Physical to virtual: challenges and opportunities for a neighbourhood-based employment support initiative

PurposeThis paper aims to explore challenges and opportunities of shifting from physical to virtual employment support delivery prompted by the Covid-19 pandemic. It investigates associated changes in the nature and balance of support and implications for beneficiary engagement with programmes and job search.Design/methodology/approachThe study draws on longitudinal interviews conducted with beneficiaries and delivery providers from a neighbourhood-based employment support initiative in an English region with a strong manufacturing heritage between 2019 and 2021. The initiative established prior to the Covid-19 pandemic involved a strong physical presence locally but switched to virtual delivery during Covid-19 lockdowns.FindingsMoving long-term to an entirely virtual model would likely benefit some beneficiaries closer to or already in employment. Conversely, others, particularly lone parents, those further from employment, some older people and those without computer/Internet access and/or digital skills are likely to struggle to navigate virtual systems. The study emphasises the importance of blending the benefits of virtual delivery with aspects of place-based physical support.Originality/valuePrevious studies of neighbourhood-based employment policies indicate the benefits of localised face-to-face support for transforming communities. These were conducted prior to the Covid-19 pandemic and the more widespread growth of virtual employment support. This study fills a gap regarding understanding the challenges and opportunities for different groups of beneficiaries when opportunities for physical encounters decline abruptly and support moves virtually.

The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price–Mueller Model

Aim. To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators. Background. Nurses' turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion. Methods. Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis. Results. A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: −0.42) and perceived organizational support (coefficient: −0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time (P<0.05). Conclusion. Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses' retention intention and maintain a stable workforce with little employee turnover.

IN THE Wake

ASQ survey shows how job seekers, employers alike leverage online tools and new credentials to navigate a sometimes-choppy, challenging job market created by COVID-19 Maybe you're a quality professional wondering whether your career is all it can be. To learn more about those effects, ASQ sent out a pulse survey to 7,400 members in March to reach below the surface and take a closer look into how this historic phenomenon is affecting hiring practices and career development in the quality arena. [...]the infographic, "The Next Wave" (pp. 20-21), highlights the valuable ASQ resources that can help improve your abilities and credentials, buoying your chances for a successful job search or promotion. An estimate from late March had 44% of U.S. citizens currently seeking a new position.1 The pulse survey suggests, however, that the wave of resignations may not be slamming the quality profession as hard as it has hit other parts of the economy.

Lives Put on Hold: The Impact of the COVID-19 Pandemic on Canada's Youth

According to the "scar theory," past unemployment can lead to long-term poor labour-market outcomes in terms of an increased incidence of unemployment in the future, and employment in lower quality and lower paying jobs. To support youth during the recovery and alleviate potential negative long-term effects, Canadian governments (at all levels) need to ensure that young Canadians are equipped with relevant skills, support them to make up for learning losses and consider targeted labour market programs and policies that help encourage greater participation and ease the transition into employment and better jobs for young Canadians who still face difficulties finding employment. According to the "scar theory," past unemployment can lead to long-term poor labourmarket outcomes in terms of an increased incidence unemployment in the future, and employment in lower quality and lower paying jobs (Heckman and Borjas 1980;Arulampalam, Gregg, and Gregory 2001). Canada can do more to support youth who remain unable to find employment and address learning losses to mitigate long-term negative effects by taking the following steps. * Expand employment services (counselling and job search assistance) to reduce unemployment duration and recurrence;* Enhance labour-market flexibility and

The behavior of young people at the beginning of their career through LinkedIn

Objetivo: O objetivo principal deste artigo é compreender o comportamento de jovens em início de carreira no contexto da Covid-19, considerando a intenção de continuar utilizando os serviços da rede social profissional LinkedIn. Originalidade/valor: Este artigo amplia o escopo dos estudos de aceitação na intenção de continuar utilizando (uso contínuo) o LinkedIn, analisando uma série de fatores positivos e negativos em relação aos processos. Design/metodologia/abordagem: Realizou-se uma pesquisa descritiva com abordagem quantitativa. Os autores coletaram dados de um survey (n = 386) e, com o objetivo de testar as hipóteses, aplicaram a técnica de modelagem de equações estruturais (MEE), com estimação de mínimos quadrados parciais, e um efeito moderador com o construto otimismo tecnológico para as variáveis preditivas da intenção de continuar utilizando. Resultados: Os resultados indicaram que todas as relações diretas e indiretas foram aceitas, exceto uma moderação (H7d), que foi rejeitada, visto que os usuários menos otimistas com a tecnologia podem se sentir positivamente sobrecarregados quanto ao nível de utilidade percebida do serviço. A variedade de serviços do LinkedIn pode levar o usuário a uma intenção de continuidade no uso da plataforma, uma vez que o objetivo dessa rede é facilitar a autoapresentação coletiva, mantendo as relações profissionais ativas. Os resultados também indicaram que os entrevistados da amostra são mais propensos a se envolverem ativa e semipassivamente no LinkedIn.Alternate :Purpose: The primary purpose of this article is to understand the behavior of young people at the beginning of their careers, in the context of Covid-19, considering the intention to continue using the services of the professional social network LinkedIn. Originality/value: This article expands the scope of studying a user group from acceptance in the continuance intention (continuous use) of LinkedIn, analyzing a series of positive and negative factors regarding the processes. Design/methodology/approach: We carried out a descriptive quantitative approach. The authors collected data from a survey (n = 386). To test the hypotheses, the researchers applied the technique of structural equation modeling (SEM), with estimation and partial least squares, and a moderating effect with the technological optimism construct for the predictive variables of the intention to continue using. Findings: The results indicated that all direct and indirect relationships were accepted, except a moderation (H7d) which was rejected, considering that users less optimistic about the technology may feel positively overwhelmed regarding the service's perceived usefulness. LinkedIn's variety of services can lead users to continue using the platform. The platform's objective is to facilitate collective self-presentation, keeping professional relationships active. The results also indicated that the sample respondents are more likely to be actively and semi-passively involved on LinkedIn.

Good jobs, scam jobs: Detecting, normalizing, and internalizing online job scams during the COVID-19 pandemic

Good jobs that allow remote work have enabled white-collar professionals to stay home during COVID-19, but for precarious workers, online advertisements for work-from-home employment are often scams. In this article, based on in-depth interviews conducted between April and July 2020 with nearly 200 precarious workers, we find that precarious workers regularly encountered fraudulent job advertisements via digital media. Drawing on Swidler's concepts of the cultural tool kit and cultural logic, we find that in this time of uncertainty, workers defaulted to the focus on personal responsibility that is inherent in insecurity culture. Following the cultural logic of personal responsibility, job seekers did not place blame on job search websites for allowing the scams to be posted, but normalized the situation, deploying a scam detection repertoire in response. In addition, the discovery that advertised "good jobs" are often scams affecting workers' desire to continue job hunting and perceptions of potential future success. [ FROM AUTHOR] Copyright of New Media & Society is the property of Sage Publications, Ltd. 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.)