Benefits Cliffs as a Barrier to Career Advancement for Low-Income Adults: Insights from Employment Services Providers

Ruder, A.; Siwicki, Julie; Terry, Ellyn; Toyin-Adelaja, Tamilore

doi:10.29338/dp2020-02

Cited by 3 publications

(4 citation statements)

References 7 publications

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“…In another recent focus group study, Winston et al (2021, 1) found that families feel that program rules are "unclear, intrusive, and often illogical or arbitrary." Further, in other focus groups with the coaches who serve families on public assistance, Ruder et al (2020) found that families struggle to understand benefits loss because they (and the coaches who serve them) lack clarity on program rules. In addition, they found that families find it difficult to find jobs that pay enough to outweigh the loss of benefits.…”

Section: Navigating Rule Complexity and Predicting Public Assistance ...mentioning

confidence: 99%

Untitled

2024

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Primary issue:The Atlanta Fed's CLIFF tools provide greater transparency to workers about potential public assistance losses when their earnings increase. The tools estimate eligibility for public assistance programs and the dollar amount of benefits, both in the current year and for future years along a career path. These features are intended to help a worker estimate the financial impact of a proposed earnings increase, reducing uncertainty and allowing the worker to plan for potential losses in public assistance. The CLIFF Tools National Pilot Implementation Evaluation was conducted to get feedback on tool functionality and to identify challenges that organizations face when adopting benefit cliff calculators like CLIFF.

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Section: Navigating Rule Complexity and Predicting Public Assistance ...mentioning

confidence: 99%

Untitled

2024

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“…al., 2019). Obstacles to career advancement include mental health and social support, basic needs not fulfilled, and benefits cliffs (Ruder et. al., 2020).…”

Section: Remuneration Package and Job-hopping Behaviormentioning

confidence: 99%

Job Hopping Behavior in the Upstream Sector of Oil and Gas Industry in Malaysia

Devi,

Vasudevan,

Sagadavan

et al. 2023

J. Professional Business Review

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Purpose: The research aims to identify what contributes to the job-hopping behavior to the mentioned industry within Malaysia’s workforce. Theoretical reference: The study employs Social Exchange Theory (SET) to investigate job-hopping behavior in Malaysia's upstream oil and gas sector. It explores the impact of remuneration packages, career advancement opportunities, and learning development on employees' intentions to change jobs. SET helps understand how self-interest and cost-benefit analyses influence this behavior. Method: The study took a quantitative and cross-sectional approach, whereby the research tools were derived from numerous previous studies. Primary knowledge on job-hopping behavior was obtained based on input collected from research surveys. The data allows us to establish the relationship between job hopping behavior and the independent variables identified. Results and Conclusion: The investigation of this study discovered that the three hypotheses offered have a significant relationship of the job-hopping behaviors with remuneration package, career advancement and leaning development. Implications of research: This study provides insight for employers and academic researchers in understanding correlation of each determinant that leads to employees’ job-hopping behavior, which could also benefit in future research in both business and academic areas. Originality/Value: This study's originality stems from its targeted investigation into job-hopping behavior within a specific Malaysian industry. It builds upon established theories and prior research to provide a solid theoretical foundation. Using a quantitative, cross-sectional approach and drawing from previous studies, it brings methodological rigor to the examination of job-hopping behavior. The study's key original contribution lies in its findings, which establish significant relationships between job-hopping and factors like remuneration packages, career advancement, and learning development. These findings offer practical insights for employers in the industry and provide a basis for future research in both business and academic contexts.

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“…During the professional career, several problems and tensions arise, such as the need to choose a profession while still being young and not having assurances of success, difficulties of insertion in the labor market, the paradox between personal and professional life, etc. (Burnette et al, 2020;Ruder et al, 2020). This difficulty in decision-making is often due to the scarcity of resources such as lack of money and time or due to scenarios of competition, unemployment, and inflation, among others (Miron-Spektor et al, 2017;Smith & Lewis, 2011).…”

Section: Introductionmentioning

confidence: 99%

“…Others see it as an opportunity, as a challenge that stimulates learning and agility. These individuals can create a mindset capable of dealing with paradoxes and, thus, turn an uncomfortable situation into a comfortable one (Burnette et al, 2020;Ruder et al, 2020;Bartunek, 1988;Schneider, 1999;Smith & Berg, 1987).…”

Section: Introductionmentioning

confidence: 99%

Do tensions lead to positive career satisfaction results?

Cavalcanti

Félix

Mainardes

2022

RAM, Rev. Adm. Mackenzie

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Purpose This research aims to analyze the effect of the paradox mindset as a mediator of the relationship between stress experimentation with career satisfaction and life satisfaction. Originality/value The present study allowed for making three major advances for the literature of paradox and career satisfaction. First, it contributed by analyzing the paradox at the individual level. Second, the study cooperates with the career satisfaction literature, raising the possibility of perceiving tensions as a positive factor. Third, the present research has advanced in the career satisfaction literature by bringing the individual as a protagonist in their career. Design/methodology/approach Based on the sample of 245 valid respondents (with more than ten years in a career), it was used for data analysis and hypothesis testing, a multivariate analysis of structural equations modeling (SEM). Furthermore, the variance accounted for (VAF) test or variance explained was performed in order to present the mediating effect proposed in the study. Findings The results showed a direct negative significant relationship between tensions and satisfaction with career and life. This indicates that career tensions can also lead to positive effects since they tend to promote a greater ability of the individual (paradox mindset) to deal with conflicting situations. Such ability enables the achievement of positive results. In practice, the results of this study suggest that changing scenarios previously seen as negative and problematic to a more paradoxical mindset can help individuals deal with uncontrollable tensions and therefore improve the ability to feel more satisfied with one’s career.

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Benefits Cliffs as a Barrier to Career Advancement for Low-Income Adults: Insights from Employment Services Providers

Cited by 3 publications

References 7 publications

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Job Hopping Behavior in the Upstream Sector of Oil and Gas Industry in Malaysia

Do tensions lead to positive career satisfaction results?

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