Search

For workers living with a disability, pathways to sustainable employment in the open labour market are inhibited by barriers operating at different structural and societal levels. The culture of Australia's government employment services has applied a 'work-first' approach that emphasises finding people employment rather than supporting the acquisition of skills and education. The net effect of this approach is the preferencing of short-term employment solutions, with a focus on individual behaviour or so-called resilience and an emphasis on personal responsibility instead of addressing structural issues. In this paper, we explore how people with disability can be supported in finding employment through a shared resilience approach offered by a Work Integration Social Enterprise (WISE). We suggest that WISEs can provide the conditions for shared resilience by developing and sustaining networks needed to generate hybrid pathways to work and by role modelling inclusive work conditions in the open labour market. [ABSTRACT FROM AUTHOR]

The continuous changes in the business environment require transformation processes and innovation in organizational structures to maintain competitiveness. Innovation is required for future orientation and need an appropriate leadership style to be implemented in the company successfully. Various studies in the literature examine the topic of change models and the requirements for effective implementation of changes. Based on the constant change in the labor market, which is due to ongoing digitalization, the need for research of transformation, change-management and radical or disruptive innovation remains topical. A new challenge arises with a transformation in the entire company which affects all essential business processes. Because several levels are simultaneously affected by the transformation process, a more complex concept is required for the implementation than it could be found in the literature. There is a lack of empirical research in general for innovation-driven transformation processes and a missing connection to the implementation of radical or disruptive innovation in company. The aim of this paper is to investigate the need for new research in change theory. The focus is on the importance of innovation leadership for a radical or disruptive innovation change process, what is to be classified under a comprehensive transformation process in the company. In addition, the need for an innovation transformation model is established. [ABSTRACT FROM AUTHOR]

The paper presents an evaluation of History and Korean Studies WIL internships at Monash University Library, focusing on past students' views of the program in relation to their future career, and past host-supervisors' perceptions of its benefits. Data collection for the qualitative research was conducted through semi-structured interviews with past students and host-supervisors. The results revealed that both past students and hostsupervisors expected the internships to facilitate students to gain hands-on experiences and develop 'soft-skills.' There was a gap where past host-supervisors consistently mentioned teamwork in their expectations, yet none of the past students had teamwork as one of their expectations. Both past students and host-supervisors view the program as beneficial for students, therefore, they suggested that the programs continue to be offered. Upon being asked what the benefits of internships were for themselves however, the host-supervisors put forward benefits that were more related to the library. [ABSTRACT FROM AUTHOR]

This paper provides empirical evidence on the innovation performance in the European countries in the years of recovery from the global economic and financial crisis by using the CDM model of simultaneous equations. The model directly links R&D engagement and intensity to innovation outcomes measured either as process or as product innovation, and then estimates the effectiveness of the innovative efforts leading to productivity gains. The difference between the drivers of innovation systems and its influence over the productivity growth is analyzed between two different institutional settings in Europe. For that purpose a company-level dataset is used from the 2012 round of the Comunity Innovation Survey. Тhe results indicated that the recent financial crisis had negative influence on the companies' willingness to innovate. The effect of the crisis led to further divergence in the innovation systems of these two institutional settings. Identifying the characteristics of the innovation systems and drivers of innovation during the turmoil shows that policy instruments on EU level should be oriented towards creation of competitive business environment, encouragement to adopt the best management techniques and organizational structures and improvement of well-functioning capital, product and labor markets. [ABSTRACT FROM AUTHOR]

Copyright of International Dialogue: East-West is the property of International Center for Slavic Education- Sveti Nikole and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Research Summary: This article investigates how job seekers' perceptions of an employer's formal hierarchy affect the size and gender composition of its applicant pool. Building on the literature on gendered organizations and organizational design, we develop opposing perspectives on these relationships. To arbitrate between these perspectives, we first conduct a field experiment in partnership with a hiring firm. We find that featuring a flatter hierarchy in recruiting materials does not significantly affect the size of the applicant pool, but significantly decreases women's representation within it. Our follow‐up survey experiment identifies several potential mechanisms (e.g., perceptions of career progression, informality, workload, and fit). Our findings imply that firms' growing tendency to adopt flatter hierarchies could inadvertently undermine efforts to attract a greater proportion of women applicants. Managerial Summary: Using a pair of labor market experiments, this study finds that characterizing a hiring firm's hierarchy as "flatter" with fewer management levels reduces women's representation in the applicant pool. We show that this decrease in the share of women applicants is likely driven by the fact that women, compared to men, perceive flatter hierarchies as more likely to present difficulties in fitting in, burden them with more work, and provide fewer opportunities for career progression. These findings suggest that, to mitigate workplace gender segregation, organizations with flatter structures may benefit from de‐emphasizing their organizational hierarchies in recruitment efforts. Moreover, companies should consider how their organizational attributes contribute to fostering a more inclusive work environment. [ABSTRACT FROM AUTHOR]

Public teachers in Japan are subjected to a compulsory rotation system where the prefectural board of education governs their entire career paths. Past research has written of the macro- and micro-level impacts of rotation systems, including Japanese teacher rotation, but this paper, based on years of working in and observing Japanese schools, is the first study in English to offer a detailed examination of how the system functions, revealing how informal and formal organizational structure work in concert to facilitate teacher rotation in Japan. [ABSTRACT FROM AUTHOR]

This paper examines the labor-market incorporation of minority women. Industrial transformations and the expansion of service and retail have increased women's labor-market participation, but there remains a large variation between minority women groups, where multiple boundaries may hinder labor-market integration. Past research has explored the role of formal labor-market intermediates in overcoming social boundaries. But a precondition for labor-market intermediation is that majority employers perceive minorities as potential workers and minorities perceive the majority as potential employers. In this paper, we expand the concept of labor-market intermediation to include the social construction of groups as legitimate economic actors, and examine the role of organizational structures in this social construction. Using a comparative analysis of two Jewish malls and nearby shopping streets, and based on 190 interviews with various actors, we show that while supply of workers and demand for work are necessary factors, they are not sufficient for explaining the incorporation of Palestinian women into retail labor markets. Instead, we point to the unintended effect of the globally themed organization of the shopping malls on the erosion of social boundaries and the formation of consumption relations between Israeli-Palestinian women and Jewish employers, which turned into employment relations. [ABSTRACT FROM PUBLISHER]

The technology development of society has a strong impact on the labor market. The use of artificial intelligence leads to changes in the requirements for occupying certain professions, the elimination of same positions, as well as the appearance of new professions. This necessitates changes in the organizational structure and job design. Also changing are the requirements for employees who must acquire new knowledge and develop skills to be able to occupy certain professions. The turbulent business environment also requires organizations to be able to identify emerging trends and quickly respond to these new demands in order to stay in the market. It is here that to stay “in the game” analysis is needed, which projects future trends using artificial intelligence. [ABSTRACT FROM AUTHOR]

Does the public hold government to a higher standard than private for-profit and nonprofit organizations? Building upon behavioral public administration work on blame attribution, we also examine the role of functional responsibility and causal responsibility. We conduct a timely experiment to examine who the public blames for the death of nursing home residents due to a coronavirus outbreak. We vary two conditions: the presence of a staffing shortage and the sector of the nursing home. Regardless of sector, we find the public attributes greater blame to the management, the superintendent and board, and less blame to staff in the case of a staffing shortage. We find no evidence of anti-public sector bias for levels of blame. Findings illustrate how messaging about a shortage, a functional responsibility of management, shifts blame up the organizational hierarchy. Findings highlight the need for organizational capacity to cope with crises and accountability to ensure social equity. [ABSTRACT FROM AUTHOR]

We study optimal promotion decisions of hierarchical firms, with one junior and one senior managerial position, which interact in a search and matching labour market. Workers acquire experience over time while being employed in a junior position and the firm has to determine the experience level at which the worker receives a promotion which allows her to fill a senior position. Promoted workers move to the senior position in their current firm, if it is vacant, otherwise they search for senior positions on the market. The promotion cut‐offs of the competing firms exhibit strategic complementarity, but we show that generically a unique stable symmetric general equilibrium exists. We find that stronger competition among firms leads to later (earlier) promotions if the initial number of firms is small (large) giving rise to an inverse U‐shape relationship. In the presence of two skill groups, stronger competition among firms reduces the importance of skill differences, so the gap in wages and promotion times decreases with the number of firms. The model is compatible with empirical evidence that high‐skill workers are promoted faster than the low‐skilled and that internal promotions are more frequent than cross‐firm moves to a higher hierarchical position. [ABSTRACT FROM AUTHOR]

In this paper, we call for renewed attention to the structure and structuring of work within and between organizations. We argue that a multilevel approach, with jobs as a core analytic construct, is a way to draw connections among economic sociology, organizational sociology, the sociology of work and occupations, labor studies and stratification and address the important problems of both increasing inequality and declining economic productivity. [ABSTRACT FROM AUTHOR]

Copyright of ifo Dresden Berichtet: Ueber Konjunktur, Struktur, Wirtschaftspolitik is the property of ifo Institute for Economic Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Health workforce cohort studies are uncommon in low-and middle-income countries (LMICs), especially those in sub-Saharan Africa. Describe the methodology and lessons learned from establishing and maintaining the WiSDOM (Wits longitudinal Study to Determine the Operation of the labour Market among its health professional graduates) health professional cohort study in South Africa. WiSDOM is a prospective longitudinal cohort study that commenced in 2017. The cohort focuses on the eight professional groups of clinical associates, dentists, doctors, nurses, occupational therapists, oral hygienists, pharmacists and physiotherapists. Annual, electronic follow-up surveys have been conducted in 2018, 2019 and 2020 with informed consent. Key steps in establishing the WiSDOM cohort include consultation, communication and marketing, stakeholder feedback, resources and infrastructure. Retention strategies consist of an electronic database, detailed cohort contact information, cohort engagement, communication and feedback, short survey tools, and appropriate incentives. We obtained an overall response rate of 89.5% at baseline in 2017, 79.6% in 2018, 68.3% in 2019 and 72.8% in 2020. The largest decline in response rates is for medical doctors: 66.0% response rate in 2018, 53.2% in 2019 and 58.2% in 2020. However, for each of the three follow-up surveys, we have obtained response rates in excess of 80% for clinical associates, dentists, nurses, oral hygienists, pharmacists and physiotherapists. Since baseline, the outright refusals have remained very low at 4.7%. The multiple logistic regression analysis showed that self-identified race was the only significant socio-demographic difference between medical doctor respondents and non-respondents. Black African doctors and Indian doctors were 2.0 and 2.6 times more likely respectively to respond than White doctors (p < 0.05). Other LMICs can learn from WiSDOM's lessons of establishing and maintaining a health professional cohort that aims to generate new knowledge for health system transformation. [ABSTRACT FROM AUTHOR]

Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study is to find out whether there is a verifiable correlation between the individuals' employee commitment dimensions (affective, continuance, normative, professional and deliberate) and the personal characteristics of these employees. Our research was carried out among the employees of 56 organizations based in Hungary. Organizations were selected by snowball method. A total of 1731 questionnaires were processed, besides descriptive statistical methods we have used variance analysis. We have found significant correlations between the ages of employees and the level of affective, continuance, normative and professional commitment as well, by age-grouping and wage-grouping too. The results show that the first communication mode also has a significant impact on these four commitment dimensions, and all of the commitment dimensions had a higher level among employees who was enquired by the organization (the direction of the first communication is from the organization to the employee). [ABSTRACT FROM AUTHOR]

If public health is the field that diagnoses and strives to cure social ills, then understanding political causes and cures for health problems should be an intrinsic part of the field. In this article, we argue that there is no support for the simple and common, implicit model of politics in which scientific evidence plus political will produces healthy policies. Efforts to improve the translation of evidence into policy such as knowledge transfer work only under certain circumstances. These circumstances are frequently political, and to be understood through systematic inquiry into basic features of the political economy such as institutions, partisanship and the organization of labour markets. [ABSTRACT FROM AUTHOR]

The principal aim of this article is the analysis of qualitative changes of labour market in the Republic of Moldova. The study includes the analysis of education level of employed labour force and unemployed for the period 2000-2015, the change in labour force as the national level, and in the main age groups, by education level, including professional education and without. The conclusion about the improving the quality of labour force due to the increasing the education level that will contribute the competitiveness of labour force and minimize the negative effects of an ageing labour force in labour market. [ABSTRACT FROM AUTHOR]

During the last three decades, most developed countries have experienced increasing income inequality. Using Danish register data from 1992 to 2007 for all private-sector employees, we confirm that income inequality has increased in Denmark. We also observe an increase in the relative employment of highly educated individuals, as well as differential income growth rates across employee subgroups where, in particular, managers experienced significant real income progression. We use an equilibrium search framework with on-the-job search to study the interplay between skill-upgrading, management compensation, and income inequality. In this model we can determine the management and education premia. We can also show that when our model is exposed to skill-upgrading, it is capable of producing income dynamics similar to those observed in the Danish income distribution. ( JEL J3, J6, M5) [ABSTRACT FROM AUTHOR]

Copyright of Politics & Policy is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The end of the 2007-2013 programming period requires a detailed analysis of the effects that the implementation of European-funded projects has had on the allocation of resources and on the structure of production. Since labour is considered to be a mobile factor of production, interconnected within the structure of production, any intervention that modifies its structure will have long term effects on economic growth. Thus, in the current article, the evolution of the quantitative and qualitative indicators regarding the impact of the Sectorial Operational Programme Human Resource Development will be analysed, the main objective being the assessment of the magnitude of its effects on the structure of the labour market. [ABSTRACT FROM AUTHOR]

China’s recent efforts in extending social protection resonate with the goals of the Social Protection Floor, even if Chinese policy-makers have not explicitly incorporated the Floor in the reform process. However, as this review of developments in the fields of social assistance, unemployment insurance, pensions, and health insurance suggests, major challenges persist, namely inadequate and declining benefit levels, funding issues, and fragmentation of the system, which to some degree have perpetuated existing inequalities. These challenges reflect a strong institutional heritage from the pre-reform era, which poses the biggest obstacle to the development of a coherent national social protection system. [ABSTRACT FROM PUBLISHER]