Search Results (2,249)

Artificial intelligence (AI) has become a key driver of transformation in educational contexts, influencing both teaching and learning processes as well as the digital competencies required by teachers and students. In this context, understanding how AI is perceived, used, and valued is essential for guiding educational innovation in a critical and sustainable way. This study examines digital competence in artificial intelligence and its relationship with educational innovation, perceived threats, and job satisfaction, comparing university students and in-service teachers. The research adopts a quantitative approach based on a questionnaire administered to 355 participants. The results indicate that students demonstrate higher levels of technical skills, innovative vision, and more positive attitudes toward the educational use of AI, whereas teachers adopt a more cautious stance, mainly due to a lack of specific training and the absence of clear institutional guidelines. Significant differences are also found regarding perceived threats, with students showing greater awareness of risks such as plagiarism, algorithmic bias, and the potential erosion of critical thinking. In contrast, no significant differences are identified in ethics or job satisfaction. In conclusion, the study reveals a competence gap between both groups and highlights the need to redesign initial teacher education and promote continuous professional development in AI. Finally, it emphasizes the importance of integrating artificial intelligence into education from a critical, ethical, and human-centered perspective. Full article

With accelerating population aging and retirement-policy reforms, post-retirement work participation and its health effects have attracted increasing attention. Using data from the 2013–2020 waves of the China Health and Retirement Longitudinal Study (CHARLS), this study examined the effect of working beyond retirement on changes in cognitive function among the Retirement-Transition Population using a staggered difference-in-differences approach. Cognitive function was decomposed into episodic memory and executive function, and robustness checks were conducted using parallel trend tests and propensity score matching combined with difference-in-differences (PSM-DID). The results showed that working beyond retirement was positively associated with improved cognitive function. This effect was mainly observed in episodic memory, whereas its effect on executive function was limited. Heterogeneity analyses indicated that the cognitive effects were more pronounced among men and urban residents. Individuals without chronic diseases, without depressive symptoms, and with better self-rated health exhibited greater cognitive benefits. Among individuals with work-type change, those experiencing an agricultural-to-non-agricultural transition showed more pronounced cognitive benefits. The findings suggest that the cognitive effects of working beyond retirement are dimension-specific and heterogeneous across population groups. Future delayed retirement policies should recognize the health value of work participation, incorporate health benefits into policy considerations, and promote age-friendly employment through health assessment, job matching, and follow-up service mechanisms. Full article

University students, as high-quality human capital, play a critical role in promoting the sustainable development of urban systems. Drawing on survey data from 525 university students in Tianjin, China, this study employs eight widely used machine learning algorithms to predict and interpret settlement intentions. The best-performing model was selected based on predictive performance, and the SHapley Additive exPlanations (SHAP) approach was employed to reveal the relative importance and interaction effects of the influencing factors. The results indicate that Random Forest is the optimal predictive model, achieving an 83.8% accuracy rate in predicting settlement intentions. Among the 18 predictors examined, family support, occupation prospects, job opportunities, Hukou attraction, and climate & environment were the five most influential positive factors affecting settlement intentions, whereas hometown distance was identified as the strongest negative predictor. We further analyzed the heterogeneity and interaction effects of these influencing factors. This study provides new insights into systematically explaining university students’ settlement intentions. Full article

Background/Objectives: Nurses in Taiwan faced markedly increased nurse-to-patient ratios and a high risk of occupational infection during the COVID-19 pandemic, generating considerable psychological and social strain. Professional commitment—reflecting nurses’ identification with, investment in, and intention to remain in the profession—is important for workforce retention and care quality, yet little is known about how contracting COVID-19 affects it. This study examined whether COVID-19 infection and the presence of long COVID symptoms were associated with professional commitment among clinical nurses, and identified sociodemographic, work-stress, and social-support correlates of commitment. Methods: A cross-sectional survey was conducted among registered nurses at a medical center in eastern Taiwan between 21 September 2023 and 28 February 2024. An anonymous electronic questionnaire assessed sociodemographic characteristics, COVID-19 infection/long-COVID status, work stress (Stress Scale for Healthcare Workers Caring for Patients with High-Risk Infectious Diseases), social support (Social Support Scale for clinical nurses), and professional commitment (Hospital Nurses’ Job Satisfaction and Professional Commitment Scale). Data from 364 valid responses (response rate 39.8% of the 914 nurses employed at the study hospital) were analyzed using independent-sample t-tests, Pearson correlation, one-way ANOVA, and multiple linear regression. Results: Professional commitment did not differ significantly by COVID-19 infection status (t = 0.50, p = 0.619) or by presence of long COVID symptoms (t = 0.85, p = 0.397). Social support was positively correlated with professional commitment (r = 0.261, p < 0.001), as was work stress, although the latter association was weak (r = 0.116, p = 0.027). Age, job rank, years of service, and education level were significantly associated with commitment (all p < 0.05). Multiple regression indicated that higher social support (B = 0.206, p < 0.001), greater work stress (B = 0.079, p = 0.006), and older age were independently associated with higher professional commitment (R² = 0.297). Conclusions: In this cross-sectional sample, COVID-19 infection and long COVID symptoms did not appear to be associated with nurses’ professional commitment. Social support, age, and work stress emerged as the correlates most consistently related to commitment, with social support showing the largest association. Given the observational design and the retrospective measurement of work stress and social support, these findings should be regarded as preliminary and hypothesis-generating rather than conclusive. They tentatively indicate that workplace social support may merit further investigation as a potential avenue for sustaining nurses’ professional commitment during infectious disease outbreaks. Full article

As artificial intelligence (AI) becomes increasingly embedded in organizational processes, concerns about job replacement by AI have become increasingly widespread and gradually influenced work behaviors. However, existing research has not yet fully explained how job replacement anxiety affects job crafting. Drawing on conservation of resources theory, the study develops a moderated dual-path mediation model to examine the relationships between job replacement anxiety and approach and avoidance job crafting from a motivational perspective. Promotion focus and prevention focus are introduced to explain the underlying psychological transformation processes. The study further investigates the moderating role of AI literacy. The empirical analysis was based on three-wave matched survey data from 583 Chinese employees with a broadly balanced gender distribution. The results indicate that job replacement anxiety was indirectly and negatively associated with approach job crafting through lower promotion focus, while an opposing positive direct association resulted in a nonsignificant overall association. For avoidance job crafting, job replacement anxiety had a positive association through higher prevention focus. AI literacy buffered the effects of job replacement anxiety on both forms of regulatory focus and weakened the corresponding indirect effects. The findings suggest that job replacement anxiety is linked to employee job crafting through differentiated motivational pathways and identify AI literacy as an important boundary condition for explaining employees’ adaptation to AI-driven change. These findings advance job crafting research and AI anxiety research by focusing on the job replacement anxiety dimension and offer implications for employee adaptation during AI-driven organizational transformation. Full article

Retaining skilled professionals has become a major challenge for construction organizations as project-based work, workforce mobility, and increasing workforce diversity continue to reshape the industry. Although previous studies have examined diversity climate and perceived organizational politics independently, there is limited evidence on how these organizational conditions jointly influence employee attitudes and withdrawal behavior in construction. This study examines associations among employees’ perceptions of diversity climate, perceived organizational politics, job satisfaction, and organizational withdrawal using an explanatory sequential mixed-methods design. Survey data from 392 permanent construction professionals in private organizations across Tamil Nadu, India, were analyzed using partial least squares structural equation modeling, followed by semi-structured interviews with 14 professionals. The quantitative findings indicate a positive association between diversity climate and job satisfaction and negative associations between diversity climate, job satisfaction, and organizational withdrawal. Perceived organizational politics moderated the relationship between diversity climate and job satisfaction, such that the positive association was weaker at higher levels of perceived organizational politics. The indirect relationship between diversity climate and organizational withdrawal, mediated by job satisfaction, also varied across levels of perceived organizational politics. The interview findings highlighted fairness, recognition, managerial behavior, and transparent communication as important aspects of employees’ workplace experiences. The findings suggest that diversity-supportive practices are more favorably associated with employee outcomes when organizational processes are perceived as fair and transparent. Given the cross-sectional design, the findings should be interpreted as relationships rather than causal effects. Full article

General-text translation is converging toward near-full automation by large language models (LLMs), yet the translation of OTT multimedia content still demands a deliberately designed division of labor between humans and AI; this asymmetry is the starting point of this review. Korea occupies a distinctive position in this transformation: the global success of Korean content has created an asymmetric, outbound-heavy translation market in which linguistically complex Korean-source material must be localized into dozens of languages at speed, while the domestic language-service industry undergoes a structural shift from human translation to machine-translation post-editing. This paper reviews three research streams that have developed largely in isolation, namely LLM translation quality and automatic evaluation, human–AI collaboration and knowledge-worker productivity, and audiovisual translation, and integrates them through an operations-management input–process–output–outcome framework tailored to the Korean OTT context. The review finds that LLM-based post-editing improves draft quality and productivity, but that honorific register, culture-bound expressions, and speaker-relational meaning, all pervasive in Korean dialogue, lie largely outside current LLM competence. Three testable propositions are derived on how Korean-specific linguistic density conditions the productivity–quality trade-off, and a research agenda is proposed with implications for job redesign and capability development in language service providers, OTT platforms, and language-focused higher education. Designing this division of labor is a management problem before it is a technological one, and its answers lie where language expertise and operations management meet. Full article

Artificial intelligence (AI) is reshaping the global labor market and creating both challenges and opportunities for employees. This study conceptualizes AI as a collaborative partner in the workplace and examines how employee–AI collaboration relates to career sustainability. Drawing on conservation of resources theory and self-determination theory, the study proposes that job crafting mediates this relationship and that AI job role clarity strengthens the positive effect of employee–AI collaboration on job crafting. Three-wave survey data were collected from 398 employees who were required to use AI as part of regular work. The results showed that employee–AI collaboration was significantly associated with career sustainability, that job crafting mediated the relationship between employee–AI collaboration and career sustainability, and that AI job role clarity positively moderated the effect of employee–AI collaboration on job crafting. These findings extend research on AI adoption and job crafting by showing that employee–AI collaboration constitutes an interdependent work arrangement whose long-term career value depends on employees’ proactive work redesign and clear human–AI role boundaries. The findings further suggest that organizations can support employees’ proactive adaptation and career development by clarifying human–AI role boundaries, providing opportunities for skill development, and creating conditions that enable employees to redesign their work effectively. Full article

This study examines how migration influences key issues in the economy and the labour market, and whether the latest EU-level policy initiatives—including the EU Talent Pool initiative—may affect the balance between labour supply and demand. The analysis is based on a structured review of legislation and theoretical literature, with particular attention paid to comparative studies of the EU labour market and international policy assessments produced by organisations such as the OECD and the European Commission. The research also found that migration can contribute positively to economic performance by alleviating labour shortages and improving the match between skills and jobs. Some of the literature analysed in the research also points out that migration may have a negative impact on wages, tending to push them downwards, and that collective labour institutions also face challenges in relation to migration. New platforms such as the EU Talent Pool could be a suitable tool for improving coordination between labour supply and demand. Overall, the study concludes that the economic effects of migration are not uniform; its impact on wages may be negative in certain sectors, but this can be offset and influenced by Member States’ regulatory practices and collective labour law institutions. Full article

Information-flow waste refers to activities within organizational information flows that consume resources without creating value, yet standardized instruments for systematically measuring this construct remain lacking. This study aims to clarify the construct structure of information-flow waste and develop a corresponding scale. Candidate items were generated through literature analysis, expert interviews, and cognitive interviews. The scale was then purified and validated using two independent manufacturing samples (n = 266 and n = 287) through exploratory factor analysis, confirmatory factor analysis, measurement invariance testing, and nomological validity testing. The results support a second-order structure comprising information acquisition, information transmission, information storage, and information processing, yielding a final 23-item Information-Flow Waste Scale. The scale demonstrates good reliability, convergent validity, and discriminant validity and achieves strict measurement invariance across production and operations, professional and technical, and supervisory and managerial job groups. Information-flow waste is significantly and positively associated with information overload, providing initial support for the scale’s nomological validity. This study provides a standardized measurement instrument for subsequent empirical research on information-flow waste and, in manufacturing contexts, a measurement basis for identifying manifestations of waste across stages of information flow and conducting subsequent problem analysis. Full article

Background/Objectives: Job satisfaction is important for high-quality healthcare delivery. This study aimed to explore family medicine physicians’ (FMPs’) opinions and beliefs regarding job satisfaction, factors influencing their satisfaction, and intentions to transition to other institutions. Methods: This qualitative descriptive study was conducted in the Al-Qassim region in 2024, using thematic analysis (Braun & Clarke) to analyze data. Eleven FMPs working within the health cluster of the Ministry of Health (MOH) were recruited using purposive sampling supplemented by the snowball technique. FMPs who were specialists and consultants were included. In-depth interviews were conducted, the interview content was transcribed, and thematic analysis was performed. Results: Four major themes were identified. The first theme was role ambiguity and workload burden; the second, resource gaps and operational limitations; the third, organizational barriers and professional stability; and the fourth, workplace dissatisfaction and intent to leave. Most of the FMPs reported being nearly satisfied with their job, and all agreed that dissatisfaction may lead physicians to consider leaving their institution. Job security within the MOH had a positive impact on job satisfaction, while concerns about changes associated with the health transformation process were noted. Conclusions: Physicians expressed varying degrees of satisfaction despite different challenges and limitations. Some physicians were open to changing their workplace, whereas one physician had already applied to other institutions. It is recommended to reassure physicians regarding job security during the health transformation process, clearly define job roles and responsibilities, and ensure the availability of necessary resources to improve physician satisfaction, provide better alignment with career expectations and maintain workforce stability in the MOH-affiliated PHC centers of the Al-Qassim region of Saudi Arabia. Full article

Weekday commuting and weekend recreation are two mobility domains through which urban spatial structure affects residents’ daily experience and urban functioning. Although commuting and recreational mobility are theoretically related, whether their spatial relationship creates scope for coordinated improvement in both domains remains insufficiently understood. A preceding study in Chongqing identified a U-shaped relationship between weekday commuting costs and weekend recreational mobility costs at the individual level, but its proposed spatial-structural interpretation remained untested. This study examines whether the same relationship emerges across residential locations and whether the resulting mobility-cost structure corresponds to the spatial configuration of employment and recreational opportunities. Using location-based services data from the central urban area of Chongqing, individual mobility records were aggregated to residential grids and analysed through a three-stage framework examining the grid-level U-shaped relationship, multivariate dependence between the opportunity and cost structures, and their curve-based correspondence. The U-shaped relationship was reproduced at the grid level. The opportunity and cost structures exhibited multivariate dependence, and the curve-based analysis showed a positive correspondence between residential grids’ positions relative to the fitted opportunity and cost reference points. These findings support the interpretation that the U-shaped relationship partly reflects how residential locations are positioned relative to multiple employment centres and spatially distributed recreational destinations. The findings indicate that commuting and recreational mobility should be considered jointly in jobs–housing–recreation planning and suggest potential scope for coordinated improvement across both domains. Full article

Background: Job stress is a pervasive issue in modern workplaces and is associated with numerous adverse outcomes, including employees’ turnover intention when stress levels are high. Objective: This study aimed to examine the association between job stress and turnover intention among employees working in healthcare institutions through meta-analysis. Methods: A systematic literature review and meta-analysis were performed following PRISMA guidelines. The study was registered in the International Prospective Register of Systematic Reviews (PROSPERO; ID: CRD42024581906). Considering variations in sample sizes, publication years, and measurement scales, a random-effects model was employed. Effect sizes were illustrated with a forest plot, and publication bias analyses were performed. Subgroup analyses were conducted by occupational group, COVID-19 period, and geographic region, while meta-regression tested the moderating effects of publication year. Study quality was assessed using the AXIS tool. Results: Based on predefined inclusion criteria, 38 independent studies were included. Findings revealed a moderate-to-high, positive, and statistically significant relationship (r = 0.441; 95% CI [0.389, 0.490]) between job stress and turnover intention among healthcare workers. Moreover, although between-study heterogeneity was substantial (I² = 95.5%), the direction and statistical significance of the association remained consistent across different countries and healthcare systems. Conclusions: This meta-analysis demonstrated a statistically significant positive association between job stress and turnover intention among healthcare workers (r = 0.441). Although substantial heterogeneity was observed across studies, the relationship remained consistent across occupational groups, regions, and study contexts. Addressing job stress may therefore play an important role in supporting workforce retention in healthcare organizations. Full article

Algorithmic management is central to platform gig work, but its distinct forms of control may relate differently to worker strain. We examine these relationships in food delivery, a typical form of platform gig work. In this setting, algorithms continuously allocate tasks, track performance, evaluate workers, and shape behavior. The Stressor–Strain–Outcome (S-S-O) model provides the overarching framework. The Job Demands–Resources (JD-R) perspective explains why the three control dimensions may show different associations, while cognitive appraisal theory provides a supplementary lens. Specifically, the study links standardized guidance, tracking evaluation, and behavioral constraints to work engagement through role stress and emotional exhaustion, with overall social support as a moderator. Survey data from 608 food-delivery workers were analyzed using partial least squares structural equation modeling (PLS-SEM) with 5000 bootstrap resamples. Standardized guidance was negatively associated with role stress and emotional exhaustion, whereas tracking evaluation and behavioral constraints were positively associated with both. Role stress and emotional exhaustion each carried significant indirect associations with work engagement; the serial indirect associations were significant but small. Overall social support strengthened the positive associations of tracking evaluation and behavioral constraints with both strain variables. For standardized guidance, however, higher support strengthened, rather than weakened, the negative associations with strain. Predictive assessment, control-variable models, and covariance-based SEM sensitivity analyses produced broadly consistent findings. These results show that distinct forms of algorithmic control relate differently to strain. Because the data are cross-sectional and were collected from food-delivery workers, causal and temporal inferences, as well as generalization across occupations, remain limited. Full article

Background: Clinical competence is a fundamental outcome of prosthetics and orthotics (P&O) education and is expected to facilitate graduates’ transition into professional practice. However, limited evidence exists regarding the relationship between clinical competence and job market readiness among P&O graduates, particularly in low- and middle-income countries. Objective: To examine the relationship between perceived clinical competence and job market readiness among prosthetics and orthotics graduates in Jordan and to investigate whether openness moderates this relationship. Methods: A cross-sectional survey was conducted among graduates of the Bachelor of Science in Prosthetics and Orthotics program at the University of Jordan who had graduated within the previous five years. Data were collected between 1 July and 31 August 2025 using a structured online questionnaire comprising measures of clinical competence, job market readiness, and openness. Confirmatory factor analysis (CFA) was performed to assess the reliability and validity of the measurement model, followed by structural equation modeling (SEM) to examine the proposed relationships. The moderating effect of openness was further evaluated using Hayes’ PROCESS macro. Results: A total of 231 questionnaires were included in the final analysis. The measurement model demonstrated satisfactory reliability, convergent validity, discriminant validity, and overall model fit. Clinical competence was a significant positive predictor of job market readiness (β = 0.427, p = 0.013), explaining 37% of the variance in job market readiness. Openness did not have a significant direct effect on job market readiness (p = 0.072); however, it significantly moderated the relationship between clinical competence and job market readiness (B = 0.295, p = 0.021), indicating that the positive association between clinical competence and job market readiness was stronger among graduates with higher levels of openness. Conclusions: Clinical competence plays a central role in enhancing graduates’ readiness for professional employment in prosthetics and orthotics, while openness strengthens this relationship. These findings suggest that prosthetics and orthotics educational programs should integrate strategies that foster both clinical competence and adaptive personal attributes, and they may inform curriculum development and educational policies aimed at improving graduate employability and workforce readiness. Full article