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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]

Given the widespread contribution of independent contractors to organizational innovation and competitive advantage, it is timely to reassess assumptions about the HRM practices appropriate to their management and the rationale for organizations to work with them. In the original and highly influential HR architecture model of Lepak and Snell (1999), contractor status is viewed as an outcome of the low value and/or low uniqueness of human capital resulting in the proposition to externalize and manage them using either none or minimal compliance‐based HRM practices. Developments in digital technologies and algorithmic management epitomized by online labor platforms prompt us to reconsider these assumptions and to challenge the proposed links between value/uniqueness of human capital, employment mode and HRM practices that are assumed by the HR architecture model. Using insights from online labor platforms, we argue that the significant benefits to firms of working with contractors, coupled with the possibilities offered by algorithmic management to efficiently monitor and regulate their behavior, provide a compelling reason for organizations to choose external employment modes even when workers are key to value creation. We challenge the alignment and stability of the relationships proposed by the HR architecture model, and offer propositions to extend the model by reconsidering the rationale for, and nature of, HRM practices associated with contractors. This reassessment is both timely and relevant given the growing prominence of business models where externalizing workers is central alongside the development of new forms of algorithmic human resource management to control them. [ABSTRACT FROM AUTHOR]

Understanding workforce demographics is important to ensure equitable recruitment, training, and retention. Previous studies have reported demographics of the environmental public health workforce; however, demographic data on professionals who conduct retail food regulatory duties are lacking. We conducted a workforce training needs assessment that examined demographic frequencies and associations between demographic factors and job levels. Findings indicate an educated workforce, and a high percentage of respondents self-reported that they were >40 years, White, and female. We also found, however, that female respondents were significantly less likely than male respondents to hold leadership positions, even when accounting for age, years of experience, and education. Our study also shows an underrepresentation of retail food regulatory professionals from diverse racial and ethnic backgrounds. Future training should account for the need to fill experience gaps in the field when current employees retire. Additionally, there is a need to increase the recruitment of diverse professionals while supporting equitable retention and advancement in the field. [ABSTRACT FROM AUTHOR]

This research sought to explore the new career approaches of employed students. A comparative analysis was conducted with nonstudent employees to comprehensively grasp the novel career attitudes of working students. The neoliberal era has profoundly reshaped various disciplines, including economics, human resource management, and employment structures. Among these changes, career management has undergone a significant transformation. Conventional organisational careers have been supplanted by new approaches such as boundaryless, protean, subjective career success and kaleidoscope careers. These emerging career paradigms align with the emergence of novel forms of employment. Moreover, in an increasingly liberalised world, the rising costs of education and the growing prevalence of paid education are prompting students to enter the workforce while continuing their studies. The proliferation of companies offering part-time employment, such as private employment agencies, corresponds to an increase in students seeking part-time work. In other words, supply and demand within the part-time labour market intersect more robustly. Furthermore, working students gain valuable experience while employed, shaping the future supply of the labour market. Our research aims to assess the suitability of new career approaches for future workers and contributes to unravelling their complexities. The study also investigates whether employees are students and whether this affects their career approaches. To analyse this research, boundaryless career attitude and professional career attitude scales were utilised as assessment tools. These new career approaches represent innovation in careers. The research dataset comprised responses from 521 working students and 374 nonstudent employees, all of whom were actively employed in Istanbul, the most populous city in Turkey and home to many universities. The data analysis employed a quantitative research methodology using descriptive statistics, factor analysis, correlation analysis, and independent t tests. The findings revealed that working students exhibited significantly greater boundaryless career orientation, organisational mobility, boundaryless mindset, and value-driven career attitudes than did their nonstudent counterparts. The outcomes of this study will make a valuable contribution to the existing body of literature concerning employed students. Furthermore, the findings are anticipated to provide valuable insights into formulating and implementing human resources policies within organisations that engage in student employment practices. By shedding light on the experiences, challenges, and potential areas for improvement in this context, this research aims to inform and enhance the effectiveness of human resource strategies tailored toward working students. [ABSTRACT FROM AUTHOR]

Current evidence suggests understaffing is related to poor quality and missed care in a global context, but this relationship is complex. There is also a research gap for quality in mental health care in the United Kingdom that includes a wider set of patient outcomes. This paper aims to investigate RMN's perception of quality of care on their last shift, their self‐reported reasons for compromised care and potential impact on patient outcomes. A mixed methods approach, we used descriptive statistics to create a framework within which to qualitatively analyse data from the 2017 Royal College of Nursing (RCN) employment survey to consider the complex relationship between understaffing and care quality. We established three themes: 'Understaffing', 'Professional Code Expectations and Moral Distress' and 'Management'. In line with the current evidence; lack of resources and understaffing were consistently present throughout. Nurses also felt pressure from the Nursing and Midwifery Council (NMC) code of conduct which in turn instilled shame and fear for their registration when they were unable to achieve the standards expected. This was further exacerbated by poor management and supervision; leading nurses to reflect on poor outcomes for patients which compromised not only legal rights but safety of patients and staff alike. We conclude that focusing on staffing numbers alone is unlikely to improve care quality. [ABSTRACT FROM AUTHOR]

The article discusses the challenges and innovative strategies of establishing Mental Health and Well-being Locals in Victoria, focusing on the Benalla, Wangaratta, and Mansfield (BWM) Local. It highlights the importance of marketing, partnering with national organizations, and defining roles to recruit and maintain a rural mental health workforce, thereby improving mental health outcomes in rural communities.

We designed a cross-sectional study for environmental health (EH) professionals in Montana as a follow-up to a needs assessment conducted in 2020 by the Montana Public Health Workforce Development Group. A 57-question survey was developed to deepen the understanding of the profession regarding demographics, work status and position, education and licensure, work prior to and during the COVID-19 pandemic, professional preparation and continuing education, job satisfaction, recruitment and retention, and emerging issues. The survey was administered electronically in 2022 to all health departments in Montana and had a 74% response rate. The results revealed that most EH professionals in Montana are predominately White. Respondents reported being adequately trained but highlighted that additional training would be beneficial. Job-related stress, staffing levels, and salary levels were identified as areas of concern. Furthermore, respondents reported that they are otherwise fulfilled by the purposeful nature of their jobs. Our study was successful in capturing an updated view of the challenges facing EH professionals in Montana. Using these findings, the Montana Environmental Health Association and the Montana Public Health Training Center are developing training solutions for these professionals. [ABSTRACT FROM AUTHOR]

Technology has changed the way we work and how companies manage their employees. This article reviews 60 years of research on the relationship between technology and human resource management, as represented in Human Resource Management. Based on 154 articles, we identify recurring and evolving patterns of research on technology across three time periods (separated by the advent of the personal computer in 1977 and by the popularization of consumer internet services in 1997), three perspectives on technology (tool, proxy, and ensemble view of technology), and three thematic streams (the impact of technology on jobs and organizations, the utilization of technology in HR activities, and the management of technology workers). Drawing on patterns of research that emerged in the past, we provide suggestions for future HR research on newly arriving technology. [ABSTRACT FROM AUTHOR]

Copyright of Community & Physician / Toplum ve Hekim is the property of Turk Tabipleri Birligi / Turkish Medical Association 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 article discusses the global discrimination against women in the labor force, highlighting the lack of equal economic opportunities for women compared to men. It mentions legal obstacles in 178 nations that limit women's participation in the labor force and unequal pay in 95 nations. The wage disparity between genders is found in all nations and sectors, with certain groups of women, such as mothers, immigrant women, and women of color, experiencing larger wage inequalities. The article also introduces Dr. Kadumbri Randev's perspective on the gender pay gap, attributing it to "gendered notions" within organizations. The editor welcomes contributions from scholars on employment-related topics and encourages readers to engage with the journal's content. [Extracted from the article]

How have organisations sought to manage tensions between the needs for flexible labour in neoliberal market economies and the benefits of a committed and motivated workforce? Through an in-depth, qualitative study of a Chinese company, we identify and theorise a novel variation of paternalism that was developed by the organisation to manage the tensions under neoliberal capitalism. We label this management regime 'centrifugal paternalism' since it organises employment relations along the lines of 'adult-like' employers and 'child-like' employees but involves the diminution of employee dependency over time with an ultimate impulse away from the employing organisation. We find that the emergence of centrifugal paternalism is closely related both to the socio-demographic identity of the company's employees as China's second-generation migrant workers and to the economic context of the organisation. Through a 'tough love' approach, this regime allows the firm to secure flexible labour while responding to migrant workers' needs for personal skills development and a fruitful rural-to-urban transition. Our research responds to recent calls for reconnecting organisation studies with society and situating workplace practices within their contexts. It also underlines the enduring importance of paternalism for understanding the dynamic and evolving nature of capitalist employment relations and management regimes. [ABSTRACT FROM AUTHOR]

Objectives: Health policy and funding initiatives have addressed increasing workloads in general practice through the deployment of clinicians from different disciplinary backgrounds. This study examines how general practices in England operate with increasingly diverse groups of practitioners. Methods: Five general practices were selected for maximum variation of the duration and diversity of skill-mix in their workforce. Individual interviews were recorded with management and administrative staff and different types of practitioner. Patient surveys and focus groups gathered patients' perspectives of consulting with different practitioners. Researchers collaborated during coding and thematic analysis of transcripts of audio recordings. Results: The introduction of a wide range of practitioners required significant changes in how practices dealt with patients requesting treatment, and these changes were not necessarily straightforward. The matching of patients with practitioners required effective categorization of health care patients' reported problem(s) and an understanding of practitioners' capabilities. We identified individual and organizational responses that could minimize the impact on patients, practitioners and practices of imperfections in the matching process. Conclusions: The processes underpinning the redistribution of tasks from GPs to non-GP practitioners are complex. As practitioner employment under the Primary Care Network contracts continues to increase, it is not clear how the necessarily fine-grained adjustments will be made for practitioners working across multiple practices. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to capture stakeholder views and issues arising from the implementation of the innovative single-site employment guiding principles (SSE-GP) that the Australian Government, in consultation with the sector, introduced into hot spot residential aged care facilities (RACFs) in July 2020 in response to COVID-19. Methods: Interviews with 74 stakeholders around Australia were conducted in October–November 2020. Provider interviews included employees and managerial and human resources staff in profit and non-profit services who did, and did not, have COVID-19 outbreaks. Sector interviews included representatives from peak bodies, unions, government, academics, advocates, labour hire and registered training organisations. Results: There was broad but not total agreement on SSE-GP's effectiveness. Beyond specific SSE-GP feedback, six strategic workforce issues were identified. The quality of resident care was mixed, sometimes improved and sometimes diminished. The extent of employees' multiple jobholding surprised many providers, and rostering and unplanned absenteeism are a substantial strain for both providers and employees. Innovative work practices are often difficult for smaller providers lacking employment relations specialists. Future SSE-GP is seen by larger providers as voluntary and organisation-rather than facility-specific, and unions saw only mandated SSE-GP as appropriate for future outbreaks. Last, all staff, management and executives had additional stress that placed their well-being at risk. Conclusions: Although SSE-GP revealed new and existing weaknesses in the Australian RACF workforce, the broad industry consultation and collaboration demonstrated that the sector can meet COVID-19' s urgent and complex challenges. The experience provided lessons for further workforce challenges that remain to be addressed. [ABSTRACT FROM AUTHOR]

Evidence of doulas' positive impacts on maternal health outcomes, particularly among underserved populations, supports expanding access. Health workforce-related barriers challenge the development of robust doula services in the United States. We investigated organizations' barriers regarding training, recruitment, and employment of doulas. We conducted literature and policy reviews and 16 semi-structured interviews with key informants who contribute to state policymaking and from organizations involved in training, certifying, advocating for, and employing doulas. Our study shows barriers to more robust doula services, including varying roles and practices, prohibitive costs of training and certification, and insufficient funding. This study underscores the importance of doulas in providing support to clients from underserved populations. Health workforce-related challenges remain, especially for community-based organizations seeking to serve underserved communities. [ABSTRACT FROM AUTHOR]

Purpose: This study explores employer perspectives regarding barriers to and responsibility for the workforce integration of skilled immigrants. Specifically, this study assesses employer perceptions of how influential various barriers are to the integration of self-initiated expatriates (SIEs) in the workplace, uncovers employer perceptions of SIEs competence levels, identifies employer perceptions regarding multiple stakeholders' levels of responsibility for SIEs integration and explores impactful means to overcome these barriers. Design/methodology/approach: Given Canada's dependence on SIEs for labour force growth, an online survey was conducted with hiring managers of 99 firms in a mid-sized city in Ontario, Canada. Findings: The results demonstrate that employers shift the onus of responsibility for SIEs integration to other stakeholders (namely, the immigrant or government agencies), require documentation to evaluate human capital attainment of SIEs and may be systemically discriminating against SIEs. Research limitations/implications: The results indicate a need for documented evidence to validate foreign education and skills previously acquired by SIEs. They advance research by providing a comparative assessment of barriers from the employer's point of view. Practical implications: The findings support the notion that employers should strategically partner with specialized private or government agencies to help with efforts to attract and evaluate SIEs. Originality/value: Given that employers are key decision-makers regarding employment outcomes, this study investigates the underexplored role and perspective of employers in integrating SIEs. Additionally, this study provides both a holistic and a relative assessment of the barriers to and responsibility for SIEs integration, exploring the impact of each factor on employer decision-making. [ABSTRACT FROM AUTHOR]

Abstract This paper studies the effects of changes in states' scope of practice (SOP) laws for advanced practice registered nurses (APRNs) on individual labor supply decisions. Restrictive SOP impose costs and other barriers to practice that may affect these decisions. Using survey data on APRNs, we analyze employment in nursing, work hours, part-time work status, multiple job holding, self-employment, wages, and migration. Results show that the level of SOP restrictions are not strong determinants of many labor market decisions but APRNs working in states without oversight requirements are much more likely to be self-employed and to work more hours. APRNs are also found to commute to less restrictive SOP environments when geographically feasible. Increases in the labor supply of nurses when regulatory environments are relatively free from physician oversight requirements can bring an important change to the delivery of health care in the United States. [ABSTRACT FROM AUTHOR]

The proportion of older workers in the labor force is increasing. While much research over recent decades has suggested that this will create significant challenges for organizations, current evidence suggests that age-related human resource management practices are rare. Using a grounded theory approach, we examine why organizations are not adopting formal practices and what they are doing instead of using data from 43 interviews and focus groups within eight German and U.S. manufacturing facilities in 3 organizations. We find significant tension between perceptions of aging's impact by top managers and unit supervisors. Lacking top-level formal support for age-related initiatives, our evidence shows supervisors adopting more informal, unit-level responses that do not require significant reorganization of work, masking the impact of workforce aging to top leaders. We also develop a typology of practices used to respond to workforce aging based on their effects on human capital flows in and out of the organization. Finally, we find that while aging is assessed similarly in the U.S. and Germany, German firms have greater flexibility and more formal practice options in their response due to employee relations systems, working time arrangements, and human resource planning systems which pressure organizations more to adopt formal practices. Our results inform a human capital perspective of the organizational response to workforce aging. [ABSTRACT FROM AUTHOR]

Background: COVID-19 has a direct impact on the employment of older people. This adds to the challenge of ageism. The World Health Organization has started a worldwide campaign to combat ageism and has called for more research and evidence-based strategies that have the potential to be scaled up. This study specifically aims to identify solutions to combat the adverse effects of COVID-19 on the global ageing workforce. Methods: We present 15 case studies from different countries and report on what those countries are doing or not doing to address the impact of COVID-19 on ageing workers. Results: We provide examples of how COVID-19 influences older people's ability to work and stay healthy, and offer case studies of what governments, organizations or individuals can do to help ensure older people can obtain, maintain and, potentially, expand their current work. Case studies come from Australia, Austria, Canada, China, Germany, Israel, Japan, Nigeria, Romania, Singapore, Sweden, South Korea, Thailand, United Kingdom (UK), and the United States (US). Across the countries, the impact of COVID-19 on older workers is shown as widening inequalities. A particular challenge has arisen because of a large proportion of older people, often with limited education and working in the informal sector within rural areas, e.g. in Nigeria, Thailand and China. Remedies to the particular disadvantage experienced by older workers in the context of COVID are presented. These range from funding support to encouraging business continuity, innovative product and service developments, community action, new business models and localized, national and international actions. The case studies can be seen as frequently fitting within strategies that have been proven to work in reducing ageism within the workplace. They include policy and laws that have increased benefits to workers during lockdowns (most countries); educational activities such as coaching seniorpreneurship (e,g, Australia); intergenerational contact interventions such as younger Thai people who moved back to rural areas and sharing their digital knowledge with older people and where older people reciprocate by teaching the younger people farming knowledge. Conclusion: Global sharing of this knowledge among international, national and local governments and organizations, businesses, policy makers and health and human resources experts will further understanding of the issues that are faced by older workers. This will facilitate the replication or scalability of solutions as called for in the WHO call to combat ageism in 2021. We suggest that policy makers, business owners, researchers and international organisations build on the case studies by investing in evidence-based strategies to create inclusive workplaces. Such action will thus help to challenge ageism, reduce inequity, improve business continuity and add to the quality of life of older workers. [ABSTRACT FROM AUTHOR]

While there is a growing tendency among present day retirees to engage in bridge jobs before their final exit from the labour force, limited academic attention is directed towards understanding the expectations and experiences of bridge employees. To address this gap in the literature, we conducted 26 semi‐structured interviews with bridge employees. After collecting and analysing the data, we found the lens of socio‐emotional selectivity theory helpful in better understanding the experiences and expectations of bridge employees. Bridge employees generally expressed preference for intrinsic rather than extrinsic rewards. In addition, bridge employees tended to favour part‐time work. However, even though bridge employees were satisfied with their work, benefits, and social interactions, some of them faced social disapproval for re‐entering workforce. To our knowledge, this paper is among the first exploratory qualitative studies in the human resource management field to investigate the expectations and experiences of bridge employees. [ABSTRACT FROM AUTHOR]

The article the developments in Medicaid expansion and social work workforce in the U.S. Other topics include the 2010 Patient Protection and Affordable Care Act (ACA), the number of Americans securing health insurance access due to Medicaid expansion, the ACA's focus on coverage of physical and behavioral health services, and the effects of the ACA on health workforce development.

BACKGROUND: If current population and health trends continue, workplace demographics will look significantly different by the turn of the century. Organizations will no longer have a steady pipeline of younger workers and will likely need to rely on older workers to remain competitive in the global marketplace. The future multi-generational workforce will bring with it the challenge of maximizing contributions from each generation whilst at the same time addressing the health, safety and wellbeing needs of all workers. OBJECTIVE: This review provides an insight into aging and older workers, and presents recommendations to promote worker longevity. METHODS: This narrative review draws on evidence from 108 published sources. RESULTS: The relationship between age and work is not simple; factors including the physical nature of the job and worker's health and fitness interact with age to either increase or decrease the potential effect of age. Evidence suggests that the issues arising from an aging workforce can be managed through polices that focus on active aging through: attitude management; flexible working and the provision of occupational health. CONCLUSION: The integration of such interventions would require company and organizational commitment from the top down with educational programs at all levels to ensure understanding and participation. [ABSTRACT FROM AUTHOR]

The probationary period is the most appropriate way of verifying the professional skills - among the possible ones - given that during the performance of the individual labor contract, the skills of the employee can be tested. The objective of this study is to analyze the ban on the use of the probation period in the context of art. 33 of the Labor Code. Thus, we propose to discuss relatively the employer's ability to employ probationers through successive employment in a maximum of 12 months. We appreciate that it is useful to establish the practical implications of the legal provisions outlined above - in the context in which the probationary period is the most useful way of prior checking of the persons applying for employment. [ABSTRACT FROM AUTHOR]

This article argues that future demographic shifts will alter the supply of older workers and the demand for their services. Research conducted by the authors, shows that a significant percentage of older workers not currently working would like to work and that older workers can be as cost effective and capable as younger workers. Recommendations for facilitating the greater employment of older workers conclude the article. [ABSTRACT FROM AUTHOR]

The labor force of tomorrow will be older than today's, and may require employment and compensation policies shaped by different needs and different conditions. The programs of two companies, focused on appealing to older workers to solve labor supply problems, are discussed in detail. [ABSTRACT FROM AUTHOR]

Correlates of the "contrarian" investment strategy of countercyclical hiring were investigated through the use of regression models that explain variance in four measures of such hiring at the individual company level. Variables positively related to countercyclical hiring include human resource planning efforts focused on avoiding personnel shortages, maintaining a regular age distribution among managers, employee development and career planning, company financial performance, and the quality of applicants hired during downturns. As expected, cost considerations are negatively related to the extent of countercyclical hiring, as is maintaining a regular age distribution among professionals. An unexpected finding is that percentage changes in the employment of managers and professionals are inversely correlated. [ABSTRACT FROM AUTHOR]

Changes in the aggregate distribution of job skills result from changes in the distribution of employment among occupations as well as from changes in the skill requirements of individual occupations. This study measures the effects of both of these factors on the distribution of skills in the U.S. economy between 1960 and 1976. Skill changes in individual occupations are measured with data from the two most recent editions of the Dictionary of Occupational Titles on the general skill requirements of all individual jobs. The analysis reveals that between 1960 and 1976 changes in the distribution of employment have favored more skilled jobs, while changes in the skill requirements of individual occupations have tended to narrow the distribution of job skills. Overall the average skill requirements of jobs increased in this period, but at a slower rate than in earlier periods. [ABSTRACT FROM AUTHOR]

The article presents information related to the research programs undertaken by different branches of the U.S. department of labor. Projects undertaken by the Manpower Administration's Office of Research and Development range from basic explorations of labor market functioning to experiments and demonstrations testing diverse methods of overcoming chronic or acute employment problems. The broad objectives that guide the research and development program in its major areas of interest are provided in the article and typical projects in each category are briefly described. A major component of the project will be the establishment of an industry-oriented manpower delivery system for possible replication in other states. A computer-based labor market information system, developed by John T. Dunlop, Dean of Harvard University, and D. Quinn Mills of the Massachusetts Institute of Technology, is designed to reduce skill shortages and unemployment in the construction industry. Research directed by professor Charles Holt, is moving into the final stage of a three-year examination of interrelationships among labor market changes, aggregate demand, inflation, and unemployment.

This study develops an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels. In response to this reward-the-extremes contract, the paper predicts a relationship between performance and turnover that fluctuates by performance level. Evidence of the hypothesized contract and the resulting pattern of turnover are provided empirically with data collected from 984 engineering employees of two large high-technology companies in the San Francisco Bay Area. The data confirm that extremely high and moderately low performers are likely to remain in firms offering these contracts while moderately high and extremely low performers are likely to depart. [ABSTRACT FROM AUTHOR]

This section presents research which dealt with interplant wage inequities in the U.S. in 1954. The research assessed the various types of differentials. In this regard, the author analyzed two aspects of interplant wage inequities in the country. The first aspect that was examined in the research is the reliability of the factors that were used in facilitating manpower recruitment. While on the other hand, the study also evaluated the consequences of the implementation of a policy of narrowed differentials.

In manpower planning, one of the most important variables is duration until a specified event occurs. This is frequently the completed Length of service until leaving a job, which enables us to predict staff turnover. In manpower planning it is commonly the case that employees withdraw from active service for a period of time before returning to take up post at a later date. Such periods of absence are frequently of major concern to employers who are anxious that employees return as soon as possible. A model is derived in which the demand for manpower is assumed to be a random variable. Since the demand for manpower is not deterministic, it undergoes fluctuations. It may be noted that the demand distribution satisfies the so called Lack of Memory Property (LMP). Recently, there has been much attention given to higher order equilibrium distributions associated with a given distribution function. In this paper, a optimal recruitment policy has been discussed using Setting Clock Back to Zero(SCBZ) property using Equilibrium distribution. Numerical examples are also highlighted. [ABSTRACT FROM AUTHOR]

Using data from ADP, Office for National Statistics (UK), ONS, Pew Research Center, Resolution Foundation, Statista, and The Wall Street Journal, we performed analyses and made estimates regarding views of the benefits of Internet-enabled gig work, the percentage of the U.S. workforce that is not employed directly by the company where they work, the share of generational groups who think that the gig economy is good thing for everyone in the U.S., changes in self-employment, and the total number of U.S. employees interested in some type of flexibility (by age). Empirical and secondary data are employed to support the claim that by portraying themselves as ordinary go-betweens and not influential service providers, platforms can relocate almost all of their business risk and expense onto others. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management 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 study aimed to analyze the employment evolution in tourism sector of Bistrita-Nasaud County during 2011 - 2015 both in terms of quantity and quality. Therefore, the following indicators were taken into consideration and analized: civilian occupied population in the county economy by gender, average number of employees, number of employees by gender and activities, nominal average income gross, share rate of occupied population in tourism industry. The results showed that in the analyzed period, 2011 - 2015, the employment in tourism industry recorded an ascendant trend, which can be considered a sign of activity growth in this sector. Also, the salary earnings in this sector of activity increased during period 2011 - 2015. [ABSTRACT FROM AUTHOR]

Nursing workforce retention is critical to provide quality healthcare, raising concern as nurse turnover rates continue to increase. In this study, we examined older Registered Nurse (RN) perceptions of their work experiences during the COVID-19 pandemic to identify facilitators and barriers in workplace environments that relate to RN workforce retention. The methods section describes our study population that included RNs aged 50 years and older (n=195) who completed surveys containing open and closed -ended questions between August 2020 and January 2021. Our study results indicate that most respondents (86.2%) worked during the COVID-19 pandemic in moderate-to-high patient acuity settings and felt their employers provided employees adequate Personal Protective Equipment (73.3%). The discussion section notes implications for nursing and study limitations. In conclusion, workforce retention facilitators included offering resources and implementations that made experienced, older RNs feel included, valued, supported, and protected. Workforce retention barriers were short/rushed workplace orientation, unsafe patient assignments, micromanaging, perceived ageist policies, and implementing pay and benefit-related policy changes without RN input. [ABSTRACT FROM AUTHOR]

The article reports on the workforce development. Topics discussed include the employee benefits, the limiting of costs and liability, and the employer brand protection. Also mentioned is the development of outplacement program which is important for assisting employees and in breaking of barriers to employment.

This article explores how institutional differences matter to the quality of a nation’s jobs; job quality is conceived as a dimension of a national economy’s social performance and thus defined in accordance with civic principles. Focus is on the two archetypical varieties of capitalism, the United States and Germany. Using data from a 2009 telephone survey of U.S. and German workers, we find that the overall attainment of civic principles, as perceived by workers, is no different in Germany than in the United States, even though the German institutional environment should be more conducive to them. This is due to higher worker expectations in Germany and a tendency for employer practices to compensate for the weaker (liberal) institutional environment in the United States. Once these are controlled, German workers report substantially more positive outcomes. We find that institutional differences also matter in how various employer practices are adopted and hence have indirect as well as direct implications. [ABSTRACT FROM PUBLISHER]

Copyright of European Journal of Social Work is the property of Routledge 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.)

In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems – internal labor markets and high-commitment work systems – differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully ‘macro-micro-macro’ analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools. [ABSTRACT FROM PUBLISHER]