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PurposeThis study aims to propose a systematic knowledge management model to explore the causal links leading to the organizational crisis preparedness (OCP) level of integrated resorts (IRs) during the COVID-19 pandemic based on the intangible capital of organizational climate, dynamic capability, substantive capability and commitment.Design/methodology/approachThe authors use data obtained from IRs in Macau. The Wuli–Shili–Renli (WSR) approach underpins the study. Structural equation modeling following fuzzy-set qualitative comparative analysis (fsQCA) was used for data processing.FindingsThe results showed that organizational climate has an essential role in IRs preparedness for crises and affects their dynamic capacity, substantive capacity and commitment. The fsQCA results revealed that the relationships between conditions with a higher level of dynamic and substantive capability lead to higher OCP scores.Practical implicationsExecutives should develop systemic thinking regarding organization preparedness in IRs for crisis management. A comprehensive understanding of the IRs' business environment and crises is necessary, as they will require different factor constellations to allow the organization to perform well in a crisis. Financial support for employees could ensure their assistance when dealing with such situations. Rapid response teams should be set up for daily operations and marketing implementation of each level of the IRs management systems.Originality/valueThis study contributes to the extant literature on IRs crisis management in the OCP aspect. The authors constructed a systematic composite picture of organization executives' knowledge management through the three layers of intangible capitals in WSR. Moreover, the authors explored causal links of WSR from symmetric and asymmetric perspectives.
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PurposeThis study reviews strategies organizational leaders and human resource practitioners can deploy to develop knowledge transfer and retention succession planning strategies for older employees to mitigate generational organizational knowledge loss prior to retirement.Design/methodology/approachThis study used a questionnaire with 28 baby boomer employees and leaders of baby boomers at a large federal agency. Purposive and snowball sampling techniques were used. Questions asked participants about knowledge transfer, retention strategies and how challenges to counter baby boomer knowledge loss are addressed in the workplace.FindingsDevelop succession plans using standard operating procedures and job aids to reduce knowledge loss and enhance retention. Deploy hands-on training to share historical knowledge, enhance relationship building, mentoring programs, cross-training opportunities, retention incentives and document process improvement. The strategies are supported by organizational learning and knowledge management theories.Originality/valueThis study contributes to organizational leaders' and human resource practitioners' knowledge transfer and retention succession planning strategies to counter generational knowledge loss.
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Granting periodic income payments to retirees, the Social Security system is undoubtedly an essential part of American retirement financing. Indeed, 90% of American retirees receive Social Security and 57% of its beneficiaries depend on it as the major source of income. While Social Security is indispensable to American retirement financing, retirees ought not to be unduly dependent on it, as current demographic changes imperil the institution's regulation. Over the last decade, the United States retirement population increase rate has been 33.79%, approximately seven times that of the labor force population. This pattern jeopardizes the Social Security system by raising its cost disproportionately to its income. Thus, if such a demographic trend continues, the Social Security System will no longer be able to provide retirees with income. Confronting the possibility of systemic failure of the Social Security system, I will argue in this paper that retirees must take responsibility for their own finances and voluntarily produce income through investing in two asset classes - REITs and bond ladders. My research will discuss two advisable investment plans: REITs and bond ladders. Each method will be evaluated on its safety, periodicity of income, and consistency in the income quantity. Furthermore, for each method, I will examine its upsides and downsides. This research discusses the transfer of financial responsibility from the Social Security system to individual retirees. It proposes retirement plans that the members of our community can practice to produce income. [ FROM AUTHOR] Copyright of Technium Social Sciences Journal is the property of Technium Press Constanta and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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GENERATIONAL THEORY Researchers William Strauss and Neil Howe pioneered the study of what they deemed "peer personalities" and how each generation's experiences of certain major events affect their values and behavior.3 Generally speaking, a generation is defined as the entire body of people born and living at about the same time and spans between 14 and 20 years.4 According to Strauss and Howe, as well as others who have studied the phenomenon, generational differences naturally develop based on the unique historical and cultural events that occur and the age of the individuals experiencing them.5 Although some of the dates vary slightly depending on the source, American researchers have identified the following generations since 1901: * The "Greatest Generation," born 1901-1924 * The "Silent Generation," born 1925-1945 * "Baby Boomers," born 1946-1964 * "Generation X," born 1965-1980 * "Millennials," born 1981-1994 * "Generation Z" or "Zoomers," born 1995-20126 Each of these eras produced what researchers refer to as "cohort identity" for the individuals of that generation.7 For example, members of the Silent Generation were book-marked between the Great Depression and World War II, while members of Generation X came of age during a resurgent consumer economy and the dawn of the digital age. Having these unique experiences at roughly the same age affects how one generation parents the next, which in turn produces another unique set of individuals with shared experiences.8 The Zoomer generation is smart, technologically savvy, and determined to change the world.9 In court, as in life, judges will be better able to communicate with this newest crop of young adults by understanding what motivates them and how they are different from older participants in the judicial process. Simply placing an entire group of people in a bucket based on a generational stereotype does a disservice to any industry attempting to prepare for or adapt to demographic change.14 Thus, labeling Millennials as lazy and entitled is just as erroneous as assuming every member of Gen Z is an ardent liberal.15 A trial judge should always be wary of such "generational hype. Generation Z has been called "a worried generation," reporting high rates of anxiety, depression, and loneliness.17 From 1991 to 2015, the percentage of youths reporting being "very happy" declined sharply18 We have yet to experience the full aftereffects of the COVID-19 pandemic, in which already isolated young people became even more separated from each other as well as from society as a whole.
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PurposeThe aim of this paper is to study the challenges of digital advertising from the characterization of the influencer phenomenon based on the perceptions of two different and non-consecutive generations, explored from the perspective of parasocial relationshipsDesign/methodology/approachUsing a quantitative methodology design and a descriptive approach, a study is presented on a sample of 449 individuals belonging to two generational niches, generation Z (N = 227) and generation X (N = 222). For the study, characterization parameters have been defined based on existing literature, defining five-dimension conceptualization: strength, fairness, engagement, trustworthiness and social role.FindingsThe results point to a different perception of the phenomenon in some aspects that allow an intergenerational portrait of the figure of the influencer to be made. The findings of the study are innovative because they were not previously available and transcend academia to serve the companies that proliferate in the representation and management of influencers, as the characterization of this figure is important for the identification of key aspects in the adjustment of products and messages offered to a certain public of a specific population niche, both for advertising companies and for media and institutions.Originality/valueThe study reveals interesting challenges for digital advertising from the audience's perceptions about influencers, highlighting the relevance of influencers which clearly contributes to a better understanding of more efficient strategies on digital advertising.
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The COVID-19 global crisis is reshaping Canadian society in unexpected and profound ways. The significantly higher morbidity and mortality risks by age suggest that this is largely a "gero-pandemic,” which has thrust the field of aging onto center stage. This editorial emphasizes that vulnerable older adults are also those most affected by COVID-19 in terms of infection risk, negative health effects, and the potential deleterious outcomes on a range of social, psychological, and economic contexts – from ageism to social isolation. We also contend that the pathogenic analysis of this pandemic needs to be balanced with a salutogenic approach that examines the positive adaptation of people, systems and society, termed COVID-19 resilience. This begs the question: how and why do some older adults and communities adapt and thrive better than others? This examination will lead to the identification and response to research and data gaps, challenges, and innovative opportunities as we plan for a future in which COVID-19 has become another endemic infection in the growing list of emerging and re-emerging pathogens.
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We attempted to analyze the effect of changes in financial performance after digital transformation on firm value creation, compared to undigitalized firms for digitally transformed firms listed in the KOSPI market in Korea. To this end, we conducted an independent sample t-test and a multivariate regression analysis for a total of 12,143 firms listed on the KOSDAQ market, from 2011 to 2021. As a result of the empirical analysis of our study, it was confirmed that digitally transformed firms showed differential results in changes in financial performance compared to undigitalized firms. Overall, changes in profitability, stability, and growth are excellent, but in some aspects of activity and productivity, it is confirmed that they are weaker than undigitalized firms. In addition, it was confirmed that there was a difference in the change in the current ratio and the total asset turnover rate in the changes in the financial performance affecting the value creation. Nonetheless, there were insignificant differences in other variables.
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The purpose of this study was to assess differences in mental health symptoms, pandemic-related concerns, and maladaptive coping behaviors among adults in the United States across generations during the initial period of the COVID-19 pandemic. A social media campaign was used to recruit 2696 U.S. individuals to participate in an online survey in April 2020, assessing various validated psychosocial factors, including major depressive disorder, generalized anxiety disorder (GAD), perceived stress, loneliness, quality of life, and fatigue, along with pandemic-specific concerns and changes in alcohol use and substance use. Participants were grouped based on generation status (Gen Z, Millennial, Gen X, and Baby Boomer) and statistical comparisons were conducted based on demographics, psychosocial factors, pandemic-related concerns, and substance use. During the initial period of the COVID-19 pandemic, the younger cohorts (Gen Z and Millennials) rated significantly worse on mental health indices, including major depression, GAD, perceived stress, loneliness, quality of life, and fatigue. Further, the participants in the Gen Z and Millennial generational groups exhibited greater increase in maladaptive coping with substance use, specifically alcohol use and increased use of sleep aids. Our results indicate that during the initial period of the COVID-19 pandemic, members of the Gen Z and Millennial generational cohorts were considered a psychologically vulnerable population due to their mental health and maladaptive coping behaviors. Improving access to mental health resources during early stages of a pandemic is an emerging public health concern.
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Physicians thus increasingly practice as groups or as employees of large healthcare organizations radier than as independent professionals.2 All of this, combined with COVID's impact on vulnerable populations and with the recent rise in asset values, such as residential real estate, and it is not surprising diat there is accelerated retirement among older physicians.3 According to a report by Doximity, more than 1% of the physician workforce retired earlier than expected due to the pandemic.4 Considering the number of physicians in the United States and the high estimated costs of physician turnover, this has significant impact on our healthcare system. Over the next decade, job growth for advanced practice clinicians (APCs), such as nurse practitioners and physician assistants, is expected to far eclipse physician growth (46% and 31% versus 3%, respectively).1 Legislation provides tiiese clinicians a growing scope of practice in many states, including providing more patient care through collaborative and alternative practice agreements. Exhibited executive decision-making through committee and society leadership;advanced education, such as MBAs, and leadership development training;and experience leading healthcare start-ups or non-clinical firms are additional factors to consider. Health system leaders who can make wise, human-centered investments in technology ahead of crises to encourage patient engagement, accelerate clinical documentation, provide cognitive decision support, and reduce physician between-visit work will create an advantage in retaining satisfied physicians.
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Firstly, the motive behind this research is to know about the factors that lead to Job Satisfaction;secondly, the most authoritative factor of Job Satisfaction;thirdly, to find out which generation is the most satisfied with their current job across different generations of people. The study provides a descriptive and comparative analysis of working professionals during pandemic from all domains, industries, gender, age, and sectors across India selected based on random sampling using quantitative research methods. It aims to analyze the results on SPSS based on a survey in a close-ended and Likert-scale based questionnaire. Baby boomers are the most satisfied with their job. Generation X is satisfied but lesser than Baby Boomers. Generation Y and Generation Z are not satisfied. Still, Millennials are more satisfied than Generation Z. Their dominant factor for job satisfaction is Job Security, Work Culture, Equality, and Career Growth Opportunities. Not much research has been done on Gen Z by researchers, as they are young and will be entering the market. This study focuses on Gen Z. The findings will help analyze people of different ages to their work and participation levels. The HR could formulate their policies and practices according to the findings generated, which will help reshape their reward structure, decide how they can manage talent, control bad attrition, and a basis for further research, if anyone wants to study particularly about one factor.
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Orientation: Beyond the motivation paradigm that underpins most telework research, the meaning paradigm offers a complementary vantage point to appreciate employees' desires in the face of emerging threats to the traditional workplace. Research purpose: The research developed and tested a multilevel moderated mediation model to explain the desire to telework. Motivation for the study: A high-performance culture based on leadership excellence dictates that organisations keep a pulse and act on desires of their employees, an urgent priority given the pandemic-induced structural changes to the traditional workplace. Research design or approach and method: Data were collected from a non-probability sample of 185 non-governmental sector employees. Mplus v8 was used to test the multilevel moderated mediation model. Main findings: The mediated relationship between quality of life and the desire to telework was significantly influenced by perceptions of workload and organisational support for telework. Organisational telework support had a compensatory effect on workload. There were significant differences in the desire to telework by gender, level and location of work. Practical and managerial implications: Despite the intensification and extensification of work characterising teleworking environments, the results affirm a growing desire to utilise telework opportunities as circumstances permit. Ensuring access to and availability of appropriate telework resources is paramount to satisfying this desire. Contribution or value-add: Insights on employee desires and the associated influence levers offer leadership teams an opportunity to translate them into dedicated actions that enhance the employee experience, and by extension, create thriving organisations.
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The COVID-19 pandemic has caused disruptive change in agri-food distribution around the world and accelerated local food buying which creates new challenges for managers in the food industry. The purposes of this study are to construct and empirically test a conceptual model that integrates expectancy value theory with social and environmental values (pro-environmental behaviour, altruism and ethnocentricity) in order to explain this change in buying behaviour. In addition, the predictive model is examined among various generational cohorts. For the purposes of this research, an online panel study was conducted, employing a stratified sampling method (n = 672). The results reveal that social and environmental values have a significant effect on consumer positive attitude toward buying, intention to buy, and actual change in local food buying. Nevertheless, the effects differ among generational cohorts emphasising the different roles of social and environmental values among generations on sustainable consumption. Recommendations for practitioners and policy makers are suggested.
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How do we define full employment? It depends on things such as demographics and the particulars of why or why not people are looking for work. Also, have we achieved full employment when some groups are clearly not fully employed? The behavior of earnings and hours also need to be considered. In the US, some groups are not fully employed. Europe appears to be fully employed, but that in part reflects reductions in hours. China shows a substantial mismatch where skilled youth have problems in finding appropriate jobs. Finally, in Saudi Arabia and other Gulf states, there is sharp difference between the labor markets for nationals and non-nationals.
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Manufacturers of traditional food products in Serbia frequently face the issues with placement of their products. Therefore, the aim of this research is to determine if usage of Internet more intensively as a marketing channel for promotion and distribution of traditional food products may improve the sales of the products in question. Furthermore, this survey will reveal if the consumers in Serbia adopt Internet as a marketing channel for informing and procurement of traditional food products, as well as what are the benefits and what may be the barriers of using Internet. Chosen survey instrument was a questionnaire. The questions were created in the Google questionnaire, and the respondents have been chosen by the "snowball" method, in the way that the questionnaire link was sent to email addresses of a huge number of responders, with the plea that the link is shared further. Number of filled questionnaires was 1124, out of which the sample was reduced to 893 respondents, after the first eliminatory question. The research was conducted on the territory of Serbia in April and May, 2022. The results have shown that the traditional food products in Serbia are still predominantly bought of the markets, and directly from the manufacturers, while Internet is still on the last place as a distribution channel. However, what is significant is the fact that the consumers are widely using Internet to get informed about the traditional food products and the manufacturers producing them, as well as about the location where these can be bought. Furthermore, the most important information which every website should contain in order to make further procurement of traditional food products have been identified. These results present useful guideline for both manufacturers and sellers of the traditional food products, which might serve as principles in making a certain website content.
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[...]in 2019, the National Academies of Medicine (NAM) reported that as many as "54% of nurses and physicians and 60% of medical students and residents suffered from burnout. Furthermore, the long-term RN supply looks bleak. Since 2019, Health Affairs noted a 4% reduction in RNs younger than 35, compounding worry that as the baby boomer nurses retire, the healthcare industry will struggle to replace them.3 Lower-wage healthcare workers are also in decline due to a lower opportunity cost for workers without extensive healthcare credentials/licensing to transition from healthcare to similar clerical roles in other industries. U.S. Department of Health & Human Services. https:// www.hhs.gov/about/news/2022/05/23/new-surgeon-general-advisorysounds-alarm-on-health-worker-burnout-and-resignation.html.
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Artificial intelligence, or deep learning, might be the game-changer in healthcare that the computer was to technology in the early 1980s. The initial goal of artificial intelligence was to create a machine that would be equivalent to human intelligence. One of the limiting factors was the amount of computing power needed to accommodate the millions/billions of Xs and Os of computer data. In the late 1990s and early 2000s, computer power increased at an exponential rate, so that a smartphone now holds millions of times more processing power than the best computers that were used to send Neil Armstrong to the moon and back in 1969. Now computers have been given an injection of "electronic steroids," thus multiplying their power to perform tasks such as speech and object and facial recognition. We are on the cusp where artificial intelligence can potentially outperform physicians in reading x-rays and pathology slides.
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Partout dans le monde, un nombre record de personnes quittent leur emploi et, dans de nombreux cas, changent complètement de carrière. En fiscalité, cela se traduit par une diminution du bassin de talents, ce qui rend encore plus difficile de trouver des gens possédant les compétences nécessaires pour combler le manque. Par ailleurs, les exigences et les demandes qui pèsent sur les fiscalistes augmentent et se complexifient. Dans cet article, les auteurs examinent l'aide que peuvent apporter les technologues fiscaux et les solutions technologiques telles que l'apprentissage automatique.Alternate :Globally, we are seeing record numbers of people leaving their jobs and in many cases making significant career changes. In tax, this is resulting in a shrinking talent pool, making it even harder to find people with the necessary skills to fill these gaps. At the same time, the requirements and demands imposed on tax professionals are increasing and expanding. In this article, the authors look at how tax technologists and technological solutions such as machine learning can help.
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: The objective of this research is to demonstrate how generational diversity influences digital education in teachers of the Administration career of a private university in Lima. The study had a quantitative approach, with a nonexperimental, explanatory design;the population consisted of 146 teachers, in a probability sampling. For data collection, two instruments consisting of 29 items each with a Likert scale were used. (Zhang y Li, 2022:2) Como consecuencia del COVID-19, la educación digital ha sido una gran ayuda para impulsar el desarrollo del sector educación, sin embargo, se debe tener en cuenta las diversidades generacionales, donde los docentes deberán capacitarse constantemente para lograr adquirir esas destrezas necesarias, capacidades digitales que son totalmente fundamentales en un entorno virtual, como lo es la educación actual.
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Both the ACR, through its workforce survey, and the American Society of Radiation Oncology (ASTRO), through its Workforce Task Force, are performing "deep dives into data analysis to evaluate the staffing and hiring landscape;final results are not yet available. Statistics for average budgeted FTEs for five other modalities for 2021 vs 2003 are: * Computed tomography, 6.2, up from 3.4;* Magnetic resonance imaging, 4.7, up from 1.7;* Mammography, 4.9, up from 2.1;* Nuclear medicine, 3.6, up from 1.8;and, * Sonography, 5.0, up from 2.6 The U.S. Bureau of Labor Statistics (BLS) projects that radiologic and MRI technologist employment will grow 9% by 2030, about as fast as the average for all occupations, estimating 20,800 openings for these positions each year, on average.2 The BLS statistics point to a trend that more technologists will be needed to meet growing demand for imaging services. In radiation oncology, a lack of programs is contributing to shortages of physicists and dosimetrists and, to a lesser extent, radiation therapists, says Bruce G Haffty, MD, FACR, FASTRO, FASCO, chair of ASTRO's workforce subcommittee, associate vice chancellor of Cancer Programs at Rutgers Biomedical and Health Sciences, and professor and chair of the department of radiation oncology at Robert Wood Johnson and NJ Medical School, Rutgers Cancer Institute of NJ. "People have taken a step back to ask themselves, 'Is this really what I want to continue to do?'" She says the trend may impact her institution's ability to bring new talent into the profession and may even reduce the number of applicants to radiologic technology programs, "because people don't want to work in a hospital anymore."
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This study projects different dependency ratios under various scenarios of future fertility and tertiary education in Finland to assess how the economic consequences of population aging depend on these trends. Applying a multidimensional demographic approach through a discrete-time microsimulation model, we project the newly introduced productivity-weighted labour force dependency ratio for Finnish scenarios until 2060 and compared it with the labour force dependency ratio and the traditional age dependency ratio. Results show that population aging looks less daunting when considering labour force dependency ratios as compared to purely age-based ratios, yet all measures and scenarios show a deterioration of the dependency ratio. While the old age dependency ratio is projected to increase by 73 per cent, the labour force dependency ratio would increase by 32 per cent, and the productivity weighted labour force dependency ratio by 28 per cent. Provided a more rapid increase in educational attainment, the last indicator is expected to increase less, with 21 per cent until 2060. Should the stalled trend in educational achievement of the 2010s continue, there would be very modest future gains in the productivity-weighted ratio. In other words, the consequences of population ageing look less dramatic for economic productivity, if the current gender gap in educational achievement would disappear and were Finnish men to become as educated as Finnish women. Of the three fertility scenarios considered, a total fertility rate of 2.0 is most advantageous and a low fertility of 1.2 least optimal for adult dependency ratios, but only after 2050. Interestingly, a combination of recovered fertility to 1.6 with a more rapid educational expansion would be better for productivity than only raising fertility to 2.0. Boosting educational levels would hence mitigate the negative effects of a shrinking labour force more than increasing fertility within reasonable bounds. Our results suggest that implementation of the current government goals for educational expansion, combined with a not unrealistic recovery of total fertility rates to around 1.6, would both clearly alleviate the worsening dependency ratio. We conclude that although there is no quick fix to the economic effects of population ageing, these can be proactively mitigated with different and complementing policies, and taking into account multidimensional population trends.