Starting and Subsequent Earnings of Young Workers in Different Sized Firms

Based upon the highly innovative Project TALENT Longitudinal Database, this study tracks the starting earnings and subsequent early earnings growth of young males who began their work careers at either a smaller (<100 employees) or larger private firm more than a generation ago. Prior evidence based upon less rich databases found that earnings were systematically higher in larger firms but did not have access to many other variables that could affect projected earnings which are available in the TALENT database. Earnings regressions are estimated here including not only usual explanatory variables of years of schooling and labor market experience, but also adding other variables pertaining to prior job experience, military service, IQ, socioeconomic background and some other factors. The findings indicate that while starting earnings of those in this database were indeed higher in larger firms, the gap evaporated fairly quickly with projected earnings of those in smaller firms featuring a small earnings premium. The results here suggest guidance based upon the body of prior evidence may have been less reliable than thought, and that evidence itself may not provide as useful a baseline as desired for subsequent research addressing whether this pattern continues for recent cohorts.

Menilik Realitas Kebutuhan Pengguna Lulusan Teknologi Pendidikan Pada Bidang Jasa E-Learning di Indonesia

The Covid-19 pandemic has transformed conventional learning towards the use of e-Learning. Educational technology is a field of study that labels graduates with the main profile as developers of learning technology, one of which has competence in the sector of e-Learning. As a result, this study aims to look at the realities of the demands of educational technology graduates in the field of e-Learning services in Indonesia, both in terms of relevant institutions and based on the alumni job experience. The author conducts descriptive research using qualitative methods, including interviews with two samples of e-Learning service institutions in Indonesia (PT Menara Indonesia and PT Zeniora Edukasi Teknologi), as well as the distribution of open qualitative questionnaires to three alumni of Universitas Pendidikan Indonesia who are currently working in e-Learning service institutions. Work documents that support the research are also used to conduct documentation studies. The data was analyzed using various methods, including reduction and organization, as well as triangulation and re-checking with investigators. Based on the study's findings, it can be concluded that educational technology graduates are needed in e-Learning service institutions, both to receive graduates who fulfill the institution's criteria and the linearity of positions gained by educational technology alumni.

New Validation of COVID-19's effects on Micro, small and Medium Enterprise and Its Survival

MSMEs (Micro, Small, and Medium-sized Enterprises) are the backbone of many economies worldwide, providing income and jobs to many people. The global and Sri Lankan economies have been seriously impacted by the coronavirus (COVID-19) outbreak. MSMEs are the primary victims of the COVID-19 epidemic, which faces numerous obstacles that impede their growth and survival. The analysis aimed to see how COVID-19 afected MSMEs in Sri Lanka. The extent of impacts of the sector was measured using descriptive statistics and SWOT analysis techniques with a Likert scale. From July to September 2020, the study used a mixed method approach, with primary data collected from 200 randomly selected entrepreneurs through a well-designed organized questionnaire survey in the Batticaloa District of Sri Lanka. According to the fndings, 62 percent of entrepreneurs have extremely high job experience power, while 52 percent have extremely low technical adaptation strength during this pandemic era. In terms of weakness, 61 percent and 60 percent of respondents, respectively, revealed a high degree of weakness in their companies, such as a lack of technical skills and expertise. According to the opportunity survey, 87 percent and 86 percent of respondents, respectively, had exceptionally low opportunities in subsidy facilities and social media use. Furthermore, during COVID-19, 59 percent, 68 percent, and 34 percent of respondents experienced extremely high threats due to curfew, increased input prices, and marketing facilities, respectively. To resolve critical situations like the COVID-19 outbreak and improve MSMEs in the region, the study recommended that NGOs, local government bodies, and policymakers develop awareness and support for entrepreneurs through confdence building, planning of workshops, seminars, and exhibitions.

Basics of Good Business Plan for Small-Scale Agribusiness Investors in Nigeria

This chapter provides a synthesis of planning small-scale entrepreneurial skills to guide the current and prospective micro investors to harness wide ranges of agribusiness value chains in Nigeria. This initiative considered alternatives in business strategic options to harness the potentials therein, which involve production, distribution, processing of agricultural products and services integration for converting agricultural outputs for regular and timely supply of domestic and international needs. The current outcry for economic diversification couple with high rate of unemployment in Nigeria requires concerted efforts to boost the agriculture sector as a viable alternative for growth and development. Suffices to say, most agribusiness investors more often than not, experience failure because of the dearth of requisite business skills for planning the survival and growth of small-scale agribusinesses in the face of modern realities. In this wise, the chapter brings the benefits such as risk mitigation, cost savings, and income generation through combination of known production planning and business management skills. The chapter adopts discursive taxonomy, interpolating elicited facts from available literature plus the knowledge of ‘on-the-job-experience’ to promote and support the development of agribusinesses strategy for the transformation of the agriculture sector to generate employment, income, and promote food security, and competitiveness in the marketplaces.

Factors in university teaching staff perfectionism

Introduction. The attention to the study of perfectionism in universities in Ukraine can be explained with modernization and development of Ukrainian higher education, as an access to the European educational research environment. The interest to the perfectionism in teaching staff of university can be explained by new requirements for professional activity and these factors demand from a teacher of higher school can be an achievement of new standards, obtaining successfully by focusing on avoiding failures. The study is conducted within the pedagogy field. Aim. In this article, the author identifies and analyzes the impact of social-demographic factors (such as age, gender, place of residence), organizational and professional factors (such as job experience, academic degree, post, direction of teaching activity, number of students, university status, level of social-psychological climate etc.) on the manifestations of perfectionism. Results. The four manifestations of perfectionism, which are: Absence of perfectionism (where normal and pathological perfectionism are represented at a low level); Perfectionism with negative orientation (consists of the respondents with pathological type of perfectionism); Ambivalent perfectionism (included the respondents in which the pathological and normal types of perfectionism are equally highly represented); Perfectionism with positive orientation (consists of the respondents with manifestations of normal type of perfectionism). Conclusions. The findings of this investigation show the impact of social-demographic, organizational and professional factors on the manifestations of perfectionism.

Research on the Impact of mHealth Apps on the Primary Healthcare Professionals in Patient Care

The goal of this study was to develop and use a questionnaire in order to analyse the effects of eHealth apps on patient care using Jordanian population. A two-stage cross-sectional research was conducted. A questionnaire was developed in the beginning to evaluate its consistency and legitimacy using Cronbach’s alpha coefficient, a multitrait connection atmosphere; the multivariate technique is component examination. In the study’s another phase, correlation and regression are used to determine the influence of eHealth apps on patient care. The five major axes of the final surveys were healthcare efficiency, teaching, notices, consultation, and follow-up. Individuals from diverse demographic aspects, such as gender, age, job experience, and education level, have no differing perspectives on cell phone use in their amenities, according to a staff’s viewpoint evaluation. In general, mobile health applications had a good influence on health services and healthcare, which would be an important setting for the operative use of mobile headphones in public policy; such a background would affect in workers’ intents to practice and adopt mHealth.

EL ABUSO EN EL NOMBRAMIENTO DE PERSONAL FUNCIONARIO INTERINO Y SU ESTABILIZACIÓN EN LA ADMINISTRACIÓN. PROPUESTAS PARA UN DEBATE.

Este estudio pretende aportar algunas ideas para contribuir a un debate más sereno sobre el abuso en el nombramiento de personal funcionario interino y su sanción a través de los llamados procesos de estabilización. El análisis resulta muy oportuno en este momento, pues se está tramitando un proyecto de ley en las Cortes que proviene del Real Decreto-ley 14/2021, de 6 de julio, de medidas urgentes para la reducción de la temporalidad en el empleo público. Algunos grupos parlamentarios han solicitado expresamente la conversión automática del personal funcionario interino afectado en personal funcionario de carrera o la creación de una nueva categoría de empleado público fijo ¿a extinguir¿. Otros han propuesto su directa estabilización mediante un concurso o mediante la realización de un concurso-oposición, sin que los ejercicios de la fase de oposición tengan carácter eliminatorio. En este análisis se parte de una visión centrada especialmente en lo público, que resalta la necesidad de que las soluciones que finalmente se adopten para proteger al funcionario interino ¿abusado¿ sean también respetuosas con la especial naturaleza pública del empleador, con los principios constitucionales rectores del acceso al empleo público y con las potestades organizatorias y de planificación de las Administraciones Públicas. Azterlan honek ideia batzuk eman nahi ditu, lasaiago eztabaidatu daitezen bitarteko funtzionarioen izendapenean izandako gehiegikeria eta hori saihesteko eta, hala badagokio, zehatzeko neurriak. Azterketa oso egokia da une honetan, enplegu publikoan behin-behinekotasuna murrizteko premiazko neurriei buruzko uztailaren 6ko 14/2021 Errege Lege Dekretutik datorren lege-proiektu bat izapidetzen ari baitira Gorteetan. Legebiltzarreko talde batzuek berariaz eskatu dute tartean dauden bitarteko funtzionarioak karrerako funtzionario bihurtzea automatikoki, edo «iraungi» beharreko enplegatu publiko finkoaren kategoria berri bat sortzea. Beste batzuek lehiaketa baten bidez edo oposizio-lehiaketa baten bidez zuzenean egonkortzea proposatu dute, oposizio-faseko ariketak baztertzaileak izan gabe.Azterketa horretan, bereziki arlo publikoan oinarritutako ikuspegi batetik abiatzen da, eta azpimarratzen du beharrezkoa dela bitartekoa babesteko azkenean hartzen diren konponbideek enplegatzailearen izaera publiko berezia, enplegu publikoa lortzeko printzipio konstituzionalak eta administrazio publikoen antolaketa- eta plangintza-ahalak errespetatzea. This study aims to offer a number of ideas contributing to a more measured debate as to abuse in the appointment of interim civil servants, and measures to avoid and, where applicable, to penalise this practice. This is now a particularly timely analysis, as the Spanish Parliament is currently considering a bill derived from Royal Decree-Law 14/2021, of 6 July 2021, on urgent measures to reduce the use of temporary contracts in public employment. A number of parliamentary groupings have explicitly called for the interim staff affected to be automatically given permanent civil service contracts, or otherwise for the creation of a new category of permanent public employee "to be extinguished". Others have proposed their direct stabilization by means of a competition (exceptional system in which merits like job experience are assessed) or by means of a competition-examination (competitive tests and merit assessment), with non-eliminatory tests in the examination phase.This analysis is based on a perspective focused in particular on the public sector, highlighting the need that any solutions that might ultimately be adopted to protect interim staff, likewise respect the specific public nature of the employer, with the constitutional principles which govern access to public employment, and the organisational and planning powers of public administration bodies.

A Study on Communication Behaviour of Extension Personnel of Prakasam District of Andhra Pradesh

Successful communication is the main job of an extension worker. He cannot expect change among farmers unless he is able to communicate effectively to them. This entails the extension personal to have thorough understanding of communication process. This study will be helpful in identifying important variables of extension personnel affecting their communication process. Prakasam District of Andhra Pradesh was selected by purposive random sampling. The study was conducted in 7 mandal's which were selected randomly. Respondents were Agricultural officers, agricultural extension officers, village agricultural assistants and village horticultural assistants. The total sample size for the study were 120 extension personnel. majority of the respondents were female, young aged, having high educational status, with low annual income, job experience and training exposure. Perceived work load was high, medium level of job satisfaction and low level of Innovativeness and medium level of achievement motivation and medium level of communication behaviour was observed. The findings of overall communication behaviour of extension personnel indicate that there is need to increase the communication behaviour from medium to high through suitable training programs on latest Communication technologies and communication skills, providing needed literature.

Impact of Perceived Organizational Support on Organizational Commitment among University Employees: Moderating Role of Job Experience

The study was aimed to investigate the moderating role of job experience between perceived organizational support and organizational commitment among university employees. The target population was the employees of the Institute of Southern Punjab, Multan, Pakistan. The study was based on a correlational research design. 128 employees were sampled through a simple random sampling technique. Data was collected by survey method through Perceived Organizational Support Scale (POSS) by Eisenberger, Huntington, Hutchison, and Sowa (1986) and Organizational Commitment Questionnaire (Mowday, Steers, & Porter, 1979). Demographic variable job experience was measured as moderating variables between perceived organizational support and organizational commitment. The collected data was analyzed through Statistical Package for Social Sciences (SPSS 23). Correlation, regression, and moderation analysis were used to interpret data statistically. The results revealed a significant correlation between perceived organizational support and organizational commitment. The regression analysis indicated a significant impact of perceived organizational support on organizational commitment. The findings suggest a significant role of moderators (job experience) between organizational support and organizational commitment. Further study in organizational psychology would be recommended in the development of an encouraging and supportive workplace environment for employees.