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This article analyzis two Dutch experiments in which the government guarantees a job to tackle long-term unemployment. The experiment with the Melkert jobs was carried out in the 1990s. Recently the municipality of Groningen implemented a project in which long-term unemployed people are offered a so-called basic job. The research results of this project demonstrate that the target group can do productive work on a regular basis and that basic jobs have a net positive social added value based on a Social Cost Benefit Analysis (SCBA).In this article we also pay attention to the recent academic debate betweenan unconditional basic income (BIG) and a job guarantee (JG).
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Purpose: The aim of this study was to investigate the effect of possible late effects of cancer treatment (physical complaints, fatigue, and cognitive complaints) and of two job resources (autonomy and supportive leadership style) on future burnout complaints, among employees living 2–10 years beyond breast cancer diagnosis.Methods: Data at T1 (baseline questionnaire) and at T2 (9 months later) were collected in 2018 and 2019 (N = 287). These data were part of a longitudinal study among Dutch speaking workers with a cancer diagnosis 2–10 years ago. All complaints and job resources were self-reported. Longitudinal multivariate regression analyses were executed, controlling for years since diagnosis, living with cancer (recurrence or metastasis), and other chronic or severe diseases. Mediation by baseline burnout complaints was considered.Results: A higher level of fatigue and cognitive complaints at baseline (T1) resulted in higher future burnout complaints (at T2), with partial mediation by baseline burnout complaints. No effect of physical complaints at T1 was observed. Higher levels of autonomy or a supportive leadership style resulted in lower burnout complaints, with full mediation by baseline burnout complaints. Buffering was observed by autonomy in the relationship of cognitive complaints with future burnout complaints. No moderation was observed by supportive leadership.Conclusion: The level of burnout complaints among employees 2–10 years beyond breast cancer diagnosis may be an effect of fatigue or cognitive complaints, and awareness of this effect is necessary. Interventions to stimulate supportive leadership and autonomy are advisable, the latter especially in the case of cognitive complaints.
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The aim of this meta-analysis was to analyze the experimental research into the effects of job-embedded professional development (JEPD) for teachers and student outcomes. Our meta-analysis of experimental studies of the effects JEPD, included 20 studies (with 79 experimental comparisons) at teacher level and 19 studies at student level (with 34 experimental comparisons). Analyses of the studies, representing 2,062 teachers and 21,425 students, revealed a significant, medium-to-large effect size at teacher level (ES= 0.699, SE= 0.092) and a significant medium effect at student level (ES = 0.523, SE= 0.137). Effects for teachers were smaller in studies with a large sample size. Effects for students were positively related to the length of the intervention. The positive outcomes at teacher and student level support the implementation and expansion of JEPD programsacross schools.
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This thesis investigates knowledge workersandapos; satisfaction with Activity-Based Working (ABW) environments and its impact on perceived productivity in the Netherlands. Grounded in Person-Environment Fit Theory, this study addresses the importance of employee productivity in organizational success and examines how ABW environments can enhance satisfaction and productivity by aligning with job characteristics, task characteristics, and psychological needs. This study employed a quantitative approach, gathering responses through an online questionnaire from 110 knowledge workers in Dutch ABW settings. The study examined the relationships between job characteristics, task characteristics, behavioural patterns, psychological needs, and demographic characteristics with satisfaction in ABW environments and its impact on perceived productivity. The findings revealed positive correlations between ABW environments and job characteristics, suggesting that these settings are particularly beneficial for roles requiring high autonomy, social interaction, and internal mobility. Task variety also positively influences satisfaction, underscoring the importance of offering diverse tasks to foster employee satisfaction, thereby increasing their perceived productivity in ABW settings. However, the study found that employees with a high need for structure and privacy are less satisfied in ABW environments. Overall, this study found a generally positive outlook on ABW environments. Most participants reported a good fit between their workspace and activities, leading to higher satisfaction and perceived productivity. This suggests a potential positive feedback loop within well-designed ABW settings. The results offer valuable insights for facility and workspace managers aiming to create supportive and efficient work environments. By understanding and addressing the specific needs and characteristics of knowledge workers, organizations can enhance satisfaction and productivity, thereby adding value to their organizations and achieving sustainable success.
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A short paper on the whats and the hows of learning technology standardization
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Why is it that we know and still act as if we do not know? SMEs are considered engines of job creation and therefore growth and generation of income but is it really true that the solo self-employed and micro entrepreneurs will become small or medium entrepreneurs, e.g. graduate? We knew in the 80’s that this assumption needed to be looked at critically. Research revealed that graduation hardly existed. Practitioners in MSME support and development programmes entertain few illusions about their programmes actually leading to graduation, while NGO and Government policy officers, from behind their desks, often presume that graduation occurs frequently. Actual graduation rates and the extent to which they can be attributed to interventions remain an unresolved and important issue. After more than three decades it is justified to the question whether it is still true that graduation hardly exists? If that is the case one needs to take a critical look into prevailing policies and programs in support of the SME sector.
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While digitalisation requires facilities management (FM) organisations to change at an increasing rate, little is known about the mechanisms that create ownership and enable individuals to implement changes in everyday FM practice. In this study, these mechanisms are explored from a stewardship perspective. The purpose of this paper is to provide insights in the dynamics of organisational change in FM by analysing how stewardship behaviour leads to change.A process model for implementing organisational change is constructed, based on existing theoretical insights from stewardship and intrapreneurship literature. The model is evaluated in a case study through analysis of critical events. Interviewing was the key data collection method.The process model gives an event-driven explanation of change through psychological ownership. Analysis of multiple critical events suggests that the model explains intra-organisational as well as inter-organisational change. The case data further suggests that, compared to intra-organisational change, tailored relational and motivational support is more important for inter-organisational change because of the higher risks involved. Job crafting emerged as an unanticipated finding that offers interesting prospects for future FM research.The process model offers guidance for leaders in FM organisations on providing tailored support to internal and external employees during periods of organisational change.Stewardship and intrapreneurship are combined to provide insights on organisational change in FM. The study demonstrates how intrapreneurial behaviour and stewardship behaviour can be linked to create innovation within and between organisations.
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