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The article delves into the difficulties encountered by LGBTQ+ asylum seekers within the refugee status determination (RSD) system, emphasizing the challenges of gaining trust and facing discrimination. It discusses the concept of trust in the RSD system and how societal attitudes and stereotypes hinder LGBTQ+ individuals from accessing protection. The text also touches on the issue of institutional bleeding, where personal biases of RSD officers impact the fairness of the determination process, particularly for LGBTQ+ claimants. Recommendations are made to mitigate institutional bleeding and enhance trust within the RSD system, including implementing SOGI guidelines, offering cultural sensitivity training, and empowering claimants in the process. [Extracted from the article]

ABSTRACT Aim Design Data Sources Methods Results Conclusions Implications for the Profession Impact Reporting Method Patient or Public Contribution To identify and describe evidence from original studies on the contextual factors, dimensions, and outcomes of decent and precarious work among nursing and care workers.This is a mixed‐methods systematic review.The Scopus, Web of Science, PubMed, CINAHL, PsycINFO and SocINDEX databases were searched on January 11, 2024.Two reviewers independently applied eligibility criteria, selected studies, and conducted quality appraisals. We employed data‐based convergent synthesis as the data synthesis method. The dimensions of decent and precarious work were analysed deductively using the Employment Quality Framework.Five studies on decent work and 13 studies on precarious work were included. Five contextual factors were common, though opposite, in both decent and precarious work studies: employment contract, position, financial situation, age, and work experience. Three outcomes were also common. Decent work increased, and precarious work decreased, physical and mental health and empowerment, whereas turnover was decreased by decent work and increased by precarious work.Challenges can be converted into positive outcomes for the future, moving towards meaningful work, fair jobs, sustainable employment policies, and attractive career prospects. To achieve this, more knowledge is needed about employment quality in nursing and care work.Young nurses and care workers should be provided opportunities to fully engage in their work and organisations. Training is also crucial for managers, as it decreases authoritarian and controlling management practices.This review is the first to synthesise research evidence on decent and precarious work in nursing and care work, confirming that they are opposite concepts of employment quality. The results benefit nurses and care workers, organisations, and decision‐makers.The study was reported following the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis (PRISMA) checklist.No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

This study investigated the perceptions of secondary school teachers regarding the effectiveness of summative assessments, such as first quarter exams, in a particular secondary school in the division of Misamis Oriental, Region X. The study examined teachers' demographic profiles, their perceptions of the effectiveness of teaching assessments, and their self-perceived knowledge and skills in designing and implementing teacher-made first quarter assessments. A quantitative descriptive research design was employed, and a structured questionnaire was used to collect data from the respondents. The findings revealed that teachers generally held positive perceptions of the effectiveness of summative assessments, with high scores in areas like clear grading criteria, fair and equitable assessments, and effective communication of results. Teachers also demonstrated a strong commitment to continuous improvement, collaboration with colleagues, and exploration of diverse assessment strategies. However, some areas for potential improvement were identified, such as receptiveness to student feedback and heightened awareness of potential biases in assessment design. The study provides valuable insights for educators, policymakers, and stakeholders to enhance summative assessment practices and support teachers in developing effective assessment literacy and skills. [ABSTRACT FROM AUTHOR]

This study investigates the relationship between career and study fair participation and the motivations of Sint Maarten's secondary vocational students. Using a mixed-method design, data was collected from 98 participants (N = 98) who completed an online survey consisting of the Academic Motivation Scale (AMS). Twenty-one survey participants were subsequently interviewed. Key findings indicated that extrinsic motivation was the highest among participants. The results indicate that a single career fair alone may not be sufficient for improving the intrinsic motivation of students. Future studies should investigate the impact of attending multiple career fairs over a longer period. Overall, the research findings contribute to our understanding of academic motivation and the correlations between career and study fairs and secondary vocational student motivations in Sint Maarten. The findings highlight the importance of improving fair attendance through better promotion and logistical support for students, while also emphasizing the need to address stigmas that affect intrinsic motivation of students. The findings of this study can be particularly useful among policymakers and school leaders in the field of vocational education. [ABSTRACT FROM AUTHOR]

With increasing age, it becomes more difficult for unemployed workers to find a new job. Due to age-related negative stereotypes, employers typically prefer younger applicants. This study analyzes a marketing campaign of a local employment agency in Germany that drew attention to the problem of negative age-related stereotypes and highlighted the high value of older workers. The goal of the campaign was to increase the hiring rate of older unemployed. Using comprehensive register data and applying a difference-in-differences approach, we find that the information conveyed through the campaign (via banners, interviews, job fairs, and informational brochures) did indeed change firms’ hiring behavior. The intervention increased the employment rate of workers aged 50 to 59 with unemployment experience by approximately 3 percentage points. The positive employment effects of the campaign appear to be somewhat more pronounced for women than for men. We conclude that an information campaign to overcome age-related negative stereotypes might be an appropriate measure to highlight the value of older workers and increase their employment chances. In the context of the demographic change, therefore, an information campaign might help to fight against a shrinking workforce and an impending shortage of skilled labor. [ABSTRACT FROM AUTHOR]

This article provides an overview of school book fairs, focusing on the leading provider, Scholastic, as well as other companies that cater to specific demographics or regions. It explains the process of organizing and running a book fair, including book selection, logistics, and volunteer involvement. The article also addresses controversies surrounding the books offered at fairs and the challenges schools face in choosing appropriate titles. It concludes by discussing the return on investment for schools and the considerations they must make when deciding whether to hold a book fair. The lack of librarian involvement in book fairs is a concern for some students, who value conversations with librarians and teachers about books and access to books that reflect their lives. In response to perceived discrimination and disparities, many school communities are transitioning to free book fairs using various fundraising models to provide new and popular books for students to choose from. Scholastic recently faced criticism for cautioning librarians about diverse books in their book fair collection, leading to calls for a boycott and demands to rescind the collection. Scholastic acknowledged their mistake and discontinued the collection. While school book fairs remain popular and effective in getting books into students' hands, Scholastic's error highlights the complexities and issues of equity and inclusion in schools. [Extracted from the article]

Copyright of Arab Journal for Scientific Publishing is the property of Research & Development of Human Recourses Center (REMAH) 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.)

Vocational high schools in Indonesia face challenges in producing graduates who meet the needs of the job market. The link and match policy along with the Job Matching system are proposed to enhance curriculum relevance to the workforce. The intelligent job matching model, which integrates machine learning technology, is expected to provide job recommendations aligned with graduates' competencies. Data analysis techniques used include qualitative and quantitative statistical analysis, encompassing Validity Analysis, Practicality Analysis, and Effectiveness Analysis. The intelligent job matching model has proven effective in assisting in matching vocational high school students' competencies with workforce demands in the industry. In the 2023 job fair, the success ratio of students invited for interviews until the employment process reached 53.13%, exceeding the Ministry of education and culture's target of 40%. This indicates that the model can provide job recommendations accurately enough, aiding in improving the direct employment rate of vocational high school students. Research indicates that the intelligent job matching model is effective in facilitating students' transition to the workforce. The model has been tested for validity, practicality, and effectiveness in enhancing students' employability and strengthening the relationship between education and industry. [ABSTRACT FROM AUTHOR]

Limited scholarly work has been conducted on the perceptions and experiences of industry professionals transitioning to full-time academic positions in US higher education institutions. Ten semi-structured interviews were conducted with former industry practitioners who transitioned to full-time academic roles to explore their motivations and challenges associated with the transition from industry to academia, as well as their desires to remain in higher education or return to the industry. Despite career-related challenges, participants valued collegial relationships and the direct impact on students, fostering a strong desire to remain in academia. They highlighted the need for improved leadership pertaining to preparation for academic careers, fair compensation, and enhanced training and mentoring support for working with students. This study provides valuable insights into the experiences of industry professionals in academia, emphasising the importance of comprehensive support and understanding in US higher education institutions. [ABSTRACT FROM AUTHOR]

This study investigates the impact of performance appraisal satisfaction, salary satisfaction, and supervisor support on employee turnover intention, with job attachment acting as a mediating variable. Turnover intention refers to the likelihood of employees leaving their current job, which can significantly affect organizational productivity and incur high costs. The research focuses on employees in the food processing industry in Sukoharjo Regency. Using a quantitative survey and cross-sectional method, data were collected from 300 employees through questionnaires and analyzed using Smart PLS 3.2.9 software. The results indicate that performance appraisal satisfaction, salary satisfaction, and supervisor support positively affect job attachment, which in turn negatively influences turnover intention. Job attachment mediates the relationship between performance appraisal satisfaction, salary satisfaction, and supervisor support on turnover intention. These findings contribute to the literature on human resource management and provide practical insights for organizations to enhance employee retention by fostering job attachment through fair performance appraisals, adequate salary, and strong supervisor support. [ABSTRACT FROM AUTHOR]

This article explores the significance of accurate and current information for college admission counselors. It emphasizes the need for structures that allow counselors to access information about academic programs, student services, and the strengths of institutions. The article acknowledges the challenges faced by high school counselors in obtaining information and suggests ways for colleges to efficiently provide information to counselors. It underscores the importance of providing factual and positive information to prospective students and their families. The article also discusses the challenges faced by high school counselors in gathering and sharing information about colleges and universities with their students, and suggests strategies such as meeting with various departments, conducting interviews, and utilizing centralized platforms for information sharing. [Extracted from the article]

The Cirebon Regency Manpower Office has held a job fair program as a step to overcome the problem of unemployment. This study aims to evaluate the job fair program and find out the impact of the implementation of the job fair organized by the Cirebon Regency Manpower Office and whether it has gone well in accordance with the goals that have been set. The evaluation of this program uses criteria developed by William N. Dunn. This study uses a qualitative approach by utilizing primary and secondary data. The data analysis process involves the stages of data reduction, data presentation, and conclusions drawn. The results of the study show that the job fair program can be said to be quite successful. This program showed positive results of the six evaluation indicators used: effectiveness, efficiency, adequacy, alignment, responsiveness, and accuracy. Although some aspects still need to be improved, the implementation of this program can be considered successful. Overall, it can be concluded that the job market program in Cirebon Regency is an effective step in overcoming the problem of unemployment. By making several improvements, this program has the potential to be more optimal in providing support to the community in finding a job. [ABSTRACT FROM AUTHOR]

The rapid expansion of two-wheeler ride-hailing platforms has transformed urban mobility, offering convenience and cost-effectiveness. However, the unregulated pricing strategies of these services pose challenges for both consumers and drivers. This study explores the urgency to implement pricing regulations and identifies the primary beneficiaries and those in need of such measures. Through a comprehensive review of existing literature, stakeholder interviews, and market analysis, it becomes evident that price regulation can stabilize fares, ensuring affordability for riders while providing fair compensation for drivers. Riders, particularly from low and middle-income groups, benefit most from regulated pricing as it guarantees predictable and reasonable fares, enhancing their access to reliable transportation. Drivers, often facing income volatility due to fluctuating ride demand and pricing schemes, also stand to gain significantly from a regulated system that ensures fair wages and job security. Furthermore, regulatory frameworks can foster competitive equity among ride-hailing companies, preventing monopolistic practices and encouraging healthy market competition. Therefore, the regulation of pricing for two-wheeler ride-hailing platforms is crucial not only for consumer protection but also for safeguarding driver welfare and promoting a balanced market ecosystem. The findings advocate for policymakers to urgently address this regulatory gap, ensuring that the benefits of ride-hailing services are equitably distributed across all stakeholders. [ABSTRACT FROM AUTHOR]

Copyright of Extensão em Foco is the property of Universidade Federal do Parana 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.)

Within the thriving e-commerce landscape, some unscrupulous merchants hire spammer groups to post misleading reviews or ratings, aiming to manipulate public perception and disrupt fair market competition. This phenomenon has prompted a heightened research focus on spammer groups detection. In the e-commerce domain, current spammer group detection algorithms can be classified into three categories, i.e., Frequent Item Mining-based, graph-based, and burst-based algorithms. However, existing graph-based algorithms have limitations in that they did not adequately consider the redundant relationships within co-review graphs and neglected to detect overlapping members within spammer groups. To address these issues, we introduce an overlapping spammer group detection algorithm based on deep reinforcement learning named DRL-OSG. First, the algorithm filters out highly suspicious products and gets the set of reviewers who have reviewed these products. Secondly, taking these reviewers as nodes and their co-reviewing relationships as edges, we construct a homogeneous co-reviewing graph. Thirdly, to efficiently identify and handle the redundant relationships that are accidentally formed between ordinary users and spammer group members, we propose the Auto-Sim algorithm, which is a specifically tailored algorithm for dynamic optimization of the co-reviewing graph, allowing for adjustments to the reviewers' relationship network within the graph. Finally, candidate spammer groups are discovered by using the Ego-Splitting overlapping clustering algorithm, allowing overlapping members to exist in these groups. Then, these groups are refined and ranked to derive the final list of spammer groups. Experimental results based on real-life datasets show that our proposed DRL-OSG algorithm performs better than the baseline algorithms in Precision. [ABSTRACT FROM AUTHOR]

The level of job performance (high or low) can reflect the level of organizational performance (high or low), while the job performance is affected by perceived organizational justice. There are three dimensions of organizational justice: distributive justice, procedural justice, and interactional justice. A lot of research has been done in this area on large companies (public companies/Tbk), international companies, and companies in big European countries, US, UK, etc. This research aims to add value to sustainable business (at BUMN/State-owned enterprises, especially at PDAM/Regional Water Company Kudus Regency Central Java Province) by examining the context of organizational justice and employee performance (job performance). The PDAM company will have a sustainable business when it can produce the healthy water and give high service to the customers. It is a measure of high or low job performance. By involving 72 field and office employees, the research data were analyzed using multiple regression, to find the level of influence that reflects the indicators on the variables studied. The results of this research show that as hypothesized, procedural justice and perceived interactional justice have a positive and significant effect on employee performance. However, one hypothesis is not supported, namely, distributive justice does not affect employee performance, even though there is one positive and significant multiple effects. The main reason for not accepting this hypothesis is that the increase in job performance is not directly influenced by distributive justice such as reward justice. However, for employees of PDAM Kudus, job performance is more influenced by job satisfaction. This is demonstrated by the higher perception of procedural justice and perceived interactional justice which contains some indicators: process, procedures, fair policies, information, and effective interaction between employees and superiors as well. Research limitations and future research in this area will be discussed and suggested. [ABSTRACT FROM AUTHOR]

Good Corporate Governance is the management of a company that is transparent, accountable, responsible, fair, and considers all stakeholders. At the same time, intangible assets such as intellectual capital have a very important role in the shift to a knowledge-based economic orientation. Fund providers such as investors and creditors respond to the management of the company and the assets owned by the company in running the business. Changes in stock price, which is a component of stock return, will represent the response of fund providers. By analyzing the effect of intellectual capital on stock returns under the guidance of good corporate governance, this study seeks to generate empirical evidence. Companies in the financial sector listed between 2018 and 2022 on the Indonesia Stock Exchange serve as the study population. Purposive sampling was used to select 49 companies as research samples. Based on empirical evidence obtained from statistical analysis that has been carried out, all coefficients provide positive values, indicating that the movement of stock returns is in line with changes in Good Corporate Governance and intellectual capital. It can be concluded that the results of this study indicate that Good Corporate Governance affects stock returns. The effect of gcg on stock returns is strengthened by the role of intellectual capital, meaning that Good Corporate Governance will tend to have a greater influence on stock returns when the company has greater intellectual capital. [ABSTRACT FROM AUTHOR]

There is growing evidence that London's disadvantaged youth have a better chance at progressing to elite universities than their counterparts outside the capital. Drawing on case study research in a disadvantaged East London locality, this article suggests that a convergence of structural factors that favour elite university progression may help explain this high progression. These factors include local schools' valorisation of elite universities and their associated prioritisation of resources and strong framing of university choices to privilege Russell Group progression. Students' apparent advantageous access to the widening participation provision of elite universities and to internship and networking opportunities arising from London's corporate philanthropy also appear to play important roles. The article advocates for greater strategic planning by the regulator and further partnerships across all sectors of the economy to enable a fairer distribution of widening participation opportunities nationwide. It concludes with a call to reflect on the wisdom of privileging elite university progression at all costs and asks whether we should really be championing such a narrow vision of social mobility in the first place. [ABSTRACT FROM AUTHOR]

This study explores the opportunities and challenges of integrating artificial intelligence (AI) into engineering education. Through a review of the literature and a qualitative focus group study, an assessment was made for the role of AI in personalizing learning, enhancing simulation engagement, providing real-time feedback, and preparing students for AI-integrated workplaces. The study emphasizes how AI may significantly improve educational experiences by making them more dynamic, interactive, and successful. It also draws attention to important issues, such as moral questions, algorithmic biases in AI, infrastructure constraints, the need for AI literacy training for educators, and a range of student perspectives on AI engineering education. The results support a systematic approach to AI integration, highlighting the necessity of cooperative efforts by educators, legislators, curriculum designers, and technologists in order to overcome these obstacles. The study makes the case that AI can transform engineering education by negotiating these challenges and providing students with the information and skills needed for the digital future, all the while assuring fair and moral access to technology-enhanced learning. [ABSTRACT FROM AUTHOR]

Summary: After a machine failure, batch schedulers typically re‐schedule the job that failed with a high priority. This is fair for the failed job but still requires that job to re‐enter the submission queue and to wait for enough resources to become available. The waiting time can be very long when the job is large and the platform highly loaded, as is the case with typical HPC platforms. We propose another strategy: when a job J$$ J $$ fails, if no platform node is available, we steal one node from another job J′$$ {J}^{\prime } $$, and use it to continue the execution of J$$ J $$ despite the failure. In this work, we give a detailed assessment of this node stealing strategy using traces from the Mira supercomputer at Argonne National Laboratory. The main conclusion is that node stealing improves the utilization of the platform and dramatically reduces the flow of large jobs, at the price of slightly increasing the flow of small jobs. [ABSTRACT FROM AUTHOR]

The South African energy sector is faced with competing priorities concerned with ensuring environmental sustainability, energy security, and balancing its citizens' socio-economic needs. The decarbonisation agenda has put a spotlight on the quality of jobs in the energy sector, particularly those in the coal value chain. This paper aims to bring some focus to the subject of decent work as per the International Labour Organisation's definition and highlights the emerging themes in the South African energy sector. Our research shows that, although the country is on the path to decarbonisation, a clear definition of a job and decent work is needed. We show that if the country is to depend on the Renewable Energy industry, it is imperative to ensure that this industry has the capacity to provide the necessary skills and training to its new workforce and provide fair and just working conditions that would lead to decent work. [ABSTRACT FROM AUTHOR]

When making decisions, humans often strive to uphold objective, absolute standards, such as about what is small versus large, blue versus purple, or unfair versus fair, suggesting that our judgments should not be swayed by extraneous factors such as the sequence or frequency of events to be judged. Yet in previous research, when some items (e.g., threatening faces) became less frequent, humans responded by expanding their concept (of "threatening") to include more ambiguous stimuli. We assessed the origins of this perceptual frequency bias by testing 25 capuchins, seven rhesus monkeys, and 102 humans on a computer task in which they had to classify one circle at a time (pulled from a continuum of 50 circle sizes) as either small or large. Small and large circles initially appeared with equal probability but over time small circles either became less frequent, more frequent, or did not change in frequency. All three species showed changes in judgment, but contrary to predictions, they contracted, rather than expanded, their size judgments of the less frequent category. In other words, when small circles became rare, participants were more likely to judge ambiguous circles sizes as large (and vice versa). This may have been due to the immediate explicit feedback, as has recently been found in humans, and we consider possible mechanisms driving our participants' responses. These results suggest that humans' difficulties in maintaining absolute standards are shared with other animals. [ABSTRACT FROM AUTHOR]

The 2nd International FEBS‐IUBMB‐ENABLE Molecular Biosciences PhD and Postdoc Conference was held from 23rd to 25th November 2023 in Cologne, Germany. Over 240 participants from 31 different countries came together at the University of Cologne to follow the two‐day scientific symposium and the career day. This year's topic was "The emerging challenge – environmental impacts on human health". In four different sessions, eight renowned keynote speakers presented their current research. By offering flash and short talks, 39 participants were able to present their work in front of a big audience. Scientific exchange and networking were encouraged during the two poster sessions, during breaks, and the conference dinner. On the Career Day, a career fair was held and participants could attend workshops as well as career chats to improve their job prospects. The success of the series will be continued during the next conference edition: "Artificial Intelligence – Reshaping biomedical and healthcare research", which will take place 4th to 6th December 2024 in Singapore. [ABSTRACT FROM AUTHOR]

Despite the enormous negative economic influence on consumer well‐being, price‐fixing remains a largely unexplored area in consumer research. Previous research showed that consumers perceive different prices for the same product as unfair. However, our findings counterintuitively indicate that consumers may also perceive uniform prices as unfair. Two experimental studies examined the effect of price uniformity (uniform/nonuniform) and price patterns over time (increase/no change) on the perception of price unfairness and third‐party complaint intention. The findings show that consumers perceive prices as unfair when retailers increase a uniform price simultaneously. This pricing strategy by retailers increases consumers' intention to report suspected price‐fixing activities to authorities, that is, third‐party reporting. Based on the findings, implications for marketing practices and tactics to enhance public policy are discussed. [ABSTRACT FROM AUTHOR]

Objectives: Postresidency career choices are complex decisions that involve personal, professional, and financial preferences and may be influenced by training programs. It is unknown how residents navigate these decisions during emergency medicine (EM) residency. We explored EM residents' perspectives on career decision making and how residency programs can support career planning. Methods: We conducted semistructured interviews at seven accredited EM residency programs from diverse locations and training formats. We used purposive sampling to reflect the diversity of trainees with regard to gender, level of training, and career plans. Two researchers independently coded the transcripts. We used a constructivist–interpretivist paradigm to guide our thematic analysis. Results: We interviewed 11 residents and identified major themes in three categories. Residents described being exposed to career options through formalized curricula such as required rotations, career fairs, and subspeciality tracks, highlighting the importance of access to faculty with diverse areas of clinical and academic expertise. Many noted that exposure was often self‐driven. We identified three major themes regarding career decisions: instrumental factors, people involved, and processes of decision making. Instrumental factors included personal interests, goals, and values as well as practice characteristics, financial considerations, timing, and opportunity costs. Mentors and family were highly involved in resident career decisions. Residents often utilized reflection and conversations with mentors and peers in their decision‐making process. Participants recommended that programs provide exposure to diverse career options early in training, protect time for career education, and ensure adequate mentorship and a supportive community. Participants suggested specific curricular content and strategies to support career decisions. Conclusions: This study illuminates important factors involved in resident career decision making and how programs can support their trainees. Essential components include diverse experiences and building a reflective mentorship environment. [ABSTRACT FROM AUTHOR]

The Objective of this study was mainly to analyze the effectiveness of the fair recruitment and selection procedures in the public sector universities of Pakistan. In order to achieve the objective, the current hiring practices were studies from 50 respondents of university of Sindh Jamshoro, through non - probability sampling method. The careful attention was given in data collection and was collected through personally administered questionnaire from heads of the teaching departments who are actually operating academic departments and are a vital part of recruitment and selection. Data was analyzed through SPSS by applying Pearson correlation and regression analysis and some needed descriptive statistics. Study found that Job description and job specification have the greater influence on the effectiveness of fair recruitment and selection procedures. Secondly, fairness of recruitment and selection procedures proved interconnected and interrelated. Finally, based on the discussion in detail, the authors have jotted down brief followed by future directions, which authors believe will not only help the researchers to conduct future research but also practitioners in the relevant recruitment and selection section can take the benefits from this research. [ABSTRACT FROM AUTHOR]

Administrative appointments throughout higher education are sought after, highly coveted positions that exhibit power and authority for many as they become leaders. Historically, males have held a majority of these positions. Johnson, Long, and Faught (2014) found "a clear discrepancy exists" (p. 29). This study revisits the research of Johnson, Long, and Faught in examining the gender composition of public university administrators, following the chain of command from the colleges of business upwards, in five southern U.S. states. As in the original research, this study investigates the presence and prevalence of the sticky floor effect and the perceived fair employment practices of universities in applying diversity concepts within their institutions 11 years after the initial study. [ABSTRACT FROM AUTHOR]

The idea of facilitating labour mobility for refugees as a pathway for admission is back on the policy agenda. Such complementary pathways are promoted in the Global Compact for Refugees as means to facilitate access to protection and solutions in addition to resettlement, and praised by United Nations High Commissioner for Refugees as directly contributing to easing pressure on host countries by promoting a fairer sharing of responsibilities. Yet, a significant shortcoming of work-based pathways is that in most cases they do not lead directly to a durable solution but rather offer "a journey to a durable solution" on the basis of temporary residence permits. This begs the question, to what extent can we rely on such pathways to support responsibility sharing and what happens in cases where beneficiaries of such complementary pathways lose residence rights? By comparing the different approaches applied to Ukrainian and Syrian refugees in the European Union, this article concludes that refugee labour mobility in its current state has the potential to contribute to fairer responsibility sharing only cumulatively with other durable solutions and complementary pathways, and when it provides admission facilitation coupled with a fast and clear path to permanent residence or legal mechanisms, ensuring possibilities for extension of residence rights and legality of stay. [ABSTRACT FROM AUTHOR]

This article discusses the impact of automation on work and social cooperation, emphasizing the need to prioritize values beyond economic efficiency. The author proposes the concept of "fair hybrid cooperation" to arrange automation processes in a way that provides meaningful work for all. They argue that technology should be considered as a nonhuman cooperator and that organizations should be included in the basic structure of society. The article also explores the concept of "contributive primary qualities" and argues that all workers should have access to these qualities to pursue their life plans. The author provides examples of current organizational arrangements and evaluates them based on the fair hybrid cooperation test. Additionally, the article examines the potential of nurse bots to enhance meaningful work in the healthcare sector. The author suggests that nurse bots could alleviate some burdens on human nurses and create opportunities for more fulfilling work. Overall, the article emphasizes the importance of justice and well-being in automation choices and calls for a normative shift towards fair cooperation and meaningful work for all. [Extracted from the article]

Introduction: In the field of education, new technologies have enhanced the objectivity and scientificity of educational evaluation. However, concerns have been raised about the fairness of evaluators, such as artificial intelligence (AI) algorithms. This study aimed to assess college students’ perceptions of fairness in educational evaluation scenarios through three studies using experimental vignettes. Methods: Three studies were conducted involving 172 participants in Study 1, 149 in Study 2, and 145 in Study 3. Different evaluation contexts were used in each study to assess the influence of evaluators on students’ perception of fairness. Information transparency and explanations for evaluation outcomes were also examined as potential moderators. Results: Study 1 found that different evaluators could significantly influence the perception of fairness under three evaluation contexts. Students perceived AI algorithms as fairer evaluators than teachers. Study 2 revealed that information transparency was a mediator, indicating that students perceived higher fairness with AI algorithms due to increased transparency compared with teachers. Study 3 revealed that the explanation of evaluation outcomes moderated the effect of evaluator on students’ perception of fairness. Specifically, when provided with explanations for evaluation results, the effect of evaluator on students’ perception of fairness was lessened. Discussion: This study emphasizes the importance of information transparency and comprehensive explanations in the evaluation process, which is more crucial than solely focusing on the type of evaluators. It also draws attention to potential risks like algorithmic hegemony and advocates for ethical considerations, including privacy regulations, in integrating new technologies into educational evaluation systems. Overall, this study provides valuable theoretical insights and practical guidance for conducting fairer educational evaluations in the era of new technologies. [ABSTRACT FROM AUTHOR]

One million international students study in the United States each year, and the majority of them compete in global labor markets after graduation. I conducted a large-scale field experiment and a companion employer survey to study how employers in China value U.S. college education. I sent more than 27,000 fictitious online applications to business and computer science jobs in China, randomizing the country of college education. I find that U.S.-educated applicants are on average 18% less likely to receive a callback than applicants educated in China, with applicants from very selective U.S. institutions underperforming those from the least selective Chinese institutions. The United States-China callback gap is smaller at high-wage jobs, consistent with employers fearing U.S.-educated applicants have better outside options and would be harder to hire and retain. The gap is also smaller at foreign-owned firms, consistent with Chinese-owned firms knowing less about American education. Controlling for high school quality, test scores, or U.S. work experiences does not attenuate the gap, suggesting that the gap is not driven by employer perceptions of negative selection. A survey of 507 hiring managers at college career fairs finds consistent and additional supporting evidence for the experimental findings. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Funding: This work was supported by the Industrial Relations Section at Princeton University and the Prize Fellowship in Social Sciences awarded by Princeton School of Public and International Affairs. Supplemental Material: The data files and online appendices are available at https://doi.org/10.1287/mnsc.2023.4745. [ABSTRACT FROM AUTHOR]

INDONESIA WILL COMMEMORATE ITS CENTENARY OF INDEPENDENCE IN THE YEAR 2045. THE POPULATION AGED 15-64, WHICH ACCOUNTS FOR 70% OF THE TOTAL POPULATION, HAS RESULTED IN A DEMOGRAPHIC DIVIDEND. WHEN PROPERLY HANDLED, THE DEMOGRAPHIC DIVIDEND CAN DRIVE FUTURE INDONESIA GROWTH. HOWEVER, IF MISMANAGED, IT MIGHT BECOME A THREAT. THE REALIZATION OF THE VISION FOR 2045 IS CONTINGENT UPON POLITICAL AND ECONOMIC STABILITY, AS THESE VARIABLES SHAPE THE GOVERNMENT'S APPROACH TO RESOURCE MANAGEMENT, INCOME DISTRIBUTION, AND DECISION-MAKING, ALL OF WHICH HAVE SIGNIFICANT IMPLICATIONS FOR SOCIETY. NEVERTHELESS, INDONESIA CONTINUES TO CONFRONT NATIONAL, REGIONAL, AND INTERNATIONAL OBSTACLES THAT HINDER ITS PURSUIT OF ECONOMIC AND POLITICAL STABILITY. THIS ARTICLE THOROUGHLY EVALUATES THESE DIFFICULTIES AND PRESENTS IDEAS TO STRENGTHEN THE ECONOMY AND POLITICAL STABILITY BASED ON SITUATIONAL ANALYSIS A RESEARCH APPROACH TO ADEQUATE REFLECTIVE UNDERSTANDING OF CURRENT SITUATION. MORE PRECISELY, THE PAPER SUGGESTS DIRECTING ATTENTION TOWARDS (1). ESTABLISHING AN EDUCATIONAL SYSTEM THAT INCLUDES A WELL-DESIGNED CURRICULUM, UP-TO-DATE FACILITIES, SECURE WELFARE FOR ACADEMIC STAFF, AND AN AFFORDABLE PRICE; (2). GENERATING FAIR JOB PROSPECTS; (3). ENFORCING POLICIES THAT PRIORITIZE THE WELLBEING OF THE PEOPLE AND THE SUSTAINABLE MANAGEMENT OF NATURAL RESOURCES; AND (4)—ENHANCING POLITICAL REFORMS WHILE AVOIDING REGRESSION IN DEMOCRACY, NEPOTISM, CORRUPTION, AND DIGITAL AUTHORITARIANISM; (5). AND FOSTERING NATIONAL UNITY BEYOND POPULISM. [ABSTRACT FROM AUTHOR]

John Rawls’s theory of justice constitutes one of the most significant works in political philosophy of the last century, which, due to its immense impact, has been subject to numerous analyses and critiques from various sectors of political philosophy. The purpose of this essay is to contribute to this debate by adopting a critical stance towards two mechanisms that claim to combat and remedy the profound social inequalities prevailing in our present, markedly neoliberal societies: on the one hand, the so-called affirmative actions, and on the other hand, meritocracy. It will be argued that both mechanisms can be directly deduced from the second subprinciple of Rawls’s second principle of justice (fair equality of opportunities) as instruments seemingly intended to materialize it; however, under certain special conditions, they ultimately result in exacerbating inequality and justifying an inequitable state of affairs. [ABSTRACT FROM AUTHOR]

This work presents the scientific promotion and dissemination movement that encourages creativity, innovation, and protagonism in students and teachers, through various teaching, research, and extension actions that take place at the Minas' Scientific Initiation Fair (Feira Mineira de Iniciação Científica-FEMIC). A document analysis was carried out, which first investigated the development processes of Science fairs in the state of Minas Gerais, referencing Mateus Leme as the host city of FEMIC and highlight in the participation and promotion of these events. The second part of the documentary analysis focused on the FEMIC archives (Anais, Reports, database on the PORTAL FEMIC, virtual stands and website), covering the objectives of the event, registration data, regulations and standards for exposing projects. The results found allowed us to endorse FEMIC as a fair that was consolidated as a pedagogical strategy for Scientific Dissemination due to the capillarity it reached in the territories of Minas Gerais, as it was able to continuously engage and inspire the participation of students and teachers through various extension actions. [ABSTRACT FROM AUTHOR]

The article highlights Lafayette, Louisiana's 2nd Chance Job Fair, which addresses the workforce challenge faced by employers in finding qualified workers and the barriers faced by formerly incarcerated individuals reentering the workforce. Topics discussed include the job fair's role in connecting attendees with potential employers, providing comprehensive reintegration support, and reducing recidivism rates .

This article examines the experiences of Indonesian expatriates working in South Korea. It focuses on their migration routes and practices in the skilled labor market, as well as the role of ethnic identity in their employment outcomes. The study found that many participants followed a study-work pathway, with ethnic networks playing a role in job opportunities. The article emphasizes the importance of social networks and connections in securing employment in Korea, and suggests that ethnic identity can enhance employability for highly skilled migrants. [Extracted from the article]

The Union of Southern Service Workers (USSW) is a labor union that was established in 2022 to address the challenges faced by low-wage service workers in the U.S. South. These challenges include state laws that are against unions, lack of federal labor protections, and the exploitation of Black Southern labor. USSW aims to transform low-paying service jobs into jobs with dignity by using direct action, forming alliances with the community, and organizing across different industries. The union draws on the experiences of previous worker organizing efforts in the South and aims to build a strong organization of workers to achieve long-term changes and immediate victories. USSW uses tactics like strikes and worker speak-outs to address issues and demand better working conditions. They also recognize the connection between workplace and community issues and engage in community unionism. USSW focuses on popular education, cultural organizing, and community-building to empower workers and sustain their commitment to fighting for justice. [Extracted from the article]

The Albanese Government's 2024 industrial relations reform legislation has sparked debate, with some viewing it as a necessary update for the gig economy and casual labor, while others see it as favoring unions. Jessica Tinsley and Ed Cavanough presented contrasting views on the legislation, highlighting its impact on workplaces and the role of trade unions. The laws aim to address issues like job insecurity and wage growth, but critics argue that they create a "union paywall" that limits access to benefits for non-union members. [Extracted from the article]

Clean Air and Good Jobs: U.S. Labor and the Struggle for Climate Justice, written by Todd E. Vachon, explores the intersection of climate and labor conditions in the United States. Vachon argues for the role of progressive, ecologically-minded labor activists in challenging the narrative that pits workers against environmentalists and advocates for a transition to a sustainable, decarbonized economy that includes fair provisions and union jobs. The book examines the labor-climate movement and the varying positions of different sectors of the labor movement on climate justice. While the book offers a well-researched and hopeful outlook on labor's capacity to address climate justice, it also raises questions about tensions within the labor movement and the need for militant organization and alternative forms of struggle. [Extracted from the article]

This research aims to discover the challenges and propose effective strategies to empower women by ameliorating the gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members. The study applied document review analysis and conducted focus group discussions, where thirty female professionals in the AEC industry from APEC participated. The results report four challenges contributing to the gender wage gap, namely gender bias and stereotyping, work-family conflicts, physical strength and lack of transparency. Based on the challenges, the study suggests several key strategies focusing on women's participation in the AEC industry, encouraging genderfriendly workplaces, healthy and safe workplaces, and fair career development opportunities to reduce the gender wage gap effectively. The findings suggest that by increasing awareness of the value of women's involvement in the AEC industry, pragmatic policies should be formulated for APEC members to break down the barriers to the gender wage gap. [ABSTRACT FROM AUTHOR]