Youth in the Labor Market

The article examines the state of the youth labor market in Russia, identifies the problems of the modern youth labor market, such as the unjustified ambition of youth, mistrust of employers towards young people, the unpreparedness of the majority of young people after graduation for working life, the inadequacy of the educational system to the requirements of the business environment and the labor market, and , first of all, training of workers in professions that are not in demand on the labor market. A set of measures is proposed to solve these problems of the youth labor market: the formation of mechanisms of real interaction between the business environment, the labor market and the sphere of education; adjustment of educational programs in terms of their practice-orientedness; formation of a system for preparing young people to enter the labor market through their social and professional adaptation. The analysis of the socio-cultural characteristics of generations "Y" and "Z" is carried out, it is shown that taking into account these features will improve the situation on the youth labor market in the digital era.

Social Innovation for Work Inclusion – Contributions of Swedish Third Sector Organizations

The innovative contributions of third sector organizations (TSOs) to tackle work-related societal challenges are increasingly acknowledged in policy and research, but rarely in Nordic working life studies. The article helps fill this knowledge gap by an empirical mapping of efforts by Swedish TSOs to promote work inclusion among people considered disadvantaged in the regular labor market, due to age, disabilities, origin, etc. Previous studies of social innovation help distinguish their innovativeness in terms of alternative or complementary ways to perceive and promote work inclusion in regard to Swedish labor market policies. By combining various measures for providing and preparing work opportunities, addressing their participants through individualistic and holistic approaches, and managing work inclusion by varying organization, funding, and alliances, the mapped cases seem to innovatively compensate for government and market failures in the work inclusion domain to some extent, while also being limited by their own voluntary failures.

The Impact Of Adherence To International Auditing Standards In Increasing The Quality Of Audit Services A field study on external audit offices

The study aimed to identify the impact of adherence to the general standards of international auditing and increase the quality of audit services. Where the problem of the study was the collapse of many companies and economic institutions in recent years to filing complaints and judicial disputes against audit offices due to the poor quality of services provided by audit offices, which affected the reputation of the audit profession. Individuals to learn more effectively and use these strategies increased the quality of services provided, commitment to transparency and independence increased investor confidence and raised the level of service provided to the client, the study recommended developing the personal qualities necessary to carry out professional and technical duties throughout the auditor’s working life.

360-Degree View of Digital Open Badge-Driven Learning

This chapter describes alternative credentialing practices related to competence-based open badges and their different audiences. The authors provide insights into different theoretical approaches to digital badging practices that could potentially support a competence orientation in continuous professional development and enhance lifelong learning. One aim of this chapter is to summarise the first European doctoral dissertation to address digital open badges and digital open badge-driven learning. The authors offer novel insights into reforms in education aimed at addressing students' individual interests and meeting the recognised needs of working life. They also present a set of innovative Finnish applications of digital open badge-driven learning in the context of educational research. Moreover, they describe the potential of badges as a tool to build ePortfolios. This chapter draws attention to the motivational effects of digital badging and the use of ePortfolios as an informative and interesting way to demonstrate competences in different contexts.

Recognizing Skills and Competencies Required Under Industry 4.0's Framework for Achieving Business Digital Transformation

Economic and technological developments that took place the last 30 years have resulted in a new form of industrial revolution, widely known as Industry 4.0 (I4.0). Researchers and professionals worldwide try to foresee and contribute to its development, while the COVID-19 pandemic acted as an accelerator and revealed that changes arising under Industry 4.0 will affect a wide variety of working-life aspects. Among these aspects, skills and competencies needed under I4.0 are expected to change. The current chapter uses the European Skills, Competences, Qualifications, and Occupations (ESCO) database to identify which are the most valuable skills and competencies in the time being, when European businesses are taking part in the so-called digital transformation, part of Industry's 4.0 evolution. The most significant skills and competencies will be presented alongside with an analysis on existing research on the relationship between I4.0 and new skills/competencies needed.

Mindfulness-Based Well-Being Interventions in Organizations and the COVID-19 Pandemic

Dramatic changes in social, economic, and working life have occurred with the COVID-19 pandemic. These changes cause stress for employees. Therefore, it is important to implement cost-effective and purposive interventions targeting employee well-being during the COVID-19 pandemic. One of these interventions is Mindfulness-Based Interventions (MBIs). MBIs are generally implemented as a face to face with 8-session program. However, in the COVID-19 pandemic, remote work has been adopted widely by organizations, causing an urgent need for digital well-being interventions. This study aims to investigate effectiveness of digital mindfulness-based interventions on employees' well-being during the COVID-19 pandemic. To do this, the effect of the COVID-19 pandemic on employee well-being will be explained in the first part. In the second part, mindfulness and mindfulness-based interventions will be discussed. In the last part, digital mindfulness interventions and their effects on employee well-being during the COVID-19 pandemic will be clarified.

System and Life-Course Perspectives on Capability to Work and Capability Through Work

The capability approach is relevant to gaining a conceptual understanding of individuals’ abilities and motivation to work and to explore the potential consequences that various working conditions have for people when they reach old age. Here, the capability concept is complemented with system theory to understand the multi-component key resources for capability to work among older workers, and also the conversion factors – capability through work – at individual, micro, meso, macro and chrono-levels. The theoretical approach is exemplified by studies from the interdisciplinary field of work sciences. The chapter describes central working-life conditions, conversion factors for crafting capability to work and examples of patterns of interactions between capability to work and capability through work. To support practical applications, we suggest important conversion factors and patterns of interaction between capability to work and capability through working-life resources. In sum, having a reasonable degree of control and influence (freedom of choice) at work and opportunities to make individual deals and adjustments that match one’s values, abilities, competence and experience are important for individual preference of a long working life. This requires an organisation that focuses on the value of work and promotes a general learning climate through broad participation.

Organisational Capability for Delayed Retirement

Throughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement.The novelty of an organisational capability approach is that it highlights workplace conditions that enable older people to use their abilities to perform acts of value and to achieve a better quality of life and greater participation in society. Workplace resources, capabilities and functions form a dynamic pattern. Factors that influence the work abilities of older workers are related in complex interactions and not merely in the format of simple cause and effect.When looking at retirement from the perspective of older workers, we have focused on aspects such as the individual’s ability to control the retirement process. Central to Sen’s idea is that individuals have different conversion factors, which means that, even though two individuals may have access to the same resources, they do not necessarily have the capability to enjoy the same functions. For example, the probability that an older person will remain employed will partially depend on his or her health, human capital and type of job. But two seemingly similar individuals can nevertheless have very different chances of remaining employed because their employer has implemented very different age management policies, or simply because they have different attitudes towards older workers. Since organisational capability makes it possible to focus on the interaction between the individual’s resources and preferences and the opportunity structure existing at the workplace (meso level) and embodied in the retirement system (macro level), much of the discussion and many of the policies and practices concerning older people can be related to the concept of capabilities.

Women Working in Turkey

Working women face barriers based on gender discrimination in Turkey and around the world, especially in terms of their career development. In this context, gender discrimination is one of the most important problems that prevents the development of societies. Gender discrimination in terms of working life is the exclusion of women, although it does not affect the performance of work, and as a result, the power, satisfaction level, and income in the workplace are shared among men. Gender discrimination can be in the form of paying different wages for the same job, or it can occur in the form of individuals with equal efficiency having different jobs corresponding to different levels of pay. The aim of the study is to reveal the place of women working in Turkey in the labor market and the unfairness of wages they face. In this context, the study is important for providing proposals to prevent wage inequality in Turkey.