Person Job Fit

The fit between individuals and their work environments has received decades of theoretical and empirical attention. This study investigated two antecedents to individuals’ perceptions of fit: vocational interests and personality. More specifically, the authors hypothesized that vocational interests assessed in terms of the Career Occupational Preference System Interest Inventory–Professional Level taxonomy predict perceived fit with occupations (person-vocation fit) and personality assessed
in terms of the Five-Factor Model predicts perceived fit with job characteristics (person-job fit). Results indicated that vocational interests were better predictors of both perceived person-job and perceived person-vocation fit than personality. These results are discussed in terms of their implications for researchers and practitioners.

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the  relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

Purpose – The purpose of this paper is to understand the psychological contract from the employers’
perspective, by examining violations where the employer rather than employee is the victim, an issue
that has so far seldom been addressed in extant psychological contract research.
Design/methodology/approach – Small business owners are studied using qualitative interviews,
incorporating critical incidents technique. Interview transcriptions have been analysed using template
analysis.
Findings – The analysis reveals the significant disruption and damage caused by these incidents,
with employers involving other employees in their response as they set about the essential repair work
required. Employers actively mobilised shared understandings at the normative level of the group,
reinforcing and sometimes renegotiating the employee obligations, as they seek to reaffirm their
authority in the eyes of all of their employees. This response reflects the collective psychological
contracts the employer holds with each of their employees and their concerns to limit the
fall-out/damage when one employee commits a violation.
Research limitations/implications – The focus on small firms limits the generality of the findings
with further research needed both in smaller and larger organisations to explore how organisational
size impacts upon the processes identified, and the effect such incidents have when the organisation is
represented by agents such as supervisors or managers. This calls for more in-depth qualitative
research in order to explore the highly nuanced experiences of employers and their representatives.
The implications of the findings suggest the value of more explicit communication of employee
obligations to prevent future psychological contract violation, and the role other employees may
usefully play in this process.
Originality/value – This paper contributes to the much-neglected study of employers’ experiences
of psychological contract violations committed by their employees

[ The original PhD dissertation may be read and authenticated from the website of the University of Newcastle, NSW, at http://hdl.handle.net/1959.13/804346 ]

This thesis argues that foreign and second language teaching productivity can only reach its proper potential when it is accorded priority, second only to language learner productivity, amongst the many competing productivities which are always asserted by stakeholders in educational institutions.

A theoretical foundation for the research is established by examining the historical concept of productivity, and its more recent manifestation as knowledge worker productivity, especially as applied to teachers.

The empirical basis of the thesis is sourced from a chronological series of twenty biographical case studies in language teaching venues in Australia, New Zealand, Oceania and East Asia. The biographical case study methodology, although rare in applied linguistics, is justified by reference to its wide and growing application in other fields of qualitative research. The case studies are analysed for common patterns of productivity, as well as teaching productivity inhibition or failure.

It was affirmed across all of the case studies without exception that external parties could not control or even reliably predict what individual students might learn, and how well, from instances of instructed language teaching. This was regardless of the power of institutional players, external resources, curriculums or the teacher. Student belief in the immediate value of what was to be learned in a given lesson, and personal confidence in an ability to learn it were the most critical factors.

Teaching productivity was found to turn, ultimately, on the teacher's ability to influence the probability of student learning. The teacher could best influence learning probability by enhancing student motivation. The most effective environments for teaching productivity were seen to be those where the teacher was professionally equipped and politically enabled to exercise judgements which maximized opportunities for student language learning productivity. A negotiated pact concerning both curriculum and method often proved effective, especially with mature students, and at times required some deception of institutional authorities.

Empirically, the encouragement of reciprocal learning relationships between teacher and students was found to be powerfully enabling for language teaching productivity in the case studies.

In many venues a small but effective minority of 'intimate learners' were also able to leverage their language learning productivity by forging more personal relationships with the teacher.

The wider cultural paradigm within each of the countries represented in the case studies sanctioned different paths and limitations for both language learners and teachers, and hence was seen to influence teaching productivity in critical ways. It was found that under certain conditions, notably (but not exclusively) those prevailing in many East Asian educational institutions, that certification of foreign language skills had a higher cultural, employment and monetary value than the actual ability to exercise foreign language skills.

A negative influence on teacher productivity in many of the case studies was an ignorance about language learning and teaching amongst institutional players. The disregard of language teacher professionalism was fed by a belief that being able to speak a language was all that was necessary to teach it, and reinforced by misinterpreting the meaning of test results. Related to this, an imbalance of power relationships between teachers or students with other institutional interests was consistently found to interfere with teaching and learning productivities. Overall, the model of productivity understood in institutions instanced by the case studies tended to reflect a 19th Century economic paradigm of capital, raw materials (students) and labour (dispensable classroom workers) rather than any more sophisticated grasp of knowledge worker productivity.

It was demonstrated in the context of the case studies that productivity, and in particular knowledge worker productivity, is a complex concept whose facets require detailed analysis to arrive at a proper understanding of the role that foreign and second language teachers play in educational institutions.

This qualitative study investigated the lived experiences of highly sensitive persons (HSPs) to better understand the way they experience careers.  Sensory processing sensitivity (SPS) is the underlying personality trait and is present in approximately 20 percent of the population, equally distributed across gender and racial lines.  SPS is considered a non-normative personality trait in some Western societies and subcultures.  Thus, many HSPs experience difficulty finding an appropriate match between innate temperament and career.   
This qualitative research perspective employed semi-structured interviews with 35 participants recruited through social media web sites and snowball sampling.  Participants in the study were primarily from the U.S., but also from five foreign countries.  Participants were chosen based on answers to a recruitment questionnaire and Elaine Aron’s HSP Self-Test.  Major findings reveal a complex, interwoven dynamic interplay between nine major themes: (1) empathy, (2) childhood’s influence, (3) self-care, (4) a rich inner life, (5) creativity, (6) high sensation-seeking, (7) the sociological perspective, (8) the experience of work, and (9) the integral being.  The significance of this study is that it is the first of its kind to investigate this topic in a systematic, scientific manner.

The first part of the title of this paper refers to a comment Lord Mark makes to Milly Theale, the heroine of Henry James’ novel, The Wings of the Dove. Lord Mark’s remark aptly summarizes one of the central themes of the story: exchange. Rather than purely economic transactions, exchanges occur within the context of (personal) relationships. Nobody performs a good deed without the expectation of receiving a benefit. The characters act out of self-interest instead of mutual friendship. The notable exception is Milly, who willingly shares her fortune and herself. Although Milly knows that exchange predominates among her acquaintances as a method of establishing and of maintaining relationships—indeed, as relationships—she refuses to behave similarly. Her refusal to join in this tactic becomes a powerful form of resistance. Ultimately, the mercenary tendencies of Merton Densher yield to the unselfishness he sees in Milly. This lesson prevents the pairing of Kate and Densher from succeeding.

The definition and descriptions of "house" and "house society" introduced by Claude Lévi-Strauss are not as straightforward and unproblematic as he might have believed, as subsequent scholarship has shown.  His failure to develop this model in any detailed case study left nagging questions unresolved.  Furthermore, his intention to utilize the house as a new social structural "type" alongside clan, lineage, and family reveals a notable flaw in his conception, for in his own discussions he eschews the simple classification of societies according to rules that arrange people into corporate descent groups, and the "house" is considered too variable a category to serve classification purposes.  Nevertheless, aspects of his notions of house and house societies have proven so intriguing as to tempt other ethnographers to develop and clarify them.  In the process, his definition of the house as an organizational institution found in some societies at a certain level of political-economic complexity has been increasingly abandoned, while the symbolic or fetishistic portions of his model have tended to be highlighted in studies that see in the house a new means for elucidating social group relations that may have universal applications.  These critiques and the subsequent reconceptualizing of the Lévi-Straussian house are reviewed in this chapter, but it concludes with a call to return to his original formulation (although not the static notion of a classificatory type).  Lévi-Strauss's definition and characterization emphasized the materiality, locality, and duration of the house along with the use of the "language of kinship and affinity" to bind its members and to perpetuate the estate from which their identity was derived.  In addition to focusing on kinship in terms of practice, discourse, and negotiation rather than as rules to be obeyed, and on the long-term outcomes of strategic decisions and actions rather than idealized characterizations of social groupings, Lévi-Strauss recognized in the house a societal configuration probably common in the past but now on the verge of extinction.  This distinction should not be lost; indeed, comparing the role of kinship past and present adds immeasurably to our understanding of social organization.

UMI, ProQuest ® Dissertations & Theses. The world's most comprehensive collection of dissertations and theses. Learn more... ProQuest, Organizational citizenship behavior and its antecedents: A comparison of traditional and contingent workers. ...

Dear Sir/Madam,

This letters depicts a strong expression of interest in obtaining the position of An Executive Housekeeper; my extensive experience in managing daily operations and profound leadership skills makes me an excellent candidate.

My training in Housekeeping professional  has taught me that guest needs must not just be met but exceeded and I strive hard to manage my team to work towards this goal. As a hardworking and diligent individual, I am proficient in managing all work that this position entails, service and product quality, problem – solving, serious minded along with ensuring all standards.
I am also highly skilled in providing customer service training to  staff so that they perform in accordance to standards thus ensuring that complaints are minimized. Dedicated to attain complete standards and total customers satisfaction. You can reach me on +233548245352, +233507247623 if you would like to speak to me in the interim.
Thank you for your time and consideration.


Sincerely,



Winfred lakena Mawa

Abstract:
Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: Distributive, Procedural, and Interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve) which correlates significantly with one form of organizational justice.

Keyword: Deviant workplace behavior, organizational justice, distributive justice,
Procedural justice, Interactional justice, production deviance, political deviance, property deviance, personal aggression

The aim of this study is to analyze the relationships between person-job fit, organizational commitment and emotional labor strategies. Data were collected from 125 aircrews in different Turkish airlines companies in Turkey. The person-Job fit scale, the organizational commitment scale and the emotional labor scale were administered. Results revealed that aircrew members who have high person-job fit should act less while serving to their customer that is, engage in less surface acting. The other salient result of this study is affectively and normatively committed aircrews don’t prefer surface acting, conversely, continuously committed employees engage in more surface acting. At the end, the implications of the findings are discussed.

Person Job Fit (PJF) and Employee Job Performance (EJP) are general issues in now a days in business world. Most of the individuals alter their job due to misfit with their occupation which disturbs their job performance. Misfit can be a reasonable predictor of incompatibility between PJF and EJP. It can aggravate feeling on job and personal well-being of employees. Usually the employees who are better fit with their jobs are more satisfied, they can increase their job performance and produce good results. To contest with this we presume through watchful consideration to PJF through assessment phase or consultation, the organizations may hire those employees who are able to bring change and easily adjust in the environment and can avoid the adverse effects of burnout which is caused by incompatibility of individual's job. The aim of present research work is to observe the detailed effects of EJP and significance of PJF in order to enable organization to avoid from unusual cost of personnel who are incompatible to their jobs. The studies designate that the employees who are compatible with their jobs may have a greater efficiency and are able to make changes smoothly in organization than those employees who are misfit with their jobs. This study also aim to examine if Burnout (BO) mediate relationships between PJF and EJP. Current study's findings demonstrates that by giving proper attention to PJF in organization are indispensable facets for declining burnout.

Purpose-Organizations try to appoint individuals who fit in with their values and goals. Employees who do not fit in with the organization's core values and goals prefer not to stay on for a longer period of time. The present study is an attempt to explore the impact of person-job (P-J) fit on organizational commitment through job involvement and career commitment with an application of a serial multiple mediation model. Design/methodology/approach-Data have been collected through a structured questionnaire. The population comprised the teachers, working in the higher education sector. The different constructs used have been duly validated with the help of exploratory and confirmatory factor analyses. Further data reliability and scale validity have been checked too. In order to test the serial multiple mediation model, the authors adopted a regression-based approach and bootstrapping method suggested by Hayes (2012; 2013). Accordingly, PROCESS developed by Hayes (2012) has been used. Findings-The results revealed that job involvement and career commitment mediate the relationship between P-J fit and organizational commitment individually as well as together. Research limitations/implications-The present study is confined to government degree colleges only. The element of subjectivity might not have been checked completely as teachers have responded on the basis of their own experience and perceptions regarding the items in the questionnaire. The study is cross sectional in nature. Practical implications-The paper addresses the interest of wide spectrum of stakeholders including the management, organizations and employees. So, the authors have extended general implications, which are for all those organizations that want to improve person-organization (P-O) fit and commitment of their employees. These implications will help organizations to take specific initiatives to improve the P-J fit of their employees, which will subsequently enhance their commitment level. Originality/value-The findings of the present study will help the stakeholders in the higher education sector to identify best employees and undertake the initiatives to generate better job involvement and commitment, which will be a win-win strategy for both (employees as well as the organizations).

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization , as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effects on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

For organizations and their employees, change is often argued to be a way of life.  Text books such as Balogun and Hailey’s (2008) Exploring Strategic Change emphasise the ubiquitous nature and ever increasing pace of change for organisations and those working within them.  Within organisations change may  relate to the strategic development of the organisation or be or more restricted in scope and operational in nature (Thornhill and Saunders, 2003).  It may occur incrementally, continuously or in the form of punctuated equilibrium, periods of stability being interspersed by significant changes (Burnes, 2009).  The management of strategic change has been argued invariably to create uncertainty and, where such change involves people, often to be problematic (McCalman and Paton, 1992).  Where change is perceived as threatening, it is likely to meet with resistance and require careful implementation to overcome fears (Mabey and Salaman, 1995). This is helped where trusting relationships exist throughout the organisation (Hope-Hailey et al., 2010).  Human resource practices can therefore play an important role in the management of such change whether it is incremental, continuous or punctuated equilibrium through the creation and maintenance of trust. 

The primary focus of this chapter is to explore the nature of trust in relation to employees’ treatment during strategic change.  In particular the impact employees’ treatment during change can have on their trust and the relative importance of the institutional and personal (calculative and relational) aspects of that trust and the are considered.  Recent research has argued that organisational justice theory offers a means through which to explain and understand employees’ trust reactions to change more fully (Mishra and Spreitzer, 1998; Saunders and Thornhill, 2004). Through integrating perceptions about the outcomes of organisational decisions, the processes through which they were made, and the treatment of those affected (Colquitt et al., 2005), it provides a means of exploring employees’ trust reactions and their reasons for these. 

In this chapter the strength of employees’ self categorized feelings of trust and the relationship between these and their perceptions of treatment during organisational change is considered.  Following a discussion of the nature of trust in which institutional and personal aspects are explored briefly, organisational justice is conceptualised in relation to the management of strategic change. Using a case study drawn from a United Kingdom (UK) public sector organisation undergoing incremental change following a strategic reorganisation, these trust reactions are explored using organisational justice as an explanatory theory.  The chapter concludes with a discussion regarding the nature of trust and the implications of this for the management of human resources during strategic change.  As part of this the limitations of this study and directions for future research are reflected upon.

The current study investigated the extent to which gender-based workplace issues were associated with women miners’ mental health and job satisfaction.  Participants were 263 women miners from Australian and other international mines sites owned by an Australian-based mining company.  They completed an online survey that contained measures of gender-based workplace issues, mental health, and job satisfaction.  An exploratory factor analysis identified three higher-order factors: organizational sexism, interpersonal sexism, and sense of belonging.  Both organizational and interpersonal sexism were positive independent predictors of mental health and job satisfaction.  In addition, sense of belonging mediated the associations between organizational sexism and (a) mental health and (b) job satisfaction.  Potential strategies for reducing organizational and interpersonal sexism and increasing women’s sense of belonging are considered.

Abstract
Nowadays, many public policies focus on economic values, such as efficiency and client choice. Public professionals often show resistance to implementing such policies. We analyse this problem using an interdisciplinary approach. From public administration, we draw on the policy alienation concept, which consists of five dimensions: strategic powerlessness, tactical powerlessness, operational powerlessness, societal meaninglessness and client meaninglessness. These are considered as factors that influence the willingness of professionals to implement policies (change willingness — a concept drawn from the change management literature). We test this model in a survey among 478 Dutch healthcare professionals implementing a new reimbursement policy. The first finding was that perceived autonomy (operational powerlessness) significantly influenced change willingness, whereas strategic and tactical powerlessness were not found to be significant. Second, both the meaninglessness dimensions proved highly significant. We conclude that clarifying the value of a policy is important in getting professionals to willingly implement a policy, whereas their participation on the strategic or tactical levels seems less of a motivational factor. These insights help in understanding why public professionals embrace or resist the implementation of particular policies.

Points for practitioners
Policymakers develop public policies which, nowadays, tend to focus strongly on economic values, such as increasing efficiency or offering citizens the opportunity to choose among suppliers of public services. Public professionals, who have to implement these policies, are often reluctant to do so. This study shows that the causes of this resistance are unlikely to be found in the lack of influence these professionals have in the shaping of the policy at the national or organizational level. Rather, professionals might resist implementing policies because they do not see them as meaningful for society, or for their own clients. Therefore, policymakers should focus on this perceived meaninglessness and adopt ways to counter this, for example by intensively communicating the value associated with a policy.

Inspired by the scarcity of studies on social capital and its effect on self-efficacy among postgraduate students, a study was conducted to fill this gap. An empirical based framework connecting social capital and self efficacy was developed and tested using data obtained using survey research method. A total of 121 respondents participated in the study, and the results indicate that social capital, dimensionalized into six constructs, namely a sense of belonging, shared language, trust, networks, norm of reciprocity and shared vision, is found to have a significant relationship with self efficacy. Further analysis showed that shared language, trust and shared vision are the significant predictors of self-efficacy. The findings further signify the contribution of social capital in increasing the level of self-efficacy in the context of students in Higher Education Institutions (HEI).

The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational
support and organizational citizenship behaviors is distributed to employees of one of the leading private universities in Turkey and the data were assessed by statistical analysis methods. Finally, it is found that there is a positive relationship among locus of control, organizational citizenship behaviors and the mediating
effect of the perceived organizational support.

"Purpose – Research regarding pay inequities between the sexes is well established; however, internal compensation strategies and perceived labor pools (percentage of gender/minority applicants) have not been explored in depth. This paper aims to address this issue.

Design/Methodology/Approach – A total of 381 business students and 101 compensation specialists/managers participated in two experimental studies to establish the impact of perceived labor pools’ ethnicity and gender on compensable factor weighting.

Findings – Results supported hypotheses that significant discriminatory weighting of compensable factors would be established by the perceived ethnicity of the labor pool, the perceived gender of the labor pool, and participant gender.

Research Limitations/Implications – A limitation of study one could be the population (business students) who may reflect a lack of knowledge of and/or a potential lack of interest in strategic compensation. Many of the students are likely to have had work experience but their exposure to compensation concepts was potentially limited. Accordingly, study two was conducted with experienced compensation specialists/managers in a real-world setting. While study two was methodologically stronger, evaluators were from an area with high proportions of technology occupations where compensation specialists may be more familiar with external compensation surveys due to rapid changes in jobs.

Practical Implications – The ramifications of potential discrimination at the compensable factors weighting stage of defining compensation internal alignment are tremendous. The implications for pay structure, perceived fairness, and motivation can have an immense impact on overall organizational productivity and success. Internal equity discrimination can also have ramifications for vast litigation (the author was consulted by the EEOC in the use of the research for the purposes of class action lawsuits).

Social Implications – As business students generally aspire to become members of the managerial cadre, the dangers of potential explicit or implicit bias in the weighting of compensable factors (and their interactions) can reduce the efficiency of the compensation plan, hamper motivation of those hired to work within its structure, and potentially set the stage for class action litigation. Accordingly, those tasked with teaching job evaluation (be they business professors, consultants, or human resources managers) need to address issues of social bias and encourage the committee to challenge the biases of which they may or may not be aware.

Originality/Value – After a groundswell of interest in comparable worth and sex-related errors in job evaluation in the mid-1980s, research failed to establish perceived incumbent, applicant, and labor pool ethnicity and ethnocentrism on internal compensation structuring. This study builds on past research by establishing the impact of ethnocentrism on internal compensation structuring in point factor job evaluation, extending workplace ethnocentrism theory by applying it to Title VII in implementation, data collection and interpretation of job evaluation and, most importantly, establishing the impact of perceived labor pools’ demographics (and subsequent proportions of racial/ethnic group members associated) on differential compensatory factors weighting."

Using a framework of social exchange theory (SET) to demonstrate the outcome of a leadership-employee centered model, this study demonstrated the vital role that the relationship between employee and leaders play in influencing an employee’s future career decisions. Leader-member exchange (LMX) was proposed to have a mediating effect on this model. Survey research of 402 fulltime employees recruited through Amazon MTurk from a diverse selection of industries was used to explore these relationships. The survey instrument included measures of person-job fit, turnover intention and employee work engagement factors such as vigor, dedication, and absorption. This study contributes to literature regarding P-J fit, LMX, and employee work engagement empirically tested within a single framework. Results confirm that person-job fit has an inverse relationship to turnover intention and mediated through LMX and employee work engagement.

A munkaerő-piaci sikeresség egyik fontos mutatója a képzettség és a foglalkozás illeszkedése. Vámos Dóra az egyes diplomás foglalkozásokat, foglalkozási csoportokat a szakmai konvertálhatóság és helyettesíthetőség mentén négy csoportba sorolta. Ez a klasszifikáció még a rendszerváltás előtti tervgazdaság időszakában készült. A gazdasági és társadalmi átalakulás a munkaerőpiacon is jelentős változásokat hozott, így a szakmák felülvizsgálata ebben a vetületben érdekes kérdés. Kutatásom célja a horizontális illeszkedés e két mutatója, a konvertálhatóság és helyettesíthetőség mentén újracsoportosítani a szakterületeket (tudományterületeket). Az elemzés során a Diplomás Pályakövetés adatbázisait használtam. Kulcsszavak: foglalkoztathatóság, szakmai illeszkedés, konvertálhatóság, helyettesíthetőség, szakterületek újracsoportosítása Bevezetés Az 1989-ben bekövetkezett rendszerváltás jelentős gazdasági-társadalmi változásokat eredményezett hazánkban is. A foglalkoztatottak arányának csökkenése magas munkanélküliséggel párosult. Ezzel egy időben, és részben ezzel összefüggésben elindult a felsőoktatás expanziója. A felsőoktatás tömegesedésének hatására a munkaerőpiac is átalakult. Ilyen átalakulás után fontos és érdekes kutatási terület a felsőfokú végzettséggel rendelkezők munkaerő-piaci integrációjának sikerességét elemezni. A többek által (lásd például TEICHLER, 2002; SCHOMBURG, 2010; VEROSZTA, 2010; VARGA, 2010; VINCZE, 2013) a munkaerő-piaci sikeresség szinonimájának is tekintett foglalkoztathatóság témaköre már hosszú ideje foglalkoztatja a társadalomtudósokat. Foglalkoztathatóság alatt a munkaerő-piaci sikeresség szinonimájaként annak valószínűségét értem, hogy az egyén az elképzeléseinek megfelelő munkát talál, amit számos tényező befolyásol. Ezek a tényezők: a foglalkoztatáspolitikai intézkedések, a képzés során elsajátított ismeretek, az iskolából a

Dear Sir/Madam,

This letters depicts a strong expression of interest in obtaining the position of an Executive Housekeeper ; my extensive experience in managing daily operations and profound leadership skills makes me an excellent candidate.

My training in Housekeeping professional  has taught me that guest needs must not just be met but exceeded and I strive hard to manage my team to work towards this goal. As a hardworking and diligent individual, I am proficient in managing all work that this position entails, service and product quality, problem – solving, serious minded along with ensuring all standards.
I am also highly skilled in providing customer service training to  staff so that they perform in accordance to standards thus ensuring that complaints are minimized. Dedicated to attain complete standards and total customers satisfaction. You can reach me on +233548245352, +233507247623 if you would like to speak to me in the interim.
Thank you for your time and consideration.


Sincerely,



Winfred lakena Mawa

This work introduces the “Worry Inventory for Managers” (WIM), a 24-item measure of job-related worries in managers. A sample of 138 managers responded to the WIM and to measures of pathological worry, job involvement, and self-reliance. Factor analysis of the WIM revealed two facets of job-related worry, namely worry about (a) organizational processes and about (b) work overload. Results indicate that job-related worry shows differential correlations from pathological worry with the three factors of self-reliance (counterdependence, overdependence, and interdependence).

Research on person-job fit has so far not taken into account individuals’ selfregulation strategies. The current research aimed to make up for this research deficit by studying the impact of regulatory focus on the endorsement of job-related values and job attraction. It was predicted that the stronger individuals’ promotion focus is, the more they endorse the job-related values power and self-direction, whereas the stronger the prevention focus, the more they endorse the value security at work. In addition, regulatory focus was expected to predict attraction by a job with characteristics meeting the values fitting an individual’s regulatory focus. One longitudinal and two cross-sectional studies supported these predictions. These findings indicate that self-regulation should be considered in research on person-job fit and related applied fields such as career counseling and personnel selection.

ABSTRACT: When a recruiter is assessing a large number of job candidates, the stereotype “What is beautiful is good” can be used as a cognitive shortcut towards a quick decision. Previous literature has not explained the role of individual differences among recruiters...

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The present study explores the degree of participation of organizational identification as a mediator in search for behaviors associated with knowledge sharing, in a hybrid organization. To do that, the influences of both the person-job fit and the level of mean-ingfulness at work on those behaviors are evaluated. The study is demarcated by individual perceptions of employees of for-profit but social-oriented companies. In this way, a survey is conducted on 321 employees of a Colombian micro-finance institution, whose data are scrutinized through a structural equation model. The obtained results suggest that, despite the importance exerted by the organizational identification on the behaviors of collection and donation of knowledge, the person-job fit turns out being the factor that shows a more direct influence on those behaviors compared to an improving in the levels of meaningfulness. The study concludes by discussing the implications resulting from these findings.
RESUMEN
El estudio explora el grado de participación de la identificación organizacional, en cuanto mediadora en la búsqueda de comportamientos asociados al logro del conocimiento compartido, en una organización híbrida. Para esto se evalúa la influencia del ajuste al puesto de trabajo y del nivel de significancia laboral sobre dichos comportamientos, de modo que se delimita el estudio a percepciones individuales de los empleados de organizaciones con ánimo de lucro pero con enfoque social. De esta forma, se conduce una encuesta sobre 321 empleados de una institución de microfinanzas colombiana, cuyos datos se examinan a través de un modelo de ecuaciones estructurales. Los resultados sugieren que, a pesar de la importancia de la identificación organizacional en la obtención de conductas de compartición de conocimiento, es la adaptación al puesto la que muestra una influencia más directa sobre dichas conductas en comparación con una mejoría de la significancia laboral. Se concluye con las discusión de las implicaciones de dichos hallazgos.

Objectives: To investigate whether a new model that delegates some out-of-home care services from the public to the private and not-for-profit sectors in England enhances practitioners’ job control and stress levels. Methods: A 3-year longitudinal matched-control evaluation examined changes in Karasek demand-control model and Maslach burnout levels of 2,050 staff working in five social work practice (SWP) pilots, their host local authorities and comparable sites. Results: Mixed-effect models indicated no significant difference in main outcomes among SWP staff when compared to staff in host and comparison local authorities. There were notable differences in relation to job insecurity and social support. Conclusion: The minimal effects observed may relate to the diverse nature of SWPs with no specific work model predominating.

This study examines the extent and determinants of overqualification in Sweden, with emphasis on the effects of gender and national origin. Based on longitudinal register data for individuals employed in 2003 and 2007, we test the role of country-specific human capital in explaining overqualification. Using binary logistic regression techniques we find that individuals born outside of Sweden have much higher risk of overqualification, especially those from Eastern Europe, Africa, Asia and Latin America, controlling for human capital differences. We find a higher risk of overqualification for women within both native- and foreign-born groups, but also a higher probability of improving job match over the period 2003 to 2007. However, there is no increased probability of improving job match among non-Western immigrants, indicating that their disadvantaged position in the Swedish labor market improves little over the period studied.