sport Coaches." Acta Psychologica Sinica 41, no. 6 (August 11, 2009): 545–56. http://dx.doi.org/10.3724/sp.j.1041.2009.00545.

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Kim, Tae-Ho, and Jae-Hwa Jung. "Statistical Interrelationships of Job Competition between Generations." Korean Journal of Applied Statistics 25, no. 3 (June 30, 2012): 377–87. http://dx.doi.org/10.5351/kjas.2012.25.3.377.

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Khalifa, Sherif. "JOB COMPETITION, CROWDING OUT, AND UNEMPLOYMENT FLUCTUATIONS." Macroeconomic Dynamics 16, no. 1 (September 20, 2010): 1–34. http://dx.doi.org/10.1017/s1365100510000325.

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This paper attempts to determine the factors generating the persistence of unemployment over the business cycle. The observations show that the total unemployment rate is highly persistent, and that the persistence of the unemployment rate of unskilled workers is higher than that of skilled workers. To account for these observations, the paper develops a framework that features search frictions. Individuals are either high educated or low educated, and firms post two types of vacancies: the complex, which can be matched with the high educated, and the simple, which can be matched with the high and the low educated. On-the-job search for a complex occupation is undertaken by the high educated in simple occupations. A negative aggregate technological shock induces the high educated unemployed to compete with the low educated by increasing their search intensity for simple vacancies. As the high educated occupy simple vacancies, they crowd out the low educated into unemployment. This downgrading of jobs in a cyclical downturn, or the increase in the labor input of the high educated in simple occupations, and the subsequent crowding out of the low educated into unemployment, provide a possible explanation for unemployment persistence.

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van Ours, J. C., and G. Ridder. "Job matching and job competition: Are lower educated workers at the back of job queues?" European Economic Review 39, no. 9 (December 1995): 1717–31. http://dx.doi.org/10.1016/0014-2921(95)00010-0.

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Bagger, Jesper, François Fontaine, Fabien Postel-Vinay, and Jean-Marc Robin. "Tenure, Experience, Human Capital, and Wages: A Tractable Equilibrium Search Model of Wage Dynamics." American Economic Review 104, no. 6 (June 1, 2014): 1551–96. http://dx.doi.org/10.1257/aer.104.6.1551.

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We develop and estimate an equilibrium job search model of worker careers, allowing for human capital accumulation, employer heterogeneity, and individual-level shocks. Wage growth is decomposed into contributions of human capital and job search, within and between jobs. Human capital accumulation is largest for highly educated workers. The contribution from job search to wage growth, both within and between jobs, declines over the first ten years of a career—the “job-shopping” phase of a working life—after which workers settle into high-quality jobs using outside offers to generate gradual wage increases, thus reaping the benefits from competition between employers. (JEL J24, J31, J63, J64)

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Fahr, René, and Uwe Sunde. "Job and vacancy competition in empirical matching functions." Labour Economics 12, no. 6 (December 2005): 773–80. http://dx.doi.org/10.1016/j.labeco.2004.04.003.

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Amable, B. "Product market competition, job security, and aggregate employment." Oxford Economic Papers 56, no. 4 (June 22, 2004): 667–86. http://dx.doi.org/10.1093/oep/gpf068.

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Jeong, Daeyoung. "Job market signaling with imperfect competition among employers." International Journal of Game Theory 48, no. 4 (May 25, 2019): 1139–67. http://dx.doi.org/10.1007/s00182-019-00685-1.

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Majumdar, Sumit K. "Competitor entry impact on jobs and wages in incumbent firms: retrospective evidence from a natural experiment." Business and Politics 17, no. 2 (August 2015): 291–326. http://dx.doi.org/10.1017/s1369525800001650.

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This article, situated at the interface of competition policy and labor economics literatures, examines the relationship between new competitor entry and its impact on changes in the employment levels and wage levels of incumbent telecommunications firms. The context for examining the issue is the local exchange carriers’ territories within the US. In markets with above-average competitive entry by new firms there has been a significant response by incumbent firms in increasing employment levels by 11% relative to industry average values, and wage levels have risen by 11.8% relative to average levels. In modern technologically-dynamic sectors, characterized by network effects, the impact of deregulation, competition policy changes and market entry on changes in employment and wage levels in the incumbent firms have been positive. The idea as to whether across-the-board competition leads to job losses or impacts wages negatively in incumbent firms requires re-assessment and the data suggest that promoting entry can be a powerful policy option to generate useful economic outcomes.

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Gaigné, Carl, and Mathieu Sanch-Maritan. "City size and the risk of being unemployed. Job pooling vs. job competition." Regional Science and Urban Economics 77 (July 2019): 222–38. http://dx.doi.org/10.1016/j.regsciurbeco.2019.05.002.

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Shaikh, Aliya Ahmad, Memoona Akram, Muhammad Rizwan, Shakeela Kousar, and Muneeb Malik. "The Impact of job stress: An imperative insight into the Banking sector." Journal of Public Administration and Governance 3, no. 3 (September 6, 2013): 294. http://dx.doi.org/10.5296/jpag.v3i3.6223.

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In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

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MARGALIT, YOTAM. "Costly Jobs: Trade-related Layoffs, Government Compensation, and Voting in U.S. Elections." American Political Science Review 105, no. 1 (February 2011): 166–88. http://dx.doi.org/10.1017/s000305541000050x.

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Does globalization's impact on the labor market affect how people vote? I address this question using a new dataset based on plant-level data that measures the impact of foreign competition on the U.S. workforce over an 8-year period. Analyzing change in the president's vote share, I find that voters were substantially more sensitive to the loss of local jobs when it resulted from foreign competition, particularly from offshoring, than to job losses caused by other factors. Yet, I also find that between 2000 and 2004, the anti-incumbent effect of trade-related job losses was smaller in areas where the government certified more of the harmed workers to receive special job training and income assistance. The findings have implications for understanding the impact of international economic integration on voting behavior, as well as for assessing the electoral effect of government programs designed to compensate the losers from globalization.

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Walker, Rubens Aguiar, Ruben Huamanchumo Gutierrez, Marcos Dos Santos, Natálya Regina Guimarães Pereira, and Marcone Freitas dos Reis. "Academic competition for prototype development." Brazilian Journal of Operations & Production Management 15, no. 4 (September 12, 2018): 481–89. http://dx.doi.org/10.14488/bjopm.2018.v15.n4.a2.

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The purpose of this article is to describe a development method in academic to designing products by industry management in a competitive and collaborative manner. The focus is to create toys for donation in a competitive project so the students get more involved with the purpose to learn. The developed method was a competition using recycled materials in a sustainable way. The final toys donation creates a delivery to the society, generating added value for the students. The findings are dynamic due to the increase of each semester, obtaining a better academic yield by the combination of theory and practice. The contribution is defined in the delivery of skills to the industry of competitive students for the job market, generating innovation without an expensive research process.

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Lane, Julia. "Book Review: International and Comparative Industrial Relations: Job Creation, Job Destruction, and International Competition." ILR Review 58, no. 2 (January 2005): 316–17. http://dx.doi.org/10.1177/001979390505800214.

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Stoll, Michael A., Edwin Melendez, and Abel Valenzuela. "Spatial Job Search and Job Competition Among Immigrant and Native Groups in Los Angeles." Regional Studies 36, no. 2 (April 2002): 97–112. http://dx.doi.org/10.1080/00343400220121891.

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Wang, Rui, and Guang Hui Zhou. "Optimization of Dynamic Job-Shop Scheduling Based on Game Theory." Applied Mechanics and Materials 373-375 (August 2013): 1045–48. http://dx.doi.org/10.4028/www.scientific.net/amm.373-375.1045.

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To deal with uncertain dynamic interferences occurred in the workshop, and meet the competition requirements of jobs submitted by different customers, a dynamic job-shop scheduling model based on game theory is presented. In order to find the Nash equilibrium point of the model effectively, dynamic rescheduling judgment based on event-driven policy is adopted, and a hybrid genetic algorithm is designed. The case study is carried out to demonstrate the validity of above dynamic job-shop scheduling methods.

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ZHOU, Guanghui. "NON-COOPERATION GAME FOR CUSTOMER'S COMPETITION DRIVEN JOB SCHEDULE." Chinese Journal of Mechanical Engineering 42, no. 07 (2006): 56. http://dx.doi.org/10.3901/jme.2006.07.056.

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Yang, Philip Q. "Changes in American Attitudes toward Immigrant-Native Job Competition." Madridge Journal of Behavioral & Social Sciences 1, no. 1 (September 20, 2017): 6–10. http://dx.doi.org/10.18689/mjbss-1000102.

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KEATON, J. R. "Do a Good Job: Professional-Practice Guidelines and Competition." Environmental and Engineering Geoscience 14, no. 3 (August 1, 2008): 231–35. http://dx.doi.org/10.2113/gseegeosci.14.3.231.

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Aparicio-Fenoll, Ainhoa. "The effect of product market competition on job security." Labour Economics 35 (August 2015): 145–59. http://dx.doi.org/10.1016/j.labeco.2015.05.007.

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Eriksson, Stefan, and Jonas Lagerström. "Competition between Employed and Unemployed Job Applicants: Swedish Evidence." Scandinavian Journal of Economics 108, no. 3 (October 2006): 373–96. http://dx.doi.org/10.1111/j.1467-9442.2006.00462.x.

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Campbell, Donald J., and David M. Furrer. "Goal setting and competition as determinants of task performance." Journal of Organizational Behavior 16, no. 4 (July 1995): 377–89. http://dx.doi.org/10.1002/job.4030160408.

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Houston, Anne M. "From the President: Building Your Professional Toolkit." Reference & User Services Quarterly 55, no. 4 (July 1, 2016): 258. http://dx.doi.org/10.5860/rusq.55n4.258.

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As RUSA president I’m often asked for career advice. How can I get my first professional job? How can I succeed in it and build my career? How do I make the next move to a higher level position? The job market for librarians isn’t as extensive and robust as we’d like it to be, but at the same time, good jobs are out there—jobs that have the potential for growth and offer possibilities for meaningful work. As someone who has been the hiring manager for many librarian positions throughout my career, including many entry-level positions, I can tell you that there is competition for the best jobs and that our needs as employers are becoming more complex. How can you position yourself to compete in this job market? How can you build a successful, rewarding career?

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Buntaran, Firman Alamsyah Ario, Dicky Andika, and Vita Yuli Alfiyana. "IMPACT OF JOB SATISFACTION ON JOB PERFORMANCE." Review of Behavioral Aspect in Organizations and Society 1, no. 2 (October 12, 2019): 121–28. http://dx.doi.org/10.32770/rbaos.vol1121-128.

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Basically, performance is something that is individual because each employee has a different level of ability to do their jobs. Performance depends on the combination of ability, effort, and opportunity obtained. Employee performance is capital for companies to survive and develop in responding to business and business competition today, advanced and developing companies are very dependent on reliable human resources so that the output is high performance on employee performance which will later affect the company's performance. However, it is not easy to maintain and improve employee performance. There are many factors that can affect performance. Many employee turnovers occur due to a lack of satisfaction with work. Employee performance is very dependent on the value of employee satisfaction in the workplace. The fulfillment of employee rights greatly affects the performance of the organization. So, in this study the focus of the study would like to see the extent of the influence of job satisfaction on employee performance in a national company engaged in oil palm plantations. The results showed that there was an effective contribution from the influence of employee satisfaction on employee performance. The research data was taken from 55 employees engaged in oil palm plantations in an office in the city of Jakarta.

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Marshall, Jonathon C., Paul Buttars, Thomas Callahan, John J. Dennehy, D. James Harris, Bryce Lunt, Markus Mika, and Robert Shupe. "Letter to the Editors: In The Academic Job Market, Will You Be Competitive? A Case Study in Ecology and Evolutionary Biology." Israel Journal of Ecology and Evolution 55, no. 4 (May 6, 2009): 381–92. http://dx.doi.org/10.1560/ijee.55.4.381.

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Over the last several decades, the percentage of permanent faculty positions at universities has declined significantly. Increasingly, courses are taught by adjunct instructors, graduate students, and postdoctoral fellows rather than by permanent faculty members. This creates intense competition for permanent positions. Data summarizing the general qualifications of newly hired first-time professors in permanent jobs are valuable for students contemplating graduate school and academic careers. These data should also help graduate students and postdoctoral fellows set goals that will enable them to be competitive for permanent academic jobs. Here we present data collected in a survey from 181 newly hired faculty members in the fields of ecology and evolutionary biology from around the world. We report the average number of publications, courses taught, years as postdoctoral fellows, and research grants received for successful job applicants. Our results indicate an extremely competitive environment for permanent academic jobs in the fields of ecology and evolutionary biology.

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SUSANTO, YULIUS KURNIA. "USEFULNESS OF MANAGEMENT ACCOUNTING SYSTEMS INFORMATION AND MARKET COMPETITION ON STRATEGIC BUSINESS UNIT OUTPUT." Jurnal Bisnis dan Akuntansi 12, no. 3 (April 19, 2018): 145–60. http://dx.doi.org/10.34208/jba.v12i3.204.

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The research examines the interaction effect between the intensity of market competition and the usefulness of broad scope and timeliness management accounting systems (MAS) information characteristics on strategic business unit (SBU) performance and job satisfaction. Fifty six SBU managers from manufacturing industry in Java and Sumatra had participated in the research. The collecting data used a questionnaire survey via electronic-mail and post. Data were analyzed using a moderated regression analysis. The results showed that the higher the intensity of market competition, the more positive the relationship between the usefulness of timeliness MAS information characteristic, SBU performance and job satisfaction. On the contrary the effect of the intensity of market competition on the relationship between the usefulness of broad scope MAS information characteristic, SBU performance and job satisfaction was not significant.

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SUSANTO, YULIUS KURNIA, and GUDONO GUDONO. "PENGARUH INTENSITAS KOMPETISI PASAR TERHADAP HUBUNGAN ANTARA PENGGUNAAN INFORMASI SISTEM AKUNTANSI MANAGEMEN DAN KINERJA UNIT BISNIS DAN KEPUASAN KERJA." Jurnal Bisnis dan Akuntansi 9, no. 3 (April 18, 2018): 177–98. http://dx.doi.org/10.34208/jba.v9i3.178.

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This research examines the moderating effect of the intensity of market competition on the relationship between the usefulness of management accounting systems (MAS) information and business unit performance and job satisfaction. Fifty six business unit managers from manufacturing industry in Java and Sumatera had participated in this research. The collecting data used a questionnaire survey via electronicmail and post. Data were analyzed using a two-way analysis of variance. The results showed that the effects of the usefulness of MAS information on business unit performance and job satisfaction were dependent on the intensity of market competition. Under high levels of the intensity of market competition, the usefulness of sophisticated MAS information had a positive effect on business unit performance and job satisfaction, but under low levels it had a negative effect.

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Webb, Janette, and Sonia Liff. "Play the White Man: The Social Construction of Fairness and Competition in Equal Opportunity Policies." Sociological Review 36, no. 3 (August 1988): 532–51. http://dx.doi.org/10.1111/j.1467-954x.1988.tb02928.x.

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This paper discusses the impact of equal opportunity projects on women's employment in two public sector organisations. It examines the limitations of the emerging liberal model and assesses the likely effectiveness of alternative approaches. An Affirmative Action Program in a North American university was examined five years after its initiation. Despite standardised procedures for access to jobs and systematic monitoring, there was very little change in the degree of occupational segregation between men and women. A women's committee project in a UK university examined the present situations of women staff, with the aim of producing a strategy for change which would benefit women currently employed. This resulted in the identification of training provision, flexible working arrangements and the restructuring of job requirements as the central aspects of an alternative approach to equal opportunity policy. It is argued that, particularly in a recessionary economic climate, policies requiring employers to rethink job requirements in ways that do not exclude competent women should provide a more effective challenge to occupational segregation than liberal policies which concentrate on assessing the ‘suitability’ of individual job applicants in terms of conventional criteria.

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Zeytinoglu, Isik U., and Gordon B. Cooke. "On-the-Job Training in Canada: Associations with Information Technology, Innovation and Competition." Journal of Industrial Relations 51, no. 1 (February 2009): 95–112. http://dx.doi.org/10.1177/0022185608099667.

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This article focuses on the associations between on-the-job training and new information technology, innovation introduced in the workplace, and competition experienced by the workplace. The study uses Statistics Canada's 2001 Workplace and Employee Survey, a Canada-wide survey of employers and employees. Only about a third of Canadian workers receive on-the-job training. Multivariate results show that innovation introduced in the workplace is significantly associated with providing on-the-job training. To a lesser extent, implementing new information technology and experiencing competition are also positively associated with on-the-job training. Economic growth and prosperity as well as inclusion and equality can be achieved by providing opportunities for workers to learn and develop their skills and abilities. We recommend governments to support workplaces and workers in their initiatives for the broader-focused on-the-job training since it is a social good that will benefit the society as well as the workers and their workplaces.

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Kitterlin-Lynch, Miranda, James Williams, and Tianshu Zheng. "Winning the Job Placement Competition: Industry’s Message and Academia’s Response." Journal of Hospitality & Tourism Education 27, no. 3 (July 3, 2015): 129–34. http://dx.doi.org/10.1080/10963758.2015.1064318.

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Cheng, Jianquan, and Luca Bertolini. "Measuring urban job accessibility with distance decay, competition and diversity." Journal of Transport Geography 30 (June 2013): 100–109. http://dx.doi.org/10.1016/j.jtrangeo.2013.03.005.

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Dahler-Larsen, Peter, and Søren Kjaer Foged. "Job Satisfaction in Public and Private Schools: Competition is Key." Social Policy & Administration 52, no. 5 (June 20, 2017): 1084–105. http://dx.doi.org/10.1111/spol.12324.

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Thakuriah, Piyushimita, and Paul Metaxatos. "Effect of Residential Location and Access to Transportation on Employment Opportunities." Transportation Research Record: Journal of the Transportation Research Board 1726, no. 1 (January 2000): 24–32. http://dx.doi.org/10.3141/1726-04.

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Women who have been on public assistance need to obtain and maintain steady employment because they stand to lose their public benefits and also because it is the only way out of poverty. Although the sociodemographic and general economic influences on job retention have been examined in the literature, the effects of transportation and of place of residence in a metropolitan area vis-à-vis entry-level job locations have not been studied systematically. Four sets of factors—transportation, location, sociodemographic, and family effects—are examined for their effect on job retention. In particular, it was found that employment security for female welfare clients or former clients does not come from job retention (i.e., tenure with the same employer) but from “employment retention” (i.e., jobs with different employers, possibly with a trend toward upward mobility). The effects of transportation and location on job and employment retention are complex. Although access to a vehicle is important for increasing employment retention, even more important is the number of job opportunities accessible by private vehicle or public transit within a tolerable travel time. Female welfare clients who retain a job longer and hold more jobs within a 2-year period are more likely to live in subareas of the metropolitan area with greater access to jobs within reasonable travel times; the competition for those jobs from other low-income individuals is low. Furthermore, female welfare clients with a high school diploma, when given the appropriate accessibility and location opportunities, enjoy increased job retention.

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Zhao, Jian Na, and Jing Xu. "The Application of Job Bidding Mechanism in Electrical Enterprises." Key Engineering Materials 474-476 (April 2011): 127–30. http://dx.doi.org/10.4028/www.scientific.net/kem.474-476.127.

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With the advent of knowledge economy era, the man is becoming the key factor to achieve his own strategic objectives. Therefore,in the development of the electric power Industry, the development, utilization and management of human resources have become not only the key factor of electrical enterprises’ economic growth, but also form the strategic resources of enterprises' core competitiveness directly. Consequently, Human Resource Management becomes the main question electrical enterprises’ management. The purpose of human resource management is to put all staff to the best use and put them in the proper positions in order to bring all their creativity. Competition mechanism can fully motivate the staff’s initiative and creativity. That can allocate human resources rationally. Job Bidding is a competitive merit-based, effectively encouraging and energetic working mechanism which is formed during the practice of personnel reform in electrical enterprise.

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Cai, Liu, Luo, Xing, and Liu. "Job Accessibility from a Multiple Commuting Circles Perspective Using Baidu Location Data: A Case Study of Wuhan, China." Sustainability 11, no. 23 (November 26, 2019): 6696. http://dx.doi.org/10.3390/su11236696.

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Jobs–housing imbalance is a hot topic in urban study and has obtained many results. However, little research has overcome the limits of administrative boundaries in job accessibility measurement and considered differences in job accessibility within multiple commuting circles. Using Baidu location data, this research proposes a new method to measure job accessibility within multiple commuting circles at the grids’ level. Taking the Wuhan metropolitan area as a case study, the results are as follows: (1) Housing and service jobs are concentrated in the central urban areas along the Yangtze River, whereas industrial jobs are scattered throughout suburbs with double centers. The potential competition for job opportunities is fiercer in the city center than in the suburbs. (2) Job accessibility with different levels shows significant circle-like distribution. People with long- or short-distance potential commutes demand to live close to the groups with the same demand. Residents with long-distance commutes demand to live outside of where those with short-distance commutes demand to reside, regardless of whether their commuting demand is for service or industrial jobs. (3) There are three optimization patterns for transit services to increase job accessibility in various areas. These patterns involve areas with inadequate job opportunities, poor transit services to service jobs, and poor transit services to industrial jobs. Developing current transit facilities or new transit alternatives as well as adding extra jobs near housing could improve jobs–housing imbalance in these areas. Findings from this study could guide the allocation of jobs and housing as well as the development of transport to reduce residents’ commuting burdens and promote transportation equity. The method used in this study can be applied to evaluate jobs–housing imbalance from the perspective of the supply in other metropolises.

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Manning, Alan, and Barbara Petrongolo. "How Local Are Labor Markets? Evidence from a Spatial Job Search Model." American Economic Review 107, no. 10 (October 1, 2017): 2877–907. http://dx.doi.org/10.1257/aer.20131026.

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This paper models the optimal search strategies of the unemployed across space to characterize local labor markets. Our methodology allows for linkages between numerous areas, while preserving tractability. We estimate that labor markets are quite local, as the attractiveness of jobs to applicants sharply decays with distance. Also, workers are discouraged from searching in areas with strong competition from other job-seekers. However, as labor markets overlap, a local stimulus or transport improvements have modest effects on local outcomes, because ripple effects in job applications dilute their impact across a series of overlapping markets. (JEL J61, J64, R23, R58)

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Cao, EnWei, and Jim Green. "Empirical study on big data of workplace spirituality theory method and computational simulation." Applied Mathematics and Nonlinear Sciences 5, no. 2 (December 21, 2020): 405–14. http://dx.doi.org/10.2478/amns.2020.2.00059.

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AbstractWorkplace spirituality, job engagement, and perceived organisational support have become the themes over which heated discussion is held in the fields of management and public research. With the development of science and technology and the arrival and upgrading of burgeoning technologies, the competition among enterprises has been aggravated, while the employee's job engagement has become one of the key aspects to keep the competitive edge. By taking workplace spirituality as the premise variable of job engagement and perceived organisational support, the influences of workplace spirituality, perceived organisational support, and job engagement are discussed in this paper. In addition, by taking perceived organisational support as the regulated variable, a theoretical model was built and the regulating effect of perceived organisational support on workplace spirituality and job engagement was discussed. The empirical data of the model was obtained through 187 questionnaires. Data analysis and research hypothesis was implemented through SPSS23.0, theory method, and computational simulation. In sum, workplace spirituality and job involvement are remarkable and are positively associated with each other. Perceived organisational support plays a role in regulating the job engagement. These results provide new perspectives for exploring unemployment problems existing due to lack of job engagement. The organisation can intervene in employees’ work by cultivating workplace spirituality.

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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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Swab, R. Gabrielle, and Paul D. Johnson. "Steel sharpens steel: A review of multilevel competition and competitiveness in organizations." Journal of Organizational Behavior 40, no. 2 (December 6, 2018): 147–65. http://dx.doi.org/10.1002/job.2340.

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Di Stasio, Valentina. "Who Is Ahead in the Labor Queue? Institutions’ and Employers’ Perspective on Overeducation, Undereducation, and Horizontal Mismatches." Sociology of Education 90, no. 2 (March 1, 2017): 109–26. http://dx.doi.org/10.1177/0038040717694877.

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Using vignettes, this study compares employers’ assessments of matched and mismatched job applicants in England and the Netherlands. It contributes to the overeducation literature in several ways. First, matching is measured from the perspective of employers, who are better informed about job requirements than employees. Second, overeducated applicants are compared to matched applicants competing for the same job opening. This shift in focus toward applicant pools is necessary to properly test whether overeducation is rewarded during the hiring process, the central tenet of job competition theory. Third, vertical and horizontal mismatches are analyzed jointly: This more fine-grained differentiation refines sociological perspectives on credentialism and reveals the complex ways in which employers assign applicants to jobs. Results show that Dutch employers apply more rigid hiring floors and more strongly penalize horizontal mismatches: Compared to England, in the Netherlands, overeducation cannot compensate for the lack of occupation-specific training.

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Guo, Jiong, Deming Lei, and Ming Li. "Two-phase imperialist competitive algorithm for energy-efficient flexible job shop scheduling." Journal of Intelligent & Fuzzy Systems 40, no. 6 (June 21, 2021): 12125–37. http://dx.doi.org/10.3233/jifs-210198.

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Energy-efficient flexible job shop scheduling problems (EFJSP) have been investigated fully; however, energy-related objectives often have lower importance than other ones in many real-life situations and this case is hardly considered in the previous works. In this study, EFJSP with sequence-dependent setup times (SDST) is considered, in which total tardiness and makespan are given higher importance than total energy consumption. A two-phase imperialist competitive algorithm (TPICA) is proposed. The importance difference among objectives is implemented by treating all objectives equally in the first phase and making energy consumption not to exceed a diminishing threshold in the second phase. A dynamical differentiating assimilation and a novel imperialist competition with the enforced search are implemented. Extensive experiments are conducted and the computational results show that TPICA is very competitive for EFJSP with SDST.

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Journal articles on the topic 'Job competition'

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