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Eden, Aimee R., Tyler Barreto, and Elizabeth Rose Hansen. "Experiences of new family physicians finding jobs with obstetrical care in the USA." Family Medicine and Community Health 7, no. 3 (June 2019): e000063. http://dx.doi.org/10.1136/fmch-2018-000063.
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ObjectiveThis study aimed to explore how new family medicine graduates who want to include obstetrics in their scope of practice identify and select jobs and to understand how employment influences scope of practice in family medicine, particularly the ability to provide maternity care and deliver babies.DesignMixed-methods study including a survey and qualitative interviews conducted in 2017.SettingWe electronically surveyed US family physicians and followed up with a purposeful subsample of these physicians to conduct in-depth, semistructured telephone interviews.Participants1016 US family medicine residency graduates 2014–2016 who indicated that they intended to deliver babies in practice completed a survey; 56 of these were interviewed.Main outcome measuresThe survey measured the reasons for not doing obstetrics as a family physician. To identify themes regarding finding family medicine jobs with obstetrics, we used a team-based, immersion–crystallisation approach to analyse the transcribed qualitative interviews.ResultsSurvey results (49% response rate) showed that not finding a job that included obstetrics was the primary reason newly graduated family physicians who intended to do obstetrics were not doing so. Qualitative interviews revealed that family physicians often find jobs with obstetrics through connections or recruitment efforts and make job decisions based on personal considerations such as included geographical preferences, family obligations and lifestyle. However, job-seeking and job-taking decisions are constrained by employment-related issues such as job structure, practice characteristics and lack of availability of family medicine jobs with obstetrics.ConclusionsWhile personal reasons drove job selection for most physicians, their choices were constrained by multiple factors beyond their control, particularly availability of family medicine jobs allowing obstetrics. The shift from physician as practice owner to physician as employee in the USA has implications for job-seeking behaviours of newly graduating medical residents as well as for access to healthcare services by patients; understanding how employment influences scope of practice in family medicine can provide insight into how to support family physicians to maintain the scope of practice they desire and are trained to provide, thus, ensuring that families have access to care.
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Simms, Melanie. "Unions and Job Quality in the UK." Work and Occupations 44, no. 1 (August 3, 2016): 47–67. http://dx.doi.org/10.1177/0730888415618729.
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This article presents a counterpoint to a structuralist view of job quality and argues that it can be understood as an outcome of contested power dynamics of interest representation within institutions of labor market regulation. The article presents studies of unions in two sectors in the UK (health care and industrial cleaning) where bad jobs are common. It examines how unions have sought to regulate job quality through representing new interests within existing institutions and by extending institutional regulation to new groups. The evidence highlights the contested nature of these decisions and the importance of collective actors in exercising agency in seeking to improve job quality. The evidence shows how new interests can be promoted within institutions to (seek to) improve job quality, despite internal resistance.
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Shu, Xiaoli, Jun Peng, and Guilin Wang. "Deciding Alone or with Others: Employment Anxiety and Social Distance Predict Intuitiveness in Career Decision Making." International Journal of Environmental Research and Public Health 20, no. 2 (January 13, 2023): 1484. http://dx.doi.org/10.3390/ijerph20021484.
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Intuitive career decisions can influence people’s career choices and subsequent job competencies, which are related to their development and happiness. There is evidence that both anxiety and social distance influence intuitive career decisions individually, but it is unclear how employment anxiety and social distance influence intuitive career decisions individually and how they interact to influence intuitive career decisions. Drawing on the cognitive–emotional dual-system model, in this study, 298 college students and 386 senior job-seeking students were tested through behavioral experiments and questionnaires, respectively. The results showed that employment anxious individuals have a higher intuitive level in career decision making, and they also have a higher intuitive level when making career decisions for others at a far social distance. In addition, employment anxiety and social distance interact to influence the intuitiveness of career decision making. When making career decisions for themselves and those who are close to them, the increase in employment anxiety will increase the intuitive level. Therefore, in a non-anxious situation, you can make career decisions on your own or get help from someone close to you, but in anxious situations, you can turn to others who are at a far social distance to help make decisions.
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Hollenbeck, George P. "Executive Selection—What's Right … and What's Wrong." Industrial and Organizational Psychology 2, no. 2 (June 2009): 130–43. http://dx.doi.org/10.1111/j.1754-9434.2009.01122.x.
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Although recent reviews of executive selection have catalogued much that we as industrial–organizational (I–O) psychologists are doing right in our research and practice, we are confronted with the facts that executive selection decisions are often, if not usually, wrong and that I–O psychologists seldom have a place at the table when these decisions are made. This article suggests that in our thinking we have failed to differentiate executive selection from selection at lower levels and that we have applied the wrong models. Our hope for the future lies not in job analyses, developing new tests, meta-analyses, or seeking psychometric validity, but in viewing executive selection as a judgment and decision-making problem. With the right focus, applying our considerable methodological skills should enable us to contribute toward making better judgments. When we have a better mousetrap, organizations (if not the world) will beat a path to our door.
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Guo, Yiyou. "Are We under the Influence of What This Study See: The Power of Body Tattoos in a Job Interview." BCP Social Sciences & Humanities 16 (March 26, 2022): 306–16. http://dx.doi.org/10.54691/bcpssh.v16i.477.
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Fair treatment of employees is an important ethical question. With the increasing number of tattooed workers in the workplace and on the job market, their work experience and the treatment they receive deserve more attention. To date, however, very few studies have focused on such a niche group of employees. The intention of this study was to offer insights on the experience of tattooed individuals in job interviews. Using an experimental design, this study examined the influence of visible tattoos on hiring decisions and interviewers’ evaluations. Participants (N=233) were recruited online, in China, and they were assigned to one of four experimental conditions: tattoo vs. no tattoo job applicant and entry-level vs. managerial positions. The results show that applicants with visible tattoos had decreased chances of being hired. Interviewers in the study were also more likely to perceive the virtual job candidate with tattoos as less competent, especially when hiring at the management-level position. These results serve to raise awareness around biases and stereotypes experienced by tattooed individuals seeking employment.
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Noor, Ayesha, and Yuserrie Zainuddin. "A COMPREHENSIVE ANALYSIS OF THE RELATIONSHIP BETWEEN OFF-THE-JOB EMBEDDEDNESS AND CONTINUANCE COMMITMENT ON INTENTION TO STAY: BASED ON PLS-SEM." Journal of Governance and Integrity 2, no. 2 (May 4, 2020): 14–23. http://dx.doi.org/10.15282/jgi.2.2.2019.5464.
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“Employee’s Intention to Stay” as a term is broadly used in organization surroundings. The administrators must be identifying the importance of their staffs not only inspiring them to stay but also discourage them from seeking a better job to another place. Conversely, Job embeddedness is a construct which explains the reason for an individual’s choice to stay or leave by considering the community and organizational forces that may retain employee on the workplace. Thus, the current study examined the relationship between off-the-job embeddedness, continuance commitment and employee’s intention to stay using a sample of 177 employees of ICT industries. Simple Random probability sampling technique and partial least squares structural equation modelling (PLS-SEM) approach were employed to examine the relationship as drawn by the hypotheses. The findings of this paper discovered that there was a significant positive relation between fit and links dimension of off-the-job embeddedness, organizational continuance commitment and intention to stay. These outcomes suggest that organizations like the ICT industry (technology organization) need to consider off-the-job embeddedness relationships along with continuance organizational commitment when developing programs designed to affect the intention to stay decisions of members.
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Hunt, Steven C., Tim V. Eaton, and Alan Reinstein. "Accounting Faculty Job Search in a Seller's Market." Issues in Accounting Education 24, no. 2 (May 1, 2009): 157–85. http://dx.doi.org/10.2308/iace.2009.24.2.157.
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ABSTRACT: This research examines accounting faculty job search and selection in the tightening academic job market. Surveys were sent to all new accounting Ph.D.s and to faculty who relocated from 2002 to 2004. The survey included 37 factors of importance (e.g., salary, geographical location) to new Ph.D.s in selecting their initial faculty position and to relocating faculty. Overall, faculty appear to be very concerned with their teaching load, criteria used for promotion and tenure decisions, and compatibility with other faculty. Most faculty viewed likelihood of getting tenure as very important. We note that new faculty going to doctoral schools view this item as much less important than others. The opportunity to teach desired courses was much more important for those going to non-Ph.D.-granting schools. Most faculty viewed salary as being relatively important, but those going to nondoctoral institutions viewed salary as somewhat less important than geographic location. Examination of other factors suggested significant differences between different faculty groups. The study's results provide important implications for universities seeking to hire or retain qualified faculty in a challenging job market, and for faculty wishing to obtain the most rewarding position.
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Foley, Meraiah, and Sue Williamson. "Does anonymising job applications reduce gender bias?" Gender in Management: An International Journal 33, no. 8 (November 6, 2018): 623–35. http://dx.doi.org/10.1108/gm-03-2018-0037.
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PurposeAnonymous recruitment seeks to limit managers’ reliance on stereotypes in employment decisions, thereby reducing discrimination. This paper aims to explore how managers interpret the information embedded in anonymised job applications and how they interpret the organisational priorities driving the adoption of anonymous recruitment.Design/methodology/approachSemi-structured interviews with 30 managers in two Australian public sector organisations were analysed.FindingsThe results showed that managers used implicit signals and cues to infer the gender identities of applicants in anonymised applications, reintroducing the possibility of bias. Managers perceived that anonymous recruitment sent positive external signals to prospective employees but were sceptical about its effectiveness.Research limitations/implicationsThe results showed that removing applicants’ names and identifying information from applications may not be sufficient to reduce bias. In organisations where managers are sympathetic to equity and diversity issues, use of anonymous recruitment may provoke resentment if managers perceive organisational distrust or inconsistent objectives. Limitations regarding the size and nature of the sample are acknowledged.Practical implicationsOrganisations seeking to reduce gender discrimination in recruitment may consider adopting standardised application procedures or training managers to understand how stereotypes affect evaluations. Organisations should also assess managerial support for, and understanding of, anonymous recruitment prior to implementation.Originality/valueThe findings add to existing knowledge regarding the effects of implicit gender signals in managers’ assessments and the effectiveness of anonymous recruitment in reducing gender bias. It also contributes to signalling theory by examining how managers interpret the signals conveyed in organisational policies.
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Gillis, Alanna, and Brionca Taylor. "Social Networks and Labor Market Inequality: A Role-playing Activity to Teach Difficult Concepts." Teaching Sociology 47, no. 2 (December 3, 2018): 148–56. http://dx.doi.org/10.1177/0092055x18817585.
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Role-playing activities, as a form of active learning, enable instructors to teach difficult concepts in ways that better facilitate student learning. This note tests the effectiveness of a role-playing activity that simulates the job market: Most students play job seekers seeking employment, and a few play the employers who make employment decisions. However, students are constrained in that they can only talk to students they already know or meet during the game. We find two major results: (1) Students successfully achieved the learning goals from the activity, including understanding the basics of social networks and how social networks reproduce inequality in the labor market, and (2) students enjoyed the activity and felt like they learned a lot. We were especially pleased that these results were true even of students typically unengaged in the courses. Overall, we recommend role-playing activities to other instructors teaching difficult concepts to successfully engage all students.
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McFadden, Ciarán. "Hiring discrimination against transgender job applicants – considerations when designing a study." International Journal of Manpower 41, no. 6 (April 20, 2020): 731–52. http://dx.doi.org/10.1108/ijm-04-2019-0201.
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PurposeThis paper discusses the factors to consider when designing studies to measure hiring discrimination against transgender job applicants.Design/methodology/approachThe paper builds on academic literature related to hiring discrimination and transgender employment to build a detailed discussion of the numerous factors and issues inherent in hiring discrimination against transgender job applicants. By isolating and describing a number of relevant considerations, the paper aims to act as a guide for future studies to build upon.FindingsThree types of hiring discrimination studies are discussed: correspondence tests, in-person experiments and student cohort experiments. Three main categories of factors relevant to an experiment’s design are then discussed: the legal context, industry/role factors and transgender population-specific factors. A flow-chart detailing the research design decision-making process is provided.Research limitations/implicationsThe discussion within this paper will act as a reference and a guide for researchers seeking to address the dearth of empirical studies in the literature. The list is not exhaustive; while a number of factors relevant to transgender-specific studies are identified, there may be more that could affect an experiment's design.Originality/valueHiring discrimination against transgender people has been recorded in many surveys, but there is little empirical measurement of this discrimination. To the author's knowledge, this paper is the first to examine the experimental design decisions related to transgender hiring discrimination. In doing so, it provides contributions for two primary audiences: those researching transgender employment issues but who have never conducted a study measuring hiring discrimination; and those who have previously conducted studies on hiring discrimination, but have not done so with reference to transgender job applicants.
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Teychenne, Megan, Shannon Sahlqvist, Danielle Teychenne, Susie Macfarlane, Phillip Dawson, and Sarah Costigan. "The development of a tailored, career-focused interactive online learning tool for physical activity and health students: A pilot study." Journal of Teaching and Learning for Graduate Employability 8, no. 1 (April 12, 2017): 60–73. http://dx.doi.org/10.21153/jtlge2017vol8no1art596.
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Students enrolled in university courses often lack knowledge of potential jobs and career paths they can take, which can inhibit their ability to plan, job seek and make decisions about their careers, and negatively impact on their ability to gain employment. To address this problem we developed and piloted a tailored, career-focused interactive online learning tool for public health and exercise science students, based on constructs of Savickas’ (2005) theory of career construction. This paper reports a mixed-methods study to understand student experiences of using that tool, and their perception of how well it prepared them for career planning. Twenty-two second-year students completed an online survey using both qualitative and quantitative methods to assess the perceived feasibility and acceptability of the interactive online learning tool. Descriptive (for quantitative data) and inductive content analyses (for qualitative data) were performed. Most students (86%) indicated that they would use the tool again. All students reported that the tool was user-friendly, engaging and informative and provided them with jobs that matched their personal and work-related skills and strengths. Qualitative data reflected these findings and identified seven key themes, including: value, career exploration, design, and tailoring, with themes partly reflecting components of Savicka’s theory. The tailored, career-focused interactive online learning tool was perceived to be a feasible and effective strategy to support university students in their career planning and job seeking behaviours prior to graduation. These findings can be used to inform and refine the development of career-focussed tools for students undertaking other University courses.
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Yamane, Tomomi, and Shinji Kaneko. "What Motivates Stakeholders to Demand Corporate Social Responsibility: A Survey Experiment." Sustainability 13, no. 15 (July 26, 2021): 8313. http://dx.doi.org/10.3390/su13158313.
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Businesses are facing consistent pressures from stakeholders to be socially responsible although the economic benefits of corporate social responsibility (CSR) have been found to be mixed. We aim to reveal stakeholders’ motivations for demanding CSR by studying stakeholders’ stated preferences on companies’ contribution to the United Nations’ Sustainable Development Goals (SDGs) in three different contexts, purchasing, investing, and job-seeking. We conducted conjoint survey experiments—embedded information treatments targeting the public in Japan (n = 12,098) in 2019 and 2020. The results showed that stakeholders demanded corporations to contribute to international-related issues rather than domestic-related issues. Stakeholders’ support was low when the companies profited from contributing to the SDGs. These results suggest that social context reflects the preferences of stakeholders on corporates’ SDG activities. Overall, raising awareness had effects on stakeholders’ support and to what extent the information affected the decisions of stakeholders was varied by stakeholders.
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Siedlanowski, Paweł. "Emigration to the Kingdom of the Netherlands as a Perceived Opportunity by Young People." Economic and Regional Studies / Studia Ekonomiczne i Regionalne 14, no. 2 (June 1, 2021): 220–38. http://dx.doi.org/10.2478/ers-2021-0015.
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Abstract Subject and purpose of work: The article is devoted to factors influencing the migration decisions of young Poles to the Kingdom of the Netherlands, and to showing the differences in their perception of the country of emigration and the country of immigration. The elements of youth policy in Poland and the Netherlands were also presented. The hypothesis adopted in the paper was that the decisions of young people in the labor market are mainly influenced by short-term financial aspects. Materials and methods: The observations and assessments used in the article were formulated based on the research literature on the subject, the statistical data collected by the institutions of Poland, the Kingdom of the Netherlands and the European Union, a questionnaire survey and own experiences gained from mobility. Results: The article outlines the course of migration trends of Poles and presents the causes of changes in the choice of the destination country for migration. It presents factors encouraging young people to take up employment in the country and those encouraging them to search a job abroad, specifically in the Netherlands. The barriers and facilities that may be encountered by young people seeking employment in the labor market in both countries were indicated. The reasons for the emigration of young people from Poland were discussed based on the results of the current study, that is a 400-person research sample obtained from an online survey. The aim of the study was to identify three important factors influencing the decision to emigrate and to evaluate this decision. Conclusions: The conducted analysis shows the complexity of the problems of migration of young people. Economic, political, social, cultural, and environmental factors have a significant influence on the decisions made. From the point of view of young people, the unattractive domestic labor market in terms of finance and development, and all the resulting consequences are the biggest problems.
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HAXHIHYSENI, Etleva, Briseida ANDONI, and Gerti METANI. "Career guidance and its impact on graduate employability." Polis 20, no. 1 (2021): 84–94. http://dx.doi.org/10.58944/vtkp1864.
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The upward growing of globalization and the constant extension of active employees are increasingly requiring job seekers to adapt their skills in order to be one-step ahead of any predictable change as well as maintain a balanced position in the career path. Effective career guidance helps individuals to reach their potential, economies to become more efficient and societies to become fairer. This process highlights the importance of discerning individual talent and maximizing human potential, including mobility in their career development. An improper career orientation renders decision-making difficult, with higher personal, familiar, and social cost, often manifested in inconsistent skills and unsatisfactory employment prospects. For young people, the decisions they make about what they will study, both during and post compulsory education have become more important and more difficult. This paper intends to inspect the features of an effective career guidance practice, including the emerging necessity for schools to start introducing and encouraging student vocation at an earlier age combined with the essential role of exposure to the working realm. This small-scale research examined the effectiveness and models of seeking help for educational and career planning issues through a sample of 103 individuals; 92% of them were employed and 8% master students, with previous employment experience.
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Kowalski, Sebastian, Adrian Moskal, Magdalena Prylińska, and Mariusz Goniewicz. "GENDER AND AGE AS VARIA BLES IMPACTING STRESS LEVEL AND STRATEGIES OF DEALING WITH IT BY PARAMEDICS." Emergency Medical Service 7, no. 4 (2020): 267–71. http://dx.doi.org/10.36740/emems202004104.
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Introduction: Stress is present in every part of human life. It can be encountered especially among people, who due to the nature of their jobs, have to make quick and adequate decisions. The profession that can be included in this group is paramedic. The aim: To analyse the level of stress and strategies of dealing with it among paramedics taking into account gender and age of the sample group. Material and methods: The sample size consisted of 120 paramedics working for Emergency Medical Service. The survey was carried out from May to October 2017. The participation was voluntary and anonymous. As an estimate of tested parameters PSS-10 test was used to assess level of stress and mini-COPE test to assess strategies of dealing with stress. The analysis was carried out using STATISTICA 12 software. Results: 49 women took part in the survey, who consisted of 40.83% of the whole sample size. Statistical analysis showed significant correlation between the level of stress and gender. Women were more impacted by stress in their job. The most popular strategy of dealing with stress for both genders were undertaking actions and planning. Statistically significant difference was shown for 5 strategies: seeking emotional and instrumental support, denial, stopping actions as well as blaming yourself and all of them were more frequently chosen by women. Age was not a significant factor in terms of level of stress encountered, however played important role in strategies undertaken to deal with stress which was blaming yourself. Conclusions: Stress in paramedics’ job is a key issue. Choosing appropriate strategy of dealing with stress by paramedics can help them to keep optimal level of stress at work and it should be used in motivating and effective way.
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Vial, Andrea C., Janine Bosak, Patrick C. Flood, and John F. Dovidio. "Individual variation in role construal predicts responses to third-party biases in hiring contexts." PLOS ONE 16, no. 2 (February 3, 2021): e0244393. http://dx.doi.org/10.1371/journal.pone.0244393.
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We theorize that individuals’ pre-existing beliefs about the hiring manager role (role construal) are associated with their tendency to condone bias accommodation in hiring contexts, in which a person aligns hiring decisions with the perceived biases of others. In two studies, we focus on human resources (HR) professionals’ endorsement of the role demand to prioritize candidate fit with others (e.g., supervisor) when making hiring decisions. Study 1 examined bias accommodation from a vicarious perspective, revealing that role demand endorsement is positively associated with viewing it as acceptable and common for another hiring manager to accommodate third-party bias against women. Study 2 examined bias accommodation experimentally from an actor’s perspective, showing lower preference for and selection of a female (vs. male) job candidate in the presence of cues to third-party bias against women, but only when role demand endorsement is relatively high. HR professionals in both studies indicated that third-party bias influences in hiring are relatively common. Responses in Study 2 provide preliminary evidence that the phenomenon of third-party bias accommodation might be relevant in the context of employment discrimination based on group characteristics other than gender (e.g., race/ethnicity, age). We discuss the practical implications of our findings for hiring professionals and for organizations seeking to increase diversity in their workforce.
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Liu, Yu-Shan, and Susan Wohlsdorf Arendt. "Development and validation of a work motive measurement scale." International Journal of Contemporary Hospitality Management 28, no. 4 (April 11, 2016): 700–716. http://dx.doi.org/10.1108/ijchm-02-2014-0091.
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Purpose The purpose of this study was to develop a measurement scale to assess work motives for hospitality employees utilizing McClelland’s theory of needs as the theoretical underpinning. Design/methodology/approach Both qualitative and quantitative methods were applied to achieve the study purpose. First, individual interviews were conducted to explore employee work motives and develop work motive scale items. Second, data from a self-administered paper questionnaire, completed by 388 respondents, were used to validate the developed scale. Findings Four themes were identified which reflect employees’ perspectives of hospitality jobs and culture: the job itself, need for affiliation, need for achievement and need for power. The developed scale, consisting of 22 items, was found to be reliable and valid in assessing work motives. Research limitations/implications The majority of participants were entry-level employees; therefore, the developed scale may not be useful when assessing work motives of individuals not in front-line positions. Future research could extend the measurement model to investigate work motives of individuals in managerial positions. In addition, future research could assess work motives as antecedents of employee organizational behaviors and attitudes. Practical implications The developed scale could be used as a selection tool to assess applicants’ work motives, thereby assisting employers in making effective hiring decisions. Originality/value This study contributes a new reliable and valid measurement scale developed specifically to address the unique work motives desirable for individuals seeking employment in the hospitality industry.
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Jane Scales, B., and Marilyn Von Seggern. "Promoting lifelong learning through government document information literacy." Reference Services Review 42, no. 1 (February 4, 2014): 52–69. http://dx.doi.org/10.1108/rsr-09-2012-0057.
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Purpose – The aim of this paper is to report on the development and assessment of a government document information literacy curriculum by librarians at Washington State University. The pedagogical and assessment goals are described, and the learning outcomes by participating sophomore and junior English composition students are explored. Design/methodology/approach – Instruction librarians adopted ACRL standards to government information in order to address difficulties undergraduates have in identifying and evaluating common federal government resources. Learning outcomes are measured with a mixed-methods approach including pre- and post-tests, in-class worksheets, and student bibliographies. Findings – Overall, the project improved government document information literacy in the student groups that participated. Research limitations/implications – There are many questions the project raises that the authors cannot address. Does the curriculum have any long-term impact on the students? Will it make students who participated more likely to use government information when job seeking, or when making important decisions? Originality/value – The project uniquely targets a population for which there has been little research on regarding government information literacy – undergraduates who have already received introductory library instruction, but who are not yet researching upper-division, discipline-specific topics.
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Rizkal, Rizkal, and Rafiqah Rafiqah. "The fulfillment of the rights of women and children in divorce decisions at the Syar'iyah Court during the COVID-19 pandemic." Gender Equality: International Journal of Child and Gender Studies 7, no. 2 (September 30, 2021): 228. http://dx.doi.org/10.22373/equality.v7i2.10770.
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This study seeks to describe the fulfillment of the rights of women and children in the Syar'iyah Court during the Covid-19 period and the efforts made by judges in seeking to protect the rights of women and children. The type of research used is empirical legal research with the aim of obtaining concrete information regarding the fulfillment of the rights of women and children during the COVID-19 period at the Syar'iyah Court. The legal materials used consist of primary legal materials, secondary legal materials and tertiary legal materials. Data analysis was carried out qualitatively by describing the data obtained from literature studies and studies at the Syar'iyah Court. The results showed that the protection of the rights of women and children during the COVID-19 period was very low. The rights that should be obtained such as 'iddah and mut'ah living and the cost of living for children are neglected. Economic limitations due to covid-19, the loss of husband's job is the main reason so that the rights of women and children are not obtained as they should. Efforts made by judges in optimizing the rights of women and children are by delaying the implementation of the divorce pledge, making peace agreements related to the husband's responsibilities towards women and their children, giving directions to claim their rights in the reconciliation lawsuit and using ex officio rights if women do not ask for their rights in the reconciliation lawsuit.
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Nedelcu, Bogdan. "Human talent forecasting." Proceedings of the International Conference on Business Excellence 11, no. 1 (July 1, 2017): 437–47. http://dx.doi.org/10.1515/picbe-2017-0047.
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Abstract The demand for talent has increased while the offer has declined and these worrying trends don’t seem to show any sign of change in the near future. According to Bloomberg Businessweek, USA, Canada, UK, and Japan (among many others) will face varying degrees of talent shortages in almost every industry in the coming years. The performed study focuses on identifying patterns which relates to human skills. Recently, with the new demand and increasing visibility, human resources are seeking a more strategic role by harnessing data mining methods. This can be achieved by discovering generated patterns from existing useful data in HR databases. The main objective of the paper is to determine which data mining algorithm suits best for extracting knowledge from human resource data, when in it comes to determining how suited is a candidate for a specific job. First of all, it must be determined a way to evaluate a candidate as objective as possible and rate the candidate with a mark from 0 to 10. To do so, some data sets had to be generated with different numbers of values or different values and wore processed using Weka. The results had been plotted so that it would be easier to interpret. Also, the study shows the importance of using large volumes of data in order to take informed decisions has recently become extremely discussed in most organizations. While finances, marketing and other departments within a company receive data systems and customized analysis, human resources are still not supported by expert systems to process large data volumes. The software prototype designed for the experiment rates individuals (working for the company, or in trials) on a scale from 0 to 10, offering the decision makers an objective analysis. This way, a company looking for talent will know whether the person applying for the job is suited or not, and how much the hiring will influence the overall rating of the department.
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Zakiyyah, Fina Nurul, and Nuning Kurniasih. "Pengetahuan pengguna tentang kematangan karir ditinjau dari kualitas informasi pada Instagram @glintsid." Informatio: Journal of Library and Information Science 3, no. 1 (February 6, 2023): 17. http://dx.doi.org/10.24198/inf.v3i1.44564.
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Glints Indonesia is one of the media that is commonly used as an ecosystem for career maturity, career development, and online-based job recruitment. Not only active through the website, but Glints Indonesia is also active through the Instagram platform with the username @glintsid. The information contained in @glintsid's post suggests new knowledge to its users. This study aims to determine user knowledge about career maturity in terms of the quality of Instagram @glintsid on career tips content. The research method used in this research is qualitative.descriptive Data collection techniques used is observation and interviews with 5 (five) respondents who are final year students of Universitas Padjadjaran who are also Instagram followers @glintsid. The data analysis method used in this research includes data reduction, data presentation, and conclusion. The results of this study indicate that @glintsid's Instagram posts have fairly information quality with accurate, relevant, timely, and completeness indicator. Respondents found that the information content of @glintsid's posts is easy to understand, relevant to needs, timeliness, and clear enough to avoid ambiguity in seeking career tips. In terms of user knowledge indicators, respondents considered that the presence of career tips content on Instagram @glintsid had increased their knowledge through fulfilling indicators such as career planning, career exploration, knowledge about decision making, a world of work information, knowledge of preferred occupation group, and knowledge about the realization of career decisions. The study results show that the quality of information on Instagram @glintsid is quite good and can add new knowledge to respondents.
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NYAMBANE, NYAMBANE ARIRI, and Stephen M. A. Muathe. "Strategic Human Resource Management Practices and Performance of Employees in the Ministry of Health, Nairobi City County, Kenya." International Journal for Innovation Education and Research 5, no. 12 (December 31, 2017): 211–27. http://dx.doi.org/10.31686/ijier.vol5.iss12.892.
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Performance of employees in the Ministry of Health, Nairobi City County has been dismal. There have been instances of inability amongst employees to meet deadlines, low efficiency, and dismal productivity. The objectives of the study included; assessing the influence of recruitment, career management, reward and performance appraisal practices on performance of employees in the Ministry of Health. The study was guided by the strategic management and performance theories. The study adopted mixed methods approach and thus applied descriptive research design. The target population comprised of 15 Departmental Heads and 425 employees all totaling to 440. Using the Central Limit Theorem, 132 respondents, that is, 30.0% of 440, was selected. Stratified sampling was applied to create five strata based on the number of departments in the Ministry of Health Nairobi. Heads of department will be selected using purposive sampling whereas 25 employees will be selected from each department using simple random sampling to avoid bias. This procedure enabled the researcher to realize a sample of 5 heads of departments and 127 employees. The questionnaire was used to collect data from employees whereas interviews with heads of departments. Qualitative data were analyzed thematically along the objectives and presented in narrative forms whereas quantitative data were analyzed descriptively using frequencies and percentages and inferentially analyzed using ANOVA Test Analysis with the help of SPSS Version 23. The study established that, at the Ministry of Health in Nairobi County, employees’ efficiency, productivity and ability to meet deadlines are low. It is also evident that strategic human resource management practices such as recruitment, career management, reward and performance appraisal practices have not been fully exhausted. Thus, the study recommends that the Ministry of Health should endeavor to train their employees in order to improve the organizational performance. The Ministry of Health should provide employees opportunity to make decisions on how to go about their tasks, seeking employees’ input in managerial decisions, delegating to them tasks that they can handle, equipping them with skills required by their jobs, setting achievable targets and incorporating employees in fair evaluation of performance, salary increase and fair administration of rewards. Job performance should be considered in determining the compensation of employee’s performance.
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Castilla, Emilio J., and Ben A. Rissing. "Best in Class: The Returns on Application Endorsements in Higher Education." Administrative Science Quarterly 64, no. 1 (March 5, 2018): 230–70. http://dx.doi.org/10.1177/0001839218759965.
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While scholars have shown that well-connected applicants are advantaged in selection processes, less understood is whether such applicants produce important returns to the organization when key decision makers favor them. We begin to address this gap by investigating whether and why application endorsements―an informal practice whereby certain individuals (i.e., endorsers) advocate for particular applicants―affect organizational selection during the screening of applicants. Through the analysis of the population of 21,324 applicants to a full-time MBA program over a seven-year period, we find that even after controlling for individual qualifications and competencies, endorsed applicants are advantaged over non-endorsed applicants in admissions interview and offer decisions. In seeking to explain this advantage, we develop and test four key theoretical explanations pertaining to the potential returns on application endorsements for the organization. We find inconsistent evidence that endorsed applicants are “better qualified” compared with non-endorsed applicants during screening: while endorsed applicants are sometimes assessed to be stronger “on paper,” they generally receive lower competency assessments than non-endorsed applicants later, during the admissions interviews. Further, our analysis of data on matriculating MBA students reveals that those endorsed as applicants are not “better performers” academically (measured by grade point average) or in the job market after graduation (measured by full-time salaries or signing bonuses) compared with non-endorsed individuals. In contrast, individuals endorsed as applicants appear to be “better citizens” upon joining the organization—in our research setting, they are more likely to participate in student club leadership roles than non-endorsed individuals. We also find that they are “better alumni”―that is, they make larger monetary donations to the school after graduating than their non-endorsed counterparts. We conclude with implications for understanding the impact of application endorsements on labor and educational markets.
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Smith, Jodiê, and Suresh Sankaranarayanan. "Smart Agent-Based Hospital Search, Appointment, and Medical Diagnosis." International Journal of E-Health and Medical Communications 3, no. 4 (October 2012): 64–101. http://dx.doi.org/10.4018/jehmc.2012100105.
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Various areas of the healthcare industry have seen some progress in the use of ICT to aid in the treatment of patients including some amount of automation in the key areas. The authors infer that some pitfalls exist in the healthcare administration. To obviate these, the use of Agent technology as a practical solution to solve some hospital related issues with particular emphasis on hospital search and appointment allocation has been researched. The authors explore the use of agent technology to assist patients seeking treatment for their ailment at a hospital chosen, and priority is provided based on treatment. The patients have been given the facility to select an appropriate hospital based on their preferred selection criterion, achieved through the use of their mobile phone by exactly replicating the job of a human being agent. The authors study first how smart agents can be used to search for hospitals based on user selection criteria in combination with the Google Map facility and fairly diagnose their medical ailments using Layman language. The Agent proposed here, also facilitates verification of doctor’s license before the appointment with him is confirmed. Lastly, the proposed system provides the rating and the popularity factors of the selected hospital in respect of ailment based and on number of persons visited. The system also alerts the hospital for poor rating/popularity enabling working towards improvement. The Smart agents proposed for action act autonomously and have the ability to intelligently use the available knowledgebase and user parameters to make appropriate decisions on behalf of the user. The system uses ANDROID 2.2, JADE-LEAP and the Google API to provide a robust, user friendly solution.
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Cooper, Mary L., Margaret E. Knight, M. Lance Frazier, and Daniel W. Law. "Conflict management style and exhaustion in public accounting." Managerial Auditing Journal 34, no. 2 (February 4, 2019): 118–41. http://dx.doi.org/10.1108/maj-09-2017-1643.
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PurposeAs exhaustion is a core dimension of job burnout, the purpose of this paper is to demonstrate that individual perceptions of supervisor conflict management style (collaborative, dominating and avoidant) are antecedents of role stressors (role conflict, role ambiguity and role overload) in public accounting exhaustion.Design/methodology/approachSurvey results from a sample of 208 public accountants from six firms in upstate New York are used to test the conceptual model using regression and mediation techniques.FindingsThe findings indicate that perceptions of collaborative and dominating conflict management styles are important antecedents to the role stressors that precede exhaustion in public accounting. The findings also indicate that collaborative and dominating management styles have an indirect effect on exhaustion through both role conflict and role overload.Research limitations/implicationsThe sample was taken from six accounting firms in one geographic area of the USA and may not be representative of all public accountants. As a result, generalizability may be limited. Theoretical implications include expansion of the existing public accounting exhaustion model to incorporate individual perceptions of conflict management styles as antecedents to role stressors, and consequently to demonstrate the indirect effects of these conflict management styles on exhaustion.Practical implicationsThis study’s findings provide practitioners with insight regarding conflict management styles, specifically which ones have a positive versus negative effect on role stressors. This can be considered in hiring, training and promotion decisions in firms’ efforts to reduce exhaustion.Originality/valueThis augmentation of the existing public accounting exhaustion model is unique, as prior research has not examined individual perceptions of conflict management style. This not only enriches the model but also is actionable by public accounting firms seeking to mitigate exhaustion.
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Ziliak, Stephen T. "W.S. Gosset and Some Neglected Concepts in Experimental Statistics: Guinnessometrics II." Journal of Wine Economics 6, no. 2 (2011): 252–77. http://dx.doi.org/10.1017/s1931436100001632.
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AbstractStudent's exacting theory of errors, both random and real, marked a significant advance over ambiguous reports of plant life and fermentation asserted by chemists from Priestley and Lavoisier down to Pasteur and Johannsen, working at the Carlsberg Laboratory. One reason seems to be that William Sealy Gosset (1876–1937) aka “Student” – he of Student'st-table and test of statistical significance – rejected artificial rules about sample size, experimental design, and the level of significance, and took instead an economic approach to the logic of decisions made under uncertainty. In his job as Apprentice Brewer, Head Experimental Brewer, and finally Head Brewer of Guinness, Student produced small samples of experimental barley, malt, and hops, seeking guidance for industrial quality control and maximum expected profit at the large scale brewery. In the process Student invented or inspired half of modern statistics. This article draws on original archival evidence, shedding light on several core yet neglected aspects of Student's methods, that is, Guinnessometrics, not discussed by Ronald A. Fisher (1890–1962). The focus is on Student's small sample, economic approach to real error minimization, particularly in field and laboratory experiments he conducted on barley and malt, 1904 to 1937. Balanced designs of experiments, he found, are more efficient than random and have higher power to detect large and real treatment differences in a series of repeated and independent experiments. Student's world-class achievement poses a challenge to every science. Should statistical methods – such as the choice of sample size, experimental design, and level of significance – follow the purpose of the experiment, rather than the other way around? (JEL classification codes: C10, C90, C93, L66)
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Jain, Neetu, and Prachi Bhatt. "Employment preferences of job applicants: unfolding employer branding determinants." Journal of Management Development 34, no. 6 (June 8, 2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.
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Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer branding among the prospective employees via analysis of various branding factors chosen for the study. The study results report that the perceived significance of employer branding factors differs mainly across gender and age of prospective employees. Notably, public and private sectors are being perceived significantly different by the potential job applicants on employer branding factors. Thus, this paper presents important findings enabling employers to build brand value and an attractive reputation in the job market so as to attract and retain the best talent. Design/methodology/approach – Survey methodology was used to test the hypothesis. The sample was selected from Delhi and National Capital Region (NCR) primarily from the students of business schools who were randomly selected to fill in the questionnaire. As they are the potential hires, it seemed appropriate to know their preference of employer branding factors. They are ready to join the corporations therefore, data extracted would be much more suitable as they can throw light on their immediate preferences and provide insight into the research study. For collection of data an online structured questionnaire was administered. A total of 270 questionnaires were administered and 239 filled questionnaires were received. Findings – From the results it can be seen that private sector emerged as preferred sector of choice for the majority of potential employees. However, there are some factors which are handled well in private sector as compared to public sector and vice versa. There are some factors like – stability of the company, work-life balance and job security which potential employees perceive as important and therefore, need to be addressed by both public and private sector organizations. Research limitations/implications – Limitation of this study is that the findings cannot be generalized therefore, provide opportunities for further research. Moreover, the sample included only students as prospective employees seeking a new job or a career change. Thus the results obtained on a sample of relatively inexperienced job seekers, might partially reflect commonly held stereotypes of attractive organizations. Hence, it is interesting to use other samples such as experienced job seekers or those who are currently employed. Another limitation is that the study is restricted to Delhi and NCR region hence, the data is not representative of a wider population. Further research may expand the scope in terms of sample size as well. Future research may also explore the extent of employee attraction and retention vis-à-vis employer branding factors in organizations. A final avenue for future studies consists in exploring the processes which underlie the organizational choice decisions of prospective applicants. Practical implications – This study has added to the growing body of research on employer branding factors by generating more knowledge and arguments in favor of certain employer branding factors in the workplace. If organizations truly want to attract good talented people then management needs to bring about the necessary organizational support and infrastructure at the early and middle stages of an employee’s career which are most often the stages where important choices are made. They need to be more considerate toward employee needs. Efforts can be made to build a good work culture by paying heed to their preferences. Therefore, this study helps establish a foundation for implementation of various employer branding factors which are perceived important by the potential job applicants, especially in Indian context. The findings are of particular important for human resource (HR) managers and policy makers in both public sector as well as private sectors in these times of increased inter-sectoral personnel movement. These findings can be utilized as a guiding instrument while inter-sectoral recruitment is being made. These would also enable employers to take appropriate action in order to build their employer brand based on certain discussed employer branding factors so as to attract talent which in turn would also help them in retaining talent. Social implications – There are many employer branding factors which tend to affect the mindset of potential employees in selecting their prospective employer. Employers can therefore, endeavor to understand those factors at length so as to attract talent which in turn would also help in retaining talent. Originality/value – Results throw light on the perceived importance the potential employees give to various employer branding factors taken for the study. Perceived significance attached to employer branding factors differs across gender, age, education background, etc. It was also found that for some important employer branding factors public and private sectors are being perceived significantly different by the potential job applicants. Thus, paper presents important findings that would enable employers to take actions in order to build their employer brand so as to attract talent which in turn would also help them in retaining talent.
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Buathong, Napakkawat, Nattapong Pattanalertpaiboon, Kanokpit Wattanapaiboon, Jeerapat Piriyakoontorn, Chutikarn Thaweechai, Pratsara Pinkaew, Phurinut Sriket, Warat Setasuban, and Suppanut Komjakraphan. "Job-Seeking Anxiety Resilience and Family Influence on Career Decision-Making among Senior Undergraduate Students in Southern Thailand during the COVID -19 Pandemic." Siriraj Medical Journal 73, no. 6 (May 27, 2021): 363–72. http://dx.doi.org/10.33192/smj.2021.48.
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Objective: A study of job-seeking anxiety, resilience quotient and family influence on career decision-making is apparently lacking; especially in regards to the impact of the financial crisis during the COVID-19 pandemic, and other factors, such as the political climate currently in Thailand. This study aimed to determine job-seeking anxiety, resilience quotient and family influence on career decision-making and related factors among senior, undergraduate university students.Materials and Methods: A cross-sectional descriptive study was conducted in a university in Southern Thailand; from May to October, 2020. Two hundred and seventy-one participants completed questionnaires regarding personal and parental demographic characteristics, resilience, family influence scale, job-seeking self-perception and job-seeking anxiety. Results: The prevalence of job-seeking anxiety among participants was low (40%), moderate (50%) and high (10%). In univariate analysis, factors significantly associated with job-seeking anxiety were: female gender (p=0.03), effects of the COVID-19 pandemic, economics and the current, political situation Thailand (p=0.03), resilience quotient (p<0.001) and job-seeking self-perception (p<0.001). The predictors of job-seeking anxiety, from multivariate analysis, were: resilience quotient (β = -1.169, P<0.001) and job-seeking self-perception (β = 2.232, P<0.001). Conclusion: Our study provided evidences that a significant proportion of senior, undergraduate students had experienced job-seeking anxiety, with the protective factor of job-seeking anxiety being individual resilience quotient. This information could be used as an effective management strategy for providing mental health promotion, and prevention for senior, undergraduate university students.
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Sansom, Anna, Rohini Terry, Emily Fletcher, Chris Salisbury, Linda Long, Suzanne H. Richards, Alex Aylward, et al. "Why do GPs leave direct patient care and what might help to retain them? A qualitative study of GPs in South West England." BMJ Open 8, no. 1 (January 2018): e019849. http://dx.doi.org/10.1136/bmjopen-2017-019849.
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ObjectiveTo identify factors influencing general practitioners' (GPs’) decisions about whether or not to remain in direct patient care in general practice and what might help to retain them in that role.DesignQualitative, in-depth, individual interviews exploring factors related to GPs leaving, remaining in and returning to direct patient care.SettingSouth West England, UK.Participants41 GPs: 7 retired; 8 intending to take early retirement; 11 who were on or intending to take a career break; 9 aged under 50 years who had left or were intending to leave direct patient care and 6 who were not intending to leave or to take a career break. Plus 19 stakeholders from a range of primary care-related professional organisations and roles.ResultsReasons for leaving direct patient care were complex and based on a range of job-related and individual factors. Three key themes underpinned the interviewed GPs’ thinking and rationale: issues relating to their personal and professional identity and the perceived value of general practice-based care within the healthcare system; concerns regarding fear and risk, for example, in respect of medical litigation and managing administrative challenges within the context of increasingly complex care pathways and environments; and issues around choice and volition in respect of personal social, financial, domestic and professional considerations. These themes provide increased understanding of the lived experiences of working in today’s National Health Service for this group of GPs.ConclusionFuture policies and strategies aimed at retaining GPs in direct patient care should clarify the role and expectations of general practice and align with GPs’ perception of their own roles and identity; demonstrate to GPs that they are valued and listened to in planning delivery of the UK healthcare; target GPs’ concerns regarding fear and risk, seeking to reduce these to manageable levels and give GPs viable options to support them to remain in direct patient care.
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Li, Xiaoyan, and Jing Qian. "Stimulating Employees' Feedback-seeking Behavior: The Role of Participative Decision Making." Social Behavior and Personality: an international journal 44, no. 1 (February 18, 2016): 1–8. http://dx.doi.org/10.2224/sbp.2016.44.1.1.
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Drawing upon psychological ownership theory, we examined the link between participative decision making and employees' feedback seeking from supervisors, by focusing on the mediating role of job-based psychological ownership. Analysis of data from 248 subordinatesupervisor dyads employed at 2 hotels in China showed that participative decision making was positively associated with employees seeking feedback from supervisors, and the relationship was mediated by job-based psychological ownership. In sum, our results suggest that participative decision making can serve as a managerial tool to stimulate, encourage, and foster employees' feedback-seeking behavior, and that the development of job-based psychological ownership can help with this process.
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黃柏華, 黃柏華, 張千惠 Po-Hua Huang, and 陳世倧 Chien-Huey Sophie Chang. "後天視障者生涯建構與職涯發展歷程之多重個案研究." 特殊教育學報 57, no. 57 (June 2023): 071–102. http://dx.doi.org/10.53106/207455832023060057003.
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<p>本研究旨在探究後天視障者生涯建構和職涯發展歷程，研究目的有三：（一）其生涯建構的形成與改變；（二）外在因素對其職涯發展可能造成的影響；（三）其職涯動機的發展與轉變歷程。本研究採立意取樣，運用半結構式深度訪談大綱，以五位後天視障者為研究參與者，並採用三角驗證原則以確保研究信實度。本研究結果如下：（一）後天視障者生涯建構形成與改變涉及致障前的成功經驗、重要他人的影響、生涯角色與價值觀及個人特質的建構；（二）外在因素可能造成的影響有：獲得工作機會、社會環境變遷、職場環境與工作條件及職務再設計；（三）正向韌力為初入職場之職涯發展階段的動力來源。然而當視覺惡化後，面對職涯變動與調整，其職涯韌力透過內在情緒調整與外在資源系統支持而獲得克服困境的力量，進而洞察職涯核心，接受改變且相信有獨立自主能力。因此，本研究結果發現，未來提供就業服務時，應考量個別生涯建構的內在心理狀態，及外在環境的有利條件，並著重於視覺逐步惡化者之視覺功能損傷變化狀況，及個人對於其生涯角色定位的差異，以提供符合其需求之就業輔導策略，並針對其視覺狀況彈性調整服務方向。文末亦說明研究限制與未來建議。</p> <p> </p><p>Purpose </p> <p> This study examines the career construction and career development process of people with adventitious blindness, including the change process in career beliefs and career motivations of people with adventitious blindness. The three research questions are: (1) What are the formation and changes in the career constructs of people with adventitious blindness? (2) How do external factors affect the career development of people with adventitious blindness? (3) What are the career development process and career motivation changes in people with adventitious blindness? </p> <p> Methods </p> <p> The study adopted a purposive sampling and multiple case study approach and invited five participants with adventitious blindness for this study. Three of the five participants were male, and two were female, with an average age of 43. They had different occupations (e.g., massage, education care assistance, computer skill teaching, agriculture, computer information processing) and other causes of impairment (e.g., visual impairment due to chronic visible diseases, acute illness). Data were collected through in-depth semi-structured interviews, and data were analyzed using thematic analysis and triangulation techniques to ensure the reliability of the study to validate the findings. </p> <p> Results </p> <p> The findings of this study revealed that: (1) The process of forming and changing the career constructs of people with adventitious blindness is related to the pre-impairment successes (personal preferences, strengths, academic learning, and work outcomes), the influence of significant others (beliefs conveyed by significant others or primary supporters), career roles (the male participants have traditional male family roles, while the female participants tend to solve problems on their own and break away from the part of dependents) and values (obtaining a fair salary, establishing social relationships, and realizing self-actualization), and the construction of personal traits (feedback and reactions from others, and personal internal reflection). The key is to find one’s value. Through constructing and reconstructing, they expand their diversified perspectives, develop more different resources, turn the impact of deteriorating vision into motivation to start anew, and have the courage to try to use new resources, find unexplored potential in the past, or open up new job opportunities. (2) The results of the study showed that external factors include: access to job opportunities (opportunities from social resources, referrals from schools or associations, family resources, personal expertise), changes in the general social environment, workplace environment, and working conditions (computerized work tasks and a lot of screen manipulation are very burdensome for people with adventitious blindness, and the content and duties of the jobs may exhaust the remaining vision and force them to change jobs) and job accommodation (adjusting work methods, using required assistive technology aids, natural supporters, professional assistance). All of these factors will affect the career development of the participants. In addition, when facing job challenges, participants will not only use different strategies but also make appropriate career choices by considering their current real-life needs and their impairment status. (3) For people with adventitious blindness, positive resilience (self-acceptance, resource application, overcoming external resistance) is the driving force that lays the foundation for their early career development. This resilience facilitates personal career insight (re-awareness of self, career preferences, and actual needs, job adjustment), career identity (application of professional skills, job roles, and performance), and career decisions and actions (initial job decisions, maintaining a current job, career transitions) for people with adventitious blindness. As their vision deteriorates and they face career change and adjustment, their positive resilience increases their motivation to make emotional adjustments and responses (e.g., actively seeking peer support, developing interests and sharing, family members’ companionship and support) and seeking diversified social resources (e.g., applying for disability identification, guide dog service, accommodated bus service, sighted guide runners services) to facilitate continuous career change and improvement. The second deterioration of vision is the main cut-off point for a career change, which again motivates them to change their career. </p> <p> Conclusions </p> <p> The suggestions of this study can be divided into two parts; one is for people with adventitious blindness: (1) People with adventitious blindness can take the initiative to learn about different resources and develop their ability to use and search for resources before their physiological functions change, and to seek help from others promptly. (2) People with adventitious blindness can build their interpersonal support network and avoid prolonged immersion in negative emotions. (3) In the face of social changes, they can use different social resources to improve their workability or make work adjustments, such as: building more life skills, strengthening orientation and mobility, and upgrading work equipment and systems to follow the social trend to enhance the opportunity to obtain work. (4) Being aware of one’s values and sense of mission can help people with adventitious blindness to make appropriate career decisions. The second part is to provide an employment service model for people with adventitious blindness: (1) Employment services need to assess and individualize the service model or adjust the services according to the stage of career development, the degree of visual impairment, individual internal psychological state and external environment of people with adventitious blindness. If changes in their physical and mental functions are found, relevant units should actively intervene and assist them to reapply for services. (2) Employment service providers should consider the differences in the gender and career roles of people with adventitious blindness and the changes in their roles at different vision statuses to provide employment counseling strategies or support resources that meet their needs. Limitations and suggestions: This study has limitations: (1) Each participant’s condition and environment differed. Hence, the results of this study must be interpreted with the specific background of each individual with impairment. However, future research can use the findings in this study as a reference when first encountering people with adventitious blindness. (2) The participants in this study mainly worked in metropolitan areas. The researchers did not get a chance to explore the experiences of career motivation changes of people with acquired blindness living in other non-metropolitan areas. Therefore, future researchers can identify the extent of the direct effects of various factors that impact the career construction and career development process or focus on exploring career reconstruction patterns in people with adventitious blindness. </p> <p> </p>
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Bolaños Guerrero, Vanessa Katherine, and Daisy Viviana Triviño Jaramillo. "Alteraciones en la racionalidad económica causadas por el subsidio “familias en acción” en San Juan de Pasto, Colombia." Tendencias 16, no. 2 (January 30, 2015): 80. http://dx.doi.org/10.22267/rtend.151602.22.
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En esta investigación se estudian algunas alteraciones generadas por el Programa “Familias en Acción” en la racionalidad económica de beneficiarios de este subsidio en la ciudad de San Juan de Pasto, Nariño, Colombia. Se parte de los postulados de la Economía del Comportamiento y de la metodología propuesta por la Economía Experimental. Mediante una plataforma de simulación, en el marco de un diseño cuasi-experimental, se analiza el comportamiento de los sujetos frente al consumo de bienes suntuarios, decisiones de ahorro e inversión y la búsqueda de un trabajo remunerado. Los hallazgos señalan que la recepción del subsidio otorgado por el programa no genera alteraciones significativas en las decisiones de ahorro, inversión y búsqueda de un empleo remunerado de los beneficiarios, sin embargo, se presenta un aumento en el consumo de bienes suntuarios, esta variación es mayor en la población que ha recibido el subsidio durante un período prolongado de tiempo, por lo cual podría afirmarse que un programa de transferencias condicionadas que se perpetúa durante mucho tiempo, genera hábitos de comportamiento en los beneficiarios contrarios a los esperados por la política. ABSTRACTThis current research studies some alterations generated by the program “Families in Action” on economic rationality of beneficiaries of this subsidy in the city of San Juan de Pasto, Nariño, Colombia. It starts the candidates’ Behavioral Economics and the methodology proposed by the Experimental Economics. Through a simulation platform, as part of a quasi-experimental design, the behavior of the subjects is analyzed by viewing the consume of sumptuary properties, saving and investment decisions and the search of a well-paid job. The findings indicate that the reception of the subsidy from the program does not generate significant changes in the decisions of beneficiaries about savings, investment and seeking gainful employment, however, an increase in the consumption of luxury goods is presented, this variation is higher in the population that has received the subsidy for an extended period of time, so it could be argued that a conditional cash transfer program that is perpetuated long, generates behavioral habits beneficiaries different from those expected by politics. RESUMOA presente investigação estuda algumas alterações geradas pelo programa “Famílias em Ação” na racionalidade econômica dos beneficiários deste subsídio, na cidade de San Juan de Pasto, Nariño, Colômbia. Começa dos candidatos Economia Comportamental e da metodologia proposta pela Economia Experimental. Através de um delineamento quasi-experimental, em que por meio de uma plataforma de simulação, se analiso o comportamento dos indivíduos frente ao consumo de bens de luxo, decisões de poupança e inversão e de procurar um trabalho remunerado. Os resultados indicam que a recepção do subsídio do programa não gera mudanças significativas nas decisões dos beneficiários sobre poupança, investimento e à procura de emprego remunerado, no entanto, um aumento no consumo de bens de luxo é apresentado, esta variação é maior no população que tem recebido osubsídio por um período prolongado de tempo, então pode-se argumentar que um programa de transferência condicionada de renda que se perpetua por muito tempo, gera hábitos comportamentais beneficiários diferentes dos esperados pela política.
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Lim, Hyun-Ju, Se-Hyun Hwang, and Ji-Young Lee. "Effect of Ego Resilience and Career Decision-Making Self-Efficacy on Job-Seeking Stress Among Graduating Dental Hygiene Students." Korean Society of Oral Health Science 10, no. 4 (December 31, 2022): 88–95. http://dx.doi.org/10.33615/jkohs.2022.10.4.88.
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Objectives: The purpose of this study is to identify the factors that influence graduating students of the dental hygiene department in terms of the effect of their ego resilience and career decision-making self-efficacy on job-seeking stress. Methods: A survey was conducted from October 05, 2022, to October 12, 2022, targeting 163 graduating dental hygiene students at three schools in Busan. The data were analyzed using t-test, one-way ANOVA, Scheffe test, and stepwise multiple linear regression analysis. Results: Among the identified factors that cause job-seeking stress, career decision-making self-efficacy (β=-0.423, p<0.001), school system (β=-0.320, p<0.05), and subjective health status (β=-0.253, p<0.05) were found to be statistically significant. Conclusions: The results of this study indicate that concerted efforts are required to develop a variety of programs that can increase career decision-making self-efficacy and, in turn, reduce job-seeking stress.
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Dormandy, Katherine. "Evidence-Seeking as an Expression of Faith." American Catholic Philosophical Quarterly 92, no. 3 (2018): 409–28. http://dx.doi.org/10.5840/acpq2018514154.
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Faith is often regarded as having a fraught relationship with evidence. Lara Buchak even argues that it entails foregoing evidence, at least when this evidence would influence your decision to act on the proposition in which you have faith. I present a counterexample inspired by the book of Job, in which seeking evidence for the sake of deciding whether to worship God is not only compatible with faith, but is in fact an expression of great faith. One might still think that foregoing evidence may make faith more praiseworthy than otherwise; but I argue against this claim too, once more drawing on Job. A faith that expresses itself by a search for evidence can be more praiseworthy than a faith that sits passively in the face of epistemic adversity.
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Pikas, Christina K. "Communication is the Key Skill for Reference Librarians." Evidence Based Library and Information Practice 2, no. 4 (December 7, 2007): 88. http://dx.doi.org/10.18438/b84p5s.
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A review of:
Taylor, Robert S. "Question-Negotiation and Information Seeking in Libraries." College & Research Libraries 29.3 (1968): 178-94.
Objective – To better understand the question negotiation process in libraries both in intermediated and in self-help situations. To achieve a richer understanding of the relationship between library users and library systems in order to establish a research agenda and inform librarian education.
Design – The first part consisted of qualitative research involving interviews. The second part consisted of a diary study.
Setting – Special engineering libraries in the United States and a university campus (Lehigh in Bethlehem, Pennsylvania).
Subjects – The participants in the interviews were special librarians. Special librarians were selected because they have more specialized knowledge and respond to more substantive questions in greater depth than do public and academic librarians who emphasize instruction and who encounter staffing restrictions that prevent them from spending too much time on each inquiry. Detailed information on the selection of the individual participants is not provided.
The participants in the diary study were twenty undergraduate students who were enrolled in an information science course.
Methods – The interviews were open-ended and unstructured. The interviews lasted sixty to ninety minutes and were taped. No information is provided on transcription or analysis methods or paradigms.
In the second part, the students were given a reading assignment on information seeking. They then had to select a search topic and document the steps they took, decisions they made, and resources they used to answer the question. The participants were asked to analyze their original question, the type of answer required, and decisions they made in the process. No details are provided on the analysis of the diaries.
Main results – Taylor found five filters required for search definition:
1. Determination of subject;
2. Objective and motivation;
3. Personal characteristics of the inquirer;
4. Relationship of inquiry description to file organization;
5. Anticipated or acceptable answers (183)
These five filters provide general information necessary for the for the search definition. These types are not mutually exclusive and may occur simultaneously.
In the diary portion he found:
1. All participants consulted other people including librarians and fellow students;
2. None considered the library as a whole;
3. All inquiries required multiple sources; all answers were synthesized from multiple sources;
4. Participants were familiar with library research: they used the classification schedule to search, used subject headings, and used indexes or tables of contents.
5. Question or research problems changed as a result of information found
Conclusion – Question negotiation is a dynamic process which requires feedback and iteration to come to a conclusion. The librarian’s job is to work with the inquirer to understand the information need and then to translate the negotiated need into appropriate search strategies.
The author suggests that library school reference courses be updated to include instruction related to communication and negotiation in addition to the instruction on resources. He suggests more emphasis on questions instead of commands; that is, a cooperative process to determine what information is needed and how to best fulfill the need instead of assuming the inquirer “knows exactly what he wants, can describe its form (book, paper, etc.) and its label (author and title)” (191).
To aid self-help situations, the author recommends better subject description of resources and inquiry-oriented instead of object-oriented systems. He suggests building better query negotiation into self-help systems. At minimum the system should request the user state his objective, if for no other reason than to force the user to reflect on or analyze his question. Help should be available at the time of need, and this can be offered through technology instead of through staffing.
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김민정 and 양현정. "Cluster Types of Career Preparation Behavior, Job-Seeking Stress and Career Decision Level." Korea Journal of Counseling 16, no. 1 (February 2015): 95–110. http://dx.doi.org/10.15703/kjc.16.1.201502.95.
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Mirza, Rahmad, and Eka Dian Aprilia. "Correlation of Sensation Seeking with Entrepreneurship: Study on Fresh Graduate Universitas Syiah Kuala." GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling 7, no. 2 (November 10, 2017): 174. http://dx.doi.org/10.24127/gdn.v7i2.1016.
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Nowadays, getting a job is very difficult, there is no guarantee for a graduate to get a job. One of the alternatives is to become an entrepreneur. To become an entrepreneur needs self-confidence, responsibility, decision making skill, perseverance and risk taking which are in accordance with the dimensions of sensation seeking i.e. thrill and adventure seeking, experience seeking, disinhibition, and boredom susceptibility. This study aimed to understand the sensation seeking and entrepreneurship of the fresh graduates in The University of Syiah Kuala. The samples were 120 fresh graduates who were selected with quota sampling technique. There were two instruments used, Brief Sensation Seeking adaptation Scale (BSSS-8) by Hoyle et al (2002) consisting of 8 items and an Entrepreneurship Scale based on Koh’s theory (1996) consisting of 24 items. Data analysis result using Pearson correlation technique showed a correlation coefficient of (r) 0,714 with p value = 0,000 (p < 0,05). The proposed hypothesis was confirmed therefore it can be concluded that there was a positive and significant correlation between sensation seeking and entrepreneurship of the fresh graduates in The Universitas Syiah Kuala.
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He, Jingfan, and Biao Gao. "A Study on Impromptu Speech Initiation of Programme Hosts Based on Communication Accommodation Theory: The Case of “Hello, Interviewer”." Journal of Psychology and Psychotherapy Research 10 (March 22, 2023): 13–21. http://dx.doi.org/10.12974/2313-1047.2023.10.02.
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In recent years, the social situation of choosing a career and employment has become more and more difficult every year, and the mass media has provided a new solution to this dilemma：job-seeking reality shows. In this type of show, the host’s ability to improvise is a critical factor in the show’s success. However, many presenters do not have strong improvisation skills. They cannot reasonably guide the interaction between job seekers, interviewers, and career advisors, resulting in the guests not getting the required information efficiently or the scene getting out of control, ultimately affecting the program’s communication effect. At present, there is a lack of research on how the hosts control the guests’ right to speak and how to trigger the guests to respond in job-seeking reality programmes. Therefore, this paper adopts a qualitative research method and selects the programme “Hello, Interviewer” as the research corpus, drawing on communication accommodation theory in social psycholinguistics, communication, and broadcasting to analyse the forms of improvised speech initiation by the hosts in the job-seeking reality shows. This study divides the overall process of a job-seeking reality show into three stages, including: the opening introduction - low interaction stage, multiple interactions - high interaction stage, and the end of the decision - medium interaction stage. Then, the forms of improvised speech initiation used by the hosts in each stage are summarized in relation to the corpus. The findings of this paper are expected to provide guidance to job-seeking reality show hosts to better master their discourse skills and improve their improvisation skills so as to achieve the most optimal communication effect of the programme.
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Crozier, Sharon D. "A University Career Planning Course for Academic Credit." Australian Journal of Career Development 7, no. 3 (October 1998): 3–5. http://dx.doi.org/10.1177/103841629800700302.
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Career decision-making and preparation for job-seeking are major tasks that students face during their university years. A credit course that focuses on understanding higher education, planning a career, learning job search strategies and managing transitions, assists students to successfully deal with their career development process. An outline for this course will be given, course evaluations will be reviewed, and the process used for obtaining academic credit will be discussed.
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Ren, Run, Judy Y. Sun, Yichi Zhang, Yunyun Chen, and Chunching Liu. "Can good impression and feedback-seeking behavior help Chinese graduates get a job?" Journal of Chinese Human Resource Management 6, no. 1 (May 11, 2015): 14–32. http://dx.doi.org/10.1108/jchrm-03-2015-0003.
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Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates, and encouraged by the firm in the initial period of AC. Implicit FBS behavior was also found in the qualitative data. Practical implications – The results offer important practical implications. For applicants, success in job search depends on one’s overall ability and capacity, while proper FBS and initial IM may be helpful to get in the race. At the firm level, MNCs need to adopt innovative strategies to win the “war for talent” in campus recruiting to cope with the deficiency in the educational focus. Originality/value – The authors adopted a mixed-methods approach to examining the dynamics of AC process in campus recruiting processes. This study is among the first examining the interactions of FBS and IM in the selection research.
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Faludi, Jeremy, Cindy Bayley, Suraj Bhogal, and Myles Iribarne. "Comparing environmental impacts of additive manufacturing vs traditional machining via life-cycle assessment." Rapid Prototyping Journal 21, no. 1 (January 19, 2015): 14–33. http://dx.doi.org/10.1108/rpj-07-2013-0067.
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Purpose – The purpose of this study is to compare the environmental impacts of two additive manufacturing machines to a traditional computer numerical control (CNC) milling machine to determine which method is the most sustainable. Design/methodology/approach – A life-cycle assessment (LCA) was performed, comparing a Haas VF0 CNC mill to two methods of additive manufacturing: a Dimension 1200BST FDM and an Objet Connex 350 “inkjet”/“polyjet”. The LCA’s functional unit was the manufacturing of two specific parts in acrylonitrile butadiene styrene (ABS) plastic or similar polymer, as required by the machines. The scope was cradle to grave, including embodied impacts, transportation, energy used during manufacturing, energy used while idling and in standby, material used in final parts, waste material generated, cutting fluid for CNC, and disposal. Several scenarios were considered, all scored using the ReCiPe Endpoint H and IMPACT 2002+ methodologies. Findings – Results showed that the sustainability of additive manufacturing vs CNC machining depends primarily on the per cent utilization of each machine. Higher utilization both reduces idling energy use and amortizes the embodied impacts of each machine. For both three-dimensional (3D) printers, electricity use is always the dominant impact, but for CNC at maximum utilization, material waste became dominant, and cutting fluid was roughly on par with electricity use. At both high and low utilization, the fused deposition modeling (FDM) machine had the lowest ecological impacts per part. The inkjet machine sometimes performed better and sometimes worse than CNC, depending on idle time/energy and on process parameters. Research limitations/implications – The study only compared additive manufacturing in plastic, and did not include other additive manufacturing technologies, such as selective laser sintering or stereolithography. It also does not include post-processing that might bring the surface finish of FDM parts up to the quality of inkjet or CNC parts. Practical implications – Designers and engineers seeking to minimize the environmental impacts of their prototypes should share high-utilization machines, and are advised to use FDM machines over CNC mills or polyjet machines if they provide sufficient quality of surface finish. Originality/value – This is the first paper quantitatively comparing the environmental impacts of additive manufacturing with traditional machining. It also provides a more comprehensive measurement of environmental impacts than most studies of either milling or additive manufacturing alone – it includes not merely CO2 emissions or waste but also acidification, eutrophication, human toxicity, ecotoxicity and other impact categories. Designers, engineers and job shop managers may use the results to guide sourcing or purchasing decisions related to rapid prototyping.
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Wang, Wen, and Roger Seifert. "Job stress and employee outcomes: employment practices in a charity." Employee Relations: The International Journal 43, no. 5 (March 19, 2021): 1178–93. http://dx.doi.org/10.1108/er-05-2020-0242.
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PurposeThe study intends to examine employee relations with a changing workforce resulting from the business-like transformation in the charity sector. The authors investigated sector-specific employment practices that can alleviate job stress (as a given and which has been made worse by the transformation). Developed from the intrinsic and extrinsic motivation framework, the findings can inform human resource management practices in its new efficiency-seeking business model.Design/methodology/approachThe authors collected both quantitative (through a staff survey and administrative records of sick leave in the previous 12 months) and qualitative data (through interviews and focus groups) from one branch of an internationally well-established and UK-based religious charity between 2017 and 2018.FindingsThe quantitative results support a strong mediating effect of job satisfaction between job stress and staff sick leave. The negative correlation shown between job stress and job satisfaction is subject to paid staff perception of meaningful work and their level of involvement in decision-making, with the latter having a stronger moderating effect. The qualitative data provides further contextualized evidence on the findings.Practical implicationsIt is important for charities to uphold and reflect their charitable mission towards beneficiaries and paid staff during the shift to an efficiency-seeking business model. Charities should involve their new professional workforce in strategic decision-making to better shape a context-based operational model.Originality/valueThe study examined employee relations in the non-profit charity sector with a changing workforce during the transition to a more business-oriented model. In particular, the authors revealed sector-specific factors that can moderate the association between job stress and absenteeism, and thereby contribute to the understanding of human resource management practices in the sector.
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Roessler, Richard T., Virginia Anne Johnson, and Kay Fletcher Schriner. "Enhancement of the Work Personality: A Transition Priority." Journal of Applied Rehabilitation Counseling 19, no. 1 (March 1, 1988): 3–7. http://dx.doi.org/10.1891/0047-2220.19.1.3.
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Traditional educational programs have not resulted in vocational sophistication and employment success for disabled youth. For this reason, rehabilitation professionals must contribute to school programming designed to enhance the student's work personality. This article describes a series of employability assessment and intervention packages recently developed by the Arkansas Research and Training Center in Vocational Rehabilitation. Counselors can incorporate the employability products into transitional services in order to increase student social, vocational problem-solving and decision-making, on-the-job coping, and job seeking skills.
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PAUTZ, HARTWIG, SALLY A. WRIGHT, and CHIK COLLINS. "Decent Work in Scotland, an Agenda-Setting Analysis." Journal of Social Policy 50, no. 1 (November 13, 2019): 40–58. http://dx.doi.org/10.1017/s0047279419000916.
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AbstractThis article uses John Kingdon’s multiple streams framework as an analytical tool to consider how the policy issue of ‘job quality’, in the guises of ‘decent work’ and ‘fair work’, developed a ‘career’ in Scotland between 2013 and 2017. The aim is to understand why, despite the efforts of a variety of policy entrepreneurs and the openness of the Scottish Government to this policy problem, job quality did not arrive on the Scottish Government’s decision agenda. The article finds that the crucial ‘policy window’ did not open due to the 2016 ‘Brexit’ decision dramatically changing the political landscape.The article demonstrates the applicability of Kingdon’s framework for agenda-setting analysis in a parliamentary environment and constitutes a rare application of the framework to a ‘live’ policy issue.The authors were involved in a research and advocacy project on ‘decent work’ that was undertaken in Scotland during 2015 and 2016 and therefore were amongst the policy entrepreneurs seeking to place job quality on the Scottish Government’s agenda.
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Liu, Yu-Lun, Kathleen A. Keeling, and K. Nadia Papamichail. "An exploratory study of jobseekers’ decision-making styles, recruitment information sources and organisational attractiveness." Personnel Review 45, no. 6 (September 5, 2016): 1403–27. http://dx.doi.org/10.1108/pr-11-2014-0250.
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Purpose The purpose of this paper is to investigate the consequences of jobseeker decision-making style on information search behaviour, information evaluation and perceptions of organisational attractiveness (OA). In this study, the authors assess whether, when presented with a realistic job information searching scenario of receiving basic job information from a typical formal short job advertisement, maximisers and satisficers differ on need for further information and evaluation of further information from informal information sources in relation to valence and tie strength. Design/methodology/approach A scenario-based experiment was conducted on 280 participants from the USA, with work experience in retail, using Amazon Mechanical Turk. Findings The results show that, compared to satisficers, significantly more maximisers chose to search for further information about the company/vacancy after receiving a typical short advertisement message. Furthermore, the results highlight the moderating effects of decision-making style (maximiser vs satisficer), tie strength (strong-tie vs weak-tie provider) and message valence (positive vs negative) on jobseekers’ perceived OA. Practical implications Companies seeking to increase their candidate pool should consider accommodating the different decision-making styles of jobseekers by carefully designing the content of recruitment information and utilising recruitment information sources. Although conducted in just one sector, the ubiquity of the maximiser/satisficer decision-making style implies further research to assess the implications for other sectors. Originality/value Research on decision-making style in recruitment is relatively limited. This study demonstrates the differences between maximisers and satisficers in terms of job-related information needs, and the evaluation of the source/content, when searching for a retail trade job.
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Jeong, Kyeong-Gu. "Effects of Major Satisfaction and Career Decision Self-Efficacyon the Job-Seeking Anxiety of University Football Players." Korean Journal of Sports Science 29, no. 4 (August 31, 2020): 149–60. http://dx.doi.org/10.35159/kjss.2020.08.29.4.149.
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Paulos, Liliana, Sandra T. Valadas, and Leandro S. Almeida. "Transition from University to the Labour Market: The Impact of Personal Variables in Graduates’ Perceptions of Self-Efficacy." Social Sciences 10, no. 11 (October 21, 2021): 406. http://dx.doi.org/10.3390/socsci10110406.
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The transition from university to the labour market is a crucial period for graduates. It is typically characterized by a high degree of uncertainty. Self-efficacy may be a determinant in the process, but the research so far has only considered students or graduates shortly after graduation, strongly compromising its conclusions on the findings. This study aims at exploring the variables which explain the different levels of self-efficacy of graduates in transition to the labour market. A total of 694 graduates who completed their degrees at two Portuguese Higher Education Institutions in the last five years were subjected to a questionnaire. Regression and multivariate analyses based on decision trees (Recursive Partitioning for Classification) showed that (1) older graduates have higher self-efficacy in adapting to work; (2) male graduates have higher self-efficacy in emotional regulation when looking for a job; and (3) graduates with higher grades demonstrated more self-efficacy in job-seeking behaviours. The results also revealed that the graduates’ scientific area, the parents’ level of education and undergoing internships during higher education are also related to self-efficacy. Overall, the study contributed to a better understanding of the construction process of self-efficacy beliefs and its importance in the job-seeking process and in the adaptation to work.
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Lee, Eun-Hee. "The Effect of Job Respect on Job Seeking Efficacy and Career Decision Level of COVID-19 Aviation/Tourism Job Preparation Students: Focusing on People in their 20s and 30s." Journal of Tourism and Leisure Research 34, no. 4 (April 30, 2022): 409–28. http://dx.doi.org/10.31336/jtlr.2022.4.34.4.409.
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Park, Yun-hee. "The Effect of Career Decision Making Self-Efficacy and Career Maturity on the university students' Job-Seeking Anxiety." Journal of Career Education Research 30, no. 2 (June 30, 2017): 41–61. http://dx.doi.org/10.32341/jcer.2017.06.30.2.41.
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Kim, Yu-Jeong. "Influence of Grit, Career Decision-Making Self-Efficacy, Career Preparation Behavior on Job-Seeking Stress of Nursing Students." Journal of the Korea Entertainment Industry Association 15, no. 7 (October 31, 2021): 193–204. http://dx.doi.org/10.21184/jkeia.2021.10.15.7.193.
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