The labor market has been significantly impacted by the rapidly evolving global landscape, characterized by increased competition, globalization, demographic shifts, and digitization, leading to a demand for new skills and professions. The rapid pace of technological advancements, economic transformations, and changes in workplace practices necessitate that employees continuously adapt to new skill requirements. A quick assessment of these changes enables the identification of skill profiles and the activities of economic fields. This paper aims to utilize natural language processing technologies and data clustering methods to analyze the skill needs of Lithuanian employees, perform a cluster analysis of these skills, and create automated job profiles. The hypothesis that applying natural language processing and clustering in job profile analyzes can allow the real-time assessment of job skill demand changes was investigated. Over five hundred thousand job postings were analyzed to build job/position profiles for further decision-making. In the first stage, data were extracted from the job requirements of entire job advertisement texts. The regex procedure was found to have demonstrated the best results. Data vectorization for initial feature extraction was performed using BERT structure transformers (sentence transformers). Five dimensionality reduction methods were compared, with the UMAP technique producing the best results. The HDBSCAN method proved to be the most effective for clustering, though RCBMIDE also demonstrated a robust performance. Finally, job profile descriptions were generated using generative artificial intelligence based on the compiled job profile skills. Upon expert assessment of the created job profiles and their descriptions, it was concluded that the automated job advertisement analysis algorithm had shown successful results and could therefore be applied in practice.
Today, it is important for organizations to successfully adapt to ongoing changes, not only domestically but also globally. Successful implementation of change, an advantage over other organizations, and maintaining high job performance become the most important task in the organization (Doll et al., 2017). However, organizational change is not successful for all organizations, and practice shows that in many cases, organizations fail to make changes, leading to declining employee performance or even organizational disruption (Lewis, 2019;Fernandez and Rainey, 2017). Organizations implementing organizational change are often asked what psychosocial factors are important to successful change, to ensuring the quality of the work of employees and to the successful functioning of the organization. Organizational change in organizations often involves reorganizing institutions, reviewing staff structure, resulting in a sense of insecurity for themselves and the future of the organization, and often creating negative employee attitudes toward ongoing organizational change. Employee attitudes toward organizational change are an important psychosocial factor that can determine how successful an organization will be in implementing change (Armenakis et al., 2007). Negative employee attitudes towards change reduce the employee job performance, as employees undergo a lot of stress during change, resulting in worsening relationships with colleagues and interpersonal conflicts (Jaramillo et al., 2013). The purpose of this work is to carry out a review of the literature on the employees' attitudes and the importance of employees' attitudes towards organizational change in the employee job performance. Given the above purpose of this work, literature analysis from electronic databases: SpringerLink, Taylor & Francis Online, APA PsycNET, Google Scholar, and others were performed. These databases were chosen because they contain the most research on organizational psychology. Keywords were used in the research: attitudes, work performance, changes, etc. Based on these criteria, 322 articles were selected in the initial research sample, but after the initial review of the articles, 107 articles were selected and subjected to the following research steps. Practical implication of this research: the results of the research are expected to help better understand employees' attitudes towards organizational change and their significance for the job performance, to understand why attention should be paid to the relationship between these phenomena. This would help organizations to develop more effective plans for implementing organizational change, and to streamline employee communication about ongoing changes. Defining employees' attitudes towards organizational change and their significance for the job performance will allow organizations to work more effectively with employee attitudes and thus be more successful in implementing organizational change.
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