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We document the size and scope of the industry of for‐profit vendors that now handles a considerable proportion of human resource tasks for individual US employers, a collection we describe as the human capital industry. Outsourcing these tasks changes how the human resources function is executed in ways we describe below. This change should matter to researchers if they are interested in choosing topics that have relevance, and it should also matter to teachers of human resources who want to present an accurate description of practice to students. Aside from the now remarkable size of the HR industry, arguably its most important attribute is its marketing efforts, which now drive the agenda for the field of HR. A concern about that agenda is that it often creates the perception of challenges for management when in practice no evidence of those challenges exists. [ABSTRACT FROM AUTHOR]

Most minimum wage studies are identified on small, plentiful, mostly expected wage changes, spread out over time. A recent set of changes have instead been large, rapid, and unexpected, following the "Fight for $15" movement. Alberta is the first North American province, state, or territory to have this $15 minimum wage, with an unexpectedly large increase (47%) occurring over a short time horizon (3 years). The employment effects of this policy are estimated using a synthetic control approach on Labour Force Survey data. Similar to the existing literature, workers moved up the wage distribution, increment by increment, but with a higher distributional reach. Employment losses occurred at similar elasticities, but with large level changes, mostly among younger workers. Newer to the literature, regional employment losses were found in four of the five non-urban economic regions, but not in Alberta's two main cities, showing the significance and nuance of regional heterogeneity. [ABSTRACT FROM AUTHOR]

This paper empirically studies the implications of attractive government jobs for labour market. Exploiting an age ceiling policy that sets the age limit for eligibility for public employment at age 30, the study finds that the likelihood of private sector employment is about five percentage points higher for ineligible than eligible at the cutoff age of 30, mainly driven by females, particularly after doubling the public service salaries. The increase in employment after expiring the eligibility for government jobs is explained by increasing labour force participation rather than declining unemployment. During the eligibility period, candidates repeatedly try for government jobs and delay the pursuit of other opportunities, incurring substantial monetary expenses, time costs, and opportunity costs of time. At the same time, there is some evidence that public sector exam preparation gives rise to brain gain. While several papers studied this phenomenon theoretically, this study contributes by providing empirical evidence. The data for this study was drawn from population censuses and labour force surveys for the period 1991–2017 and a primary survey conducted online for this study in Bangladesh, and labour force surveys of India for 2011–2012, 2017–2018, and 2019–2020. [ABSTRACT FROM AUTHOR]

• The past developments in cystic fibrosis (CF) treatment warrant a long-term description of the societal impact of the disease. Understanding how societal impact of CF has developed is important to inform health policies to prevent inequalities and secure the right to equal opportunities in life. • The present study describes the development in key socioeconomic factors across 30 years in people living with CF (pwCF) in Denmark, compared with the general population and an early onset chronic disease population. • The educational level of pwCF was similar to the two comparator cohorts indicating successful mitigation of negative effects. However, pwCF were less often in employment and more often permanently outside the labor force than the comparator cohorts. • PwCF had similar or higher personal or household income than the comparator cohorts. • The societal profile of the CF cohort and the comparator cohorts became more alike during the study period. Past and ongoing advancements in cystic fibrosis (CF) care warrant long-term analysis of the societal impact of the condition. This study aims to evaluate changes in key socioeconomic factors across three decades among people living with CF (pwCF), compared with both the general population and an early-onset chronic disease population. This nationwide, registry-based, matched cohort study included all pwCF ≥ 18 years in Denmark in the years 1990, 2000, 2010, and 2018. Each person living with CF was matched to five individuals in the general population and five individuals living with type 1 diabetes or juvenile arthritis based on age, sex, and municipality. The Danish adult CF population increased nearly fourfold from 88 in 1990 to 331 in 2018, and mean age increased by ten years. The educational level of pwCF was similar to the two comparator cohorts, while pwCF were less often in employment and more often permanently outside the labor force. Personal and household income levels of the CF cohort were higher than those of the comparator cohorts. The disadvantage in employment for pwCF remained, but, over time, the societal profiles of the one-year CF cohorts increasingly converged with those of the comparator cohorts, indicative of improved clinical management, extended life expectancy, and the supportive role of the Danish welfare system in reducing health inequalities. Further research should be done to evaluate the effects of the newly introduced modulator therapies on employment, considering the broader societal impact and impact on quality of life. [ABSTRACT FROM AUTHOR]

Unmet health-related social needs contribute to high morbidity and poor population health. Improving social conditions are likely to reduce health disparities and improve the health of the overall U.S. population. The primary objective of this article is to describe an innovative workforce model, called Regional Health Connectors (RHCs), and how they address health-related social needs in Colorado. This is a program evaluation that analyzed field notes and interview data from 2021-2022. We applied our findings to the framework developed by the National Academies of Sciences, Engineering, and Medicine's (NASEM's) report on strengthening social care integration into health care (2019). We found that RHCs address the following health-related social needs most commonly: food insecurity (n = 18 of 21 regions or 85% of all regions), housing (n = 17 or 81% of all regions), transportation (n = 11 or 52% of all regions), employment opportunities (n = 10 or 48% of all regions), and income/financial assistance (n = 11 or 52% of all regions). RHCs interacted across many sectors to address health-related social needs and provided multiple types of support to primary care practices at the organizational level. Examples of emerging impact of RHCs are described and mapped onto the NASEM framework. Findings from this program evaluation add to the growing landscape of knowledge and importance of detecting and addressing health-related social needs. We conclude that RHCs are a unique and emerging workforce that addresses multiple domains needed to integrate social care into health care. [ABSTRACT FROM AUTHOR]

This article presents a comparative analysis of multiple jobholding and non-standard employment among young people in EU-28 member states. This work contributes to the understanding of multiple jobholding among youth by connecting the empirical work to the issues of labour market flexibilisation in Europe. The database used is the European Union Labour Force Survey for 2019. Non-standard forms of employment have a positive effect on the likelihood of secondary jobholding, especially part-time work. There is a high rate of multiple jobholding in Nordic countries, whereas it is low in Mediterranean, Central and Eastern European countries, where the time spent in second jobs is high. Finally, there are statistically significant differences in the propensity toward multiple jobholding according to level of education, gender, age, and country of birth, while there is no noticeable effect of over-qualification, although there is on the search for another job. [ABSTRACT FROM AUTHOR]

Although short-term rental platforms (e.g. Airbnb) are often not considered labour platforms, their suppliers must contend with demands on labour structured by the platforms. Using Lefebvre's rhythmanalysis, this article examines the spatio-temporal dynamics of cleaning labour for STR platforms through the experiences of student-migrant-workers in Montreal between 2017 and 2020. I argue that yield-focused STR operators (i.e. owner-operators and managers) encounter spatio-temporal friction (or arrhythmia) in their efforts to outsource STR cleaning labour, but some labour intermediaries have responded with strategies to bring this conflict into harmony (eurhythmia) by incorporating the lives and labour of student-migrant-workers. At once limited in their employment options and not exclusively dependent on this work, student-migrant-workers illustrate characteristics that these intermediaries require of the workers they assemble and the flexible labour force upon which STR platforms depend. Rather than replacing labour intermediaries, online platforms have created new spatio-temporal dynamics for labour and new opportunities for those who profit from assembling the labour forces that address them. [ABSTRACT FROM AUTHOR]

Aim: To explore the benefits and challenges of a recently introduced Registered Undergraduate Student of Nursing workforce from the perspective of Nurses and Registered Undergraduate Students of Nursing, in a major metropolitan hospital in Australia in 2020. Design: A qualitative descriptive study was undertaken using individual interviews and focus groups. Methods: Purposively selected employed Registered Undergraduate Students of Nursing and nurses who worked with them were interviewed, using a semi‐structured format. Recordings were transcribed and coded using NVivo software. Reflexive thematic analysis using an inductive approach was undertaken. Results: Four major themes were revealed: (i) Navigating the programme, (ii) Belonging and integration; (iii) Patient care; and (iv) Continuing Development. Initial challenges were common, often related to clarifying the scope of practice for the new role. Ongoing issues were associated with gaps in understanding the role and lack of integration into the team. Mostly, nurses and Registered Undergraduate Students of Nursing built positive, professional relationships. Nurses valued the Registered Undergraduate Student of Nursing knowledge and skill level, reporting improved workload and work experiences when the Registered Undergraduate Student of Nursing was on shift. Nurses believed that the Registered Undergraduate Students of Nursing enhanced patient care. Registered Undergraduate Students of Nursing described positive, therapeutic relationships with patients. Registered Undergraduate Student of Nursing employment provided opportunities for new learning, leading to increased efficiency and confidence on clinical placement. Conclusions: This employment model benefited the Registered Undergraduate Students of Nursing and nurses who worked with them. In the absence of adequate training and support, challenges remained unresolved and negatively impacted the experience for nurses. In addition to university‐level education and clinical placement, the employment model can create a third space for student learning via on‐the‐job training. The study supports the ongoing employment of student nurses through the Registered Undergraduate Student of Nursing model. Implications for the Profession and/or Patient Care: Impact: This study contributes to the very small body of literature investigating Registered Undergraduate Student of Nursing workforces in Australian hospitals. It is the first to explore the experiences of both nurses and students working together in a major metropolitan setting and also the first in the context of the COVID‐19 pandemic.This study reflected a mostly positive experience for Registered Undergraduate Student of Nursing and the nurses who worked with them and highlighted the importance of adequate oversight and support in the implementation and maintenance of a Registered Undergraduate Student of Nursing workforce.Employed Registered Undergraduate Students of Nursing reported improved confidence, skills, and felt like they started clinical placement at an advantage, ready to step up and learn the Registered Nurse scope of practice.In addition to university‐level education and clinical placement, this employment model creates a third space for learning via on‐the‐job training. Reporting Method: COREQ guidelines were followed in the reporting of this study. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

This study examines the employment and work intentions of Syrian refugee women in the Netherlands. While earlier studies showed that refugee women have dramatically low labor force participation rates, it remains poorly understood why this is the case. In this study, we provide new insights, using large-scale, nationally representative data on Syrian refugee women in the Netherlands. Our analyses provide evidence to suggest that beyond human capital characteristics, three gender-specific factors contribute to lower participation rates: discrimination of Muslim women who wear a veil, family constraints and traditional gender role attitudes. Among Syrian unemployed women, we find that wearing a veil or having young children is associated with an inability to work, whereas traditional gender role attitudes are significantly associated with unwillingness to work. [ABSTRACT FROM AUTHOR]

Objective Methods Results Conclusions To examine the association between place of origin and principal place of practice (PPP) of domestic Tasmanian health graduates who received end‐to‐end training with the University of Tasmania (UTAS).The 2022 PPP for all UTAS domestic Tasmanian graduates from medicine, nursing, pharmacy, psychology, medical radiation science and paramedicine between 2011 and 2020 was identified using the online Australian Health Practitioner Regulation Agency (Ahpra) registration database. The graduate's place of origin (home address at the time of course application), together with their 2022 PPP, was described using the Modified Monash Model (MM) classification system of remoteness. Data were analysed using STATA.Over the 10‐year period, 4079 domestic Tasmanians graduated from health courses at UTAS, of which 3850 (94.4%) were matched to an Australian PPP. In all, 78.3% of graduates were working in Tasmania, while the remainder (21.7%) were employed interstate. Of those with a Tasmanian PPP, 81.4% were working in a regional setting (MM2), while 77.6% of interstate employed graduates recorded a metropolitan (MM1) PPP. Rural place of origin (MM3‐7) was associated with rural employment (MM3‐7) in both Tasmania (OR, 37.08; 95% CI 29.01–47.39, p < 0.001), and on the Australian mainland (OR, 21.4; 95% CI 17.4–26.3, p < 0.001).Most domestic Tasmanian origin UTAS health graduates contribute to the state's health workforce after qualifying. Further research is needed to explore PPP over time and to understand why some graduates are motivated to seek employment on the Australian mainland and in particular, metropolitan cities. [ABSTRACT FROM AUTHOR]

This study explores the employment experiences of care leavers in China, addressing a gap in understanding their transition into the workforce. Through qualitative interviews with 19 participants, five distinct work pathways were identified: (i) placement approach – typical, (ii) placement approach – typical plus, (iii) self-job-searching approach – typical, (iv) self-job-searching approach – typical plus, and (v) self-job-searching approach – typical ‘on the way.’ The findings highlight care leavers’ proactive roles in navigating their employment journeys, yet also reveal challenges such as educational setbacks, insufficient work skills, lack of support, and societal discrimination, particularly against those with physical impairments. Enhanced support systems are essential. [ABSTRACT FROM AUTHOR]

Introduction: Emergency medicine (EM) was recognized as a specialty in Israel in 1999. Fifty-nine of the 234 (25%) attending physicians working in emergency departments (ED) nationwide in 2002 were boardcertified emergency physicians (EP). A 2012 study revealed that 123/270 (45%) of ED attendings were EPs, and that there were 71 EM residents. The EPs primarily worked midweek morning shifts, leaving the EDs mostly staffed by other specialties. Our objective in this study was to re-evaluate the EP workforce in Israeli EDs and their employment status and satisfaction 10 years after the last study, which was conducted in 2012. Methods: We performed a three-part, prospective cross-sectional study: 1) a survey, sent to all EDs in Israel, to assess the numbers, level of training, and specialties of physicians working in EDs; 2) an anonymous questionnaire, sent to EPs in Israel, to assess their demographics, training, employment, and work satisfaction; and 3) interviews of a convenience sample of EPs analyzed by a thematic approach. Results: There were 266 board-certified EPs, 141 (53%) of whom were employed in EDs full-time or part-time. Sixty-two non-EPs also worked in EDs. The EPs were present in the EDs primarily during weekday morning shifts. There were 273 EM residents nationwide. A total of 101 questionnaires were completed and revealed that EPs working part-time in the ED worked fewer hours, received higher salaries, and had more years of experience compared to EPs working full time or not working in the ED. Satisfaction correlated only with working part time. Meaningful work, diversity, and rewarding relationships with patients and colleagues were major positive reasons for working in the ED. Feeling undervalued, carrying a heavy caseload, and having complicated relationships with other hospital departments were reasons against working in the ED. Conclusion: Our study findings showed an increase in the number of trained and in-training EPs, and a decrease in the percentage of board-certified EPs who persevere in the EDs. Emergency medicine in Israel is at a crossroads: more physicians are choosing EM than a decade ago, but retention of boardcertified EPs is a major concern, as it is worldwide. We recommend taking measures to maintain trained and experienced EPs working in the ED by allowing part-time ED positions, introducing dedicated academic time, and diversifying EP roles, functioning, and work routine. [ABSTRACT FROM AUTHOR]

Objectives: A need persists for graduates with public health training in government public health roles; however, earnings for these positions tend to be lower when compared with earnings for people with undergraduate or graduate training who are working in other sectors, such as private health care or pharmaceuticals. This study assessed federal student loan debt associated with education for public health, with an aim to quantify the need that may be met through the federal Public Health Workforce Loan Repayment Program (PHWLRP), which is one tool that policy makers have proposed to incentivize people with public health training to pursue employment in government public health. Methods: We analyzed federal student loan data provided by the National Center for Education Statistics College Scorecard for the 2018-2019 academic year. We merged these data with the Integrated Postsecondary Education Data System to estimate the number of degrees awarded. We used Spearman rank correlation to compare associations between debt and annual earnings by award level (bachelor's, master's, and doctoral degrees). Results: Across all award levels, the median level of federal student loan debt associated with education for public health was $33 366. The median annual earnings 1 year after graduation were $80 687 for graduates with doctoral degrees and $33 279 for graduates with bachelor's degrees. Conclusions: As policy makers attempt to strengthen the public health workforce with a focus on funding and implementing the PHWLRP, the existing levels of student debt should be considered to ensure that programs such as the PHWLRP are funded and reflect the needs of graduates and government public health employers. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has severely impacted employment worldwide, mainly due to social distancing measures – hard lockdowns especially. Using difference-in-differences (DiD) analysis on Philippine Labor Force Survey (LFS) data, which exploits (1) the preemptive and selective application of a hard lockdown within the country; and (2) the conduct of the LFS coinciding with the imposition of the hard lockdown in April 2020, this study finds that the hard lockdown has a significant impact on employment apart from the general impact of the pandemic. The hard lockdown's effect falls mainly on the intensive margin (weekly hours worked) rather than on the extensive margin (number of employed) per se. While employment and hours worked were generally down during the pandemic, the hard lockdown reduced weekly hours worked by an additional 18 hours. The most heavily affected workers are young male workers with low to medium educational attainment levels; and workers in sectors with low telework potential: Manufacturing, Construction, and Transportation. These results may inform the scope and form of government assistance given the limited fiscal space; and highlight the importance of developing digital skills and technologies to minimize the adverse employment impacts of hard lockdowns. [ABSTRACT FROM AUTHOR]

In response to an international focus on Early Childhood Education and Care (ECEC), Spanish scholars have recently started to explore the participation of early years practitioners in their educational organisations and their views on working conditions. However, a comprehensive review of the current challenges experienced by the Under 3 s early years educators and the examination of the imbalances in workforce policy and working conditions on literature, has thus far not been conducted. Three themes are identified related to the professional developmental path within the school settings that the Spanish ECEC educators follow. The first relates to the educators' initial ECEC education and training, who the staff caring for this age group are, and how prepared they are. The second is linked to the ECEC programs available for children from birth until they reach three years, and how and where the inclusive programs are delivered to this age group, as well as the early years educators' working conditions and the impact of the professional roles. Whereas the third relates to in-service professional development derived from interaction and collective learning. The article concludes with suggestions on how the practitioners' professional development could operationalise policy requirements in order to achieve more inclusive and child-centred learning. [ABSTRACT FROM AUTHOR]

Evidence reveals that disabled people face discrimination during the hiring process. Nonetheless, knowledge is scarce about how employers and disabled applicants relate to the phenomenon of disability in job interviews. This article explores the understandings of disability emerging from actual job interviews for a company with an expressed diversity policy. By combining the analytical concepts of 'dialogism' and 'staring', the article illustrates the tendency to use an individualised understanding of disability, thus blocking affirmative understanding and the candidates' limited agency to perform the role of 'staree' in the job interview setting (i.e. advocating for disability as an asset). To facilitate more inclusive hiring practices, employers could explicitly link the diversity statements in their job listings to their inclusion policies in practice to show their concern about staff diversity and work-life inclusion to their candidates. Disabled people are known to face discrimination during the job hiring process. This article shows that even inclusive employers may use a person-deficit approach when talking to disabled applicants in a job interview. Educators and employment service providers should educate employers on the different understandings that exist about disability to foster inclusive dialogues and work environments. Educators and social workers should support disabled job seekers, as they strive to achieve self-awareness and build self-advocacy skills, which would enable them to inform potential employers about the assets of disability. [ABSTRACT FROM AUTHOR]

BACKGROUND: Approximately half of people with vision impairments are not employed or looking for work. Many of these people have additional health or disability concerns, but little is known about those concerns or other reasons they are out of the workforce. OBJECTIVE: We investigated employment barriers impacting labor force participation among people with vision impairments, their perceptions of their skills and training needs, and the impact of not working on their economic status. METHODS: Thirty people with vision impairments who were not in the labor force participated in exploratory interviews conducted using a semi-structured protocol. We used a qualitative software program and multiple researchers to code the interviews, identify and analyze themes, and organize participants' information. RESULTS: Employment barriers included concerns about health and disability, employer attitudes, transportation, training needs, economics, age, and lack of support. Some participants wanted to work now or in the past but were unable to find employment that accommodated their needs and generated a salary that made it economically worthwhile. CONCLUSION: Participants appear to need assistance identifying career paths leading to economic security, training for these careers, locating affordable transportation, and working with employers to gain workplace accommodations. Providing support and encouraging family support may positively influence interest in employment. [ABSTRACT FROM AUTHOR]

Non-timber forest products (NTFPs) have been shown to play an important role in the livelihoods of rural communities, especially when experiencing an economic shock. However, their role at the macro-level is less understood. This paper assembled unique data from 24 countries and determined the contribution of NTFPs to employment and the effect of weather shocks on employment in NTFPs. Results show that NTFPs contribute about 0.03% to national employment and make up about 2% of the total agriculture sector labour force. Weather shocks (droughts and floods) increase the number of people employed in NTFPs by more than 16,000 workers per year, which is about 0.8% of the total agriculture labour force, and this effect is increasing in forest size. We contribute to the literature on the role of forests and NTFPs in employment creation at the national level. [ABSTRACT FROM AUTHOR]

Longstanding evidence in Middle East and North Africa (MENA) countries shows a high prevalence of unemployment and informality among a large fraction of population, and at the same time gender disparities in labour force participation and occupational mobility. Why is there such persistent labour‐market segmentation? What is the impact and potential of various formalisation policies? An overview of the informal economy across three middle‐income MENA countries (Egypt, Jordan and Tunisia) is provided with respect to taxonomy, coverage and drivers. Transition matrices and multinomial logistic regressions are applied to longitudinal microdata from Labour‐Market Panel Surveys, focusing on workers' occupational mobility in relation to their previous status, age cohort, gender and other demographics. Persistent segmentation and low occupational mobility in all countries suggest that informal employment is not driven by choice on the labour supply side but by structural constraints on the demand side. Existing formalisation policies based on distinct stick and carrot strategies, and targeting of existing businesses and workers achieve rather modest impacts. One recommendation to supplement policies for decent jobs creation is to promote social and solidarity enterprises and extend microfinance to informal enterprises. [ABSTRACT FROM AUTHOR]

Background: Physician assistants/associates (PAs) provide services in diverse medical specialties globally, including psychiatry. While health professionals in psychiatry have been described for many years, little is known about PAs practicing in this discipline. Methods: We describe US PAs practicing in psychiatry using robust national data from the National Commission on Certification of Physician Assistants (NCCPA). Analyses included descriptive and inferential statistics comparing PAs in psychiatry to PAs in all other medical and surgical specialties. Results: The percentage of PAs practicing in psychiatry has increased from 1.1% (n = 630) in 2013 to 2.0% (n = 2 262) in 2021. PAs in psychiatry differed from PAs practicing in all other specialties in the following: they identified predominately as female (71.4% vs. 69.1%; p = 0.016), were more racially diverse (Asian [6.6% vs. 6.0%], Black/African American [5.5% vs. 3.4%], multi-race [2.8% vs. 2.1%], and other races [Native Hawaiian/Pacific Islander, American Indian/Alaska Native, or other; 3.7% vs. 3.6%]; p < 0.001), and resided in the South (43.8% vs. 34.1%; p < 0.001). PAs in psychiatry vs. all other specialties were more likely to work in office-based private practice settings (41.6% vs. 37.3%; p < 0.001) and nearly twice as likely to provide telemedicine services for their patients (62.7% vs. 32.9%; p < 0.001). While one-third (31.9%) of PAs in psychiatry experienced one or more burnout symptoms, and 8.1% considered changing their current position, the vast majority of PAs in psychiatry (86.0%) were satisfied with their position. Conclusions: Understanding the attributes of PAs in psychiatry is essential in medical labor supply and demand research. Our findings suggest that the number of PAs working in psychiatry is steadily increasing. These PAs were predominantly female, exhibited greater racial diversity, and were primarily located in the South and Midwest regions of the US. A striking difference was that PAs in psychiatry were almost twice as likely to provide telemedicine services for their patients. Although nearly a third of PAs in psychiatry acknowledged having one or more symptoms of burnout, few were considering changing their employment, and the vast majority reported high job satisfaction. [ABSTRACT FROM AUTHOR]

Understanding diversity is the foundation for progress on inclusion. Diversity covers a wide range of characteristics, not just gender. Does the training meet the current needs of the workplace? What role does gender discrimination play in the chemical workforce? To what extent are partners treated equally when caring for a family member? Three Employment Surveys for European Chemists (ESEC1 – ESEC3) were conducted between 2013 and 2020. The online questionnaires were open to chemists from all countries. 9747 responses were collected for all three surveys together. The reports for ESEC1 and ESEC2 are freely available.[1,2] The questionnaires from ESEC1 to ESEC3 were continuously adapted to reflect the latest discussions in our societies, for example diversity, which was specifically addressed in ESEC3. The results are reported here. The Royal Society of Chemistry asked similar questions.[3] Graduates from the last 15 years are particularly important for two reasons. They are the largest group of ESEC participants, with 59 % of the responses, and they represent the labour market with the greatest future prospects. Their situation is of particular importance for real decisions about the chemistry labour market. For this reason, the current report focuses exclusively on graduates of the last 15 years. [ABSTRACT FROM AUTHOR]

As an outreach recruitment endeavor, a hospital system and an affiliated college of nursing collaborated to host an immersive nursing learning experience for diverse high school participants. The program included hospital tours, speakers, educational games, and wellness activities to promote pursual of nursing as a future career path. The authors describe details of the development of the program, lessons learned, program outcomes, and implications for future programs and applicability in different settings. [ABSTRACT FROM AUTHOR]

Employment and earnings instability is common, particularly among low-income families, and can interfere with child-care arrangements. Child-care subsidies are designed to support parents' labor force participation and earnings, but the subsidy program's reach is limited, and enrollment may be hindered by changes in parents' employment or income; in turn, changes in child-care subsidy participation may lead to changes in parents' employment status, hours, or earnings. This study uses longitudinal administrative data from 2016 to 2019 on quarterly employment and earnings and child-care subsidy program participation from Virginia to examine associations between household subsidy receipt and parents' earnings and employment outcomes. Parental employment and earnings increased in the quarters following initial subsidy receipt, which then became stable. Among working parents, we find increased job and earnings stability in the quarters of subsidy receipt but increased multiple jobholding. Findings highlight the importance of child-care subsidies for the employment outcomes of low-income families. [ABSTRACT FROM AUTHOR]

Background: Nutrition science graduates contribute to the nutrition workforce by bringing specialist knowledge and skills needed to address future food challenges. This study aims to provide a snapshot of the current employment landscape for nutrition science graduates in Australia and how well their degrees prepare them for employment. Method: A cross‐sectional survey of Australian tertiary nutrition graduates was conducted to explore tertiary training, employment pathways and their perceived preparedness for practice. Results: This study included a final sample of 119 graduates from 17 Australian tertiary institutions. Almost two‐thirds of respondents had completed further training. Most graduates (77%, n = 91) had worked in a food, nutrition science or health‐related role after their degree; the most frequently cited employment settings were government or public health organisations; research, not‐for‐profit or nongovernment organisations; and the food industry. Work‐integrated learning was identified as a key predictor of graduates working in a role that differed from their expectations as a student. The skill categories developed during nutrition training that were most valued in the workplace included nutrition and scientific knowledge, and professional and communication skills. Conclusions: This study offers first insights into the current employment landscape for nutrition graduates across Australia. Findings show that current nutrition science professionals are highly qualified and prepared to navigate the evolving demands of nutrition practice. Regular review of graduate employment will inform nutrition science curriculum to enable graduates to be well equipped in the face of dynamic practice settings. Key points: The employment landscape and preparedness experienced by current Australian nutrition science graduates has not previously been examined at a national level.This study presents data from graduates representing 17 Australian tertiary institutions, who report employment in various settings, with almost two‐thirds pursuing further postgraduate studies.Graduates report valuing work‐integrated learning and highlight scientific knowledge, professionalism and communication as key development skills relevant for their nutrition employment. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to examine the long-term influence of having a child at risk of different developmental delays (communication, mobility, self-care, relating, learning, coping, or behaving) on parental labor force participation as the child grows. Method: A retrospective cohort was conducted using data from the Longitudinal Study of Australian Children survey, Waves 1–8 covering birth to 15 years of age of children. Multivariable logistic regressions were used to explore the odds ratio of mothers being out of the labor force at different children's ages. Cox proportional hazards models were utilized to identify the 'risk' of mothers returning to the workforce after leaving. All models were adjusted for the mother's age, education attainment, and employment status at time of birth, as well as marital status at the current wave. Results: There were 5,107 records of children, and 266 of them were at risk of any developmental delays at age 4–5 years. This sample represents 243, 026 children born in Australia in 2003/04. After adjusting for potential confounders, mothers of children at risk of each type of developmental delay (except mobility and self-care) had greater odds of being out of, and not returning to the labor force from children aged 2–3 to 14–15 years, when compared to mothers of children who are not at risk of developmental delays. Similar differences were found for fathers but were distinctly small and with narrower fluctuations, compared to mothers. Conclusion: Policies and programs funded by the government are greatly needed to support the mothers of children at risk of developmental delays. Significance: What is already known: Maternal labour force participation has been negatively affected by having a child with chronic health conditions, whereas paternal labour force participation is not significantly influenced. What this paper adds: Having a child at risk of developmental delays negatively influenced maternal and paternal labour force participation, where the influence on fathers was distinctly small and with narrower fluctuations during the 14 to 15 years of follow-up. [ABSTRACT FROM AUTHOR]

This paper examines Egypt's labor market transition dynamics post-Arab Spring based on the two most recent rounds of the Egypt Labor Market Panel Survey conducted in 2012 and 2018. In addition to providing disaggregated level analysis by examining labor market transitions by gender, education, and age groups, our paper provides a cross-country perspective by comparing Egypt's labor market transitions with Jordan's. Regression analyses focusing on transitions to and from the dominant absorbing labor market states in Egypt – public sector employment for both genders, non-participation for women, and the informal sector for men – show that having a post-secondary education is associated with a lower probability of remaining out of the labor force (OLF) for women who were already OLF at baseline, while being married at baseline is found to be a significant predictor for women to stay out of the labor force if they were already so. As for men, the better educated are found to be more likely to secure formal employment, be it in the public or in the private sector, and also more likely to keep their public formal jobs once they secure them. [ABSTRACT FROM AUTHOR]

In the 21st International Conference of Labour Statisticians (ICLS) convened in October 2023, an amendment to the 19th ICLS resolution of 2013 on labour underutilisation statistics was ratified. It introduces refined measures for assessing labour underutilisation, providing nations with updated guidelines for integrating these measures into their statistical frameworks. Notably, it introduces the concept of the potential labour force, which includes individuals not currently employed, who might be disinclined or unable to seek employment due to various constraints. In our study, we specifically address this segment within the Indian female youth population, referring to them as the "missing labour force". Utilising India's official national datasets—the Employment-Unemployment Survey for 2011–12 and the Periodic Labour Force Survey (PLFS) from 2017–18 to 2022–23—we calculate the absolute size of the female youth population comprising the missing (or potential) labour force between 2011–12 and 2022–23. Our analysis delineates the magnitude of this issue, presenting both national and regional dimensions. In 2022–23, approximately 114.6 million females aged 15 to 35, were missing from the labour market, accounting for 48% of the total female youth population in India. Acknowledging the current challenges in the labour market, particularly the high rates of informality and unemployment among female youth, this paper proposes strategic interventions and policy recommendations aimed at integration of the missing female youth labour force into employment sectors. [ABSTRACT FROM AUTHOR]

Despite the prevalence of idiosyncratic deals (i-deals) as an adaptive strategy for the effective management of an increasingly diverse workforce, the drivers of these customized work arrangements and why they enhance mutuality in the employment relationship are not well understood. Drawing on an integration of social cognitive theory and resource-based perspective, we address these interrelated questions by proposing and examining a moderated mediation model of antecedents and outcomes of task and career i-deals. Multi-source and multi-wave data obtained from supervisors and employees in service and manufacturing organizations were used to test our hypothesized relationships. Results of multilevel path analysis reveal that both employee approach motive and supervisor political skill relate to i-deals. Furthermore, high-commitment HR system moderates the relationship between supervisor political skill (but not employee approach motive) and i-deals such that this relationship is stronger when high-commitment HR system is high but not low. Additionally, i-deals relate to service creativity but indirectly through personal skill development suggesting a potential human capital (relative to the predominantly motivational) explanation of the performance implications of i-deals. We discuss the implications of these findings for understanding and enhancing the effectiveness of negotiating and implementing i-deals. [ABSTRACT FROM AUTHOR]

The objective of this work is to predict the impact of technology on employment demand by profession in Spain between 2023 and 2035. The evaluation of this effect involved the comparison of two scenarios: a trend scenario obtained by predicting the evolution of occupations in demand and a technological scenario anticipated in the case of technological progress. To accomplish this goal, a new approach was developed in the present study based on previous research. Thus, we estimated the proportion of jobs likely to be automated using a task-based approach. Each occupation was examined based on its components to determine the degree to which these tasks could be automated. The results suggest that technology may influence job demand but with low percentages (between 3% and 5% for both low- and high-qualified workers) in the long term. However, job losses are greater in absolute difference in low-skilled professions, where a great share of the labor force is engaged. [ABSTRACT FROM AUTHOR]

Although significant research has already been conducted on the intricacies of the criminal record in South Africa and internationally, literature points to a disjuncture between research and policy, especially around topics relating to access to higher education (HE) and admission to professional registration councils by formerly incarcerated students (FIS) with a criminal record. This qualitative case study incorporated a discourse analysis approach to determine the tone of 23 policy documents. In addition, twelve participants were purposefully sampled to share their lived experiences regarding the regulation and reintegration of FIS when applying for admission to HE and professional registration councils and potential employment upon completion of their studies. The findings indicate that the construction of legal documents and application forms allows higher education institutions and professional registration councils to access students' personal data, such as their criminal records. This leads to implementing measures that exclude certain individuals, which in turn obstructs the effective social reintegration of formerly incarcerated individuals into the workforce. The study recommends the implementation of a South African research-based HE policy aimed at addressing the systemic injustices that regulate the simultaneous admission and rejection of FIS when applying to access HE and admission to professional registration councils. [ABSTRACT FROM AUTHOR]

BACKGROUND: Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. OBJECTIVE: This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. METHODS: The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. RESULTS: Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. CONCLUSION: This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning. [ABSTRACT FROM AUTHOR]

Recent research on entrepreneurial failure has started to investigate the impact of failure on entrepreneurs and how this influences their motivation and willingness to engage in subsequent entrepreneurial ventures. We approach this topic from an alternative perspective, focusing on former entrepreneurs seeking to return to paid work and exploring how their experience of venture failure is perceived and appraised by employers in the recruitment process. Such perceptions matter because employers are gatekeepers to the employment market and thus their appraisals influence how easily former entrepreneurs can re-integrate themselves in the paid workforce. We conducted 30 interviews with employers in growing human-capital intensive companies in Sweden, asking these recruiters about their perceptions of former entrepreneurs and how their evaluations affected their hiring decisions. Conceptually, we frame our study using a process model of stigmatization by nuancing this model with fine-grained analyses of employers' perceptions and appraisals of applicants' entrepreneurial failure experiences in the recruitment process. This analysis identifies some of the key conditions that lead employers either to value or devalue an applicant's experience of entrepreneurial failure, further indicating the implications of this finding for entrepreneurs' careers and prospects of gaining paid employment. [ABSTRACT FROM AUTHOR]

While the South African labour market showed some signs of improvement in the 2000s with unemployment rate gradually dropping to as low as 22.7% at the end of 2007, things unfortunately turned downhill in 2009–19 (sometimes referred to as the 'lost decade'). Using the 2009 and 2019 Quarterly Labour Force Survey data, this study derived descriptive statistical estimates on labour force, employment and unemployment; the empirical findings suggested strongly that patterns in the labour market outcomes deteriorated during this decade. Unemployed individuals were largely black Africans and concentrated amongst the less educated individuals. They remained out of work for longer and, on average, spent more time seeking employment. The data also indicated the presence of hysteresis in unemployment. Key ameliorating policies in this scenario are skills development and structural reform in the labour market. The former is difficult to achieve, even in the long-term, while the latter is politically challenging. [ABSTRACT FROM AUTHOR]

Introduction: In the 2023 National Resident Matching Program (NRMP) match, there were 554 unfilled emergency medicine (EM) positions before the Supplemental Offer and Acceptance Program (SOAP). We sought to describe features of EM programs that participated in the match and the association between select program characteristics and unfilled positions. Methods: The primary outcome measures included the proportion of positions filled in relation to state and population density, hospital ownership type, and physician employment model. Secondary outcome measures included comparing program-specific attributes between filled and unfilled programs, including original accreditation type, year of original accreditation, the total number of approved training positions, length of training, urban-rural designation, hospital size by number of beds, resident-to-bed ratio, and the percentage of disproportionate share patients seen. Results: The NRMP Match had 276 unique participating EM programs with 554 unfilled positions. Six states offered 52% of the total NRMP positions available. Five states were associated with two-thirds of the unfilled positions. Public hospitals had a statistically significant higher match rate (88%) when compared to non-profit and for-profit hospitals, which had match rates of 80% and 75%, respectively (P < 0.001). Programs with faculty employed by a health systemhad the highestmatch rate of 87%, followed by clinician partnerships at 79% and private equity groups at 68% (P < 0.001 overall and between all subgroups). Conclusion: The 2023 match in EM saw increased rates in the number of residency positions and programs that did not fill before the SOAP. Public hospitals had higher match rates than for-profit or nonprofit hospitals. Residency programs that employed academic faculty through the hospital or health system were associated with higher match rates. [ABSTRACT FROM AUTHOR]

From 2018–2020, 19 states enacted Medicaid work requirements as a strategy for reducing program enrollment and overall cost. While these requirements were later rescinded, strategies to reduce Medicaid costs are likely to reemerge as states attempt to recover economically from the COVID-19 pandemic. Here, we evaluated the impact of Medicaid work requirements on adults aged > 50, a group that likely faces significant age-related chronic disease burden. Using 2016 Health and Retirement Study data, we evaluated the chronic disease burden of adult Medicaid beneficiaries aged 51–64 years (n = 1460) who would be at risk of losing their Medicaid coverage due to work requirements. We compared Medicaid beneficiaries working <20 hours per week (i.e. those at risk of coverage loss) to those working at least 20 hours per week on eight chronic health conditions, adjusting for demographic characteristics. Among those with chronic health conditions, we also evaluated differences in disease severity based on hours worked per week. Among those working fewer than 20 hours per week, odds of disease were greater for seven of eight chronic conditions, including history of stroke (OR: 5.66; 95% CI: 2.22–14.43) and lung disease (OR: 3.79; 95% CI: 2.10–6.85). Further, those with greater disease severity were likely to work fewer hours. Thus, the introduction of Medicaid work requirements would likely result in coverage loss and lower access to care among older Medicaid beneficiaries with multiple chronic health conditions. [ABSTRACT FROM AUTHOR]

BACKGROUND: Career Pathways initiatives in Vocational Rehabilitation (VR) have emerged as a crucial strategy for enhancing quality employment outcomes among individuals with disabilities. This paper conducts a comprehensive examination of the integration of Career Pathways within VR, emphasizing its significance in aligning vocational goals with evolving labor market demands. OBJECTIVE: Drawing from the innovative Career Pathways initiatives introduced by the Rehabilitation Services Administration (RSA), this paper addresses the RSA Career Pathways Demonstration Initiatives from 2015 to 2019 alongside the ongoing Disability Innovation Fund-Career Advancement Initiative Model Demonstration Project. The paper also discusses the strengthening of Career Pathways through the development of high-quality Individualized Plans for Employment and program evaluation. METHODS: This study utilized a modified exploratory case study approach to examine past and present career pathways initiatives in state VR agencies. Data were gathered from publicly available documentation and archival records, focusing on 12 cases from two national initiatives: the RSA Career Pathways Demonstration Initiatives (2015–2019) and the Disability Innovation Fund-Career Advancement Initiative Model Demonstration Project (2021–2026). RESULTS: The study reveals a substantial, positive impact on employment outcomes for individuals with disabilities through Career Pathways in VR programs, facilitated by the integration of adaptable pathways, individualized planning, and program evaluation. [ABSTRACT FROM AUTHOR]

The development and implementation of an Imaging Trainee Assistant Program for radiologic technologists is presented.

This study aims to analyze the effect of the number of labor force, gross regional domestic product, capital expenditure, and foreign investment on employment in DKI Jakarta Province. The method used in this study is the Error Correction Model (ECM). The data used in this study is time series data for the period 1990-2021. The results showed that in the long and short term the number of labor force, gross regional domestic product, and capital expenditure had a positive and significant effect on employment in DKI Jakarta Province. Meanwhile, foreign investment (FDI) has no influence on the absorption of labor in DKI Jakarta Province. The DKI Jakarta government must be selective and re-evaluate the existence of foreign investors because the results of this study show that foreign investment does not contribute to employment. This will hinder the alleviation of the problem of poverty, due to the insurmountable problem of unemployment in DKI Jakarta. The DKI Jakarta government must pay serious attention to the current dynamics of industrial supply and demand, so handling transitions from school to work requires innovation and collaboration that creates selected programs that are able to adapt quickly to changes in the world of work. [ABSTRACT FROM AUTHOR]

The 4IR and other technological improvements are significant in global socio-economic life. However, this improvement is not only with opportunities as it is associated with some disadvantages. The general belief postulates that the Industrial Revolution would impede individuals' job opportunities. This study assesses the impact of the industrial revolution, innovation and other economic variables on job opportunities. This objective was achieved by applying the Johansen test for Cointegration and other econometric approaches on time series data from 1990 to 2023. Findings revealed the presence of a long-run relationship among variables. The ICT, innovation, investment and education levels were found to have a significant and positive impact on manufacturing employment while labour force growth has an inverse relationship with employment. The study demonstrates the importance of a combination of innovation and technology in creating jobs and enhancing individuals' life. Therefore, considering the study findings, it is recommended that, to improve employment opportunities in the manufacturing sector, the government and the Department of High Education should revise the studies curriculum to produce skilled and desired employers. Additionally, to benefit from the 4IR, the South African government is required to improve technological infrastructure to increase the number of citizens using use ICT. [ABSTRACT FROM AUTHOR]

The article "Unemployment rate inches up during 2023, labor force participation rises" provides data on the U.S. labor market in 2023. The unemployment rate increased slightly in the second half of the year, but remained below 4 percent throughout the year. The labor force participation rate increased, particularly among women and people of prime working age. Unemployment rates varied by gender, race, education, and age. The article also discusses changes in labor force status, employment by occupational group, and telework rates. Overall, the labor market remained strong in 2023. [Extracted from the article]