Journal articles on the topic 'Professional employees'
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1
Siegel, Philip H., B. J. Blackwood, and Sharon D. Landy. "Tax Professional Internships And Subsequent Professional Performance." American Journal of Business Education (AJBE) 3, no. 5 (May 1, 2010): 51–60. http://dx.doi.org/10.19030/ajbe.v3i5.428.
Abstract:
How do internships influence the socialization and performance of accounting students employed in the tax department of a CPA firm? Previous research on accounting internships primarily focuses on auditing personnel. There is evidence in the literature that indicates audit and tax professionals have different work cultures. This paper examines the relationship between internships and subsequent professional performance of tax professionals as measured by promotion velocity and employee turnover. The human resource department, from seven regional CPA firms with similarly structured internship programs, provided performance, promotion and turnover data on employees who completed internships and employees who did not complete internships. The results of the study indicate that internships positively affect performance evaluations, promotions, and employee retention of tax professionals.
2
Acar, Taylan. "Variation in worker responses to subcontracted employment: A qualitative case study." Economic and Industrial Democracy 39, no. 2 (January 5, 2016): 332–56. http://dx.doi.org/10.1177/0143831x15624244.
Abstract:
This article shows that professional skill level of employees is a key factor in the formation of employee responses to subcontracted forms of employment. In addition, the proportion of employees hired through temporary staffing arrangements compared to the core workers determines the employees’ capacity for collective action. This article uses observational and interview data from a public university hospital, where both skilled health care professionals and janitorial workers are hired through temporary staffing arrangements. The findings reveal that skilled health care professionals develop more individualistic responses to cope with the subcontracting practices, and the co-employment of subcontracted and permanent workers undermines solidarity among them. Lacking the professional skills and positioned at the bottom of the hospital hierarchy, janitorial workers opt for collective action against the hospital administration. Finally, the analysis of counter-responses of the hospital administration points to the dynamic nature of workplace relations, and the capacity of employers to reshape the responses of workers.
3
Gajda, Joanna. "Professional Adaptation of New Employees to the Organization." System Safety: Human - Technical Facility - Environment 1, no. 1 (March 1, 2019): 929–38. http://dx.doi.org/10.2478/czoto-2019-0118.
Abstract:
AbstractThe article discusses the problem of occupational adaptation, which is a significant motivator for keeping a job. The concern of employers that the subordinates are best suited to the work they perform is important for the efficient and effective operation of the entire organization. When an employee has a sense of adaptation to the tasks and requirements of the work imposed on him, he achieves a positive state of well-being, thus striving to stay in the company for as long as possible. Efforts of the organization to ensure the required quality of work already at the stage of introduction into the organization translate into benefits from the skills and competencies of the new employee. The aim of the article is to present selected issues related to the professional adaptation of newly hired employees in the workplace. In the theoretical part, the essence and scope of professional adaptation of newly hired employees were pointed out and the factors conditioning the achievement of adaptation to the organization were analyzed. The empirical part discusses adaptation tools, which organizations use to provide employees with support in the process of introduction to work. It also examines the level of their effectiveness in adapting to work in selected aspects of the organization’s functioning.
4
Adeosun, Oluyemi Theophilus, and Waliu Mulero Adegbite. "Professional Certification and Career Development: A Comparative Analysis between Local and Foreign Certifications." Management & Economics Research Journal 5, no. 1 (September 4, 2022): 1–14. http://dx.doi.org/10.48100/merj.2023.253.
Abstract:
Professional certification, a proficiency to validate employees' competency and readiness for career development, has recently become a subject of inquiry among researchers. There are concerns about employers' demand for foreign in place of local professional certifications in employment decisions, especially in developing countries. Therefore, this study examines the impact of indigenous and foreign professional certifications on employee career development in developing countries like Nigeria. A survey questionnaire was designed to collect data from certified and non-certified human resource professionals in Nigeria. A structural equation modeling analysis was conducted to explore the relationship between the exogenous and homogenous constructs. Findings revealed that local and foreign certifications influence the career development of the sampled employees. However, the model's explanatory power shows that foreign certification has a greater influence on career development than local certification. The study report suggests that both certifications benefit career development, thus, are relevant in career development and employment decisions.
5
Fedchenko, Anna D. "Modern research practices of professional competence formation." Semiotic studies 2, no. 1 (June 7, 2022): 50–56. http://dx.doi.org/10.18287/2782-2966-2022-2-1-50-56.
Abstract:
The article analyzes the modern researchers theoretical ideas regarding the concept of professional competencies. The problem of professional competencies formation and development is essential under the current circumstances, as competition among production organizations increases every day. Moreover, employers are interested in highly qualified workers who are ready to achieve effective production results and contribute to the prosperity of companies via the implementation of theoretical knowledge and practical skills. The purpose of the article is to analyze the process of formation of professional competencies among employees. In this article, special attention is paid to the analysis of the most important competencies and skills of employees necessary for the full functioning of labor relations in the production process. Also, in this article, the competence-based approach to the implementation of practice-oriented training at the university for the preparation of potential employees, who are able to compete and adapt to the emergence of the latest modern technologies, has been examined and analyzed. The introduction of a competence-based approach into the higher education system is a new step in the training of highly qualified personnel who has not only a set of theoretical knowledge, but is also ready to implement the practical skills to solve various production tasks. An employee, who has received a high-quality higher education, a rich theoretical set of knowledge and practical skills, will apply his / her abilities in his work, demonstrating high efficiency. The results are presented via practical recommendations for employers and educational organizations concerning the employees formation of professional competencies.
6
Dos Santos, Luis M. "The Relationship between Organisational Psychology and Career Decision: A Study of Hospitality and Tourism Professionals." Academic Journal of Interdisciplinary Studies 10, no. 3 (May 10, 2021): 25. http://dx.doi.org/10.36941/ajis-2021-0061.
Abstract:
Hospitality and tourism management is one of the rapid growth industries over the decades due to transportation developments. However, a significant concern of the current hospitality and tourism industry is frequent and high-level of employee turnover rate. The hospitality and tourism industry always required vocational skills and practical experiences which professionals could not gain from other business sectors and universities. Therefore, the replacement of employees, regardless of their grading and positions, is significantly expensive due to the additional costs of training and professional development. The purpose of this study is to explore and understand the reasons and motivations that cause employees and professionals in the field of hospitality to remain. Based on the Social Cognitive Career Theory, the results indicated that the sense of belonging and the balance between family responsibilities and work served as two of the key themes for their career decision. The results of this study may indicate that hotel leaders, managers, human resources planners and employers should take the results of this study as the opportunity to reform, polish and develop their employee’s satisfaction plan, training programmes and human resources planning in order to increase the satisfaction of their employees and reduce the turnover rate. Received: 11 February 2021 / Accepted: 30 March 2021 / Published: 10 May 2021
7
Pavlovska, Valentina. "THE IMPORTANCE OF PROFESSIONAL COMPETENCIES IN THE HUMAN CAPITAL EFFECTIVE USAGE." SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 2 (July 24, 2015): 181. http://dx.doi.org/10.17770/sie2014vol2.674.
Abstract:
The research was done on how the effectiveness of human capital exploitation is influenced by the relevance of skills required by employer. The research problem: the mismatch of employee skills to employer’s requirements gives cause to an inefficient use of human capital, causing damage to both employers and employees. Study objective: To ascertain employees, working in the banking sector, skills, education and qualification compliance with industry requirements and determine how discrepancies affect employee motivation. The ability to make impartial self-appraisal of own activities and competences, is particularly important, because only a man who is able to impartially assess may plan the future, choose the right career directions, evaluate own characteristics, and identify cumbersome obstacles.
8
Kamińska, Barbara, and Kamila Szymańczyk. "Professional Evaluation. Application of the PageRank Algorithm in Employee Rating." Przedsiebiorczosc i Zarzadzanie 15, no. 2 (August 15, 2014): 37–50. http://dx.doi.org/10.2478/eam-2014-0015.
Abstract:
Abstract Appraisal is a tool used by both management and employees to attain their goals. Properly carried out employee performance appraisal allows to monitor the employee's actions and provides information on the level of his or her performance. Feedback in the form of appraisal motivates the employee to work more effectively and productively. Appraisal also enables to shape the personnel policy – it allows to chart employee career paths and determine training needs of an organization. For appraisal, however, to fulfil the attributed role, it needs to be carried out in a professional manner. The aim of the article is to draw attention to the importance of employee performance appraisal in the personnel management process and to provide information on the core principles of appraisal. It describes, among others, determinants, criteria as well as selected methods and techniques of appraisal. An interesting point can be the use of the PageRank algorithm which can be a good solution for rating employees.
9
Chellam, N., and D. Divya. "The effect of promoting mental health through employee assistance program." Journal of Education, Society & Multiculturalism 3, no. 2 (December 1, 2022): 48–60. http://dx.doi.org/10.2478/jesm-2022-0017.
Abstract:
Abstract The employees are the valuable resources to any organizations. The business runs on the efficiency of employee’s performance. Their performances are determined by various factors like job skills, work culture, interpersonal and intrapersonal relationship and health. The health includes both physical and mental health. The disturbance in the mental health has an impact on the physical health which impacts the employee performance at work. Employee’s mental health primarily gets affected by their personal life. The unpleasant incident in their personal or family life affects the quality of work. They spend most of their time at workplace and feel like a second home to have supportive environment. The employer’s responsibility towards their employees in taking care of their personal is a must to provide work life balance. This is done through Employee Assistance Program (EPA) in promoting mental wellness at workplace. The program focuses on having proper communication with employees to address their professional concerns, counselling to provide professional support in addressing their personal problems and family issues and employee care to establish lasting relationship. This is to ensure the employees are connected with the organization and build trust and confidence and provide positive work environment. The satisfied employees are more productive at work and contribute to organizational growth.
10
Parks, David G., Jeffrey P. Altman, and Lisa A. Lavelle. "Who Are Professional Employees?" Laboratory Medicine 26, no. 8 (August 1, 1995): 503–6. http://dx.doi.org/10.1093/labmed/26.8.503.
11
Kharchenko, Vera. "Motivation and Motivation Profiles of the Employees in a Modern Organization." Sociologicheskaja nauka i social'naja praktika 9, no. 1 (March 31, 2021): 156–71. http://dx.doi.org/10.19181/snsp.2021.9.1.7879.
Abstract:
The article presents the results of an empirical study of staff motivation in a large financial company in a case study format. The technique of V. I. Gerchikov to determine the motivational profiles of employees: instrumental, professional, patriot, boss, lumpen. The experience of research conducted using this technique contains limited information on how to implement such research in organizations, and what results can be obtained. The features of the implemented research are the format of the survey (internally, HR research), the motivation of respondents (the possibility of obtaining a personal report), the format for presenting the results (the report and infographics on the internal portal), the breadth of analysis of the data obtained (analytics for certain categories of employees) and the nature of the research – applied. The test results allowed us to understand various aspects of motivation and motivational profiles of employees by category (position, length of service, gender). In the studied organization, the most common were professional and instrumental motives, but employees of different positions differed in terms of motivation and in motivational profiles. Professional motives are more typical for managers, and instrumental ones for specialists. Seniority in the company affects the change in motivation: if professional and patriotic motives are more typical for newcomers, then over time professional and instrumental ones begin to prevail. The most common employee profiles in an organization are “instrumental” and “professional”. An analysis of the differences in the distribution of employee profiles revealed that there are more “professionals” among managers (56%), and among employees working with clients – “instrumentalists” (60%). Employees with profiles “professional-instrumental” and “instrumental-professional” are widespread in the studied company. The results obtained were taken into account when adjusting the current motivation system and personnel development programs.
12
Galustov, Ambartsum, Yuri Lobeyko, Svetlana Levushkina, Olga Mandritsa, and Valentine Ivashova. "Professional attributes of young specialists: expectations of municipal employees in rural areas." E3S Web of Conferences 203 (2020): 05014. http://dx.doi.org/10.1051/e3sconf/202020305014.
Abstract:
The article presents the results of a survey of municipal employees in rural areas of the Stavropol Territory. The purpose of the study was to determine the important professional attributes (characteristics) of young professionals who come to the ranks of the municipal service in rural areas of the region. In total, 247 municipal employees from 10 municipal districts of the Stavropol Territory took part in the expert survey. Comparisons of the views of young specialists and specialists with more than 10 years of work experience in the municipal service show significant differences in the set of important professional attributes formed during the period of study at the university. The characteristics are the starting point during the period of professional socialization directly to the position of a municipal employee. According to municipal employees with up to 5 years of service, the key professional attributes should be willingness to reproduce professional status-role relationships; readiness to perform a professional function – the development and adoption of management decisions; willingness and participation in innovation in the workplace. According to municipal employees with over 10 years of experience, the key professional attributes are the willingness to adequately respond to the requirements of the professional environment; informational and functional readiness for professional development.
13
Sleeper, Bradley J., Robert J. Walte, and Robert J. Calhoun. "Avoiding Liability for Communicating Information on Managerial and Professional Employees." American Journal of Business 15, no. 1 (April 22, 2000): 31–38. http://dx.doi.org/10.1108/19355181200000003.
Abstract:
Companies regularly need to communicate information about their employees’ performance to a variety of people who need to know; internally to co‐workers involved in audits or evaluations, and externally to customers and clients, the media, and prospective employers seeking references. Where the information is negative, companies fear the backlash of defamation lawsuits from employees. If the employees are themselves managers or professionals, the quantity and quality of information, the need for its disclosure, and the magnitude of the legal threat all rise. Highly publicized defamation cases have prompted a wave of no or limited comment policies. By reading brief case synopses illustrating the various communications settings, managers can gain a more accurate sense of the practical dynamics and law of employee disclosure. They can then better evaluate the view that the risk reduction offered by no‐comment policies does not justify the adverse effect on their own companies, their productive employees, and other stakeholders in accurate information. Managers can create policies and procedures that make both business and legal sense.
14
Giancola, Frank L. "Are Employee Benefit Programs Being Given Enough Credit for Their Effect on Employee Attitudes?" Compensation & Benefits Review 44, no. 5 (September 2012): 291–97. http://dx.doi.org/10.1177/0886368712464471.
Abstract:
Over the past 10 years, human resources (HR) professionals have shown a tendency to underestimate the importance that employees place on employee benefit programs in terms of job satisfaction and employee attraction. Surveys show that employees value benefits over most other HR programs and that HR professionals are not in tune with those preferences. Possible reasons for the difference in opinion are that HR professionals are unaware of employee survey findings, the lack of respect sometimes given to benefit programs by HR professional associations and consultants and outdated job satisfaction studies cited in human resource and organizational behavior textbooks.
15
Zhang, Ping. "The Impacts of Private Experience on the Employment of Different Public Job Positions." Public Personnel Management 46, no. 2 (April 16, 2017): 144–69. http://dx.doi.org/10.1177/0091026017702611.
Abstract:
There have been many studies on the differences between the public and private sectors; yet, these studies often do not address differences within the public sector. This article investigates the impacts of the private sector experience on the employment of different categories of public employees: public budgeting and finance (PBF) employees, professionals, and managers. It also compares the different impacts among mixed categories of PBF professionals, non-PBF professionals, PBF managers, and non-PBF managers. The results suggest that the private sector experience increases the likelihood of a public sector employee being in a PBF or professional position, while it decreases the propensity of a public sector employee to be in a managerial position. Moreover, while private sector experience negatively correlates with public employees’ job satisfaction, the results are not significant for PBF employees and professionals, and the negative effects are much higher for non-PBF employees and nonprofessionals.
16
Edward Pickering, Mark. "Accounting firm partners to public corporation employees." Journal of Accounting & Organizational Change 11, no. 1 (March 2, 2015): 96–129. http://dx.doi.org/10.1108/jaoc-11-2012-0116.
Abstract:
Purpose The purpose of this paper is to explore the implications on former accounting firm partners becoming employees of a publicly owned accounting corporation, the responses of the former partners and impacts on the acquiring company. Partners of accounting and other professional service firms selling their firms to publicly owned companies often remain with the acquiring company as employees and receive company shares as consideration for their firms. Agency theory suggests public ownership will result in changes to the roles of senior professionals with potential resistance and motivation consequences. Design/methodology/approach This paper uses a case study approach involving the review of publicly available information and interviews with executives and senior professionals of an Australian publicly owned accounting company, Stockford Limited. Findings The Stockford case indicates that selling their firm to a publicly owned company can have significant negative implications for accounting firm partners. The former partners struggled to adapt to their new roles as senior professional employees and shareholders. Their responses had significant impacts on company performance, which ultimately contributed to the collapse of the company, thus reflecting the power senior professionals retain regardless of the change of ownership form. Research limitations/implications Care is required when generalising findings of a single case to other professions and other geographic jurisdictions. Practical implications This paper has significant implications for entrepreneurs and executives consolidating professional service firms, partners considering selling their firms and investors in publicly owned professional service firms. Originality/value Despite the emergence of publicly owned accounting and other professional service companies and the importance and power of senior professionals in professional service firms, this is the first study to explore the implications on senior professionals of selling their firms to public companies.
17
Gadolin, Christian, and Thomas Andersson. "Healthcare quality improvement work: a professional employee perspective." International Journal of Health Care Quality Assurance 30, no. 5 (June 12, 2017): 410–23. http://dx.doi.org/10.1108/ijhcqa-02-2016-0013.
Abstract:
Purpose The purpose of this paper is to describe and analyze conditions that influence how employees engage in healthcare quality improvement (QI) work. Design/methodology/approach Qualitative case study based on interviews (n=27) and observations (n=10). Findings The main conditions that influence how employees engage in healthcare QI work are professions, work structures and working relationships. These conditions can both prevent and facilitate healthcare QI. Professions and work structures may cement existing institutional logics and thus prevent employees from engaging in healthcare QI work. However, attempts to align QI with professional logics, together with work structures that empower employees, can make these conditions increase employee engagement, which can be accomplished through positive working relationships that foster institutional work, which bridge different competing institutional logics, making it possible to overcome barriers that professions and work structures may constitute. Practical implications Understanding the conditions that influence how employees engage in healthcare QI work will make initiatives more likely to succeed. Originality/value Healthcare QI has mainly been studied from an implementer perspective, and employees have either been neglected or seen as passive resisters. Weak employee perspectives make healthcare QI research incomplete. In our research, healthcare QI work is studied closely at the actor level to understand healthcare QI from an employee perspective.
18
Khandii, O. O. "The Formation and Development of Employee Competencies in Modern Digital World (According to the Results of an Expert Survey)." Business Inform 10, no. 525 (2021): 207–14. http://dx.doi.org/10.32983/2222-4459-2021-10-207-214.
Abstract:
Digitalization of the economy and society, on the one hand, creates new opportunities for the development of human potential and an increased efficiency of its use, and on the other hand, it requires the acquisition of new professional and super-professional competencies demanded in the modern labor market. The article is aimed at expounding the issues of formation and development of competencies of an employee in modern digital world according to the results of an expert survey on the quality of working life in the conditions of digital transformations. The article estimates the employers’ demand for competencies and their significance for employees. The priority of formation and development of competencies from the position of employers and employees is determined. It is identified that the most important competencies for both the employer and the employee are digital, professional, social, personal, educational, and the least important are civic competences and competence of cultural awareness and self-expression. According to the survey results, the influence of higher and vocational education on the competitiveness of the employee in the labor market, the willingness of employees to independently invest in their professional development and the impact of the lack of digital skills on employment opportunities are characterized. The results of experts’ answers on the frequency of raising of qualification in the conditions of digitalization of the economy are provided. The impact of professional development opportunities in the workplace on the quality of working life for employees of different generations is evaluated. The emphasis is made upon that creating conditions and opportunities for professional growth in the digital economy should become an important strategic direction for the formation of a new quality of life in the context of digital transformations in Ukraine, and ensuring lifelong learning conditions for the citizens of the country is the most effective form of the State-based regulation of the digital segment of the labor market.
19
Schneider, Robert C., William F. Stier, Stephen Kampf, Scott G. Haines, and Gregory Wilding. "Characteristics, Attributes, and Competencies Sought in New Hires by Campus Recreation Directors." Recreational Sports Journal 30, no. 2 (November 2006): 142–53. http://dx.doi.org/10.1123/rsj.30.2.142.
Abstract:
Professionals and students working in college recreation departments are often involved in many facets relating to the hiring of competent employees. A review of literature revealed that various professions sought different qualities in potential job candidates. There were few examples of research relating to the qualities sought by potential employers of campus recreation personnel. Therefore, recreation directors, holding a NIRSA institutional membership, were surveyed to determine the characteristics, attributes, and competencies preferred in new hires for: (a) professional positions, (b) graduate assistantships, and (c) student employees. The findings revealed the most highly sought after qualifications in professional job candidates were excellent language/speaking skills, prior experience in campus recreation, neat overall appearance, excellent writing skills, and possession of a graduate degree. In terms of graduate assistant positions, campus recreation directors highly ranked the categories neat overall appearance, excellent writing skills, and prior experience in campus recreation. Campus recreation directors ranked the possession of certifications in first aid and CPR highly among student employee applicants.
20
Yavorska, O., M. Arkhirei, O. Sharovatova, and O. Borovytskyi. "ERGONOMICS OF PROFESSIONAL RISKS MANAGEMENT." Municipal economy of cities 6, no. 173 (December 16, 2022): 170–77. http://dx.doi.org/10.33042/2522-1809-2022-6-173-170-177.
Abstract:
In the modern working environment, the performance of professional tasks mostly depends on the physiological and cognitive abilities of employees, adaptive and mental processes. From these abilities and processes depend on information processing. Emphasized attention is placed on the fact that acceptable working conditions, high work productivity and a high level of well-being of employees are interconnected elements. Therefore, it is important to manage the conditions of cognitive and physiological stress in order to reduce their harmful consequences for individual employees, teams, organizations, etc. To improve the effectiveness of risk management, a four-step approach is proposed, which involves accounting for occupational hazards, dangerous and harmful occupational factors at the workplace; providing the opportunity of any employee to contact the group of rapid response to hazards in case of occurrence or change of dangerous and harmful occupational factors, growth of occupational risks, appearance of new hazards, etc. during the work shift; introducing a discussion with justification of preventive and protective actions to reduce professional risks; application of measures for the prevention of dangerous situations (conducting supervision, audits and self-assessment of the activities of employees at workplaces). Systematicity is the main principle of ergonomics used to develop an algorithm for the step-by-step implementation of the process of managing professional risks. It`s consists of defining as a complete system - the set of all components of the labor activity of employees, which would reduce the impact on the physiological and cognitive potential of the employee. Forms of a hazard guide, a hazard notification card and a safety audit report have been developed. It will reduce the time to learn the specified procedures due to a conscious attitude to one's own activities at the workplace. Reasonable measures to increase the effectiveness of professional risks management based on the step-by-step performance of certain actions by employees are oriented to increasing awareness of safety at the workplace. Keywords: risk, management, ergonomics, preventive measures, cognitive stress.
21
Aronson, Robert L. "Unionism among Professional Employees in the Private Sector." ILR Review 38, no. 3 (April 1985): 352–64. http://dx.doi.org/10.1177/001979398503800303.
Abstract:
This study appraises the potential for union growth among professional employees in the private sector. It utilizes several data sources that permit estimates of the number of employees in 1978 who met the complex legal criteria for representation in professional units, and it also analyzes data on NLRB election results for 1973–79. The author concludes that unionism among private-sector professionals has been growing more rapidly than generally assumed, but the number of professionals who remain to be organized is relatively small.
22
Balamurugan, G., and M. Sreeleka. "A STUDY ON WORK LIFE BALANCE OF WOMEN EMPLOYEES IN IT SECTOR." International Journal of Engineering Technologies and Management Research 7, no. 1 (February 22, 2020): 64–73. http://dx.doi.org/10.29121/ijetmr.v7.i1.2020.499.
Abstract:
Work life balance of women employees plays the major role because they have to manage their personal life for their good quality of life. The employee’s satisfaction is based on the employee to be happy and deliver the level best. Even in the Worst scenario the employee is very loyal to their organization because of the employee Satisfaction. The quality of life is based on the professional life of each and every women employee who are coming forward to support to their family. The problem of the women employee’s face is health condition, Pregnancy discrimination, Sexual harassment, no equal pay, etc. This paper says that how the women employees are balanced and Satisfied in IT sector and the factors that affect the work life balance of women employees are working hours, Job satisfaction, working condition, etc. and find out the women employee job satisfaction were analyzed by using statistical method that is Chi-square and Correlation test.
23
Rifaldi, Muhammad. "Pengaruh Reward Dan Punishment Terhadap Kinerja Karyawan Pada UD.Laris Anda Di Kota Samarinda." Jurnal Administrasi Bisnis Fisipol Unmul 9, no. 1 (February 27, 2021): 29. http://dx.doi.org/10.54144/jadbis.v9i1.4745.
Abstract:
Reward and punishment are one of the key to create professional human resources in the company, especially the right reward choosen can increase the quality and quantity of employees to work better and efficient as well as the right punishement choosen can limit employees to make loss for the company to achieve the company’s goal. The purpose of the research is to find and analyze the effect of reward and punishment to employee’s performance at Ud. Laris Anda in Samarinda. Also to find out which variable reacted dominantly towards employee’s performance at UD. Laris Anda in Samarinda. The method for this research is using sample of 35 employees. The sampling’s technique is saturation sampling. Collecting data’s technique is by literature review and observation, interview, and questionares. Analyzing data’s technique is using multiple linear regression. The research found that reward and punishment simultaneously and parcially effected significantly toward employee’s performance at UD. Laris Anda in Samarinda. Writer’s suggestion for the company is to re-supervise the management of human resources in reward and punishment to get professional employee in the future.
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Beggs, Brent, Olivia Butts, Amy Hurd, and Daniel Elkins. "Differences in Employee Perceptions of Entry-Level Competencies of NIRSA Campus Recreation Professionals." Recreational Sports Journal 42, no. 1 (April 2018): 90–101. http://dx.doi.org/10.1123/rsj.2017-0001.
Abstract:
Core competencies are defined as skills, knowledge, and abilities that an employee needs to be successful in a job. There has been research examining competencies in a variety of professional recreation settings, including campus recreation. Research in campus recreation has confirmed the understanding of the NIRSA Core Competencies: program delivery; philosophy and theory; personal and professional qualities; legal liabilities and risk management; human resources management; facility planning, management, and design; business management; and research and evaluation. The purpose of this study was to examine competencies of entry-level employees in campus recreation departments. More specifically, this study investigated differences in perceptions of entry-level competencies between entry-level employees, mid-level, and upper-level employees in campus recreation departments. There were 466 campus recreation professionals that participated in the survey research and analysis of variance (ANOVA) tests indicated that entry-level employees assign greater importance to specific competencies than employees higher up in the organization.
25
Zhiltsov, M. A., Yu V. Zhiltsova, and Yu I. Klepalova. "Ethical standards in the sphere of work: problems of law enforcement." Voprosy trudovogo prava (Labor law issues), no. 1 (January 20, 2023): 26–34. http://dx.doi.org/10.33920/pol-2-2301-04.
Abstract:
An analysis of the current labor legislation leads to the conclusion that there is no obligation for the employee to comply with ethical standards in the course of work, and therefore this obligation is not the main one for the employee. In the scientific literature and law enforcement practice, there is an idea that if the duty to comply with ethical standards is imposed by federal laws or professional standards, then in this case we are talking about professional ethics. For the majority of employees, there are no such norms, which forces employers to develop local acts containing such requirements. Due to the lack of regulatory regulation, the main problem is the legality of bringing employees to disciplinary responsibility for violation of ethical standards, given that the nature of ethical categories is evaluative.
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Butova, S., and O. Nesolenaya. "Influence of Risk Factors on the Duration of the Working Capacity Period and Labor Productivity of Employees." Management of the Personnel and Intellectual Resources in Russia 9, no. 6 (January 28, 2021): 17–21. http://dx.doi.org/10.12737/2305-7807-2021-17-21.
Abstract:
The quality of labor resources, the level of labor productivity and the duration of the working capacity period largely depend on the health status of working citizens. Today, there are a huge number of factors that determine the professional health of employees, among which the key place is occupied by professional risks. According to the world health organization, occupational risks are responsible for 1,7% of DALY losses worldwide, reflecting the years of an employee's life spent in a state of disability. At present, there is practically no developed system of professional risk assessment and management in Russia, which is designed to preserve the health of an employee in the course of their work. In this regard, within the framework of this study, the authors attempt to determine a set of key factors that have the greatest impact on the professional health and duration of the working capacity of employees.
27
Hassan, Narehan, Mohd Safwan Ramli, Nur Athirah Sumardi, Mazuin Mat Halif, Abdul Kadir Othman, Noor Zalina Zainal, and Rozilah Abdul Aziz. "The Effects of Employee Mindset on Employee Innovativeness: A Comparative Study Between Professional and Non-Professional Groups among Government Staff in Putrajaya, Malaysia." Journal of Social Sciences Research, no. 510 (October 15, 2019): 1487–94. http://dx.doi.org/10.32861/jssr.510.1487.1494.
Abstract:
This comparative study was conducted to identify the effects of employee mindset on employee innovativeness among civil servants in two ministries and one government agency in Malaysia, enabling a deeper understanding on the contributing factors of employee innovativeness in civil service in Malaysia. The findings revealed that there were significant and positive relationships among and between all dimensions of employee mindset and employee innovativeness among professional grade employees but only three dimensions of employee mindset (cognitive complexity, boundary spanning and adaptability) were associated to employee innovativeness among the non-professional group. Two other dimensions of employee mindset (cosmopolitanism and entrepreneurial mindset) were not found to be related to employee innovativeness for this group. In addition, it was found that all dimensions of employee mindset influenced employee innovativeness among the professional group of employees while for the non-professional group, only three out of five dimensions of employee mindset had significant influence towards employee innovativeness. It is recommended that employees in the non-professional group should be guided and rewarded for any innovative ideas they presented. Also, for the management to reinvent work processes to serve the people better. In addition, all civil servants should be allowed to use their own creativity complete their work and not through the conventional, repetitive way of doing things.
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Neștian, Ștefan Andrei, Silviu Mihail Tiță, and Elena-Sabina Turnea. "Using Mobile Phones at Work in Personal and Professional Information Processes." Sustainability 12, no. 3 (January 29, 2020): 965. http://dx.doi.org/10.3390/su12030965.
Abstract:
Employees use mobile phones for several information processes at work, either in relation to their work or their personal life. This study uses descriptive statistics and regression analysis in order to identify which information processes are accessed by employees to reach their personal and professional goals when using mobile phones at work, using a sample of 368 professionals from different fields in Romania. The results of the study show that messaging applications (e-mail, sms, Messenger, Whatsapp, etc.) and searches for information on the Internet are the biggest time consumers for personal purposes, while telephone conversations (voice only) and searches for useful information on the Internet are the biggest consumers of working time for professional purposes. Based on the opinions of employees, we found that the most important effect of mobile phone use at work for personal purposes lies in the fact that it helps employees be more productive through a better work–life balance. The mobile phone was originally designed as a personal device, but today, since employers are allowing or requiring its use, during work, it is also used for professional purposes.
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Kasman, Zeti, Affero Ismail, Nadzri Siron, and Noorazman Abd Samad. "A Review of Continuing Professional Development (CPD) of Training Competencies for Malaysian Mechanical Industries." MATEC Web of Conferences 150 (2018): 05017. http://dx.doi.org/10.1051/matecconf/201815005017.
Abstract:
The aim of this paper is to review issues in continuing professional development of vocational training to the mechanical industries. The spectacle of individuals entering the labour market without relevant qualifications is common in Malaysia. There are many who choose to work instead of pursuing further education after secondary school. In the labour market, these individuals are considered to be low-skilled workers because they had no training prior to employment. The role of employers in providing training and education to employees is vital in establishing career development of employees. Employers who contributed to their employees' training funds through Human Resources Development Council would provide opportunities to increase the skills of workers. Based on the Malaysia's Development Plan of Occupational Skill, the issues and challenges that have been identified in producing skilled workers in interpersonal and technical skills. This paper provided an opportunity to examine an enterprise-based approach to skill formation for workers with basic academic qualifications. It presents an alternative scenario to institution-based Technical and Vocational Education and Training (TVET), which many Malaysians are familiar with. A structured curriculum development of human resources learning needs according to the job profile of the typical individual and group work which will provide a clearer perspective on knowledge, competence and skill levels of employee behavior in performing tasks will be discussed. The biggest impact on this study is to produce high skill employees concerning customer satisfaction and increased organizational productivity towards high income nations.
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Stolyarov, H. V. "Business career planning of an employee of the agroindustrial complex." Agrarian Economics, no. 1 (February 1, 2022): 56–68. http://dx.doi.org/10.29235/1818-9806-2022-1-56-68.
Abstract:
Types, models and stages of professional career, as well as stages of formation of an employee as a professional, are considered. Criteria for promotion of personnel building (planning) an administrative career (“managers”) and employees who choose the path of “an expert” are featured. Peculiarities determining prospects for professional and rank growth in small agribusiness are highlighted.Example of professional development chart shows what a person should focus on in order to achieve a set goal. Attention is paid not only to factors of a successful career of personnel, taking into account their personal and business qualities, but also to objective conditions affecting the employee’s career advancement.
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Karthikeyan Arasu, S., R. Dhivakar, J. Cibi Chakravarthi, M. Kausik, and M. Arun Kumar. "Evaluation of professional stress in IT professionals." International Journal Of Community Medicine And Public Health 6, no. 3 (February 22, 2019): 1079. http://dx.doi.org/10.18203/2394-6040.ijcmph20190589.
Abstract:
Background: Stress has become common among the working people in this era. This may lead to further dire psychological consequences such as anxiety, depression etc. India being the information technology (IT) hub with lakhs involved as IT Professionals, there is a need to assess prevalence of professional stress. Not many studies have been conducted regarding this research topic in urban areas. Hence, this study has been exclusively done in Coimbatore which is an urban area in which IT is still developing. Aim of the study was to assess the stress levels of IT professionals in a software company in urban Coimbatore, Tamil Nadu.Methods: Cross–Sectional Study based on a validated questionnaire based on professional life stress scale (PLSS).Results: Out of the 105 employees interviewed 68% were in mild degree of stress. The remaining 32% had moderate degree of stress and none of the participants had high degree of stress.Conclusions: India being a leading sector in IT, its development largely depends on its employees’ physical and mental health. Occupational stress (job stress/work stress) need to be kept harnessed and minimized to provide conducive work environment in the organization.
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Sindhuja, K., and S. Sekar Subramanian. "Impact of Work-Life Balance on Employee Retention- A Study on Banking Sector." Shanlax International Journal of Management 7, no. 3 (January 1, 2020): 78–81. http://dx.doi.org/10.34293/management.v7i3.1629.
Abstract:
Work is an essential aspect of life; it provides a sense of accomplishment, identification, and means of income to fulfill the basic requirements. Due to the development of technology, the number of women workforces and dual-earner families, it is important for both employers and workers to balance both professional and personal life. This study examines the effectiveness of the work-life Balance of bank employees and its impact on employee retention in the selected banks in Sivakasi, Virudhunagar district. This paper also identifies the various work-life balance initiatives taken by the banks to reduce employee turnover and to enhance employee job satisfaction. A sample of 245 respondents was randomly selected to participate in the study. A well-structured questionnaire was used to collect the data. The findings revealed that the work-life balance has a direct impact on employee’s retention and it also helps to improve the employee’s job satisfaction.
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Formánková, Lenka, and Alena Křížková. "Flexibility trap – the effects of flexible working on the position of female professionals and managers within a corporate environment." Gender in Management: An International Journal 30, no. 3 (May 5, 2015): 225–38. http://dx.doi.org/10.1108/gm-03-2014-0027.
Abstract:
Purpose – The aim of this paper is to analyse the experience of female part-time professionals with employee and managerial positions with the utilisation of flexible work arrangements in a corporate environment in the country with a full-time dominated work culture. The data represent a rare case study of the work environment in a Czech branch of one multinational company. This paper focusses on the position of female employees working part-time in professional and managerial positions. The reason for such an arrangement is their attempt to combine career and care for pre-school children. This paper evaluates the effects of flexible work policies in an environment where part-time work for female professionals is rarely available and, therefore, precious. In particular, this paper discusses conditions under which these arrangements are available and its impact on gender equality. Design/methodology/approach – The paper represents a rare case-study of an organisational environment. The seven analysed interviews derive from a larger study on the corporate environment which included 35 interviews and a series of participatory observations. In the analysis, the following questions are discussed: What is the position of employees working within flexible working arrangements in a specific corporate culture? Which aspects of flexible working arrangements affect the professional recognition and evaluation of the employees? To what extent and how do flexible working arrangements affect employee satisfaction with their working and private lives? Findings – The data reveal the diverse and often subtle forms of discrimination and exploitation of working mothers, who use the flexible working arrangement as a work-family reconciliation strategy. Female employees working with alternative working arrangements do not have equal bargaining power in comparison to other employees, regardless of whether they are professionals, and sometimes in managerial positions. At the formal level, the part-time professionals are restricted in pay and in access to the company benefits. In the informal relations within the workplace, their work lacks of sufficient recognition of colleagues and superiors. Overall, part-time work for female professionals and managers leads to an entrapment between the needs of their family and the expectations of their employer. Practical implications – The research reveals the practical limitation in introducing policies the work-life reconciliation policies. The results show the need to focus on promoting better conditions for employees working part-time. Also, it shows that managerial and highly demanding professional positions can be executed on a part-time basis if the work environment is open towards accepting this arrangement. Moreover, the findings outline the possibilities of developing workplace practices in the Czech Republic in a woman-friendly direction. Social implications – Specific legislative arrangements should be enacted, providing better protection for employees in non-standard employment. At the same time, the incentives for employers to enable part-time working arrangements should be provided. Originality/value – The amount of research on female professionals working part-time or from home is rather limited in context of the post-communist countries. The paper discusses the “double” tokenism of the women working in the leadership positions and at the same time in flexible working arrangements in the full-time working culture.
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Neagu, Olimpia, Vasile Lazar, Mircea Teodoru, and Simona Macarie. "Human Capital Quality and Development: An Employers' and Employees' Comparative Insight." Studia Universitatis „Vasile Goldis” Arad – Economics Series 26, no. 3 (September 1, 2016): 62–73. http://dx.doi.org/10.1515/sues-2016-0015.
Abstract:
Abstract The aim of the paper is to compare the employers' and employees' insights on human capital quality defining and human capital development at organisational level, based on a survey carried out in the county of Satu Mare, Romania. Our findings show that as human capital buyers, employers understand by human capital quality professional background and skills, professional behaviour and efficiency and productivity for the organisation. As human capital sellers, for employees human capital quality means health and the ability to learn and to be suitable to the job requirements. Regarding the opportunities to develop the organisational human capital, the views of employers and employees are very different when the level of discussion is international (macro-level). Employees consider that the international environment has a greater impact on human capital development in their organisation as the employers.
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Werrbach, Gail B., Cary E. Jenson, and Katherine Bubar. "Collaborative Agency Training for Parent Employees and Professionals in a New Agency Addressing Children's Mental Health." Families in Society: The Journal of Contemporary Social Services 83, no. 5 (October 2002): 457–64. http://dx.doi.org/10.1606/1044-3894.68.
Abstract:
This paper describes an 8-week training curriculum conducted jointly with parent employees and professionals in a uniquely constructed agency. The agency provides case management and wraparound services for children with serious emotional disabilities (SED). Parents of children with SED helped conceptualize the agency, and parent employees play important roles in management and daily operations. Several experiences in developing this rural agency are portrayed and employee views are explored. The greatest focus is on aspects of the collaborative seminar for training employees in implementing the family strengths-based system of care in children's mental health. The curriculum is described, followed by lessons learned and implications for future parent–professional joint training.
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Vintere, Anna, Inese Ozola, and Santa Krumina. "PROFESSIONAL FOREIGN LANGUAGE COMPETENCE FOR SUCCESSFUL INTEGRATION INTO THE LABOUR MARKET." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 3 (May 21, 2019): 594. http://dx.doi.org/10.17770/sie2019vol3.3936.
Abstract:
Good knowledge of a foreign language is an important factor contributing to the professional recognition and career prospects. In order to improve professional foreign language competence, the study of the situation in professional foreign language teaching and learning was carried out in three business sectors: logistics, transport, service industry. The survey was carried among three target groups: employers, foreign language teachers and students. Employers were asked to name language skills which employees need most to perform work, to express an opinion on the role of employers in the English language learning process as well as to identify topics, most common words, phrases, or specific professional terms which would be important for their employees to know. Students were asked about motivation and foreign language needs, training environment and teaching methods as well as about their learning styles. Foreign language teachers' questionnaires contained the evaluation of teaching process and methods used, lessons preparation and evaluation of learning. The study results show that foreign language competences are considered by employers as one of the most important for the employees. However, the level of language competences varies according to the position and role within the company. Based on the findings, suggestions and recommendations were developed for acquiring a professional foreign language in the three business sectors.
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Thang, Piang Lian, Saw Dennis Thein, and Enoch Asuah Duodu. "Exploring the Effect of Professional skills and Personality Traits on Employee Job Performance in Automotive Corporation, Laguna, Philippines." Abstract Proceedings International Scholars Conference 7, no. 1 (December 18, 2019): 1117–32. http://dx.doi.org/10.35974/isc.v7i1.984.
Abstract:
Introduction: In today’s global environment there is a competition on performances of organizations. Business organizations are seeking highly skilled professionals to be employed to achieve high performance and productivity over other competitors. The purpose of this research is to determine the effects of personality traits, and professional skills on employee performance in an Automotive Corporation in the Philippines.
Methodology: The study is a quantitative research, and a descriptive-correlation. A self-constructed survey questionnaire was distributed to 97 employees of Automotive Corporation using convenience sampling. The statistical tools used for analyzing the results from the SPSS 22, was Pearson correlation to analyze the relationship and standard deviation and the mean for the descriptive study, and t-test and ANOVA were used to analyze the difference, and in terms of predictions, linear regression was used.
Result: the Study revealed that the relationship between Professional Skills has a positive significant relationship with employee performance but there is no significant relationship between personality Traits and employee performance, though openness was dominant with the highest mean. The study also showed that professional skills, personality traits, and employee performance are high. Considering the sex, males had a higher employee performance than females. Further results revealed that only professional skills predicted employee performance.
Discussion: The result of the study implies that business owners need employees that are able to get the job done because employee performance is critical to the overall success of the company. The study recommends that industries should pay attention to Professional Skills, and Personality Traits of workers because it is important in business organizations.
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Snape, Edward J., and Greg J. Bamber. "Managerial and Professional Employees in Britain." Employee Relations 9, no. 3 (March 1987): 2–48. http://dx.doi.org/10.1108/eb055097.
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Hassan, Shahidul. "Sources of Professional Employees’ Job Involvement." Review of Public Personnel Administration 34, no. 4 (October 4, 2012): 356–78. http://dx.doi.org/10.1177/0734371x12460555.
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SFIKAS, PETER M. "Are shareholders employees of professional corporations?" Journal of the American Dental Association 134, no. 7 (July 2003): 989–91. http://dx.doi.org/10.14219/jada.archive.2003.0292.
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Sutherland, Karen, Karen Freberg, and Christina Driver. "Australian employer perceptions of unprofessional social media behaviour and its impact on graduate employability." Journal of Teaching and Learning for Graduate Employability 10, no. 2 (November 26, 2019): 104–21. http://dx.doi.org/10.21153/jtlge2019vol10no2art857.
Abstract:
Social media has become a tool used for the process of employee recruitment in a range of industries. The technology is utilised by job candidates and by employers and job-recruiters to screen and source suitable staff for their organisations. Research has investigated issues relating to ethics, privacy and accuracy regarding employers’ use of social media to screen prospective employees. Yet, limited research has been conducted to investigate employer perceptions of prospective/current employees’ unprofessional social media behavior. Our study involved a survey of 396 Australia employers from a range of industries to explore the influence of job-candidates’ social media presence on employer decision-making and the most unprofessional social media behaviors according to employers. Our investigation found 82% of employers are influenced by a job candidate’s social media presence and using social media to intentionally cause harm to others was perceived by employers as the most unprofessional social media behavior. The findings from this study will assist educators in guiding university students and graduates to meet industry expectations as professionals and provide scholars with new knowledge as to what is deemed to be unacceptable behavior in a professional context at this point in the evolution of social media.
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Kulakova, O. S. "Above-professional competencies and their importance." Voprosy trudovogo prava (Labor law issues), no. 2 (February 28, 2021): 100–104. http://dx.doi.org/10.33920/pol-2-2102-03.
Abstract:
The modern labor market requires a new approach to determining the necessary competencies of a sought-after specialist. The concept of dividing skills into soft skills and hard skills is reflected in the structure of employers' requirements for potential employees. The author analyzes the list of the most popular competencies of a modern specialist.
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Lezina, T. A., T. A. Khorosheva, and A. V. Korosteleva. "Digital trace data as a tool for assessing competencies: the case of the Gazprom neft." PROneft’. Proffessional’no o nefti 6, no. 2 (June 30, 2021): 91–98. http://dx.doi.org/10.51890/2587-7399-2021-6-2-91-98.
Abstract:
Large companies can use the analysis of employees’ digital trace data to increase the efficiency and objectivity of business processes of assessment of employee competencies. New technologies allow to accumulate data on the activities of employees related to their work performance in the information systems of companies. The results of employees training, protocols of their interaction on professional issues, the results of recruiting procedures form their digital footprints and can be used to regularly assess their professional growth. A significant problem in applying the idea of using digital footprints to assessing competencies is the choice of assessment metrics. At present, there are no described methods of using digital footprints of personnel. The objective of the work is to describe the case of using the digital footprints to assess the level of professional competencies of data science specialists from Gazprom Neft and describe the approach to assessing the professional competencies of employees using their digital data. Gazprom Neft has chosen as the assessment metric the level of competence employee development, which is determined through a set of “activities” of employees confirmed by digital artifacts, information about which is entered into the information system. The method for assessing the professional competencies of employees described in the article, was used as the basis for an approach to assessing competencies using digital data. This approach makes it possible to increase the efficiency of business processes in HR and can be used in companies of various industries and scales. The key advantages of the approach are its universality and objectivity. The results of the research can be used in companies that use a competency-based approach to the assessment of professional competencies of personnel, and form the first step in the development of the theory and practice of using digital traces of employees in company’s management.
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Tian, Xizhou, and Yongjian Pu. "AN ARTIFICIAL NEURAL NETWORK APPROACH TO HOTEL EMPLOYEE SATISFACTION: THE CASE OF CHINA." Social Behavior and Personality: an international journal 36, no. 4 (January 1, 2008): 467–82. http://dx.doi.org/10.2224/sbp.2008.36.4.467.
Abstract:
At present, the hotel employment sector in China has a high rate of employee turnover compared to other services. This is not unlike other countries. The reason for the turnover among hotel employees may be lower worker satisfaction resulting in decreased – or no – loyalty to employers. This study was based on an Artificial Neural Network (ANN). The factors influencing employee satisfaction were examined and the impacts of demographic characteristics on hotel employee satisfaction were analyzed. Results show that hotel employee satisfaction in China is low, hotel employee satisfaction differs by age and gender, and that professional development opportunities for employees and the long-term growth prospects of the hotels themselves are the most important contributors to employee satisfaction. On the basis of these findings, several recommendations for improving employee satisfaction, thereby sustaining the long-term economic health of China's hospitality industry, are provided.
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Lapteva, Svetlana V., Anatoly V. Kozlov, and Olga S. Tamer. "The role of self-learning in promotion of skills in small employee medium sized of Russian enterprises." Journal of Technology and Science Education 9, no. 3 (May 2, 2019): 245. http://dx.doi.org/10.3926/jotse.658.
Abstract:
This investigation seeks to study the role of self-learning educations in promotion of professional competences employee skills of small employee medium sized enterprises. For this purpose, by providing a 15-question researcher-made questionnaire about the quality employee manner of self-learning educations, the exit poll was accomplished from the small employee medium sized enterprises of Russia so that the main question of this research was answered. This research in the domain of applicable researches is from the field type employee the methodology is descriptive from survey type. The statistical population of this investigation is formed from all employees of small employee medium sized enterprises in 19 regions of Russia that were doing their duties in the educational year of 2016-2017. The sample size of employees with regard to the Krejcie-Morgan's table was considered about 450 employees. In this investigation, in order to determine the reliability of questionnaire with emphasis on internal homogeneity, Cronbach's Alpha has been used that Alpha's coefficient was gained equal to 0.933 which is relatively high employee expresses high validity of the researcher-made questionnaire employee this researcher-made questionnaire has the content validity. Also, analysis of findings through Pearson correlation test showed that there is significant relation between the self-learning education courses employee professional skills of employees with confidence of 99% (P<0.01) employee about 60% of total variance of scores of professional skills of employees is arising from variance of scores of self-learning education courses (in other words, about 60% have common variance).
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Dubinsky, Alexander A., Vera G. Bulygina, and Maria Ju Belyakova. "Individual-psychological features of law enforcement officers with different professional experience and professional profile." Russian Journal of Occupational Health and Industrial Ecology 61, no. 5 (July 12, 2021): 340–46. http://dx.doi.org/10.31089/1026-9428-2021-61-5-340-346.
Abstract:
The study of professionally significant individual-psychological features of employees of law enforcement units in relation to the leading type of activity, including taking into account professional experience, is an actual scientific and practical issue. The identification of the requirements of the profile activity imposed on the employee, the assessment of different-level individual-psychological qualities allows to draw a conclusion about the effectiveness and suitability of the employee for the profession. The professional experience of employees of law enforcement agencies significantly affects the features of stress response, decision-making, motives for official activity, and the state of maladjustment. The study aims to identification of individual-psychological characteristics of law enforcement officers with different profiles and professional experience. 179 male law enforcement officers (average age - 30,2±6,2 years, average professional experience - 7,5±6,1 years) were examined. The employees were divided into 3 groups, depending on the type of professional activity. Group 1 consisted of employees of the security profile (n=67), group 2 - of the communicative-informational profile (n=46), group 3 - of the inspector-communication profile (n=66). The subjects were further divided into subgroups with professional experience up to 9 years inclusive and with experience of 10 or more years. The methodological complex includes: Self-control questionnaire; Behavior Activation and Inhibition questionnaire; Test Technology of Psychosemantic Analysis - Semantic Analysis of Activity (Noss I.N., 2009); Test Problem Situation Analysis (Noss I.N., 2009); a modification of the S. Rosenzweig Frustration Toleration Test (Noss I.N., Ignatkin V.N., 1997). The employees of the security profile were distinguished by the predominance of intropunitive reactions and fixation on the obstacle when assessing the conflict from their own position, high physical activity. Individuals of the communicative-informational profile were distinguished by impunitive reactions, fixation on self-defense and satisfaction of needs, high inhibition of behavior to negative stimuli, high activation of behavior, and high efficiency of resolving problem situations when assessing the conflict from an external position. Persons of the inspector-communication profile were distinguished by high rates of extrapunitive reactions in the whole, unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior. The classification in a group of the security profile with high professional experience contribute: a preference for simple tasks, high activation to promote; in the group of communicative-informational and inspector-communication profile - high activation of achieving the goal. The generalized group of law enforcement officers with 10 years or more of experience in assessing the conflict from their own position was distinguished by the severity of extrapunitive reactions and fixation on the obstacle and on self-defense, the predominance of unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior to negative stimuli. The results obtained allow us to conclude that there are differences in the psychological profile of law enforcement officers with different types of official activities and work experience. The profile of employees of communication-information activities was more consistent with the universal personal and professional qualities required for employees of law enforcement agencies in terms of psychophysiological qualities. Least consistent with a universal professional requirements officers of inspector-communication activities, which was reflected in low capacity for learning, reducing the effectiveness of problem-solving, emotional instability. With an increase in the length of professional experience, there is a predominance of externally blaming response strategies and low self-control.
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Ślusarczyk, Wojciech. "Pozycja społeczno-zawodowa farmaceutów pracowników w Polsce (1918–1939) – teoria a praktyka." Kwartalnik Historii Nauki i Techniki, no. 2 (2021): 69–86. http://dx.doi.org/10.4467/0023589xkhnt.21.014.13712.
Abstract:
Socio-professional Position of Pharmacy Employees in Poland (1918–1939) – Theory and Practice The article aims to depict the socio-professional position of pharmacy employees in the Second Polish Republic (1918–1939) and the factors which influenced their status. In the interwar period, reforms of the pharmacists’ education system were implemented, the office of the provincial pharmaceutical inspector was introduced, and bills were adopted to settle the particulars of the profession. Thus, the foundations were created to depart from the former semi-artisanal character of pharmaceutical practice towards an academic and independent profession. This had a positive impact on the social and professional position of pharmacy employees. In theory, they were equal to their employers and representatives of other liberal professions. However, the reforms had awakened their ambitions and expectations. The reality was different, especially during the great economic crisis (1929–1933/35). The salaries of professional pharmacy personnel, especially in the eastern provinces, were not high. Instead of sufficient remuneration, people were still offered – as in the 19th century – housing and board at a pharmacy. The burning problem was unemployment, and the employers did not respect the working time regulations. All this frustrated the employees. Their presumably high socio-professional status was not always reflected in real life.
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Lutsenko, O. "Legal regulation of employee internship as a manifestation of labour mobility." Uzhhorod National University Herald. Series: Law 1, no. 74 (January 31, 2023): 183–90. http://dx.doi.org/10.24144/2307-3322.2022.74.31.
Abstract:
In the article, the author proves that an internship can manifest an employee’s labour mobility when it is carried out within the framework of employment relations as a qualification improvement, additional activity, and flexibility of the employee in professional development and growth. Internship of employees is carried out with the aim of gaining practical experience of the person in the performance of production tasks and duties at the workplace at the enterprise after theoretical preparation before starting independent work under the direct supervision of an experienced employee. The internship is also one of the components of high-risk employment, and can also be the basis for obtaining a permit (certificate, license, etc.) to carry out a certaintype of professional activity.
The article establishes that a special legal mechanism for internships is provided for employees of certain categories, for example, for civil servants, academic staff and pedagogical employees, etc.
It was determined that the purpose of the internship is for a person to gain practical experience in performing tasks and duties at the workplace before starting independent work under the direct supervision of an experienced specialist or already in the process of working with the aim of expanding the list of professional competencies, i.e. as a manifestation of the employee’s labour mobility.
In the article, the author argues that the condition of an employee’s internship should be specified in the employment contract. And therefore, this would mean that this condition would be an additional condition of the employment contract, and after its conclusion, it would, accordingly, become mandatory for the parties to perform. And as a result, the relationship that arose during the fulfilment of this condition is labour, and the contract would not be recognized as a contract for the provision of services.
If the internship condition did not arise during the conclusion of the employment contract, but later, in such a case, we believe that an additional agreement should be concluded to the employment contract, in which the internship condition should be prescribed. If internships were to be regulated in this way, then, firstly, it would guarantee labour mobility for employees, secondly, the relations that arose during such an internship would be regulated exclusively by the norms of labour law, and accordingly, responsibility would follow under the labour legislation. thirdly, it would protect employers from non-fulfilment of the conditions for completing an internship and working for a certain period of time at this particular employer who paid for the internship.
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Khan, Muhammad Mussa, Riaz Ahmad, and Lloyd W. Fernald. "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations." Global Management Sciences Review V, no. III (September 30, 2020): 14–22. http://dx.doi.org/10.31703/gmsr.2020(v-iii).02.
Abstract:
This paper conceptually evaluates and analyzes secondary data about the benefits associated with training and development programs conducted for employees by their organizations. Firstly, the elements and structure of training and development programs are investigated, and the benefits of these programs are presented. For most of the organizations, success or failure highly depends on their employees; therefore, employees are the esteemed assets of organizations, whether the organizations are large or small. In the digital era, new training and development programs have been introduced, which can effectively turn a normal employee into a more professional and skilful. It is of high importance for the organizations to consider T&D programs as it helps both employees and employers in many aspects, and thus the organizations can survive and gain a competitive advantage in the market.
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Rakić, Marija, Marija Radosavljević, and Vesna Janković Milić. "Analysis of Motivation Factors: Dependance on Personal and Professional Characteristics of Employees." Economic Themes 60, no. 1 (March 1, 2022): 77–94. http://dx.doi.org/10.2478/ethemes-2022-0005.
Abstract:
Abstract Organizations invest in different types of resources, which enable them to achieve and maintain their market position and remain competitive. With global competition and changing market environment, one of the key resources, which considerably contributes to improvement of organizations’ competitive posture, are human resources, i.e. employees. The subject of research presented in this paper are factors of employees’ motivation. The aim of the research is to determine the impact of certain factors on employee motivation, based on the importance that different motivation factors have, depending on certain personal and professional characteristics of employees. Based on the results of the survey, the most important factors of motivation are financial factors, specifically the “salary” and “financial rewards”, as well as “job security” as non-financial factor. The variance of repeated measurements showed that there is statistically significant influence of financial motivation factors on employee motivation. However, the results of the analysis of the variance indicate that it is necessary to find the appropriate combination of financial and non-financial motivators, having in mind different characteristics and needs of employees, in order for the employee motivation system to show the expected results.