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This article explores the issue of student wellbeing and conflict in schools and proposes biblical peacemaking as a solution. It highlights the effectiveness of programs like PeaceWiseKids and PeaceWiseYouth in fostering a strong relational culture within schools. The article emphasizes the importance of leadership commitment, student teaching, staff training, and parent engagement in implementing peacemaking programs. It provides examples of schools that have successfully implemented these programs, and discusses the benefits of teaching students a biblical peacemaking approach, such as reduced bullying, increased resilience, and improved overall wellbeing. The article also compares biblical peacemaking to restorative practice, highlighting the unique advantages of the former. Ultimately, it suggests that teaching biblical peacemaking can create peaceful and collaborative school communities. [Extracted from the article]

The article focuses on the evolution of job application practices in the 19th century, examining how these practices transformed from informal recommendations to formal written applications. Topics include the role of intermediaries and recommendation letters in job placement, the shift from early modern petitions to modern job applications, and the impact of emerging work markets on the application process.

In this manuscript, a contribution to the extensive literature on the equilibrium effects of labour market frictions, with particular reference to employment and wages, is provided by the authors. More precisely, a new empirical method to assess the output impact of nominal rigidities in the labour market (wage rigidities) is proposed by them. The authors' procedure is theoretically based, in the sense that it can be drawn from the few assumptions of the standard neoclassical model of economic growth. An application of their method is provided by the authors by carrying out an appropriate regression analysis through annual panel data on the twenty Italian regions in the sample period 1995–2020. The interest in these territorial units stems from the fact that the Italian labour market is affected by substantial nominal rigidities because of its centralized bargaining system, which sets wages without considering the presence of large local differences in labour productivity. It is found by the authors that the negative output impact of wage rigidities significantly varies across macro-areas (Northern and Central-Southern regions), especially when human capital is considered. [ABSTRACT FROM AUTHOR]

With the declining birth rate in Taiwan, the proportion of middle-aged and older women returning to the workplace has increased, and they have become an important human resource in the job market. The purpose of this study is to examine the experiences of middle-aged and older women from career disruption to re-employment. In this study, eighteen middle-aged and older women were interviewed in order to understand their re-employment process. The study found that the reasons for the career interruptions and re-employment of middle-aged and older women were all family related. Difficulties in restarting a career included age discrimination, lack of ability, and opposition from family members. By using selection, optimization, and compensation theory, people could successfully return to work in the face of these difficulties. The strategies used were as follows: knowing one’s own expertise and interests, having relevant certificates and professional experience, adjusting one’s attitude to start again, continuous learning and empowerment, and obtaining workplace support. The results of this study can serve as a reference for employment service centers in assisting middle-aged and older female job seekers and as a basis for the government and relevant units to formulate policies to promote the re-employment of middle-aged and older women. [ABSTRACT FROM AUTHOR]

About 40% of workers find their jobs through referrals. We distinguish between two types of referrals based on whether the referrer works at the hiring firm (internal referrals) or not (external referrals). Interestingly, jobs found through internal (external) referrals pay more (less) than those found through formal methods. An equilibrium labor market model is then built by introducing an incentive‐compatible mechanism through which workers can share job opening information. A nondegenerate wage distribution arises in equilibrium with a wage premium (penalty) for internal (external) referrals. When calibrated, our model can capture these salient features of the U.S. labor market. [ABSTRACT FROM AUTHOR]

OBJECTIVES: This paper aims to analyze factors affecting the employment quality of contemporary college students to improve it. METHODS: Data related to the influencing factors and employment quality were collected by means of a questionnaire. After verifying the effectiveness of the data, a structural equation model of employment quality was constructed. FINDINGS: The data collected by the questionnaire were effective. The structural equation model analysis results showed that individual factors, educational factors, and environmental factors were all significantly related to employment quality. NOVELTY: The novelty of this article lies in the use of a structural equation model to quantitatively analyze the relationship between influencing factors and employment quality, providing an effective reference for improving the employment quality of college students. [ABSTRACT FROM AUTHOR]

Indian banking organizations are undergoing rapid changes due to technological advances. Emotional intelligence and job satisfaction are two important components in a business environment both are the object of several studies and provide focus on future and interesting research proposals (Papathanasiou & Siati, 2014). Therefore this study aims to examine the differences and relationship between employees' emotional intelligence and their satisfaction with job in reference to Indian public and private sector banks. The purposive sampling technique was used and the participants of the study were 300 bank employees of both public and private sector banks in eastern cities of Uttar Pradesh, India. Data was collected through the self-reported questionnaire method. The findings of the study revealed that there is no significant difference in employees' emotional intelligence, whereas a significant difference was observed in their satisfaction with job in public and private sector banks. Further, the correlation analysis suggested a significant positive relation between employees' emotional intelligence and job satisfaction as well as results also revealed that dimension of emotional intelligence 'regulation of emotion' was a common significant positive predictor of employees' job satisfaction in both public and private sector banks. [ABSTRACT FROM AUTHOR]

In compliance with Article 43 of Regulation (EC) No 396/2005, EFSA received from the European Commission in 2020 a mandate to provide its reasoned opinion on the toxicological properties and maximum residue levels (MRLs) for the benzimidazole substances carbendazim and thiophanate‐methyl. Specifically, EFSA was asked to assess whether thiophanate‐methyl or carbendazim has clastogenic potential and, in case clastogenic potential can be excluded, to derive toxicological reference values necessary for consumer risk assessment and assessment of maximum residue levels (MRLs). Although these active substances are no longer authorised within the European Union, MRLs were established by the Codex Alimentarius Commission (codex maximum residue limits; CXLs), and import tolerances are in place. Based on the assessment of the available data, toxicological reference values and MRL proposals were derived and a consumer risk assessment was carried out. Some information required by the regulatory framework was found to be missing and a possible acute risk to consumers was identified. Hence, the consumer risk assessment was considered indicative only and all MRL proposals derived by EFSA still require further consideration by risk managers. In October 2022, to ensure that MRLs derived by EFSA in its assessment of 2021 are safe for consumers also in view of endocrine‐disrupting properties, EFSA was requested to carry out a follow‐up assessment taking into account the scientific criteria for identifying endocrine disruptors (ED). Based on the outcome of the assessment, the experts agreed that the reference values are also covering the concern related to the identified hazards indicative of endocrine disruption for thiophanate‐methyl. No further considerations on the impact of the ED assessment on the current reference values were needed for carbendazim since the ED criteria are not met for this substance. Therefore, the risk assessment and the MRL recommendations derived in 2021 are confirmed. [ABSTRACT FROM AUTHOR]

Comparisons are crucial in shaping evaluations of one's own position. Following this notion, we investigated the role of historical, financial, partner, occupational, and regional pay referents in predicting the just gross hourly earnings in a representative sample of German workers. Looking at this broad range of pay referents, we find that higher reference earnings were generally associated with higher just earnings. In particular, controlling for actual gross hourly earnings, higher occupational, regional, and partners' hourly earnings were associated with higher just gross hourly earnings. One's own pay history, in form of average hourly earnings over the past 10 years, did not shape just earnings. Financial needs on the household level, however, mapped on to higher just earnings and this association was particularly pronounced among men. Overall, occupational and financial referents showed the strongest association with just earnings followed by partner earnings. These findings underscore that, while referents closely related to one's job (e.g. occupational referents) are important, referents that extend beyond the sphere of work (e.g. regional, financial, and partner referents) are also relevant in shaping ideas of the just reward. [ABSTRACT FROM AUTHOR]

Purpose: This study empirically assesses the perceptions the public has of employees and their organization following a [re]tweet, and the additional potential ameliorating effect of a disclaimer distancing the organization from the individual employee's social media presence. Design/methodology/approach: A fully crossed 2 (disclaimer vs. no disclaimer) × 2 (positive vs. negative valence post) × 2 (post vs. retweet) experiment exposed participants (N = 173) to an employee's personal tweet. Resultant perceptions of both the poster (i.e., goodwill) and the poster's organization (i.e., organizational reputation) were analyzed using planned contrast analyses. Findings: Findings reveal audiences form impressions of individuals based on both tweeted and retweeted content. Perceptions of both the poster's goodwill and the poster's organization were commensurate with the valence of the poster's tweets, stronger when posts were original tweets rather than retweets, and there was a significant interaction effect between valence and [re]tweet. Disclaimers did not significantly affect perceptions, suggesting employers may be better served by asking employees to omit reference to their employer on their personal social media accounts. Originality/value: This research contributes to understanding how employee and organizational reputation are affected by employees' personal social media content. Results suggest that even when a disclaimer explicitly seeks to distance an employee from the organization, audiences still see the employee as an informal brand ambassadors of their organization. [ABSTRACT FROM AUTHOR]

Copyright of FinanzRundschau is the property of De Gruyter 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.)

Purpose: This study aims to critically review new developments in the law of tort dealing with employee references. Design/methodology/approach: The author analysed various sources including statutes, articles and case law to determine current position. This paper will consider new developments in the law of tort dealing with employee references. The real issue for an employee arises when an employer or their manager provides them or their prospective new employer with an employment reference about them that is untrue or misleading. The impact on the employee might be that they lose a job opportunity and/or suffer damage to their reputation. In these circumstances, the subject of the reference currently has legal redress under the law of tort under both common and statute laws. This paper will concentrate on analysing the legal redress available under the law of tort and critically review this legal process in light of recent legal decisions and other legal developments. There have been various statutory developments in the area of tort which could apply here that they have resulted in the scope for a legal action being considerably limited. These have been highlighted. Also, recent cases have presented obstacles to future claims being brought in certain circumstances and these have been analysed. Findings: The outcome of this is that pursuing a claim under the law of tort more has been made more difficult for the employees affected and accordingly is less likely to be successful. This is clearly a serious issue that deserves recognition and possibly changes in the law. A conclusion which this article supports. Originality/value: To the best of the author's knowledge, little has been written on this topic to date, so this paper will fill a serious void. [ABSTRACT FROM AUTHOR]

As COVID-19 continues to spread worldwide, the record number of graduates in China and pressure resulting from the economic downturn have led to low confidence in employment among college students, and the difficulties associated with career decision-making have gradually developed into a psychological barrier to the successful employment of Chinese college students. Using the “purposive sampling” approach to qualitative research, this study selected 20 undergraduates exhibiting delayed employment from a university as our research sample and used the career self-management model of social cognitive career theory (SCCT) as an analytical framework to conduct semistructured interviews with the aim of exploring influencing factors associated with and generation mechanism underlying the career decision-making difficulties experienced by Chinese undergraduates during the COVID-19 pandemic. According to the career self-management model of SCCT theory, the four variables of individual, parents, peers and social environment influence Chinese undergraduates’ career decision-making difficulties. On this basis, this study proposes a multivariable and single-subject generation mechanism to explain undergraduates’ career decision-making difficulties and tries to explicate the mental changes associated with the career decision-making difficulties encountered by undergraduates exhibiting delayed employment by reference to mind sponge theory. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to determine the influence of candidate employees' social media accounts (SMAs) on human resource (HR) professionals' hiring decisions as a job application reference in the tourism industry. Design/methodology/approach: Using a qualitative approach, semi-structured interviews were conducted in tourism businesses, such as hotels, travel agencies, restaurants, bars, and ground-handling service companies. In-depth, open-ended interviews with 16 questions were conducted to gather data face to face between October 15 and December 20, 2021, with 38 HR professionals. The research questions were analyzed using thematic analysis and discussed under three main themes. Findings: The findings of this study showed that HR managers in the tourism industry generally prefer to examine candidates' SMAs rather than traditional references because they can quickly and cheaply screen many applicants. Originality/value: Social media (SM) is increasingly used as a crucial channel in recruitment within organizations. This paper contributes by filling a gap in HR management, which empirical studies on the influence of job applicant's SMAs on recruiters' hiring decisions have been limited so far. [ABSTRACT FROM AUTHOR]

Providing diversified jobs for workers and achieving green development are important goals of the new-type urbanization construction (NTUC) in China. We constructed a difference-in-difference model to investigate the effect of the NTUC on the shift-share of employment (SSE), using panel data of 272 Chinese prefecture-level cities from 2005 to 2019. The relationship between the SSE and CO2 emissions was explored. The results show that the NTUC effectively promotes the SSE and exhibits the significant regional and industry heterogeneity. In addition, the SSE under the NTUC pilot policy can effectively reduce CO2 emissions and presents the obvious regional and industrial differences. Promoting the industrial structure advancement and improving public services and digital levels can enhance the inhibitory effect of the SSE on CO2 emissions. Meanwhile, the SSE has an inhibitory effect on CO2 emissions in local regions but promotes the CO2 emissions in the neighboring regions. Finally, these findings provide an important decision-making reference for restructure employment and reduce CO2 emissions during the period of urban transformation and development. [ABSTRACT FROM AUTHOR]

The legal context is constitutive for the legitimacy of HRM practices. In this paper, we use an institutional work approach to investigate how a legal mandate requiring employers to state the minimum pay in job advertisements in Austria was translated into a legitimate HRM practice over time. In this process, HR practitioners translated the law into an HRM practice going well beyond the legal requirements. In contrast to merely constraining HRM practice, we find HR practitioners actively engaging with the legal context. In the discursive struggle over a legitimate translation of the law into practice, actors speaking 'for HRM' were mostly HRM consultants and service providers building on an individualist and unitarist frame of reference for employment relations. Our findings contribute to a contextualized understanding of HRM practices by considering the interaction of HR practitioners and legal context. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to advance an international political economy (IPE) perspective that geo-political events can have long-lasting imprint effects on countries and their firms. The study also aims to explore the idea that shared political history and geography combine to create specific structural conditions that shape the international competitiveness of all firms in a region. In particular, the authors consider whether the Monroe Doctrine of 1823, which asserted American influence in the Western Hemisphere, contributed to the creation of institutional structures across Latin America (LA) affecting the strategies of all firms to this day. The authors also illustrate the IPE perspective using the example of the contemporary international competitiveness of LA business groups. Design/methodology/approach: The authors illustrate the IPE perspective using the example of the contemporary international competitiveness of LA business groups. The exploratory framework of this study leads to a proposition about the export performance of Latin American business group affiliates. The authors use firm-level performance data for 32,000 firms across emerging economies to explore the proposition empirically while controlling for alternative explanations. To do this, the authors draw on the World Bank Economic Surveys. Findings: The authors derive a proposition that argues the Monroe Doctrine has had a long-run imprint effect on economic policymaking in LA, resulting in a common, persistent and negative impact on the international competitiveness of firms. The authors find strong and consistent evidence that in terms of export performance, all Latin American firms export less and group affiliates do not outperform independent firms, This finding contrasts with the results for all the other emerging market regions around the world. Research limitations/implications: The main contribution of this study has been to suggest the potential importance of shared regional geopolitical history and geography in explaining firm-level outcomes. However, this study is preliminary and introductory, although the authors seek to control for alternative country-specific explanations of the results. The analysis considers the effects of one particular IPE phenomenon, the Monroe Doctrine, in one particular location: LA. Future work should seek to contrast LA with other geopolitical security and alternative IPE structures. They might also address the time dimension from a historical perspective: is imprinting in LA driven by the length of the Monroe Doctrine arrangements? Practical implications: The most important managerial learning point concerns the relevance of geography and political economy factors for multinational enterprises strategy formation. There is widespread understanding that context is an important determinant of subsidiaries' performance, and that strategies need to be constructed to take account of country-specific characteristics, most importantly, in emerging economies and institutional arrangements. This paper proposes that managers also need to take account of IPE structures, including security arrangements, and to consider the resulting regional as well as national context. Social implications: The analysis suggests that not only the performance of firms, including emblematic firms, but also the socially beneficial spillovers that might be generated from them, are contingent on the regional as well as national characteristics. Thus, business groups in most emerging economies are found to yield better performance and to provide higher levels of social impact, including concerning ESG goals. However, the findings of this study suggest that the former is not true for LA, which, the authors argue, is a consequence of imprinting as a result of the Monroe Doctrine. Further work is needed to establish whether the latter effect is also not true, but if that is the case, then regionally specific policies may be required to address the resulting corporate social shortfalls. Originality/value: The core idea is that geo-political events can have long-lasting imprint effects on countries and their firms: that shared political history and geography create specific structural conditions that shape the international competitiveness of all firms in a region. The authors explore this concept with reference to the Monroe Doctrine, asking whether its assertion of US influence across the Americas contributed to the creation of institutional structures across LA affecting the strategies of all firms to this day. [ABSTRACT FROM AUTHOR]

In this paper, we explore referral-based hiring practices and show how a referrer’s power (relative to the hiring manager) influences other organizational members’ support (or lack thereof) for who is hired, through perceptions of the hiring manager’s motives and morality. We apply principles derived from the literature on attribution of motives to research on relational power to delineate a model that explains employees’ moral evaluations of and reactions to referral practices based on the power relationship between a referrer and a hiring manager. Specifically, we predict that employees are more likely to see the acceptance of a referral from a higher- (as opposed to a lower-) power referrer as a way for the hiring manager to gain more power in the relationship with the referrer, thereby attributing more self-interested motives and more counter-organizational motives to the hiring manager in such situations. These motives are then associated with harsher moral judgments of the hiring manager, which in turn lead to less support for the hiring decision. We find support for our model in two experimental studies and two field studies. We discuss implications for the literature on referral practices, ethics, and observers’ reactions to power dynamics. [ABSTRACT FROM AUTHOR]

Using a representative sample of Chinese urban employees, we empirically study the impact of the utilization of informal job search through social networks on wage. We find a premium of initial wage associated with job referral, but the wage premium diminishes over tenure. We also find that the effect of job referral on initial wage reduces when human capital plays a more important role, or the recruitment process and the economic system are more market-oriented. Our findings are consistent with the learning theory that job referral can reduce information asymmetry between employees and employers at the beginning they meet, but the informational advantage diminishes over time as the employers know non-referred workers gradually. [ABSTRACT FROM AUTHOR]

Recent research has highlighted the fact that narrative letters of recommendation in employment references could contribute to gender bias in personnel selection. Structured, quantitative employment references, however, may limit the opportunity for such biases to emerge. In a sample of nearly one million applicants and ratings by over four million employment reference providers, we found no meaningful effect of gender bias in highly structured, quantitative employment references across job levels and a wide variety of industries. Interestingly, and in contrast to existing theory, the effect of gender bias remained negligible across both stereotypically masculine and feminine jobs. Similarly, in a subsample of 5000 job applicants and 20,000 employment reference providers, coded verbatim comments of reference providers showed little practical gender differences in the frequency with which various comment types are made. These results suggest that highly structured, quantitative and semi‐structured, verbatim employment references are an effective tool in the advancement of fair and equitable personnel selection practices. Theoretical and practical implications are discussed, and future research is proposed. Practitioner points: Previous research has found that narrative employment references can bias the hiring process against women.In a sample of more than four million structured employment references, we found negligible gender bias favoring male applicants.Where there was gender bias slightly favoring female applicants, it occurred at high cutoff ranges that almost certainly would not be used in practice.Structured employment references help to reduce gender bias when conducting reference checks during the hiring process. [ABSTRACT FROM AUTHOR]

This paper is an attempt to assess India's performance in generating the required quantity and quality of employment for its growing population since independence in 1947. But the exercise is set in a longer period that covers India's population growth since the turn of the twentieth century (1901) in relation to its ability to generate employment. The half-a-century preceding independence, despite a slow population growth, was a disaster in generating employment and any signs of structural change. Detailed analysis of the issue since independence shows that there was indeed a demographic burden more than the world average as well as its comparator Asian countries such as China and Indonesia. While employment generation with reference to growth—employment elasticity—was quite impressive during the first four decades of independence, it almost collapsed ever since the adoption of neoliberal economic reforms in 1991, thus entering a phase of 'jobless growth', a phenomenon that is shared by China in a more vigorous form. This has led to what may be called an exclusion of working age people from not just employment but from labour force indicating the emergence of 'discouraged workers' in a larger set that we called underutilized labour. But what about those who are included in the workforce? Does it ensure an escape from poverty for those at the bottom? Our estimates show that the pace of reduction in the incidence of poverty is so slow that a significant share of households is still below the international definition of extreme poverty. We attribute this to the quality of employment characterized by a high incidence of informal sector employment as well as low wages measured by the share of workers not receiving a recommended subsistence wage. The absence of any kind of social security to an overwhelming share of workers adds to this situation of absolute poverty. Finally we examine the question of poverty from the point of manifold inequalities by dividing the households in the economy in terms of their employment, educational, rural–urban, and social group statuses for estimating predicted probability of being poor. The results bring into sharp focus the huge variation in predicted probability that shows households with low education, disadvantaged social group status, casual nature of employment, and living in rural areas at the bottom end of the scale. These results bring out the imperative for creating more employment with better quality. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Social Security / SGD-Sosyal Güvenlik Dergisi is the property of Journal of Social Security / SGD-Sosyal Güvenlik Dergisi 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 Monetary Authority of Singapore's (MAS) proposal to require financial institutions (FIs) to conduct and respond to reference checks. The purpose of these checks is to mitigate the risk of individuals with misconduct in one firm moving on to another firm without disclosing their earlier misconduct. MAS will require FIs to establish relevant policies and procedures and provide a written undertaking to notify MAS of any disclosure of customer information to overseas regulators. The article also outlines the scope of employee positions for which FIs are required to conduct reference checks and the minimum mandatory information to be provided. MAS will provide guidance on the specific functions within scope and impose the requirements through notices with a transitional period of one year for implementation. [Extracted from the article]

With the rapid development of the Internet and the impact of COVID-19, online recruitment has gradually become the mainstream form of recruitment. However, existing online recruitment platforms fail to fully combine the job seekers' demands for salary, region, benefits, and other aspects, which cloud not display the information related to recruitment positions in a multidimensional way. To solve this problem, this paper firstly uses a web crawler to collect job information from recruitment websites based on keywords retrieved by users, then extracts job information using regular expressions, and cleans and processes the extracted job information using third-party libraries such as Pandas and NumPy. Finally, through the probabilistic theme model of text mining, the topic model of job description content in the recruitment information is modeled. Combining with the django development framework and related visualization technology, the relationship among education requirement, experience requirement, job location, salary, and other aspects in the recruitment information is visually displayed in a multidimensional way. At the same time, the GM model is used to realize the gray prediction of the number of employment personnel in related industries, which provides employment reference for the majority of job seekers and enterprises. [ABSTRACT FROM AUTHOR]

Entrepreneurship is vital in solving the challenges involved in the employment of college students in China. The two viewpoints on the relationship between employment and entrepreneurship are the refugee effect and the entrepreneurial effect. However, the micro-mechanism of this association is yet to be comprehensively discussed. Based on the refugee effect and entrepreneurial effect, along with the entrepreneurial values as the mediating mechanism and the entrepreneurial environment as the moderating variable, this study establishes a theoretical model exploring the impact of employment pressure on necessity entrepreneurship and opportunity entrepreneurship of college students. Moreover, it selected 14 universities covering the eastern, central, and western regions of China. A total of 1,187 college students were surveyed anonymously using a standardized questionnaire. Then, SPSS 24.0 and Mplus 7.0 were employed to process and analyze the data, and the Structural Equation Modeling was established to test the hypothesis. The results demonstrated that employment pressure had a significant positive impact on college students’ necessity for entrepreneurship. Also, employment pressure indirectly affected necessity entrepreneurship and opportunity entrepreneurship through the mediating effect of entrepreneurial values. The entrepreneurial environment (a) positively moderated the relationship between employment pressure, necessity entrepreneurship, and opportunity entrepreneurship and (b) moderated the mediating effect of entrepreneurial values. That is, in a favorable entrepreneurial environment, entrepreneurial values have a stronger mediating effect. Starting from cognitive psychology, this study explored the micro-psychological mechanism of individual employment pressure that has influenced entrepreneurial motivation. It has enriched the existing literature on the entrepreneurship theory of college students, underlining that the hypothesis on refugee effect and entrepreneurial effect is also applicable at the micro-level. On top of that, it has provided a practical reference for the employment and entrepreneurship of current Chinese college students. [ABSTRACT FROM AUTHOR]

Budd, Pohler, and Huang (Industrial Relations: A Journal of Economy and Society 2021) proposed a theory about how managers' and employees' (mis)matched frames of reference regarding employment relationships help explain HR outcomes observed in practice. In this response, I pose some questions about the scope of the theory, possible contingencies, and potential confounding mechanisms in hopes of motivating additional dialogue regarding the importance that frames of reference play in how employment relationships are enacted. [ABSTRACT FROM AUTHOR]

Budd, Pohler, and Huang's (Industrial Relations: A Journal of Economy and Society 2022) proposed a theory of (mis)matched frames of reference to explain how managers' and employees' frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed in practice. We concur with Budd et al. that frames of reference provide a valuable and unique approach to studying employment relations and HR systems but have not received much attention. Therefore, we aim to extend their theory of (mis)matched frames of reference to strategic human resource management (HRM) research. We begin this commentary with a summary of their theoretical framework. We then introduce the background of strategic HRM and propose opportunities of applying frames of reference to advance strategic HRM research. Moreover, we discuss challenges of and considerations for using their framework in strategic HRM research. [ABSTRACT FROM AUTHOR]

In their contribution to this symposium, John W. Budd, Dionne Pohler, and Wei Huang provided directions for understanding how conflicts and human resource (HR) practices are influenced by framing processes. The current literature on frames in the field of human resources and industrial relations tends to view individual actors as representatives of theories on employment relationship, and it focuses on the formal side of HR practices. These features limit scholars' scope and ability to address the agency of the actors involved in framing processes, particularly employees. Therefore, this article develops an analytical perspective based on the economics of conventions to help realize the promise of Budd, Pohler, and Huang's work for a deeper understanding of the co‐construction of frames and changes in HR practices in work organizations. [ABSTRACT FROM AUTHOR]

The Centre for Monitoring Indian Economy's (CMIE) Consumer Pyramid Household surveys have emerged as an important source of regular labour market data for India. Given the differences in methods in data collection between the CMIE and official employment sources, it becomes exceedingly important to establish some comparability between the government and the CMIE datasets. With the release of the official Periodic Labour Force Surveys for 2017–18, we now have an overlap between the official datasets and CMIE datasets. In this paper, we examine the extent of comparability of labour force estimates from these two datasets. We find that employment estimates for men are broadly comparable. However, for women, there is a consistent divergence, with CMIE estimates of women's workforce participation lower than that of NSS-PLFS. We find that irrespective of the reference period used in the PLFS estimation of employment statuses, there is no convergence with the CMIE employment estimate for women's employment. Moreover, the mismatch in CMIE-PLFS estimates occurs across all types of women's employment and irrespective of what reference period of employment (in official data) is used. [ABSTRACT FROM AUTHOR]

Dairying has played a significant role in providing a livelihood to farmers in India. About 80 million rural Indian households are engaged in milk production with a very high proportion being landless, small and marginal farmers. The study aims to analyse the challenges faced by the dairy industry in generating employment and expanding their business. The paper has taken data from annual survey of industries over 20 years and a case study with a detailed interview of a cooperative society working in the dairy sector. The analysis is based on autoregressive distributed lag model. With the help of analysis, the study found that the dairy industry has the potential to generate employment. During the interaction for the case study, it was observed that firms in the dairy industry undertake the production of value-added products to yield profits which is limited due to low investments. However, the lack of advertisements of these products results in restrained sales and limits income of the farmers. Therefore, the study suggests that the private sector should be encouraged through product link incentive scheme and the government should intervene as a facilitator for their growth and expansion on international levels. [ABSTRACT FROM AUTHOR]

While prior research has suggested that network-based hiring in the form of referrals can lead to better career outcomes, few studies have tested whether such career advantages differ across demographic groups. Using archival data from a single organization for nearly 16,000 employees over an 11-year period, the authors examine the effect of hiring by referrals on the number of promotions employees receive and the differences in this effect across demographic groups. Drawing on theories of referral-based hiring, inequality, and career mobility, they argue that referral-based hiring provides unique promotion advantages for minorities compared to those hired without a referral. Consistent with this argument, they find that referrals are positively associated with promotions for one minority group, blacks, even after controlling for individual and regional labor market differences. The authors explore the possible mechanism for this finding, with initial evidence pointing to referrals providing a signal of quality for black employees. These results suggest refinement to prior research that attests that referral-based hiring disadvantages racial minorities. [ABSTRACT FROM AUTHOR]

In view of the employment difficulties of college graduates, this paper analyzes the overflow of graduates in a particular period caused by the expansion of enrollment in various colleges and universities and the social phenomenon of social positions in short supply. First, the employment status of application-oriented college students and the deficiencies of employment guidance courses are summarized. Then, deep learning technology is combined with the relevant employment concept to construct an employment training model to guide college students in employment. Besides, a questionnaire on learning effect and employment quality is designed from four perspectives: learning motivation, concentration, teaching process, and final results. The information collected through the questionnaire demonstrates that the employment quality and learning effect of male and female students are not significantly affected by gender differences. In addition, the P values of learning motivation, concentration, and teaching process are all less than 0.01, and the unstandardized coefficient of the teaching process is 0.349, which has the most significant impact on the learning effect. In short, the three factors positively affect the learning effect. Therefore, it comes to the conclusion of improving the ability and strategy of classroom employment guidance. If one wants to be successful in job hunting and career selection, it is not enough just to be competitive but also to be good at it. Being good at the competition is reflected in having good psychological quality, strength, and a good competitive state. In the job hunting and career selection competition, attention should be paid to whether the expected value is appropriate. College students should have sufficient self-awareness before preparing to submit resumes. During the interview, they should overcome emotional anxiety. If a person can treat study, work, and life in a good mood from beginning to end, he will win the competition. The research reported here can provide some reference suggestions for the employment quality of application-oriented college graduates. [ABSTRACT FROM AUTHOR]

This paper is the first to use program administrative data from Brazil's National Employment System (SINE) to assess the impact of SINE job interview referrals on labor market outcomes. We use data from a five-year period (2012-16) to evaluate the impact of SINE job referrals on reemployment, time until reemployment, job tenure, and wage rates. Causal impact estimates based on propensity score matching suggest that a SINE job interview referral increases the probability of finding a job within three months of the referral and reduces the number of months needed to find reemployment, the average job tenure of the next job, and the reemployment wage. Subgroup analysis suggests that SINE is particularly effective at helping less educated workers find work in a timely fashion. Finally, the evidence suggests that the self-service online labor exchange is less effective than the in-person job interview referrals provided at SINE offices. [ABSTRACT FROM AUTHOR]

Attrition is the departure of employees from the organization for any reason like resignation, termination, death or retirement. The main aim of this paper is to recognise the reasons, why attrition occurs in manufacturing industries in Salem District, to identify the satisfactory level of employees towards their job and working conditions and to find the ways to reduce the attrition in manufacturing industries in Salem District. In this present study, the sample size of 50 respondents were selected from manufacturing industries like textile mills, cotton mills, steel industries, automobile industries and electrical industries which are situated in Salem District. The result showed that there is a significant Difference (at 0.05 levels) amongst the different categories of experience of the respondents with the attrition factors. [ABSTRACT FROM AUTHOR]

In this study, an attempt has been made to examine the level of organizational commitment and job satisfaction among male and female school teachers working in private schools during the Covid‐19 pandemic. For the present study, descriptive method is used. The sample of 181 private school teachers was drawn using a purposive sampling procedure. The organizational commitment questionnaire is developed by Allen and Meyer in 1990 and job satisfaction index by Brayfield and Rothe in 1951 is used for the study. For descriptive statistics mean, standard deviation (S.D.), and z test is used. Shapiro–Wilks test, Levene's test, and Mann–Whitney U test is used to analyze data in the current study. The results revealed that female teachers are more continuance committed as compared to male teachers during this tough situation of a pandemic. The level of organizational commitment is found low in both female and male teachers during the Covid‐19. No significant difference is found in the overall job satisfaction among male and female teachers during the Covid‐19 pandemic. This study also determines a positive and significant relationship between organizational commitment and job satisfaction during the Covid‐19 pandemic. [ABSTRACT FROM AUTHOR]

With the growing use of machine learning algorithms in highly consequential domains, the quantification and removal of disparity in decision making with respect to protected attributes, such as gender, race, etc., is becoming increasingly important. While quantifying disparity is essential, sometimes the needs of a business (e.g., hiring) may require the use of certain features that are critical in a way that any disparity that can be explained by them might need to be exempted. For instance, in hiring a software engineer for a safety-critical application, a coding-test score may be a critical feature that is weighed strongly in the decision even if it introduces disparity, whereas other features, such as name, zip code, or reference letters may be used to improve decision-making, but only to the extent that they do not add disparity. In this work, we propose a novel information-theoretic decomposition of the total disparity (a quantification inspired from counterfactual fairness) into two components: a non-exempt component which quantifies the part of the disparity that cannot be accounted for by the critical features, and an exempt component which quantifies the remaining disparity. This decomposition is important: it allows one to check if the disparity arose purely due to the critical features (inspired from the business necessity defense of disparate impact law) and also enables selective removal of the non-exempt component of disparity if desired. We arrive at this decomposition through canonical examples that lead to a set of desirable properties (axioms) that any measure of non-exempt disparity should satisfy. We then demonstrate that our proposed counterfactual measure of non-exempt disparity satisfies all of them. Our quantification bridges ideas of causality, Simpson’s paradox, and a body of work from information theory called Partial Information Decomposition (PID). We also obtain an impossibility result showing that no observational measure of non-exempt disparity can satisfy all of the desired properties, which leads us to relax our goals and examine alternative observational measures that satisfy only some of these properties. We perform case studies to show how one can audit existing models as well as train new models while reducing non-exempt disparity. [ABSTRACT FROM AUTHOR]

Online professional networks are important tools used by recruiters to find qualified candidates for job openings. Within these networks, professional recommendations are used to supplement profiles and add credibility. These recommendations tend to be overly positive, full of superlatives, and lacking in critical statements (referred to as scope of improvement). We draw on the theory of online trust to argue that having scope of improvement and superlatives may affect various dimensions of trust and to show how online trust, in turn, can affect the usefulness of a recommendation and the likelihood of receiving an interview. We contribute to the body of work on online trust both theoretically and empirically. From a theory perspective, we explain why including scope of improvement and superlatives in recommendations on online professional networks may help certain candidates in getting an interview but hurt others. From an empirical perspective, we provide a unique empirical setting that allows us to observe not only the effect of scope of improvement and superlatives, but also validate the theoretically argued underlying process. Furthermore, through discussion with recruiters, we identify then test contextual factors that differentiate recommendations on online professional networks from traditional recommendations. In this study, we use a scenario-based, quasiexperimental survey to test the effects of superlatives and scope of improvement on the usefulness and effectiveness of recommendations. Further, we test the mediating role of trust and how the experience levels of the recommendee affect the sign and strength of these relationships. Our findings indicate that including scope of improvement increases the effectiveness and usefulness of recommendations for candidates at low- and middle levels of experience. For the most experienced candidates, including scope of improvement has a negative effect on effectiveness. Superlatives negatively affect the perceived competence of the recommender and thus should be avoided. This negative effect is reduced when combined with scope of improvement. [ABSTRACT FROM AUTHOR]

The article examines the problem of circulation of sexual misconduct perpetrators in the international development and humanitarian assistance sectors. Topics discussed include the necessity for aid organizations to risk litigation if asked to provide reference for a former employee who faced sexual misconduct allegations, ways to develop organizational sexual misconduct-related policies, and the importance of active support of leaders for zero tolerance for inaction in sexual misconduct cases.

Drawing on theory and research on labour market intermediaries, we interviewed 51 contingency headhunters specialised in foreign subsidiaries in Japan to explore how they search host country national candidates and what factors influence their search activities. The findings suggest that headhunters search candidates through cold calls, personal and shared databases, online job boards and social network sites, and referrals. The findings also suggest that how headhunters search candidates are congruent with the perceived importance of client organisations, search firm size and headhunters' experience. The findings contribute to human resource management research by providing evidence of a complex cost‐benefit and experience‐related candidate search activities. [ABSTRACT FROM AUTHOR]