Relevant bibliographies by topics / Job and Organisation Attributes

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job and Organisation Attributes'

Author: Grafiati
Published: 3 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Job and Organisation Attributes"

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Adedapo Alagabi, AbdGhaffar, Abdul-Halim Abdul-Majid, and Rosemaliza Rashid. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (2020): 99–108. http://dx.doi.org/10.29121/ijetmr.v4.i10.2017.110.

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The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malaysia. All ide
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AbdGhaffar, Adedapo Alagabi, Abdul-Majid Abdul-Halim, and Abd Rashid Rosemaliza. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (2017): 99–108. https://doi.org/10.5281/zenodo.1045861.

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<strong><em>The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malay
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Abdul Halim, Norhaily, Aminuddin Hassan, Ramli Basri, Aminuddin Yusof, and Seyedali Ahrari. "Job Satisfaction as a Mediator between Leadership Styles and Organisational Commitment of Teachers in Malaysia." Asian Journal of University Education 17, no. 2 (2021): 61. http://dx.doi.org/10.24191/ajue.v17i2.13398.

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Abstract: To better understand the organisational commitment of teachers, the current study examined job satisfaction as a mediator between organisational commitment and the three dimensions of leadership, namely transformational, transactional and passive-avoidant. The study involved 381 school teachers in Malaysia, and the multiple-model analysis used showed partial mediation on the negative association of passive-avoidant leadership style with teachers’ commitment to their organisation. The study found a relationship between transformational leadership and organisational commitment through
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Mihalca, Loredana, Christoph Mengelkamp, Gabriela Brendea, and Daniel Metz. "Job Attribute Preferences of Incoming University Students and Newly-Hired Employees in the Context of the Romanian Labour Market." Journal of East European Management Studies 27, no. 1 (2022): 31–63. http://dx.doi.org/10.5771/0949-6181-2022-1-31.

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The purpose of this study is to investigate which job and organisational attributes incoming first-year students prefer in a job, and whether their preferences differ from those of newly-hired employees. Factor analysis of the job attributes reveal four underlying factors: job itself, firm attributes, compensation and rewards, and supportive work environment. Results show that students’ perceptions differ from those of employees only with regard to the importance of firm’s attributes. This study also examines whether preferences for job attributes differ when students’ growth need strength, ac
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Pehlivanli, Edib Ali. "Dynamics of organisational attractiveness and perceived attributes: Evidence from Turkish construction sector." Organization, Technology and Management in Construction: an International Journal 16, no. 1 (2024): 275–88. http://dx.doi.org/10.2478/otmcj-2024-0019.

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Abstract This study explores the relationship between organisational attractiveness and perceived organisational attributes, focusing on how job seekers’ urgency and long-term orientation (LTO) affect their perceptions, specifically within the construction sector. Using data from 270 participants in Central Anatolia’s employment agencies, the research employs analysis of variance (ANOVA) and regression analyses to understand how these motivational states impact views of potential employers. Findings indicate that organisational attractiveness significantly influences perceived organisational a
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Mafini, Chengedzai. "Factors influencing job satisfaction among public sector employees: an empirical exploration." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 1 (2019): 116–35. http://dx.doi.org/10.25159/2520-3223/5903.

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Performance problems in public sector organisations in South Africa may be partially attributed to employee-related factors, including low job satisfaction levels. This study set out to examine factors influencing the job satisfaction of employees in a South African public sector organisation. A two-section survey questionnaire was administered to 246 government employees based in the Gauteng province of South Africa. The data were analysed using descriptive statistics of the sample and factor analysis to establish the factors that contributed to the job satisfaction of public sector employees
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Mafini, Chengedzai. "Factors influencing job satisfaction among public sector employees: an empirical exploration." African Journal of Employee Relations 38, no. 1 (2019): 116–35. http://dx.doi.org/10.25159/2664-3731/5903.

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Performance problems in public sector organisations in South Africa may be partially attributed to employee-related factors, including low job satisfaction levels. This study set out to examine factors influencing the job satisfaction of employees in a South African public sector organisation. A two-section survey questionnaire was administered to 246 government employees based in the Gauteng province of South Africa. The data were analysed using descriptive statistics of the sample and factor analysis to establish the factors that contributed to the job satisfaction of public sector employees
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Rafikul, Islam, Ali Md. Yousuf, and Osmani Noor Mohammad. "Time management for better job performance: An analysis from al-wasatiyyah perspective." Asian Academy of Management Journal 26, no. 1 (2021): 171–96. http://dx.doi.org/10.21315/aamj2021.26.1.7.

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Managing time means engaging activities that generate greater benefits to human beings. To a Muslim, benefits encompass for both worlds, i.e., life in this mundane world as well as life in the hereafter. Previous research on time management resulted in a variety of findings depending on the aspects under study. The objective of this research is to investigate the components of time management that have significant relationship with job performance, especially in the context of Malaysian employees. This research also intends to relate the concepts and attributes of “al-wasatiyyah” that have dir
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Tiro, Freddy, and Ravinder Rena. "INVESTIGATING THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEES JOB SATISFACTION AND TURNOVER INTENTION IN THE SOUTH AFRICA PUBLIC SECTOR." Journal of Psychology & Sociology 90, no. 3 (2024): 52–74. http://dx.doi.org/10.26577/jpss.2024.v90.i3.05.

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This study sought to investigate the influence of transformational leadership style on employees’ job satisfaction and turnover intention in the South Africa Public Sector. Surprisingly, only fewer studies have been conducted in South Africa to find the reasons behind public sector employees job satisfaction and turnover intention. This study employed a quantitative research approach, and a self-administered structured questionnaire was used to collect data from 250 participants around the North West province of South Africa. The Statistical Package for the Social Sciences (SPSS) was used to a
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Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support
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Dissertations / Theses on the topic "Job and Organisation Attributes"

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George, Ranjan Michael Jeyadas, of Western Sydney Nepean University, and Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work." THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.

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This thesis is a study of gender and organisation in Sri Lanka, a society of diverse cultural identities. The research question addresses factors related to women and men's orientations to work and the extent to which institutional factors, located in the broader societal context of Sri Lankan organisations, add explanatory power in analysis of the degree of job satisfaction and work perceptions. The thesis also investigates the relationship between organisational level attributes and the understanding of managers' work perceptions, as well as seeking variation at the institutional level. The
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Nicholls, Anne E. "Job attributes in job preference decisions : differences between college majors." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29830.

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Rogers-Sharer, Shelly Leigh. "Internal Attributes That Mitigate Perceived Job Insecurity: Improving Employee Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/762.

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Employee satisfaction has been found to have a strong relationship with perceived job security. This study explored job insecurity in an unstable global economy. Specifically, it examined internal attributes of employees, hypothesizing that such attributes would enable employees to better cope with work-related stressors such as job insecurity. Specific attributes of personality and employability were assessed as potential moderators of job satisfaction and security, utilizing the theory of work adjustment and person-environment correspondence as theoretical frameworks. The specific attributes
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Halepota, Jamshed Adil. "Determinants of work attributes and personality aspects towards employees’ job satisfaction." Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/6326.

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Organisations are constantly dealing with challenges to stay on competitive and doing well, that induces organisations to consistently reassess their plans, formations, course of actions, procedure, and development to remain cost-effective and retain effective workforce. To keep employees highly motivated, content, and effective is however a focal and major issue in the domain of employee job satisfaction because of enormous human involvement. Consequently human resource managers are keen to find the strategies to keep their workforce fully motivated and dedicated to their jobs. In this study
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Milne, Claire. "Employees' experience of job satisfaction within a successful organisation." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.

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In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2
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Bosse, Niels. "Die Job-Family-Cluster-Organisation eine prozess- und kompetenzorientierte Unternehmensstruktur." Berlin Logos-Verl, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2766734&prov=M&dok_var=1&dok_ext=htm.

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Bosse, Niels. "Die Job-Family-Cluster-Organisation : eine prozess- und kompetenzorientierte Unternehmensstruktur." Berlin Logos-Verl, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2766734&prov=M&dokv̲ar=1&doke̲xt=htm.

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Coetzer, Michiel Frederick. "Job demands, job resources, and work engagement of employees in a manufacturing organisation / Michiel Frederick Coetzer." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1312.

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Gethin-Jones, Rachel. "The impact of employee perceptions and organisation-related employee attributes on employee outcomes after restructuring /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17814.pdf.

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Welander, Jonas. "Trust issues : Welfare workers' relationship to their organisation." Doctoral thesis, Mälardalens högskola, Hälsa och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-35282.

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In the past decades, the public sector has undergone important organisational policy changes, referred to as New Public Management. These management strategies focus on continuous cost improvements and rationalisation of operations. In the aftermath of these policy changes, we have seen reports of increased work demands and less professional autonomy amongst welfare workers. Against this background, the thesis sets out to explore welfare workers’ relationship to their organisation. This was done by investigating how psychosocial and organisational factors related to a number of outcomes assume
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Books on the topic "Job and Organisation Attributes"

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Vansickle, Timothy R. Occupational attributes differentiating Holland's occupational types, job families, and occupations. American College Testing Program, 1991.

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Authority, Uganda Wildlife. Uganda Wildlife Authority: Organisation and management : job descriptions, job evaluation, and remuneration structuring. Ministry of Tourism, Wildlife & Antiquities, 1996.

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Unit, Great Britain Work Research. Changes in job design and work organisation: The effects on supervisors. Work Research Unit, 1985.

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European Commission. Directorate-General for Employment, Industrial Relations, and Social Affairs. Unit V/D.3., ed. New forms of work organisation: Case studies : final report. Office for Official Publications of the European Communities, 1998.

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Colloque sur le développement des ressources humaines dans les universités (1994 Montréal, Québec). L' organisation du travail en milieu universitaire. Presses de l'Université du Québec, 1995.

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Simon, Kosali Ilayperuma. Do minimum wages affect non-wage job attributes?: Evidence on fringe benefits and working conditions. National Bureau of Economic Research, 2003.

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Office, Canada Privy Council, and Canada. Bureau du Conseil privé., eds. Training/learning competency profile for organisation and classification advisers =: Profil de compétences en formation et en apprentissage pour les conseillers en organisation et en classification. Government. of Canada = Gouvernement du Canada, 2004.

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McIlmoyle, David T. S. Analysis of the level of people empowerment within DuPont neoprene manufacturing organization at the Maydown works plant: Development of attributes which can be used to further empower this organization. The Author], 1995.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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Book chapters on the topic "Job and Organisation Attributes"

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Phillips, Annie. "The learning organisation." In Communication and the Manager's Job. CRC Press, 2023. http://dx.doi.org/10.1201/9781003420330-13.

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Müller, Eva B. "Job Crafting Leadership." In Struktur und Kultur einer Leadership-Organisation. Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-12554-7_8.

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Clancy, Sharon, Günter Hefler, Francesca Rapanà, Eva Steinheimer, and Ivana Studená. "Work and Learning in the Adult Education Sector: A Cross Country Comparative View." In Lifelong Learning, Young Adults and the Challenges of Disadvantage in Europe. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-14109-6_13.

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AbstractThe adult learning sector is particularly diverse. Evidence on how its employees access workplace learning is very limited. Focussing on learning by early career teaching staff, using evidence from eight case studies across four countries (Austria, Italy, Slovakia and the UK) and different sub-fields (from providing basic skills training to corporate sector management courses), the chapter reveals that while staff have high levels of skill, their conditions vary significantly. In general, adult learning teachers’ jobs emphasise self-directed learning and professionalism, and novices’ c
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Dick, Michael. "Authentizität und Organisation: Möglichkeiten zur Persönlichkeitsentwicklung in der Arbeit." In Arbeit – Job – Beruf. Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-36320-8_10.

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von der Oelsnitz, Dietrich. "Die frustrierende Organisation: Ungeschicktes Job Design und forcierte Entfremdung." In Die auszehrende Organisation. Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-05307-9_5.

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Russo, Giovanni, and Edwin van Hooft. "Workers’ Lifestyle Choices, Working Time and Job Attributes." In Non-Standard Employment and Quality of Work. Physica-Verlag HD, 2011. http://dx.doi.org/10.1007/978-3-7908-2106-2_11.

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Bednar, Peter, and Moufida Sadok. "Information Security: Still Not my Job!" In Lecture Notes in Information Systems and Organisation. Springer Nature Switzerland, 2024. https://doi.org/10.1007/978-3-031-76970-2_5.

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Böhringer, Daniela. "Beratung „mit“ dem PC? Der Computer in der institutionellen Beratung im Job Center." In Organisation und Beratung. VS Verlag für Sozialwissenschaften, 2010. http://dx.doi.org/10.1007/978-3-531-92285-0_22.

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Islam, Md Zahidul, Wardah Azimah Haji Sumardi, and Nurul Amirah Ishak. "Unveiling the potential mediating role of knowledge sharing in linking job satisfaction and organisational commitment." In Digitalisation and Organisation Design. Routledge, 2022. http://dx.doi.org/10.4324/9781003163824-7.

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Ravarini, Aurelio, Luisa Varriale, and Roberta Cuel. "Digital Job Crafting: Toward an Integrated Socio-technical Model." In Lecture Notes in Information Systems and Organisation. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-52880-4_4.

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Conference papers on the topic "Job and Organisation Attributes"

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Stachová, Katarína. "JOB PERFORMANCE EVALUATION AS BASE FOR ORGANISATION OPERATION IMPROVEMENT." In The 7th International Scientific Conference "Business and Management 2012". Vilnius Gediminas Technical University Publishing House Technika, 2012. http://dx.doi.org/10.3846/bm.2012.156.

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Ifedolapo Babalola, Helen, and Clinton Aigbavboa. "Conceptual Description of the Key Attributes of Human Resource Management Practices in a Developing Economy." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002277.

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Human resource management practices are implemented to build an organisation supportive of cooperation and interaction, promote human and social development, and encourage career growth. There is evidence that studies have been conducted in diverse fields to identify the elements that contribute to the success or failure of the application of human resource management practices (HRMPs). However, the key attributes of HRMPs as critical factors for successful human resources (HR) performance and productivity are unknown in the Nigerian construction industry. Based on this, the paper reviewed the
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Azarova, Natalia, and E. Makareva. "THE ROLE OF HUMAN CAPITAL IN SOLVING PROBLEMS IN PROMOTING INNOVATIVE DEVELOPMENT OF THE POST-PANDEMIC ECONOMY OF RUSSIA." In GREEN ECONOMY: IFOREST. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/zeif2022_5-9.

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Human capital is the set of skills, knowledge, abilities and attributes embodied in people that are crucial to the ability to absorb and systematise knowledge and to innovate. Research on human capital has traditionally focused on education and learning. Concerns about the motivationally relevant elements of human capital, such as employee job satisfaction, organisational commitment and willingness to change in the workplace (which have been shown to drive innovation), have often been overlooked in economic research and public policy research to date. This problem can be addressed by examining
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Somu, Hemalatha, Jignyasu Prafulla Joshi, Aizzat Mohd Nasurdin, Lavinsa Paramasivan, and Cheng Ling Tan. "How Organisation, Job, Personal Factors, and Motivation Drive Job Performance and Technology Adoption." In First ASEAN Business, Environment, and Technology Symposium (ABEATS 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200514.009.

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Yaakup, Kausar. "Identities In Organisation: The Impact Of Identity Work On Job Performance." In 13th Asian Academy of Management International Conference 2019. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.10.70.

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Somu, Hemalatha. "A Model Linking Organisation Factor, Work Engagement, And Self-Efficacy To Job Performance." In 13th Asian Academy of Management International Conference 2019. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.10.82.

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Zakaria, Omar. "Proposing basic information security tasks as part of job specification for employee within an organisation." In VIII INTERNATIONAL ANNUAL CONFERENCE “INDUSTRIAL TECHNOLOGIES AND ENGINEERING” (ICITE 2021). AIP Publishing, 2022. http://dx.doi.org/10.1063/5.0121315.

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Suleman, Abdul, Fátima Suleman, and Filipa Cunha. "Employability skills of graduates:Insights from job advertisements." In Sixth International Conference on Higher Education Advances. Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11029.

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This paper examines online job advertisements to identify the type of skills and other attributes required for higher education graduates in European countries. The data were collected from European job websites in 2019 (n=1,752) for any country and occupation having a job offer requiring higher education. The empirical analysis starts with a fuzzy clustering to identify typical skill patterns required by employers. Six clusters emerge from the data; five can be labelled as adaptability skills, foreign languages, specific skills, work attributes, and managing skills. The remaining one is refer
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Fang, Bingyang, Srikanth Parameswaran, and Rohit Valecha. "All about My Employer - The Effects of Job Seeker Characteristics and Job Attributes on Electronic Staff Word of Mouth Helpfulness." In SIGMIS-CPR '21: 2021 Computers and People Research Conference. ACM, 2021. http://dx.doi.org/10.1145/3458026.3462151.

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Stockert, Robin, Andreas Bergsland, Stefano Fasciani, and Alexander refsum Jensenius. "STUDENT ACTIVE LEARNING IN A TWO CAMPUS ORGANISATION." In eLSE 2020. University Publishing House, 2020. http://dx.doi.org/10.12753/2066-026x-20-080.

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Higher education is facing disruptive changes in many fields. Students wants to have the option of learning anywhere, anytime and in any format. Universities need to develop and deliver to future students a complete learning ecosystem. At the same time universities are facing challenges such as growing costs and the pressure to give the students the knowledge, competence, skills and ability to continuously adapt to future job environments. As a consequence, many universities are investigating new ways of collaboration and sharing resources to cater to the demands of students, industry and soci
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Reports on the topic "Job and Organisation Attributes"

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Hastings, T., H. Lewis, and R. Bergman. Internet Printing Protocol (IPP): Job Progress Attributes. RFC Editor, 2002. http://dx.doi.org/10.17487/rfc3381.

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Audoly, Richard, Manudeep Bhuller, and Tore Adam Reiremo. The Pay and Non-Pay Content of Job Ads. Federal Reserve Bank of New York, 2024. http://dx.doi.org/10.59576/sr.1124.

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How informative are job ads about the actual pay and amenities offered by employers? Using a comprehensive database of job ads posted by Norwegian employers, we develop a methodology to systematically classify the information on both pay and non-pay job attributes advertised in vacancy texts. We link this information to measures of employer attractiveness, which we derive from a job search model estimated on observed wages and worker mobility flows. About 55 percent of job ads provide information related to pay and nearly all ads feature information on non-pay attributes. We show that publicly
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Simon, Kosali Ilayperuma, and Robert Kaestner. Do Minimum Wages Affect Non-wage Job Attributes? Evidence on Fringe Benefits and Working Conditions. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w9688.

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Da Costa, Carlos, Lucas Maestri, and Cezar Santos. Research Insights: How Can Unemployment Insurance Programs Balance Support, Job Quality, and Costs? Inter-American Development Bank, 2025. https://doi.org/10.18235/0013546.

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Non-wage job attributes, such as effort and amenities, affect unemployment spells and unemployment insurance (UI) costs, with unobservable features leading to inefficiencies and moral hazard. UI programs must balance the insurance provided to unemployed workers with incentives for re-employment. When workers search for jobs with different levels of quality, the use of distortionary taxation might help the government incentivize worker search.
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Fee, Kyle D. Does Job Quality Affect Occupational Mobility? Federal Reserve Bank of Cleveland, 2022. http://dx.doi.org/10.26509/frbc-cd-20220804.

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Job quality, a well-known topic in workforce development circles, is an underutilized but useful lens with which to examine labor market conditions. The Aspen Institute (2020), a long-time advocate for job quality, defines it as “a range of attributes that drive worker experiences: wages, benefits, scheduling, legal rights, equity and inclusion, opportunity to build skills and advance, supportive work environment, and worker voice.” Given the record number of resignations and available job openings, especially in the lower-paid industry sectors, along with popular labor market narratives aroun
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Galeano, Sergio, John Rees, and Elizabeth Bogue Simpson. Worker Voices Special Brief: Barriers to Employment. Federal Reserve Bank of Cleveland, 2023. http://dx.doi.org/10.59695/20231115.

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Worker Voices participants described the challenges facing individuals without a four-year degree as they navigated the job market during a global pandemic. Common barriers to work included an evolving labor market, individual attributes, work-family conflicts, and concerns regarding individual well-being.
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7

Beuermann, Diether, Nicolas L. Bottan, Bridget Hoffmann, C. Kirabo Jackson, and Diego A. Vera-Cossio. Research Insights: Can Education Protect Employment during Times of Economic Disruption? Inter-American Development Bank, 2021. http://dx.doi.org/10.18235/0003698.

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Women with test scores above a secondary school admission threshold for preferred schools increase their years of education and entrance to university. Men increase neither years of schooling nor university attendance. Females with scores just above an admission threshold are significantly less likely to experience a job loss during the recession than those just below. Moreover, each year of education reduces the probability of job loss. The protective effects of education are related to workers attributes and not to job characteristics or access to childcare. Education, in and of itself, has
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Arbeit, Caren A., Alexander Bentz, Emily Forrest Cataldi, and Herschel Sanders. Alternative and Independent: The universe of technology-related “bootcamps". RTI Press, 2019. http://dx.doi.org/10.3768/rtipress.2019.rr.0033.1902.

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In recent years, nontraditional workforce training programs have proliferated inside and outside of traditional postsecondary institutions. A subset of these programs, bootcamps, advertise high job placement rates and have been hailed by policymakers as key to training skilled workers. However, few formal data exist on the number, types, prices, location, or other descriptive details of program offerings. We fill this void by studying the universe of bootcamp programs offered as of June 30, 2017. In this report, we discuss the attributes of the 1,010 technology-related programs offered in the
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Collett, Clementine, Gina Neff, and Livia Gouvea. The Effects of AI on the Working Lives of Women. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004055.

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Globally, studies show that women in the labor force are paid less, hold fewer senior positions and participate less in science, technology, engineering and mathematics (STEM) fields. A 2019 UNESCO report found that women represent only 29% of science R&amp;D positions globally and are already 25% less likely than men to know how to leverage digital technology for basic uses. As the use and development of Artificial Intelligence (AI) continues to mature, its time to ask: What will tomorrows labor market look like for women? Are we effectively harnessing the power of AI to narrow gender equalit
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Un, Leang, Somolireasmey Saphon, and Serey Sok. Gender Analysis of Survey on Cambodia’s Young and Older Generation: Family, Community, Political Knowledge and Attitudes, and Future Expectations. Cambodia Development Resource Institute, 2019. https://doi.org/10.64202/wp.117.201909.

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Cambodia, following more than two decades of impressive economic performance and development, is fast becoming one of Asia’s new tiger economies. Sustained robust GDP growth of over 7 percent has supported improvements in physical infrastructure (economic and social) and substantial poverty reduction. This economic improvement, mostly made possible by rapid manufacturing (garment industry), construction and tourism growth, is paving the way for rapid urbanisation. The pace of urbanisation combined with demographic change, improved access to education, and widespread internet use is playing a s
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