Organizational Support and Work Engagement: Onsite, Hybrid, and Remote Work during COVID-19 by Kirsikka Selander, Tuomo Alasoini

“… We analyzed the association of job autonomy, mental demands, and organizational support on work engagement and the moderating role of organizational support between mental demands and work engagement. …”
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NEW DIRECTIONS FOR BOUNDARYLESS AND PROTEAN CAREERS: WHAT DO HUMAN RESOURCES MANAGERS MAKE DIFFERENTLY? by Meltem Onay, Burcin Ataseven

“…Survey method was conducted to 223 employees in foreign invested and domestic companies in order to determine their career attitudes (values-driven career attitude, self-directed career attitude, organizational mobility and boundaryless mindset), personality characteristics (career authenticity, openness to experience, proactive personality, goal orientation), and demographic indicators (gender, age, marital status, education, having children, job status, job turnover, organization tenure, job tenure). …”
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Grad Ready: Enhancing graduate readiness through intelligent mobile application by Hanan ALOTAIBI, Shireen S. SAIFUDDIN

“…Graduates experience significant challenges when moving from academic environments to the job market. The issues include a shortage of practical experience, a disparity between their academic knowledge and companies’ requirements, struggles with resume building, and challenges in job searching. …”
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Driving Gigs in Oman: Women and Techno-Fixes in the Platform Economy by Crystal A. Ennis

“…The article excavates three gendered discourses of freedom, protection and job creation around platform labour and female labour market participation in the region. …”
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Aplikasi Pencari Kerja Sampingan Berbasis Framework Flutter by Desy Intan Permatasari, M. Udin Harun Al Rasyid, Yuliarta Rizki Nusantoko

“…This problem prompted the author to create a side job seeker application that brings side job providers and side job seekers together in one digital platform in order to encourage the creation of economic mutual cooperation in people's lives. …”
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Heuristic for Stochastic Online Flowshop Problem with Preemption Penalties by Mohammad Bayat, Mehdi Heydari, Mohammad Mahdavi Mazdeh

“…The processing time of the jobs is stochastic and actual processing time is unknown until completion of the job. …”
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Impact of Toxic Leadership on Employee Performance by Christian Wiradendi Wolor, Ardiansyah Ardiansyah, Rofi Rofaida, Ahmad Nurkhin, Mahmoud Ali Rababah

“…The results show that toxic leadership has an effect on job satisfaction (p > 0.00), toxic leadership has an effect on work motivation (p > 0.00), toxic leadership has no effect on employee performance (p < 0.00), job satisfaction has an effect on work motivation (p > 0.00), job satisfaction has effect on employee performance (p > 0.00) work motivation has no effect on employee performance (p < 0.00). …”
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Professional preferences and employment prospects of young people with disabilities by E. V. Kuznetsova, V. A. Yudina, A. A. Lushnikov

“…The study revealed the desire of young people with disabilities to look for work, find a job, but often the jobs provided by employers do not meet the necessary minimum requirements or the physical abilities of job seekers do not allow them to find a job. …”
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Gains and pains: a qualitative study on the implications of value-based health care for professionals by Veerle van Engen, Igna Bonfrer, Fabio Mieris, Malou Ensink, Anne Stiggelbout, Kees Ahaus, Martina Buljac-Samardzic

“…Interview questions and data analysis were guided by the Job Demands–Resources model. Results VBHC interacts with four themes perceived to affect professional’s motivation (perception of making a positive impact, enjoyability of job activities, personal development, and sense of community and support) and three themes perceived to affect job strain (workload, cognitive demands, and confidence). …”
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The Effects of Employee Relations, Workplace Well-Being, and Compensation on Turnover Intentions: The Mediation Role of Work Stress by Tine Yuliantini, Abdul Rahmat, Eri Marlapa, Fadhila Dhia Malihah, Endri

“…Background: An employee who works at a company may intend to resign from his job for various reasons. Employee Turnover Intention (TI) occurs because it is related to career commitment and the expected utility of the current job in achieving valuable career outcomes. …”
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The Impact of Human Resource Management Practices on Employee Satisfaction: Hospitaly Contex by Paniran Paniran, Juliansyah Noor, Soleh Soleh, Mukhtar Wahyudi

“…Purpose: The aim of this study was to investigate how HRM practices impact job satisfaction and employee retention in the hotel industry in Indonesia. …”
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A comparison of personality type congruence with learning achievement of students from the primary school teacher education program at Adzkia University by Irwan Prayitno, Ismira Ismira

“…The research results show that 60% of the students' personality is congruent with their job as a teacher, whereas the remaining 40% shows the opposite. …”
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The stage of adolescence transition: analysing the competitiveness and employability of Generation Z in Indonesia by Adhi Cahya Fahadayna, Agung Sugeng Widodo, Isma Adila, Adam Hendra Brata, Mikchaell Alfanov Pardamean Panjaitan

“…Globalization has significantly led to increased human mobility and intensified competition in the job market. With its large population surplus and a predominantly productive generation, Indonesia also faced this challenge. …”
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Production Scheduling considering Outsourcing Options and Carrier Costs by Byung-Cheon Choi, Yunhong Min, Myoung-Ju Park, Kyung Min Kim

“…An in-house job incurs a stepwise penalty cost for tardiness, and an outsourced job incurs an outsourcing cost. …”
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Designing and explaining the improvement model of women's employability capacity with emphasis on the 7th development plan by Mahsa Vahidpour, Akbar Etebarian Khorasgani, Mehrban Hadi Peykani, Saeed Daei-Karimzadeh

“…The ability to maintain employment and "transition" between jobs and roles within the same organization to meet new job requirements. 3. …”
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CAREER ADMINISTRATION AS A DETERMINANT OF PROACTIVE BEHAVIOR by Azman Ismail, Wan Aishah Wan Mohd Nowalid, Azmawaty Mohamad Nor

“…Proactive personality professionals achieve several desirable individual and organizational outcomes: objective career success, career satisfaction, job performance and organizational citizenship behavior, job satisfaction, affective commitment, taking charge and voice behavior which often are the central concern of every organization. …”
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CAREER ADMINISTRATION AS A DETERMINANT OF PROACTIVE BEHAVIOR by Azman Ismail, Wan Aishah Wan Mohd Nowalid, Azmawaty Mohamad Nor

“…Proactive personality professionals achieve several desirable individual and organizational outcomes: objective career success, career satisfaction, job performance and organizational citizenship behavior, job satisfaction, affective commitment, taking charge and voice behavior which often are the central concern of every organization. …”
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Information-seeking behaviour of Iranian extension managers and specialists by Gholamreza Pezeshki-Rad, Naser Zamani

“…</b> Results showed that the main motivation for seeking job-related information by both public extension managers and specialists was because they were interested in developing their own job-related information. …”
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Improvements of Decision Support Systems for Public Administrations via a Mechanism of Co-creation of Value by Tindara Abbate, Clara Bassano, Giuseppe D’Aniello, Sergio Miranda, Mirko Perano, Paolo Piciocchi, Luigi Rarità

“…The procedure foresees the following steps: analyzing organograms and job descriptions; modelling Knowledge, Skills and Attitudes (KSA) for job descriptions; transforming KSAs of job descriptions into a standard-based model with integrations of other characteristics; extracting information from Curricula Vitae according to the selected model; comparing profiles and roles played by the employees. …”
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The importance of non-formal education for the economy of Serbia by Šormaz Goran

“…The field of non-formal education is very important in Serbia, it enables persons who have not completed formal education or have finished school with which they cannot find a job in the profession, to actually retrain in the process of non-formal education to perform some of the more demanding jobs, or to apply for a job in Serbia, or looking for a job abroad.…”
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