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This study uses an agent-based approach with a combinatorial auction mechanism to solve the joint order acceptance and assembly job shop scheduling problem. A set of jobs is offered. Each job has a revenue, ready time, due date, deadline, and consists of a set of operations with precedence relationships. Jobs that deviate from their due dates incur earliness/tardiness penalties. An operation may require several units of capacity per time unit and a resource could have multiple units of capacity. The manufacturer can reject any job to satisfy the capacity constraints and maximise the overall profit. We develop a mathematical model for the problem, then use an agent-based approach to solve it. First, the relaxed problem is decomposed into a set of job-level subproblems. Each job is optimised individually without considering the capacity constraints. Profitable jobs at the individual level submit their optimal schedules as combinatorial bids to an auctioneer to acquire combinations of resource capacity-time units. Then, the auctioneer records the profit upper bound, resolves capacity conflicts to reach a feasible solution, records the profit lower bound, and updates the dual variables. Experimental results show that the proposed methodology can solve large-sized problems in reasonable CPU times. [ABSTRACT FROM AUTHOR]

Using a sample of recently graduated college students from South Korea, we estimate the effects of the between-majors and within-major gender wage gap. We use a recentered influence function to decompose the wage differential between majors and find that women face a higher rate of return to the field of study. In addition, women tend to select their program of study with the intention of optimizing their earnings potential relative to men. In calculating the within-major gender wage gap, we control for selectivity into a field of study extending the current methodology to a multinomial logit setting. We test our model using a sample of new graduates from South Korea. We consider six college majors. The within-major wage differential ranged from 8.2% for natural science graduates to 17% for social science graduates. After selection is accounted for, the gender wage gap becomes smaller in humanities graduates but increases in natural science and medicine graduates. Decomposing the selection correction term into explained and unexplained factors eliminates discrimination in medicine and points to reverse discrimination in natural science. [ABSTRACT FROM AUTHOR]

Purpose: An increase in informal job advertisements has been attributed to high unemployment. However, less scholarly attention has been placed on the experiences of victims of advertised job scams. Design/methodology/approach: This explorative study investigates the lived experiences of victims of advertised job scams in Ibadan, Oyo State, Nigeria, adopting Durkheim's Functionalism and Anomie Theory. Around 35 victims were purposively engaged in in-depth and telephone interviews. Findings: The findings of the study indicated the link between functionalism and anomie, an increasing rate of advertised job scams and a high rate of unemployment and poverty as well as the desperation of victims in getting jobs. The value orientation of an individual is determined by the dynamics of the social institutions. The pattern of job scammers revealed extremists conditioned by the large number of youths seeking employment. The advertised scam jobs are usually unavailable. In addition, employers, through informal job advertisements, subject victims to extortions, exploitation, street begging, kidnapping and rituals as well as sexual harassment and rape. Owing to the high rate of unemployment, many genuine job offers are characterised by bribes, besides trivializing merit. Originality/value: The government should design measures to tackle the rate of corruption and unemployment. This can be achieved by introducing entrepreneurship and skill acquisition programmes in the nation's education system. [ABSTRACT FROM AUTHOR]

ASEAN Economic Community or ussualy called AEC are economic integration agenda by country in the ASEAN. AEC contribute huge impact on economic sector in Indonesia, but also gave both hope and challenge to people in Indonesia. AEC cause Indonesian workers need to compete harder with foreign workers, because that make the jobs offer more and more limited than before. Entrepreneurship is an activity that can create new jobs so that entrepreneurship is one answer to the problem of increasingly limited job opportunities. This article reviews previous research and articles with similar themes with the aim of providing an overview of the influencing factors of entrepreneurship from a psychological perspective. Based on several literature studies, it is concluded that there are various internal and external factors that influence entrepreneurship. Further research and studies are needed in the fields of psychology and entrepreneurship. [ABSTRACT FROM AUTHOR]

Apathy represents a significant manifestation of negative symptoms within individuals diagnosed with schizophrenia (SCZ) and exerts a profound impact on their social relationships. However, the specific implications of this motivational deficit in social scenarios have yet to be fully elucidated. The present study aimed to examine effort-based decision-making in social scenarios and its relation to apathy symptoms in SCZ patients. We initially recruited a group of 50 healthy participants (16 males) to assess the validity of the paradigm. Subsequently, we recruited 45 individuals diagnosed with SCZ (24 males) and 49 demographically-matched healthy controls (HC, 25 males) for the main study. The Mock Job Interview Task was developed to measure effort-based decision-making in social scenarios. The proportion of hard-task choice and a range of subjective ratings were obtained to examine potential between-group differences. SCZ patients were less likely than HC to choose the hard task with strict interviewers, and this group difference was significant when the hard-task reward value was medium and high. More severe apathy symptoms were significantly correlated with an overall reduced likelihood of making a hard-task choice. When dividing the jobs into two categories based on the levels of social engagement needed, SCZ patients were less willing to expend effort to pursue a potential offer for jobs requiring higher social engagement. Our findings indicated impaired effort-based decision-making in SCZ can be generalized from the monetary/nonsocial to a more ecologically social dimension. Our findings affirm the critical role of aberrant effort allocation on negative symptoms, and may facilitate the development of targeted clinical interventions. [ABSTRACT FROM AUTHOR]

Using 20‐year dynamic panel data, we analysed the difference in employment adjustment speed and behaviour between unionized and non‐unionized firms, whether continuous or discontinuous, to investigate the effects of enterprise unions on job security in Japan. We confirmed that unionized firms were more reluctant to downsize and continue to offer stronger job security than non‐unionized firms. However, the unions' influence on job security has gradually weakened. The primary contribution of this study is its clarification that unions in Japan played the role of guardians of job security under increasing globalization and technological innovation over the 20‐year sample period. Our clarification provides evidence that a different type of union, distinct from those in Western countries aiming for wage increases, is deeply embedded in the Japanese stakeholder system. [ABSTRACT FROM AUTHOR]

The automatic identification of code authors based on their programming styles—known as authorship attribution or code stylometry—has become possible in recent years thanks to improvements in machine learning-based techniques for author recognition. Once feasible at scale, code stylometry can be used for well-intended or malevolent activities, including: identifying the most expert coworker on a piece of code (if authorship information goes missing); fingerprinting open source developers to pitch them unsolicited job offers; de-anonymizing developers of illegal software to pursue them. Depending on their respective goals, stakeholders have an interest in making code stylometry either more or less effective. To inform these decisions we investigate how the accuracy of code stylometry is impacted by two common software development activities: code formatting and code minification. We perform code stylometry on Python code from the Google Code Jam dataset (59 authors) using a code2vec-based author classifier on concrete syntax tree (CST) representations of input source files. We conduct the experiment using both CSTs and ASTs (abstract syntax trees). We compare the respective classification accuracies on: (1) the original dataset, (2) the dataset formatted with Black, and (3) the dataset minified with Python Minifier. Our results show that: (1) CST-based stylometry performs better than AST-based (51.00%→68%), (2) code formatting makes a significant dent (15%) in code stylometry accuracy (68%→53%), with minification subtracting a further 3% (68%→50%). While the accuracy reduction is significant for both code formatting and minification, neither is enough to make developers non-recognizable via code stylometry. [ABSTRACT FROM AUTHOR]

Employee "water cooler conversations" with coworkers, as well as interpersonal interactions outside of one's employing organization, are key sources of information about the labor market. Although the value of network ties for job search is well recognized, research to date has tended to focus on how network ties relate to job search outcomes, providing little insight into what types of network ties offer information that shape job seeker perceptions and behaviors throughout the job search process. Drawing from Steel's (2002) evolutionary search model and social network research, we assert that different types of network ties—those that are weak versus strong and those internal versus external to the organization—offer different types of labor market information, which impacts employees' labor market perceptions, propensity to search for employment, and job search effectiveness. Using a time‐separated research design in a sample of healthcare workers, we find weak external ties are associated with more optimistic perceptions of the labor market, increased marketability, and early‐stage job search, and strong external ties are associated with greater marketability and propensity to engage in an early‐stage job search. Strong internal ties (SITs) have dual, opposing influences on employee job search: SITs are associated with less early‐stage job search, but they are also associated with increased concrete prospects when employees are more actively seeking alternative employment. Taken together, this study provides more nuanced insights into how network ties influence employee job search processes, clarifying ambiguities in this literature. [ABSTRACT FROM AUTHOR]

In job interviews, applicants' use of impression management (IM) tactics is central to our understanding of the interview process. However, while theory indicates that applicants combine IM tactics meaningfully to attempt to create specific impressions, we know little about how applicants use IM tactics in combination, and the individual differences and outcomes associated with these combinations. The current study used Latent Profile Analysis to 1) determine how applicants combine IM tactics in job interviews (i.e., IM profiles), and 2) explore their construct validity by assessing relations with applicant individual differences (i.e., age, gender, HEXACO personality traits, and cognitive ability) and interview outcomes (i.e., interview performance, receiving a follow up interview or a job offer). Participants consisted of undergraduate business students participating in high-fidelity mock interviews with real interviewers (N = 516) and a broader applicant sample who recalled their most recent job interview (N = 1042). In both samples, a five-profile solution provided the best model fit. The five profiles were distinct in terms of the levels of overall IM, self- vs. other-focus, and honest vs. deceptive IM use. These profiles were replicated across both samples. Furthermore, the five IM profiles demonstrated meaningful relations with applicant disposition and interview outcomes in ways that provide support for the construct validity of these profiles. In addition, some of these relationships differed from relations with individual IM tactics, highlighting unique values of a profile-based approach to IM. This study provides a nuanced insight of how applicants combine IM tactics in job interviews. [ABSTRACT FROM AUTHOR]

Primarily using a variable-centered approach, job search research explores the connections between antecedents, processes, and outcomes. A person-centered approach, however, categorizes individuals based on personal and contextual elements. This study used CSM as a theoretical framework to identify job seeker profiles by exploring configurations of job search self-efficacy, conscientiousness, financial need, social pressure, and job search quality and intensity. We examined how these profiles correspond with sociodemographic variables and job search outcomes such as rumination, interviews, and job offers. In a sample of 300 job seekers, four profiles emerged: casual job search contemplator, financially burdened job seeker, financially secure job seeker, and multifaceted job search strategist. The contemplator profile correlated with the fewest interviews, while the financially burdened job seeker had the most. These findings suggest career counselors need to recognize distinctive job seeker patterns requiring tailored counseling approaches, underscoring the potential of the person-centered approach for further job search research. [ABSTRACT FROM AUTHOR]

This article inspects the relationship between fertility and employment, providing an explanatory mixed-method analysis to gauge their nexus for rural and urban Albania over the 2000s. We instrument reproductive decisions with having two first-born daughters in a 2SLS model of employment. We show that having an additional child negatively influences employment probability for rural mothers, but not for women in urban areas. Heterogeneous analyses show that rural women who lack education or wealth are more dependent on their fertility decisions, whilst there are no relevant differences by occupation types. We further show that the fertility effect is reinforced by the characteristics of the rural household, such as the presence of seniors in the household or if the partner is working. We then examine qualitatively how structural and contextual settings influence women in their decisions. We inspect the experience of rural women and employers from three distinct rural municipalities. Interviews reveal several obstacles that create a gap between employer and employee expectations, resulting in females refusing job offers. The qualitative findings suggest that targeted policies on transport, childcare, and employment services are essential aspects of policy-making to favour rural and distant women's integration. [ABSTRACT FROM AUTHOR]

The literature review has clearly indicated that the scale and characteristics of demand for Geography Earth and Environmental Sciences experts across different countries is unknown. Therefore, there is an urgent need to investigate this issue. This paper presents the results of research on the real demand for GEES specialists. In the paper, real demand is expressed by job vacancies (N = 17 378) published in six European countries over a period of 18 months. To analyse such an extensive body of text data, we used data mining techniques such as: SVD, inter-factor correlation analysis, word frequency analysis and word significance indicators, which allowed us to recognise similarities and differences in the size and structure of demand for these specialists in specific groups of countries. Employers from the UK and Ireland offered the most comprehensive range of positions whereas the expectations of Polish employers were the least diverse. Word frequency analyses for each occupation group demonstrated which components of GEES experts' knowledge and skills are considered universal on the labour market and which are subject to substantial regional variations. Moreover, word significance analyses allowed us to identify the occupations where a wider range of general skill areas was required and the positions for which primarily geographic skills were in demand. [ABSTRACT FROM AUTHOR]

Low voter interest in politicians who promise public goods is common in clientelist settings and a challenge to development. We show that access to media can increase interest. Households in Benin, responding to novel survey vignettes, generally support politicians who offer government jobs for a few at the expense of health and education for all. However, some households have exogenously greater access to community radio, which broadcasts programs designed to increase awareness of the importance of health and education. These households express significantly less support for clientelist politicians, indicating a role for media in shifting political equilibria away from clientelism. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Economics / Gospodarka Narodowa is the property of SGH Warsaw School of Economics 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.)

Despite private enterprises dominating China's labour market, college-educated workers are still highly concentrated in the state sector. Using data from the Chinese College Student Survey, we find that 64 per cent of students in the sample expressed a strong preference for state sector employment. We also identify several factors associated with receiving job offers from the state sector, including being male, holding urban hukou status, being a member of the CCP, performing well on standardized tests, attending elite universities and having higher household income or high-status parental backgrounds. These findings suggest that despite China's economic transition, the private sector may still struggle to attract highly educated workers. [ABSTRACT FROM AUTHOR]

Resumen: En este artículo se analiza el atractivo del teletrabajo mediante un experimento de encuesta factorial a empleados que evalúan ofertas de empleo de características divergentes, con una amplia variación en cuanto a la posibilidad de teletrabajar. La relación entre esta posibilidad y el atractivo del empleo resulta ser aproximadamente lineal: una posibilidad 10 puntos porcentuales mayor de teletrabajar aumenta el atractivo del empleo en 2,2 puntos porcentuales y suscita una disposición a renunciar a 2,2 puntos porcentuales de aumento salarial en el nuevo puesto. El diseño experimental también permite investigar de forma estructurada y exhaustiva los mecanismos subyacentes y los moderadores de esta relación. [ABSTRACT FROM AUTHOR]

Early stage technology startups rely critically on talented scientists and engineers to commercialize new technologies. And yet these startups compete with established technology firms to hire the best workers. Theories of ability sorting predict that high-ability workers will choose jobs in established firms that offer greater complementary assets and higher pay, leaving low-ability workers to take lower paying and riskier jobs in startups. We propose an alternative view in which heterogeneity in both worker ability and preferences enable startups to hire talented workers who have a taste for a startup work environment even at lower pay. Using a longitudinal survey that follows 2,394 science and engineering PhDs from graduate school into their first industrial employment, we overcome common empirical challenges by observing ability and stated preferences prior to entry into the labor market. We find that both ability and career preferences strongly predict startup employment with high-ability workers who prefer startup employment being the most likely to work in a startup. We show that this partly reflects dual selection effects whereby worker preferences result in a large pool of startup job applicants and startups make job offers to the most talented workers. Additional analyses confirm that startup employees earn approximately 17% lower pay. This gap is greatest for high-ability workers and persists over workers' early careers, suggesting that they accept a negative compensating differential in exchange for the nonpecuniary benefits of startup employment. Data on job attributes and stated reasons for job choice further support this interpretation. This paper was accepted by Toby Stuart, entrepreneurship and innovation. Funding: This work was supported by the National Science Foundation SciSIP Award [Grant 1262270] and the Ewing Marion Kauffman Foundation (Junior Faculty Fellowship). Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2023.4868. [ABSTRACT FROM AUTHOR]

The consortium of "The Future is in Applied Artificial Intelligence" Project designed the first competency-based applied artificial intelligence curriculum at the higher-education institution level. The development was based on advanced system research on existing artificial intelligence-related resources and surveying target groups of teachers, information technology students, and employers, which should enhance the performance of implementing artificial intelligence education. A review of applied artificial intelligence was prepared in the form of keyword clustering. The initial data were collected with the help of surveying by identifying job offers, existing artificial intelligence training courses, scientific projects, and real cases. A synthetic analysis of the textual information from the studies was conducted using the word clouds technique. A tensor-based approach was used for the presentation of the competency-based course. The specific numerical requirements for the course in the form of priorities followed from the solution to decision-making problems using the analytic hierarchy process technique. Based on a comprehensive study of surveys, educational experience, scientific projects, and business requirements, and a meta-analysis of the recent references, we specified the criteria for a training course in the form of a tensor-based representation of competencies in relation to content and educational modules. [ABSTRACT FROM AUTHOR]

Purpose: The study aimed to identify the key competencies employers expect from newly hired managers for the position of Chief Operating Officer (COO). Design/methodology/approach: The preparation of the article was preceded by the observation of economic phenomena and processes and a literature review. Theoretical considerations in this area were supplemented with empirical research: qualitative research methods were used, which include a review of Polish and foreign literature on the subject and an analysis of the content of job offers, which constitute an essential source of information allowing the identification of crucial competencies expected on the labor market in Poland in the context of the position of director operational. Findings: The implementation of the research objective enabled the identification of key competencies that need to be developed to climb the career path more efficiently and reach the highest-level positions in the organization. The most desired competence was business orientation. The most common social competencies were communication, influencing and negotiating, and building relationships. They appeared most frequently in the group of managerial competencies, team management, and leadership. However, in the group of personal competencies, as many as four recurring competencies can be distinguished: analytical thinking, entrepreneurship - striving for results, self-management, and independence. The most frequently mentioned professional competencies included business orientation, knowledge of foreign languages, and professional knowledge. Research limitations/implications: In the job offers examined, the most common competencies were from the managerial competence category, while social competencies are less critical, according to the surveyed advertisers. That is undoubtedly inconsistent with the standard view that modern business is increasingly aware of the role that social competencies play in the effective functioning of the organization. Originality/value: The article contributes to the scientific literature on assessing the competencies of candidates recruited for the positions of operational directors. It also identifies shortcomings in the creation, development, use, and preservation of human capital that need improvement in areas such as education and the social and labor spheres. It indicates areas that need to be improved in the recruitment of managerial staff. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine core professional competencies required by organizational learning (OL) field, using the main knowledge, skills and abilities (KSA) theoretical framework for job candidates in Israel. Design/methodology/approach: An analysis was conducted on 100 job postings from two online platforms using content analysis techniques. The job offers were evaluated according to criteria established by prior research conducted in the USA. Findings: The findings indicate that job announcements appear for three main professions in the field of learning in organizations in Israel: learning designer, learning developer and instructional designer. Most of the offers are for full-time jobs, without requiring a relevant academic degree or previous experience. In comparison to the US employment market, in Israel the demand for OL professionals necessitates communication abilities in English, macro development skills, knowing how to manage professional training and mastery of learning through innovative technology such as augmented reality/virtual reality. The findings also indicated which competencies are most recently required in the OL branch in Israel and the significant differences in KSA necessary for OL professionals in each of the three identified professions. Practical implications: The study highlighted critical elements of the OL professional field and has implications for OL professionals seeking employment and human resources (HR) recruiters seeking them. Job seekers need to know the current job market requirements in the OL field, and HR recruiters need to know what is happening in the current job market. This can be done by following updated job offers in the OL field and responding quickly to changes. The findings also have implications for the educational/academic aspect of the OL teachers in various settings and inform them to refine the content of their syllabus and course content in accordance with the current requirements of the job market in the field of OL. Originality/value: The study is based on the KSA theoretical framework and analysis of the OL US job market according to Wang et al.'s (2021) work. This study presents the Israel OL job market and discuss the authors' critical view on Wang et al.'s work. [ABSTRACT FROM AUTHOR]

We identify the effects of employment on political participation by collaborating with 27 large companies in Ethiopia to randomly assign jobs to equally qualified female applicants. The job offers increase formal employment and earnings, but we can clearly reject any positive effects on political participation. We find no effects on political interest, raising issues, or protest activity, and we find negative effects on participation in community meetings. We further find that job offers reduce internal and external political efficacy, suggesting that employment may actually be politically disempowering. Our qualitative data suggest that several features of the jobs may contribute to lower political efficacy directly. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to identify the opportunities for improving the employment offers by identifying differences in the requirements as for work on a ship formulated by maritime university students and seafarers. Design/methodology/approach: To achieve the goal, the Kano method was applied, to determine the relationship between the level of requirements fulfilled to work on a ship and the students' and seafarers' level of satisfaction. Findings: It was found that there are differences in how students and seafarers perceive the same requirements for working on a ship. As the perception of these requirements depends on the seafaring experience, shipowners should differentiate the terms and conditions of employment formulated in job offers to the targeted group of potential employees. Research limitations/implications: The survey was conducted among students of only one Polish maritime university and, moreover, only seafarers of Polish nationality participated. Hence, future research in this area may include the identification of the requirements for work on board set by students and seafarers of other countries, as well as the identification of differences in the requirements for future work at sea set by students at the beginning and at the end of their education. Practical implications: The study results obtained may prove helpful to shipowners in adjusting the job offers to the target group recruited. Such knowledge can help shipowner companies to effectively prevent the crisis related to the shortage of highly skilled seafarers and the subsequent disruption of the supply chain. In addition, it can also provide guidance for maritime universities to design academic programs customized to the expectations of both shipowners and future seafarers. Originality/value: Research dedicated to assessing the impact of meeting shipboard job requirements on seafarers' satisfaction and dissatisfaction has not yet been conducted. In addition, the paper makes an innovative attempt to confront the requirements for work at sea formulated by seafarers with the requirements of students as future shipboard employees. The survey used the Kano method, a management-specific method not previously used in the maritime industry. The addressees of the results of the survey can be maritime universities, shipowners and maritime industry employees. [ABSTRACT FROM AUTHOR]

Nowadays, the traditional ways of job seeking have become less popular than digital methods. Recruitment websites are more attractive to job seekers since they provide easy, convenient access to a greater number of job vacancies. The biggest disadvantage, however, is that job vacancies published online are often unstructured and confusing. Studies related to online job vacancies are usually restricted to a short duration and a small number of recruitment websites. Such studies frequently use proxies for skills and occupations, or aggregate them into wider groups. The aim of our research is to provide full educational characteristics of job vacancies in Poland and calculate a complete list of educational mismatches. We introduce an approach that includes stages of source selection; data collection; and extraction of occupations, qualifications, and skills. We describe difficulties with data scraping and ways to overcome them. Thanks to our large dataset, we are able to determine and describe the labour demand. We also show the results of a survey that estimates educational traits of the labour supply. To measure mismatch between education and labour supply and demand, we use structural compliance indices. The paper also offers a case study for chosen occupational groups. Our findings reveal the greatest mismatch is in education and job-related skills, with the least mismatch occurring between geographic regions. [ABSTRACT FROM AUTHOR]

Copyright of Društvena Istraživanja is the property of Institute of Social Sciences Ivo Pilar 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.)

Mechatronic Technology is a field of specialization that offers job opportunities in various sectors of industry. Demand for skilled and semi-skilled labour has increased over the years. However, there are still graduates who do not pursue careers in this field of study. Therefore, this study aimed to identify the factors contributing to the intention to apply mechatronic technology after graduation. The design of this study was conducted using a survey design, using a questionnaire as the instrument for data collection. Moreover, this study also consisted of 90 Mechatronic Technology Certificate students from ITI Bukit Katil and ITI Tangkak. Data were descriptively analyzed using mean scores and standard deviations. Multiple linear regression was used to identify the most dominant factor contributing to the student's intention to apply Mechatronic Technology after graduation. The results showed that factors of technology ease of use, technology usefulness and student behaviour intentions to apply mechatronic technology were high. The findings also demonstrated that ease of use of technology was the most dominant and significant factor in students' intention behaviour to apply mechatronic technology after graduation. The impact of this study also provides insight into the TAM Model to understand students' intention to apply mechatronic technology after graduation. [ABSTRACT FROM AUTHOR]

We conduct a discrete choice experiment to investigate how the location of a firm in a rural or urban region affects the perceived job attractiveness for university students and graduates and, therewith, contributes to the rural–urban divide. We characterize the attractiveness of a location based on several dimensions (social life, public infrastructure and connectivity) and vary job design and contractual characteristics of the job. We find that job offers from companies in rural areas are generally considered less attractive, regardless of the attractiveness of the region. The negative perception is particularly pronounced among persons of urban origin and singles. In contrast, for individuals with partners and kids this preference is less pronounced. High-skilled individuals who originate from rural areas have no specific regional preference at all. [ABSTRACT FROM AUTHOR]

This article investigates whether blockchain technology corresponds to Schumpeter Mark 1 or Mark 2 industrial dynamics. Using an original database of 385 job offers in three different domains, namely, blockchain, biotechnology, and storekeeping, posted by 285 companies in France and Germany in early 2019, we explore whether the usual Schumpeter Mark 1 and 2 attributes apply to blockchains. We use ordered multinomial probit models to explain the level of work experience demanded by companies. To our knowledge, this contribution is one among very few attempts to identify the main features of blockchain industrial dynamics. [ABSTRACT FROM AUTHOR]

Gun violence is the most pressing public safety problem in U.S. cities. We report results from a randomized controlled trial (N = 2,456) of a community-researcher partnership called the Rapid Employment and Development Initiative (READI) Chicago. The program offered an 18-month job alongside cognitive behavioral therapy and other social support. Both algorithmic and human referral methods identified men with strikingly high scope for gun violence reduction: for every 100 people in the control group, there were 11 shooting and homicide victimizations during the 20-month outcome period. Fifty-five percent of the treatment group started programming, comparable to take-up rates in programs for people facing far lower mortality risk. After 20 months, there is no statistically significant change in an index combining three measures of serious violence, the study's primary outcome. Yet there are signs that this program model has promise. One of the three measures, shooting and homicide arrests, declined 65% (p =.13 after multiple-testing adjustment). Because shootings are so costly, READI generated estimated social savings between |${\$}$| 182,000 and |${\$}$| 916,000 per participant (p =.03), implying a benefit-cost ratio between 4:1 and 18:1. Moreover, participants referred by outreach workers—a prespecified subgroup—saw enormous declines in arrests and victimizations for shootings and homicides (79% and 43%, respectively) which remain statistically significant even after multiple-testing adjustments. These declines are concentrated among outreach referrals with higher predicted risk, suggesting that human and algorithmic targeting may work better together. [ABSTRACT FROM AUTHOR]

This paper delves into the debate over faculty status and tenure for academic librarians. Unlike subject-area professors, librarians often lack the opportunity for these distinctions. It's imperative that universities acknowledge the significance of these titles for librarians and reform the tenure process. Faculty status and tenure carry prestige in academia, offering job security, salary progression, and protection from arbitrary dismissal. They also safeguard academic freedom, allowing scholars to voice opinions and pursue research without fear of repercussions. However, the issue of tenure for librarians remains contentious. Granting tenure to academic librarians is crucial to creating a flourishing university culture. [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 paper explores Cambodia's progress in gender equality over the last 25 years, focusing on its adherence to international human rights treaties, the United Nations Sustainable Development Goals, and the implementation of the Neary Ratanak Strategic Plan. Despite advancements, challenges persist in women's empowerment. The study presents a case study of a Water, Sanitation, and Hygiene (WASH) development intervention to promote women's empowerment at the commune and village levels. It suggests key strategies to enhance gender equality, including providing training and awareness, promoting participation, offering job opportunities and financial support, facilitating decision-making roles, and enforcing laws related to women's rights. The findings underscore the importance of training and networking opportunities for female WASH suppliers, emphasizing the need for more training, education, and awareness. The paper concludes with implications for policy to enhance gender equality and women's empowerment in Cambodia, aligning with the Neary Ratanak V strategy's goals. [ABSTRACT FROM AUTHOR]

I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information, and the job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind online applications, while subsequent interviews are not age-blind. In this case, older applicants are not underselected for interviews, but face a lower job offer rate after in-person interviews. The combined evidence is consistent with age discrimination. The smaller age difference in job offer rates under the second hiring procedure suggests that "blinding" part of the selection process may reduce discrimination. [ABSTRACT FROM AUTHOR]

Copyright of Tendencias: Revista de la Facultad de Ciencias Económicas y Administrativas is the property of Universidad de Narino, Facultad de Ciencias Economics y Administrativas 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 second film in what one might call Aaron Sorkin’s ‘Asshole Diptych’ (following 2010’s The Social Network) Steve Jobs engages with Apple’s controversial founder: a man whose legacy, as Sorkin’s screenplay voices, had more to do with building beautiful machines than being a beautiful person. This article argues that Sorkin’s innovative biopic approaches its complex subject (both Jobs, and Silicon Valley) via the artifice and intricacy of its own screenplay form: the portrait of an imperfect man, as a perfect cinematic machine. Departing from classical biopic’s focus on the narrative of a ‘life’, Steve Jobs’ three-part structure - focusing on three public product releases - aligns with the structural expectations of the classical screenplay, as well as acknowledging its theatrical setting and influence: the idea of Jobs as a performance. In the script’s various progressions and parallelisms, this article shows, Steve Jobs offers a self-consciously aesthetic rendition of a life seemingly ‘fixed’. Recognising that art is more perfect than its subject, Sorkin’s film encapsulates and potentially obviates the contradictions at play in Jobs - not unlike the ‘beautiful products’ for which Jobs is himself recognised [ABSTRACT FROM AUTHOR]

This introduction to the special issue on the future of work and working time offers an overview of issues of relevance to present-day debates on working time. The aim is to bring together two divergent debates, the first on working time reduction for full-time workers and the second on the diversification and fragmentation of working time. It considers the history of working time including the forces that led to the establishment of the standard employment relationship and to reductions in standard working hours. It addresses contemporary trends and examines why there has been both a stalling of working time reduction and a diversification of working time norms. Some limitations of focussing only on clock time are considered as well as some of the benefits, from more meaningful work to better health and well-being, that stem from both regular and non-excessive working time. The final section turns to the case for reform: it argues that policies are required to address the fragmentation of working time, and that these policies should be combined with a focus on shortening standard working hours that could increase the sustainability of working time in a dual-earner society and even limit the supply of labour for jobs offering only fragmented working time. [ABSTRACT FROM AUTHOR]

People may use the amount of time it takes someone else to reach a particular decision as input that informs their thoughts and feelings about that decision. Building on prior work suggesting that people are more inclined to accept offers that are extended more rapidly, the current research shows that this preference for quicker offers depends critically on whether offers are considered simultaneously along with other offers or individually (i.e., joint vs. separate evaluation mode), as well as on the presence and nature of explicit temporal reference points in joint evaluation mode. We theorize that the preference for quicker offers is limited to settings where (1) multiple offers are considered simultaneously and (2) the amount of time it took for these offers to be made exceeds a salient temporal reference point. This implies that the effect should not be observed when multiple offers are considered that were not all generated more slowly than an explicit temporal reference point, or when offers are considered one at a time. Evidence from seven studies provides support for this theorizing. The findings advance our understanding of the nuanced ways in which the amount of time taken to extend offers affects how people interpret, draw inferences from, and respond to these offers. [ABSTRACT FROM AUTHOR]

Resumen: El impacto negativo de la contaminación atmosférica en la oferta de trabajo está bien documentado, pero apenas se ha estudiado si la transparencia informativa sobre la calidad del aire influye o no en ese resultado. Los autores investigan el programa chino de información ambiental como perturbación exógena. El método de diferencias en diferencias, aplicado a datos de encuestas sobre trabajadores migrantes, muestra que las horas de trabajo en espacios exteriores disminuyeron tras la implantación del programa, que la información pública puede provocar cambios conductuales en los trabajadores, y que medir el costo de la contaminación sin abordar el problema de la asimetría informativa puede introducir sesgos. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to identify expectations of women active in the labor market from the generation perspective (Generations X, Y, Z). Design/methodology/approach: The presented research comprises results of pilot studies carried out among women in active employment in the contemporary labor market representing the following generations: X, Y and Z, and forms part of a larger research project. The pilot study used an original online survey questionnaire (CAWI) made available to respondents via the survio.com portal. The analyzes were performed using Statistica version 14.0. Findings: The research shows that there exist differences in terms of expectations regarding work among women. The older generation of women focuses on keeping their current jobs, while the younger generations (Y, Z) focus on finding their own professional path. The research shows how much the salary, the type of contract and benefits offered by employers are important among employees, no matter to which generation they belong. Research limitations/implications: The results presented in this paper comprise data collected during pilot studies. They are a contribution to further research in the presented area. Practical implications: The research shows that employers need to develop personalized job offers for specific groups of employees (taking into account their generational affiliation, seniority, experience, stage of professional development). Originality/value: The article focuses on identifying current needs and expectations among women in active employment. [ABSTRACT FROM AUTHOR]