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Building on the sensemaking perspective, we theorize and test conditions under which perceived innovation job requirement increases employee innovative behavior. Using data consisting of 311 employee–supervisor pairs from two companies in China, we found that perceived innovation job requirement had a more positive relation with innovative behavior for employees with low intrinsic interest in innovation than for those with high intrinsic interest. In addition, this positive effect for low-intrinsic-interest employees was achieved only when these employees interpreted the job requirement as important either because performance-reward expectancy was high or because perceived value for the organization was high. We discuss the implications of these results for research and practice.

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.

PurposeAlthough building information modeling (BIM) has brought competitive advantages and many new jobs, the BIM-related job market is still confusing in China, which will undermine the adoption of BIM. This paper aims to show what kinds of BIM-related jobs are there in China, what employers require and whether all BIM engineers are the same kind.Design/methodology/approachA text mining approach, structural topic model, was used to process the job descriptions of 1,221 BIM-related online job advertisements in China, followed by a cluster analysis based on it.FindingsFirst, 10 topics of requirements with the impact of experience and educational background to them were found, namely, rendering software, international project, design, management, personal quality, experience, modeling, relation and certificate. Then, six types were clustered, namely, BIM modeler, BIM application engineer, BIM consultant, BIM manager, BIM developer and BIM designer. Finally, different kinds of BIM engineers proved this title was an expediency leading to confusion.Originality/valueThis paper can provide a clear and insightful look into the confusing and unheeded BIM-related job market in China and might help to cope with the abuse of job titles. It could also benefit both employers and candidates in their recruitment for better matching.

Industry 4.0 is revolutionizing manufacturing processes and has a powerful impact on globalization by changing the workforce and increasing access to new skills and knowledge. World Economic Forum estimates that, by 2025, 50% of all employees will need reskilling due to adopting new technology. Five years from now, over two-thirds of skills considered important in today’s job requirements will change. A third of the essential skills in 2025 will consist of technology competencies not yet regarded as crucial to today's job requirements. In this study, we focus our discussion on the reskilling and upskilling of the future-ready workforce in the era of Industry 4.0 and beyond. We have delineated top skills sought by the industry to realize Industry 4.0 and presented a blueprint as a reference for people to learn and acquire new skills and knowledge. The findings of the study suggest that life-long learning should be part of an organization’s strategic goals. Both individuals and companies need to commit to reskilling and upskilling and make career development an essential phase of the future workforce. Great efforts should be taken to make these learning opportunities, such as reskilling and upskilling, accessible, available, and affordable to the workforce. This paper provides a unique perspective regarding a future-ready learning society as an essential integral of the vision of Industry 4.0.

PurposeIn the face of a changing and turbulent environment, an organizational learning culture (OLC) is crucial for the long-term operation of an organization. A learning culture provides the capacity to effectively integrate employees, and it also provides structure so that an organization can move forward via continuous learning and change. Few empirical results are available from Chinese companies enduring an organizational change. To bridge this research gap, this study investigated the relationships among an OLC, job satisfaction, turnover intentions and job performance during organizational change.Design/methodology/approachA quantitative approach with structural equation modeling (SEM) and bootstrapping estimation was used to test hypotheses developed from a sample of 434 employees in a restructured telecommunications company in Taiwan.FindingsEmployees who experienced a higher learning culture had lower levels of turnover intentions and exhibited better job performance. Job satisfaction had a negative impact on employee turnover intentions but a positive impact on job performance. Moreover, job satisfaction fully mediated the relationships between an OLC and employee turnover intentions and job performance. When encountering organizational planned changes, a vibrant learning culture gave employees a higher level of satisfaction in their jobs and workplace. Although unexpected challenges often appeared during the organizational changes, employees with a higher level of job satisfaction tended to fulfill their own job duties and showed fewer turnover intentions.Originality/valueIn investigating issues related to organizational change, this study provides managerial insights and addresses strategies for facilitating the adoption of an OLC into the design and implementation of a better workplace environment.

We study employers' perceptions of the value of postsecondary degrees using a field experiment. We randomly assign the sector and selectivity of institutions to fictitious resumes and apply to real vacancy postings for business and health jobs on a large online job board. We find that a business bachelor's degree from a for-profit online institution is 22 percent less likely to receive a callback than one from a nonselective public institution. In applications to health jobs, we find that for-profit credentials receive fewer callbacks unless the job requires an external quality indicator such as an occupational license.

Purpose: This small-scale study investigates the skills and experiences most sought-after by recruiters and hiring managers in entry-level technical writers in the work place. The purpose is to learn whether academic programs offer the course work and opportunities students need. Additionally, I discuss job-ad requirements for entry-level technical writers in the workplace and compare technical/professional academic program offerings with those job-ad requirements. Method: Recruiters and hiring managers were surveyed to learn their top priorities for skills and experiences. Data from job ads of three job boards was gathered and analyzed, and this data was compared to academic program requirements across the United States. Results: While technical and professional writing programs are ever-changing and substantially different, there are similarities, and the programs seem to be preparing students well for the workplace. Conclusion: Most programs require core courses that are similar in name and description and require additional study in an area of expertise or a minor. These core curricula align well to the requirements in entry-level job ads in the industry. More research is needed to learn the best ways students learn in university courses. Additionally, we need to investigate the consistency of internship requirements among programs and encourage industries to consider internship experience as legitimate industry experience.

Purpose Based on social exchange theory (SET) and conservation of resources (COR) theory, this study aims to examine the unique combined impact of procedural justice (PJ) and distributive justice (DJ) on proactive customer service performance (PCSP) and general self-efficacy (GSE) in the hospitality industry. It also estimates these variables’ joint effect on PCSP controlling GSE. Design/methodology/approach The study’s results were derived from a sample of 380 frontline supervisor–subordinate dyads, placed in 18 five-star hotels, through three-wave data collection. The hypotheses and construct validity were generated through structural equation modeling. Findings The combined impact of DJ and PJ on GSE and PCSP was significantly positive, and GSE mediated the relationships between DJ and PCSP as well as PJ and PCSP. Practical implications To improve service employees’ GSE and PCSP, hospitality management should guide and encourage managers to highlight and maintain organizational justice (OJ) in all their strategies and operations. DJ and PJ are advised to appreciate service employees’ GSE and extra-role behaviors (e.g. PCSP) through providing organizational resources. Originality/value This paper offers unique practical and theoretical contributions to the hospitality industry and associated literature by implementing SET and COR theory with OJ, GSE and PCSP constructs.

Employers often recruit workers by invoking corporate social responsibility, organizational purpose, or other claims to a prosocial mission. In an era of substantial labor market inequality, commentators typically dismiss these claims as hypocritical: prosocial employers often turn out to be no more generous with low-wage workers than are other employers. In this article, we argue that prosocial commitments in fact inadvertently reduce earnings inequality, but through a different channel than generosity. Building on research on job values, we hypothesize that college graduates are more willing than nongraduates to sacrifice pay for prosocial impact. When employers appeal to prosocial values, they can thus disproportionately reduce pay for higher-educated workers. We test this theory with data on online U.S. job postings. We find that prosocial jobs requiring a college degree post lower pay than do standard postings with exactly the same job requirements; prosocial jobs that do not require a college degree, however, pay no differently from other low-education jobs. This gap reduces the aggregate college wage premium by around 5 percent. We present a variety of supplementary evidence using labor market data, worker survey responses, and a vignette experiment with hiring managers. The findings reveal an unintended consequence of employers’ embrace of prosocial values: it offsets macro-level inequality.

We test the hypothesis that information and communication technologies (ICT) polarize labor markets by increasing demand for the highly educated at the expense of the middle educated, with little effect on low-educated workers. Using data on the United States, Japan, and nine European countries from 1980 to 2004, we find that industries with faster ICT growth shifted demand from middle-educated workers to highly educated workers, consistent with ICT-based polarization. Trade openness is also associated with polarization, but this is not robust to controlling for R&D. Technologies account for up to a quarter of the growth in demand for highly educated workers.