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The purpose of this study is to identify specific qualifications and competences required within the field of logistics and supply chain management from the perspective of lifelong learning and hierarchical level. It also reveals a hierarchy level-specific job profile for logistics and supply chain management jobs based on the European Framework for Key Competences and the German Federal Employment Agency.

A review of the literature on competences and skills in the field of logistics is combined with an analysis of 832 job postings by means of content analyses and thematic mapping.

The academic literature discusses more than 280 skills and competences related to the job profile of logistics and supply chain managers. The majority of these skills represent social skills. Analyses of job postings show significant differences in the required portfolio of skills and competences depending on the hierarchical level of the position. Contrary to the literature, job postings include more cognitive competences and meta-competences than social skills.

The first contribution of this research is that competences were examined from the perspective of lifelong learning, revealing how this is applied in the field of logistics. The second is that this conceptual framework can be utilised to compare skills and competences between different hierarchical levels. The third contribution refers to identifying a set of skills and competences different to what had been presented in the literature.

The main purpose of the study is to determine the mediating role of trait anxiety in the relationship between hotel managers’ perceptions of digital competence in the Cappadocia Region and their perceptions of job insecurity.

In this study, which is based on quantitative research, a cross-sectional design was used. The seven-item digital competence scale, four-item job insecurity scale and 20-item trait anxiety scale were used to measure the level of digital competence, job insecurity and trait anxiety of hotel managers. The convenience sampling method was used in the research, and 337 questionnaires were completed by senior and junior managers who agreed to participate in the research. To test the mediating role of trait anxiety, Andrew F. Hayes’ views on the contemporary approach were taken as a basis.

The analysis results showed that digital competence had the opposite effect on job insecurity. Similarly, digital competence had the opposite effect on the level of trait anxiety. The level of trait anxiety affected the perception of job insecurity in a linear direction. As a result of the bootstrapping test, it was found that the indirect effect of trait anxiety on the relationship between digital competence and job insecurity was significant.

The study was unable to collect data from hotels that were closed during the COVID-19 pandemic due to restrictions. Therefore, one of the limitations of the study was that it did not reach the entire population. Another limitation of the study was that the questionnaires were addressed to hotel managers in the Cappadocia Region.

Hotel managers’ digital skills are considered to contribute to the tourism industry by organizing and determining business strategies, work processes and employee skills. In addition, when hiring hotel managers, it is essential to ensure that they have certain skills such as compatibility with the digital age, openness to innovation and the ability to adapt the employees working in their team to the age, which helps to improve the competitiveness of the hotel industry with the world and ensure the continuity of this situation.

The research addressed the variables of digital competence, job insecurity and trait anxiety and collected data from hotel managers in the Cappadocia Region using a survey technique. There were few studies that addressed these variables, and the mediating effect of trait anxiety was revealed based on the contemporary approach.

This study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy.

The hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications.

This study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement.

This work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.

The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts.

This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review.

Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development.

This review discusses practical implications for human resource management practitioners.

This review is a unique attempt to assess the human capital and well-being literature systematically.

This paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism.

Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation modelling (PLS-SEM) was employed to assess the abovementioned linkages.

The findings demonstrate HIWS directly avoid distraction but do not significantly impact the completing work dimension of presenteeism. The findings also indicate that competence mediates the effect of HIWS on completing work but not on avoiding distraction.

Drawing on the job demands-resources (JD-R) model, this study empirically demonstrates the contrasting role of HIWS in completing work and avoiding distraction related to presenteeism. It also provides a novel perspective on the unexplored mediating mechanism of competence on the relationship between HIWS and presenteeism and offers new directions for HIWS and presenteeism research.

The information security field requires standardised education. This could be based on generic job profiles and a standard competence framework. The question is whether this is possible and feasible. To find out, the author did a case study: developing an information security master curriculum based on a generic PVIB job profile and the underlying competence framework e-CF.

The research is a case study, using Design Science. Starting point is the specification of the learning goals for a cybersecurity master curriculum, using a generic PvIB job profile and the underlying competence framework e-CF. The curriculum has subsequently been developed, using backward design. Thereafter, the curriculum has been submitted for accreditation to test the successfulness of the approach.

A generic job profile and a competence framework such as the e-CF support the development of standardised education. The generic PVIB job profile used works well. The e-CF can be useful, but requires modifications and the introduction of sub-competences. However, the main complaint concerning the e-CF is the use of examples instead of mandatory content.

Competence frameworks are available to formulate job descriptions, and are also suited for developing standardised education. Little research has been done on this. This case study shows that a competence framework is a useful tool for developing standardised education, although the e-CF may not be the most appropriate.

The purpose of this paper is to explore the relationship between job enlargement and some specific job crafting behaviors and to analyze the moderating role of self-competence.

Data were gathered from 158 workers in a large retail company and analyzed through a regression methodology.

Job enlargement is positively related to specific job crafting behaviors, such as increasing structural and social resources. Self-competence does not moderate the relationship between job enlargement and increasing structural resources; however, it does negatively moderate the relationship between job enlargement and increasing social resources.

This is a cross-sectional, single source study.

Organizations may implement job design policies aimed at facilitating the way workers proactively craft their jobs (increasing social and structural resources) by promoting a collaborative organizational culture and decreasing the social costs of job crafting initiatives.

This study clarifies the role of contextual and personal antecedents to job crafting. More specifically, it shows that enlarged jobs and employees’ level of self-competence may significantly influence employees’ job crafting in the workplace.

This study aims to test and analyze the effect of continuous commitment, task complexity, competence and personal value on employee performance millennial intervening job satisfaction.

This research method is quantitative with a sequential explanatory design, then data collection through a questionnaire, with a sample of 205 respondents—data analysis using Structural Equation Model (SEM) with the software Linear Structural Relationship (LISREL).

The results of research on the performance of millennial employees with intervening work satisfaction showed that continuous commitment (2.49), task complexity (2.74) and professional competence (2.0) had a significant effect. This means that the performance of millennial employees will increase if they get job satisfaction. With satisfaction, the commitment and competence of millennial employees are high. While the research results for the performance of millennial employees have a direct influence, only professional competence (2.27) and task complexity (4.06) are significant. This means that as high as professional competence is characterized by intellectual, emotional mood and attitude, owned by millennial employees, the resulting performance is increased even with complex tasks.

The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

This research's contribution to millennial workers is to help them improve and develop their performance, allowing them to compete more effectively. The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

This paper aims to examine employees' conceptions of the meaning of experience in job‐competence and its development in workplace context. The aim is to bring out the variety of conceptions related to experience, competence and workplace learning.

The paper is based on interview data from six Finnish small and medium sized enterprises. The data were collected as a part of a larger European Union research project, Working Life Changes and Training of Older Workers (WORKTOW) during spring 1999. The approach chosen for the analysis presented in this paper was phenomenography.

The findings in the paper show the importance accorded to experience in competence and in workplace learning. The employees valued work experience as the main source of their competence. They also developed their competence mainly through learning at work. The role of social participation in work communities and learning through experiences was emphasized.

The paper shows that differentiating employees' conceptions paves a way to more specific perspectives on the development and utilisation of experience‐based competence in work communities and organisations.

In this paper the findings are discussed in the light of construction and development of older workers' job‐competence in working life. It is argued that experience serves several kinds of purposes in workplace learning also among experienced workers.

The purpose of this paper is to contribute further insights into how organizations can diagnose if they have middle managers who are able to reach their objectives, to be outstanding in the competitive environment that they belong to, that is to give new roles and initiatives, using a qualitative approach.

In this management research, the critical incident technique through semi‐structured interviews is used to identify the critical job requirements which are indicated through the difference between doing the job correctly and doing it incorrectly or efficiently and inefficiently. The events of critical incidents could be coded for various characteristics or competences, which seem to be relevant to the particular middle managers' job. After that, they were grouped into five teams for the easiest assessment and the annotation of the findings, i.e. competences directed on management job, on integrity, on personal effectiveness and performance, on people and on specialized knowledge.

Qualitative evidence was found for managerial competences, values and the way these competences are related to effectiveness and job satisfaction.

Future research should explore how these results can be linked to contextual elements and to business performance.

This study contributes to increased managerial competence awareness, which is important for intrapersonal development and interpersonal cooperation.

This is one of a few studies that have centered on the middle managers only of the organizational chart and compared their different skills, needs and requests. It provides relevant insights into a thorough understanding of middle managers' competences, which are 21 in total. These 21 areas are divided into five main categories/clusters.