Determinants of Preference for Contingent Employment

This paper explores the determinants of preference for contingent employment using a national probability sample of temporary workers and independent contractors. A multi-level model of preference and multivariate analyses indicate that the opportunity cost of contract work, number of job opportunities, prior experience, human and financial capital, access to health benefits, prior experience, and work-family factors predict preference for contingent employment. These results are moderated by gender and by type of contingent work arrangement. Temporary workers differ from independent contractors and men differ from women with respect to which factors are associated with preference. The implications for organization human resource policy and social policy are discussed

Gender Bias In The Technical Disciplines

This study investigates how women are affected by gender bias in the workplace. Despite the increasing numbers of women in the workforce, women are still under-represented and under-valued in workplaces, which, in part, is due to their gender stereotype. This study demonstrates how gender bias in the workplace has been proven to limit women in their careers and potential in their occupational roles. The media’s negative depiction of women in their gender stereotype reinforces and perpetuates this image as a cultural norm in society. Women both conform and are judged and evaluated according to their weak and submissive gender stereotype. Women face challenges and problems in the workplace when they are evaluated and appraised by their female gender stereotype. Women have been prevented from acquiring jobs and positions, have been denied promotions and advancements, failed to be perceived as desiring of and capable of leadership or management positions, as well as typically receive lower paid than their male counterparts. Furthermore, women’s unique, indirect, and congenial conversational methods are perceived as unconfident, incompetent, and thus, incapable in the masculine organizational culture of most workplaces. Through the investigation of gender bias in the workplace, professionals and employers will gain an awareness of how gender bias and socially-prescribed gender roles can affect the workplace and interfere with women’s success in their career. Technical communicators and other educators will have a better understanding of how to overcome gender stereotyping and be encouraged to teach students on how to be gender-neutral in their communications in the workplace, perhaps striving for a more egalitarian society

Turnover Intention: An Examination of Job Characteristics and Transactional Leadership Style Among Operators in Electrical and Electronics Sub-Sector

Job turnover is traditionally faced by organizations in many industries. Implications such as resources wastage and low productivity can be derived from turnover issue. Turnover intention is found as best predictor for actual turnover in previous studies. Consequently, this demands some insights on turnover intention subject in Malaysia context. This study investigated factors that may predict operator’s turnover intention towards their current manufacturing companies. In this respect, the objective of the study was to determine the significance relationship of job characteristics and transactional leadership styles on turnover intention among manufacturing employees particularly in electrical and electronics sub-sector. The study was conducted amongst the operators of manufacturing industry in Peninsular Malaysia (N=800). Considering that Malaysia manufacturing industry has shown a strong economic growth through large investment in economic activities, it is important for all manufacturing companies to retain talented employees and reduce turnover problem in order to be more productive and competitive. The findings resulted in acceptance of the study hypothesis formulated. Dimensions of job characteristics (i.e. skill variety, task identity and feedback) and transactional leadership styles (i.e. contingent rewards, management-by-exception passive) significantly correlated and contributed to the turnover intention. Based on the research findings, theoretical and practical implications are discussed. Limitation and suggestion for future research are also highlighted. Hence, with limited literature on the subject of job characteristics, transactional leadership style and turnover intention in Malaysia manufacturing sector, the findings have, to some extent, contributed to the understanding of the concept and further enhance the knowledge of these subjects especially in Malaysian context

Self and role perception of social work students during training

Thesis (M.S.)--Boston Universit

A Comparison and Exploration of Arkansas Professional School Counselor Activities Across Poverty

This study is an exploration of the actual and preferred practices of Arkansas K-12 school counselors in low, mid, and high-poverty schools using the School Counselor Activity Rating Scale (Scarborough, 2005), follow-up questionnaires, and interviews. The qualitative component of this study brings to light the contextual factors that prevent school counselors from providing direct and indirect services to students outlined in the ASCA National Model. This research study examines the hidden dynamics of the counselor/principal relationship and how this relationship has a pivotal role in the realization of a fully comprehensive developmental school counseling program. This study contributes to the knowledge and understanding of administrators, school officials, school counselors, counselor educators, and government officials concerning the role and function of the school counselor. The goal of this research is to promote change in policy and organizational infrastructure in order to give school counselors the authority to advocate, lead, and direct their own school counseling programs in order to provide appropriate and timely services for all student

Managing Diversity and Glass Ceiling Initiatives as National Economic Imperatives

Glass Ceiling ReportGlassCeilingBackground5ManagingDiversity.pdf: 11584 downloads, before Oct. 1, 2020

Individual-Level Determinants of the Propensity to Shirk

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to group and organization-level influences. Neglected are individual differences that might explain why individuals in the same organization or work-group might shirk. The present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other individual-level determinants of shirking behavior. Results identified several individual-level determinants of shirking. Implications of the results are discussed