Suchergebnisse

In order to improve the performance of government agencies towards professionalism and support the creation of good public services, human resources who have work discipline and good individual character are needed. The purpose of this study was to determine the contribution given by work discipline and individual characteristics to employee performance. This research method uses a quantitative approach using qualitative and quantitative descriptive analysis. The data collection used a questionnaire and the sampling technique used a saturated sample with a total sample of 42 employees. From the research results, it can be concluded that: work discipline and individual characteristics, and employee performance are good. There is a positive influence between work discipline and individual characteristics on employee performance. Work discipline and individual characteristics have a strong relationship with employee performance. Hypothesis test results show that there is a positive and significant influence between work discipline and individual characteristics on employee performance. ; Dalam rangka meningkatkan kinerja instansi pemerintah menuju profesionalisme dan mendukung terciptanya pelayanan publik yang baik diperlukan sumber daya manusia yang memiliki disiplin kerja dan karakter individu yang baik. Dari hasil penelitian dapat disimpulkan bahwa: disiplin kerja dan karakteristik individu serta kinerja pegawai sudah baik. Ada pengaruh positif antara disiplin kerja dan karakteristik individu terhadap kinerja karyawan. Disiplin kerja dan karakteristik individu memiliki hubungan yang kuat dengan kinerja karyawan. Hasil uji hipotesis menunjukkan bahwa terdapat pengaruh yang positif dan signifikan antara disiplin kerja dan karakteristik individu terhadap kinerja karyawan.

AbstractThis paper empirically analyzes how individual characteristics are associated with risk aversion, loss aversion, time discounting, and present bias. To this end, we conduct a large-scale demographically representative survey across eight European countries. We elicit preferences using incentivized multiple price lists and jointly estimate preference parameters to account for their structural dependencies. Our findings suggest that preferences are linked to a variety of individual characteristics such as age, gender, and income as well as some personal values. We also report evidence on the relationship between cognitive ability and preferences. Incentivization, stake size, and the order of presentation of binary choices matter, underlining the importance of controlling for these factors when eliciting economic preferences.

The journalist agenda (issues journalists consider personally important) has received no attention in research about agenda setting and media content creation. However, the discussion about diversity in newsrooms seems to imply that journalists differ in their personal agendas and that these agendas influence media content. Drawing on data from Germany, this study investigated how the agendas of journalists depended on individual and media factors. Some systematic variations were found among journalists working in different media and departments, and between men and women. As journalists' agendas probably have relevance to their news judgments, results seem important to newsroom-diversity issues and media agenda-setting research.

Introduction The issue of migrants within Europe has been under extensive discussion. It is increasingly recognized that migrants play an essential role in the economic and societal outcomes as workforce and citizens. Economists and different social scientists including psychologists, HR specialists and sociologists have studied the migrants and their career success mainly through two perspectives: (a) the characteristics of migrants including their human capital (education and professional background), social capital ethnicity and gender; and (b) immigration policy and institutional framework such as supportive policies, systematic and individual discriminations, recognition of credentials and training opportunities. Research taking an organizational perspective is at the initial stage. The lack of research on migrants from an organizational/managerial view leads to an inability to create a more inclusive and supportive system to allow migrants integrate into the job market successfully. Managers at the organizations and official at the government are influential on the decisions regarding employment and employment policies. Beside the human capital of the migrants, the managerial/official preferences and perceptions regarding migrants can affect the employment prospect of the migrants through processes of recruitment process, organizational or national policy making. Objective This study attempts to find out the most important criteria for employment of migrants from managers and government officials perspective. Then we analyze the factors that influence manager perception of the qualifying criteria. The knowledge raised from such study will assist migrants to develop and improve desired qualification and lets policy makers to take into account organizational concerns in policymaking. Method The study uses European Social Survey data incorporating responses from 2828 managers in 20 countries. Managers include 77 legislator/senior government officials, 275 managing directors/chief executives and 2828 middle/functional managers. Paired t-test and structural equation modeling (SEM) are used for quantitative analyses of data. Results Mangers have evaluated the importance of qualifying criteria for migrants in six areas: ability to speak country's language, having good educational qualifications, having needed work skills, commitment to the way of life in the country, being white and having Christian background. The commitment to the way of life in the country is the most important criteria (Mean= 7.31 out of 10) followed by the work skills (Mean=6.62), educational background (Mean=6.32) and language capabilities (Mean=6.29) occupy respectively next places in the ranking. The racial discrimination is significantly lower than religious discrimination. Then, structural equation modeling (SEM) is used to evaluate the effects of characteristics of manager on the evaluation of the qualifying criteria, attitude towards migrants and perception of anti-discrimination law at work. Characteristics of the manager include: 1) individual values (self-transcendence and conservation); 2) exposure to migration (being foreign-born, having contact with migrants); 3) exposure to discrimination 4) attitude towards multiculturalism and 5) demographics (gender, age, education). Attitude towards migration plays a mediation role between values and importance of qualifying criteria. Managers with higher level of self-transcendence and lower level of conservation have more positive attitude towards migrants and demand lower levels of qualifications from migrants. Conclusion From the managerial or legislator perspective, commitment to be integrated into the host society and adjust the lifestyle is even more important than skills and educational background of the workers. It might be concluded that social capital and acculturation is more important of human capital of migrants. Our analysis shows that attitude towards migration plays a mediation role between values and importance of qualifying criteria. Managers with higher level of self-transcendence and lower level of conservation have more positive attitude towards migrants and demand lower levels of qualifications from migrants.

AbstractVocational identity is a prerequisite for enhancing societal inclusion of at-risk emerging adults. School curricula and rebound programs need insights into individual differences of these youths to effectively foster their vocational identity. Identifying three aspects of vocational identity, a questionnaire study among at-risk emerging adults in The Netherlands (N = 996) examined the relationship between clusters of demographic, personality, self-sufficiency, self-competence, and school engagement characteristics and vocational identity performing blockwise entry analyses. Largest proportions of variance were explained by personality traits and, to a lesser extent, motivation, resilience, and valuing school outcome. These malleable characteristics offer opportunities for interventions.

Background  English policy argues that people with intellectual disabilities should be supported in their local communities. There is considerable evidence that this aspiration is not being achieved. This paper seeks to look at the subsection of people with intellectual disabilities who have expensive care needs because of challenging behaviour, to identify the decision‐making processes that have led to current service provision and expenditure and to suggest improvements.Materials and Methods  We carried out a survey within five North London boroughs to investigate the characteristics of a cohort of people with intellectual disabilities and challenging behaviour in high‐cost accommodation (over £70 000/annum). Postal questionnaires and face‐to‐face interviews were conducted with stakeholders with intellectual disabilities and patterns of current costs were estimated from existing data provided by the commissioning authorities in the five boroughs.Results  Two hundred and five individuals with intellectual disabilities and challenging behaviour were identified. They were accommodated in placements provided by 97 separate providers, both in and out‐of‐area. Those more likely to be placed out‐of‐area were younger, had multiple health problems, significant challenging behaviour and mental health problems including autistic spectrum disorders. The local community intellectual disabilities teams identified a number of difficulties in meeting the needs of those service users.Conclusions  Expenditure on all placements for service users with intellectual disabilities is significant. There is a notable lack of investment in local service development. A coherent approach is required, often across service boundaries. The authors suggest a model for targeted investment aimed at supporting effective local services, and reducing the need for and expense of out‐of‐area placements.

In this paper we examine how individual-level characteristics and national context affect attitudes toward immigration. Although many previous studies have compared attitudes toward immigration across countries, little attention has been paid to how attitudes may be affected by changes within a country over time. We take advantage of seventeen national Canadian Gallup surveys to consider how differences in national economic conditions and changing immigration flows affect attitudes and changes in attitudes between 1975 and 2000. While the state of the national economy affects attitudes this is not the case for the rate of immigration. Rather than affecting some groups more than others the state of the economy has a relatively uniform effect across groups. Our results also show that far from being a continuum, being anti-immigration and being pro-immigration are qualitatively different. Interest, ideology, and the national economy affect anti-immigration sentiments, but only ideology affects pro-immigration sentiments.