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Pub Date: |
2013-01-00 |
Pub Type(s): |
Journal Articles; Reports - Evaluative |
Peer Reviewed: |
Yes |
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Descriptors:
Foreign Countries; Employment Practices; Employment Patterns; Job Satisfaction; Social Change; Employee Attitudes; Social Indicators; Surveys; Quality of Working Life; Work Attitudes; Work Environment; Job Security; Job Layoff
Abstract:
Since the 1980s, many employment relationships in Taiwan have evolved from regular and long-term to contingent and short-term, with widespread downsizing adding a considerable amount of instability. Since these changes are part of a global trend, there is a growing literature concerning their influences on worker attitudes and work life quality. Here we analyze the impacts of changing employment practices on the quality of work life among Taiwanese workers, specifically analyzing the effects of nonstandard work arrangements and downsizing on job satisfaction. Data are from the 2005 Taiwan Social Change Survey, First Wave of the Fifth Phase: Work and Life Module. Our two main findings are (a) degree of use of nonstandard workers exerts a range of negative impacts on job satisfaction among regular workers, and (b) degree of downsizing exerts similar negative effects. We also discuss the moderating impacts of using nonstandard workers as part of a downsizing strategy.
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Pub Date: |
2013-04-08 |
Pub Type(s): |
Reports - Evaluative |
Peer Reviewed: |
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Descriptors:
Equal Opportunities (Jobs); Minority Groups; Racial Discrimination; Public Agencies; Federal Government; African American Employment; Racial Composition; Position Papers; Change Strategies; Barriers; Employment Opportunities; Employment Patterns; Employment Practices; Employment Statistics; Social Justice; African American Organizations; Research Reports
Abstract:
The U.S. Department of Education Chapter of Blacks in Government (BIG) reviewed and responded to the EEOC [Equal Employment Opportunity Commission Office] African American Workgroup Report. The BIG ED Chapter considered whether: There is any evidence indicating that the number and percentage of African Americans employed by any federal government agency is a variable in the barriers described in the Report. Articulated another way, do barriers still exist in agencies with large numbers and percentages of African Americans relative to the total number of employees in an agency? Do barriers exist in those agencies with small numbers and percentages of African Americans? The recommendations were timely and strategic, given: (1) The Obama Administration; and (2) The increasing numbers of other groups of people of color along with the lower number of Blacks employed by some agencies in the federal government. While the Report included unconscious bias as a barrier, the ED Chapter recommendations urge monitoring out and out racial discrimination and subtle forms of intentional racism. Recommendations include tracking and monitoring the furloughs, layoffs and other adverse actions for Black employees in all agencies, given sequestration. An appendix presents: EEOC African American Workgroup Report. (Contains 7 tables, 38 endnotes, and 9 notes.)
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Full Text (640K)
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Pub Date: |
2013-00-00 |
Pub Type(s): |
Journal Articles; Reports - Research |
Peer Reviewed: |
Yes |
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Descriptors:
Ethics; Decision Making; Foreign Countries; Employees; Organizational Culture; Supervisor Supervisee Relationship; Employment Practices; Correlation; Regression (Statistics); Personnel Evaluation; Work Attitudes; Work Environment; Job Satisfaction; Justice
Abstract:
Ethics in decision making has been an issue for academics, practitioners, and governmental regulators for decades. In the last decade, numerous scandals and consequently many corporate crises in the global business world have added credence to the criticisms of business ethics. Therefore, it is vital to understand the factors affecting employees' ethical decision making. Culture also has a strong impact on decision making. Paternalism is the combination of strong discipline, subordinate loyalty, and the superior's generous concern for that subordinate, culminating in a more intricate and dominating relationship in the organization. A paternalist culture, by its very nature, has a powerful impact on decision making. Investigating the various factors affecting the decision-making process guides practitioners and managers toward taking the necessary steps to prevent unethical events in the future. In this study, the impacts of positive perception of distributive justice and performance appraisal fairness on employees' ethical decision making in paternalist organizational culture are investigated. The total sample (N = 107) contained white-collar employees working in five small-medium enterprises in Turkey. The data was analyzed using correlation and regression analysis. The results showed only perception of performance appraisal fairness has an impact on employees' ethical decision making. The study concludes by discussing the implications of the results for researchers interested in exploring ethical decision making and performance appraisal systems. Recommendations for future research are also presented. (Contains 4 tables and 1 figure.)
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Author(s): |
Quillen, Ian |
Source: |
Education Week, v31 n37 p1, 20-21 Aug 2012 |
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Pub Date: |
2012-08-08 |
Pub Type(s): |
Journal Articles; Reports - Descriptive |
Peer Reviewed: |
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Descriptors:
Educational Technology; Electronic Learning; French; German; Technology Integration; Technology Uses in Education; Structural Unemployment; Influence of Technology; Online Courses; Second Language Instruction; Second Language Programs; Teaching Methods; Intermode Differences; Teacher Role; Dislocated Workers; Advocacy; Labor Problems; Collective Bargaining; Job Security; Employment Practices
Abstract:
Of all the recent budget cuts made by the Eagle County, Colorado, school district--the loss of 89 staff jobs through attrition and layoffs, a 1.5 percent across-the-board pay cut, and the introduction of three furlough days--none sparked as much anger or faced the same scrutiny as the decision to cut three foreign-language teaching positions and replace them with online instruction. At a spring school board meeting, supporters of the targeted programs in French and German, as well as the affected teachers, railed against the 6,200-student district for replacing face-to-face instructors with a digital option they argued would not be as rich or as meaningful. The highly charged response reflects the fear many teachers are beginning to feel that technology could push them out of their jobs, especially in an era of persistently tight budgets. Emerging management models that rely on a smaller number of highly paid teachers supported by new technology and a larger roster of relatively low-paid paraprofessionals are also fueling such fears. Those worries seem likely to grow, even though younger teachers and many veterans appreciate the teaching potential of the Internet and digital devices, and educational technology advocates insist the teacher is still essential to any technology-based effort to improve schools. It's unclear whether the concerns dramatized by the action in Eagle County, about 120 miles west of Denver, are justified on a broad scale. Most administrators say decisions such as the district's move to offer students online French and German courses are more reflective of extraordinary budget circumstances than an institutional desire to cut staffing. Further, developers of even the most sophisticated learning technologies insist their goal is to help make teaching a more efficient and effective profession, not a less relevant one. Teachers' unions and other teacher advocates also appear to vary greatly in their openness toward technology initiatives according to the policy and economic climates in different states and districts.
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Author(s): |
N/A |
Source: |
Achieve, Inc. |
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Pub Date: |
2012-09-00 |
Pub Type(s): |
Reports - Research |
Peer Reviewed: |
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Descriptors:
Labor Market; Employment Patterns; Skilled Occupations; Technical Occupations; Personnel Selection; Job Skills; Employment Practices; Labor Force; Futures (of Society); Industry; Labor Needs; Skilled Workers; On the Job Training; Industrial Training; Staff Development; Employment Potential; Educational Attainment; Secondary Education; High School Graduates; Employees
Abstract:
In today's job market, middle and high skills jobs--jobs that require some education and training beyond high school--comprise the majority of job openings and typically provide the best wages and opportunities for advancement. And almost every day, there is an article or news story discussing the "skills mismatch" phenomenon, the ongoing challenge employers have in finding qualified and skilled employees to fill the more than 3 million jobs currently open in the United States, even in a time of high unemployment. As policymakers develop policies and programs that aim to ensure that the future U.S. workforce has the academic and technical preparation (from both K-12 and postsecondary education) necessary to access the careers of their choice, it is important to examine the issue from all angles. While there is an increasing amount of research around the education and skills jobs demand, the changing landscape of available jobs, and the role of education and training in addressing this skills mismatch, less is known about how the skills mismatch affects companies' hiring practices--and how companies' hiring practices affect the skills mismatch. For instance, do organizations expect to require higher levels of education for future job openings at some or all job levels? Do the education and skills requirements listed in job postings reflect current hiring practices? What are the most significant changes these HR leaders see for their organizations in the future? And what opportunities are truly available within organizations for advancement, particularly for individuals with lower levels of education and skills? To answer these questions and others, Society for Human Resource Management (SHRM) and Achieve partnered on a national survey of nearly 4,700 HR professionals representing nine industries. Major findings from the survey include: (1) Companies are hiring; (2) Demand is growing for more education and skills at all levels; (3) Companies are investing in training for their employees; and (4) Opportunities exist for low skills workers, but there is reason to suspect that these opportunities will shrink in the future. (Contains 7 figures, 6 tables, and 3 endnotes.)
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Full Text (575K)
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Pub Date: |
2012-00-00 |
Pub Type(s): |
Journal Articles; Opinion Papers |
Peer Reviewed: |
Yes |
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Descriptors:
Program Effectiveness; Employment Patterns; Human Capital; Labor Market; Unemployment; Economic Progress; Job Development; Employment Practices; Policy Analysis; Public Policy; Economic Impact; Economic Change; Economic Development; Financial Problems; Finance Reform; Change Strategies
Abstract:
Since U.S. economic growth began to slow in 2006, both the Bush and Obama Administrations have enacted a number of fairly costly programs designed to stimulate the economy and employment growth. Because many of these programs are fairly new, there has been little comprehensive examination of their impacts, but initial analysis suggests that these stimulus efforts have had a fairly limited impact on job creation and unemployment, and any impact they had has come at a significant per-job cost. Perhaps the more fundamental question is what federal policy can do to improve the long-run health of the labor market by spurring a persistent increase in the rate of job growth. This is of course a major challenge, and the hardest one to solve. However, there are some areas where policy, and policy changes, can likely play a role, although in this article the authors' remarks are more speculative. On the supply side, the country should focus on programs that enable workers to enhance their human capital and ensure that they can be employed when the economy starts to recover. On the demand side, the authors think recent research suggests that a "redirection" of programs and incentives that target small businesses might be appropriate. What this research suggests is that both temporary and permanent government assistance to small businesses--to the extent that it helps small businesses--should be focused on "new" small businesses, not small businesses "per se," with the goal of spurring entrepreneurial development of new businesses. In addition, the authors believe that the persistently high unemployment rate and the slow rate of job growth are the results of continuing problems in the housing market. However, there are some programs that could probably help stabilize the housing market and provide effective help to borrowers. More generally, the authors believe that the government should alter its mortgage modification programs so that, instead of focusing on keeping people in homes they cannot afford, they focus on getting people into economically appropriate housing. It appears to the authors that one of the biggest lessons from the last financial crisis is that governments need to be willing to expend significant resources to stabilize the economy and avoid an even more significant recession. Therefore, the authors hope that, even with the current deficit and debt concerns, politicians recognize the importance of this policy tool and do not create artificial limits on their ability to deal with future financial crises. (Contains 2 footnotes.)
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