Search Results (52)

Effective communication skills are widely recognized as essential for entrepreneurial success, yet limited empirical research has explored their direct relationship with individual entrepreneurship perceptions, particularly among women entrepreneurs. This study addresses this gap by investigating how communication competencies correlate with entrepreneurial self-perception, while also examining whether these variables vary according to demographic and professional characteristics such as age, occupational field, business ownership, and job position. Employing a quantitative research design with a descriptive survey model, data were collected from 145 women entrepreneurs. Statistical analyses, including ANOVA, multiple regression analysis and correlation tests, were applied to explore differences and relationships among variables. Findings indicate that certain demographic factors, notably age and job position, significantly influence both communication skills and entrepreneurship perceptions. Furthermore, a strong positive correlation emerged between the communication skills and individual entrepreneurship perceptions of women entrepreneurs. In addition, the fact that the communication skills and entrepreneurship perceptions of branch managers were higher than those of other work statuses showed that the “manager position” served as an important node affecting both variables within the system. These results underscore the importance of enhancing communication capabilities as a strategic component in fostering entrepreneurial identity and potential among women in diverse professional contexts. Full article

Background: To ensure smooth surgical procedures, patient safety, and quality of perioperative care, perceived perioperative competence (PPC) is a daily and urgent requirement for operating room (OR) nurses. Understanding the status of PPC among OR nurses and its associated factors is essential for OR nurses/people in charge/researchers to pinpoint weaknesses and formulate interventions. Therefore, we aim to investigate the status of PPC and its associated factors. Furthermore, we explore the relationship between PPC, self-efficacy, and job burnout among OR nurses. Methods: Tertiary-A hospitals in various districts of Chengdu, China, were recruited using a stratified convenience sampling method. A cross-sectional survey was then administered to OR nurses in the selected hospitals. Data analysis included descriptive analysis, T-tests, one-way analysis of variance (ANOVA), multiple linear regression analysis, correlation analysis, and mediation analysis. Results: A survey of 640 OR nurses across 18 hospitals (with a 98.00% valid response rate) revealed an average PPC score of 3.66 ± 1.12/124.55 ± 26.54. Marital status, OR specialty education, and age significantly influenced PPC levels (p < 0.05). Self-efficacy was positively correlated with PPC, while job burnout was negatively correlated with PPC. Self-efficacy fully mediated the relationship between these two variables. Conclusions: The performances of PPC among Chinese OR nurses were acceptable. Marital status, OR specialty education, and age significantly influenced PPC levels. Self-efficacy fully mediates the relationship between job burnout and PPC. Full article

Background/Objectives: This study explored end-of-life care stress, attitudes toward end-of-life care, and end-of-life care performance as predictors of job satisfaction among hospital nurses. Methods: A descriptive cross-sectional design was employed to assess job satisfaction among nurses with end-of-life care experience in tertiary and general hospitals in South Korea. A convenience sample of 215 nurses was recruited. Eligibility criteria included at least 3 months of experience as a direct care nurse and having provided care to terminally ill patients at least once. Data were collected through an online survey. The study variables included end-of-life care stress, attitudes toward end-of-life care, end-of-life care performance, and job satisfaction. Data were analyzed using descriptive statistics, ANOVA, Pearson correlation coefficients, and hierarchical regression analysis. Results: Attitudes toward end-of-life care (β = 0.277, p < 0.001) and end-of-life care performance (β = 0.339, p < 0.001) were significant predictors of job satisfaction, with being enrolled in a master’s nursing program (β = 0.228, p < 0.001) also contributing positively. End-of-life care stress showed no direct association with job satisfaction. The final model explained 29.4% of the variance in job satisfaction (adjusted R² = 0.294). Conclusions: End-of-life care performance was the strongest predictor of job satisfaction, suggesting that nurses’ perceived competence enhances professional fulfillment. Positive attitudes toward end-of-life care further strengthen satisfaction. Continuous education and supportive organizational environments are essential to enhance nurses’ competence, attitudes toward end-of-life care, and quality of end-of-life care. Full article

Breaking barriers to sustainable jobs and promoting inclusive employment are key goals of the 2030 Agenda, with SDG8 Target 8.5 aiming to achieve decent work for all, including persons with disabilities (PWDs). This paper contributes to the scholarly debate by empirically examining how various regulatory areas, including credit market regulation, labor market regulation, business regulation, and the freedom to compete, influence the informal employment of PWDs in 15 countries between 2007 and 2022. The empirical investigation is conducted for the entire population with disabilities, as well as for adults and youth with disabilities. The analysis employs a dynamic labor demand function estimated through the two-step system GMM method to account for adjustment costs within the labor market. In addition, the Feasible Generalized Least Squares method is employed to assess the robustness of the results. The findings reveal significant heterogeneity in the effects of regulation on the informal employment of PWDs, with substantial differences between adults and youth. At the aggregate level, greater flexibility in most regulatory areas reduces informal employment of PWDs, except for labor market regulation. Upon examining age cohorts, the outcomes for adults exhibit similarities to the aggregate analysis. In contrast, more flexible regulations increase informal employment among young people with disabilities, except for business regulations, which exert negative impacts, and credit market regulations, which demonstrate no significant effects. This study recommends that policymakers support formal business development for PWDs and implement anti-discrimination laws. For youth with disabilities, targeted initiatives, including financial inclusion and wage subsidies, are essential to convert regulatory flexibility into formal employment opportunities. Full article

This article introduces the ATHENA competency model, a systemic framework designed to conceptualize and support the development of creativity and complex skills in professional and educational contexts. Creativity, increasingly seen as essential across sectors, requires the coordination of cognitive, motivational, emotional, social, and sensorimotor resources. ATHENA conceptualizes competencies as emergent, agentic behaviors, not static possessions, arising from the coordination of five dimensions: cognition, conation, knowledge, emotion, and sensorimotion. These are subdivided into 60 facets, each described across four progressive mastery levels, enabling fine-grained diagnosis and developmental roadmaps. To operationalize this framework, ATHENA includes three modules: Skills, which models the requirements of professional tasks; Profile, which analyzes learner populations and contextual constraints; and LEARN, a repertory of pedagogical activities linked to ATHENA facets. The article illustrates the system through two case studies of creative job activities—graphic design and workshop facilitation—demonstrating how ATHENA aligns abstract competencies with practical training interventions. The model bridges theoretical research in psychology, creativity, and education with instructional design. Future work aims to refine its applicability, scalability, and cross-cultural relevance. Full article

Big data analytics has become a cornerstone of modern industries, driving advancements in business intelligence, competitive intelligence, and data-driven decision-making. This study applies Neural Topic Modeling (NTM) using the BERTopic framework and N-gram-based textual content analysis to examine job postings related to big data analytics in real-world contexts. A structured analytical process was conducted to derive meaningful insights into workforce trends and skill demands in the big data analytics domain. First, expertise roles and tasks were identified by analyzing job titles and responsibilities. Next, key competencies were categorized into analytical, technical, developer, and soft skills and mapped to corresponding roles. Workforce characteristics such as job types, education levels, and experience requirements were examined to understand hiring patterns. In addition, essential tasks, tools, and frameworks in big data analytics were identified, providing insights into critical technical proficiencies. The findings show that big data analytics requires expertise in data engineering, machine learning, cloud computing, and AI-driven automation. They also emphasize the importance of continuous learning and skill development to sustain a future-ready workforce. By connecting academia and industry, this study provides valuable implications for educators, policymakers, and corporate leaders seeking to strengthen workforce sustainability in the era of big data analytics. Full article

This study investigates how the integration of artificial intelligence (AI) transforms job practices within a leading European infrastructure company. Grounded in the Feeling Economy framework, the research explores the shift in task composition following AI implementation, focusing on the emergence of new roles, required competencies, and the ongoing reconfiguration of work. Using a qualitative, single-case study methodology, data were collected through semi-structured interviews with ten employees and company documentation. Thematic analysis revealed five key dimensions: the reconfiguration of job tasks, the improvement of efficiency and quality, psychological and adaptation challenges, the need for AI-related competencies, and concerns about dehumanisation. Findings show that AI systems increasingly assume repetitive and analytical tasks, enabling workers to focus on strategic, empathetic, and creative responsibilities. However, psychological resistance, fears of job displacement, and a perceived erosion of human interaction present implementation barriers. The study provides theoretical contributions by empirically extending the Feeling Economy and task modularisation frameworks. It also offers managerial insights into workforce adaptation, training needs, and the importance of ethical and emotionally intelligent AI integration. Additionally, this study highlights that the Feeling Economy must address AI’s epistemic risks, emphasising fairness, transparency, and participatory governance as essential for trustworthy, emotionally intelligent, and sustainable AI systems. Full article

Job advertisements play a key role in human resource management as they are the first contact between employers and potential employees. A well-written job advertisement communicates not only the requirements and expectations of the position but also the culture, values, and goals of the organisation. Transparent and attractive advertisements increase the number of applicants and help to select the right candidates, leading to more efficient recruitment and selection processes in the long run. From a human resource management perspective, effective job advertising can give organisations a competitive advantage. Continuous changes in the labour market and technological developments require new competencies. Digitalisation, automation, and data-driven decision-making have brought IT, analytical, and communication skills to the fore. There is a growing emphasis on soft skills such as problem solving, flexibility, and teamwork, which are essential in a fast-changing work environment. Job advertisements should reflect these expectations so that candidates are aware of the competencies and skills required for the position. The aim of the study is to carry out a cross-country comparative analysis for a few pre-selected jobs based on data extracted from the CEDEFOP database as it is assumed that there are differences between countries in the European Union in terms of the expectations of workers for the same jobs. Full article

Amid structural changes driven by the greening and digital transformation of the maritime industry, the demand for career transitions of seafarers with onboard experience to shore-based positions—particularly ship superintendents—is steadily increasing. However, the current lack of a systematic education and career development framework to support such transitions poses a critical challenge for shipping companies seeking to secure sustainable human resources. The aim of this study was to develop a competency-based training program that facilitates the effective transition of seafarers to shore-based ship superintendent roles. We integrated a developing a curriculum (DACUM) analysis with competency-based job analysis to achieve this aim. The core competencies required for ship superintendent duties were identified through three expert consultations. In addition, social network analysis (SNA) was used to quantitatively assess the structure and priority of the training content. The analysis revealed that convergent competencies, such as digital technology literacy, responsiveness to environmental regulations, multicultural organizational management, and interpretation of global maritime regulations, are essential for a successful career shift. Based on these findings, a modular training curriculum comprising both common foundational courses and specialized advanced modules tailored to job categories was designed. The proposed curriculum integrated theoretical instruction, practical training, and reflective learning to enhance both applied understanding and onsite implementation capabilities. Furthermore, the concept of a Seafarer Success Support Platform was proposed to support a lifecycle-based career development pathway that enables rotational mobility between sea and shore positions. This digital learning platform was designed to offer personalized success pathways aligned with the career stages and competency needs of maritime personnel. Its cyclical structure, comprising career transition, competency development, field application, and performance evaluation, enables seamless career integration between shipboard- and shore-based roles. Therefore, the platform has the potential to evolve into a practical educational model that integrates training, career development, and policies. This study contributes to maritime human resource development by integrating the DACUM method with a competency-based framework and applying social network analysis (SNA) to quantitatively prioritize training content. It further proposes the Seafarer Success Support Platform as an innovative model to support structured career transitions from shipboard roles to shore-based supervisory positions. Full article

This study aims to analyze online job postings using machine learning-based, semantic approaches and to identify the expertise roles and competencies required for big data professions. The methodology of this study employs latent Dirichlet allocation (LDA), a probabilistic topic modeling technique, to reveal hidden semantic structures within a corpus of big data job postings. As a result of our analysis, we have identified seven expertise roles, six proficiency areas, and 32 competencies (knowledge, skills, and abilities) necessary for big data professions. These positions include “developer”, “engineer”, “architect”, “analyst”, “manager”, “administrator”, and “consultant”. The six essential proficiency areas for big data are “big data knowledge”, “developer skills”, “big data analytics”, “cloud services”, “soft skills”, and “technical background”. Furthermore, the top five skills emerged as “big data processing”, “big data tools”, “communication skills”, “remote development”, and “big data architecture”. The findings of our study indicated that the competencies required for big data careers cover a broad spectrum, including technical, analytical, developer, and soft skills. Our findings provide a competency map for big data professions, detailing the roles and skills required. It is anticipated that the findings will assist big data professionals in assessing and enhancing their competencies, businesses in meeting their big data labor force needs, and academies in customizing their big data training programs to meet industry requirements. Full article

This study examines the relationship between training and job satisfaction among public sector employees in Portugal through a sequential mediation model. Understanding the factors that influence job satisfaction among public administration employees is essential for fostering healthier and more productive work environments. This study investigates the role of competency acquisition, performance appraisal (PA), and career progression opportunities in the relationship between training and job satisfaction, using a sequential mediation model. The sample consisted of 340 public sector employees aged between 20 and 65 years. A cross-sectional, quantitative design was employed to analyze the relationships among the variables and test the proposed hypotheses. Data were collected using a structured questionnaire administered to a convenience sample. The mediation analysis revealed that training influences job satisfaction indirectly by promoting the development of competencies that contribute to improved PA results, which, in turn, facilitate career advancement. These findings highlight the importance of implementing organizational strategies that align training with transparent performance evaluation systems and career development plans, offering valuable guidance for public human resource policies aimed at strengthening institutional efficiency. Full article

Work-related stress is a critical issue that demands prevention strategy and continuous monitoring due to its widespread influence on workers, businesses, and the global economy. The primary drivers of employees’ work-related stress are psychosocial risks, which arise when key work characteristics—such as job demands, autonomy, or role clarity—are mismanaged, leading to harmful consequences. Conversely, effectively managing these factors can promotes well-being and performance. Supervisors play a central role in this dynamic process of either mitigating or exacerbating psychosocial working conditions. As such, stress-preventive management competencies (SPMCs) are essential for promoting employee and organisational health. SPMCs refer to a set of supervisory behaviours—including planning, organising, setting objectives, and creating and monitoring systems—that contribute to a positive perception of the psychosocial work environment among employees. This entry, by approaching the existing literature on work stress models, psychosocial perspectives, and related management competencies frameworks, aims to provide a comprehensive overview of SPMCs, identifying key insights and proposing directions for future research. Full article

(1) Background: The dynamic nature of workplaces highlights the urgent need for effective strategies to promote a safe working environment and enhance workers’ well-being. These strategies must address both organizational safety performance and individual safety behaviors. (2) Methods: This study employed the job demands-resources (JD-R) model to examine the impact of workplace factors on safety behaviors and organizational safety performance among 3255 manufacturing companies. The data utilized in this study originate from the 10th Occupational Safety and Health Status Survey by the Korea Occupational Safety and Health Research Institute (KOSHA). (3) Results: Occupational stressors involving physical and psychological risks (job demand) significantly reduced employees’ adherence to safety practices while increasing workplace diseases and accidents. Conversely, when job resources were effectively mobilized to bolster individual resources, safety behaviors improved, and the incidence of workplace diseases and accidents decreased. Middle managers’ safety competency emerged as a critical moderating factor in these relationships, amplifying the positive impact of job resources. (4) Conclusions: The results highlight the necessity of managing physical and emotional hazards while enhancing middle managers’ abilities to promote workplace safety. A multidimensional approach is essential for preventing workplace accidents and improving safety outcomes. Implementing a comprehensive stress management system is particularly vital to safeguarding workers in the manufacturing industry. Full article

Background/Objectives: Historically, male nurses were predominant in mental health settings due to their perceived physical strength and ability to manage violent patients. However, societal changes and the evolution of nursing education have led to a decline in male participation. This study aims to explore the characteristics, qualities, and attributes of male mental health nurses, while aiming to identify factors that attract and retain, as well as that deter, men in this field, to inform male recruitment and retention strategies to grow the mental health nursing workforce. Methods: A scoping review was conducted across six databases, including PubMed, MEDLINE, Web of Science, Scopus, CINAHL, PsycINFO, and ProQuest. The focus was on studies from 1970 to 2024. Screening and selection of studies were based on eligibility criteria. Narrative synthesis was conducted, and the study follows the PRISMA for Scoping Reviews checklist. Results: Limited research exists on male mental health nurses. The data highlight the unique contributions of male nurses, including their resilience, teamwork, and emotional competence. They also identify challenges such as workplace violence, stigma, and lack of career development opportunities. The literature suggests that targeted recruitment strategies and supportive work environments are essential to increase the number of male mental health nurses and address the nursing shortage in this specialty. Positive academic experiences and professional development opportunities are crucial for retaining male nurses. Conclusions: Addressing stigma associated with mental health nursing is needed, starting with a positive public health education campaign. Addressing workplace violence needs to stem from improved organisational procedures that promote the safety and wellbeing of nurses and clients, combined with de-escalation education and training; mentoring are vital to improving attraction, job satisfaction, and the retention of male nurses. By understanding these factors, health care organisations can better support male mental health nurses and enhance the overall quality of mental health care. Full article

Inadequate communication between nurses and surgeons can lead to patient injuries and increased healthcare costs. This study aimed to identify and understand subjective perceptions of communication between Korean nurses and surgeons in operating rooms (ORs), focusing on their values, beliefs, and attitudes. The Q-methodology was employed in this research, as it integrates the strengths of both quantitative and qualitative approaches. A convenience sample of 46 participants classified 45 Q-statements by using a nine-point forced normal grid. The collected data were analyzed by using by-person factor analysis with the pc-QUANL program. This study revealed four distinct types of nurse–surgeon communication in the OR: professional communication, cynical conflict, passive task-oriented communication, and relationship-oriented endurance. These four types accounted for 58.7% of the total variance, distributed as follows: type 1 (38.7%), type 2 (9.8%), type 3 (5.4%), and type 4 (4.8%). The eigenvalues were 15.8, 4.1, 2.2, and 1.9, respectively. Based on these findings, tailored strategies to enhance nurse–surgeon communication according to each type are essential. Enhancing communication dynamics can lead to more effective interactions, improve patient care and safety, and boost job satisfaction among healthcare professionals. The results have significant implications for healthcare organizations and nursing managers aiming to improve nurses’ communication skills. Additionally, this study provides insights for healthcare organizations in other countries regarding the communication competence traits among Korean health professionals. Full article