Search Results (34)

This study investigates economic decision-making behaviors among welfare recipients in Miami, Florida, by leveraging well-established experimental protocols: the Guessing Game, the Prudence Measurement Task, the Risk Aversion Task, and the Stag Hunt Game. For this purpose, our study defines financial decisions as the underlying individual preferences that serve as validated proxies for savings behavior, debt management, job-search intensity, and participation in cooperative finance. A central objective is to compare the behavior of welfare recipients to that of undergraduate students, a cohort typically used in experimental economics research. The analysis reveals significant differences between the two groups in strategic thinking and coordination, particularly across ethnic and gender lines. Non-Hispanic/Latino participants in Miami displayed significantly higher average guesses in the Guessing Game compared to their counterparts in Tucson, indicating potential discrepancies in the depth of strategic reasoning. Additionally, female participants in Tucson exhibited higher levels of coordination in the Stag Hunt Game compared to females in Miami, suggesting variance in cooperative behavior between these groups. Despite these findings, regression models demonstrate that location, gender, and ethnicity collectively account for only a small fraction of the observed variance, as evidenced by low R² values and substantial mean squared errors across all games. These results suggest that individual heterogeneity, rather than broad demographic variables, may be more influential in shaping economic decisions. This study underscores the complexity of generalizing findings from traditional student samples to more diverse populations, highlighting the need for further investigation into the socioeconomic factors that drive financial decision-making. Full article

Work-related well-being is an important research topic, as it is linked to various aspects of individuals’ lives, including job performance. To measure it effectively, unobtrusive sensors are desirable to minimize the burden on employees. Because there is a lack of consensus on the definitions of well-being in the psychological literature in terms of its dimensions, our work begins by proposing a conceptualization of well-being based on the refined definition of health provided by the World Health Organization. We focus on reviewing the existing literature on the unobtrusive measurement of well-being. In our literature review, we focus on affect, engagement, fatigue, stress, sleep deprivation, physical comfort, and social interactions. Our initial search resulted in a total of 644 studies, from which we then reviewed 35, revealing a variety of behavioral markers such as facial expressions, posture, eye movements, and speech. The most commonly used sensory devices were red, green, and blue (RGB) cameras, followed by microphones and smartphones. The methods capture a variety of behavioral markers, the most common being body movement, facial expressions, and posture. Our work serves as an investigation into various unobtrusive measuring methods applicable to the workplace context, aiming to foster a more employee-centric approach to the measurement of well-being and to emphasize its affective component. Full article

Toolbox Talks are widely adopted and valued by supervisors and safety managers as a core component of occupational safety and health training, yet their effectiveness as an intervention has not been systematically evaluated in the peer-reviewed literature. Persistently high rates of occupational fatalities and injuries, particularly among high-risk industries, compounded by an increasingly diverse workforce, involving linguistic diversity, high turnover, and mobile job sites, highlight the urgent need for evidence-based approaches to safety training. This scoping review addresses this gap by examining the effectiveness of Toolbox Talks as an occupational safety intervention through three guiding questions focused on their reported impact, implementation challenges, and the best practices and delivery methods that enhance their effectiveness. The Adult Learning Theory served as the framework to assess evidence-based studies. Four bibliographic databases were used to search for studies published between 2000 and 2024. Data were charted based on effectiveness, measured as outcomes, and categorized as any combination of safety knowledge, attitudes, beliefs, behavior, or health outcomes. Unforeseen challenges and recommended best practices were gleaned from each study to provide additional insight. A total of fourteen (14) studies met our inclusion criteria, with the majority centered on construction workplaces (n = 10). Reported effectiveness outcome measures were positive across all studies, with notable improvements in workers’ safety knowledge. Training challenges encountered included worker disengagement, language diversity, and production pressures. Recommended best practices for increasing Toolbox Talk training effectiveness included conducting regularly scheduled training, engaging workers, training supervisors, and providing culturally appropriate and tailored materials. While Toolbox Talks demonstrate significant potential to enhance workplace safety, their effectiveness is hinged on the quality of content and delivery methods, particularly when aligned with adult learning principles that emphasize relevance, engagement, and experimental learning. Future research should explore how emerging technologies, such as e-learning platforms, combined with cultural inclusive approaches and long-term impact assessments, can optimize the design and implementation of Toolbox Talks across diverse occupational settings. Full article

Background: Career-related social support (CRSS) significantly influences job search behavior (JSB). However, the mechanisms and boundary conditions through which CRSS impacts JSB, particularly during the COVID-19 pandemic, remain unclear. This study examines the mechanisms and boundary conditions through which CRSS influences the JSB among final-year college students during the COVID-19 pandemic, guided by social cognitive career theory (SCCT). Methods: A cross-sectional online survey was conducted in 2021 among 596 final-year college students from two public universities in China, during the COVID-19 pandemic. The survey collected data on CRSS, CDMS, employment pressure, and JSB. Results: The findings revealed that career decision-making self-efficacy (CDMS) partially mediates the relationship between CRSS and JSB. Moreover, employment pressure moderates both the direct and mediated pathways; when employment pressure is low, CRSS does not significantly enhance JSB, whereas under a high employment pressure, JSB significantly increases, with higher CRSS. In the mediated pathway, higher CDMS strongly predicts JSB under low employment pressure, but its influence diminishes as the employment pressure rises. Conclusions: These findings underscore the critical roles of CDMS and employment pressure in shaping JSB, offering valuable insights for career support initiatives to facilitate the transition of graduates into the workforce during challenging periods. Full article

Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities’ work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms “lgb*”, “gay*”, “lesbian*”, “homosexual*”, and “sexual minorit*”, associated with “employee*”, ”personnel”, “worker*”, and “staff”, and with “workplace”, “work”, “job”, “occupation”, “employment”, and “career”. Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work–family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people’s work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts. Full article

This research intends to evaluate the effect on the performance of small and medium enterprises (SMEs) of technological developments, including digital marketing, and to determine the variables that affect the relationship. Because these businesses are essential to driving local economies, boosting local economic growth, and creating job opportunities, this is a very important question, and figuring out how to best help them succeed through digital marketing is critical. The data were generated from a sample of 190 marketing companies, and each of the managers of these companies was surveyed for the information needed. This research focuses on the impact of SMEs’ performance through digital marketing strategies, including online advertising, social media marketing, search engine optimization (SEO), and customer engagement through digital channels. A further analysis was performed looking at the mediating effect of digital transformation on the relationship between digital marketing and firm performance. The theoretical lens in the current study is the Technology Acceptance Model (TAM), which argues that technology use depends on perceived use and perceived usefulness. The results revealed that digital marketing is essential for SME effectiveness, as a driver of digital transformation, leading to stronger economic results and an enlarged market presence. Engagement with customers on digital channels to understand their behavior and preferences helps organizations create better experiences and products, and sell smarter as well. This offers application insights to the practitioners and proves the empirical data telling the SMEs how to plan the adoption of digital marketing. It also offers policy recommendations to authorities on how to promote digital innovation and provide financial and technical assistance to SMEs in this vital area. Full article

This research addresses the importance of the soft skills approach, which encompasses problem-solving, collaboration, interpersonal and communication skills for higher education in the information technology (IT) field. IT graduate students continue to face difficulties in meeting the employability criteria of the global information technology sector due to mismatching capabilities, such as the discrepancy between the technical knowledge obtained in academia and the practical skills expected by employers. This systematic literature review used PRISMA guidelines for data collection. Papers were examined using the inclusion–exclusion criteria, which included concentrating on full-text studies about soft skills in higher education published in English between 2018 and 2024. The keywords used by the inclusion and exclusion criteria are soft skills, higher education, university, undergraduate, graduate, IT, information technology, software, computer science, programming, information systems and IS. The SCOPUS search engine platform found 2088 documents, and the (WOS) database obtained 1383 documents. To comprehend the significance of soft skills in the field and its effect on graduates’ employability, 69 papers were carefully examined. The rapid change following Industrial Revolution 4.0 has transformed the working environment, challenging new IT graduates to be competent in the working environment. This study highlights the importance of soft skills and self-awareness in university education, revealing that current curricula must adapt to the rapidly changing job market, especially post Industry 4.0. The literature review indicates that despite high technical competence, graduates lack essential soft skills like communication, teamwork, and problem-solving, creating a gap between new graduates and industry expectations. Hopefully, this study’s results will contribute to understanding the functionality and necessity of soft skills in the behavioral sciences literature. To bridge the skills gap between industry demands and technical proficiency, academic institutions should incorporate creative teaching approaches prioritizing soft skills like problem-solving, teamwork, and communication. Universities, recent graduates, and companies must work together to modify courses to meet the needs of a job market that is changing quickly. Full article

Background: Innovation is a crucial issue in healthcare services since it can affect job-related variables such as productivity, satisfaction, and burnout. The aim of our study was to examine the impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Methods: We conducted a cross-sectional study in Greece during April 2024. We employed a convenience sample of nurses. We followed the reporting of observational studies in epidemiology (STROBE). We used the following instruments: (a) the innovation support inventory (ISI) to measure innovation support; (b) the quiet quitting scale (QQS) to measure quiet quitting; (c) the innovative behavior inventory (IBI) to measure innovative behavior; and (d) the innovation outputs (IO) scale to measure innovation outputs. Our study questionnaire was anonymous, and nurses gave their informed consent to participate. The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens, approved our study protocol, while we followed the guidelines of the Declaration of Helsinki. Results: Our study population included 328 nurses with a mean age of 42.3 years (standard deviation: 9.7). Among them, 89.9% were females. Our multivariable analysis identified a negative relationship between innovation support and quiet quitting. Moreover, we found that managerial support and cultural support improved several aspects of innovative behavior, such as idea generation, idea search, idea communication, implementation starting activities, involving others, and overcoming obstacles. Additionally, managerial support improved innovation outputs. Conclusions: Our findings suggested the positive impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Organizations and nurses’ managers should establish an innovative working environment to improve nurses’ passion, motives, and productivity. Full article

Background/Objectives: As the elderly population grows, the prevalence of dementia is rising, with 70–95% of patients in hospital settings exhibiting problematic behaviors such as aggression. These behaviors significantly contribute to increased nursing workloads, affecting nurses’ well-being and patient care quality. This study aims to review workload-related issues among nurses caring for dementia patients, highlighting the need for targeted interventions to mitigate stress and improve care quality. Methods: A scoping review was conducted using the five-stage framework of Arksey and O’Malley. The literature search covered studies published between 2013 and 2023, focusing on quantitative research about nurses’ workload-related stress when managing patients with dementia and problematic behaviors. Databases such as PubMed and PsycINFO were searched, and 13 studies were selected based on predefined inclusion and exclusion criteria. Results: The review revealed that problematic behaviors, particularly aggression, significantly increase nurses’ stress and workload. This stress has negative consequences on nurses’ physical and mental health, often leading to burnout, decreased job satisfaction, and a decline in care quality. Inadequate staffing and support systems exacerbate these issues. Conclusions: Targeted education, sufficient staffing, and support are essential to reduce the workload and stress experienced by nurses caring for dementia patients. Implementing these strategies can enhance the quality of care provided and improve the well-being of healthcare professionals. Full article

The optimization of job shop scheduling is pivotal for improving overall production efficiency within a workshop. In demand-driven personalized production modes, achieving a balance between workshop resources and the diverse demands of customers presents a challenge in scheduling. Additionally, considering the self-interested behaviors of agents, this study focuses on tackling the problem of multi-agent job shop scheduling with private information. Multiple consumer agents and one job shop agent are considered, all of which are self-interested and have private information. To address this problem, a two-stage decentralized algorithm rooted in the genetic algorithm is developed to achieve a consensus schedule. The algorithm allows agents to evolve independently and concurrently, aiming to satisfy individual requirements. To prevent becoming trapped in a local optimum, the search space is broadened through crossover between agents and agent-based block insertion. Non-dominated sorting and grey relational analysis are applied to generate the final solution with high social welfare. The proposed algorithm is compared using a centralized approach and two state-of-the-art decentralized approaches in computational experiments involving 734 problem instances. The results validate that the proposed algorithm generates non-dominated solutions with strong convergence and uniformity. Moreover, the final solution produced by the developed algorithm outperforms those of the decentralized approaches. These advantages are more pronounced in larger-scale problem instances with more agents. Full article

Not much is known about how the COVID-19 pandemic affected the labor market experiences of people with disabilities. Since they constitute a generally disadvantaged group in the labor market, it is important to scrutinize whether their position has worsened during these difficult times and how they reacted with regard to their job search behavior. We therefore used data for the year 2020 from a large German panel (Panel Arbeitsmarkt und Soziale Sicherung, PASS), in order to scrutinize the prevalence of unemployment among people with disabilities (N = 739) during the first year of the COVID-19 pandemic. The factors that affected their unemployment status were also analyzed. The study found that people with legally recognized disabilities were more often unemployed than non-disabled people, even when controlling for possible confounding factors such as age, gender, or education. This effect was significant for severe disabilities and marginally significant for minor disabilities. Additionally, the type of disability affected the probability of being unemployed, with cardiovascular diseases, mental illnesses, and musculoskeletal disorders carrying a higher risk. In terms of job-seeking behavior, unemployed people with disabilities reported using some job search methods more frequently than their non-disabled counterparts. However, the intensity of the job search did not differ significantly between the two groups. Further differences were found when analyzing the reasons for abstinence from searching for a job, with unemployed people with disabilities primarily citing health-related factors (with a frequency of over 90%). In summary, health played a pivotal role in determining disabled people’s labor market experiences during the COVID-19 pandemic. Full article

Background: Unemployment is known to have negative effects on mental and physical health. Yet, the effectiveness of interventions aimed at improving the health of unemployed people is unclear. Methods: We conducted a random-effects meta-analysis of extant intervention studies with at least two measurement points and a control group. A literature search in PubMed, Scopus, and PsycINFO in December 2021 identified 34 eligible primary studies with 36 independent samples. Results: For mental health, the average meta-analytic effect sizes for the comparison of the intervention group and the control group were significant and of small size after the intervention, d = 0.22; 95% CI [0.08, 0.36], as well as at follow-up, d = 0.11; 95% CI [0.07, 0.16]. Effects on self-assessed physical health status were small and marginally significant (p = 0.10) after the intervention: d = 0.09; 95% CI [−0.02, 0.20], and insignificant at follow-up. However, when job search training was not part of the intervention program (i.e., all available resources were used solely for health promotion), the average effect size for physical health was significant after the intervention, d = 0.17; 95% CI [0.07, 0.27]. Furthermore, the effects of physical activity promotion were significant and of small-to-medium size after the intervention, leading to increased levels of activity, d = 0.30; 95% CI [0.13, 0.47]. Conclusions: Population-based health promotion programs are recommended because even measures with small effect sizes can actually improve the health of a large group of unemployed people. Full article

The literature on careers is rapidly evolving, presenting relevant academic developments. Considering the volatility of the environment and the workforce and the search for sustainability, a new research avenue concerning sustainable careers is emerging. Sustainable careers are regarded as a complex mental schema represented by experiences and continuity patterns grounded on individual subjective evaluations, such as happiness, health and productivity. According to conceptual models, these are fundamental individual indicators that allow the attainment of a sustainable career. By following this theoretical proposal, the work tests the conceptual model using proxies for its indicators (job satisfaction, well-being and organizational citizenship behavior). We validate the use of these proxies by performing association, variance, and cluster analysis on data coming from a survey conducted on employees of a European energy company. The results corroborate our hypotheses and support the choice of the selected proxies as adequate operationalization of the indicators. This study contributes to theory and practice alike by validating measures to represent each indicator and their association with sustainable careers. The study contributes to the development of research on sustainable careers by providing a set of measures that can be used to profit from an existing theoretical model and operationalize it in future studies exploring its contribution to several other variables. There are managerial implications that arise from our results and may help human resources managers contribute to the sustainable careers of their employees. We acknowledge the study’s limitations at the end of the paper and offer future directions for research. Full article

In order to adapt to the post-pandemic era, e-recruitment systems should change their requirements to search for a more competitive leader profile. These systems currently search for individual skills specific to leaders, taking into consideration whether a leader has the required skills and abilities for a certain job. The aim of this study is to improve e-recruitment searches for capable leaders in this new environment. In this regard, the study proposes to search for combinations of complementary skills. These skills, to be effective, should necessarily support each other in order to create successful management. The author’s proposal is to call this combination of skills: Leadership Complementary Skills (LCS). Understanding that some skills should be complementary in order to be viable, the LCS’ new insight into the hiring process was developed to comply with the aim of a performant organization. The idea was drawn from the author’s half a century of real-world experience and from several discussions with employers, employees, consultants and MBA students, debating cases along working and teaching. Statements are presented regarding proposals of appropriate combinations of skills to be implemented in the software of e-recruitment systems, their influence on employees’ behavior and the possible consequences on organizational outcomes. Consistent with the proposals, the author has also developed the Honeycomb Complementary Skills Model for Leadership as a first step in this endeavor, inviting future researchers to find other LCS to be added to the model and accomplish the actual ideal profile of a leader, opening as such a new field of research. Full article

Background: Secondary PTSD is defined as the natural, consequential behaviors and emotions that result from knowledge about a traumatic event experienced by a significant other deriving from working with suffering individuals. Pediatric health providers with symptoms of PTSD report problems with relationships and general life dissatisfaction as well as and anxiety, depression and burnout syndrome. Aim: The aim of this systematic review was to estimate the risk of developing secondary PTSD among pediatric health care providers as well as all additional contributing factors. In more detail, we investigated the PTSD symptomatology between pediatric health care providers and the extent to which parameters such as the job, gender, department and other factors had an impact on the mental health status of pediatric health care providers. Methodology: We searched all published English papers in PubMed, Google Scholar and the Cochrane Library from September to November 2022. We excluded reviews, systematic reviews and meta-analyses as well as letters to editors. From a total of 748 papers, we included only 12 research articles that met the admission criteria. Results: According to our results, the prevalence of secondary PTSD ranges from 13% to 94%. Burnout, nurses, the female gender, intensive care units, past traumatic life events and a psychiatric history identified as factors contributing to the development of secondary PTSD. Conclusions: Health policy-makers should take the specificity in the working environment of the pediatric sector seriously into consideration, especially emergency departments. Full article