The relative relationship between education and workplace task discretion: an international comparative perspective

Pullman, Ashley; Jongbloed, Janine

doi:10.1080/13639080.2019.1594173

Cited by 3 publications

(5 citation statements)

References 38 publications

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“…Literature on diversity have primarily concentrated on the single or group levels, thus inadequately exposing the link between workplace diversity and OP (Lambert, 2016). A few researches have investigated the link of OP and several measurements of demographic diversity, such as gender and educational level (e.g., Kalev, & Deutsch, 2018;Pullman, & Jongbloed, 2019), but little is recognized about its association with other diversity measurements, such as income and race differences. Furthermore, endorsements for specialists on how companies can utilize the diversity advantages are limited (e.g., Hsiao et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Influence of Work Diversity on Organizational Performance in the Hospitality Sector in the UAE: The Moderating Role of HR Practices

Khassawneh¹,

Mohammad²

2022

Preprint

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<p>The structure of workplace in hospitality sector has become apparently diverse. As a vital step in defining how diversity affects organizational performance, we suggested training as a mediator over which diversity in income level and race indirectly affects organizational performance. We also emphasized two human resource practices, namely, rewards and performance appraisal, as important possibilities that moderate the impact of employee diversity on training and organizational performance. A sequential regression analysis was applied on performance appraisal data including information from directors, unit managers, supervisors, low level workers, and customers, as well as financial outcomes from 167 organizations in the United Arab Emirates (UAE) (683 full time employees) in the hospitality sector including hotels, restaurants, theme parks, travel agents, recreational centers, and museums, which assisted in supporting the hypotheses. The findings provide unique practical and theoretical understandings into the effective management of employee diversity.</p>

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Section: Introductionmentioning

confidence: 99%

The Influence of Work Diversity on Organizational Performance in the Hospitality Sector in the UAE: The Moderating Role of HR Practices

Khassawneh¹,

Mohammad²

2022

Preprint

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“…A relatively high level of job autonomy in Scandinavia is also demonstrated by Pullman and Jongbloed (2019), who also studied the relationship between formal education and job autonomy and found that the disadvantage of low education is relatively small in Scandinavia.…”

Section: Institutional Context and Job Qualitymentioning

confidence: 74%

“…The operationalisation of job autonomy in Articles 1 and 2 is similar to that used in other studies measuring job autonomy based on PIAAC (Pullman & Jongbloed, 2019;Wicht et al, 2019). The possible answers, however, are somewhat dissimilar to other measures of job autonomy or task discretion used in large-scale surveys.…”

Section: Operationalisation Of Job Autonomy and Job Learning In Quant...mentioning

confidence: 95%

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Low education, high job quality? Job autonomy and learning among workers without higher education in Scandinavia, the United Kingdom and Ireland

Aspøy

2019

European Societies

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Since reforms implemented in 1994, vocational education and training (VET) in Norway has been integrated and standardized as part of upper-secondary education. When young people enter upper-secondary education at the age of 15 or 16, they can choose either a vocational programme or a general academic programme. The standard model in vocational programmes is 2 years of school-based education, followed by 2 years of apprenticeship training. However, in practice, only a minority follow the standard route and acquire a trade certificate within 4 years. The average age upon completion of a vocational programme in Norway is 28 years, which is among the highest in the OECD. The purpose of this study was to explore personal trajectories within the Norwegian context to gain a better understanding of why people choose to obtain a trade certificate as young adults, instead of following the standardized route, drawn up by policy makers. Qualitative interviews were conducted with 34 people who obtained a trade certificate when they were aged between 25 and 35 years. The study showed that the opportunity to acquire formal VET qualifications through workplace learning provides an important second chance for many young adults in Norway. Based on the findings, we argue that policy makers need to see educational achievement in a long-term perspective and to design institutional structures that support learning opportunities at work, as well as in formal educational settings.

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“…Previous studies (e.g., Pullman and Jongbloed (2019); Aspøy (2020)) overlooked issues of job control as a latent variable. Instead, I suggest that workers' capacity for job control is not directly observable (i.e., a latent variable of behavioral structures).…”

Section: Concept and Measurement Of Job Controlmentioning

confidence: 99%

In and Out of Control

Reichenberg

2021

Comp. Sociol.

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The present study aimed to predict job control (i.e., task discretion) based on class and occupation with skill use as a (hypothesized) mechanism in four Western European countries by using the OECD adult skill survey (PIAAC). The countries were Denmark, Belgium, Italy, and the United Kingdom (UK). The study used a Bayesian approach that included multilevel models combined with measurement models. The study uses the international standard classification of occupations with two digits (clustering variable) as well as the European socioeconomic classification (ESeC) measured with three social classes. The results indicate that greater worker technical skills (computer use) and social skills (e.g., negotiate and influence) predict higher levels of job control. Social classes interact with skills to predict job control (except Belgium). Occupational computer skills predict job control (in Belgium and Italy). In conclusion, the study supports predictions by neo-Durkheimians, neo-Weberians, New Structuralists, and relational approaches to inequality.

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The relative relationship between education and workplace task discretion: an international comparative perspective

Cited by 3 publications

References 38 publications

The Influence of Work Diversity on Organizational Performance in the Hospitality Sector in the UAE: The Moderating Role of HR Practices

The Influence of Work Diversity on Organizational Performance in the Hospitality Sector in the UAE: The Moderating Role of HR Practices

Low education, high job quality? Job autonomy and learning among workers without higher education in Scandinavia, the United Kingdom and Ireland

In and Out of Control

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