use the word doc that includes notes, references, and a template to complete Chapter 1. Check for plagarism and make sure the intext citations are correct and that the articles actually say what your stating. The problem statement is There are more people with non trad work hours and the childcare industry is not meeting their needs. How has the growing trend of non-traditional work affected the childcare industry? Interviewing the business owners. CHAPTER ONE: INTRODUCTION All research is based on a problem, and Chapter One serves as an introduction to the problem. A framework for writing a solid introduction, regardless of the approach used, should include these key components: (a) some introductory material to present the topic, (b) the background of the research problem, (c) the purpose of the study, (d) the research question or problem statements, (e) the research hypothesis or hypotheses (if appropriate), (f) the definitions of terms, (g) the anticipated significance of the study. Make sure the left margin is 1.5 for the entire dissertation. Problem Background The meat of Chapter One is a description of the background of the problem, including historical, social, and theoretical contexts. This section should include a thorough depiction of the problem from the broad perspective affecting the larger population to the narrower viewpoint of how the problem specifically impacts your field, area, organization, or department. The problem background should be more than a few paragraphs to fully depict the problem and setting. Typically, the problem background section is a minimum of five pages. Purpose of the Study The purpose of the study should briefly and succinctly describe the focus and intentions of the research. All previous writing funnels to this specific statement of the purpose, and all subsequent chapters support and describe efforts to implement a design and interpret findings related to this specific purpose. The purpose statement drives the study and should clearly illuminate the goals and intent of the research. Do not include extraneous information in this section. Research Questions and Hypotheses After reading the research questions and hypotheses (if applicable), the reader should understand what is being asked or explored by the researcher and see the link between the questions/hypotheses/problem statements and the statement of the purpose. Research Questions The research questions drive the methodology of the study. They address the purpose of the study, identifying the specific variables to be investigated from the larger research question/objective. They are the smaller questions that guide your study. If you have only one research question, then you are likely restating your research objective rather than determining the smaller questions (variables) that need to be asked in order to guide your study. The wording of the research questions determines the type of data to collect and analyze in order to find answers to the questions posed. For example: RQ 1: What is the relationship between peer mentoring, as part of the onboarding process, and the productivity of entry-level linemen in the JT Aviation field base office? RQ 2: Is there a difference between the productivity of entry-level linemen who are assigned a peer mentor during their first year at the JT Aviation field base office, as compared to entry-level linemen who are not? Null Hypotheses If there are research hypotheses, they will follow the research questions. Hypotheses are typically written in null format but may also include alternative/directional hypotheses. For example: H0 1: There is no relationship between peer mentoring, as part of the onboarding, process, and the productivity of entry-level linemen in the JT Aviation field base office. H0 2: There is no significant difference in the error rate on service receipt details of entry-level linemen who are assigned a peer mentor at the JT Aviation field base office as compared to those who are not assigned a peer mentor. Alternative or Directional Hypotheses In some studies, students may choose to include alternative or directional hypotheses. Alternative hypotheses are written to reject the null, but may still be non-directional. For example: HA 1: There is a relationship between peer mentoring, as part of the onboarding process, and the productivity of entry-level linemen at the JT Aviation field base office. HA 2: There is a significant difference in the error rate on service receipt details of entry-level linemen who are assigned a peer mentor at the JT Aviation field base office as compared to entry-level linemen who are not assigned a peer mentor. While stated in a way that seeks to reject the null, the above examples do not specify the predicted outcome in any direction, positive or negative. On the other hand, a directional hypothesis reflects the predicted outcome of your study. In other words, it predicts that the independent variable will impact the dependent variable in a certain way or direction. H1 1: There is a positive relationship between peer mentoring, as part of the onboarding process, and increased productivity of entry-level linemen in the JT Aviation field base office. H1 2: The error rate on service receipt details of entry-level linemen who are assigned a peer mentor at the JT Aviation field base office will be significantly lower than entry-level linemen who are not assigned a peer mentor. Methodological Assumptions, Limitations, and Delimitations Every methodological approach and research design is bound by its own assumptions, limitations, and delimitations. Consequently, the student should include a discussion of issues critical to the study, based on methodological criteria, and the unique circumstances of the data-gathering event, with appropriate sources cited and referenced. Methodological assumptions. Methodological assumptions refer to the characteristics inherent in the choice of design that guide everything from the choice of participants to interpretation of the data. Quantitative studies should include both a brief discussion of the philosophical assumptions underlying the choice of method and the implications inherent in that choice, providing a clear rationale for the students methodological choice(s). Qualitative studies should discuss the value of a constructivist approach to understanding a phenomenon and the implications inherent in that choice, providing a clear rationale for the students methodological choice(s). A mixed methods study should include both. Applied research with applications or interventions should include a detailed rationale for the study and method. Limitations. Limitations refer to the challenges or flaws inherent to the research study, over which the researcher generally has no control. For quantitative studies, the discussion should include relevant threats to internal and external validity. For qualitative studies, the discussion should include credibility, rigor, representativeness, and alignment with the constructivist view. Mixed methods studies should address both. Delimitations. Delimitations refer to challenges or flaws that are induced or produced by the circumstances specific to the students research. The description should address how the study will be narrowed in scope and should discuss the rationale regarding why some things will or will not be done. The focus should be on the conditions and circumstances that the reader would expect to be present but were not. Definitions Terms that may be unfamiliar to the reader or are technical or specific to the field or your topic should be defined. Additionally, terms that may be open to interpretation should be clearly defined as well as your independent and dependent variables. Definitions should be derived from scholarly sources and cited accordingly. Cultural schema: This is the ability for a business expatriate to recognize that their previous cultural experience is frequently instantiated and embodied in linguistic expressions and understanding of intercultural communication (Qin, 2014). Significance of the Study Chapter One should end with a description of the importance of the research. This section should describe potential effects of the study and the potential for bringing about change in existing practice. Additionally, it should explain the studys potential for contributing to the existing theory and its potential application to other venues. Corporate Hiring under Covid-19: Financial Constraints and the Nature of New Jobs Murillo Campello, Gaurav Kankanhalli, and Pradeep Muthukrishnan December 24, 2022 Grandparental availability for child care and maternal labor force participation: pension reform evidence from Italy Received: 20 July 2017 / Accepted: 6 December 2017 / Published online: 21 December 2017 # The Author(s) 2017 KinderCare Learning Cos A Fresh Juncture for KinderCare and the Childcare Industry; Initiating at Overweight Published in final edited form as: JMarriageFam. 2018 October ; 80(5): 12101224. doi:10.1111/jomf.12501. Maternal Employment, Community Contexts, and the ChildCare Arrangements of Diverse Groups Mothers nonstandard work schedules and the use of multiple and center-based childcare Joy Jeounghee Kim *, Feng-Yi Liu Rutgers, School of Social Work, United States Longer school schedules, childcare and the quality of mothers employment* Matias Berthelon, Diana Kruger, Catalina Lauer, Luca Tiberti and Carlos Zamora Universidad Adolfo Ib!an~ez, IZA, and COES; Universidad Adolfo Ib!a~nez, IZA, Partnership for Economic Policy (PEP), and COES; Graduate School of Economics, Finance, and Management (GSEFM); University of Florence and Partnership for Economic Policy (PEP); Euromonitor International, Chile The Child Care Sector Is Still Struggling To Hire Workers Amid a tight labor market and lack of sustainable funding, the child care sectors shortage of good jobs persists, exacerbating its challenge to attract and retain workers. Amid a tight labor market that has seen companies raising their wage floors to attract workers in a , from to , the child care sector is not keeping up. In fact, new Center for American Progress analysis of data on wagesa of a good jobdemonstrates that the child care sector became less competitive in 2022, exacerbating its Rose Khattar Maureen Coffey Using this metric, our results point to a large increase in the array of schedules and tasks associated with a new job opening since the pandemic. In an extended sampling window that tracks job posting outcomes through early 2022, we show that declines in the levels of job postings are transitory, while qualitative changes in the skill profiles and textual descriptions of job postings are long-lived. Our paper is the first to study the role of financial constraints in shaping hiring under Covid-19. We identify and report significant heterogeneity in hiring along firm financial V.C Changes in Labor Supply and Policy Responses The results that we discuss in the previous sections point to substantial changes to corporate hiring over the course of the pandemic. While we attribute these effects to firms 16We discuss this channel in Prediction 3 and provide corresponding empirical evidence in Sections V.D and VI. labor demand-led decisions, our estimates could be partly capturing firms reactions to the labor supply-side responses of workers driven by the coronavirus contagion, as discussed in Prediction 5 of our conceptual framework. Notably, several studies have documented measurable tightening of labor supply during the pandemic (see, e.g., Domash and Summers (2022)). In our next set of tests, we examine whether concurrent changes in labor supply can fully account for the variation in corporate job postings that we find in Panel A of Table 2. We do so by explicitly controlling for time-varying measures of labor supply tightness during the pandemic. We augment our base set of state-level control variables, to include UNEMPLOYMENT_BENEFITS and COVID_CASE_RANK. Informed by contemporaneous work on the effects of unemployment benefits on workers labor supply decisions (Holzer, Hubbard, and Strain (2021)), we include the variable UNEMPLOYMENT_BENEFITS, which is the average level of unemployment insurance claims awarded by a state in a given month. We note that other studies suggest that workers cut back on their hours worked due to concerns directly arising from Covid-19 exposure (e.g., Faberman, Mueller, and S ahin (2022)). To account for this driver of changing labor supply, we include the temporal exposure of local areas to Covid-19 contagion, as reflected in their relative ranking over time in the cross-sectional distribution of confirmed Covid-19 cases (COVID_CASE_RANK). The results are reported in Panel B of Table 2. The estimates in columns 5 and 7 show that our baseline COVID term continues to be negative and highly significant even in the presence of the various controls for concurrent changes in labor supply. Interestingly, heightened unemployment benefits offered during the pandemic seem to negatively impact job postings levels but do not display any significant relationship with the compositional changes (along the lines of worker skill levels) in firm hiring. Columns 6 and 8 highlight the role played by Covid-19 exposure in shaping corporate hiring responses, despite controlling for the various labor supply proxies.17 In all, we find sufficient justification for our interpretation that hiring was substantially affected by firm demand-driven factors. The results thus far also point to the fact that the level of Covid-19 exposure of a firms geographical area amplifies its hiring responses. We perform a series of tests to support the notion that it is the virus exposure itself, and not policy measures such as lockdowns and reopenings, that drive this amplification effect. In these tests, we consider an alternative scheme for classifying regions as being more or less exposed to the Covid-19 pandemic, exploiting the heterogeneous timing of state lockdown and reopening policies. Specifically, we construct a variable, EARLY_REOPENING, which takes the value of 1 for all ZIP code regions located in states whose initial reopening dates were in the top tercile of the national distribution. These states either never implemented a state-wide lockdown or were the earliest to reopen (had the briefest lockdowns). The same variable takes the value of 0 for states that were the latest to reopen, belonging to the bottom tercile of reopening dates. We obtain the dates of state lockdowns and reopenings from Nguyen, Gupta, Andersen, Bento, Simon, and Wing (2021). The results are reported in Panel C of Table 2. The results show that while firms cut on postings relatively more in states that eased restrictions earlier (column 9), this effect is driven by the subset of early reopening states that were also highly exposed to the Covid-19 contagion itself (column 10); examples include Arizona, Louisiana, and Florida. Columns 11 and 12 report similar results for HIGH_TO_LOW_SKILL_RATIO, suggesting that the virus contagion also drives the observed 17 Naturally, the COVID_CASE_RANK variable is not available in the pre-Covid period, resulting in a reduced observation count for columns 6 and 8 of Table 2. downskilling phenomenon. Altogether, we find evidence that the observed phenomena are unlikely to be driven by states lockdown policies. V.D Workplace Flexibility Covid-19 has called for a number of new workplace protocols that may affect firms hiring. Notably, firms with the ability to migrate to different working arrangements (e.g., teleworking) may respond differently to the health crisis. Accordingly, we examine the role played by this important workplace characteristic in modulating hiring responses to the 2020 pandemic following our discussion in Prediction 3 of Section II. Specifically, we consider the effect of the ability of workers to perform their jobs remotely. Panel D of Table 2 reports the results. In columns 13 and 15, we classify firms into high- and low-teleworking categories based on the share of jobs in the pre-pandemic period that can be performed remotely (based on Dingel and Neiman (2020)). In columns 14 and 16, we use an alternate classification scheme which ranks industries based on the difficulty of working-from-home (Papanikolaou and Schmidt (2022)). The results indicate that high-teleworking firms (e.g., firms in the technology and professional services industries) cut on new job postings particularly high-skill ones by more than low-teleworking firms. These results are new with respect to studies on teleworking in the pandemic (e.g., Bai et al. (2021) and Brynjolfsson, Horton, Ozimek, Rock, Sharma, and TuYe (2020)). They show that firms ability to adapt to remote working arrangements reduces demand for new hiring in the pandemic. Our results up to this point suggest the role of at least two concurrent channels that drive firms pandemic new hiring responses. The reduction in new job postings, particularly for high-skill roles, by firms with greater teleworking adaptability likely reflects their ability to retain a subset of existing workers under flexible work arrangements. They do so while minimizing the sunk costs of their new hiring decisions costs that are particularly acute for high-skill roles under heightened uncertainty. As such, the findings that we report are fully consistent with Prediction 3 of our conceptual framework. VII Persistence of Changes in Corporate Hiring Our base results reveal a number of changes in corporate hiring demand and the nature of work that firms expect their new employees to perform. These results are obtained over a sample period spanning the height of the pandemic, from March through September of 2020. Notably, this was prior to the availability of effective vaccines and therapeutics, and thus considerable uncertainty remained about the duration of the health crisis. In this section, we turn to examine the persistence of these changes beyond the acute phase that forms our baseline sample period. We do so in order to gauge the long-run effects on corporate hiring and the nature of new jobs, if any, that the Covid-19 pandemic has induced. Specifically, we focus on the four main variables that capture the level of new job postings (NEW_JOB_POSTINGS), the skewness in the skill levels demanded (HIGH_TO_LOW_SKILL_RATIO), and the nature of work performed (CORE_JOBS and JOB_FLEXIBILITY). Our analysis in this section differs from the previous setup along two critical dimensions. First, we extend the sample, which previously ends in September, 2020, to run through January, 2022. This extended sample comprises several distinct stages of the pandemic. In this analysis, we define three time-indicator variables that identify these stages. The first of these indicators, COVID_MAR_2020 takes the value of 1 for all months after March, 2020; and 0 for all months prior. COVID_SEP_2020 takes the value of 1 for all months after September, 2020; 0 for all months prior. This indicator identifies the period after the first major wave of Covid-19 cases subsided (as did drastic policy responses, such as lockdowns). The last indicator, COVID_APR_2021, takes the value of 1 for all months after April, 2021; 0 for all months prior. This marks the period where large-scale vaccination programs against Covid-19 were launched across the country, and concurrently, a reversal of Covid-19 protocols such as social distancing, indoor gathering,… [Content truncated to 3000 words]
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