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Sample records for activity job demand-control

  1. The active learning hypothesis of the job-demand-control model: an experimental examination.

    Häusser, Jan Alexander; Schulz-Hardt, Stefan; Mojzisch, Andreas

    2014-01-01

    The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions. PMID:24274148

  2. Physical activity, job demand-control, perceived stress-energy, and salivary cortisol in white-collar workers

    Hansen, Åse Marie; Blangsted, Anne Katrine; Hansen, Ernst Albin;

    2010-01-01

    The aim of the present study is to examine the association between physical activity and perceived job demand, job control, perceived stress and energy, and physiological arousal reflected by morning and evening concentrations of cortisol in saliva among white-collar workers.......The aim of the present study is to examine the association between physical activity and perceived job demand, job control, perceived stress and energy, and physiological arousal reflected by morning and evening concentrations of cortisol in saliva among white-collar workers....

  3. Job characteristics and safety climate: the role of effort-reward and demand-control-support models.

    Phipps, Denham L; Malley, Christine; Ashcroft, Darren M

    2012-07-01

    While safety climate is widely recognized as a key influence on organizational safety, there remain questions about the nature of its antecedents. One potential influence on safety climate is job characteristics (that is, psychosocial features of the work environment). This study investigated the relationship between two job characteristics models--demand-control-support (Karasek & Theorell, 1990) and effort-reward imbalance (Siegrist, 1996)--and safety climate. A survey was conducted with a random sample of 860 British retail pharmacists, using the job contents questionnaire (JCQ), effort-reward imbalance indicator (ERI) and a measure of safety climate in pharmacies. Multivariate data analyses found that: (a) both models contributed to the prediction of safety climate ratings, with the demand-control-support model making the largest contribution; (b) there were some interactions between demand, control and support from the JCQ in the prediction of safety climate scores. The latter finding suggests the presence of "active learning" with respect to safety improvement in high demand, high control settings. The findings provide further insight into the ways in which job characteristics relate to safety, both individually and at an aggregated level. PMID:22746367

  4. Beyond the job demand control (-support) model : explaining stress reactions in nurses

    Pisanti, Renato

    2012-01-01

    Nurses have been identified as having a risk of experiencing stress and burnout. The nature and organization of the job make nursing inherently difficult. Research highlights that occupational stress is largely dependent on psychosocial job characteristics, such as job demands and job resources. The

  5. Beyond the job demand control (-support) model: explaining stress reactions in nurses

    Pisanti, Renato

    2012-01-01

    Nurses have been identified as having a risk of experiencing stress and burnout. The nature and organization of the job make nursing inherently difficult. Research highlights that occupational stress is largely dependent on psychosocial job characteristics, such as job demands and job resources. The studies included in this thesis focus on the relationships between occupational stressors and job resources, operationalized on the basis of the JDC(-S) model, and different outcomes (such as burn...

  6. The demand-control model for job strain: a commentary on different ways to operationalize the exposure variable

    Márcia Guimarães de Mello Alves

    2015-01-01

    Full Text Available Demand-control has been the most widely used model to study job strain in various countries. However, researchers have used the model differently, thus hindering the comparison of results. Such heterogeneity appears in both the study instrument used and in the definition of the main exposure variable - high strain. This cross-sectional study aimed to assess differences between various ways of operationalizing job strain through association with prevalent hypertension in a cohort of workers (Pro-Health Study. No difference in the association between high job strain and hypertension was found according to the different ways of operationalizing exposure, even though prevalence varied widely, according to the adopted form, from 19.6% for quadrants to 42% for subtraction tertile. The authors recommend further studies to define the cutoff for exposure variables using combined subjective and objective data.

  7. The importance of genetic and shared environmental factors for the associations between job demands, control, support and burnout.

    Victoria Blom

    Full Text Available Within occupational health research, one of the most influential models is the Job Demands-Control-Support model. Numerous studies have applied the model to different domains, with both physical and psychological health outcomes, such as burnout. The twin design provides a unique and powerful research methodology for examining the effects of environmental risk factors on burnout while taking familial factors (genetic and shared environment into account. The aim of the present study was to investigate the impact of familial factors on the associations of burnout with job demands, control and support. A total of 14,516 individuals from the Swedish Twin Registry, who were born between 1959 and 1986, and who participated in the Study of Twin Adults: Genes and Environment (STAGE by responding to a web-based questionnaire in 2005, were included in the analyses. Of these, there were 5108 individuals in complete same-sex twin pairs. Co-twin control analyses were performed using linear mixed modeling, comparing between-pairs effects and within-pair effects, stratified also by zygosity and sex. The results indicate that familial factors are of importance in the association between support and burnout in both women and men, but not between job demands and burnout. There are also tendencies towards familial factors being involved in the association between control and burnout in men. These results offer increased understanding of the mechanisms involved in the associations between work stress and burnout.

  8. Revisiting the causes of stress in social work:sources of job demands, control and support in personalised adult social care

    Wilberforce, Mark; Jacobs, Sally; Challis, David; Manthorpe, Jill; Stevens, Martin; Jasper, Rowan; Fernandez, Jose-Luis; Glendinning, Caroline; Jones, Karen; Knapp, Martin; Moran, Nicola Elizabeth; Netten, Ann

    2014-01-01

    Social workers in adult social care are at particular risk of job-related stress, although the contribution of different organisational and policy changes to this phenomenon is subject to debate. This paper explores a theoretical framework from the occupational psychology literature (the Job Demand/Control Model) to identify the characteristics of those most at risk of stress, in a sample of 249 social workers and other care managers working in English adult social services from the Individua...

  9. Can an Opportunity to Learn at Work Reduce Stress?: A Revisitation of the Job Demand-Control Model

    Panari, Chiara; Guglielmi, Dina; Simbula, Silvia; Depolo, Marco

    2010-01-01

    Purpose: This paper aims to extend the stress-buffering hypothesis of the demand-control model. In addition to the control variable, it seeks to analyse the role of an opportunity for learning and development (L&D) in the workplace as a moderator variable between increased demands and need for recovery. Design/methodology/approach: A questionnaire…

  10. Job Strain and Determinants in Staff Working in Institutions for People with Intellectual Disabilities in Taiwan: A Test of the Job Demand-Control-Support Model

    Lin, Jin-Ding; Lee, Tzong-Nan; Yen, Chia-Feng; Loh, Ching-Hui; Hsu, Shang-Wei; Wu, Jia-Ling; Chu, Cordia M.

    2009-01-01

    Little is known about the job strain of staff working in disability institutions. This study investigated the staff's job strain profile and its determinants which included the worker characteristics and the psychosocial working environments in Taiwan. A cross-sectional study survey was carried out among 1243 workers by means of a self-answered…

  11. A cross-sectional study of the relationship between job demand-control, effort-reward imbalance and cardiovascular heart disease risk factors

    Söderberg Mia

    2012-12-01

    Full Text Available Abstract Background This cross-sectional study explored relationships between psychosocial work environment, captured by job demand-control (JDC and effort-reward imbalance (ERI, and seven cardiovascular heart disease (CHD risk factors in a general population. Method The sampled consists of randomly-selected men and women from Gothenburg, Sweden and the city’s surrounding metropolitan areas. Associations between psychosocial variables and biomarkers were analysed with multiple linear regression adjusted for age, smoking, education and occupational status. Results The study included 638 men and 668 women aged 24–71. Analysis between JDC and CHD risk factors illustrated that, for men, JDC was associated with impaired scores in several biomarkers, especially among those in high strain jobs. For women, there were no relationships between JDC and biomarkers. In the analysis of links between ERI and CHD risk factors, most associations tested null. The only findings were raised triglycerides and BMI among men in the fourth quartile of the ERI-ratio distribution, and lowered LDL-cholesterol for women. An complementary ERI analysis, combining high/low effort and reward into categories, illustrated lowered triglycerides and elevated HDL-cholesterol values among women reporting high efforts and high rewards, compared to women experiencing low effort and high reward. Conclusions There were some associations between psychosocial stressors and CHD risk factors. The cross-sectional design did not allow conclusions about causality but some results indicated gender differences regarding sensitivity to work stressors and also how the models might capture different psychosocial dimensions.

  12. Active Job Monitoring in Pilots

    Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

    2015-12-01

    Recent developments in high energy physics (HEP) including multi-core jobs and multi-core pilots require data centres to gain a deep understanding of the system to monitor, design, and upgrade computing clusters. Networking is a critical component. Especially the increased usage of data federations, for example in diskless computing centres or as a fallback solution, relies on WAN connectivity and availability. The specific demands of different experiments and communities, but also the need for identification of misbehaving batch jobs, requires an active monitoring. Existing monitoring tools are not capable of measuring fine-grained information at batch job level. This complicates network-aware scheduling and optimisations. In addition, pilots add another layer of abstraction. They behave like batch systems themselves by managing and executing payloads of jobs internally. The number of real jobs being executed is unknown, as the original batch system has no access to internal information about the scheduling process inside the pilots. Therefore, the comparability of jobs and pilots for predicting run-time behaviour or network performance cannot be ensured. Hence, identifying the actual payload is important. At the GridKa Tier 1 centre a specific tool is in use that allows the monitoring of network traffic information at batch job level. This contribution presents the current monitoring approach and discusses recent efforts and importance to identify pilots and their substructures inside the batch system. It will also show how to determine monitoring data of specific jobs from identified pilots. Finally, the approach is evaluated.

  13. Demand controlled ventilation; Behovsstyrt ventilasjon

    Soerensen, Henning Holm

    2006-07-01

    The terms CAV and VAV have been known terms for many years in the ventilation business. The terms are also included in building regulations, but the time is now right to focus on demand controlled ventilation (DCV). The new building regulations and the accompanying energy framework underline the need for a more nuanced thinking when it comes to controlling ventilation systems. Descriptions and further details of the ventilation systems are provided (ml)

  14. The demand control model and circadian saliva cortisol variations in a Swedish population based sample (The PART study

    de la Torre Bartolomé

    2006-11-01

    Full Text Available Abstract Background Previous studies of the relationship between job strain and blood or saliva cortisol levels have been small and based on selected occupational groups. Our aim was to examine the association between job strain and saliva cortisol levels in a population-based study in which a number of potential confounders could be adjusted for. Methods The material derives from a population-based study in Stockholm on mental health and its potential determinants. Two data collections were performed three years apart with more than 8500 subjects responding to a questionnaire in both waves. In this paper our analyses are based on 529 individuals who held a job, participated in both waves as well as in an interview linked to the second wave. They gave saliva samples at awakening, half an hour later, at lunchtime and before going to bed on a weekday in close connection with the interview. Job control and job demands were assessed from the questionnaire in the second wave. Mixed models were used to analyse the association between the demand control model and saliva cortisol. Results Women in low strain jobs (high control and low demands had significantly lower cortisol levels half an hour after awakening than women in high strain (low control and high demands, active (high control and high demands or passive jobs (low control and low demands. There were no significant differences between the groups during other parts of the day and furthermore there was no difference between the job strain, active and passive groups. For men, no differences were found between demand control groups. Conclusion This population-based study, on a relatively large sample, weakly support the hypothesis that the demand control model is associated with saliva cortisol concentrations.

  15. Work-related stress according to the demand-control model and minor psychic disorders in nursing workers

    Janete de Souza Urbanetto

    2013-10-01

    Full Text Available This was a cross-sectional study that aimed to assess the association between work-related stress according to the Demand-Control Model, and the occurrence of Minor Psychic Disorder (MPD in nursing workers. The participants were 335 professionals, out of which 245 were nursing technicians, aged predominantly between 20 and 40 years. Data were collected using the Job Stress Scale and the Self-Reporting Questionnaire-20. The analysis was performed using descriptive and analytical statistics. The prevalence of suspected MPD was 20.6%. Workers classified in the quadrants active job and high strain of the Demand-Control Model presented higher potential for developing MPD compared with those classified in the quadrant low strain. In conclusion, stress affects the mental health of workers and the aspects related to high psychological demands and high control still require further insight in order to understand their influence on the disease processes of nursing workers.

  16. Jobs

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  17. Tendências e diversidade na utilização empírica do Modelo Demanda-Controle de Karasek (estresse no trabalho: uma revisão sistemática Trends and diversity in the empirical use of Karasek's demand-control model (job strain: a systematic review

    Márcia Guimarães de Mello Alves

    2013-03-01

    Full Text Available INTRODUÇÃO: O modelo demanda-controle de Karasek tem sido utilizado para investigar associação entre estresse no trabalho e desfechos de saúde. Entretanto, diferentes instrumentos e definições têm sido adotados para aferir a exposição "alta exigência no trabalho", o que dificulta a comparação de resultados entre estudos. OBJETIVO: Descrever os instrumentos e as definições adotadas para a variável de exposição "estresse no trabalho", avaliada segundo o modelo demanda-controle, nos estudos observacionais publicados até 2010. MÉTODOS: Revisão sistemática de estudos observacionais publicados até dezembro de 2010, que avaliaram a exposição "estresse no trabalho", aferido segundo o modelo demanda-controle de Karasek e utilizaram o JCQ ou seus derivados, desde que explicitado nos textos. RESULTADOS: Entre 877 resumos selecionados, 496 (57% preencheram os critérios de inclusão. Identificou-se tendência à produção bibliográfica crescente no tema. A maioria dos estudos foi de natureza seccional; não encontramos diferenças relevantes entre as populações de estudo masculinas e femininas. Suécia, EUA, Japão e Canadá concentraram 57% das publicações, em sua maioria incluindo mais de 1.000 participantes e ocupações diversificadas. Desfechos cardiovasculares e seus fatores de risco foram os mais estudados (45%, seguidos por aqueles relacionados à saúde mental (25%. Em 71% dos estudos foi utilizado o Job Content Questionnaire (com 2 a 49 itens e, em 19% do total, a versão sueca (Demand Control Swedish Questionnaire. Quadrantes de exposição demanda-controle foram utilizados em 51% dos trabalhos, mas com variados pontos de corte; escores das duas dimensões foram analisados em separado em 27%, e sua razão em 14% do total. Apoio social no trabalho foi avaliado em 44% dos estudos. CONCLUSÃO: O modelo Karasek deverá continuar a suscitar pesquisas epidemiológicas e esperamos que os pesquisadores enfrentem essas quest

  18. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    2010-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job... 45 Public Welfare 2 2010-10-01 2010-10-01 false Can NEW Program activities include job market assessments, job creation and economic development activities? 287.130 Section 287.130 Public...

  19. DEMAND CONTROLLED VENTILATION AND CLASSROOM VENTILATION

    Fisk, William J.; Mendell, Mark J.; Davies, Molly; Eliseeva, Ekaterina; Faulkner, David; Hong, Tienzen; Sullivan, Douglas P.

    2014-01-06

    This document summarizes a research effort on demand controlled ventilation and classroom ventilation. The research on demand controlled ventilation included field studies and building energy modeling. Major findings included: ? The single-location carbon dioxide sensors widely used for demand controlled ventilation frequently have large errors and will fail to effectively control ventilation rates (VRs).? Multi-location carbon dioxide measurement systems with more expensive sensors connected to multi-location sampling systems may measure carbon dioxide more accurately.? Currently-available optical people counting systems work well much of the time but have large counting errors in some situations. ? In meeting rooms, measurements of carbon dioxide at return-air grilles appear to be a better choice than wall-mounted sensors.? In California, demand controlled ventilation in general office spaces is projected to save significant energy and be cost effective only if typical VRs without demand controlled ventilation are very high relative to VRs in codes. Based on the research, several recommendations were developed for demand controlled ventilation specifications in the California Title 24 Building Energy Efficiency Standards.The research on classroom ventilation collected data over two years on California elementary school classrooms to investigate associations between VRs and student illness absence (IA). Major findings included: ? Median classroom VRs in all studied climate zones were below the California guideline, and 40percent lower in portable than permanent buildings.? Overall, one additional L/s per person of VR was associated with 1.6percent less IA. ? Increasing average VRs in California K-12 classrooms from the current average to the required level is estimated to decrease IA by 3.4percent, increasing State attendance-based funding to school districts by $33M, with $6.2 M in increased energy costs. Further VR increases would provide additional benefits

  20. Active labour market policies and job tenure

    Cockx, Bart; Van der Linden, Bruno; Karaa, Adel

    1996-01-01

    In this paper, we study the effect of subsidised on-the-job training, training for the unemployed and pure wage subsidies on the probability of leaving an employer. We base the analysis on a sample of unemployed workers who have been hired during the 1991-92 period. Since individuals benefiting from the policy were over represented in the sample, we face an endogenous sampling problem apart from the well known selectivity problem in evaluation analysis. The analysis deals with these two issue...

  1. Demand controlled ventilation in a bathroom

    Mortensen, Dorthe Kragsig; Nielsen, Toke Rammer; Topp, Claus

    2008-01-01

    climate and energy consumption of a Constant Air Volume (CAV) system and a Demand Controlled Ventilation (DCV) system for two different bathroom designs. The air change rate of the CAV system corresponded to 0.5h-1. The ventilation rate of the DCV system was controlled by occupancy and by the relative...... humidity in the bathroom. The two designs differed by the construction of the shower cubicle which in one case was sealed and in the other case unsealed. The construction influenced the relative humidity within the bathroom during a shower, i.e. the pollution source the ventilation rate was controlled by....... The indoor climate and the energy consumption were estimated based on a simplified calculation of the variation of the water content within the bathroom during a day. The results showed that the DCV system controlled by occupancy and relative humidity had an improved energy performance and an improved...

  2. Sensor-based demand controlled ventilation

    De Almeida, A.T. [Universidade de Coimbra (Portugal). Dep. Eng. Electrotecnica; Fisk, W.J. [Lawrence Berkeley National Lab., CA (United States)

    1997-07-01

    In most buildings, occupancy and indoor pollutant emission rates vary with time. With sensor-based demand-controlled ventilation (SBDCV), the rate of ventilation (i.e., rate of outside air supply) also varies with time to compensate for the changes in pollutant generation. In other words, SBDCV involves the application of sensing, feedback and control to modulate ventilation. Compared to ventilation without feedback, SBDCV offers two potential advantages: (1) better control of indoor pollutant concentrations; and (2) lower energy use and peak energy demand. SBDCV has the potential to improve indoor air quality by increasing the rate of ventilation when indoor pollutant generation rates are high and occupants are present. SBDCV can also save energy by decreasing the rate of ventilation when indoor pollutant generation rates are low or occupants are absent. After providing background information on indoor air quality and ventilation, this report provides a relatively comprehensive discussion of SBDCV. Topics covered in the report include basic principles of SBDCV, sensor technologies, technologies for controlling air flow rates, case studies of SBDCV, application of SBDCV to laboratory buildings, and research needs. SBDCV appears to be an increasingly attractive technology option. Based on the review of literature and theoretical considerations, the application of SBDCV has the potential to be cost-effective in applications with the following characteristics: (a) a single or small number of dominant pollutants, so that ventilation sufficient to control the concentration of the dominant pollutants provides effective control of all other pollutants; (b) large buildings or rooms with unpredictable temporally variable occupancy or pollutant emission; and (c) climates with high heating or cooling loads or locations with expensive energy.

  3. Job Search and Social Cognitive Theory: The Role of Career-Relevant Activities

    Zikic, Jelena; Saks, Alan M.

    2009-01-01

    Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (job search self-efficacy and job search clarity), variables from the Theory of Planned Behavior (job search attitude, subjective norm, job search…

  4. Absenteísmo-doença, modelo demanda-controle e suporte social: um estudo caso-controle aninhado em uma coorte de trabalhadores de hospitais, Santa Catarina, Brasil Sickness-absenteeism, job demand-control model, and social support: a case-control study nested in a cohort of hospital workers, Santa Catarina, Brazil

    Kleber dos Santos

    2011-12-01

    Full Text Available O objetivo do estudo foi identificar a contribuição do Modelo Demanda-Controle (MDC e do suporte social para duração do absenteísmo-doença segundo Licenças para Tratamento de Saúde (LTS nos trabalhadores de hospitais (servidores públicos da Secretaria de Estado da Saúde de Santa Catarina (SES/SC, Brasil. Entre as secretarias deste estado, a SES/SC tem a segunda maior frequência de LTS, com destaque nos hospitais. Este é um estudo caso-controle aninhado em uma coorte de trabalhadores de hospitais da SES/SC, com acompanhamento entre 01/07/2008 e 30/06/2009. Os casos foram aqueles que apresentaram LTS nesse período, os critérios de pareamento foram sexo, faixa etária e setor de trabalho. O desfecho foi o total de dias de LTS, as variáveis de exposição foram MDC e o suporte social do supervisor e do colega. Utilizou-se dados primários e secundários, nas análises a regressão Zero-inflado Binomial Negativa, e as variáveis socioeconômicas e ocupacionais nos ajustes. O banco de dados para as análises teve 425 (144 casos; 281 controles participantes. O baixo suporte do colega aumentou a expectativa de dias de LTS em 2,04 (IC95%: 1,05-3,93, unido ao trabalho de baixa exigência aumentou 2,68 (IC95%: 1,37-5,27 e ao de alta exigência (iso-strain 78% (IC95%: 1,02-3,12 mais do que o MDC com alto suporte do colega. Este estudo mostrou a importância do suporte do colega sobre a duração absenteísmo-doença, e auxiliou conjeturar que a variável tempo nos trabalhadores de hospital leva a adaptação às exigências das tarefas e a monotonia. Intervenções no relacionamento entre os trabalhadores provavelmente diminuirão a duração de LTS.The aim of the study was to identify the Job Demand-Control (JDC and social support contribution for sickness-absenteeism duration of Health Treatment Licences (HTL in hospital workers (civil servants of the Santa Catarina State Department of Health of (SES/SC, Brazil. These health workers have

  5. Got Skills? On-the-Job Activities of Physicists

    Ivie, Rachel

    2011-03-01

    It goes almost without saying that physics doctorates do a lot more than just physics research or teaching at their jobs. But what exactly do they do? First, I will share basic data showing where physics doctorates are employed. Then I will present data from two of AIP's surveys about the employment of physicists. The first set of data comes from our survey of physics PhDs one year after doctorate. We will consider how often physics doctorates do a variety of activities on the job, including management, technical writing, teamwork, design and development, programming, and advanced mathematics. The second set of data comes from AIP's new survey of PhDs in physics 10 to 13 years after graduation. Data for many of the same activities will be shown for physics doctorates who have been in the workplace about a decade. Depending on the type of job, most industrially employed physics doctorates do some type of physics at work, but they are also very likely to report managing projects, writing for technical audiences, working on a team, and collaborating with non-physicists, among many other activities. This examination of the types of activities physics doctorates perform in the workplace will provide insight on the non-scientific training that would benefit graduate students the most.

  6. Demand controlled ventilation for multi-family dwellings

    Mortensen, Dorthe Kragsig

    can be reduced compared to a system with constant air flow. A literature study on indoor pollutants in homes, their sources and their impact on humans formed the basis for the demand specification. Emission of pollutants in residential buildings roughly fall into constantly emitted background sources...... ventilation in residential buildings that depend on occupancy, pollutant emission, etc., and results in periods with poor air quality and/or unnecessary energy consumption. If the ventilation rate is varied according to the demand, the indoor climate can be improved and the energy consumption for ventilation...... and step-wise constantly emitted sources related to occupancy and activities. Theoretical analyses of these two sources showed the air quality implications associated with the time-varying air flow rates in an occupancy based demand controlled ventilation (DCV) system in comparison to the required...

  7. The Demand-Control-Support model and intent to leave across six European countries: The role of employment opportunities

    Widerszal-Bazyl, Maria; Radkiewicz, Piotr; Hasselhorn, Hans-Martin; Conway, Paul Maurice; Heijden, van der Beatrice

    2008-01-01

    In this paper, the explanatory power of the Demand-Control-Support (DCS) model for intent to leave (ITL) a job was tested, with employment opportunities (EO) taken into consideration. It was hypothesized that, when employment opportunities are low, the explanatory power of the DCS model for ITL is l

  8. Psychosocial risks and the job activity of banking sector employees

    Aleksander Stańczak; Agnieszka Mościcka-Teske; Dorota Merecz-Kot

    2014-01-01

    Background: Psychosocial risks, via stress mechanism, may negatively influence employees’ health and work activity. Both the scale and the type of these risks depend on job specificity in particular occupation or sector. The aim of the study was to characterize the categories of stressors occurring in the banking sector and their effects on employees’ performance. Material and Methods: The studied subjects were 484 employees tested with the questionnaire method. The Scale of Psychosocial Risk...

  9. INPO activities/guidance with respect to on-the-job training

    The following activities of the Institute of Nuclear Power Operations are described: on-the-job training and qualification; problems observed in the implementation of on-the-job training and qualification

  10. Optimization of Occupancy Based Demand Controlled Ventilation in Residences

    Mortensen, Dorthe Kragsig; Walker, Iain; Sherman, Max

    2011-01-01

    Although it has been used for many years in commercial buildings, the application of demand controlled ventilation in residences is limited. In this study we used occupant exposure to pollutants integrated over time (referred to as "dose") as the metric to evaluate the effectiveness and air quali...... can optimize the demand controlled airflow rates to reduce the quantity of air used for ventilation without introducing problematic acute conditions.......Although it has been used for many years in commercial buildings, the application of demand controlled ventilation in residences is limited. In this study we used occupant exposure to pollutants integrated over time (referred to as "dose") as the metric to evaluate the effectiveness and air quality...... implications of demand controlled ventilation in residences. We looked at air quality for two situations. The first is that typically used in ventilation standards: the exposure over a long term. The second is to look at peak exposures that are associated with time variations in ventilation rates and pollutant...

  11. Optimization of Occupancy Based Demand Controlled Ventilation in Residences

    Mortensen, Dorthe K.; Walker, Iain S.; Sherman, Max H.

    2011-05-01

    Although it has been used for many years in commercial buildings, the application of demand controlled ventilation in residences is limited. In this study we used occupant exposure to pollutants integrated over time (referred to as 'dose') as the metric to evaluate the effectiveness and air quality implications of demand controlled ventilation in residences. We looked at air quality for two situations. The first is that typically used in ventilation standards: the exposure over a long term. The second is to look at peak exposures that are associated with time variations in ventilation rates and pollutant generation. The pollutant generation had two components: a background rate associated with the building materials and furnishings and a second component related to occupants. The demand controlled ventilation system operated at a low airflow rate when the residence was unoccupied and at a high airflow rate when occupied. We used analytical solutions to the continuity equation to determine the ventilation effectiveness and the long-term chronic dose and peak acute exposure for a representative range of occupancy periods, pollutant generation rates and airflow rates. The results of the study showed that we can optimize the demand controlled airflow rates to reduce the quantity of air used for ventilation without introducing problematic acute conditions.

  12. Psychosocial risks and the job activity of banking sector employees

    Aleksander Stańczak

    2014-08-01

    Full Text Available Background: Psychosocial risks, via stress mechanism, may negatively influence employees’ health and work activity. Both the scale and the type of these risks depend on job specificity in particular occupation or sector. The aim of the study was to characterize the categories of stressors occurring in the banking sector and their effects on employees’ performance. Material and Methods: The studied subjects were 484 employees tested with the questionnaire method. The Scale of Psychosocial Risk was used as a research tool. Results: The more the employees are exposed to threats connected with work content, work context, pathologies and specific factor, the less satisfied they are and the more frequently they declare turnover intention. However, rarely does it change their engagement or absence. The subjects felt the effects of risks, regardless of their stressfulness. It turns out that individual’s well-being is rather related to work context, e.g. relations with co-workers or salary, than to the character of tasks. It was observed, that with age, employees are less resistant to work context related to threats, which results in frequent absence. Conclusions: Most of the results comply with the literature data. The work environment diagnosis may be based only on the occurrence of psychosocial risks, regardless of the subjectively experienced stress. The conclusions can be used by both employers and specialists in occupational stress prevention. Med Pr 2014;65(4:507–519

  13. Choice-Making in Vocational Activities Planning: Recommendations from Job Coaches

    Cobigo, Virginie; Lachapelle, Yves; Morin, Diane

    2010-01-01

    Choice in the job seeking process may lead to increased satisfaction with the chosen job, and improve attention, performance, and motivation. Consequently, providing opportunities to express choices and interests while planning vocational activities is a key factor in achieving employment outcomes. Despite their commitment to promoting…

  14. Job Socialization: The Carry-Over Effects of Work on Political and Leisure Activities

    Karasek, Robert A.

    2004-01-01

    A model of job socialization based on the joint effect of decision latitude and psychological demands are developed to predict how behaviors learned on the job would carry over to leisure and political activities out-side of work. The model is tested with a longitudinal national random sample of the Swedish male work force (1:1,000) in 1968 and…

  15. Jobs, Jobs, Jobs!

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  16. Control strategies for demand controlled ventilation in dwellings

    Nielsen, Toke Rammer; Drivsholm, Christian

    2011-01-01

    Ventilation of Danish and many other European dwellings has in the past mainly been achieved by natural ventilation or mechanical exhaust systems. Requirements for energy efficiency is changing this picture and mechanical ventilation with balanced exhaust and supply, efficient heat recovery and...... high. Too low ventilation rate results in poor air quality for the occupants and moisture risk. Too high ventilation rate results in unnecessary energy consumption. This paper presents results from a study where demand controlled ventilation was installed in an existing single family house. In the...

  17. Job center

    To better meet the needs of AGU members, a program has been started to increase the effectiveness of the Job Center activity at the Spring and Fall Meetings. As a result, participation in the Job Center at the 1988 AGU Spring Meeting in Baltimore increased substantially compared to previous Spring Meetings. The number of employers, applicants, and interviews scheduled more than doubled compared to the 1987 Spring Job Center.In order to make the meeting Job Centers even better, a survey is being conducted of employers and applicants who participated in the 1988 Spring Job Center. Evaluation of this survey will be useful in continuing increased participation in and the effectiveness of the Job Center at the 1988 Fall Meeting. Past participants and those interested in the future of the Job Center are encouraged to forward comments and suggestions to AGU, Member Programs Division, 2000 Florida Ave., N.W., Washington, DC 20009.

  18. CO2 MONITORING FOR DEMAND CONTROLLED VENTILATION IN COMMERCIAL BUILDINGS

    Fisk, William J.; Sullivan, Douglas P.; Faulkner, David; Eliseeva, Ekaterina

    2010-03-17

    Carbon dioxide (CO{sub 2}) sensors are often deployed in commercial buildings to obtain CO{sub 2} data that are used, in a process called demand-controlled ventilation, to automatically modulate rates of outdoor air ventilation. The objective is to keep ventilation rates at or above design specifications and code requirements and also to save energy by avoiding excessive ventilation rates. Demand controlled ventilation is most often used in spaces with highly variable and sometime dense occupancy. Reasonably accurate CO{sub 2} measurements are needed for successful demand controlled ventilation; however, prior research has suggested substantial measurement errors. Accordingly, this study evaluated: (a) the accuracy of 208 CO{sub 2} single-location sensors located in 34 commercial buildings, (b) the accuracy of four multi-location CO{sub 2} measurement systems that utilize tubing, valves, and pumps to measure at multiple locations with single CO{sub 2} sensors, and (c) the spatial variability of CO{sub 2} concentrations within meeting rooms. The field studies of the accuracy of single-location CO{sub 2} sensors included multi-concentration calibration checks of 90 sensors in which sensor accuracy was checked at multiple CO{sub 2} concentrations using primary standard calibration gases. From these evaluations, average errors were small, -26 ppm and -9 ppm at 760 and 1010 ppm, respectively; however, the averages of the absolute values of error were 118 ppm (16%) and 138 ppm (14%), at concentrations of 760 and 1010 ppm, respectively. The calibration data are generally well fit by a straight line as indicated by high values of R{sup 2}. The Title 24 standard specifies that sensor error must be certified as no greater than 75 ppm for a period of five years after sensor installation. At 1010 ppm, 40% of sensors had errors greater than {+-}75 ppm and 31% of sensors has errors greater than {+-}100 ppm. At 760 ppm, 47% of sensors had errors greater than {+-}75 ppm and 37% of

  19. Incorporation of emotional labor in the demand-control-support model: The relation with emotional exhaustion and personal accomplishment in nurses

    Näring, G.W.B.; van Droffelaar, A

    2007-01-01

    Nursing comprises interactions with patients which may require emotional labor. This study clarifies the relation of emotional labor with the three burnout dimensions within the context of the Demand Control Support model in nurses. We used the Dutch Questionnaire on Emotional Labor (D-QEL) to measure surface acting, deep acting, suppression, and emotional consonance. In line with other studies, job characteristics were significantly related to emotional exhaustion and surface acting was sign...

  20. Examination of Individual Differences in Participation in Outplacement Program Activities after a Job Loss.

    Gowan, Mary A.; Nassar-McMillan, Sylvia C.

    2001-01-01

    Investigates the relationship among age, gender, and race relative to participation in self-awareness, action-oriented, and training activities after a job loss. Main effects were found for gender and for Age x Employment status. Implications of the study for outplacement programs, along with study limitations and future research directions, are…

  1. Students' Use of Extra-Curricular Activities for Positional Advantage in Competitive Job Markets

    Roulin, Nicolas; Bangerter, Adrian

    2013-01-01

    With the rise of mass higher education, competition between graduates in the labour market is increasing. Students are aware that their degree will not guarantee them a job and realise they should add value and distinction to their credentials to achieve a positional advantage. Participation in extra-curricular activities (ECAs) is one such…

  2. [An empirical investigation of the demand-control-social support model: effects on burnout and on somatic complaints among nursing staff].

    Pisanti, R

    2007-01-01

    The present study investigated the relationship between job characteristics and well-being dimensions (burnout and somatic complaints) in a group of 271 nurses. The study, based on Karasek and Theorell's theoretic model of demand-control-social support, aimed to test the following hypotheses: (a) that there is a linear association between each job dimension (demand, control, social support) and indexes of stress (emotional exhaustion, depersonalization, personal accomplishment and somatization); (b) whether there is an additive or interactive ("buffer") action among the model variables in predicting stress. Concerning the hypothesis of linearity, regression analysis revealed two non-linear associations: between job control and emotional exhaustion, and between social support and the level of somatic symptoms. Concerning the second hypothesis, controlling for age and gender, results of hierarchical regression indicated that job control and social support combine in different additive patterns with job demands to explain outcomes of well-being. Findings confirmed the significant role of socio-demographic variables (age and gender) in predicting occupational strain. PMID:17650740

  3. Activating Vulnerable People into Good Jobs in Turkey

    Finn, Dan; Grun, Rebekka; Herrera-Sosa, Katia; Immervoll, Herwig; Ridao-Cano, Cristobal; Uysal, Gokce; Yener, Ahmet Levent

    2013-01-01

    This report presents the results of a highly simplified profiling exercise to demonstrate the initial steps of profiling and draw some initial conclusions on the types of clients that might be covered by activation policies in Turkey, and the extent of their socio-economic vulnerability as well as labor market employability. A key conclusion is that policy makers will need to decide whether ...

  4. A multidisciplinary approach of workload assessment in real-job situations: Investigation in the field of aerospace activities

    ClaudineMélan

    2014-09-01

    Full Text Available The present contribution presents two field studies combining tools and methods from cognitive psychology and from occupational psychology in order to perform a thorough investigation of workload in employees. Cognitive load theory proposes to distinguish different load categories of working memory, in a context of instruction. Intrinsic load is inherent to the task, extraneous load refers to components of a learning environment that may be modified to reduce total load, and germane load enables schemas construction and thus efficient learning. We showed previously that this theoretical framework may be successfully extended to working memory tasks in non instructional designs. Other theoretical models, issued from the field of occupational psychology, account for an individual’s perception of work demands or requirements in the context of different psychosocial features of the (work environment. Combining these approaches is difficult as workload assessment by job-perception questionnaires explore an individual’s overall job-perception over a large time-period, whereas cognitive load investigations in working memory tasks are typically performed within short time-periods. We proposed an original methodology enabling investigation of workload and load factors in a comparable time-frame. We report two field studies investigating workload on different shift-phases and between work-shifts, with two custom-made tools. The first one enabled workload assessment by manipulating intrinsic load (task difficulty and extraneous load (time pressure in a working-memory task. The second tool was a questionnaire based on the theoretical concepts of work-demands, control and psychosocial support. Two additional dimensions suspected to contribute to job-perception, i.e. work-family conflicts and availability of human and technical resources were also explored. Results of workload assessments were discussed in light of operators’ alertness and job-performance.

  5. Predicting flow at work: investigating the activities and job characteristics that predict flow states at work.

    Nielsen, Karina; Cleal, Bryan

    2010-04-01

    Flow (a state of consciousness where people become totally immersed in an activity and enjoy it intensely) has been identified as a desirable state with positive effects for employee well-being and innovation at work. Flow has been studied using both questionnaires and Experience Sampling Method (ESM). In this study, we used a newly developed 9-item flow scale in an ESM study combined with a questionnaire to examine the predictors of flow at two levels: the activities (brainstorming, planning, problem solving and evaluation) associated with transient flow states and the more stable job characteristics (role clarity, influence and cognitive demands). Participants were 58 line managers from two companies in Denmark; a private accountancy firm and a public elder care organization. We found that line managers in elder care experienced flow more often than accountancy line managers, and activities such as planning, problem solving, and evaluation predicted transient flow states. The more stable job characteristics included in this study were not, however, found to predict flow at work. PMID:20364915

  6. A hard day's night : a longitudinal study on the relationships among job demands and job control, sleep quality and fatigue

    De Lange, Annet H.; Kompier, Michiel A. J.; Taris, Toon W.; Geurts, Sabine A. E.; Beckers, Debby G. J.; Houtman, Irene L. D.; Bongers, Paulien M.

    2009-01-01

    This prospective four-wave study examined (i) the causal direction of the longitudinal relations among job demands, job control, sleep quality and fatigue; and (ii) the effects of stability and change in demand-control history on the development of sleep quality and fatigue. Based on results of a fo

  7. A hard day's night: A longitudinal study on the relationships among job demands and job control, sleep quality and fatigue

    Lange, A.H.de; Kompier, M.A.J.; Taris, T.W.; Geurts, S.A.E.; Beckers, D.G.J.; Houtman, I.L.D.; Bongers, P.M.

    2009-01-01

    This prospective four-wave study examined (i) the causal direction of the longitudinal relations among job demands, job control, sleep quality and fatigue; and (ii) the effects of stability and change in demand-control history on the development of sleep quality and fatigue. Based on results of a fo

  8. Predicting and Explaining Students' Stress with the Demand-Control Model: Does Neuroticism Also Matter?

    Schmidt, Laura I.; Sieverding, Monika; Scheiter, Fabian; Obergfell, Julia

    2015-01-01

    University students often report high stress levels, and studies even suggest a recent increase. However, there is a lack of theoretically based research on the structural conditions that influence students' perceived stress. The current study compared the effects of Karasek's demand-control dimensions with the influence of neuroticism to address…

  9. Experimental evidence for the effects of the Demand-Control model on the cognitive arousal: An EEG based study.

    Subhani, Ahmad Rauf; Malik, Aamir Saeed; Kamel, Nidal; Saad, Naufal; Nandagopal, D Nanda

    2015-08-01

    The Demand-Control (DC) model has been extensively researched to find the imbalance of demand and control that cause work-related stress. Past research has been exclusively dedicated to evaluate the impact of this model on employees' well-being and job environment. However, the impact of high demands (strain hypothesis) and the influence of control (buffer hypothesis) on cognitive arousal have yet to be identified. We aimed to fill this void by measuring the influence of the DC model on the cognitive arousal. Electroencephalogram (EEG) was recorded to extract the cognitive arousal in an experiment that implemented the DC model. The experiment comprised four conditions having combination of varying demand and control. The strain and the buffer hypothesis were separately validated by the cognitive arousal in association with the task performance and subjective feedbacks. Results showed the maximum arousal and the worst performance occurred in high demand and low control condition. Also high control proved to significantly lower arousal and improved performance than in low control condition with high demand. PMID:26737668

  10. Job crafting: Towards a new model of individual job redesign

    Maria Tims

    2010-12-01

    Full Text Available Orientation: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs.Research purpose: The purpose of the study was to fit job crafting in job design theory.Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences.Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting.Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand.Practical/managerial implications: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics.Contribution/value-add: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.

  11. 77 FR 71196 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Jobs for...

    2012-11-29

    ... notice published in the Federal Register on September 27, 2012 (77 FR 59421). Interested parties are...; Jobs for Veterans State Grants Reports ACTION: Notice. SUMMARY: On November 30, 2012, the Department of... collection request (ICR) revision titled, ``Jobs for Veterans State Grants Reports,'' to the Office...

  12. 78 FR 13086 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Clubs...

    2013-02-26

    ... effort is necessary to fill a gap in existing knowledge about the extent, characteristics, and...; Job Clubs Study ACTION: Notice. SUMMARY: The Department of Labor (DOL), as part of its continuing... CFBNP@dol.gov . SUPPLEMENTARY INFORMATION: I. Background Over the past several decades, job...

  13. Does work-site physical activity improve self-reported psychosocial workplace factors and job satisfaction?

    Roessler, K K; Rugulies, R; Bilberg, R;

    2013-01-01

    PURPOSE: To investigate whether a work-site strength-training program has a positive effect on self-reported psychosocial workplace factors and job satisfaction. METHODS: We conducted a randomized controlled trial among laboratory technicians implementing neck and shoulder exercises for pain relief......, with 199 participants in the training group and 228 in the control group. Influence at work, sense of community, time pressure, and job satisfaction were measured with the Copenhagen Psychosocial Questionnaire at baseline and post-intervention after 20 weeks. RESULTS: There was no statistically...... of a work-site strength-training program on self-reported psychosocial workplace factors and job satisfaction....

  14. Estresse ocupacional e saúde: contribuições do Modelo Demanda-Controle Occupational stress and health: contributions of the Demand-Control Model

    Tânia Maria de Araújo

    2003-01-01

    Full Text Available Nos últimos anos registra-se marcado esforço de construção de modelos teórico-metodológicos para avaliar características do trabalho e efeitos à saúde dos trabalhadores. Dentre os modelos propostos, o Modelo Demanda-Controle tem alcançado destaque. Esse modelo recorta duas dimensões no ambiente laboral: as demandas psicológicas e o controle do trabalhador sobre o próprio trabalho. O Job Content Questionnaire (JCQ é o instrumento proposto para medir essas dimensões do trabalho. Este estudo objetiva apresentar as bases teóricas e metodológicas do modelo demanda-controle, e discutir sua capacidade para identificar diferentes situações de trabalho no contexto brasileiro, a partir do uso do JCQ. Achados preliminares de dois estudos epidemiológicos, de corte transversal, são apresentados e discutidos. Os estudos avaliaram aspectos psicossociais do trabalho, utilizando o JCQ, e a saúde mental dos trabalhadores, usando o SRQ-20. Os resultados apontaram boa capacidade do modelo demanda-controle para identificar diferentes situações de risco à saúde mental dos trabalhadores. Aspectos relacionados à demanda psicológica do trabalho estavam mais fortemente associados a elevadas prevalências de distúrbios psíquicos menores do que os aspectos referentes ao controle.In the last years, strong efforts have been made to construct theoretical and methodological models that evaluate work characteristics and health effects in occupational groups. Among the proposed models, the Demand-Control Model has had a worldwide use. This model identifies two job dimensions in the work situation: psychological job demand and job control. The Job Content Questionnaire (JCQ has been proposed as an instrument for measuring these work dimensions. This study aim to present the theoretical and methodological bases of the Demand-Control Model and to discuss this model capability to identify different work situations in the Brazilian context, using the JCQ

  15. Co-effect of Demand-control-support Model and Effort-reward Imbalance Model on Depression Risk Estimation in Humans:Findings from Henan Province of China

    YU Shan Fa; NAKATA Akinori; GU Gui Zhen; SWANSON Naomi G; ZHOU Wen Hui; HE Li Hua; WANG Sheng

    2013-01-01

    Objective To investigate the co-effect of Demand-control-support (DCS) model and Effort-reward Imbalance (ERI) model on the risk estimation of depression in humans in comparison with the effects when they are used respectively. Methods A total of 3 632 males and 1 706 females from 13 factories and companies in Henan province were recruited in this cross-sectional study. Perceived job stress was evaluated with the Job Content Questionnaire and Effort-Reward Imbalance Questionnaire (Chinese version). Depressive symptoms were assessed by using the Center for Epidemiological Studies Depression Scale (CES-D). Results DC (demands/job control ratio) and ERI were shown to be independently associated with depressive symptoms. The outcome of low social support and overcommitment were similar. High DC and low social support (SS), high ERI and high overcommitment, and high DC and high ERI posed greater risks of depressive symptoms than each of them did alone. ERI model and SS model seem to be effective in estimating the risk of depressive symptoms if they are used respectively. Conclusion The DC had better performance when it was used in combination with low SS. The effect on physical demands was better than on psychological demands. The combination of DCS and ERI models could improve the risk estimate of depressive symptoms in humans.

  16. Job Creation and Job Types

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a...... measure of “surplus job creation” defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002-7, which identify the start-ups and which cover almost the entire private sector, these...... measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...

  17. Job Creation and Job Types

    Kuhn, Johan Moritz; Malchow-Møller, Nikolaj; Sørensen, Anders

    2016-01-01

    We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct a...... measure of “surplus job creation”, defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002–2007 that identify the start-ups and that cover almost the entire private sector, these...... measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than in previous studies. Our findings show that although start-ups are responsible for the entire overall net job creation, incumbents account for more than one-third of net job creation...

  18. Motivation of health professionals and associates to perform daily job activities

    Suvada Švrakić

    2012-12-01

    Full Text Available Introduction: Motivation is one of the most complex elements of human behavior, it is the subject of debates by which we answer to the question of why someone behaves in a certain way. The aim of this study wasto examine the factors of motivation for health workers and staff in working with diffi cult patients in intensive care units and to evaluate implementation of motivation factors by managers in their daily work with a team of health professionals.Methods: The study was designed as prospective. It was conducted on 27 employees who work in intensive care units in Clinical Center of Sarajevo University. The survey questionnaire was used with a clear andconcise questions , aimed at testing the factors of motivation for daily work with diffi cult patients, as well as implementation of motivational factors by managers in the organizational unit (OU.Results: Respondents indicated that motivates them, good organization of work - 10 of them (37%, while 26% of respondents indicated that they are motivated by fi nancial gain. In our study 21 (77% of respondentssaid that their managers infuenced the motivation for a better job. Mobbing at the workplace did not had 80% of respondents, while 8% of respondents stated that they had some form of mobbing, and 12% of respondents give partial response.Conclusions: The survey showed that most respondents have a good motivation factors for the performance of daily activities to work with diffi cult patients. As the main motivating factors respondents reportedgood organization of work, as well as positive examples of their managers.

  19. The Influence of Job Characteristics and Self-Directed Learning Orientation on Workplace Learning

    Raemdonck, Isabel; Gijbels, David; van Groen, Willemijn

    2014-01-01

    Given the increasing importance of learning at work, we set out to examine the factors which influence workplace learning behaviour. The study investigated the influence of the job characteristics from Karasek's Job Demand Control Support model and the personal characteristic self-directed learning orientation on workplace learning. A total…

  20. JOB INFORMATION

    2007-01-01

    TEFL in China Certificate Training Program,With Job Placement ChinaJob.com (CAIEP) with the Center for Teaching & Learning in China, USA (CTLC) Date: August 22-29, 2007 Location: Beijing and Shenzhen City, Guangdong Province

  1. Jobs API

    General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...

  2. JOB INFORMATION

    2006-01-01

    1. Questionnaire By Beijing Review and Chinajob.com Thanks for your close attention to our column. We very much appreciate your feedback, on which we depend to offer you the information you need and make this page valuable reading! 1. What are your usual channels for seeking jobs in China? 2. Do you prefer a full-time job or part-time job? 3. What is your preferred job: language teacher, professional in a company or manager?

  3. Influencing Work-Related Learning: The Role of Job Characteristics and Self-Directed Learning Orientation in Part-Time Vocational Education

    Gijbels, David; Raemdonck, Isabel; Vervecken, Dries

    2010-01-01

    Based on the Demand-Control-Support (DCS) model, the present paper aims to investigate the influence of job characteristics such as job demands, job control, social support at work and self-directed learning orientation on the work-related learning behaviour of workers. The present study was conducted in a centre for part-time vocational education…

  4. Predicting Psychological Strain with Job Demands and Organizational Injustice through the Implications of Job Demand-Control Model and Fairness Theory

    Seçil BAL TAŞTAN

    2014-01-01

    The aim of this study was to investigate the level of psychological strain and the influences of role overload, role conflict, and organizational injustice on psychological strain among Turkish nurses. This study adopted a cross-sectional, quantitative correlational study methodology. The study sample comprised of 251 nurses selected randomly from nursing and administrative services at selected hospitals in Istanbul-Turkey. The data was collected through self-administrated questionnaire. The ...

  5. Job security and job protection

    Andrew E. Clark; Postel-Vinay, Fabien

    2005-01-01

    We construct indicators of the perception of job security for various types of jobs in 12 European countries using individual data from the European Community Household Panel (ECHP). We then consider the relation between reported job security and OECD summary measures of Employment Protection Legislation (EPL) strictness on one hand, and Unemployment Insurance Benefit (UIB) generosity on the other. We find that, after controlling for selection into job types, workers feel most secure in perma...

  6. Management job ads

    Holmgreen, Lise-Lotte

    2014-01-01

    jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate the......The article asks whether it is not the responsibility of corporations to address the issue of women being underrepresented in Danish management jobs. In other words, it is argued that corporations should be encouraged to engage more actively in the recruitment of both men and women for management...... increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means of...

  7. 76 FR 81981 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; “Green Jobs...

    2011-12-29

    ...; ``Green Jobs and Health Care Implementation Study'' ACTION: Notice. SUMMARY: The Department of Labor (DOL...) proposal entitled ``Green Jobs and Healthcare Grants Implementation Study,'' to the Office of Management... of all grant project directors and selected program partner staff as part of the Green Jobs...

  8. Job rotation as a learning mechanism

    Jaime Ortega

    2001-01-01

    This article analyzes the costs and benefits of job rotation as a mechanism with which the firm can learn about the employees' productivities and the profitability of different jobs or activities. I compare job rotation to an assignment policy where employees specialize in one job along their career. The gains from adopting a job rotation policy are larger when there is more prior uncertainty about employees and activities. I argue that this firm learning theory fits the existing evidence on ...

  9. Hunting Jobs

    Sun Jishan

    2006-01-01

    @@ 4.13 million college graduates areexpected to join the job-hunting army,putting additional pressure on China'sclimbing jobless rate. Some peoplemight blame the difficulties graduatesface in finding jobs on the expandedenrolment policy, which was introducedin 1999.

  10. Jobs Bog

    Nielsen, Kirsten

    2015-01-01

    Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre.......Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre....

  11. JOB INFORMATION

    2007-01-01

    TEFL in China Certificate Training Program,With Job Placement ChinaJob.com(CAIEP)with the Center for Teaching & Learning in China,USA(CTLC) Date:August22-29,2007 Location:Beijing and Shenzhen City,Guangdong Province Program tuition:4,000 yuan(or $ equivalent)

  12. JOB INFORMATION

    2007-01-01

    TEFL in China Certificate Training Program,with Job Placement China Job.corn(CAIEP) with the Center for Teaching & Learning in China,U.S.A.(CTLC) Date:August 22-29,2007 Location:Beijing and Shenzhen City,Guangdong Province Program tuition:4,000 yuan (or $ equivalent).

  13. JOB INFORMATION

    2007-01-01

    TEFL in China Certificate Training Program, With Job Placement ChinaJob.com (CAIEP) with the Center for Teaching & Learning in China, USA (CTLC) Date: August 22-29, 2007 Location: Beijing and Shenzhen City, Guangdong Province Program tuition: 4,000 yuan

  14. Job Enrichment

    Sanders, Rick

    1970-01-01

    Job enrichment means giving people more decision-making power, more responsibility, more grasp of the totality of the job, and a sense of their own importance in the company. This article presents evidence of the successful working of this approach (Donnelly Mirrors), and the lack of success with an opposing approach (General Motors). (NL)

  15. Demand, Control and Support at Work Among Sick-Listed Patients with Neck or Back Pain: A Prospective Study.

    Myhre, Kjersti; Lau, Bjørn; Marchand, Gunn Hege; Leivseth, Gunnar; Bautz-Holter, Erik; Røe, Cecilie

    2016-06-01

    Purpose The main aim of this study was to assess changes in perceived demand, control and support at work of neck and back pain patients over 1 year. We also hypothesised that perceived changes in demand, control and support at work were associated with clinical improvement, reduced fear-avoidance beliefs and successful return to work. Methods Four hundred and five sick-listed patients referred to secondary care with neck or back pain were originally included in an interventional study. Of these, two hundred and twenty-six patients reported perceived psychosocial work factors at both baseline and 1-year follow-up, and they were later included in this prospective study. Changes in demand, control and support dimensions were measured by a total of nine variables. Results At the group level, no significant differences were found among the measured subscales. At the individual level, the regression analyses showed that decreases in fear-avoidance beliefs about work were consistently related to decreases in demand and increases in control, whereas decreases in disability, anxiety and depression were related to increases in support subscales. Conclusions The perception of demand, control and support appear to be stable over 1 year in patients with neck and back pain, despite marked improvement in pain and disability. Disability, anxiety, depression and fear-avoidance beliefs about work were significantly associated with the perception of the work environment, whereas neck and back pain were not. PMID:26286432

  16. [Psychosocial stress and disease risks in occupational life. Results of international studies on the demand-control and the effort-reward imbalance models].

    Siegrist, J; Dragano, N

    2008-03-01

    Given the far-reaching changes of modern working life, psychosocial stress at work has received increased attention. Its influence on stress-related disease risks is analysed with the help of standardised measurements based on theoretical models. Two such models have gained special prominence in recent years, the demand-control model and the effort-reward imbalance model. The former model places its emphasis on a distinct combination of job characteristics, whereas the latter model's focus is on the imbalance between efforts spent and rewards received in turn. The predictive power of these models with respect to coronary or cardiovascular disease and depression was tested in a number of prospective epidemiological investigations. In summary, twofold elevated disease risks are observed. Effects on cardiovascular disease are particularly pronounced among men, whereas no gender differences are observed for depression. Additional evidence derived from experimental and ambulatory monitoring studies supplements this body of findings. Current scientific evidence justifies an increased awareness and assessment of these newly discovered occupational risks, in particular by occupational health professionals. Moreover, structural and interpersonal measures of stress prevention and health promotion at work are warranted, with special emphasis on gender differences. PMID:18369565

  17. Learning about Job Search

    Altmann, Steffen; Falk, Armin; Jäger, Simon;

    We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...... strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...... status and earnings. While our treatment yields overall positive effects, these tend to be concentrated among job seekers who are at risk of being unemployed for an extended period of time. Specifically, the treatment effects in our overall sample are moderately positive but mostly insignificant. At the...

  18. JOB INFORMATION

    2006-01-01

    Chinajob.com professional jobs Chiruyob.com is looking for experienced business teachers to teach marketing and branding, administration and sales skills. Web editors, composers and polishers are needed all through the year. Also, if you are a highly qualified professional in your industry, Chinajob.com can help you with your job search and career advancement. Contact: resume@chinajob.com and teaching@chinajob.com

  19. Job Displacement

    Lori G. Kletzer

    1998-01-01

    The past decade and a half has seen tremendous research growth in the area of job displacement. This paper discusses the state of knowledge on the issues and questions of job loss. The 1984-96 Displaced Worker Surveys are used to describe how the characteristics of displacement are changing to include more college educated, white collar, and nonmanufacturing workers. For many workers, the long-term earnings losses following displacement are large due to the loss of firm-specific human capital...

  20. Working in group living homes for older people with dementia: the effects on job satisfaction and burnout and the role of job characteristics

    Boekhorst, S. te; Willemse, B.; Depla, M.F.I.A.; Eefsting, J.A.; Pot, A.M.

    2008-01-01

    ABSTRACT Background: Group living homes are a fast-growing form of nursing home care for older people with dementia. This study seeks to determine the differences in job characteristics of nursing staff in group living homes and their influence on well-being. Methods: We examined the Job Demand Control Support (JDCS) model in relation to 183 professional caregivers in group living homes and 197 professional caregivers in traditional nursing homes. Multilevel linear regression analysis was use...

  1. IPG Job Manager v2.0 Design Documentation

    Hu, Chaumin

    2003-01-01

    This viewgraph presentation provides a high-level design of the IPG Job Manager, and satisfies its Master Requirement Specification v2.0 Revision 1.0, 01/29/2003. The presentation includes a Software Architecture/Functional Overview with the following: Job Model; Job Manager Client/Server Architecture; Job Manager Client (Job Manager Client Class Diagram and Job Manager Client Activity Diagram); Job Manager Server (Job Manager Client Class Diagram and Job Manager Client Activity Diagram); Development Environment; Project Plan; Requirement Traceability.

  2. Effects of a Photo Activity Schedule Book on Independent Task Changes by Students with Intellectual Disabilities in Community and School Job Sites

    Carson, Keyla D; Gast, David L.; Ayres, Kevin M.

    2008-01-01

    The purpose of this study was to evaluate the effectiveness of using a photo activity schedule book to increase independent transitioning between vocational tasks inside a school cafeteria and at a community job site. Three students with mild to moderate intellectual disabilities, enrolled in a self-contained classroom in a public high school,…

  3. A Guide for Developing Standard Operating Job Procedures for the Activated Sludge - Aeration & Sedimentation Process Wastewater Treatment Facility. SOJP No. 5.

    Mason, George J.

    This guide for developing standard operating job procedures for wastewater treatment facilities is devoted to the activated sludge aeration and sedimentation process. This process is for conversion of nonsettleable and nonfloatable materials in wastewater to settleable, floculated biological groups and separation of the settleable solids from the…

  4. Job Rotation as a Mechanism for Learning

    Ortega, Jaime

    2000-01-01

    This paper analyzes the costs and benefits of job rotation as a mechanism through which the firm learns about the employees' productivities and the profitability of different jobs or activities. We compare job rotation to an assignment policy where employees specialize in one job along their career. We find that rotation is more profitable than specialization the larger the prior uncertainty about employees and activities. We argue that our firm learning theory fits the existing evidence on r...

  5. Levels and correlates of physical activity, inactivity and body mass index among Saudi women working in office jobs in Riyadh city

    Albawardi, Nada M.; Jradi, Hoda; Al-Hazzaa, Hazzaa M.

    2016-01-01

    Background Physical inactivity is among the leading risk factors for non-communicable diseases. Saudi Arabia has just begun to address physical inactivity as recent studies have shown an alarming prevalence of insufficiently physically active adults. Saudi women are identified as among the most overweight/obese and least active worldwide. With an increase in the number of women in office based jobs, the risk of physical inactivity is likely to increase. Identifying the level and correlates fo...

  6. ATLAS job monitoring in the Dashboard Framework

    Andreeva, J.; Campana, S.; Karavakis, E.; Kokoszkiewicz, L.; Saiz, P.; Sargsyan, L.; Schovancova, J.; Tuckett, D.

    2012-12-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from the PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  7. ATLAS job monitoring in the Dashboard Framework

    Sargsyan, L; The ATLAS collaboration; Campana, S; Karavakis, E; Kokoszkiewicz, L; Saiz, P; Schovancova, J; Tuckett, D

    2012-01-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  8. ATLAS job monitoring in the Dashboard Framework

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from the PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  9. JOB INFORMATION

    2006-01-01

    Training Information: TEFL in China Certificate Training Program, with job placement This intensive training program will prepare you as a native speaker of English to be qualified to teach oral English in China, even without previous teaching experience. Dates, venues and fees: Tuition:4,000 yuan

  10. Scholarly Communication as a Core Competency: Prevalence, Activities, and Concepts of Scholarly Communication Librarianship as Shown Through Job Advertisements

    Finlay, Craig; Tsou, Andrew; Sugimoto, Cassidy

    2015-01-01

    INTRODUCTION The dynamic nature of the scholarly communication landscape has produced a need for the creation of positions specifically focused on these issues. Yet, no clear title or job description for scholarly communication librarianship has emerged. The lack of standardization in this area is problematic for educators, professionals, and prospective professionals. METHODS Analyzing 13,869 job advertisements published between 2006 and 2014, this study attempts to examine the prevalence of...

  11. Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction

    Janssen, O

    2001-01-01

    Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped demand-resp

  12. Self-Directed Job Search: An Introduction.

    Employment and Training Administration (DOL), Washington, DC.

    This document provides an introduction to a job search training activity--self-directed job search--which can be implemented by Private Industry Councils (PICs) or Comprehensive Employment and Training Act (CETA) Prime Sponsors. The first section introduces self-directed job search for the economically disadvantaged. The next section describes…

  13. Working Vacations: Jobs in Tourism and Leisure

    Torpey, Elka Maria

    2011-01-01

    Vacation jobs often mix work and play. For some, the job is their ticket to career happiness. The article's first section describes four jobs specific to entertainment and leisure: (1) cruise ship musician; (2) destination marketing manager; (3) resort activities director; and (4) river rafting guide. The second section helps a person decide if a…

  14. Popular Job

    2006-01-01

    In a tight job market, more and more young Chinese are opting for the civil service A hundred years after the 1,300-year-old imperial civil service examination system was abolished in the early 20th century, the Confucian idea that one who excels academically should pursue a career in government service seems to have become popular again among young Chinese. But the view now has

  15. Steve Jobs

    Christensen, Julie Sophie; Nielsen, Jonas; Mørk, Maj Keum Ji Helweg; Mammen, Diana; Kristiansen, Mikkel Vestergaard; Welch, Nadia Guldbæk

    2013-01-01

    Apple is perhaps today one of the most successful technological brands on the market. This company has introduced various products to the consumers, which in a relatively short time has managed to establish a world wide trend based on a functional and aesthetic design. In this project, the primary interest lies in how Apple has achieved this kind of success revolved around the late founder Steve Jobs, who undoubtedly appears as one of the central figures in creating the status that Apple h...

  16. Comparison of a Constant Air Volume (CAV) and a Demand Controlled Ventilation (DCV) System in a Residential Building

    Mortensen, Dorthe Kragsig; Nielsen, Toke Rammer; Topp, Claus

    The aim of this paper was to compare the indoor climate and the energy performance of a Constant Air Volume (CAV) system of 0.5h-1 with a Demand Controlled Ventilation (DCV) system controlled by occupancy and relative humidity for a studio apartment. Furthermore the impact of building materials...... hygroscopic properties on indoor climate and energy consumption was investigated for the two systems. Dynamic simulations of the studio apartment were carried out in the program WUFI+ with weather data from Copenhagen including outside temperature end relative humidity. For the non-hygroscopic case it was...

  17. Job engagement, job satisfaction, and contrasting associations with person-job fit.

    Warr, Peter; Inceoglu, Ilke

    2012-04-01

    Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being. PMID:22308964

  18. Occupational coping self-efficacy explains distress and well-being in nurses beyond psychosocial job characteristics

    Renato ePisanti; Margot evan der Doef; Stan eMaes; Caterina eLombardo; David eLazzari; Cristiano eViolani

    2015-01-01

    Aims: The main purpose of the present study was to extend the Job Demand Control Support (JDCS) model analyzing the direct and interactive role of occupational coping self-efficacy (OCSE) beliefs. Background: OCSE concern an individual's beliefs about one's ability to cope with occupational stressors. The interplay between occupational stressors, job resources and self-efficacy beliefs is poorly investigated. The present research attempts to address this gap.Design: Cross-sectional survey.Met...

  19. Occupational coping self-efficacy explains distress and well-being in nurses beyond psychosocial job characteristics

    Pisanti, Renato; van der Doef, Margot; Maes, Stan; Lombardo, Caterina; Lazzari, David; Violani, Cristiano

    2015-01-01

    Aim: The main purpose of the present study was to extend the Job Demand Control Support (JDCS) model analyzing the direct and interactive role of occupational coping self-efficacy (OCSE) beliefs. Background: OCSE refers to an individual’s beliefs about their ability to cope with occupational stressors. The interplay between occupational stressors, job resources, and self-efficacy beliefs is poorly investigated. The present research attempts to address this gap. Design: Cross-sectional s...

  20. Prevalence of cardiovascular health and its relationship with job strain: a cross-sectional study in Taiwanese medical employees

    Chou, Li-Ping; Tsai, Chiang-Chin; Li, Chung-Yi; Hu, Susan C

    2016-01-01

    Objectives To explore the prevalence and associated factors of cardiovascular health as defined by the AHA among different job categories in health settings. Methods This is a cross-sectional and hospital-based survey. A total of 1329 medical professionals with a mean age of 38 years in a regional hospital in Taiwan were recruited. Information for seven combined indicators including blood pressure, fasting sugar, blood cholesterol, body mass index, time of physical activity, dietary pattern and smoking status was obtained from the employees' health profiles and questionnaires. Degree of job strain was evaluated by the Chinese version of the Job Content Questionnaire, which was derived from Karasek's demand-control model. Three types of cardiovascular health were identified as poor, intermediate and ideal. Results Prevalence of cardiovascular health in this study's population was ideal in 0.2% of the sample, intermediate in 20.6% and poor in 79.2%. There was a significantly higher percentage of poor health in workers with high strain (85.1%), and in the professions of nurse (85.3%) and physician assistant (83.1%). In the multivariate analysis, the only significant factor correlated with job strain was physical inactivity. After being adjusted, workers with high strain exhibit a higher prevalence of physical inactivity compared to those with low strain (OR 1.9, 95% CI 1.38 to −2.81). Conclusions Physical inactivity is the only significant factor correlated with job strain and is associated with a work situation characterised by high strain and the professions of nurse and physician assistant. Strategies for workplace health promotion should focus on employee health literacy and motivation to exercise regularly. PMID:27044581

  1. Stress and Job Performance

    Mirela-Mihaela Dogaru; Irina Donciu

    2014-01-01

    Solving problems irrational and poor health status of employees, has symptoms of excessive stimulation, boredom and depression has while symptoms of insufficient stimulation. Work analysis is of particular importance both in human resource management and organizational stress management, representing a systematic process for determining the skills, responsibilities and knowledge required for a particular job working in year organization, i.e. the provision of certain activities within organiz...

  2. Performance of a demand controlled mechanical extract ventilation system for dwellings

    I. Pollet

    2013-10-01

    Full Text Available The main aim of ventilation is to guarantee a good indoor air quality, related to the energy consumed for heating and fan(s. Active or passive heat recovery systems seem to focus on the reduction of heating consumption at the expense of fan electricity consumption and maintenance. In this study, demandcontrolled mechanical extract ventilation systems of Renson (DCV1 and DCV2, based on natural supply in the habitable rooms and mechanical extraction in the wet rooms (or even the bedrooms, was analysed for one year by means of multi-zone Contam simulations on a reference detached house and compared with standard MEV and mechanical extract ventilation systems with heat recovery (MVHR. To this end, IAQ, total energy consumption, CO2 emissions and total cost of the systems are determined. The results show that DCV systems with increased supply air flow rates or direct mechanical extract from bedrooms can significantly improve IAQ, while reducing total energy consumption compared to MEV. Applying DCV reduces primary heating energy consumption and yearly fan electricity consumption at most by 65% to 50% compared to MEV. Total operational energy costs and CO2 emissions of DCV are similar when compared to MVHR. Total costs of DCV systems over 15 years are smaller when compared to MVHR due to lower investment and maintenance costs.

  3. Overcoming job stress

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  4. Job burnout.

    Maslach, C; Schaufeli, W B; Leiter, M P

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being. PMID:11148311

  5. Demand controlled ventilation in single-family homes; Behovstyret ventilation til enfamiliehuse

    Rammer Nielsen, T.; Drivsholm, C.; Rudolph Hansen, M.P.; Kragh, J.

    2009-12-15

    This project investigated two different control strategies: A simple and cheap strategy and an advanced and expensive strategy: 1. Simple control: The ventilation rate is varied only on the whole building level giving an average ventilation rate of either 0.1 l/(s m{sup 2}) or 0.35 l/(s m{sup 2}). The air change rate is controlled by sensors in the air handling unit measuring relative humidity, temperature and CO{sub 2}. The control is based on the CO{sub 2}-concentration and absolute humidity in the supply air and exhaust air. A fixed set point for the difference in CO{sub 2}-concentration between the exhaust and supply is used to decide if the ventilation rate is low or high. As supplement to the CO{sub 2} control the difference in absolute humidity between exhaust and supply is used to assure that the ventilation remain at the high level if there is a high level of humidity in the house. 2. Advanced control: The air change rate is varied dynamically for all living rooms giving an average air change for the house between 0.1 l/(s m{sup 2}) and 0.35 l/(s m{sup 2}). The air change rate in the living rooms is controlled by CO{sub 2}-sensors in each room and dampers in the room supply duct. Relative humidity is measured in the rooms with high moisture production to ensure that the highest air exchange is activated if the relative humidity in one of these rooms is too high. Even though the two strategies have been implemented and tested for a long period of time, only the simple control can be recommended. The simple control ensures that the air quality is almost the same as if the house was ventilated constantly at the high ventilation rate. Also the simple control only requires two CO{sub 2} sensors, two relative humidity sensors and two temperature sensors in the air handling unit. These sensors should be checked from time to time e.g. when filters are exchanged. The simple control is today used in meeting rooms, office rooms and daycare facilities in a modified

  6. Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees.

    Mark, George; Smith, Andrew P

    2012-01-01

    Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles. PMID:21271408

  7. External Job Churning and Internal Job Flexibility

    Peter Cappelli; David Neumark

    2001-01-01

    Concern about job instability and insecurity has a long history and has generated a considerable body of research across the social sciences, most recently focused on whether job stability and security have declined. Internally flexible systems for organizing work, sometimes called 'functionally flexible' systems, have been proposed as arrangements that can reduce job instability and insecurity by reducing the need for firms to rely on job cuts or contingent work to be able to respond to chan...

  8. The Job Search.

    Rolf, Marilyn

    1982-01-01

    Describes a college-level job search teaching unit that is a practical method of preparing appropriate resumes, participating in effective job interviews, and getting and keeping the job. The unit's four phases are explained: securing job leads, writing resumes and letters of application, the interview, and the postinterview. (CT)

  9. Use of job evaluation in competency management

    Köykkä, S. (Sari)

    2015-01-01

    Primary objective of this research is to study how job evaluation can be utilized in competency management in a contemporary knowledge-intensive organization. The subject of the study lacks recent research since job evaluation dates back to era of scientific management. The problem is studied from team managers’ perspective because they are key users of job evaluation and most influential actors in daily competency management activities. The research aims to bring understanding and new viewpo...

  10. Job Satisfaction and Job Performance at the Work Place

    Vanden Berghe, Jae Hyung

    2011-01-01

    The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...

  11. Class of 1987 Describes Salaries, Satisfaction Found in First Jobs.

    Becker, Lee B.; Engleman, Thomas E.

    1988-01-01

    Surveys 1987 graduates of journalism and mass communication programs to determine demographics, grade distribution, co-curricular activities, first jobs, employment status, type of work, job satisfaction, salaries, employment trends, and evaluation of college preparation. (MS)

  12. The Dynamics of Unemployment: Job Loss and Job Search.

    Amundson, Norman E.; Borgen, William A.

    1982-01-01

    Examines the dynamics of unemployment in terms of job loss and job search. Compares job loss to the grieving process and job search to burnout. Describes counseling strategies for people at various stages in the unemployment process. (Author)

  13. Pre-employment job orientation seminar - after two years

    Formerly, applicants for the Radiation Monitor job were primarily individuals with 4-yr degrees in the sciences or engineering, because of upgraded education requirements. Reynolds found, however, that they lost a very high percentage of such hirees within 4 months after training and going into the field - since they had felt they were hired for a white collar job. Therefore, they instituted the Pre-Employment Job Training Seminar for all applicants - a 40-minute slide presentation showing the Nevada Test Site Terrain; Radiation Monitor job locations such as tunnels, drill rigs, and a decontamination facility; and Radiation Monitors active in their job functions. In other words the earthy side of the job is depicted. Applicants still interested in the job after initial orientation stay for a 3-hour examination. The author expects future hiring at the technician level, with job requirements a high school diploma and science and math skills necessary for good job performance

  14. Correlation between nurse job burnout and salivary lysozyme activity%护士职业枯竭与唾液溶菌酶水平的关系

    田宏迩; 詹永国; 曹丽丽; 苏景国; 张宏; 朱华斌; 刘留留; 姜飞

    2015-01-01

    Objective To investigate the correlation between nurse job burnout and salivary lysozyme activity.Methods The saliva samples of 131 subjects were collected at four time points for two consecutive days with saliva collection tubes.The acquisition time points were 8:00 (baseline concentration),10:00 (morning),15:30 (afternoon),and 17:30 (recovery period).At the same time every subjects completed the job burnout questionnaire to investigate their general demographic characteristics and job burnout level.The salivary lysozyme concentration was measured with ELISA.The data were analyzed by partial correlation analysis and multiple stepwise regression analysis.Results There were significant differences in the salivary lysozyme activity between subjects with different ages,working years,and education levels.The work period vitality and the average energy of ≤ 30 age group were higher than other two groups and the recovery energy was higher than >35 age group.Working period vitality,the average energy of group >15 years were less than ≤ 10 years group.The work period energy and the average energy of university (college) and above group were lower than high school (secondary) and the following group.Job burnout and its three dimensions had a significant negative correlation with salivary lysozyme concentration (P<0.01).Depersonalization and emotional exhaustion were the negative impact factors for salivary lysozyme activity at baseline.Emotional exhaustion and personal fulfillment were the negative impact factors for salivary lysozyme activity during the working period.Personal fulfillment was the negative factor for salivary lysozyme activity during the recovery period and the average salivary lysozyme activity.Conclusion Salivary lysozyme activity is sensitive for nurse job burnout,so it can be used as an objective evaluation index of job burnout.%目的 探讨护士职业枯竭程度与唾液溶菌酶活力的关系.方法 采用唾液

  15. Job Oriented Monitoring Clusters

    Vijayalaxmi Cigala,

    2011-03-01

    Full Text Available There has been a lot of development in the field of clusters and grids. Recently, the use of clusters has been on rise in every possible field. This paper proposes a system that monitors jobs onlarge computational clusters. Monitoring jobs is essential to understand how jobs are being executed. This helps us in understanding the complete life cycle of the jobs being executed on large clusters. Also, this paper describes how the information obtained by monitoring the jobs would help in increasing the overall throughput of clusters. Heuristics help in efficient job distribution among the computational nodes, thereby accomplishing fair job distribution policy. The proposed system would be capable of loadbalancing among the computational nodes, detecting failures, taking corrective actions after failure detection, job monitoring, system resource monitoring, etc.

  16. Job mobility in Ireland

    Bergin, Ms. Adel

    2009-01-01

    This paper investigates the factors that determine job-to-job mobility in Ireland over the period 1995 to 2001. It finds that labour market experience, working in the public sector, whether a person is overskilled, the sector they work in and their occupation are important determinants of voluntary job change. The paper finds the rate of voluntary job mobility in Ireland trebled over the period 1995 to 2000. The sample is divided into two time periods and a decomposition technique is applied ...

  17. Assessment of job stress factors and organizational personality types for procedure-based jobs in nuclear power plants

    The purpose of this study is to assess the organizational types and the job stress factors that affect procedure-based job performances in nuclear power plants. We derived 24 organizational factors affecting job stress level in nuclear power plants from the job stress analysis models developed by NIOSH, JDI, and IOR. Considering the safety characteristics in the operating tasks of nuclear power plants, we identified the job contents and characteristics through the analyses of job assignments that appeared in the organizational chart and the results of an activity-based costing. By using questionnaire surveys and structured interviews with the plant personnel and expert panels, we assessed 70 jobs among the 777 jobs managed officially in accordance with the procedures. They consist of the representative jobs of each department and are directly related to safety. We utilized the organizational personality type indicators to characterize the personality types of each organization in nuclear power plants. (author)

  18. Job Prospects for Civil Engineers.

    Basta, Nicholas

    1985-01-01

    Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction. The subspecialty of structural engineering has a growing need in…

  19. The perception of job insecurity: Organisational antecedents, employee experiences and outcomes for health and safety

    Størseth, Fred

    2005-01-01

    Job insecurity is a well documented correlate to the organisational change activities of contemporary working life. Job insecurity refers to a state in which employees experience their jobs as being threatened, combined with a sense of powerlessness to do something about this threat (Ashford, Lee, & Bobko, 1989). The thesis considered job insecurity as a perceptual phenomenon, i.e. job insecurity was measured as an experiential phenomenon. Furthermore, the perception of job insecurity was...

  20. Finding a Job in Higher Education in Art Education.

    Rice, Roberta W.

    This booklet for art education graduate students discusses the successful preparation and strategies for seeking employment with colleges and universities. Discussion of the job search process includes: (1) job descriptions; (2) college and university search activities; (3) job search preparation; and (4) preparation of vita, letters of…

  1. Steve Jobs: Nobel Laureate

    Garry Jacobs

    2013-05-01

    Full Text Available The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of millions of people. Jobs demonstrated that the real basis of economic value is providing valuable products and services that fulfill human needs and aspirations, not unregulated markets and financial speculation. His apparent failures point to the dual nature of uncertainty that presides over all human activity - both the ever present threat of error and the untold opportunities hidden behind the veil. Widely regarded as a genius for inventing better products, his greatest commercial achievement has been in recognizing the central importance of services in modern society and fashioning integrated social service systems within which products act as an enabling technology.

  2. Relationships Between Design Characteristics of Avionics Subsystems and Training Cost, Training Difficulty, and Job Performance. Final Report, Covering Activity from 1 July 1971 Through 1 September 1972.

    Lintz, Larry M.; And Others

    A study investigated the relationship between avionics subsystem design characteristics and training time, training cost, and job performance. A list of design variables believed to affect training and job performance was established and supplemented with personnel variables, including aptitude test scores and the amount of training and…

  3. Estimating job runtime for CMS analysis jobs

    The basic premise of pilot systems is to create an overlay scheduling system on top of leased resources. And by definition, leases have a limited lifetime, so any job that is scheduled on such resources must finish before the lease is over, or it will be killed and all the computation is wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users' jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the Compact Muon Solenoid (CMS) experiment's Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  4. Estimating job runtime for CMS analysis jobs

    Sfiligoi, Igor

    2013-01-01

    The basic premise of pilot systems is to create an overlay scheduling system on top of leased resources. And by definition, leases have a limited lifetime, so any job that is scheduled on such resources must finish before the lease is over, or it will be killed and all the computation wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the CMS Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  5. Job Finding, Job Loss and Consumption Behaviour

    Koç, E.

    2015-01-01

    According to the permanent income / life-cycle hypothesis (PILCH), under standard preferences anticipated changes in employment status should not affect the changes in consumption. In this paper, we investigate the consumption behaviour of individuals who lose their jobs and those who find a job. For a representative sample of American households anticipated changes between employment and unemployment states are identified using monthly transition expectations. Firstly, it is shown that expec...

  6. Evidence of Validity of the Job Crafting Behaviors Scale

    Renata Silva de Carvalho Chinelato

    2015-12-01

    Full Text Available AbstractJob crafting behavior refers to the changes made by workers in their job context for adjusting their activities to their preferences. We sought to adapt and collect validity evidences of the Job Crafting Behaviors Scale for the Brazilian context, in a sample of 491 workers, with a mean age of 26.7 years. Factor analysis revealed that the final instrument consisted of three dimensions (increasing structural job resources, increasing social job resources, increasing challenging job demands, which showed good internal consistency indexes. These dimensions showed low or moderate correlations with work engagement, positive psychological capital, positive job affect, and in-role performance. The scale showed evidence of validity, the use of which is recommended for future research on the changes that people make in their jobs.

  7. Do job security guarantees work?

    Bryson, Alex; Cappellari, Lorenzo; Lucifora, Claudio

    2004-01-01

    We investigate the effect of employer job security guarantees on employee perceptions of job security. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we find job security guarantees reduce employee perceptions of job insecurity. This finding is robust to endogenous selection of job security guarantees by employers engaging in organisational change and workforce reductions. Furthermore, there is no evidence that increased job security through job...

  8. Job Strain and Cognitive Decline: A Prospective Study of the Framingham Offspring Cohort

    W Agbenyikey

    2015-03-01

    Full Text Available Background: Workplace stress is known to be related with many behavioral and disease outcomes. However, little is known about its prospective relationship with measures of cognitive decline.Objective: To investigate the association of job strain, psychological demands and job control on cognitive decline.Methods: Participants from Framingham Offspring cohort (n=1429, were assessed on job strain, and received neuropsychological assessment approximately 15 years and 21 years afterwards.Results: High job strain and low control were associated with decline in verbal learning and memory. Job strain was associated with decline in word recognition skills. Active job and passive job predicted decline in verbal learning and memory relative to low strain jobs in the younger subgroup. Active job and demands were positively associated with abstract reasoning skills.Conclusions: Job strain and job control may influence decline in cognitive performance.

  9. Job Hunter's Guide Featuring the Seek-a-Job Flock.

    East Texas State Univ., Commerce. Educational Development and Training Center.

    This job hunter's guide features the "Seek-a-Job Flock," a set of bird characters that humorously help to illustrate job hunting basics. The guide contains five sections: (1) how to find job openings; (2) how to make the interview appointment; (3) how to complete the job application form; (4) how to act during the interview; and (5) how to follow…

  10. [Assessment of job strain and its consequencies in a large public organisation. Findings from the SEMM Study].

    Ferrario, M M; Cimmino, L; Ganna, A; Cambiano, V; Borchini, R; Cesana, G

    2008-01-01

    The demand-control model originally developed by Robert Karasek is in Italy the preferred tool to investigate perceived work stress due to work-related organizational constrains. We wish to report the comprehensive results of the SEMM Study, carried on a wide sample of civil servants. N. 5271 women and 2601 men, employed at the Municipality of Milan in the years 1991-1996 were enrolled into the study. The overall participation rate was high in both gender group (75% or more), indicating a good compliance of employees for health prevention programmes carried out in work settings. Each participant, who has given consent, in addition to the medical examinations and biological tests related to the investigation of work exposures, underwent to a structured procedure to measure cardiovascular risk factors, according to the methods developed in the WHO MONICA Project, job strain adopting the Job Content Questionnaire (JCQ), and the Baecke Questionnaire to investigate major quotes of physical activity. In this contest the JCQ has shown an acceptable level of internal and external consistency as well as of acceptance, measured by employees compliance. Psychological job demand and decision latitude can be assessed with two different JCQ revisions available in Italian, which were validated with the contribution of the author, at different complexity, but with comparable results of weighted scores. For a comprehensive assessment of the working conditions social support at work is also of relevance. In the work public sector considered, the JCQ major scores resulted to be valid descriptors of key aspects of the work organization. The concurrent assessment of sick leaves, known marker of burnout, allows to identify work- and individual-related determinants and, in a specific work setting, to give indications for coping actions which may improve workers' integration. In addition, the assessment of cardiovascular risk factors, carried out with standardised and then reliable

  11. Computer Programming Job Analysis

    Debdulal Dutta Roy

    2002-01-01

    This study investigated relative uses of computer programming job characteristics across different organizations and effects of different demographic variables on job analysis ratings. Data were collected from 201 computer programers of 6 different organizations through checklist. Principal component analysis noted four mostly used job characteristics as program writing and testing, human relations, data analysis and user satisfaction. Of them only data analysis differed among different organ...

  12. Experimentation and Job Choice

    2012-01-01

    In this article, we examine optimal job choices when jobs differ in the rate at which they reveal information about workers' skills. We then analyze how the optimal level of experimentation changes over a worker's career and characterize job transitions and wage growth over the life cycle. Using the Dictionary of Occupational Titles merged with the National Longitudinal Survey of Youth 1979, we then construct an index of how much information different occupations reveal about workers' skills ...

  13. Affecting Girls' Activity and Job Interests Through Play: The Moderating Roles of Personal Gender Salience and Game Characteristics.

    Coyle, Emily F; Liben, Lynn S

    2016-03-01

    Gender schema theory (GST) posits that children approach opportunities perceived as gender appropriate, avoiding those deemed gender inappropriate, in turn affecting gender-differentiated career trajectories. To test the hypothesis that children's gender salience filters (GSF-tendency to attend to gender) moderate these processes, 62 preschool girls (M = 4.5 years) were given GSF measures. Two weeks later, they played a computer game about occupations that manipulated the game-character's femininity (hyperfeminized Barbie vs. less feminized Playmobil Jane). Following game play, girls' interests in feminine activities showed an interaction of game condition and GSF: High-GSF girls showed intensified feminine activity interests only with Barbie; low-GSF girls showed no change with either character. Neither GSF nor game condition affected occupational interests. Implications for GST, individual differences, and occupational interventions are discussed. PMID:26548652

  14. Job Sharing in the Endomembrane System: Vacuolar Acidification Requires the Combined Activity of V-ATPase and V-PPase.

    Kriegel, Anne; Andrés, Zaida; Medzihradszky, Anna; Krüger, Falco; Scholl, Stefan; Delang, Simon; Patir-Nebioglu, M Görkem; Gute, Gezahegn; Yang, Haibing; Murphy, Angus S; Peer, Wendy Ann; Pfeiffer, Anne; Krebs, Melanie; Lohmann, Jan U; Schumacher, Karin

    2015-12-01

    The presence of a large central vacuole is one of the hallmarks of a prototypical plant cell, and the multiple functions of this compartment require massive fluxes of molecules across its limiting membrane, the tonoplast. Transport is assumed to be energized by the membrane potential and the proton gradient established by the combined activity of two proton pumps, the vacuolar H(+)-pyrophosphatase (V-PPase) and the vacuolar H(+)-ATPase (V-ATPase). Exactly how labor is divided between these two enzymes has remained elusive. Here, we provide evidence using gain- and loss-of-function approaches that lack of the V-ATPase cannot be compensated for by increased V-PPase activity. Moreover, we show that increased V-ATPase activity during cold acclimation requires the presence of the V-PPase. Most importantly, we demonstrate that a mutant lacking both of these proton pumps is conditionally viable and retains significant vacuolar acidification, pointing to a so far undetected contribution of the trans-Golgi network/early endosome-localized V-ATPase to vacuolar pH. PMID:26589552

  15. When Does Social Capital Matter? Non-Searching for Jobs across the Life Course

    McDonald, Steve; Elder, Glen H., Jr.

    2006-01-01

    Non-searchers--people who get their jobs without engaging in a job search--are often excluded from investigations of the role of personal relationships in job finding processes. This practice fails to capture the scope of informal job matching activity and underestimates the effectiveness of social capital. Moreover, studies typically obtain…

  16. Optimal clustering of frequency-constrained maintenance jobs with shared set-ups

    Dijkhuizen, van Gerhard; Harten, van Aart

    1997-01-01

    Since maintenance jobs often require one or more set-up activities, joint execution or clustering of maintenance jobs is a powerful instrument to reduce shut-down costs. We consider a clustering problem for frequency-constrained maintenance jobs, i.e. maintenance jobs that must be carried out with a

  17. Job demands and job resources in the ministry

    Chenell Buys; Sebastiaan Rothmann

    2009-01-01

    The objective of this study was to investigate ministers’  job demands and  job resources using a qualitative design (n = 9). Fifteen themes emerged from the interviews. A cross-sectional survey design was used to study ministers’ experiences of job demands and job resources (N = 115). A principal factor analysis with a varimax rotation resulted in eight reliable factors. These factors included as job demands: pace and amount of work and emotional demands; and as job resources: growth opportu...

  18. Job characteristics: their relationship to job satisfaction, stress and depression

    Steyn, Renier; Vawda, Naseema

    2014-01-01

    This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task signi...

  19. Job characteristics as determinants of job satisfaction and labour mobility

    Cornelißen, Thomas

    2006-01-01

    This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel (GSOEP) in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job, which are qualified as status, physical strain, autonomy, advancement opportunities, social relations at the work place, work time and job security. The effects of these facto...

  20. Association between job strain (high demand-low control and cardiovascular disease risk factors among petrochemical industry workers

    Siamak Poorabdian

    2013-08-01

    Full Text Available Objective: One of the practical models for assessment of stressful working conditions due to job strain is "job demand and control" or Karasek's job strain model. This model explains how adverse physical and psychological effects including cardiovascular disease risk factors can be established due to high work demand. The aim was to investigate how certain cardiovascular risk factors including body mass index (BMI, heart rate, blood pressure, serum total cholesterol levels, and cigarette smoking are associated with job demand and control in workers. Materials and Methods: In this cohort study, 500 subjects completed "job demand and control" questionnaires. Factor analysis method was used in order to specify the most important "job demand and control" questions. Health check-up records of the workers were applied to extract data about cardiovascular disease risk factors. Ultimately, hypothesis testing, based on Eta, was used to assess the relationship between separated working groups and cardiovascular risk factors (hypertension and serum total cholesterol level. Results: A significant relationship was found between the job demand-control model and cardiovascular risk factors. In terms of chisquared test results, the highest value was assessed for heart rate (Chi2 = 145.078. The corresponding results for smoking and BMI were Chi2 = 85.652 and Chi2 = 30.941, respectively. Subsequently, Eta result for total cholesterol was 0.469, followed by hypertension equaling 0.684. Moreover, there was a significant difference between cardiovascular risk factors and job demand-control profiles among different working groups including the operational group, repairing group and servicing group. Conclusion: Job control and demand are significantly related to heart disease risk factors including hypertension, hyperlipidemia, and cigarette smoking.

  1. Job Search Behaviour and Job Search Success of the Unemployed

    Eppel, Rainer; Mahringer, Helmut; Weber, Andrea

    2014-01-01

    We combine information from a job-seeker survey and two sources of administrative data to shed light on the job search behaviour and job search success of the unemployed. Our particular focus is on the way the Public Employment Service (AMS) shapes job search effort and outcomes in terms of the exit rate to work and of post-unemployment job match quality. Job-seekers attach a high value to internet job search, but social networks are by far the most promising job search channel. The AMS has a...

  2. College Students’ Job Hunting

    2012-01-01

    Nowadays, the employment of college students is becoming more and more of a problem. About a decade ago, university students could find satisfactory and enviable jobs after graduation, while the things are quite different at present. In addition, according to statistics, about 30% of graduate students can't find a job but stay at home after graduation.

  3. Learning on the Job

    Hand, Alyse; Winningham, Kathleen

    2009-01-01

    Many students recognizes the value of participating in an internship program. The experience benefits not only students and potential future employers, but colleges, too--not the mention the workforce. Internships often equip students with a competitive advantage over other job seekers. On-the-job programs not only allow students to discover the…

  4. Investment Opportunities & Job Information

    2007-01-01

    2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will he held in Beijing Swissotel(Hong Kong Macao Center)on April 14,and in the Shanghai Library on April 21. Dozens of employers from educational institutions.

  5. Investment Opportunities & Job Information

    2007-01-01

    2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educational institutions, lang

  6. MY CHOICE FOR JOB

    2012-01-01

    A recent survey shows that people who get highersalaries generally work longer hours than those who getlower salaries.Some people favor higher-paying jobs,even though such jobs always result in longer worktime.They believe that money is so indispensable in

  7. Investment Opportunities & Job Information

    2007-01-01

    resume@chinajob.com 2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educationa

  8. Investment Opportunities & Job Information

    2007-01-01

    The 2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educational institutions,

  9. Job Redesign Improves Productivity

    Kraft, W. Philip; Williams, Kathleen L.

    1975-01-01

    The unique challenges presented in good banking business are approached through the concept of job enrichment. Described in this article is one consulting firm's experience with one bank--how they transformed job satisfaction, motivation, and performance into useable tools benefiting the individual and the organization. (Author)

  10. Designing job enrichment projects.

    Clakeley, G L

    1988-01-01

    This paper describes a management strategy for a job satisfaction program utilized in a large occupational therapy department. The goal of the program is to retain satisfied, productive employees and reduce attrition of therapists and assistants. The use of job enrichment projects for occupational therapy assistants will be presented with brief descriptions of two projects. PMID:23944880

  11. Job Enrichment in Extension.

    Fourman, Louis S.; Jones, Jo

    1997-01-01

    Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

  12. Job Strain in Physical Therapists

    Campo, Marc A.; Weiser, Sherri; Koenig, Karen L.

    2009-01-01

    Background: Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed.

  13. Job Stress Across Gender: The Importance of Emotional and Intellectual Demands and Social Support in Women

    María José Montero-Simó

    2013-01-01

    Full Text Available This study aims to analyse whether any differences exist between the genders with respect to the effect of perceived Job Demands, Control and Support (JDCS model on how individuals reach high levels of job stress. To do this, the perceived risk of suffering an illness or having an accident in the workplace is used as an outcome measure. The study is based on the First Survey on Working Conditions in Andalusia, which has a sample of 5,496 men and 2,779 women. We carry out a multi-sample analysis with structural equation models, controlling for age and sector. The results show that the generation of job stress has a different pattern in men and women. In the case of men, the results show that only one dimension of the job demands stressor is significant (quantitative demands, whose effect on job stress is weakened slightly by the direct effects of control and support. With women, in contrast, emotional and intellectual aspects (qualitative demands are also statistically significant. Moreover, social support has a greater weakening effect on the levels of job stress in women than in men. These results suggest that applying the JDCS model in function of the gender will contribute to a greater understanding of how to reduce the levels of job stress in men and women, helping the design of more effective policies in this area.

  14. Academic Work, Working Conditions and Job Satisfaction

    Kwiek, Marek; Antonowicz, Dominik

    2013-01-01

    In this analysis of changing academic work, working conditions and job satisfaction in Europe, we present the academics’ assessment of facilities, resources and personnel.Subsequently, an overview will be provided about the academic workload and allocation of time between the four major types of academic activities: teaching, research, service and administration. A further section will discuss job satisfaction and academics’ income. This chapter provides a general picture of the v...

  15. Job Shop Scheduling Problem: an Overview

    Arisha, Amr; Young, Paul; El Baradie, Mohie

    2001-01-01

    The Job-shop scheduling is one of the most important industrial activities, especially in manufacturing planning. The problem complexity has increased along with the increase in the complexity of operations and product-mix. To solve this problem, numerous approaches have been developed incorporating discrete event simulation methodology. The scope and the purpose of this paper is to present a survey which covers most of the solving techniques of Job Shop Scheduling (JSS) problem. A classifica...

  16. Not all job demands are equal: differentiating job hindrances and job challenges in the Job Demands-Resources model

    Van den Broeck, Anja; De Cuyper, Nele; De Witte, Hans; Vansteenkiste, Maarten

    2010-01-01

    This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job-Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analys...

  17. Job Strain and Self-Reported Insomnia Symptoms among Nurses: What about the Influence of Emotional Demands and Social Support?

    Luciana Fernandes Portela

    2015-01-01

    Full Text Available Job strain, derived from high psychological demands and low job control, is associated with insomnia, but information on the role of emotional demands and social support in this relationship is scarce. The aims of this study were (i to test the association between job strain and self-reported insomnia symptoms, (ii to evaluate the combination of emotional demands and job control regarding insomnia symptoms, and (iii to analyze the influence of social support in these relationships. This cross-sectional study refers to a sample of nurses (N = 3,013 and N = 3,035 for Job Strain and Emotional demand-control model, resp. working at public hospitals in Rio de Janeiro, Brazil. Data were collected through a self-report questionnaire. The prevalence of insomnia symptoms was 34.3%. Job strain was associated with increased odds for insomnia symptoms (OR: 2.20; the same result was observed with the combination of emotional demands and low job control (OR: 1.99. In both models, the inclusion of low social support combined with high demands and low job control led to increased odds for insomnia symptoms, compared to groups with high social support from coworkers and supervisors. Besides job strain, the study of emotional demands and social support are promising with regards to insomnia symptoms, particularly among nurses.

  18. Job Strain and Self-Reported Insomnia Symptoms among Nurses: What about the Influence of Emotional Demands and Social Support?

    Portela, Luciana Fernandes; Kröning Luna, Caroline; Rotenberg, Lúcia; Silva-Costa, Aline; Toivanen, Susanna; Araújo, Tania; Griep, Rosane Härter

    2015-01-01

    Job strain, derived from high psychological demands and low job control, is associated with insomnia, but information on the role of emotional demands and social support in this relationship is scarce. The aims of this study were (i) to test the association between job strain and self-reported insomnia symptoms, (ii) to evaluate the combination of emotional demands and job control regarding insomnia symptoms, and (iii) to analyze the influence of social support in these relationships. This cross-sectional study refers to a sample of nurses (N = 3,013 and N = 3,035 for Job Strain and Emotional demand-control model, resp.) working at public hospitals in Rio de Janeiro, Brazil. Data were collected through a self-report questionnaire. The prevalence of insomnia symptoms was 34.3%. Job strain was associated with increased odds for insomnia symptoms (OR: 2.20); the same result was observed with the combination of emotional demands and low job control (OR: 1.99). In both models, the inclusion of low social support combined with high demands and low job control led to increased odds for insomnia symptoms, compared to groups with high social support from coworkers and supervisors. Besides job strain, the study of emotional demands and social support are promising with regards to insomnia symptoms, particularly among nurses. PMID:26557699

  19. Job Security as an Endogenous Job Characteristic

    Jahn, Elke; Wagner, Thomas

    with weak JS-preferences trade JS for higher wages. The rela-tion between optimal job insecurity and the perceived dismissal probability is hump-shaped. If firms observe demand, but workers do not, separation is not contractible and firms dismiss workers at-will. Although the workers are risk...

  20. Gender Differences in the Effects of Job Control and Demands on the Health of Korean Manual Workers.

    Kim, HeeJoo; Kim, Ji Hye; Jang, Yeon Jin; Bae, Ji Young

    2016-03-01

    We used the job-demand-control model to answer our two research questions concerning the effects of working conditions on self-rated health and gender differences and the association between these working conditions and health among Korean manual workers. Since a disproportionate representation of women in nonstandard work positions is found in many countries, including Korea, it is important to examine how working conditions explain gender inequality in health. We used data from the 2008-2009 Korean National Health and Nutrition Examination Survey and analyzed a total sample of 1,482 men and 1,350 women using logistic regression. We found that job control was positively related to self-rated health, while both physical and mental job demands were negatively related to self-rated health. We also found significant interaction effects of job demands, control, and gender on health. Particularly, female workers' health was more vulnerable to mentally demanding job conditions. We discussed theoretical and practice implications based on these findings. PMID:25424487

  1. The God of Job

    Leonard Mare

    2012-02-01

    Full Text Available God is often portrayed extremely negatively in the Old Testament. For example, in the Book of Nahum God is pictured as being responsible for the most horrifying violence imaginable. This negative portrayal of God is also found in the Book of Job. God is responsible for the suffering that his righteous servant Job, has to endure. He is even manipulated by the satan to allow him free reign in attacking Job. God even acknowledges that the misery and pain inflicted on Job, was for no reason. Job�s children are killed in order for God to prove a point, and in his response to Job�s suffering, he doesn�t even address the issue of Job�s suffering. This is a picture of a very cruel, vicious God. This article investigates the negative, disturbing images of God in the Book of Job. Are these images of God who God really is, or is the God of Job a literary construct of the author? The focus of this study is on the prologue and epilogue to the book, as well as the speeches of God in Job 38�41.

  2. Job monitoring on the WLCG scope: Current status and new strategy

    Andreeva, J; Belov, S; Casey, J; Dvorak, F; Gaidioz, B; Karavakis, E; Kodolova, O; Kokoszkiewicz, L; Krenek, A; Lanciotti, E; Maier, J; Mulac, M; Rocha Da Cunha Rodrigues, D F; Rocha, R; Saiz, P; Sidorova, I; Sitera, J; Tikhonenko, E; Vaibhav, K; Vocu, M

    2010-01-01

    Job processing and data transfer are the main computing activities on the WLCG infrastructure. Reliable monitoring of the job processing on the WLCG scope is a complicated task due to the complexity of the infrastructure itself and the diversity of the currently used job submission methods. The paper will describe current status and the new strategy for the job monitoring on the WLCG scope, covering primary information sources, job status changes publishing, transport mechanism and visualization.

  3. Job Displacement and Crime

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing a...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  4. On Job Rotation

    Metin M. Cosgel; Thomas J. Miceli

    1998-01-01

    A fundamental principle of economics with which Adam Smith begins The Wealth of Nations is the division of labor. Some firms, however, have been pursuing a practice called job rotation, which assigns each worker not to a single and specific task but to a set of several tasks among which he or she rotates with some frequency. We examine the practice of job rotation as a serious alternative to specialization, with three objectives. The first is to consider current and historical examples of job...

  5. Branding McJobs

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...... receive from the organization. Symbolic compensation refers to the grocery store’s ability to divert attention from the McJob reality by providing symbolic value that is central to employees’ identity construction. We discuss our findings and outline their implications for a critical understanding of...

  6. Job demands and job resources in the ministry

    Chenell Buys

    2009-04-01

    Full Text Available The objective of this study was to investigate ministers’  job demands and  job resources using a qualitative design (n = 9. Fifteen themes emerged from the interviews. A cross-sectional survey design was used to study ministers’ experiences of job demands and job resources (N = 115. A principal factor analysis with a varimax rotation resulted in eight reliable factors. These factors included as job demands: pace and amount of work and emotional demands; and as job resources: growth opportunities,  instrumental support, congregational support, autonomy, social support and job significance.

  7. Occupational coping self-efficacy explains distress and well-being in nurses beyond psychosocial job characteristics

    Renato ePisanti

    2015-08-01

    Full Text Available Aims: The main purpose of the present study was to extend the Job Demand Control Support (JDCS model analyzing the direct and interactive role of occupational coping self-efficacy (OCSE beliefs. Background: OCSE concern an individual's beliefs about one's ability to cope with occupational stressors. The interplay between occupational stressors, job resources and self-efficacy beliefs is poorly investigated. The present research attempts to address this gap.Design: Cross-sectional survey.Method: Questionnaire data from 1479 nurses (65% response were analyzed. Hierarchical regression analyses were used to test the direct and moderating role of OCSE in conjunction with job demands (i.e., time pressure, and two job resources: job control (i.e., decision latitude and skill discretion and social support (i.e., supervisor support and coworker support in predicting psychological distress and well-being.Results: Our findings indicated that high demands, low job control and low social support additively predicted the distress/well-being outcomes (job satisfaction, emotional exhaustion, depersonalization, psychological distress, and somatic complaints. Beyond the main effects, no significant interactive effects of demands, control, and support were found. Occupational coping self-efficacy (OCSE accounted for an additional 1% to 4% of the variance in the outcomes, after controlling for the JDCS variables. In addition, the results indicate that occupational coping self-efficacy buffers the association between low job control and the distress dimensions emotional exhaustion, depersonalization, and psychological distress. Low control was detrimental only for nurses with low occupational coping self-efficacy.Conclusion: Our results suggest expanding the JDCS model incorporating individual characteristics such as occupational coping self-efficacy beliefs, for predicting psychological distress and well-being. Limitations of the study and practical implications

  8. Jobs, Jobs, Jobs: A "New" Perspective on Protectionism

    Costinot, Arnaud

    2008-01-01

    This paper analyzes the determinants of protectionism in a small open economy with search frictions a la PISSARIDES (2000). In equilibrium, jobs generate rents in each sector. Like in the Ricardo-Viner model, the magnitude of those rents may depend on the level of trade protection. The distinct feature of our model is that trade protection may also affect the access to those rents. By raising the domestic price of a given good, a government may attract more firms in a given industry. Thi...

  9. Changes in job stability - evidence from lifetime job histories

    Rokkanen, Miikka; Uusitalo, Roope

    2010-01-01

    We use individual-level panel data spanning over 42 years from the pension records to evaluate changes in job stability in Finland between 1963 and 2004. Compared with previous research on job stability we cover much longer period and for some cohorts observe the entire lifetime job histories. These data allow us to study job stability using standard duration models instead of simply examining changes in elapsed tenure. We find that hazard of job loss increased during the recession years in t...

  10. Job Satisfaction in Britain: Individual and Job Related Factors

    Saziye Gazioglu; Aysit Tansel

    2003-01-01

    Recently there is a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labor market behavior such as productivity, quits and absenteeism. Recent work examined job satisfaction in relation to various factors. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. We use a unique data of 28 240 British employees Workplace Employee Relations Survey (WERS97). Our data set is lar...

  11. Job-to-Job Flows in the Great Recession

    Henry Hyatt; Erika McEntarfer

    2012-01-01

    We develop prototype job-to-job flow measures to provide new evidence on labor turnover and earnings dynamics in the Great Recession. We find a sharp drop in job mobility in the Great Recession, much sharper than the previous recession, and higher earnings penalties for job transitions with an intervening nonemployment spell. Focusing on residential construction separators in particular, we find increasing rates of industry change and higher earnings penalties from job change in the Great Rec...

  12. Does Low Job Satisfaction Lead to Job Mobility?

    Kristensen, Nicolai; Westergård-Nielsen, Niels Christian

    2004-01-01

    This paper seeks to analyse the role of job satisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of job satisfaction, which is a subjective measure, does improve the ability to predict actual quit behaviour: Low overall job satisfaction significantly increases the probability of quit. Various job satisfaction domains are ranked according to their ability to predi...

  13. Does low job satisfaction lead to job mobility?

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

    2004-01-01

    This paper seeks to analyse the role of job satisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of job satisfaction, which is a subjective measure, does improve the ability to predict actual quit behaviour: Low overall job satisfaction significantly increases the probability of quit. Various job satisfaction domains are ranked according to their ability to predi...

  14. Investment Opportunities & Job Information

    2007-01-01

    Job Fair for Foreigners, Beijing, 2007 The Job Fair for Foreigners, to be held in Beijing on April 21, is in its planning stage. Last year’s job fair was held in the Swissotel Beijing and plans are underway to reserve the hotel again for this year’s fair.Chinajob.com, as the host of the first four job fairs, will continue to sponsor the fifth event especially for oreign teachers and professionals in April. More than 60 educational organizations and companies from all across China and several hundred foreign teachers and professionals are expected to attend the event. Chinajob.com will be available at the fair to answer questions about regulations and laws for foreigners in China.

  15. Job Change in Perspective.

    Black, David R.; Loughead, Teri A.

    1990-01-01

    Defines current perspectives on voluntary job change, documents its prevalence in North America, lists positive and negative effects, and considers theoretical frameworks, counseling interventions, and research needs. (22 references) (SK)

  16. Decommissioning and jobs

    One aspect of the decommissioning web is its effect on socioeconomics, particularly jobs. What will reactor retirement mean to jobs, especially in rural communities where power plant operations may be the most reliable and dominant source of direct and indirect employment in the area? The problems which any plant closure produces for job security are generally understood, but the decommissioning of nuclear power plants is different because of the residual radioactivity and because of the greater isolation of the power plant sites. For example, what will be the specific employment effects of several possible decommissioning scenarios such as immediate dismantlement and delayed dismantlement? The varying effects of decommissioning on jobs is discussed. It is concluded that the decommissioning of nuclear power plants in some areas such as Wales could bring benefits to the surrounding communities. (author)

  17. "Ruralizing" Presidential Job Advertisements

    Leist, Jay

    2007-01-01

    Rural community college presidential job advertisements that focus on geography, politics, and culture can improve the likelihood of a good fit between the senior leader and the institution. (Contains 2 figures.)

  18. Jobs: New Jobs.More Jobs

    何伟文

    2004-01-01

    Yes, China's economy is one of the fastest growing in the world. Yes, China has developed to be one of the world's biggest markets. And yes China, as many people put it, is Asia's engine of growth. However, China is still a developing country with an annual perocapita-GPD of only US$Iooo. The oftenheard argument that Chinese workers are stealing jobs from industrialized countries is absolutely unfounded.

  19. Job satisfaction of older workers

    H. Maassen van den Brink; W.J.N. Groot

    1999-01-01

    Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job characteri

  20. Job quality in Europe

    Burchell, Brendan J.; Smith, Mark,; Fagan, Colette; O'Brien, Catherine

    2008-01-01

    Promoting job quality and gender equality are objectives of the European Employment Strategy (EES) in spite of a downgrading of the attention given to both in the revised employment guidelines and the re-launch of the Lisbon Process. However, advances on both of these objectives may be important complements to the employment rate targets of the EES, as access to good quality jobs for both sexes is likely to help sustain higher employment rates. While the European Commission has...

  1. Job Search with Nonparticipation

    Frijters, P.; Klaauw, van der, B.

    2004-01-01

    In a non-stationary job search model we allow unemployed workers to have a permanent option to leave the labor force. Transitions into non-participation occur when reservation wages drop below the utility of being nonparticipant. Taking account of these transitions allows the identification of the duration dependence in the job offer arrival rate and the wage offer distribution. We estimate the structural model with individual data from the German Socio-Economic Panel and use simulated maximu...

  2. Psychosocial risks and job performance

    Klein Hesselink, J.; Oeij, P.; Kraan, K.O.

    2014-01-01

    In this article, we concentrate on explaining job performance from the perspective of psychosocial risks in the work environment. Many risks may hinder good job performance. The article does not concentrate on physical (such as, carrying heavy loads) or environmental risks (such as, extreme heat or cold) which also affect job performance [1]. The psychosocial risks examined in this article in relation to job performance are related to job characteristics such as workload, lack of control, soc...

  3. Job Mobility and Measurement Error

    Bergin, Adele

    2011-01-01

    This thesis consists of essays investigating job mobility and measurement error. Job mobility, captured here as a change of employer, is a striking feature of the labour market. In empirical work on job mobility, researchers often depend on self-reported tenure data to identify job changes. There may be measurement error in these responses and consequently observations may be misclassified as job changes when truly no change has taken place and vice versa. These observations serve as a starti...

  4. Is Job Enrichment Really Enriching?

    Robert D. Mohr; Cindy Zoghi

    2006-01-01

    This study uses a survey of Canadian workers with rich, matched data on job characteristics to examine whether “enriched” job design, with features like quality circles, feedback, suggestion programs, and task teams, affects job satisfaction. We identify two competing hypotheses on the relationship between enriched jobs and job satisfaction. The “motivation hypothesis,” implies that enrichment will generally increase satisfaction and the “intensification hypothesis,” implies that enrichment m...

  5. Estimating Equilibrium Effects of Job Search Assistance

    Gautier, Pieter; Muller, Paul; van der Klaauw, Bas; Rosholm, Michael; Svarer, Michael

    nonparticipants in the experiment regions find jobs slower after the introduction of the activation program (relative to workers in other regions). We then estimate an equilibrium search model. This model shows that a large scale role out of the activation program decreases welfare, while a standard partial...... microeconometric cost-benefit analysis would conclude the opposite....

  6. An empirical analysis of on-the-job search and job-to-job transitions

    Fujita, Shigeru

    2010-01-01

    This paper provides a set of simple, yet overlooked, facts regarding on-the-job search and job-to-job transitions using the UK Labour Force Survey (LFS). The LFS is unique in that it asks employed workers whether they search on the job and, if so, why. The author finds that workers search on the job for very different reasons, which lead to different outcomes in both mobility and wage growth. A nontrivial fraction of workers engage in on-the-job search due to a fear of losing their job. This ...

  7. Job enrichment, work motivation, and job satisfaction in hospital wards: testing the job characteristics model.

    Kivimäki, M; Voutilainen, P; Koskinen, P

    1995-03-01

    This study investigated work motivation and job satisfaction at hospital wards with high and low levels of job enrichment. Primary nursing was assumed to represent a highly enriched job, whereas functional nursing represented a job with a low level of enrichment. Five surgical wards were divided into these two categories based on the structured interviews with head nurses. Work motivation and job satisfaction among ward personnel were assessed by a questionnaire. The ward personnel occupying highly enriched jobs reported significantly higher work motivation and satisfaction with the management than the personnel occupying jobs with a low level of enrichment. PMID:7735655

  8. Does low job satisfaction lead to job mobility?

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

    This paper seeks to analyse the role of job satisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of job satisfaction, which is a subjective measure, does improve the...... ability to predict actual quit behaviour: Low overall job satisfaction significantly increases the probability of quit. Various job satisfaction domains are ranked according to their ability to predict quits. Satisfaction with Type of Work is found to be the most important job characteristic while...... satisfaction with Job Security is found to be insignificant. These results hold across age, gender and education sub-groups and are opposed to results for UK, where job security is found to be the most important job domain. This discrepancy between UK and Denmark might be due to differences in unemployment...

  9. Theoretical Considerations on Job Motivation, Job Satisfaction and Work Performance

    Dina Maria Lut

    2012-01-01

    Job motivation is a very important aspect both for employees - as work represents the central area of human activity, since people spend most of their adult life in a state of employment - and for employers, due to the direct implications of motivation on performance. Viewed in the context of work, motivation can be defined as the degree of availability of the employees to become involved in their work and to make sustained effort in order to meet some professional objectives, which can be de...

  10. Sense of coherence and job characteristics in predicting burnout in a South African sample

    Claire S. Johnston

    2013-01-01

    Full Text Available Orientation: Research that considers the effects of individual characteristics and job characteristics jointly in burnout is necessary, especially when one considers the possibility of curvilinear relationships between job characteristics and burnout.Research purpose: This study examines the contribution of sense of coherence (SOC and job characteristics to predicting burnout by considering direct and moderating effects.Motivation for this study: Understanding the relationships of individual and job characteristics with burnout is necessary for preventing burnout. It also informs the design of interventions.Research design, approach and method: The participants were 632 working adults (57% female in South Africa. The measures included the Job Content Questionnaire, the Sense of Coherence Questionnaire and the Maslach Burnout Inventory. The authors analysed the data using hierarchical multiple regression with the enter method.Main findings: Job characteristics and SOC show the expected direct effects on burnout. SOC has a direct negative effect on burnout. Job demands and supervisor social support show nonlinear relationships with burnout. SOC moderates the effect of demands on burnout and has a protective function so that the demands-burnout relationship differs for those with high and low SOC.Practical/managerial implications: The types of effects, the shape of the stressor-strain relationship and the different contributions of individual and job characteristics have implications for designing interventions.Contribution/value add: SOC functions differently when combined with demands, control and support. These different effects suggest that it is not merely the presence or absence of a job characteristic that is important for well-being outcomes but how people respond to its presence or absence.

  11. Analysis of Associations Between Contemporaneous Job Corps Performance Measures and Impact Estimates from the National Job Corps Study

    Jane Fortson; Peter Z. Schochet

    2011-01-01

    Conducted in 1993, the National Job Corps Study (NJCS) found Job Corps improved education and training outcomes, reduced criminal activity, and improved earnings and employment outcomes. However, impacts on key outcomes were not associated with overall center performance measures. This study analyzed the relationship between unadjusted and regression-adjusted Job Corps performance measures and center-level impact estimates from the NJCS and found the adjusted performance ratings were uncorrel...

  12. Aggregate job creation, job destruction and job turnover in the Irish manufacturing sector

    Strobl, Eric A.; Walsh, Patrick Paul; Barry, Frank

    1998-01-01

    Using an annual employment survey data set we construct aggregate job flow rates for the Irish manufacturing sector for the period 1974 to 1994. We report the existence of simultaneous job creation and job destruction, inducing job turnover well above that necessary to accommodate net employment changes at the aggregate or even very refined sectoral level, over the entire sample period. This job turnover is caused by a large proportion of the total plant population making mostly persistent...

  13. Job Hunting, Introduction

    Goldin, Ed; Stringer, Susan

    1998-05-01

    The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be

  14. Job Security as an Endogenous Job Characteristic

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with weak...... respond to the one-sided private information by trading wage-risk for a higher JS. With two-sided private information, even JS-neutral workers pay the price for a JS guarantee, if their risk premium associated with the wage-replacement risk is larger than the social net loss from production....

  15. Job Security as an Endogenous Job Characteristic

    Jahn, Elke; Wagner, Thomas

    2008-01-01

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JSpreferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with weak...... respond to the one-sided private information by trading wage-risk for a higher JS. With two-sided private information, even JS-neutral workers pay the price for a JS guarantee, if their risk premium associated with the wage-replacement risk is larger than the social net loss from production....

  16. Labor Supply with Job Assignment under Balanced Growth

    Claudio Michelacci; Joseph Pijoan-Mas

    2014-01-01

    We consider a competitive equilibrium growth model where technological progress is embodied into new jobs that are assigned to workers of different skills. In every period workers decide whether to actively participate in the labor market and if so how many hours to work on the job. Balanced growth requires that the job technology is complementary with the worker’s total labor input in the job, which is jointly determined by his skill and his working hours. Since lower skilled workers can sup...

  17. How to Land Desirable Job for New Graduates

    XuXiao-yong; CunJia-ju; 等

    2001-01-01

    Marketing economy,a kind of open and copetitive economy,needs people especially new graduates to be active in competition and sell themselves.Therefore,under the circumstance of marketing economy,in order to land a desirable job,new graduats should master some knowledge,skills of selling and advertising themselves.In this paper some knowledge,skills and social conditions of job-hunting are introduced and discussed,which include:preparing for an elaborate material of job-hunting,mastering knowledge & skills of interview,noticing questions of job-hunting.

  18. Job Tenure: Does History Matter?

    Booth, Alison L; Francesconi, Marco; Garcia-Serrano, Carlos

    1997-01-01

    This paper uses the retrospective work history data from the British Household Panel Survey to examine patterns of job mobility and job tenure for men and women over the twentieth century. British men and women hold an average of five jobs over their lifetimes, and one-half of all lifetime job changes occur in the first ten years. For both men and women, the separation hazard is increasing in the first few months of a job, and declines thereafter. History is found to affect job tenure in two ...

  19. Job satisfaction and intention to quit the job

    Suadicani, P; Bonde, J P; Olesen, K;

    2013-01-01

    Negative psychosocial work conditions may influence the motivation of employees to adhere to their job.......Negative psychosocial work conditions may influence the motivation of employees to adhere to their job....

  20. Confiabilidade (teste-reteste da escala sueca do Questionário Demanda-Controle entre Trabalhadores de Restaurantes Industriais do Estado do Rio de Janeiro Test-Retest Reliability of the Swedish Demand-Control-Support Questionnaire among Industrial Restaurant Workers in the State of Rio de Janeiro

    Odaleia Barbosa de Aguiar

    2010-06-01

    the workplace" dimensions were 0.70, 0.68 and 0.80, respectively. Cronbach's alpha showed the following results in the retest for the previously mentioned dimensions: 0.75, 0.50 and 0.82, respectively. CONCLUSIONS: Although the outcome of the Demand-Control scale has been considered low for Cronbach's alpha, other reliability indicators point to good stability of the instrument, allowing its use in studies on the association between job stress and health-related outcomes.

  1. Proverbs, Ecclesiastes, Job

    Nielsen, Kirsten

    2007-01-01

    The article consists of a literary reading of three Old Testament wisdom books, Proverbs, Ecclesiastes and the Book of Job. The reading strategies employed are analysis of imagery and intertextual reading. The articles concludes in a presenatation of images of God in wisdom literature.......The article consists of a literary reading of three Old Testament wisdom books, Proverbs, Ecclesiastes and the Book of Job. The reading strategies employed are analysis of imagery and intertextual reading. The articles concludes in a presenatation of images of God in wisdom literature....

  2. Worker-Job Matches, Job Mobility, and Real Wage Cyclicality

    Robert A Hart

    2003-01-01

    Using the British New Earnings Survey Panel Data from 1980 to 2001, this paper examines male and female real wage cyclicality. Estimation is undertaken separately for job stayers and job movers. A unique data advantage compared to earlier studies is that movers are defined by job changes both within and between companies. Core estimates concern real hourly standard wage rates. Special features include (a) differentiating between white- and blue-collar workers, (b) delineating job stayers by l...

  3. Mental health, job satisfaction, and job stress among general practitioners.

    Cooper, C.L.; Rout, U; Faragher, B

    1989-01-01

    OBJECTIVE--To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN--Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, job satisfaction, alcohol consumption, and smoking. SETTING--Natio...

  4. Antecedents of Job Stress and Its Impact on Job Satisfaction

    Muhammad Rizwan; Muhammad Adeel Tariq; Shahzad Hussain; Rana Muhammad Rashid; Muhammad Safdar Hussain; Intizar Hussain Khawar

    2013-01-01

    Achieving the pleasures of successful work place is an art of coping with stress. Job stress is a very substantial issue at work place in this new era of competence. So this research is significantly emphasized on causes and effects of job stress and analyze its impact upon job satisfaction. This study also identifies the root causes of job stress (like work overload, role ambiguity, role conflict) and their influence on employees wellbeing, behavior and contribution towards effectiveness. A ...

  5. Job Turnover and Job Satisfaction among Nursing Home Aides.

    Waxman, Howard M.; And Others

    1984-01-01

    Interviewed 234 aides in seven nursing homes concerning job turnover rate, job satisfaction, and perception of milieu. A positive association found between turnover rate and aides' perceptions of the homes' order, organization, and control suggested that job turnover would lessen with more involvement in the decision-making process. (JAC)

  6. Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

    Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

    2013-01-01

    Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice. PMID:23469474

  7. Determinants of Job Satisfaction among Healthcare Workers at a Tertiary Care Hospital

    Roopalekha Jathanna

    2011-11-01

    Full Text Available Job satisfaction can be defined as "the extent to which people like or dislike their jobs". This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. Family Roles are patterns of behavior by which individuals fulfill family functions and needs. Family role changes may affect their daily activities including a person’s work. Unlike traditional job satisfaction surveys, this study was trying to explore the correlation between employee’s personal profile and their satisfaction in their job. The personal profile determinants which were compared with overall job satisfaction were - Age, Gender, Work experience, marital status, dependent children and parents. It revealed that majority of the determinants studied were having positive impact on the job satisfaction. It is interesting to note that comparatively young employees with dependents were more satisfied with their job. They were feeling satisfied and motivated to work as they were contributing to the family.

  8. A green jobs primer.

    Hendricks, Bracken; Light, Andrew; Goldstein, Benjamin

    2009-01-01

    The authors ask and answer four basic questions about green jobs and their effect on the economy: what are they, will they pay well, do they come at the cost of losses elsewhere in the economy, and do they result from luck in choosing technological "winners." PMID:19608522

  9. Establishing Job Security

    2010-01-01

    Jobless figures continue to decline amid unremitting government efforts to battle unemployment Even amid holiday festivities and feelings of good cheer,the end of the year is traditionally a bad season for job hunters.But each day at the Longgang District labor market,located in Shenzhen in south China’s Guangdong

  10. Job search with nonpaticipation

    P. Frijters; B. van der Klaauw

    2006-01-01

    In a non-stationary job search model we allow unemployed workers to have a permanent option to leave the labour force. Transitions into nonparticipation occur when reservation wages drop below the utility of being nonparticipant. Taking account of these transitions allows the identification of durat

  11. Measuring green jobs?

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

    The report reviews the different initiatives aiming to measure aspects of “green” sectors, jobs and technologies. The report discusses whether the statistics collected under the present initiatives aimed at measuring these aspects increase insights into the fundamental questions motivating the...

  12. Merging Job Placement.

    Wilson, Ben, Jr.

    1980-01-01

    Prospective added secondary school involvement with job placement is of particular concern to those responsible for school policy, finance, curriculum, and administration. Forty considerations are identified which are beneficial in developing content areas of guidance programs. These could be included in career education programs as sub-topics.…

  13. ATLAS Job Transforms

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to 'transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  14. ATLAS Job Transforms

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to `transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  15. Stockpiling Job Applicants.

    Bishop, John; Barron, John M.

    A study examined the way in which stockpiling job applications affects a firm's search for a new employee when an opening arises and the extent to which employers make use of applications they have stockpiled. Data on these questions were obtained from a survey of 2,264 employers that was sponsored by the National Institute of Education and the…

  16. Job prioritization in LHCb

    Castellani, G

    2007-01-01

    LHCb is one of the four high-energy experiments running in the near future at the Large Hadron Collider (LHC) at CERN. LHCb will try to answer some fundamental questions about the asymmetry between matter and anti-matter. The experiment is expected to produce about 2PB of data per year. Those will be distributed to several laboratories all over Europe and then analyzed by the Physics community. To achieve this target LHCb fully uses the Grid to reprocess, replicate and analyze data. The access to the Grid happens through LHCb's own distributed production and analysis system, DIRAC (Distributed Infrastructure with Remote Agent Control). Dirac implements the ‘pull’ job scheduling paradigm, where all the jobs are stored in a central task queues and then pulled via generic grid jobs called Pilot Agents. The whole LHCb community (about 600 people) is divided in sets of physicists, developers, production and software managers that have different needs about their jobs on the Grid. While a Monte Carlo simulation...

  17. Job Assignment with Multivariate Skills

    Brilon, Stefanie

    2010-01-01

    This paper analyzes the job assignment problem faced by a firm when workers' skills are distributed along several dimensions and jobs require different skills to varying extent. I derive optimal assignment rules with and without slot constraints, and show that under certain circumstances workers may get promoted although in their new job they are expected to be less productive than in their old job. This can be interpreted as a version of the Peter Principle which states that workers get prom...

  18. Sleep Quality Among Latino Farmworkers in North Carolina: Examination of the Job Control-Demand-Support Model.

    Sandberg, Joanne C; Nguyen, Ha T; Quandt, Sara A; Chen, Haiying; Summers, Phillip; Walker, Francis O; Arcury, Thomas A

    2016-06-01

    Sleep problems are associated with physical and mental health disorders and place individuals at an increased risk of workplace injuries. The demand-control-support model posits that job demands and the capacity to control work processes influence workers' level of distress, thereby affecting their physical and mental health; supervisor support can buffer the negative effect of high demands and low control. Data on the sleep quality and the organization of work of Latino men were collected in agricultural areas in North Carolina in 2012. 147 Mexican-born farmworkers ages 30 and older, most of whom had H-2A visas, provided information about sleep quality and organization of work. Most (83 %) farmworkers reported good sleep quality. The association between working more than 40 h per week and reporting poor sleep quality approached statistical significance. Additional research is needed to understand whether job demands, job control, and social support affect farmworkers' sleep quality. PMID:26143366

  19. How Changes in Psychosocial Job Characteristics Impact Burnout in Nurses: A Longitudinal Analysis

    Pisanti, Renato; van der Doef, Margot; Maes, Stan; Meier, Laurenz Linus; Lazzari, David; Violani, Cristiano

    2016-01-01

    Aims: The main aim of this longitudinal study was to test the Job Demand-Control-Support (JDCS) model and to analyze whether changes in psychosocial job characteristics are related to (changes in) burnout. Background: Previous studies on the effects of JDCS variables on burnout dimensions have indicated that the iso-strain hypothesis (i.e., high job demands, low control, and low support additively predict high stress reactions) and the buffer hypotheses (i.e., high job control and/or social support is expected to moderate the negative impact of high demands on stress reactions) have hardly been examined concurrently in a longitudinal design; and that the effects of changes of psychosocial job variables on burnout dimensions have hardly been analyzed. Design: This two wave study was carried out over a period of 14 months in a sample of 217 Italian nurses. Method: Hierarchical regression analyses were used to test the cross lagged main and interactive effects of JDCS variables, and to analyse the across-time effects of changes in JDCS dimensions on burnout variables. Results: The Time 1 job characteristics explained 2–8% of the variance in the Time 2 burnout dimensions, but no support for the additive, or the buffer hypothesis of the JDCS model was found. Changes in job characteristics explained an additional 3–20% of variance in the Time 2 burnout dimensions. Specifically, high levels of emotional exhaustion at Time 2 were explained by high levels of social support at Time 1, and unfavorable changes in demands, control, and support over time; high depersonalization at Time 2 was explained by high social support at time 1 and by an increase in demands over time; and high personal accomplishment at Time 2 was predicted by high demands, high control, interactive effect demands × control × social support, at Time 1, and by a decrease in demands over time. No reversed effects of burnout on work characteristics have been found. Conclusion: Our findings suggest that

  20. Job Migration: A Collaborative Effort

    Wagoner, Cynthia L.

    2012-01-01

    Music teachers often change jobs several times during their careers. Reasons for job changes vary, but regardless, these changes bring a different set of challenges. Sharing knowledge and learning are part and parcel of collaboration. So what if, as education professionals, music teachers decided to collaborate during job migrations? For all music…

  1. Job demands-resources model

    A.B. Bakker (Arnold); E. Demerouti (Eva)

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker & Demerout

  2. Job Switching and Wage Growth

    Faberman, R. Jason; Justiniano, Alejandro

    2015-01-01

    This article shows a remarkably strong relationship between job switching and nominal wage growth. We also find a fairly strong relationship between job switching and the cyclical component of inflation. Furthermore, job switching seems to be predictive of both wage growth and inflation.

  3. Teachers' Job Characteristics and Motivation.

    Barnabe, Clermont; Burns, Mildred

    1994-01-01

    To test the Job Characteristics Model of Motivation, 247 Quebec teachers completed the Job Diagnostic Survey. Results demonstrated the utility of the model and the instrument for the teaching profession. Psychological states influenced the relationship between job characteristics and motivation/satisfaction outcomes. (SK)

  4. Job Satisfaction: An International Overview

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  5. Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

    Munch, Jakob R.

    2010-01-01

    This paper focuses on the adjustment costs of globalisation by studying the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1990-2003. A competing risks duration model that distinguishes between job-to-job and job......-to-unemployment transitions is estimated. Outsourcing is found to increase the unemployment risk of low-skilled workers, but the quantitative impact is modest. Outsourcing is also found to reduce the job change hazard rate for all education groups. Thus, the paper provides evidence for small adjustment costs of globalisation....

  6. Job crafting: Towards a new model of individual job redesign

    Maria Tims; Arnold B. Bakker

    2010-01-01

    Orientation: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs.Research purpose: The purpose of the study was to fit job crafting in job design theory.Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept ...

  7. For a new challenge: Jobs @ CERN

    HR Department

    2009-01-01

    Did you realise that there are often new opportunities in many areas at CERN? Take a look at the HR website and spread the word! Currently there are positions open in the following activities: 5 Physicists / 26 Engineers / 7 Technical Engineers / 23 Technicians / 15 Administrative work For further information and to apply, please go to: http://www.cern.ch/jobs HR Department

  8. Job Skills: What Gender Are They?

    Kedraka, Katerina

    2010-01-01

    The purpose of the research is to find out which job skills Greek graduate students of high school and their parents consider as important qualifications for the youngsters' entry into the active working life with regard to their gender. The sample, consisting of 215 graduate students of high school and their parents (210), evaluated the…

  9. Mediated definite delegation - Certified Grid jobs in ALICE and beyond

    Grid computing infrastructures need to provide traceability and accounting of their users’ activity and protection against misuse and privilege escalation, where the delegation of privileges in the course of a job submission is a key concern. This work describes an improved handling of Multi-user Grid Jobs in the ALICE Grid Services. A security analysis of the ALICE Grid job model is presented with derived security objectives, followed by a discussion of existing approaches of unrestricted delegation based on X.509 proxy certificates and the Grid middleware gLExec. Unrestricted delegation has severe security consequences and limitations, most importantly allowing for identity theft and forgery of jobs and data. These limitations are discussed and formulated, both in general and with respect to an adoption in line with Multi-user Grid Jobs. A new general model of mediated definite delegation is developed, allowing a broker to dynamically process and assign Grid jobs to agents while providing strong accountability and long-term traceability. A prototype implementation allowing for fully certified Grid jobs is presented as well as a potential interaction with gLExec. The achieved improvements regarding system security, malicious job exploitation, identity protection, and accountability are emphasized, including a discussion of non-repudiation in the face of malicious Grid jobs.

  10. Ganga- a job management and optimising tool

    Ganga, the job-management system (http://cern.ch/ganga), developed as an ATLAS- LHCb common project, offers a simple, efficient and consistent user experience in a variety of heterogeneous environments: from local clusters to global Grid systems. GANGA helps end-users to organise their analysis activities on the Grid by providing automatic persistency of the job's metadata. A user has full access to the job history including their configuration and input/output. It is however important that users can see a single environment for developing and testing algorithms locally and for running on large data samples on the Grid. The tool allows for some basic monitoring and a steadily increasing number of users of more than 300 users have been confirmed, both in HEP, as well as in non-HEP applications. The paper will introduce the GANGA philosophy, the GANGA architecture and current and future strategy

  11. Antecedents and Consequences of Job Search Behaviors.

    Steffy, Brian D.; And Others

    1989-01-01

    Evaluated impact of individual difference variables (gender, school performance, Type A behavior) on job search and influence of search on recruitment, interview performance, job offers, and job placement outcomes (search stress and job satisfaction). Results suggest link between job search, interview outcomes, number of job offers, and placement…

  12. A job analysis of care helpers

    Su Jin Shin

    2012-01-01

    Full Text Available The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpers working in nursing facilities and community senior service facilities across the country were surveyed. The collected data were analyzed using PASW 18.0 software. Six duties and 18 tasks were identified based on the job model. Most tasks were found to be ?占퐄mportant task?? scoring 4.0 points or above. Physical care duties, elimination care, position changing and movement assistance, feeding assistance, and safety care were identified as high frequency tasks. The most difficult tasks were emergency prevention, early detection, and speedy reporting. A summary of the job of care helpers is providing physical, emotional, housekeeping, and daily activity assistance to elderly patients with problems in independently undertaking daily activities due to physical or mental causes in long-term care facilities or at the client?占퐏 home. The results of this study suggest a task-focused examination, optimizing the content of the current standard teaching materials authorized by the Ministry of Health and Welfare while supplementing some content which was identified as task elements but not included in the current teaching materials and fully reflecting the actual frequency and difficulty of tasks.

  13. A job analysis of care helpers.

    Shin, Su Jin; Choi, Kyung-Sook; Jeong, Seungeun; Kim, Seulgee; Park, Hyeung-Keun; Seok, Jae Eun

    2012-01-01

    The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM) to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpers working in nursing facilities and community senior service facilities across the country were surveyed. The collected data were analyzed using PASW 18.0 software. Six duties and 18 tasks were identified based on the job model. Most tasks were found to be "important task", scoring 4.0 points or above. Physical care duties, elimination care, position changing and movement assistance, feeding assistance, and safety care were identified as high frequency tasks. The most difficult tasks were emergency prevention, early detection, and speedy reporting. A summary of the job of care helpers is providing physical, emotional, housekeeping, and daily activity assistance to elderly patients with problems in independently undertaking daily activities due to physical or mental causes in long-term care facilities or at the client's home. The results of this study suggest a task-focused examination, optimizing the content of the current standard teaching materials authorized by the Ministry of Health and Welfare while supplementing some content which was identified as task elements but not included in the current teaching materials and fully reflecting the actual frequency and difficulty of tasks. PMID:22323929

  14. Action Plan for Jobs 2012

    2012-01-01

    The Action Plan for jobs provides the blueprint for action which aligns all Government departments and agencies around an enterprise growth and jobs objective. The plan contains over 270 actions to be implemented in 2012 by all 15 Government Departments as well as 36 State agencies. The publication of the Action Plan for Jobs marks the commencement of an annual process to produce an Action Plan focused on jobs and the enterprise economy. Forfás worked closely with the Minister for Jobs, Enter...

  15. Table-top job analysis

    1994-12-01

    The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.

  16. Recruitment, Job Search, and the United States Employment Service. Volume I: Findings and Conclusions.

    Camil Associates, Inc., Philadelphia, PA.

    United States Employment Service (ES) characteristics related to recruitment and job search activities in 20 middle-sized American cities from July through December 1974 are described in this report based on interviews with approximately 600 employers and 2,000 job seekers. Part 1 covers employer recruitment and job search, focusing on the role of…

  17. Applications and Energy Consumption of Demand Controlled Ventilation Systems. Modelling, Simulation and Implementation of Modular Built Dynamical VAV Systems and Control Strategies

    Soerensen, Bjoern R.

    2002-07-01

    This thesis discusses many topics of heating and ventilation. This is because the ventilation system is an integrated part of its host building. The functionality and effectiveness of the ventilation system are very much dependent on the building's architectural design, its internal materials, its occupants, its air tightness characteristics and its placement in the terrain. Although this thesis emphasizes strongly on VAV (Variable Air Volume) systems and, in particular, modelling and simulation of such systems, it touches a range of important HVAC related issues. The scope is however, limited to the field of comfort ventilation. That is because ventilation in industrial environments often is subject to separate regulations, and requires other and specialized methods of design and evaluation of ventilation performance. The main objectives have been to: (1) Develop mathematical models for VAV components and systems. (2) Evaluate existing and develop new strategies for VAV demand controlled ventilation by system simulation. (3) Investigate the potential for saving energy and the impact on indoor climate. The development of mathematical models and simulation of VAV systems are given quite much attention compared to the other topics discussed.

  18. Jobs masonry in LHCb with elastic Grid Jobs

    Stagni, F.; Charpentier, Ph

    2015-12-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs’ execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) simulation jobs. With our approach, independently of the time available, LHCbDIRAC will always have the possibility to execute a MC job, whose length will be adapted to the available amount of time: therefore the same job, running on different computing resources with different time limits, will produce different amounts of events. The decision on the number of events to be produced is made just in time at the start of the job, when the capabilities of the resource are known. In order to know how many events a MC job will be instructed to produce, LHCbDIRAC simply requires three values: the CPU-work per event for that type of job, the power of the machine it is running on, and the time left for the job before being killed. Knowing these values, we can estimate the number of events the job will be able to simulate with the available CPU time. This paper will demonstrate that, using this simple but effective solution, LHCb manages to make a more efficient use of

  19. Science jobs tight

    Bell, Peter M.

    In the latest report of the College Placement Council it was noted that a recovery of sorts may be underway for recent graduates in science, engineering, or technology. Based on a survey of 185 placement offices at 160 colleges and universities, the College Placement Survey concluded in its April 1983 report that only one half as many job offers in science, engineering, and technology fields were reported this year, compared with the same time last year. However, although fewer offers were made, more jobs were filled.Petroleum engineering graduates have commanded the highest beginning salaries of all fields this spring. The average salary offered to petroleum engineers in the class of 1983 is $31,044 per year, almost a 2% increase over last year's starting salary for the same discipline. In second place are chemical engineering graduates who are being offered average starting salaries of $27,336 per year, about 1% higher than last year's figure.

  20. Steve Jobs: Nobel Laureate

    Garry Jacobs

    2013-01-01

    The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of milli...

  1. Good Jobs in Turkey

    Grun, Rebekka; Ridao-Cano, Cristobal; Immervoll, Herwig; Capar, Sinem; Levin, Victoria; Aran, Meltem; Gruen, Carola; Yener, Levent; Cebeci, Tolga

    2013-01-01

    This joint study, by the World Bank and the Turkish Ministry of Development, explores the status and effects of good jobs in Turkey s current economy. After a brief account of economic events, it examines the relationship between growth and employment in Turkey, with a particular regard to the participation of different social groups in the labor market, such as women and youth. It then an...

  2. Job stress and its related factors in Tehran firefighters in year 2000

    Yazdi SM

    2001-11-01

    Full Text Available Job stress results from a mismatch between job requirements and capabilities, resources, or needs of the worker. Physiological, psychological and behavioral outcomes caused by job stress not only hurt the person but also impose expensive costs on organizations. Firefighting is a job that exposes workers to job stress. The purpose of this study is to determine the level of job stress and some related factors in firefighters of Tehran safety services and firefighters organization. This cross sectional study includes 155 male firefighters whom had selected randomly. In this research we used Leiden University Questionnaire. Also Karasek Questionnaire is used for classification of workers according to karasek’s model. Collected data were analyzed by spss9 software. The final grade of firefighter’s job stress shows a significant positive relationship with second job and a significant negative relationship with age. The level of job satisfaction have a significant negative relationship with job insecurity and lack of meaningfulness, and a significant positive relationship with skill discretion, social support supervisor and social support co-workers. According to karasek classification this job is grouped in active not in high strain grup. The highest level of job stress was seen in physical exertion and hazardous exposure factors. Also in work and time pressure factor, job stress level is high. But job stress is in a moderate or low level in other factors. The level of job stress in younger firefighters and in individuals with a second job indicate a significant increase. However, in western country’s studies, this job is classified as high-strain but in this research it is classified as active group.

  3. Job hindrances, job resources, and safety performance: The mediating role of job engagement.

    Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. PMID:26154214

  4. Markets, jobs, and energetic challenge of activities related to renewable energies and to energy efficiency. Situation in 2007-2008. Perspectives for 2009

    This study proposes an annual evolution survey of markets and jobs related to the development of renewable energies and to the improvement of energy efficiency in the housing and transport sectors. Markets are related to wind energy, thermal and photovoltaic energy, heat pumps, wood, bio-diesel, bio-ethanol, biogas, waste energetic valorization, geothermal energy, and hydro-energy. Energy efficiency improvements in the housing sector are related to energetic improvement of existing dwellings, condensing boilers, energetically performing household electrical appliances, and compact fluorescent lamps. In the transport sector, energy efficiency improvements concern rail transports and tramways as well as individual vehicles. New markets are identified and discussed: research and development for renewable energies, energy consultancy and diagnosis, energy efficiency in the office building sector and in the industrial sector

  5. People-Oriented Jobs May Help Lower Alzheimer's Risk

    ... 160050.html People-Oriented Jobs May Help Lower Alzheimer's Risk Activities that highly stimulate the brain might ... the effects of brain lesions commonly associated with Alzheimer's disease, report researchers from the University of Wisconsin's ...

  6. Effects of stress on auditors' organizational commitment, job satisfaction, and job performance

    Abolghasem Masihabadi

    2015-09-01

    Full Text Available This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational commitment and job satisfaction and there was not a negative correlation between job stress and job performance. Job stress via organizational commitment and job satisfaction affected job performance negatively. Also, job stress had a negative impact on job satisfaction via organizational commitment.

  7. Gross Job Creation, Gross Job Destruction and Employment Reallocation

    Steve J. Davis; John Haltiwanger

    1991-01-01

    This study measures the heterogeneity of establishment-level employment changes in the U.S. manufacturing sector over the 1972 to 1986 period. We measure this heterogeneity in terms of the gross creation and destruction of jobs and the rate at which jobs are reallocated across plants. Our measurement efforts enable us to quantify the connection between job reallocation and worker reallocation, to evaluate theories of heterogeneity in plant-level employment dynamics, and to establish new resul...

  8. Temporary jobs in Ireland: does class influence job quality?

    Richard Layte; Philip O'Connell; Helen Russell

    2008-01-01

    Fixed term and casual employment have become increasingly common in OECD countries in the last decade. Research suggests that non-permanent contracts are associated with lower job quality. This paper examines differentials in three indicators of job quality in Ireland: hourly wage, probability of training and level of autonomy. The paper also examines four hypotheses on job quality derived from transaction cost and insider-outsider theories which suggest an important interaction between socia...

  9. Are Green Jobs Real Jobs? The Case of Italy

    Lavecchia, Luciano; Stagnaro, Carlo

    2010-01-01

    The European Union is strongly promoting the adoption of renewable energy sources (RES). This policy relies mostly on environmental reasons, but its promoters also claim that RES subsidies will result into the creation of a significant number of jobs. This papers takes into examination the case of Italian policies with regard to solar panels and wind turbines. The number of RES-related jobs is estimated and it is compared with the number of jobs that are displaced by higher energy prices, due...

  10. Job satisfaction (an employees) is general attitude toward the job

    Sofijanova, Elenica; Krsteski, Goran; Ilievski, Mite; Andronikov, Darko; Marjanova Jovanov, Tamara

    2014-01-01

    Job satisfaction is an employee’s general attitude toward the job. The organizational reward system often has a significant impact on the level of employee job satisfaction. In addition to their direct impact, the manner in which the extrinsic rewards are dispersed can affect the intrinsic rewards (and satisfaction) of the recipients. Trust, or luck of trust is an increasingly important issue for today’s managers. Trust is a positive expectation that another will not – thr...

  11. INVESTIGATION THE RELATIONSHIP BETWEEN JOB TRAITS AND JOB STRESS

    GholamReza Jandagh; Sayed Mojtaba Hosseini Fard; Mohammad Saadatmand; Ismaeil Chezani Sharahi; Mahtab Rajabi

    2011-01-01

    Stress is a highly serious problem in today world which endangers physical and mental health of individuals. Today organization is a location seriously influenced by stress. As a calamity, stress in organizations weakens and destroys operations and also can promote the organization. There are paramount evidences on the destructive effects of job stress on physical and mental health as well as organizational productivity. Job or job traits are factors that highly impact on stress at organizati...

  12. Validity and Reliability of Malay Version of the Job Content Questionnaire among Public Hospital Female Nurses in Malaysia

    NA Amin; KF Quek; JA Oxley; RM Noah; R Nordin

    2015-01-01

    Background: The Job Content Questionnaire (M-JCQ) is an established self-reported instrument used across the world to measure the work dimensions based on the Karasek's demand-control-support model.Objective: To evaluate the psychometrics properties of the Malay version of M-JCQ among nurses in Malaysia.Methods: This cross-sectional study was carried out on nurses working in 4 public hospitals in Klang Valley area, Malaysia. M-JCQ was used to assess the perceived psychosocial stressors and ph...

  13. The Czechs: Jobs and Work

    Mares, Petr

    2001-01-01

    The Czech population attaches great importance to work in their lives, both as a source of income & as a sphere in which to realize their human potential. A factor analysis of work aspects identified three general factors in the aspects of work: an 'instrumental & trade-off' factor (good pay & good job security; generous holidays, good working hours & not too much pressure; pleasant people to work with & good working conditions); a 'social factor' (an interesting, useful job, responsible job,...

  14. JOB SATISFACTION, A LITERATURE REVIEW

    Brikend AZIRI

    2011-01-01

    Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various busines...

  15. Job replication on multiserver systems

    Kim, Yusik; Righter, Rhonda; Wolff, Ronald

    2009-01-01

    Parallel processing is a way to use resources efficiently by processing several jobs simultaneously on different servers. In a well-controlled environment where the status of the servers and the jobs are well known, everything is nearly deterministic and replicating jobs on different servers is obviously a waste of resources. However, in a poorly controlled environment where the servers are unreliable and/or their capacity is highly variable, it is desirable to design a system tha...

  16. Education - A Job Market Signal?

    Leino, Topias

    2008-01-01

    This paper reviews the theoretical and empirical literature on job market signalling and on education as a job market signal. Possible economic implications of educational job market signalling to an individual and the society are represented based on existing theories. The paper also reviews central methods in empirical testing of the signalling/screening hypothesis. The empirical section of the paper carries out two alternative methods for testing the signalling/sorting hypothesis. The firs...

  17. Investment Opportunities & Job Information

    2006-01-01

    Teaching Vacancies There are two-month temp French and Arabic teaching positions for native speakers of the languages from mid-September to November in Hubei Province. A group of students hope to master these foreign languages before departing to French and Arabic speaking countries for jobs. The classes will focus on oral language and listening after some basic teaching about tetters, spelling, and pronunciation. Salary offered is 7,000 yuan per month for 20 teaching periods a week. The employer also pr...

  18. Wealth Effects on Job Preferences

    Haywood, Luke

    2016-01-01

    Preferences over jobs depend on wages and non-wage aspects. Variation in wealth may change the importance of income as a motivation for working. Higher wealth levels may make good non-wage characteristics relatively more important. This hypothesis is tested empirically using a reduced form search model in which differential job leaving rates identify willingness to pay for non-wage aspects of jobs. Marginal willingness to pay for non-wage aspects (measured by “job satisfaction for work in its...

  19. Job satisfaction of CNMs. Luxury or necessity?

    Collins, C

    1990-01-01

    Employees with high job satisfaction demonstrate a low job turnover rate. Identifying specific factors related to CNM job satisfaction and restructuring job designs accordingly may reduce CNM job turnover. This approach may also aid in recruiting nurses into the profession and CNMs into open positions. General theories of job satisfaction and the results of research in industry and general nursing are discussed. The results of a preliminary study of CNM job satisfaction indicate that CNMs are mostly satisfied with their jobs. In addition, CNMs in different types of practice show differences in the rank order of job satisfaction factors. Recommendations are made for future research. PMID:2398409

  20. Job Attitudes of Agricultural Middle Managers

    Bitsch, Vera

    2006-01-01

    The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cau...

  1. The Fate of Job in Jewish Tradition

    Schleicher, Marianne

    Job's piety in The Book of Job is so ideal that it becomes problematic on two levels. First, it renders God a tyrant. Second, no one can fully identify with Job. Surely, we may suffer just as much as Job does and even feel that God is unjust, but no man can ever claim to be as pious as Job. Limit...

  2. Job Descriptions for Cooperative and Distributive Education

    Ricci, Frederick A.

    1977-01-01

    Guidelines for writing job descriptions (with consideration given to cooperative and distributive education) are presented. Areas of discussion are procedure for job analysis, questions that gather information for job descriptions, writing the job description, and validity. A sample job description is included. (TA)

  3. Home Ownership, Job Duration, and Wages

    Munch, Jakob Roland; Rosholm, Michael; Svarer, Michael

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobility both in terms of transition into new local jobs and new jobs outside the local labour market. In addition, there is a clear negative...

  4. Home ownership, job duration, and wages

    Munch, Jakob Roland; Rosholm, Michael; Svarer, Michael

    2008-01-01

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobility both in terms of transition into new local jobs and new jobs outside the local labor market. In addition, there is a clear negative...

  5. Automation and Job Satisfaction among Reference Librarians.

    Whitlatch, Jo Bell

    1991-01-01

    Discussion of job satisfaction and the level of job performance focuses on the effect of automation on job satisfaction among reference librarians. The influence of stress is discussed, a job strain model is explained, and examples of how to design a job to reduce the stress caused by automation are given. (12 references) (LRW)

  6. Religiousness in times of job insecurity: job demand or resource?

    B. Schreurs; H. van Emmerik; N. De Cuyper; T. Probst; M. van den Heuvel; E. Demerouti

    2014-01-01

    Purpose - Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  7. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

    Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

  8. Jobs masonry in LHCb with elastic Grid Jobs

    Stagni, F

    2015-01-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs' execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) si...

  9. Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

    A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…

  10. Nuclear energy and jobs

    Mr. Goldfinger, Research Director of AFL-CIO, examines the problem of energy in general, nuclear in particular, and the employment relationship. The energy shortages in the U.S. and its dependence on oil are cited. Directly connected with this serious problem relating to energy are jobs, income, and living standards. If energy is not available, industries will be unable to expand to meet the needs of the growing population; and prices of goods will rise. From an evaluation of what experts have said, Mr. Goldfinger concludes that increased coal production and better coal technology cannot meet energy demands; so the sharp increase both in volume and as a percentage of total energy needed in the future will have to come from nuclear power. Development of alternative sources is necessary, he feels, and intense research on these is needed now. The employment impact in the nuclear energy scenario is analyzed according to the trades involved. It is estimated that 1.5 million jobs in the nuclear industry would be open by the year 2000 if nuclear is to provide one-fourth of energy supplies. The employment picture, assuming abandonment of nuclear energy, is then discussed

  11. Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory.

    van Woerkom, Marianne; Bakker, Arnold B; Nishii, Lisa H

    2016-01-01

    Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism. In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism. Our sample consisted of 832 employees from 96 departments (response rate = 40.3%) of a Dutch mental health care organization. Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way. Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism. Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands. We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands. PMID:26121090

  12. Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

    This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

  13. Job Analysis and the Preparation of Job Descriptions. Mendip Papers MP 037.

    Saunders, Bob

    This document provides guidelines for conducting job analyses and writing job descriptions. It covers the following topics: the rationale for job descriptions, the terminology of job descriptions, who should write job descriptions, getting the information to write job descriptions, preparing for staff interviews, conducting interviews, writing the…

  14. Personal work goals and job satisfaction

    Katarina Fister

    2003-01-01

    An active area of studying antecedents and correlates of happiness, satisfaction and subjective well-being, examines the function of personal goals and goal strivings. The article presents the theoretical concept of personal goals and the application of personal goals assessment and analysis in the domain of work. The study aims to answer the following questions: what is the content of personal work goals, and what is the relationship between the characteristics of personal goals and job sati...

  15. Young Children and Job Satisfaction.

    Hanson, Sandra L.; Sloane, Douglas M.

    1992-01-01

    Used data from General Social Surveys to examine effect of young children on job satisfaction of men and women. Findings suggest that young children have no effect on job satisfaction of male or female workers regardless of time period, work status, or marital status. This was true for women working in labor market as well as in home. (Author/NB)

  16. Job satisfaction in fisheries compared

    R. Pollnac; M. Bavinck; I. Monnereau

    2012-01-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions—Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and presen

  17. How to leave your job.

    Gurden, Dean

    2016-08-10

    'Leaving a job is never a decision you should take lightly,' says Nick Simpson, CEO of health recruitment agency MSI Group. 'Every nursing professional has things about their job they find frustrating and daily tasks they may not necessarily enjoy doing, but it's important to consider the positive aspects of your current role before you make a decision.' PMID:27507390

  18. Job Prospects for Nuclear Engineers.

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  19. Job satisfaction and preference drift.

    H. Maassen van den Brink; W.J.N. Groot

    1999-01-01

    Most empirical studies do not find that higher wages lead to more job satisfaction. In this paper we argue that the insignificant effect of wages on job satisfaction is due to preference drift. We adapt the standard ordered response model to allow for preference shifts. The empirical results support

  20. Job satisfaction and contingent employment

    M. de Graaf-Zijl

    2012-01-01

    This paper analyses job satisfaction as an aggregate of satisfaction with several job aspects, with special focus on the influence of contingent-employment contracts. Fixed-effect analysis is applied on a longitudinal sample of Dutch employees in four work arrangements: regular, fixed-term, on-call

  1. Job demands × job control interaction effects: do occupation-specific job demands increase their occurrence?

    Brough, Paula; Biggs, Amanda

    2015-04-01

    Despite evidence that the accurate assessment of occupational health should include measures of both generic job demands and occupation-specific job demands, most research includes only generic job demands. The inclusion of more focused occupation-specific job demands is suggested to explain a larger proportion of variance for both direct effects and job demands × job control/support interaction effects, as compared with the inclusion of generic job demands. This research tested these two propositions via a self-report survey assessing key psychological job characteristics administered twice to a sample of correctional workers (N = 746). The research clearly identified that the assessment of correctional-specific job demands (CJD) was more strongly associated with job satisfaction, work engagement, turnover intentions and psychological strain, as compared with an assessment of generic job demands. However, the CJD did not produce a greater proportion of significant job demands × job control/support interaction effects, as compared with the generic job demands measure. The results thereby provide further support for the acknowledged 'elusiveness' of these theoretical interactions. Overall, however, the results did support the inclusion of occupation-specific measures of job demands for the accurate assessment of the health and job performance of high-risk workers. The implications for theoretical discussions that describe how high job demands are moderated by job resources are discussed. PMID:24123665

  2. A Guide to Job Enrichment and Redesign.

    Cunningham, J. Barton; Eberle, Ted

    1990-01-01

    Describes job design alternatives--job enrichment, the job characteristics model, Japanese style management, and quality-of-worklife approaches. Focuses on the problems that human resources professionals may encounter when attempting to implement these approaches. (Author/JOW)

  3. Job's story and family health.

    Badalamenti, Anthony F

    2009-06-01

    This paper examines the book of Job for encoded psychological meaning. Its main conclusion is that the story imagery expresses a need to rectify fatherly and parental oblivion for a child who is the object of the destructive envy of a sibling. A family dynamic is constructed from the story's repeated emphasis of Job's blamelessness and the story's position that Satan both proposes and causes Job's sufferings. The emergent family model sees Job as representing a son, Satan an envious rival, and God a father or parent(s). This paper proposes that Job's story may be reactive to a period where male authority was at risk of becoming excessive, threatening family and community health. PMID:19421870

  4. Jobs and nuclear power

    To guarantee the existence of Germany as an industrialized country, and to protect jobs, the country needs a comprehensive energy consensus not restricted to the solution of the debate about the future of nuclear power. From the point of view of IGBCE, the Mining, Chemistry and Energy Workers Union, striving for continuity remains a basic prerequisite. The energy mix currently existing offers the best preconditions for a future energy supply in the light of the worldwide development to be expected. Nuclear power cannot be replaced for a foreseeable time without this giving rise to considerable damage to the national economy and ecology alike. An overall objective should be to keep electricity generation in the country. Consistent resource conservation, more efficient energy use, and stricter energy conservation must further enhance the environmental acceptability of energy generation and energy consumption. (orig.)

  5. Job Displacement and Crime

    Bennett, Patrick; Ouazad, Amine

    theory of crime. Marital dissolution is more likely post-displacement, and we find small intra-family externalities of adult displacement on younger family members’ crime. The impact of displacement on crime is stronger in municipalities with higher capital and labor income inequalities.......This paper matches a comprehensive Danish employer-employee data set with individual crime information (timing of offenses, charges, convictions, and prison terms by crime type) to estimate the impact of job displacement on an individual’s propensity to commit crime. We focus on displaced...... individuals, i.e. high-tenure workers with strong attachment to their firm, who lose employment during a mass-layoff event. Pre-displacement data suggests no evidence of endogenous selection of workers for displacement during mass-layoffs: displaced workers’ propensity to commit crime exhibits no...

  6. Jobs for girls?

    Krogsgaard-Hansen, Lone; Hudson, Ray; Schech, Susanne

    1992-01-01

    because of promises of alternative jobs. But these earlier efforts to counter the collapse of coal mining via the construction of an alternative branch plant economy had only had a limited effect. Thus the not entirely unexpected closure of the Consett works, which despite previous employment reductions...... was still far and away the biggest single manufacturing plant in the District, raised the spectre of generalised economic and social crises in and around Consett. It was also evident that one effect of the collapse of manufacturing employment between 1978 and 1981 was to make Derwentside relatively...... much more dependent on service sector employment. Whilst employment in services fell from over 13,300 in 1978 to just under 12,200 in 1981 as a result of downward multiplier effects, service employment as a proportion of total employment rose from 45 per cent to 65 per cent. But, whilst there was a...

  7. Vocational Versus Communicative Competencies as Predictors of Job Satisfaction

    Grip Andries de; Sieben Inge; Stevens Fred

    2006-01-01

    We analyzed the effects of workers’ competencies and job content on their overall, intrinsic, and extrinsic job satisfaction. We focused on pharmacy assistants, an occupational group that operates at the interface of professional health and commercial activities. This means that pharmacy assistants need both professional and customer-oriented competencies in their work. Results from a linked employer-employee survey showed that assistants with more communicative competencies were more satisfi...

  8. Perceptions of job security in Australia

    Jeff Borland

    2002-01-01

    This study examines workers' perceptions of job security in Australia between August 1999 and May 2002. It uses a new quarterly survey that asks probabilistic questions on the likelihood of involuntary job loss, and of finding a similar job if involuntary job loss occurs. Workers' perceptions of job security are shown to display significant variation by gender, age, education, and recent job mobility, to vary pro-cyclically with business cycle conditions, and to have decreased significantly f...

  9. Job Satisfaction Analysis in a Company

    Peprný, Radim

    2014-01-01

    The goal of this thesis was to analyze job satisfaction of leading employee's in swimming pool in Prague, taking to into account job safety. I used information about job satisfaction and motivation to work out the thesis. I used method Job Descriptive Index for job satisfaction research. Data were collected throughout written questionnaires, which respondents were asked about job safety, organization, organization care about employees, psychical conditions of work, the manager, current salary...

  10. Application of Job Demands-Resources model in research on relationships between job satisfaction, job resources, individual resources and job demands

    Adrianna Potocka; Małgorzata Waszkowska

    2013-01-01

    Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with...

  11. Ein-Euro-Jobs und regulaere Beschaeftigung

    Christian Hohendanner

    2011-01-01

    The most widespread active labour market program in Germany is the so-called ‘One-Euro- Job’. Participants carry out social activities like caring for the elderly, city cleaning or environmental activities. The principal objective is to improve or maintain the employability of hard-to-place unemployed. However, there is a certain risk of within-firm substitution of regular employees by One-Euro-Job participants. The aim of the study is to identify such substitution effects in participating es...

  12. Good Jobs or Bad Jobs? Evaluating the American Job Creation Experience.

    Loveman, Gary W.; Tilly, Chris

    1988-01-01

    The authors discuss the rate of job creation in the United States between 1973 and 1985. The controversy regarding the quality of the new jobs is emphasized. Four points of view on this controversy are reviewed. The authors also present recent research findings concerning average earnings and earnings inequality. (CH)

  13. 75 FR 38145 - Announcing the New National Electronic Job Registry for Use in the H-2A Temporary Agricultural...

    2010-07-01

    ... public through registry search engines. The job order information will be searchable along a series of... registry will be available for members of the public to search and retrieve H-2A job orders filed in...CERT Visa Portal homepage allowing the public to quickly search for any active job order(s) posted...

  14. Get the job:job interviews in China

    Roy Chambers

    2010-01-01

    @@ Author:Roy Chambers Photo:Wang Yang Date:2010/01/15 China's economy is still growing and there are plenty of opportunities for the right person to move up from a basic English teaching job to something more professional and better paid.Many expats find they have trouble breaking through into the higher level positions.Most of the better teaching jobs or professional positions require a face-to-face or telephone interview.

  15. Do Job Disamenities Raise Wages or Ruin Job Satisfaction?

    Ilmakunnas, Pekka; Böckermann, Petri

    2004-01-01

    This study investigates the role of adverse working conditions in the determination of individual wages and overall job satisfaction in the Finnish labour market. The potential influence of adverse working conditions on self-reported fairness of pay at the workplace is considered as an alternative, indirect measure of job satisfaction. The results show that working conditions have a very minor role in the determination of individual wages in the Finnish labour market. In contrast, adverse wor...

  16. Job board toolkits: Internet matchmaking and changes in job advertisements

    Marchal, Emmanuelle; Mellet, Kévin; Rieucau, Géraldine

    2007-01-01

    This article examines the role of Internet based labour market intermediaries in coordinating job seeker/employee interactions. A twofold analysis examines on the one hand the matchmaking tools determining applicants' access to job ads, and on the other, the content of ads posted on the web. Observations reveal that the information available to applicants is subject to a high degree of filtering achieved through the use of pre-defined lists, keywords or more frequently, input fields. A compar...

  17. Jobs: women's double burden.

    1995-01-01

    Whereas international conventions and national laws provide equal opportunities for women in employment, the reality of women's lives keeps a disproportionate number of women unemployed, underemployed, and living in poverty. The UN itself, which officially is working toward equity among its employees, has a staff composed of just 32.6% women, and women comprise only 10.5% of the top end of the hierarchy. In areas where women's labor force participation has increased dramatically, women typically earn 30-40% less than men doing the same job or else their employment is limited to "traditional female" service positions. The fact that women and girls have received an inadequate education makes it extremely difficult to break the barriers of discrimination in developing countries. The empowerment of women will break the education barrier, and, when that falls, many other barriers will follow suit. Efforts are already underway to break structural barriers caused by economic and social policies. For example, a more flexible pattern of work has been proposed which will include the voluntary assumption of flexible hours, job-sharing, and part-time work. The concept of work is also being broadened to include the important human services that women traditionally provide on a volunteer basis. This will lead to a valuation of women's contribution to society which can be added to calculations of gross domestic product. Women also need protection as they attempt to eke out a living in the informal sector which has been the traditional avenue for women to earn money. This sector is not protected by law and is subject to extortion by officials and by male competitors. A variety of measures is under consideration to increase the protection of informal sector workers. Women also need protection in the conventional work place, especially as they enter fields traditionally reserved for men. These questions are important even in the context of global unemployment because these issues

  18. Fitness for work: the need for conducting a job analysis.

    Rayson, M P

    2000-08-01

    Ensuring that employees are both physically fit for work by matching their capabilities with the physical requirements of their job, and physically fit for life by promoting health-related physical activities, are important and under-utilized tools in a company's arsenal for reducing absence and ill-health retirement (IHR). Both the Health and Safety at Work Act (1974) and the Disability Discrimination Act (1995) require evidence-based approaches to setting physical and medical employment standards. Proven fitness-related strategies include redesigning the most demanding tasks, selecting and training personnel who possess the necessary physical attributes, and assessing and redeploying personnel to jobs within their capability. An essential precursor to pursuing these strategies is to conduct a job analysis to quantify the physical demands of the job. PMID:10994247

  19. [Job burnout: focusing on occupational differences of enthusiasm for job].

    Igawa, Junichi; Nakanishi, Daisuke; Shiwa, Shiro

    2013-10-01

    This study investigates characteristics of burnout, as related to job descriptions in mental hospitals and presuppositions of the concept of burnout (burnout is caused as a result of having enthusiasm for a job). The results of a questionnaire survey (burnout tendency, Japanese Burnout Scale, enthusiasm for a job in the past, modified Enthusiasm scale) with 781 workers at mental hospitals showed that burnout characteristics varied according to job descriptions. Specifically, psychiatric social workers, medical assistants, and nurses fell into the high-burnout category, whereas doctors, occupational therapists, and pharmacists fell into the low-burnout category. In addition, in order to compare enthusiasm for a job in the past with current burnout tendencies, factor scores for the respective scales were classified into a low group or a high group and were cross tabulated. The numbers in the cells of the groups indicating the opposite of the definition of burnout (low enthusiasm-high burnout tendency, high enthusiasm-low burnout tendency) were larger. This indicates that having enthusiasm for a job is not a direct factor for burnout, which is different from the presupposition about burnout. PMID:24205741

  20. Job Orders (Ordres de mission)

    FI Department

    2005-01-01

    Please note that individual job orders and continuous job orders (valid for one calendar year, i.e. from 1st January to 31st December) must henceforth be completed via EDH and approved by the Department Leader concerned (or the person appointed by him via EDHAdmin). Once approved, the form must be printed and kept for the duration of the mission by the driver to whom the job order is issued. You will find the icon for this document on the EDH Desktop, as well as on-line help on how to use it. In emergencies, paper copies of individual job orders (SCEM 54.50.20.168.5) may be issued outside normal working hours by the Fire Brigade (Meyrin Site, Building 65). Organisation & Procedures, FI Department, Tel. 73905 Relations with the Host States Service, Tel. 72848

  1. An inside job: hacking into Janus kinase/signal transducer and activator of transcription signaling cascades by the intracellular protozoan Toxoplasma gondii.

    Denkers, Eric Y; Bzik, David J; Fox, Barbara A; Butcher, Barbara A

    2012-02-01

    The intracellular protozoan Toxoplasma gondii is well known for its skill at invading and living within host cells. New discoveries are now also revealing the astounding ability of the parasite to inject effector proteins into the cytoplasm to seize control of the host cell. This review summarizes recent advances in our understanding of one such secretory protein called ROP16. This molecule is released from rhoptries into the host cell during invasion. The ROP16 molecule acts as a kinase, directly activating both signal transducer and activator of transcription 3 (STAT3) and STAT6 signaling pathways. In macrophages, an important and preferential target cell of parasite infection, the injection of ROP16 has multiple consequences, including downregulation of proinflammatory cytokine signaling and macrophage deviation to an alternatively activated phenotype. PMID:22104110

  2. Associations of Job Stress Indicators with Oxidative Biomarkers in Japanese Men and Women

    Jiro Takaki

    2013-12-01

    Full Text Available Some researchers have suggested that oxidative damage may be one of the mechanisms linking job stress with coronary heart disease. The aim of this study was to investigate the association between job stress indicators and oxidative biomarkers. The study included 567 subjects (272 men, 295 women who answered questionnaires related to their work and underwent a medical examination. Job stress evaluated using the demands-control-support model was measured using the Job Content Questionnaire. Effort-reward imbalance was measured using the Effort-Reward Imbalance Questionnaire. Urinary hydrogen peroxide (H2O2 and 8-hydroxy-2'-deoxyguanosine (8-OHdG were measured by the modified ferrous ion oxidation xylenol orange version-1 method and enzyme-linked immunosorbent assay, respectively. In men, the changes in the odds ratios for high urinary H2O2 associated with a 1-standard-deviation (SD increase in worksite social support were 0.69 (95% confidence interval (CI 0.53, 0.91 univariately and 0.68 (95%CI 0.51, 0.90 after adjustment for covariates. The change in the odds ratio for high urinary H2O2 associated with a 1-SD increase in effort-reward ratio was 1.35 (95% CI 1.03, 1.78 after adjustment for covariates. In women, there were no significant associations of the two job stress indicators with urinary H2O2 and 8-OHdG levels after adjustment for covariates (p > 0.05.

  3. Motivation and job satisfaction of health workers in a specialized health institution in Serbia

    Đorđević Dragan

    2015-01-01

    Full Text Available Background/Aim. Health care system is specific for each country, and therefore involves different motivation and job satisfaction factors. The aim of this study was to confirm the validity and applicability of the General Nordic Questionnaire translated into Serbian for analyzing motivation and job satisfaction, as well as to analyze the motivation factors and job satisfaction of health workers at the Institute for Treatment and Rehabilitation "Niška Banja". Methods. The General Nordic Questionnaire was translated into Serbian. It included 73 questions (5 answers by the Likert scale, which formed 24 scales. In May, 2012, 196 (82.3% health workers filled in the questionnaire. Results. A correlation of Ceronbach’s alpha values between the Scandinavian study results and the results of Serbian study was statistically significant (r = 0.424; p < 0.05. The lowest Cronbach’ alfa coefficient was for the scale “learning demand in job demands” (alpha 0.28. The other scale with no satisfactory reliability was “control of work pacing” (alpha 0.46. Intrinsic motivation positively correlated with all the scales of organizational module, apart from inequality. Within this module, the degree of extrinsic motivation correlated with the support from the superior and coworkers, with fair leadership and human resources primacy. A negative correlation appeared with inequality. Conclusion. The general Nordic Questionnaire can be applied to a great extent to the conditions in our country. Our study shows a low consistency of the scales learning job demands, control of decision, control of work pacing, so the questions in them should be adjusted to the conditions in our country. Extrinsic motivation resulted in higher values than the values of intrinsic motivation in our workers, which is opposite to the results of the original questionnaire.

  4. Lifetime Jobs and Transient Jobs: Job Tenure in Britain 1975-91

    Burgess, Simon; Rees, Hedley

    1994-01-01

    We examine 17 years of a large cross-section to build up a picture of job tenure in Britain. We show that men (women) can expect to hold their present job for about 18 (12) years. These summarize bimodal distributions, with one mode at short tenures, and one at very long tenures. We find some change in the mean job tenure: a decrease in elapsed tenure of about 10% between 1982 and 1991. These are important changes, but they do not support the view that the dramatic changes in the labour marke...

  5. Minus 30% of CO2 equal 684000 additional jobs. The winning equation for France

    This report proposes an assessment of job creations and destructions in relationship with a strategy based on low energy consumption, energy efficiency and renewable energies, which would allow a decrease of 30% of CO2 emissions by 2020. This investigation takes the whole set of activity sectors into account, as well as the most important economical impacts like direct or indirect job creation in sectors displaying a growing activity, job destruction in those displaying a declining one, but also job destruction and creation induced by the impact on household purchasing power. The assessment methodology and the hypotheses are described in appendix

  6. The EFL/ESL Job Search Handbook.

    Parsons, Adelaide, Ed.

    This handbook offers step-by-step advice to teachers of English as a Foreign Language (EFL) and English as a Second Language (ESL) for job searchers entering the job market and finding and accepting a job in the field. The goal is to find a job that matches the searcher's interests, skills, goals, and preparation with those of the employer. Topics…

  7. The Great Recession and Job Loss Spillovers

    Nguyen, Ha; Rezaei, Shawheen

    2016-01-01

    This paper explores the spillover effects of job losses via input linkages during the Great Recession. Exploiting exogenous variation in tradable employment shocks across U.S. counties, the paper finds that job losses in the tradable sectors cause further job losses in local supporting services. The result is not due to reverse causation, construction job losses, or credit shortages. In ad...

  8. Job strain and time to pregnancy

    Hjollund, N H; Jensen, Tina Kold; Bonde, J P; Henriksen, T B; Kolstad, H A; Andersson, A M; Ernst, E; Giwercman, A; Skakkebaek, N E; Olsen, J

    1998-01-01

    The association between fertility and job strain defined as high job demands and low job control has not previously been studied. A follow-up study was conducted with prospective collection of information on job strain among women, achievement of pregnancy, and potential confounding variables....

  9. Impact on job performance teamwork

    Valentina Zaharia; Mirela Dogaru

    2013-01-01

    From a psychological and physiological on the capability and job requirements are two types of requirements, one of increasing capabilities and requirements, and lowering other capabilities and requirements. Those who are dissatisfied with their status of employment are twice as dissatisfied and stressed compared to those without a job. Employees dissatisfied with remuneration compared to others, calling several times to your doctor or miss work.

  10. Job rotation for new officials

    Sjödin, Mathias; Wasslavik, Sofie

    2012-01-01

    The construction industry is becoming increasingly complex and dynamic and learning are increasingly important. The ability to learn and act faster than their competitors is one of the most important competitive advantages. By offering a form of job rotation for new officials, Skanska can show the district's various departments and that the new employee will hopefully find its desired position, and allows Skanska to a more attractive company. This thesis illuminates the subject job and will f...

  11. Job Characteristics and Labour Supply

    Kunze, Lars; Suppa, Nicolai

    2013-01-01

    We document the importance of non-pecuniary aspects in employment relationships by showing that labour supply elasticities differ significantly among individuals' job characteristics. Factor analysis indicates the relevance of four characteristics: autonomy, workload, variety and job security. Using a discrete choice model of family labour supply on the basis of Australian data, we show that income elasticities are significantly higher among individuals with 'good' characteristics (e.g. a sec...

  12. Job loss and broken partnerships

    Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke;

    2008-01-01

    The aim of this study was to investigate the effects of the accumulated number of job losses and broken partnerships (defined as the end of cohabitation) on the risk of fatal and nonfatal events of ischemic heart disease (IHD).......The aim of this study was to investigate the effects of the accumulated number of job losses and broken partnerships (defined as the end of cohabitation) on the risk of fatal and nonfatal events of ischemic heart disease (IHD)....

  13. The analysis of job satisfaction

    Tichopádová, Eva

    2011-01-01

    My thesis is focused on the analysis of job satisfaction in a particular firm considering motivation and employee loyalty. The diploma is divided into 4 parts. In the first chapter is defined the subject, goals and hypothesis. The second one is concerning with the theoretical knowledge of psychology, employee job satisfaction, motivation theories and their tools to increase the labour performance. The practical part is describing the company, its segmentation, policies and moreover the result...

  14. Job Type Approach for Deciding Job Scheduling in Grid Computing Systems

    Asef AL-Khateeb

    2009-01-01

    Full Text Available Problem statement: Meta-scheduling has become very important due to the increased number of submitted jobs for execution. Approach: We considered the job type in the scheduling decision that was not considered previously. Each job can be categorized into two types namely, data-intensive and computational-intensive in a specific ratio. Job ratio reflected the exact level of the job type in two specific numbers in the form of ratio and was computed to match the appropriate sites for the jobs in order to decrease the job turnaround time. Moreover, the number of jobs in the queue was considered in the batch decision to ensure server-load balancing. Results: The new factor that we considered namely, the job ratio can reduce the job turnaround time by submitting jobs in batches rather than submitting the jobs one by one. Conclusion: Our proposed system can be implemented in any middleware to provide job scheduling service.

  15. Does job insecurity deteriorate health?

    Caroli, Eve; Godard, Mathilde

    2016-02-01

    This paper estimates the causal effect of perceived job insecurity - that is, the fear of involuntary job loss - on health in a sample of men from 22 European countries. We rely on an original instrumental variable approach on the basis of the idea that workers perceive greater job security in countries where employment is strongly protected by the law and more so if employed in industries where employment protection legislation is more binding; that is, in induastries with a higher natural rate of dismissals. Using cross-country data from the 2010 European Working Conditions Survey, we show that, when the potential endogeneity of job insecurity is not accounted for, the latter appears to deteriorate almost all health outcomes. When tackling the endogeneity issue by estimating an instrumental variable model and dealing with potential weak-instrument issues, the health-damaging effect of job insecurity is confirmed for a limited subgroup of health outcomes; namely, suffering from headaches or eyestrain and skin problems. As for other health variables, the impact of job insecurity appears to be insignificant at conventional levels. PMID:25431120

  16. Education, underemployment and job satisfaction

    Shujaat Farooq

    2008-09-01

    Full Text Available Education is an effective vehicle for producing the required skills to maintain economic growth. The benefits of education range from human to economic, social and cultural. In Pakistan, there is significant rise in the average level of education, but over time, more and more workers incapable to use their educational background on the job. Supply of labor may have outstripped the demand of labor in some professions, and high qualified peoples taking job on low positions. Such underemployment/overeducation has not been fully explored in Pakistan. The theme of paper is “underemployment symbolizes an inefficient usage of human resources and lost output for society”.The research is based on case study on clerical workers of SNGPL. By comparing their educational backgrounds with their nature of job, this paper examines the impact of overeducation on job satisfaction. Our results show that underemployment/overeducation is correlated with higher level of job dissatisfaction, reduced job involvement, impaired co-worker relationship, and more emphasis on future aspirations.

  17. Job creation potential of solar

    This document defines the size of the job market within Canada's solar industry and presents a preliminary forecast of the employment opportunities through to 2025. The issue of job potential within Canada's solar technologies is complicated by the wide range of different fields and technologies within the solar industry. The largest energy generator of the solar technologies is passive solar, but the jobs in this sector are generally in the construction trades and window manufacturers. The Canadian Solar Industries Association estimates that there are about 360 to 500 firms in Canada with the primary business of solar technologies, employing between 900 to 1,200 employees. However, most solar manufacturing jobs in Canada are for products exports as demonstrated by the 5 main solar manufacturers in Canada who estimate that 50 to 95 per cent of their products are exported. The main reason for their high export ratio is the lack of a Canadian market for their products. The 3 categories of job classifications within the solar industry include manufacturing, installation, and operations and maintenance. The indirect jobs include photovoltaic system hardware, solar hot water heating, solar air ventilation, and glass/metal framing. 17 refs., 3 tabs., 2 figs

  18. Personal work goals and job satisfaction

    Katarina Fister

    2003-12-01

    Full Text Available An active area of studying antecedents and correlates of happiness, satisfaction and subjective well-being, examines the function of personal goals and goal strivings. The article presents the theoretical concept of personal goals and the application of personal goals assessment and analysis in the domain of work. The study aims to answer the following questions: what is the content of personal work goals, and what is the relationship between the characteristics of personal goals and job satisfaction. The content of personal goals mainly represents desires, intentions to improve job performance, to get knowledge, and intellectual development. Job satisfaction is connected with importance, value of personal goals, feelings of efficacy, and with the positive responses of the work environment to personal strivings of employees. This shows that employees have found meaning and purpose connected to work, something that gives them sense of efficacy, self-worthiness and the possibility to get affirmation from others. The study points out some specific influences of current socio-cultural situation.

  19. The Contribution of Sex Distribution, Job Content, and Occupational Classification to Job Sextyping: Two Studies.

    Krefting, Linda A.; And Others

    1978-01-01

    The distribution of males and females on a job, occupational classification, and job content were examined as predictors of job sex stereotypes in two studies. Results indicate that the base rate of males and females in the job is the most important predictor of job sextypes. (Author)

  20. Home Ownership, Job Duration, and Wages

    Munch, Jakob Roland; Rosholm, Michael; Svarer, Michael

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobilityboth in terms of transition into new local jobs and new jobs outside the local labourmarket. In addition, there is a clear negative...... effect of home ownership on the unemployment risk and a positive impact on wages. These results are robust to differentstrategies for correcting for the possible endogeneity of the home owner variable....

  1. Using Job Rotation to Extract Employee Information

    Anil Arya; Brian Mittendorf

    2002-01-01

    Job rotation refers to the practice of routinely transferring employees between jobs. The explanations provided for job rotation are as varied as its uses.Some posit that complementarities and learning across tasks allow increased productive efficiency, while others speculate that employees' inherent craving for variety drives the use of job rotation. This paper provides another explanation. When agents privately learn about the productivity of tasks on which they work, job rotation can be an...

  2. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    Meerman Martha GM; Kopnina Helen; Haafkens Joke A; van Dijk Frank JH

    2011-01-01

    Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job r...

  3. Obesity, job satisfaction and disability at older ages in Europe.

    Pagan, Ricardo; de Haro, Carmen Ordóñez; Sánchez, Carlos Rivas

    2016-03-01

    This study investigates the interaction between obesity and disability and its impact on the levels of job satisfaction reported by older workers (aged 50-64) in ten European countries (Denmark, Sweden, Austria, Belgium, France, Germany, The Netherlands, Switzerland, Italy and Spain). Using longitudinal data from the Survey of Health, Ageing and Retirement in Europe for the years 2004, 2007 and 2011, we estimate a job satisfaction equation which includes a set of explanatory variables measuring worker's obesity and disability status (non-disabled, non-limited disabled, and limited disabled). The results show that, after controlling for other variables, obese workers are more likely to be satisfied with their jobs as compared to those workers with normal weight (0.066 points). In addition, being limited disabled or having poor health contribute to reducing (by 0.082 and 0.172 points, respectively) this positive effect of being obese on job satisfaction. However, we do not find any differential effect of obesity on job satisfaction by disability status, except for those underweight individuals who are not limited in their daily activities. Overall, these findings support the hypothesis of lower expectations about jobs for obese workers, especially if they also have poor health. PMID:26656204

  4. Analyzing data flows of WLCG jobs at batch job level

    Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

    2015-05-01

    With the introduction of federated data access to the workflows of WLCG, it is becoming increasingly important for data centers to understand specific data flows regarding storage element accesses, firewall configurations, as well as the scheduling of batch jobs themselves. As existing batch system monitoring and related system monitoring tools do not support measurements at batch job level, a new tool has been developed and put into operation at the GridKa Tier 1 center for monitoring continuous data streams and characteristics of WLCG jobs and pilots. Long term measurements and data collection are in progress. These measurements already have been proven to be useful analyzing misbehaviors and various issues. Therefore we aim for an automated, realtime approach for anomaly detection. As a requirement, prototypes for standard workflows have to be examined. Based on measurements of several months, different features of HEP jobs are evaluated regarding their effectiveness for data mining approaches to identify these common workflows. The paper will introduce the actual measurement approach and statistics as well as the general concept and first results classifying different HEP job workflows derived from the measurements at GridKa.

  5. Evaluation of Proposed New LLW Disposal Activity Disposal of Compacted Job Control Waste, Non-compactible, Non-incinerable Waste, And Other Wasteforms In Slit Trenches

    Following issuance of the original document (i.e., rev. 0), it was decided to change the terminology for the calculated average concentrations derived from the inventory limit and the volumetric capacity of the unit. In the original document, the concentration values were termed ''limits''. This terminology proved problematic in managing the inventory limits through the deviation process. Thus, these values are now termed ''concentration guidelines''. Since the average concentration values presented in the UDQ serve no essential purpose, they were removed from the table. It was also decided to delete the table of materials acceptable for trench disposal (Table 2 of the original document). This table was only envisioned to be a listing of example materials. The intent of the PA, as well as the UDQ, is that any material, except for activated metal, meeting the trench WAC is acceptable

  6. Job stress and job performance controversy: an empirical assessment.

    Jamal, M

    1984-02-01

    This study examined the relationship between job stress and employees' performance and withdrawal behavior among nurses (N = 440) in two hospitals in a metropolitan Canadian city on the east coast. Job stressors assessed included role ambiguity, role overload, role conflict, and resource inadequacy. Employees' performance was operationalized in terms of job performance, motivation, and patient care skill. Withdrawal behaviors assessed were absenteeism, tardiness, and anticipated turnover. Multiple regressions, curvilinear correlation coefficients, and canonical correlations were computed to test the nature of the relationship between stressors and the criterion variables of the study. In general, data were more supportive of the negative linear relationship between stress and performance than for positive linear or curvilinear relationship. However, the stressor role ambiguity did exhibit a monotonic nonlinear relationship with a number of criterion variables. Employees' professional and organizational commitment were proposed to moderate the stress-performance relationship. However, the data only partially supported the role of the moderators. PMID:10265480

  7. Comparison of stress, job satisfaction, perception of control, and health among district nurses in Stockholm and prewar Zagreb.

    Tholdy Doncevic, S; Romelsjö, A; Theorell, T

    1998-06-01

    The increasing number of studies of stress among nurses in the last two decades have mainly dealt with nurses in hospitals. A few studies have included community-based nurses. However, no comparative studies of district nurses in different countries have been published. We have conducted a study to identify sources of stress, job satisfaction, perceived demands, control and health among district nurses (DNs) in Zagreb (Croatia) and Stockholm (Sweden), working in a polyvalent health care organization. Data were obtained regarding altogether 305 district nurses by means of self-administered questionnaires using identical methods and items, with response rates between 88% and 95%. In general, district nurses reported high levels of job-related stress, satisfaction and control. Organizational sources of stress, such as ongoing changes in the primary care organization, and reorganization of tasks, were of importance for the district nurses in Stockholm. They reported also more job satisfaction and commitment than the district nurses in Zagreb. The district nurses in Zagreb had significantly higher level of "lack of resources". They displayed significantly higher scores of psychological demands but also a greater feeling of control than the district nurses in Stockholm. Significant differences were also found between the groups in ranking of self-reported stressors. Thus results show that differences in work organization and in essential resources have a substantial impact of perceived stress, job satisfaction, and on the generality both of single association and on the applications of models. PMID:9658509

  8. Hybridization of Evolutionary and Swarm Intelligence Techniques for Job Scheduling Problem

    V.Selvi

    2014-07-01

    Full Text Available For more than a decade, scheduling of jobs has been an attractive research subject for researchers. There are several different ways to schedule jobs, and the threads which make them up. As well, the job scheduling is one of the active research fields, where the researchers work to enhance the efficiency of the job scheduling process in a scheduling environment. In existing hybrid techniques, some efficient factors related to jobs like turnaround time, job execution time and more have not been considered in the job scheduling process. The main drawback is lack of factors in the scheduling process which reduces the performance. To overcome such drawback in the existing methods, an adaptive ABC technique is proposed. In this proposed adaptive ABC technique, the term adaptiveness is achieved by using mutation, crossover and velocity in the employed bee phase for finding the new food sources. The adaptive ABC algorithm optimally allocates the jobs to the accurate processors or resources. Moreover, these existing techniques mostly concentrate on two major factors such as the minimization of the makespan and the completion time. The adaptiveness improves the efficiency of scheduling process when compared to the two conventional hybrid job scheduling techniques. The experimental result shows the performance of the proposed job scheduling process.

  9. The Effect of Job Complexity on Job Satisfaction: Evidence From Turnover and Absenteeism

    Andrew Weiss

    1985-01-01

    Usinga detailed sample of semi-skilled production workers we find that holding a wide range of personal and job-related characteristics constant, workers assigned to more complex jobs seem to be more likely to quit than are workers assigned to simpler jobs. Job complexity has no discernible effect on absenteeism. Matching better educated workers to more complex jobs affects neither absenteeism nor quit propensity. Thus it appears that experimental evidence suggesting that job enlargement incr...

  10. Factors Affecting Length of Job Search and Job Switching in Davao City, Philippines

    Deluna, Roperto; Berdos, Kleint

    2015-01-01

    This study was conducted to analyze factors affecting length of job search and job switching in Davao City. Ordinary Least Square (OLS) was used to examine factors affecting length of job search. Factors affecting probability of job switching was examined using logit regression model. Result shows that on the average, length of job search in Davao City is around 5 months. OLS estimation revealed that age of the job seeker and being a household head significantly affects the length of j...

  11. Effects of stress on auditors' organizational commitment, job satisfaction, and job performance

    Abolghasem Masihabadi; Alireza Rajaei; Amir Shams Koloukhi; Hossein Parsian

    2015-01-01

    This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational commitment and job satisfaction and there was not a negative correlation between job...

  12. Connection between Job Motivation, Job Satisfaction and Work Performance in Romanian Trade Enterprises

    Dina Maria LUT

    2012-01-01

    On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with r...

  13. Running Jobs in the Vacuum

    McNab, A.; Stagni, F.; Ubeda Garcia, M.

    2014-06-01

    We present a model for the operation of computing nodes at a site using Virtual Machines (VMs), in which VMs are created and contextualized for experiments by the site itself. For the experiment, these VMs appear to be produced spontaneously "in the vacuum" rather having to ask the site to create each one. This model takes advantage of the existing pilot job frameworks adopted by many experiments. In the Vacuum model, the contextualization process starts a job agent within the VM and real jobs are fetched from the central task queue as normal. An implementation of the Vacuum scheme, Vac, is presented in which a VM factory runs on each physical worker node to create and contextualize its set of VMs. With this system, each node's VM factory can decide which experiments' VMs to run, based on site-wide target shares and on a peer-to-peer protocol in which the site's VM factories query each other to discover which VM types they are running. A property of this system is that there is no gate keeper service, head node, or batch system accepting and then directing jobs to particular worker nodes, avoiding several central points of failure. Finally, we describe tests of the Vac system using jobs from the central LHCb task queue, using the same contextualization procedure for VMs developed by LHCb for Clouds.

  14. Running jobs in the vacuum

    We present a model for the operation of computing nodes at a site using Virtual Machines (VMs), in which VMs are created and contextualized for experiments by the site itself. For the experiment, these VMs appear to be produced spontaneously 'in the vacuum' rather having to ask the site to create each one. This model takes advantage of the existing pilot job frameworks adopted by many experiments. In the Vacuum model, the contextualization process starts a job agent within the VM and real jobs are fetched from the central task queue as normal. An implementation of the Vacuum scheme, Vac, is presented in which a VM factory runs on each physical worker node to create and contextualize its set of VMs. With this system, each node's VM factory can decide which experiments' VMs to run, based on site-wide target shares and on a peer-to-peer protocol in which the site's VM factories query each other to discover which VM types they are running. A property of this system is that there is no gate keeper service, head node, or batch system accepting and then directing jobs to particular worker nodes, avoiding several central points of failure. Finally, we describe tests of the Vac system using jobs from the central LHCb task queue, using the same contextualization procedure for VMs developed by LHCb for Clouds.

  15. Couples' Labour Supply Responses to Job Loss: Boom and Recession Compared

    Bryan, Mark L.; Longhi, Simonetta

    2013-01-01

    We examine how couples' labour supply behaviour in the UK responds to a job loss by one partner, using the Labour Force Survey to compare the period of growth of 1995-2007 to the Great Recession and its aftermath of 2008-11. In single earner couples during the recession, both men and women substantially increased their job search activity following a partner's job loss, while the increase in search during the boom was smaller (and non-existent for men). However, the increase in job search dur...

  16. Couples’ labour supply responses to job loss: boom and recession compared

    Bryan, Mark L.; Longhi, Simonetta

    2013-01-01

    We examine how couples’ labour supply behaviour in the UK responds to a job loss by one partner, using the Labour Force Survey to compare the period of growth of 1995-2007 to the Great Recession and its aftermath of 2008-11. In single earner couples during the recession, both men and women substantially increased their job search activity following a partner’s job loss, while the increase in search during the boom was smaller (and non-existent for men). However, the increase in job search...

  17. Seek and Ye Shall Find: How Search Requirements Affect Job Finding Rates of Older Workers

    Hullegie, P.G.J.; van Ours, J.C.

    2013-01-01

    Abstract Unemployment insurance recipients in the Netherlands were for a long time exempted from the requirement to actively search for a job when they reached the age of 57.5. We study how this exemption affected the job finding rates of the recipients involved. We find evidence that the job finding rate of unemployed workers who were getting close to the age of 57.5 is reduced in anticipation of the removal of the search requirement. In addition we find a large negative effect on job findin...

  18. An overview of job embeddedness.

    Reitz, O Ed; Anderson, Mary Ann

    2011-01-01

    Nursing turnover in health care organizations is a considerable problem that needs to be reframed within the context of "nurse retention" and "job embeddedness" (JE). A construct from the business literature, JE has been associated with "retention" or "antiwithdrawal." Conversely, turnover encompasses the process of quitting. This distinction is significant. JE represents a mediating construct between various "on-the-job" (organizational) factors, "off-the-job" (community) factors, and employee retention. This article presents an overview of JE including the dimensions, the related concepts of turnover and retention, and associated research. JE may be used to develop specific nurse-retention strategies following careful organizational and community assessment. With the current and looming nursing shortage, perhaps it is time for health care institutions to consider the adaptation of JE tenets. PMID:21925466

  19. Coordination Frictions and Job Heterogeneity

    Kennes, John; le Maire, Christian Daniel

    This paper develops and extends a dynamic, discrete time, job to worker matching model in which jobs are heterogeneous in equilibrium. The key assumptions of this economic environment are (i) matching is directed and (ii) coordination frictions lead to heterogeneous local labor markets. We de- rive...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model...... results preserve the essential tractability of the baseline model with aggregate shocks. Therefore, we o¤er a parsimonious, general equilibrium framework in which to study the process by which the contin- uous dispersion of wages and productivities varies over the business cycle for a large population of...

  20. Integrating waste management with Job Hazard analysis

    The web-based Automated Job Hazard Analysis (AJHA) system is a tool designed to help capture and communicate the results of the hazard review and mitigation process for specific work activities. In Fluor Hanford's day-to-day work planning and execution process, AJHA has become the focal point for integrating Integrated Safety Management (ISM) through industrial health and safety principles; environmental safety measures; and involvement by workers, subject-matter experts and management. This paper illustrates how AJHA has become a key element in involving waste-management and environmental-control professionals in planning and executing work. To support implementing requirements for waste management and environmental compliance within the core function and guiding principles of an integrated safety management system (ISMS), Fluor Hanford has developed the a computer-based application called the 'Automated Job Hazard Analysis' (AJHA), into the work management process. This web-based software tool helps integrate the knowledge of site workers, subject-matter experts, and safety principles and requirements established in standards, and regulations. AJHA facilitates a process of work site review, hazard identification, analysis, and the determination of specific work controls. The AJHA application provides a well-organized job hazard analysis report including training and staffing requirements, prerequisite actions, notifications, and specific work controls listed for each sub-task determined for the job. AJHA lists common hazards addressed in the U.S. Occupational, Safety, and Health Administration (OSHA) federal codes; and State regulations such as the Washington Industrial Safety and Health Administration (WISHA). AJHA also lists extraordinary hazards that are unique to a particular industry sector, such as radiological hazards and waste management. The work-planning team evaluates the scope of work and reviews the work site to identify potential hazards. Hazards

  1. Understanding the Outcomes of Older Job Losers

    Brzozowski, Matthew; Thomas F. Crossley

    2010-01-01

    We use an unusually rich Canadian survey to examine how post-job-loss behaviour and outcomes vary with age of the job loser. We find that older job losers experience greater post-displacement joblessness, and are less likely to return quickly to satisfactory employment. We show that this apparent age effect is not a job tenure effect or wealth effect. We also find that older job losers, compared to mid-career job losers, are as likely to report searching for work, but that they search less in...

  2. Understanding Job Stress among Healthcare Staff

    Dola Saha; Rajesh Kumar Sinha; Kankshi Bhavsar

    2011-01-01

    Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work) among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specia...

  3. The cost of job loss

    Burdett, Ken; Carrillo-Tudela, Carlos; Coles, Melvyn

    2015-01-01

    In this paper we develop and quantitatively assess a tractable equilibrium search model of the labour market to analyse the long-term wage costs of a job loss. In our framework, these costs occur due to losses in workers' human capital and firm specific compensation, interruptions to workers' on-the-job search and due to turnover heterogeneity. A key feature is that firms post wage-tenure contracts as an optimal response to their employees' search behaviour and human capital accumulation. We ...

  4. The Shifting Job Tenure Distribution

    Hyatt, Henry R.; James R. Spletzer

    2016-01-01

    There has been a shift in the U.S. job tenure distribution toward longer-duration jobs since 2000. This change is apparent both in the tenure supplements to the Current Population Survey and the Longitudinal Employer-Household Dynamics matched employer-employee data. A substantial portion of these changes are caused by the ageing of the workforce and the decline in the entry rate of new employer businesses. We show that the tenure distribution is a function of historical hiring rates and tenu...

  5. The mismatch between job openings and job seekers

    Canon, Maria E.; Mingyu Chen

    2011-01-01

    Today's high unemployment rate is often linked to a structural imbalance—a mismatch between the skills and location required to fill vacant jobs and the skills and geographical preferences of the unemployed. But the evidence downplays the role of this mismatch.

  6. Job Search Skills 101: Helping Students Get the Job

    Pucillo, John M.

    2011-01-01

    Technology education can contribute a great deal to preparing students for good employment opportunities. Still, most educators, students, and parents realize that employers are looking for a wide variety of skills in their employees, and education in technology subjects alone is not enough to ensure a good job after graduation. Technology…

  7. Predicting job-seeking intensity and job-seeking intention in the sample of unemployed

    Marić Zorica

    2005-01-01

    Full Text Available In this study Ajzen' theory (1991 of planned behavior was used to predict job - seek intention and behavior among unemployed people (N = 650. In addition to theory of planned behavior variables (job - seek attitude, subjective norm, self - efficacy and controllability of job seek process we used several other psychological (financial pressure, self - mastery, self - esteem and depression and demographic (gender, age, education, marriage and lent of unemployment variables to build a model of predictors for both criterion variables. Financial pressure, intention to seek employment, job seek - self - efficacy, job - seek controllability, marriage and job - seek attitude predicted job - seeking behavior, while attitude toward job - seeking, subjective norm, job - seek self - efficacy and financial pressure predicted job seek - intention. Results are discussed in light of theory of planned behavior, current research of job - seeking behavior and recommendations are made for practice.

  8. Jobs, collaborations, and women leaders of the global chemistry enterprise: An overview

    The global chemistry enterprise continues to be active and contributes substantially to the gross domestic products and employment in many countries. This article provides an overview of the issues of jobs, collaborations, and women leaders of the global chemistry enterprise. The availability of job...

  9. 75 FR 39003 - SAFRA Act Payments to Loan Servicers for Job Retention

    2010-07-07

    ... description and analysis of the effect of the use of those funds on job retention of eligible employees... description of all activities funded at each location; and a description and analysis of the effect of the use... SAFRA Act Payments to Loan Servicers for Job Retention ACTION: Interim final requirements; request...

  10. 75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    2010-12-16

    ... ] OMB Desk Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235... AFFAIRS Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY:...

  11. Looking for a Job: Step by Step = Buscando Trabajo: Paso por Paso.

    Edwards, Patricia

    This bilingual document provides guidelines and learning activities to assist migrant workers in looking for a job. The document covers the following areas: (1) a checklist providing an overview of job search skills; (2) developing a fact sheet of personal information; (3) listing good work qualities; (4) identifying references and securing…

  12. Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support

    Van Yperen, N.W.; Hagedoorn, M.

    2003-01-01

    Examined whether job control and job social support reduce signs of fatigue and enhance intrinsic motivation among employees facing high job demands. 555 nurses (mean age 35.5 yrs) working at specialized units for patients with different levels of mental deficiency completed surveys regarding: (1) j

  13. Potential for renewable energy jobs in the Middle East

    Based on employment factors derived from a recent review of publications investigating opportunities for work associated with the diffusion of renewable energy technology, we here present an analysis of the potential for renewable energy jobs in the Middle East. We use energy system optimisation results from the regionally disaggregated TIAM-ECN model as input to our study. This integrated assessment model is utilised to inspect the energy technology requirements for meeting a stringent global climate policy that achieves a stabilisation of greenhouse gas concentrations in the atmosphere with a maximum additional radiative forcing of 2.9 W/m2. This climate control target implies a massive deployment of renewable energy in the Middle East, with wind and solar power accounting for approximately 60% of total electricity supply in 2050: 900 TWh of an overall level of 1525 TWh would be generated from 210 GW of installed renewable energy capacity by the middle of the century. For this pervasive renewables diffusion scenario for the Middle East we estimate a total required local work force of ultimately about 155,000 direct and 115,000 indirect jobs, based on assumptions regarding which components of the respective wind and solar energy technologies can be manufactured in the region itself. All jobs generated through installation and O and M activities are assumed to be domestic. - Highlights: • An analysis of the potential for renewable energy jobs in the Middle East is presented. • With the TIAM-ECN model we inspect the technology requirements for meeting a radiative forcing of 2.9 W/m2. • Wind and solar power account for approximately 60% of total electricity supply in 2050. • We estimate a total required local work force of ultimately about 155,000 direct and 115,000 indirect jobs. • Manufacturing jobs are assumed to be partly local, while installation and O and M jobs are all domestic

  14. 45 CFR 287.120 - What work activities may be provided under the NEW Program?

    2010-10-01

    ... SERVICES THE NATIVE EMPLOYMENT WORKS (NEW) PROGRAM Program Design and Operations § 287.120 What work..., alternative education, post secondary education, job readiness activity, job search, job skills training, training and employment activities, job development and placement, on-the-job training (OJT), employer...

  15. International Outsourcing and Individual Job Separations

    Munch, Jakob Roland

    This paper studies the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1992-2001. Estimation of a single risk duration model, where no distinction is made between different types of transitions out of the job, shows that...... outsourcing has a clear significant positive effect on the job separation rate, but the effect corresponds to a limited number of lost jobs. A competing risks duration model that distinguishes between job-to-job and job-to-unemployment transitions is also estimated. Outsourcing is found to increase the...... unemployment risk of workers and in particular low-skilled workers, but again the quantitative impact is not dramatic. Outsourcing also increases the job change hazard rate and mostly so for high-skilled workers...

  16. Job Hunting? Maybe a Therapist Can Help

    ... page: https://medlineplus.gov/news/fullstory_159458.html Job Hunting? Maybe a Therapist Can Help Study finds ... News) -- The unemployed may find help for their job search in an unexpected place -- a therapist's office. ...

  17. Job Analysis: A Local Government's Experience.

    Urbanek, Steve J.

    1997-01-01

    A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

  18. Job Redesign: An Organization Development Approach

    Cohen, Michael L.

    1976-01-01

    Points out why jobs are so demarcated between levels and then explains and illustrates the way jobs between the various levels are differentiated on the basis of unique results and contribution. (Author)

  19. Developing Your Employee Handbook: Job Descriptions.

    Perreault, Joe

    1988-01-01

    A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

  20. Job Enrichment and the Mentally Retarded Worker.

    Morris, Jerry L.; And Others

    1981-01-01

    The effect of job enrichment on the production rate of 14 mentally retarded adult workers was evaluated. Job enrichment led to increases in standard rates of production for high IQ Ss and lower rates for low IQ Ss. (Author)

  1. 77 FR 38833 - Job Accommodation Network

    2012-06-29

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Job Accommodation Network AGENCY: Office of Disability Employment Policy, Department of Labor. Announcement Type... operate its Job Accommodation Network (JAN), a national technical assistance center that facilitates...

  2. Does Job Loss Shorten Life?

    Eliason, Marcus; Storrie, Donald

    2009-01-01

    This paper examines the impact of job loss on overall and cause-specific mortality. Using linked employer-employee data, we identified the workers displaced due to all establishment closures in Sweden in 1987 and 1988. Hence, we have extended the case study approach, which has dominated the plant closure literature. The overall mortality risk…

  3. Job Prospects for Aeronautical Engineers.

    Basta, Nicholas

    1985-01-01

    Huge defense budgets and a commercial aircraft comeback are contributing to high demands for aeronautical engineers. Job offers are plentiful and are expected to rise by 41 percent from 1982 to 1995. Federal space programs will provide additional employment opportunities. (DH)

  4. The Jobs behind the Science

    Jacques Fichet; Jules Ordan; Anna Cook; Jacques Fichet

    2015-01-01

    Recruitments service promotes this clip "The Jobs behind the Science" Réalisé par Jules Ordan Produit par Jacques Fichet Voix off Anna Cook Musique : Unphased. Les musiciens: - Carlos Rosales - Tim McGarry - Ary Porat - Elio Jaillet - Jules Ordan - Didier Fellay

  5. A grid job monitoring system

    Dumitrescu, Catalin; /Fermilab; Nowack, Andreas; /Aachen, Tech. Hochsch.; Padhi, Sanjay; /UC, San Diego; Sarkar, Subir; /INFN, Pisa /Pisa, Scuola Normale Superiore

    2010-01-01

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components: (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  6. Job Prospects for Petroleum Engineers.

    Basta, Nicholas

    1988-01-01

    Describes petroleum engineering as one area in industry where job opportunities are few but where the worst of the declines has been seen. Discusses the causes of the decline. Lists several areas where petroleum engineers have found alternatives including environmental projects, water supply projects, and computer applications. (CW)

  7. The Hottest Job on Earth

    2001-01-01

    @@ The Hottest Job on Earth Kim inched his way along. Heat covered him like ablanket. Cracks alive with fire opened beneath his feet."Maybe this wasn't such a good idea," Kim said to himself. "Maybe I should have left this volcano alone!"

  8. Job strain and alcohol intake

    Heikkilä, Katriina; Nyberg, Solja T; Fransson, Eleonor I;

    2012-01-01

    The relationship between work-related stress and alcohol intake is uncertain. In order to add to the thus far inconsistent evidence from relatively small studies, we conducted individual-participant meta-analyses of the association between work-related stress (operationalised as self-reported job...... strain) and alcohol intake....

  9. Job Quality by Entrepreneurial Spinoffs

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We study whether entrepreneurial spinoffs are important drivers of industry dynamics. More precisely, we investigate whether the quality of jobs in spinoff entrepreneurs are higher than for other entrepreneurs. We distinguish spinoff firms by different types and distinguish between growing and...

  10. Job strain and tobacco smoking

    Heikkilä, Katriina; Nyberg, Solja T; Fransson, Eleonor I;

    2012-01-01

    Tobacco smoking is a major contributor to the public health burden and healthcare costs worldwide, but the determinants of smoking behaviours are poorly understood. We conducted a large individual-participant meta-analysis to examine the extent to which work-related stress, operationalised as job...

  11. A grid job monitoring system

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components: (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  12. A Grid job monitoring system

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components : (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  13. Emotional Intelligence and Job Satisfaction

    Hosseinian, Simin; Yazdi, Seyedeh-Monavar; Zahraie, Shaghayegh; Fathi-Ashtiani, Ali

    This study aims to investigate the effect of training some aspects of Emotional Intelligence (EI) on job satisfaction and productivity of employees. The results can help organizations to realize human capabilities and the way to improve them by paying more attention to psychological issues. We used a quasi-experimental method using a pre-test and a post-test designed with control group and a four-month follow-up. Study population consists of employees of Marine Installations and Construction Company. Considering variables like age, education and job rank, we selected 28 employees who earned the lowest score for EI. They were then randomly assigned to experimental and control groups. Each employee got job satisfaction and productivity questionnaires and their managers were given employee evaluation questionnaire. Then some aspects of EI were taught to the experimental group once a week for 10 sessions. Four months later, both groups were evaluated by managers. The results show that education did not increase employees` job satisfaction nor did it improve managers` evaluation. However, employees` productivity score after training sessions and managers` evaluation improved in the long run. The results reveal that training EI by further controlling the above-mentioned variables is effective and essential to improve human resources.

  14. Multi-site job analysis

    This material will detail the steps employed by the Martin Marietta Energy System's facilities at Paducah, Kentucky, and Portsmouth, Ohio, in preparing a unified job analysis for mechanical, electrical, and instrument mechanics and how differences in position responsibilities, organization, and instructional format were resolved and implemented

  15. Job Quality in the Crisis

    Leschke, Janine; Watt, Andrew; Finn, Mairéad

    This paper is an update of the synthetic job quality index (JQI) for the EU27 countries which has been created in 2008 (see ETUI Working paper 2008.03 and 2008.07) in an attempt to shed light on the question of how European countries compare with each other and how they are developing over time i...

  16. Job Briefs. Career Education Guide.

    Dependents Schools (DOD), Washington, DC. European Area.

    The document contains 288 one-page job descriptions based on 1973 information for the following 11 career clusters: automotive technology, business/clerical/sales, computer technology, electricity/electronics, graphic communications, health/cosmetology, agriculture/conservation, artistic/literary/music, mechanical/transportation/construction,…

  17. Job Loss and Immigrant Labor Market Performance

    Bratsberg, Bernt; Raaum, Oddbjørn; Røed, Knut

    2016-01-01

    While integration policies typically focus on labor market entry, we present evidence showing that immigrants from low‐income countries tend to have more precarious jobs, and face more severe consequences of job loss, than natives. For immigrant workers in the Norwegian private sector, the probability of job loss in the near future is twice that of native workers. Using corporate bankruptcy for identification, we find that the adverse effects of job loss on future employment and earnings are ...

  18. The Public Health Costs of Job Loss

    Kuhn, Andreas; Lalive, Rafael; Zweimüller, Josef

    2009-01-01

    "We study the short-run effect of involuntary job loss on comprehensive measures of publicnhealth costs. We focus on job loss induced by plant closure, thereby addressing the reversencausality problem of deteriorating health leading to job loss as job displacements due to plant closure are unlikely caused by workers' health status, but potentially have important effects on individual workers' health and associated public health costs. Our empirical analysis isnbased on a rich data set from Au...

  19. The Public Health Costs of Job Loss

    Kuhn, Andreas; Lalive, Rafael; Zweimüller, Josef

    2009-01-01

    We study the short-run effect of involuntary job loss on comprehensive measures of public health costs. We focus on job loss induced by plant closure, thereby addressing the reverse causality problem of deteriorating health leading to job loss as job displacements due to plant closure are unlikely caused by workers' health status, but potentially have important effects on individual workers' health and associated public health costs. Our empirical analysis is based on a rich data set from Aus...

  20. Job Dispersion and Compensating Wage Differentials

    Paul Sullivan; Ted To

    2013-01-01

    The empirical literature on compensating wage differentials has a mixed history. While there have been some successes, much of this literature finds weak support for the theory of equalizing differences. We argue that it is dispersion in total job values or "job dispersion" that leads to biased compensating wage differential estimates. We begin by demonstrating how job dispersion can lead to biased hedonic estimates. Then we take a partial equilibrium on-the-job search model with utility from...

  1. Labour market transitions and job satisfaction

    Bijwaard, Govert; Van Dijk, Bram; Koning, Jaap de

    2003-01-01

    textabstractThe paper investigates the relationship between job satisfaction and labour market transitions. Using a multinomial logit model, a model is estimated on the basis of individual data in which transitions are explained from individual characteristics, job characteristics, dissatisfaction with the job and discrepancies between the actual and the desired number of hours worked. Transitions can be changes in the hours worked, changes to a different job and/or employers, or combinations...

  2. Perception of job instability in Europe

    Böckerman, Petri

    2002-01-01

    The perception of job instability is an important measure of subjective well-being of individuals, because most people derive their income from selling their labour services. The study explores the determination of perception of job instability in Europe. The study is based on a large-scale survey from the year 1998. There are evidently large differences in the amount of perceived job instability from country to country. The lowest level of perceived job instability is in Denmark (9%). In con...

  3. Wages and Job Satisfaction in Portugal

    Vieira, José; Couto, João; Borges-Tiago, Maria Teresa

    2004-01-01

    The interest in the analysis of job satisfaction has increased among economists. Indeed, reported levels of satisfaction have been seen as a good predictor of individual behaviour such as job turnover, productivity and absenteeism. Because of this, several studies have tried to identify the determinants of job satisfaction. This paper is concerned with job satisfaction in Portugal. For this purpose, we use the first six waves of the European Household Panel Data (ECHP). The panel nature of th...

  4. Structural adjustment, job turnover and career progression

    Spiros Bougheas; Carl Davidson; Richard Upward; Peter Wright

    2015-01-01

    We develop a dynamic, stochastic, multi-sectoral, equilibrium model that allows for worker turnover, job turnover and career mobility. This serves to bridge the literatures on job reallocation and career progression. Our model makes a number of predictions: a positive correlation between job turnover rates and promotion rates; a positive correlation across sectors between mean real income and their corresponding variance; an inverse relationship between sector profitability and both the job t...

  5. A job analysis of care helpers

    Su Jin Shin; Kyung-Sook Choi; Seungeun Jeong; Seulgee Kim; Hyeung-Keun Park; Jae Eun Seok

    2012-01-01

    The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM) to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpe...

  6. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  7. New Jobs, Old Occupational Stereotypes: Gender and Jobs in the New Economy

    Miller, Linda; Hayward, Rowena

    2006-01-01

    This paper reports data from a questionnaire-based UK study that examined occupational sex-role stereotypes, perceived occupational gender segregation, job knowledge and job preferences of male and female pupils aged 14-18 for 23 jobs. Data were collected from 508 pupils in total. Both boys and girls perceived the majority of the jobs as being…

  8. Masculinity-Femininity Perceptions of Job Requirements and Their Relationship to Job-Sex Stereotypes.

    Krefting, Linda A.; Berger, Philip K.

    1979-01-01

    Defined sex appropriateness either as to the entire job or with respect to tasks which comprise the job. Sex appropriateness was examined by obtaining subjective estimates of the masculinity-femininity of the job requirement dimensions. Suggests that sex appropriateness of a job and of the tasks are distinct, separate concepts. (Author)

  9. Job Demands, Job Resources, and Flexible Competence. The Mediating Role of Teachers’ Professional Development at Work

    Evers, A.T.; Heijden, B.I.J.M. van der; Kreijns, K.; Vermeulen, M

    2016-01-01

    Building upon previous research that focused on the relationships between job demands, job resources, and employee psychological well-being, this longitudinal research makes a unique contribution by relating job demands and job resources to teachers’ professional development (TPD) at work and flexib

  10. Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

    The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

  11. Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

    Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

    2010-01-01

    This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

  12. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  13. Administrator Job Satisfaction in Higher Education

    Howard-Baldwin, Tonia; Celik, Bekir; Kraska, Marie

    2012-01-01

    The purpose of the study was to investigate the job satisfaction of men and women administrators in higher education in a four-year university in the southeast. In addition, the study examined whether there was a relationship between gender and overall job satisfaction, work climate, and job structure. Data were collected in the spring of 2009. …

  14. Spatial job search and commuting distances

    Rouwendal, J.

    1999-01-01

    An empirical model for spatial job search is developed and estimated. The model allows for heterogeneous jobs. It can be extended to incorporate the effects of housing market search induced by acceptance of a job. In order to deal with unobserved heterogeneity among workers, the reservation utility

  15. Course Enrichment and the Job Characteristics Model.

    Catanzaro, Diane

    1997-01-01

    Describes how the job characteristics model (J. R. Hackman), used by industrial-organizational psychologists to enhance the motivating potential of jobs in industry, can be applied to increase student motivation. The job characteristics model describes the relationship between the core characteristics of skill variety, task identity, task…

  16. Education and the Determinants of Job Satisfaction

    Vila, Luis E.; Garcia-Mora, Belen

    2005-01-01

    Using a representative sample of Spanish individuals, we explore the effects of workers' education on self-assessed satisfaction with diverse specific aspects of their jobs. We find that the effects of education level on job satisfaction differ, both in size and direction, according to the aspect of the job considered, especially after controlling…

  17. Show Them You Really Want the Job

    Perlmutter, David D.

    2012-01-01

    Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

  18. Job Evaluation: Pay Equity Problem or Solution?

    Mecham, Robert C.

    It has been hypothesized that current methods of determining pay rates value the characteristics of jobs held primarily by men differently than the characteristics of jobs held primarily by women, resulting in lower earnings for women. A policy capturing approach using numerically rated job characteristics (PAQ data) was applied separately to the…

  19. A New Perspective on Job Lock

    Huysse-Gaytandjieva, Anna; Groot, Wim; Pavlova, Milena

    2013-01-01

    This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our…

  20. Integrating job scheduling and constrained network routing

    Gamst, Mette

    2010-01-01

    This paper examines the NP-hard problem of scheduling jobs on resources such that the overall profit of executed jobs is maximized. Job demand must be sent through a constrained network to the resource before execution can begin. The problem has application in grid computing, where a number of...

  1. Personal traits as predictor of job satisfaction

    Petrushikhina Elena Borisovna

    2013-01-01

    The article is devoted to problem of association between job satisfaction and personal traits. The Five-Factor model is well-founded for predicting job satisfaction. Correlation analysis indicates high influence of Neuroticism, Extraversion, Agreeableness, Conscientiousness on job satisfaction. NEO-PI-R is recommended for measuring of personal traits in human resource management.

  2. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  3. Perspectives on Job Enrichment and Productivity.

    Suojanen, Waino W., Ed.; And Others

    The book of reading focuses on the state of job enrichment in the United States today, as well as some of its international implications. Featured in the book are 20 selected working papers analyzing the development and use of job enrichment in various types of organizations, union response to job enrichment, and its outlook for the future. The…

  4. Beyond Job Enrichment to Employment Enrichment

    Werther, William B., Jr.

    1975-01-01

    Employment enrichment views the total work environment confronting employees as a system consisting of two overlapping areas: worker-job and worker-organization subsystems. Job enrichment has improved the worker-job subsystem. The focus of this article is on methods of improving the worker-organization relationship. (Author/JB)

  5. 20 CFR 653.102 - Job information.

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  6. Assertiveness Training for Job-Seeking Skills

    Ball, Patricia G.; McLoughlin, Mary Ellen

    1977-01-01

    Assertiveness Training for Job-Seeking Skills includes skill development in initiating the job search; arranging actual interviews; preparing a resume; articulating strengths, weaknesses, and career objectives; responding assertively in interviews; asking appropriate questions; accepting or rejecting job offers; confronting discrimination;…

  7. Front-Line Advocacy: Turning Around an Improbable Jobs Fund

    Goering, Barton L.

    2012-01-01

    During the summer of 2010, school districts across the country reported almost daily on their plans to lay off staff because of sharp declines in aid. Hundreds of thousands of teachers' jobs were on the line. If these losses materialized, class sizes would skyrocket and educational enrichment activities would be lost. Some districts shortened…

  8. Analyses of high occupational dose jobs for ALARA

    Database of occupational dose data was developed, and radiation jobs were categorized into 26 main jobs. Dose rate, job manpower and job frequency are important factors having influence on occupational collective dose value. For each 26 main jobs, these factors were statistically analyzed. For each 26 main jobs, collective dose was evaluated, and 10 high occupational dose jobs were identified. For these 10 high dose jobs, dose rate, job manpower and job frequency were analyzed, and main reasons and factors for high dose were identified. This could be helpful to develop reasonable dose reduction plans for the high dose jobs

  9. Integration of Genetic Algorithm with Tabu Search for Job Shop Scheduling with Unordered Subsequence Exchange Crossover

    P. Balasubramanie

    2012-01-01

    Full Text Available Problem statement: The problem of scheduling n jobs on m machines with each job having specific machine route has been researched over the decade. The Job Shop Scheduling (JSS is one of the hardest combinatorial optimization problems. Each resource can process at most one job at a time. Approach: This study proposes a new approach to solve a Job Shop Scheduling problem with the help of integrating Genetic Algorithm (GA and Tabu Search (TS. After an initial schedule is obtained the GA, the result is given as an input to TS to improve the status of the initial schedule. The objective of this study is to minimize the makespan, process time and the number of iterations. This approach achieves a better result with the help of efficient chromosome representation, powerful crossover strategies and neighborhood strategies. Results: This research resolves the allocation of operation to different machine and the sequence of operation based on machine sequence. Job Scheduling is the process of completing jobs over a time with allocation of shared resources. It is mainly used in manufacturing environment, in which the jobs are allocated to various machines. Jobs are the activities and a machine represents the resources. It is also used in transportation, services and grid scheduling. Conclusion/Recommendations: The result and performance of the proposed work is compared with the other conventional algorithm and it is also testing using standard benchmark problems.

  10. ReStore: Reusing Results of MapReduce Jobs

    Elghandour, Iman

    2012-01-01

    Analyzing large scale data has emerged as an important activity for many organizations in the past few years. This large scale data analysis is facilitated by the MapReduce programming and execution model and its implementations, most notably Hadoop. Users of MapReduce often have analysis tasks that are too complex to express as individual MapReduce jobs. Instead, they use high-level query languages such as Pig, Hive, or Jaql to express their complex tasks. The compilers of these languages translate queries into workflows of MapReduce jobs. Each job in these workflows reads its input from the distributed file system used by the MapReduce system and produces output that is stored in this distributed file system and read as input by the next job in the workflow. The current practice is to delete these intermediate results from the distributed file system at the end of executing the workflow. One way to improve the performance of workflows of MapReduce jobs is to keep these intermediate results and reuse them fo...

  11. Job demands as a moderator of the political skill-job performance relationship

    Blickle, G.; Kramer, J.; Zettler, Ingo;

    2009-01-01

    , demonstrating stronger predictability under high enterprising job demands. Research limitations/implications - The present results suggest that political skill is a better predictor of job performance under situations of high enterprising job demands than under conditions of low enterprising job demands......Purpose - The purpose of this paper is to determine whether political skill is equally effective in its prediction of job performance for different job demands. Design/methodology/approach - This paper uses self-report sources of employee performance and self-report of political skill after several...... weeks along with three ratings of target individuals' job demands. Findings - Results support the hypothesis that Holland's enterprising category (i.e. because of its job demands and requisite job competencies to be effective) will moderate the relationship between political skill and job performance...

  12. OSART mission highlights related to on-the-job training

    This paper summarizes the highlights, related to the topic of on-the-job training (OJT), for Agency OSART missions conducted since 1990 (a total of 27 missions). Recommendations and suggestions for improvements related to on-the-job training and qualification programmes are discussed, as well as Good Practices and Good Performances. For Good Practices and Good Performances, the plant is identified to aid in follow-up by meeting participants. For recommendations and suggestions, the number of plants that had recommendations/findings in this area are identified by a number in parentheses after the item. The paper takes a broad approach toward highlights that are related to OJT. For example, there have been a number of OSART recommendations and suggestions concerning responsibilities, authorities and interfaces for NPP activities. These recommendations and suggestions relate not only to responsibilities and interfaces for on-the-job training and qualification programmes, but also to other areas as well

  13. Analysis of job stress in workers employed by three public organizations in Serbia

    Aleksandar Aleksić

    2013-06-01

    Full Text Available Objectives: The present study analyzes job stress in terms of education, age and the presence of cardiovascular and endocrine/metabolic diseases. Material and Methods: A total of 411 workers employed by three public organizations completed the Job Content Questionnaire to classify their jobs based on the job strain model. Data about health condition, education and habits was obtained by the use of medical examinations and an interview. Results: The analysis of the completed Job Content Questionnaires indicates that workers with high education have significantly higher decision latitude (DL than low-educated workers (one-way ANOVA, p < 0.0001. DL was also different between age groups (one-way ANOVA, p < 0.0001 - the highest DL values were observed in the oldest group, while the lowest DL mean was found in the youngest group. Psychological job demands (PJD and social support (SS were not significantly different between educational and age groups. The frequency of job stress categories was significantly different between low and highly-educated workers (χ2 test, df = 3, p < 0.0001 and also between different age groups (χ2 test, df = 6, p < 0.0001. The majority of highly-educated men were exposed to "active" jobs (high PJD and high DL. Most frequently, men older than 45 years experienced jobs with high DL ("active" and "low strain", men aged 35 to 45 years were exposed to jobs with high PJD ("high strain" and "active" while the majority of men younger than 35 years were exposed to jobs with low DL ("high strain" and "passive". No association between cardiovascular and endocrine/metabolic disorders and different job stress categories was observed. Conclusion: "High strain" and "passive" jobs were most frequently identified among low-educated and young men. Despite the absence of association between job stress and cardiovascular and endocrine/metabolic diseases, we recommend prevention of work stress, particularly in the case of low-educated workers

  14. Job and organisations: explaining group level differences in job satisfaction in the banking sector

    Bart Cambré; Evelien Kippers; Marc van Veldhoven; Hans De Witte

    2012-01-01

    Purpose – This paper aims to contribute to the understanding of group level differences in job satisfaction. Specifically, the authors seek to understand the shared variance in job satisfaction at the group level of jobs within organisations, in a particular industrial sector. To explain differences in job satisfaction between groups, the authors examine the role of job characteristics, particularly as these are defined within the job‐demand‐control‐support model. Design/methodology/approach ...

  15. TRENDS OF THE LIBRARY JOBS AND ESSENTIAL SKILLS REQUIRED FOR LIS PROFESSIONS IN JOB MARKET

    Joginder Singh

    2016-01-01

    This paper refers to the Library jobs and essential skills required for LIS professionals in job market in India. Analyzing market needs through scanning of Library job advertisements published in ‘Employment News’, ‘University News’ and advertised on websites as accessed to identify the trends of occurring in the LIS job market. We have noticed that most of the job advertised on websites during the study. Most of the vacancies advertised for special libraries by the employer. The study revea...

  16. Job-Seeking and Job-Acquisition in High School Students

    Creed, Peter A.; Doherty, Fiona; O'Callaghan, Frances

    2008-01-01

    We surveyed 225 Year 9 and 10 students at T1 regarding their attitude, social norms, control, experience, plans and intentions to find a part-time job while at school. Of these, 149 did not have a job and were surveyed again four months later about their job-seeking and job outcomes (104 responded at T2). Job-seeking intentions at T1 were…

  17. Value of Intangible Job Characteristics in Workers' Job and Life Satisfaction: How much are they worth?

    Namkee Ahn

    2007-01-01

    Using the data from the Spanish survey on life quality at work, we examine the importance of intangible job characteristics in workers’ job and life satisfaction. Our analysis shows that on both job and life satisfaction, the combined monetary value of intangible job characteristics such as flexibility, independence, social usefulness, pleasant work environment, pride, stress and the perception of receiving an adequate wage, is several times more worthy than that of objective job characterist...

  18. Personal and Job Related Predictors of Teacher Stress and Job Performance among School Teachers

    Rubina Hanif; Sadaf Tariq; Masood Nadeem

    2011-01-01

    The present study was conducted to find out role of personal and job related variables in teacher stress and job performance of school teachers. Furthermore, levels and sources of stress and their relationship with job performance among teachers were also explored. The measures used in this study were indigenously developed i.e., Teacher Stress Inventory (TSI-Urdu), Teachers Job Performance Scale and personal and job related Information sheet. Two independent samples were selected from Govern...

  19. Relationship Between Organizational Climate, Job Stress And Job Performance Officer At State Education Department

    Turiman Suandi; Ismi Arif Ismail; Zulfadli Othman

    2014-01-01

    This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determeane the job performance of state education department officers, level of job stress among the officers, level of connection between organizational climate with job stress of State Education Department officers, looking at the difference in level of performance according to demographic factors ...

  20. Job Search as Goal-Directed Behavior: Objectives and Methods

    Van Hoye, Greet; Saks, Alan M.

    2008-01-01

    This study investigated the relationship between job search objectives (finding a new job/turnover, staying aware of job alternatives, developing a professional network, and obtaining leverage against an employer) and job search methods (looking at job ads, visiting job sites, networking, contacting employment agencies, contacting employers, and…

  1. Stress and Job Satisfaction among Air Force Military Pilots

    Khodabakhsh Ahmadi

    2007-01-01

    Full Text Available Stress induces impairment of performance is a relatively common issue in pilots of military aviation. The present study aimed at gathering preliminary data on the relationship between stress and job satisfaction among military pilots, so determine to what extent military pilots suffering from job satisfaction. This study was cross- sectional in design and used survey methodology. The survey was offered to 89 military pilots. Subjects completed a Questionnaire with 32-item on Aviation Stress and short form of Minnesota job Satisfaction Questionnaire (MSQ. Results indicated that %33.7 pilots who had mild stress, %48.3 pilots who exhibited moderate stress and only, %13.5 pilots who indicated high stress. The stresses in pilots rating so: life stress, organizational stress, flight environmental stress and task-based stress. The correlation between job satisfactions and life stress was (-0/53, with organizational stress (-0/38, with flight environmental stress (-0/25, with task-based stressors (-0/23 and finally correlation between job satisfaction with flying hours was (-0/22. At this time when our military pilots have the least flights and spend most of their time idly, having no schedule can increase their stress, as well. Therefore, it is essential to provide them with some training, informing, evaluating and other psychological services, especially life skills and organizational skills. Furthermore, attending to military pilots and filling their schedule with useful programs such as flight with civilian airplanes, educational and research activities, favorite executive activities, sports and entertainment can decrease their stress, increase their job satisfaction and decrease their occupational weariness.

  2. Search and Non-Wage Job Characteristics

    Paul Sullivan; Ted To

    2011-01-01

    This paper quantifies the importance of non-wage job characteristics to workers by estimating a structural on-the-job search model. The model generalizes the standard search framework by allowing workers to search for jobs based on both wages and job-specific non-wage utility flows. Within the structure of the search model, data on accepted wages and wage changes at job transitions identify the importance of non-wage utility through revealed preference. The parameters of the model are estimat...

  3. Job Stability in the United States

    Francis X. Diebold; David Neumark; Daniel Polsky

    1994-01-01

    Two key attributes of a job are its wage and its duration. Much has been made of changes in the wage distribution in the 1980s, but little attention has been given to job durations since Hall (1982). We fill this void by examining the temporal evolution of job retention rates in U.S. labor markets, using data assembled from the sequence of Current Population Survey job tenure supplements. In contrast to the distribution of wages, which clearly changed in the 1980s, we find that job retention ...

  4. The 2009 Job Fair for Foreigners (Shanghai)

    2009-01-01

    Want a Good Job? Find it from Chinajob.com! The 2009 Job Fair for Foreigners (Shanghai) Zurich Hall, Swissotel Grand Hotel, Jing’an District, Shanghai, October 31, 2009,9:00 a.m.-16:00 p.m. If you are seeking a fabulous job in China, you should attend our job fair in Shanghai. With over 60 exhibitors attending our events, this could be a great opportunity to find the perfect job for you. This is an established event

  5. Internet job search and unemployment durations

    Kuhn, Peter; Skuterud, Mikal

    2004-01-01

    After decades of stability, the technologies used by workers to locate new jobs began to change rapidly with the diffusion of internet access in the late 1990’s. Which types of persons incorporated the internet into their job search strategy, and did searching for work on line help these workers find new jobs faster? We address these questions using measures of internet job search derived from the December 1998 and August 2000 CPS Computer and Internet Supplements, matched with job search o...

  6. Registered nurses' job satisfaction in Navy hospitals.

    Zangaro, George A; Johantgen, Meg

    2009-01-01

    Because of the increasing use of civilian registered nurses to supplement the nursing staff at U.S. Navy hospitals, it is imperative to understand the factors that influence satisfaction in both Navy and civilian nurses in military hospitals. This study sought to expand knowledge of satisfaction in hospital-based active duty Navy registered nurses and federal civilian nurses. Respondents completed a survey with a response rate of 42% (N=496). The survey was designed using well-known satisfaction models and included measures of work attitudes, work setting, and demographic characteristics. Linear regression models explained 51% of the variance in job satisfaction for Navy nurses and 55% for civilian nurses. Routinization had the strongest significant negative association with job satisfaction for Navy and civilian nurses. Supervisor support was significantly associated with satisfaction for Navy nurses although coworker support was a significant factor for civilians. These findings have implications for nurse administrators and health care executives who desire to retain nurse employees. PMID:19216301

  7. Job satisfaction among multiple sclerosis certified nurses.

    Gulick, Elsie E; Halper, June; Costello, Kathleen

    2007-08-01

    Several studies document high levels of job satisfaction among certified nurses, but no study has examined job satisfaction and factors influencing job satisfaction of certified multiple sclerosis (MS) nurses. This study tested a theoretical model proposing that two organizational factors, colleague relationships and benefits, will predict job satisfaction. Job satisfaction was represented by four factors: autonomy, professional status, professional growth, and time efficiency. Participants included MS nurses certified for 6 months or more practicing mostly in three countries (Canada, Great Britain, and the United States) who anonymously completed the Misener Nurse Practitioner Job Satisfaction Scale, an overall job satisfaction rating, and demographic information. Findings indicate that colleague relationships and benefits significantly estimated organization structure and that autonomy, professional status, professional growth, and time efficiency significantly estimated job satisfaction; furthermore, organization factors such as colleague relationships and benefits significantly predict job satisfaction. Among the countries, several statistically significant differences were observed between job satisfaction factors as well as items in both organization and job satisfaction subscales. Average factor scores among the countries were mostly rated satisfactory. The International Organization of Multiple Sclerosis Nurses Executive Board plans to use the study findings to see how it needs to focus efforts as an organization toward enhancing and standardizing MS care and develop MS nurse professionalism worldwide. PMID:17847673

  8. Job Heterogeneity and Coordination Frictions

    Kennes, John; le Maire, Daniel

    job ladder, how the identification of assortative matching is fundamentally different in directed and undirected search models, how our theory accounts for business cycle facts related to inter-temporal changes in job offer distributions, and how our model could also be used to identify the......We develop a new directed search model of a frictional labor market with a continuum of heterogenous workers and firms. We estimate two versions of the model - auction and price posting - using Danish data on wages and productivities. Assuming heterogenous workers with no comparative advantage, we...... find that each model gives a reasonable approximation of the statistical moments of both the wage and productivity distribution. A sensitivity analysis then draws out further implications of the theory. We explain how the feasible matchings between workers and firms changes as the worker moves up the...

  9. Nursing Jobs in Nursing Homes

    Torpey, Elka Maria

    2011-01-01

    The need for practical nurses who focus on caring for older people is growing. According to the U.S. Census Bureau, the number of people ages 65 and older is expected to increase from 40 million to 72 million between 2010 and 2030. And the U.S. Bureau of Labor Statistics (BLS) projects that this increasing population will result in job growth for…

  10. Canadian Firm and Job Dynamics

    Ravi Balakrishnan

    2008-01-01

    To understand better Canada's smooth reallocation of labor in response to the recent commodity price boom, but seemingly poor productivity performance, this paper examines job and firm dynamics in Canada relative to the United States. Overall, it finds that while Canada's labor market efficiency seems comparable to that of the United States, product market rigidities appear to be reducing Canada's capacity for creative destruction, hence undermining productivity growth.

  11. Directed Search and Job Rotation

    Li, Fei; Tian, Can

    2012-01-01

    In this note, we consider the impact of job rotation in a directed search model in which firm sizes are endogenously determined, and match quality is initially unknown. A large firm benefits from the opportunity of rotating workers so as to partially overcome mismatch loss. As a result, in the unique symmetric subgame perfect equilibrium, large firms have higher labor productivity and lower separation rate. In contrast to the standard directed search model with multi-vacancy firms, this model...

  12. On the job rotation problem

    Lewis, Seth Charles; Butkovic, Peter

    2007-01-01

    The job rotation problem (JRP) is the following: Given an \\(n \\times n\\) matrix \\(A\\) over \\(\\Re \\cup \\{\\ -\\infty\\ \\}\\\\) and \\(k \\leq n\\), find a \\(k \\times k\\) principal submatrix of \\(A\\) whose optimal assignment problem value is maximum. No polynomial algorithm is known for solving this problem if \\(k\\) is an input variable. We analyse JRP and present polynomial solution methods for a number of special cases.

  13. Professionalism in intercultural job interviews

    Jensen, Iben

    2005-01-01

    The article is a slightly revised manuscript from my keynote speech at the NIC conference 2003 in Göteborg, Sweden. The aim of the speech was to put forward research towards a critical intercultural multiperspectivism in order to understand professional intercultural communication in multicultura...... societies. This is discussed in relation to a case, a job interview with an untrained Danish interviewer and a Chinese candidate....

  14. Assessment of job training programmes

    In this document we describe the model which was used as a basis for assessing the training process. This process covers all the conventional aspects such as training courses, classes etc. as well as all other means of acquiring and imparting skills such as on-the-job training, shadow training, informal talks etc. The information results from the implementation of this assessment method. 1 ref., 3 figs

  15. Designing high-performance jobs.

    Simons, Robert

    2005-01-01

    Tales of great strategies derailed by poor execution are all too common. That's because some organizations are designed to fail. For a company to achieve its potential, each employee's supply of organizational resources should equal the demand, and the same balance must apply to every business unit and to the company as a whole. To carry out his or her job, each employee has to know the answers to four basic questions: What resources do I control to accomplish my tasks? What measures will be used to evaluate my performance? Who do I need to interact with and influence to achieve my goals? And how much support can I expect when I reach out to others for help? The questions correspond to what the author calls the four basic spans of a job-control, accountability, influence, and support. Each span can be adjusted so that it is narrow or wide or somewhere in between. If you get the settings right, you can design a job in which a talented individual can successfully execute on your company's strategy. If you get the settings wrong, it will be difficult for an employee to be effective. The first step is to set the span of control to reflect the resources allocated to each position and unit that plays an important role in delivering customer value. This setting, like the others, is determined by how the business creates value for customers and differentiates its products and services. Next, you can dial in different levels of entrepreneurial behavior and creative tension by widening or narrowing spans of accountability and influence. Finally, you must adjust the span of support to ensure that the job or unit will get the informal help it needs. PMID:16028816

  16. Mechatronics: Skilled Industrial Job Training

    Bill Jones

    2013-01-01

    Currently, skills required for these jobs are available through many avenues, but we have centered our efforts on a program called mechatronics. Mechatronics combines the industrial fields of electronics, fluid power (hydraulic and pneumatic), mechanics, and computer processing (programmable logic controller, or PLC, and microprocessors). Businesses, community resources, legislators, and educators are beginning to work together in Tennessee and in Rutherford County to develop pathways for K-1...

  17. Steve Jobs And Modern Leadership

    Sorin-George Toma

    2013-05-01

    Full Text Available During the time, especially in the last fifty years, leadership has increasingly become a major subject in the management literature, a subject of much thought, writing and teaching. While the importance of leadership is generally accepted all over the world, there are as many definitions of it as there are organizations. In spite of the fact that the business literature on leadership is so voluminous, there is not an agreed-upon definition of the concept of leadership. Leadership is not only intensely studied, but also practiced in different organizations. How to lead effectively an organization depends on many factors such as the organizational culture, the behavior of the followers, and the personal traits of the leader. The vast majority of successful leaders are multi-dimensional individuals. The aims of our paper are to present a short biography of Steve Jobs and to highlight his contribution to modern leadership. Our research is based on a literature review. The S. Jobs example illustrates how a transformational leader as him can be a key factor in successfully turning round the fortunes of a company as Apple. The paper facilitates a better understanding of modern leadership, emphasizing the case of S. Jobs, and provides a platform on which to build further studies on the same subject.

  18. Validity and Reliability of Malay Version of the Job Content Questionnaire among Public Hospital Female Nurses in Malaysia

    NA Amin

    2015-10-01

    Full Text Available Background: The Job Content Questionnaire (M-JCQ is an established self-reported instrument used across the world to measure the work dimensions based on the Karasek's demand-control-support model.Objective: To evaluate the psychometrics properties of the Malay version of M-JCQ among nurses in Malaysia.Methods: This cross-sectional study was carried out on nurses working in 4 public hospitals in Klang Valley area, Malaysia. M-JCQ was used to assess the perceived psychosocial stressors and physical demands of nurses at their workplaces. Construct validity of the questionnaire was examined using exploratory factor analysis (EFA. Cronbach's α values were used to estimate the reliability (internal consistency of the M-JCQ.Results: EFA showed that 34 selected items were loaded in 4 factors. Except for psychological job demand (Cronbach's α 0.51, the remaining 3 α values for 3 subscales (job control, social support, and physical demand were greater than 0.70, indicating acceptable internal consistency. However, an item was excluded due to poor item-total correlation (r<0.3. The final M-JCQ was consisted of 33 items.Conclusion: The M-JCQ is a reliable and valid instrument to measure psychosocial and physical stressors in the workplace of public hospital nurses in Malaysia.

  19. Unaccompanied Asylum-Seeking Refugee Children's Forced Repatriation: Social Workers' and Police Officers' Health and Job Characteristics.

    Sundqvist, Johanna; Hansson, Jonas; Ghazinour, Mehdi; Ögren, Kenneth; Padyab, Mojgan

    2015-01-01

    During the past ten years the number of unaccompanied asylum-seeking refugee children has dramatically increased in Sweden. Some of them are permitted to stay in the receiving country, but some are forced back to their country of origin. Social workers and police officers are involved in these forced repatriations, and such complex situations may cause stressful working conditions. This study aimed to bridge the gap in knowledge of the relationship between general mental health and working with unaccompanied asylum-seeking refugee children who are due for forced repatriation. In addition, the role of psychosocial job characteristics in such relationships was investigated. A questionnaire including sociodemographic characteristics, the Swedish Demand-Control-Support Questionnaire, and the 12-item General Mental Health Questionnaire were distributed nationally. Univariate and multivariable regression models were used. Poorer mental health was associated with working with unaccompanied asylum-seeking refugee children among social workers but not among police officers. Psychological job demand was a significant predictor for general mental health among social workers, while psychological job demand, decision latitude, and marital status were predictors among police officers. Findings are discussed with special regard to the context of social work and police professions in Sweden. PMID:26153185

  20. 求职自我效能感对求职行为的作用机制%Job Search Self-efficacy and Its Mechanism for Job Search Behavior

    鲁铱; 李晔; 卢静怡

    2012-01-01

    Searching for a job is a main event for graduates. Finding a job is a significant process to en- ter into the society. Job search self-efficacy is the confidence for achieving job activities. More and more studies have found that job search self-efficacy has an effect on job search behavior. Based on previous studies, author analyses the factors which can affect job search self-efficacy, introduces the theory of planned behavior and the sequential model of job search behavior, and discusses the mechanism of job search self-efficacy for job search behavior, which is direct impact, indirect impact, and gradual impact. After these analysis author establishes the muhipath model of job search self-efficacy. The future research about job search self-efficacy should discuss several questions, such as theoretical construction, cultural influence, gender differences, improving and intervening job search self-efficacy to help job seekers.%求职自我效能感是个体对自己完成求职活动的信心。越来越多的研究发现,求职自我效能感对求职行为会产生影响。在总结求职自我效能感研究的基础上.作者详细探讨了求职自我效能感对求职行为的具体作用机制,即直接作用、间接作用和阶段性作用,并提出了求职自我效能感对求职行为的多途径作用模型。求职自我效能感今后还有一些问题需要研究,比如理论建构、文化影响、性别差异等。

  1. Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

    Toporkov, Victor; Tselishchev, Alexey; Yemelyanov, Dmitry; Potekhin, Petr

    2015-01-01

    In this work, we consider the problems of job flow distribution and ranked job framework forming within a model of cycle scheduling in Grid virtual organizations. The problem of job flow distribution is solved in terms of jobs and computing resource domains compatibility. A coefficient estimating such compatibility is introduced and studied experimentally. Two distribution strategies are suggested. Job framework forming is justified with such quality of service indicators as an average job execution time, a number of required scheduling cycles, and a number of job execution declines. Two methods for job selection and scheduling are proposed and compared: the first one is based on the knapsack problem solution, while the second one utilizes the mentioned compatibility coefficient. Along with these methods we present experimental results demonstrating the efficiency of proposed approaches and compare them with random job selection.

  2. A research model for relating job characteristics to job satisfaction of university foodservice employees.

    Duke, K M; Sneed, J

    1989-08-01

    The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction. PMID:2760368

  3. Contribution of job satisfaction to happiness of Asian Americans.

    Weaver, C N

    2001-08-01

    Many demographic and labor force characteristics, such as family income, educational attainment, and occupation, correlated with job satisfaction. Since Asian Americans are more like Euro-Americans than African Americans in most of these characteristics, it seems reasonable to predict that their job satisfaction would be high as for Euro-Americans rather than low as for African Americans. Yet research of Weaver and Hinson showed that the opposite is true. One explanation for this unexpected result is that Asians do not think of jobs as a source of happiness but simply as a means of earning money to underwrite other aspects of their lives, such as the well-being of their families, which are the main sources of their happiness. The hypothesis was tested that job satisfaction does not contribute to the happiness of Asian Americans in comparison to satisfaction from other domains of their lives. Analysis was conducted of the attitudes of Asian-American (n = 160), African-American (n = 602), and Euro-American (n = 6,477) workers who responded to 22 surveys drawn from 1972 to 1998, each of which was representative of the labor force of the USA. The hypothesis was supported by the finding that the partial correlation of job satisfaction and global happiness with satisfaction in seven other domains of life (marriage, financial condition, community, nonwork activities, family, health and physical condition, and friendships) held constant was significant for Euro-American women and men but not for Asian Americans or African Americans of either sex. And, the same result occurred when global happiness was regressed on job satisfaction net the effects of satisfaction in other seven domains. PMID:11729542

  4. Growing Job Insecurity and Inequality between Good Jobs and Bad Jobs: An Interview with Arne Kalleberg

    Arne Kalleberg

    2014-01-01

    Arne Kalleberg was interviewed by Tatiana Karabchuk and Andrey Shevchuk, senior fellows at the Higher School of Economics. This interview was conducted during the international conference “Embeddedness and Beyond: Do Sociological Theories Meet Economic Realities?” (Moscow, 25–28 October 2012), where Prof. Kalleberg presented his new research “The Growth of Precarious Work: A Challenge for Economic Sociology”. In the interview Arne Kalleberg clarified the difference between job security and jo...

  5. Job satisfaction, job stress and psychosomatic health problems in software professionals in India

    Sahukar Madhura

    2014-01-01

    Full Text Available This questionnaire based study investigates correlation between job satisfaction, job stress and psychosomatic health in Indian software professionals. Also, examines how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. The sample consisted of yoga practicing and non-yoga practicing Indian software professionals working in India. The findings of this study have shown that there is significant correlation among job satisfaction, job stress and health. In Yoga practitioners job satisfaction is not significantly related to Psychosomatic health whereas in non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction.

  6. Factors related to job satisfaction and autonomy as correlates of potential job retention for rural nurses.

    Hanson, C M; Jenkins, S; Ryan, R

    1990-07-01

    This study of 167 nurses in 10 rural Georgia agencies examines the relationships among personal characteristics, factors of job satisfaction, autonomy, and job retention. The findings indicate that, contrary to expectations, personal characteristics (e.g., age, education, salary, marital status, and number of dependents) are not strong predictors of job retention in this sample. Some of the factors of job satisfaction do correlate negatively with indicators of impending job change, but the strongest relationships were those related to nursing autonomy. The study concludes that, of the variables studied, autonomy was the most effective predictor of job satisfaction and intention to remain in the current position. PMID:10105941

  7. Good jobs, green jobs, eh? A Canadian perspective.

    King, Andy

    2009-01-01

    A group of Canadians pondered the dramatic change in momentum in the United States and began to think more concretely about strategies to bring unions and environmentalists together around a common green economic agenda. The campaign against toxic chemicals has proven to be a natural meeting place for labor and environmental activists. We share a common history and concern about the lack of effective regulation. The more challenging areas are about transition, the need for good jobs, and a viable economic strategy. PMID:19608521

  8. Jobs and Economic Development from New Transmission and Generation in Wyoming

    Lantz, E.; Tegen, S.

    2011-03-01

    This report is intended to inform policymakers, local government officials, and Wyoming residents about the jobs and economic development activity that could occur should new infrastructure investments in Wyoming move forward. The report and analysis presented is not a projection or a forecast of what will happen. Instead, the report uses a hypothetical deployment scenario and economic modeling tools to estimate the jobs and economic activity likely associated with these projects if or when they are built.

  9. Jobs and Economic Development from New Transmission and Generation in Wyoming

    Lantz, Eric [National Renewable Energy Lab. (NREL), Golden, CO (United States); Tegen, Suzanne [National Renewable Energy Lab. (NREL), Golden, CO (United States)

    2011-03-31

    This report is intended to inform policymakers, local government officials, and Wyoming residents about the jobs and economic development activity that could occur should new infrastructure investments in Wyoming move forward. The report and analysis presented is not a projection or a forecast of what will happen. Instead, the report uses a hypothetical deployment scenario and economic modeling tools to estimate the jobs and economic activity likely associated with these projects if or when they are built.

  10. Does volunteer work during leisure time buffer negative effects of job stressors? A diary study

    Mojza, Eva J.; Sonnentag, Sabine

    2010-01-01

    This study examined volunteer work engagement as a buffer in the relationship between two types of job stressors and two job-related outcomes: positive affect and active listening at work. Fifty-one employees from different organizations who were involved in various volunteer work activities during their leisure time completed a daily survey over a period of one working week with two daily measurement times. The results of multilevel analyses showed that volunteer work engagement in the eveni...

  11. The Impact of Corporate Social Responsibility Perception on The Job Satisfaction and Organizational Commitment

    TUZCU, Mehmet Arcan

    2014-01-01

    Corporate social responsibility activities influence the stakeholders in the first place, hence the employees, one of the vital stakeholders of the organizations. Social responsibility activities can have a direct effect on the job satisfaction and organizational commitment of employees. This paper investigates the employees’ perception on corporate social responsibility, and examines the effect of this perception on organizational commitment and job satisfaction. Hence, the individual factor...

  12. The Effect of Job Involvement and Organizational Commitment on Employees\\\\\\' Job Satisfaction and Performance in Hotel Industry of Mashhad by Using Structural Equation Modeling

    Hamed Derakhshide

    2014-05-01

    According to the results, every organization's most valuable asset is its human capital. This valuable capital have a direct impact on the failure or success of the organization. With hopes of developing a sense of commitment to its employees, every organization should have managers who are aware of the importance of this human capital, because individuals who are committed to the values and goals of the organization, play more active roles in the organization and are less likely to leave the organization. The results also indicate that affective commitment and normative commitment influence job satisfaction and job performance. Job involvement also influence affective commitment and normative commitment. Finally, job satisfaction and job performance are influenced by job involvement. By respecting employees' involvement in decision making and by using an appropriate incentive system, managers can increase their employees' commitment to the organization, and also improve job satisfaction and performance. Due to the high rate of mobility of workers in the hospitality industry, managers need new and diverse approaches to increase the commitment of their employees. In order to provide satisfaction and commitment to the needs of the employees, hotel management companies should be sufficiently sensitive.

  13. Employed and unemployed job seekers and the business cycle

    Longhi, Simonetta; Taylor, Mark

    2013-01-01

    The job search literature suggests that on-the-job search reduces the probability of unemployed people finding a job. However, there is little evidence that employed and unemployed job seekers are similar or apply for the same jobs. We compare employed and unemployed job seekers in terms of their individual characteristics, preferences over working hours, job-search strategies and employment histories, and identify how any differences vary over the business cycle. We find systematic differenc...

  14. Quality and Inequality of Jobs Created in MENA Region: The Case of Labor Market in Jordan

    Ibrahim Mohammad Alhawarin

    2012-01-01

    Full Text Available Using micro-level data sets, the current study constructs a Job Quality Index (JQI for Jordanian wage and salaryworkers. Due to the unavailability of data for some years, the study covers only the period 2000–07. FactorAnalysis is utilized to compile the index based on the following four dimensions: adequate earnings;underemployment and overemployment (which together represent adequate working hours; and social security.The main findings of the study are as follows:(1 The JQI appears to have improved in 2007 compared to the mid-2000s, reaching similar levels of thoseprevailing in 2000. (2 There exists a persistent gender gap in favor of male workers, whose jobs arecharacterized by a higher JQI. This finding does not change even when taking into account other interveningvariables, particularly a worker’s age. Good jobs as a percentage of total jobs held by females appear to declinein 2007, unlike males, whose share of good jobs has grown in the same year. Therefore, no sign of convergencein job quality between males and females is detected. (3 JQI varies across education levels, however, lessobviously. Workers with basic education and lower are found to obtain considerably poorer jobs and jobsgenerally characterized with lower JQIs. (4 The JQI differs across age groups. New entrants to the labor marketand workers on the verge of retirement are more likely to have lower job quality in comparison with otherworkers belonging to age groups in the middle of their work lives. (5 The quality of jobs in agriculturalactivities is found to be on average lower than other activities. On the other hand, real estate activities tend tohave higher job quality ratings than other sectors, especially in 2007.

  15. The challenge of a meaningful job

    Jepsen, Ingrid

    2015-01-01

    feeling of doing high quality care generate job satisfaction. The obligation and pressure to perform well and the disadvantages on the midwives’ private lives is counterbalanced by the feeling of doing a meaningful and important job. Working in caseload midwifery creates a feeling of working in a self...... work form with an embedded and inevitable commitment and obligation that brings forward the midwife’s desire to do her utmost and in return receive appreciation, social recognition and a meaningful job with great job satisfaction. There is a balance between the advantages of a meaningful job and the...... number of women per full time midwife, as well as the succession rate, has to be surveilled as job-satisfaction is dependent on the midwives’ capability of still fulfilling expectations....

  16. Integrated Job Scheduling and Network Routing

    Gamst, Mette; Pisinger, David

    2013-01-01

    We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number of...... resources which must be sent to the executing machine through a network with limited capacity. A job cannot start before all of its resources have arrived at the machine. The scheduling problem is formulated as a Mixed Integer Program (MIP) and proved to be NP-hard. An exact solution approach using Dantzig......, interior point stabilization is used to decrease the number of columns generated in the branch-and-price algorithm. The algorithm is experimentally evaluated on job scheduling instances for a Grid network. The Dantzig- Wolfe algorithm with stabilization is clearly superior, being able to solve large...

  17. A social work study on job satisfaction

    Mohammad Reza Iravani

    2012-08-01

    Full Text Available Job satisfaction plays an important role on having sustainable growth in any business units. When an unsatisfied employee leaves, the business unit not only loses an employee but also it loses an intangible asset. Therefore, it is necessary to evaluate overall job satisfaction occasionally and provide some guidelines for improving work conditions. The proposed study of this paper uses five questionnaires, which are associated with job motivation, job satisfaction and organizational commitment. We have selected 25 sample employees who work for the case study of this research located in west region on Iran. Using some statistical tests we analyze the data and the preliminary results indicate that employee have an average job satisfaction. The results indicate that there are some positive relationships between job satisfaction and other factors including wage increase, psychological needs, physical equipments, entertainment equipment and work-team.

  18. Job Creation by Firms in Denmark

    Ibsen, Rikke Falkner; Westergård-Nielsen, Niels

    Denmark lost 186,000 jobs in the private sector. The question is where and how could these jobs be recreated. Are these issues specific to industries or are they universal? The data used is register data on workplaces and firms for the period 1980-2007. The base unit of data is the workplace. The company......In this paper we will look at job creation and destruction in firms. We will answer the question if it is the large companies that create jobs, while the smaller companies are contributing much less. Or is it the young companies that create jobs? And who destroys the most jobs? In the crisis...... time. A complication here is that firms switch ID over time because of change of ownership, mergers and divisions. Data must be corrected so that these administrative issues will not affect the survival of firms. The data are used in a way where we can cover firm birth and firm death, spin...

  19. On the Incentive Effect of Job Rotation

    Katolnik, Svetlana; Hakenes, Hendrik

    2014-01-01

    The longer an agent is employed in a job, the more the principal will have learned about his ability through the history of performance. With implicit incentives, influence perceptions and effort incentives decrease over time. Rotating agents to a different job deletes learning effects about ability, creating fresh impetus for effort. However, job rotation also reduces the time horizon, and thus reduces rents from working and also incentives. In this trade-off, we derive conditions for the de...

  20. Job Embeddedness: A new attitudinal measure

    Clinton, Michael; Knight, Terry; David E. Guest

    2012-01-01

    Job embeddedness is a relatively new concept that offers the potential to improve our ability to explain why people stay in their jobs. This article outlines the development and testing of new measures of on- and off-the-job embeddedness. Analyses of survey data show the measures demonstrate adequate psychometric properties across samples (three military and one nonmilitary organization) and across different organizational levels, genders, and tenure, as well as discriminant validity over oth...

  1. Saving for Retirement with Job Loss Risk

    Grochulski, Borys; Zhang, Yuzhe

    2013-01-01

    This article studies a tractable theoretical model of optimal consumption and saving decisions with endogenous retirement. Particular attention is paid to the impact of an increase in the risk of losing one’s job on the optimal path of consumption and wealth accumulation. Even if one does not actually lose their job, an increase in the risk of a job loss is by itself sufficient to cause lower consumption, higher saving, and, through faster retirement, lower labor supply.

  2. Job creation policies and the Great Recession

    David Neumark

    2012-01-01

    The adverse labor market effects of the Great Recession have intensified interest in policy efforts to spur job creation. The two most direct job creation policies are subsidies that go to workers and hiring credits that go to employers. Evidence indicates that worker subsidies are generally more effective at creating jobs. However, the unique circumstances of recovery from the Great Recession, especially the weak demand for labor, make hiring credits more effective in the short term.

  3. Parental Job Loss and Infant Health

    Jason M. Lindo

    2010-01-01

    Although there exists a large literature documenting various consequences of job loss, this paper is the first to explore the extent to which the health effects of job displacement extend to the children of displaced workers and also the first to consider whether there are any harmful effects for children who are not yet born when the separation occurs. I use detailed work and fertility histories from the Panel Study of Income Dynamics to estimate the effect of parents' job displacements on c...

  4. Are more jobs forthcoming?: ask the employers

    Roels, Frank

    2014-01-01

    Reduction of labour costs will create novel jobs; such is the belief of many economists, governments and journalists. This mantra is put to the test by the new Belgian government who will reduce costs by more than 3%. But when the employers of the private sector are asked whether they guarantee more jobs, their answer is: nobody can give a guarantee. In contrast, public funding has created more jobs, and could do more.

  5. Job Assignments, Intrinsic Motivation and Explicit Incentives

    Nafziger, Julia

    2008-01-01

    This paper considers the interplay of job assignments with the intrinsic and extrinsic motivation of an agent. Job assignments influence the self confidence of the agent, and thereby his intrinsic motivation. Monetary reward allow the principal to complement intrinsic motivation with extrinsic incentives. The main result is that the principal chooses an inefficient job assignment rule to enhance the agent's intrinsic motivation even though she can motivate him with monetary rewards. This show...

  6. PERSONALITY TRAINER CHARACTERISTICS AS JOB SATISFACTION PREDICTORS

    Ivanović Miroljub; Ivanović Uglješa

    2010-01-01

    The main aim of this research was to define the calculated personality five big characteristicsmodel for the total job satisfaction The Big Five Inventory (BFI, John, Donahue and Kentle,1991), as well as the 9 aspects of job satisfaction, which were measured on the Job SatisfactionSurvey scale (JSS, Spector, 1985). Except the personality characteristics, as the predictor type, thetrainer variables of gender and work experience were researched. The examinees sample consistedof 126 football, ba...

  7. Job Satisfaction Of Library Science Professionals

    Gavali V.S.

    2013-01-01

    The Job satisfaction being a complex phenomenon that interacts with personal, social and institutional dimensions in determining the personality of a good worker and also job satisfaction is the condition of establishing healthy organizational environment in an organization. The college libraries, which are described today as 'centers of learning' have suffered from neglect both by the government and college authorities in our country. This paper examined that Job satisfaction of the libraria...

  8. Job Fair for Foreigners,Beijing,2007

    2007-01-01

    The Job Fair for Foreigners, to be held in Beijing on April 21, is in its planning stage. Last year’s job fair was held in the Swissotel Beijing and plans are underway to reserve the hotel again for this year’s fair.Chinajob.com, as the host of the previous four job fairs, will continue to sponsor the fifth event especially for foreign teachers

  9. Job quality and wages in duopsony

    Jürgen Figerl; Thomas Grandner

    2008-01-01

    In a simple oligopsonistic model, firms compete for labour through wages and job qualities. We modify the product market model developed by Vandenbosch/Weinberg 1995 and apply it to the job market with jobs being defined by two vertically differentiated non-wage characteristics. Workers differ in their valuation of these two characteristics but do not differ in their productivity. In equilibrium firms offer different wages and differ in only one of these non-wage characteristics. Whereas our ...

  10. Comparison of statistics on jobs: September 2007

    Andrew Machin

    2008-01-01

    Presents latest comparisons from the Labour Force Survey and Workforce Jobs statistics, reconciling the estimates from both sourcesThis article presents the latest comparison of jobs statistics from the Labour Force Survey (LFS) and the Workforce Jobs (WFJ) statistics, and reconciliation of the estimates from the two sources. It introduces new evidence on the level of overcounting of self-employment in the LFS, and subsequent double-counting in the WFJ figures. This improvement is based on th...

  11. Works councils, wages and job satisfaction

    Grund, Christian; Schmitt, Andreas

    2011-01-01

    Abstract We investigate the effects of works councils on employees? wages and job satisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in job satisfaction, but do not receive particular wage increases. Especially the job satisfaction of female employees is affected by a change in works council status. However,...

  12. How to succeed in job interviewing.

    Welton, R H; Morton, P G; Amig, A

    1998-02-01

    Effective interviewing skills are critical for any nurse seeking a position in today's challenging job market. The successful applicant is more than just poised, appropriately dressed, and courteous. Jobs go to applicants who are well prepared, qualified, confident, and motivated. To win a competitive edge, convince employers of your genuine desire for the position, your ability to do the job, your positive attitude, and the strengths that distinguish you from other applicants. PMID:9515469

  13. A THEORETICAL APPROACH TO THE JOB SATISFACTION

    Mucahit Celik

    2011-01-01

    Job satisfaction is on the top of the important targets for an establishment which is in the process of total quality. Because, the provision of total quality, first of all, is based on the sincere commitment to work of the corporate employees/managers and being satisfied with their jobs; namely, doing their jobs fondly. The role of motivation about the productivity and the efficiency is a topic which has been studied and debated for years. Because, the company's success depends on employees’...

  14. Overskilling, job insecurity and career mobility

    McGuinness, Seamus; Wooden, Mark

    2007-01-01

    This paper uses longitudinal data from Australia to examine the extent to which overskilling - the extent to which work-related skills and abilities are utilized in current employment - is a transitory phenomenon. The results suggest that while overskilled workers are much more likely to want to quit their current job, they are also relatively unconfident of finding an improved job match. Furthermore, some of the greater mobility observed among overskilled workers is due to involuntary job se...

  15. Offshoring and the migration of jobs

    Ottaviano, Gianmarco

    2015-01-01

    The impact of offshoring on domestic jobs is more complicated than it first appears. In the standard narrative, offshoring production is thought to harm domestic workers by providing cheap alternative sources of labor. However, while offshoring may directly displace domestic workers, the resulting foreign market access and lower production costs allow domestic firms to increase efficiency, expand production, and thus create new jobs for domestic workers. These new jobs often involve more comp...

  16. Has job stability decreased in Norway?

    Salvanes, Kjell Gunnar; Bratberg, Espen; Vaage, Kjell

    2006-01-01

    A widespread belief in the popular press is that job stability has declined across Western economies over the last 15 years. However, little support for this is found in the empirical literature. We use an extensive employer–employee data set for Norway to analyse changes in job stability in Norway by first presenting descriptive measures of job stability for manufacturing, the public sector and private services. Both descriptive analyses of tenure, hire and separation rates as...

  17. Job quality and labour market performance

    Erhel, Christine; Guergoat-Larivière, Mathilde

    2010-01-01

    Job quality is a multidimensional concept, but the empirical analysis of job quality in Europe leads to three main types of result. First, it reveals important differences across countries, with four main regimes prevalent in Europe. Second, it supports the hypothesis that a higher level of job quality is associated with better labour market and economic performance. Finally, it emphasises the heterogeneity of quality across social groups, especially according to gender, age, and education.

  18. Causes to Create Job Burnout in Organizations

    Malikeh Beheshtifar; Ali Reza Omidvar

    2013-01-01

    Burnout is an unpleasant and dysfunctional condition that both individuals and organizations would like to change. Job burnout is a consequence of the perceived disparity between the demands of the job and the resources (both material and emotional) that an employee has available to him or her. The factors influential on burnout have been indicated in many studies over the years. Burnout has many negative effects on organization as well as on individual. Cynicism, job dissatisfaction, low org...

  19. Job satisfaction trends during nurses' early career

    Griffiths Peter; Robinson Sarah; Murrells Trevor

    2008-01-01

    Abstract Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a c...

  20. Determinant factors of job quality in Europe

    Nuno Crespo; Nádia Simões; José Castro Pinto

    2013-01-01

    We analyze the determinants of job quality in Europe based on an individual level approach. Using data from the Fourth European Working Conditions Survey, covering 31 countries, we propose a multidimensional indicator of job quality based on eight objective and three subjective dimensions and evaluate the influence of worker and firm characteristics on the overall job quality level as well as on each of its constituent dimensions. Our results confirm the influence of worker and firm character...

  1. Human Capital, Matching and Job Satisfaction

    Tim Barmby; Alex Bryson; Barbara Eberth

    2012-01-01

    Using a model of wage determination developed by Stevens (2003) we offer an explanation of why tenure has a negative effect when entered in job satisfaction equations. If job satisfaction measures match quality, then the explanation follows from a model of the labour market in which workers accumulate specific human capital at the firm they work and the way in which this accumulation affects the way workers react to outside job opportunities.

  2. Job Satisfaction within the Scottish Academic Profession

    Melanie E. Ward; Peter J. Sloane

    1999-01-01

    This paper considers job satisfaction in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities. Recent studies have revealed that in the labour force as a whole women generally express themselves as more satisfied with their jobs than men. Our results show that reports of overall job satisfaction do not vary widely by gender. This result is explained through the nature of our dataset, limited as it is to a highly ...

  3. Paradox lost:disappearing female job satisfaction

    Green, Colin Peter; Heywood, John Spencer; Kler, Parvinder; Leeves, Gareth

    2016-01-01

    The greater job satisfaction reported by female workers represents a puzzle given, on average, their worse labour market outcomes. Using the original data source of Clark (1997), we show that over the last two decades the female satisfaction gap has largely vanished. This reflects a strong secular decline in female job satisfaction. This decline happened for younger women in the 1990s as they aged and because of new female workers in more recent years that have lower job satisfaction than the...

  4. A family based tailored counselling to increase non-exercise physical activity in adults with a sedentary job and physical activity in their young children: design and methods of a year-long randomized controlled trial

    Finni Taija; Sääkslahti Arja; Laukkanen Arto; Pesola Arto; Sipilä Sarianna

    2011-01-01

    Abstract Background Epidemiological evidence suggests that decrease in sedentary behaviour is beneficial for health. This family based randomized controlled trial examines whether face-to-face delivered counselling is effective in reducing sedentary time and improving health in adults and increasing moderate-to-vigorous activities in children. Methods The families are randomized after balancing socioeconomic and environmental factors in the Jyväskylä region, Finland. Inclusion criteria are: h...

  5. Job Search and Earnings Mobility

    David Turchick

    2014-01-01

    Measures of social mobility provide an extra dimension for testing job search models. The present note tests the dynamic model in [Acemoglu, D., 1999. Changes in unemployment and wage inequality: an alternative theory and some evidence. American Economic Review 89, 1259-1278] with respect to Fields’ mobility-as-an-equalizer-of-longer-term-incomes index. The 1980s in the U.S. were not only a period of raising inequality, but also one of longer-term earnings becoming even more unequal than shor...

  6. Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model

    Rehman Safdar

    2011-01-01

    Full Text Available Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context.

  7. The influence of job characteristics on job outcomes of pharmacists in hospital, clinic, and community pharmacies.

    Lin, Blossom Yen-Ju; Yeh, Ying-Chen; Lin, Wen-Hung

    2007-06-01

    This study examines the relationship between job characteristics and job outcomes of pharmacists in hospital, clinic, and community pharmacies in Taiwan. The structured questionnaires covered the items of job characteristics, job outcomes, and demographics of pharmacists, and were distributed between Feb 2004 and April 2004. Two hundred and ninety-eight pharmacists responded. Data were analyzed descriptively, and univariate analyses, factor analysis, and multiple regression analyses were used. It found the more enriched the job, the greater the job satisfaction and less intention to leave. And community pharmacists reported greater job enrichment and job satisfaction and less intention to leave than did hospital and clinic pharmacists. It suggests pharmacy managers could recognize the needs of pharmacists to redesign and enrich their work arrangements. PMID:17622026

  8. Longbow: A Lightweight Remote Job Submission Tool

    James Gebbie-Rayet

    2016-01-01

    Full Text Available We present Longbow, a lightweight console-based remote job submission tool and library. Longbow allows the user to quickly and simply run jobs on high performance computing facilities without leaving their familiar desktop environment. Not only does Longbow greatly simplify the management of compute- intensive jobs for experienced researchers, it also lowers the technical barriers surrounding high perfor-mance computation for the next generation of scientists and engineers. Longbow has already been used to remotely submit jobs in a number of projects and has the potential to redefine the manner in which high performance computers are used.

  9. THE RELATIONSHIPBETWEEN NEUROTICISM AND JOB SATISFACTION

    Numanovic Almedina

    2013-12-01

    Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material andMethod: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfactions, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  10. Entrepreneurship, Job Creation, and Wage Growth

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    which allow us to more precisely capture the "truly new" or "entrepreneurial" establishments than in previous studies. Using these data, we find that while new establishments in general account for one third of the gross job creation in the economy, entrepreneurial establishments are responsible for...... around 25% of this, and thus only account for about 8% of total gross job creation in the economy. However, entrepreneurial establishments seem to generate more additional jobs than other new establishments in the years following entry. Finally, the jobs generated by entrepreneurial establishments are to...

  11. A New Perspective on Job Lock

    Huysse-Gaytandjieva, Anna; Groot, Wim; Pavlova, Milena

    2012-01-01

    This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees’ feeling of being ‘stuck’ at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are ‘stuck’ at their work even though dissatisfied. Using the British household panel survey, the po...

  12. EFFECT OF WORKPLACE STRESS ON JOB PERFORMANCE

    Azman Ismail

    2015-05-01

    Full Text Available The study examines the relationship between workplace stress and job performance. A survey method was employed to gather self-administered questionnaires from executive and non-executive employees of a leading private investment bank in Peninsular Malaysia. The outcomes of SmartPLS path model analysis of the data showed two important findings: firstly, physiological stress was positively and significantly correlated with job performance. Secondly, psychological stress was positively and significantly correlated with job performance. This finding reveals that physiological and psychological stresses act as important predictors of job performance in the studied organization. The paper provides discussion, implications and conclusion.

  13. A flexible architecture for job management in a grid environment

    LUAN Cui-ju; SONG Guang-hua; ZHENG Yao; ZHANG Ji-fa

    2007-01-01

    Job management is a key issue in computational grids, and normally involves job definition, scheduling, executing and monitoring. However, job management in the existing grid middleware needs to be improved in terms of efficiency and flexibility. This paper addresses a flexible architecture for job management with detailed design and implementation. Frameworks for job scheduling and monitoring, as two important aspects, are also presented. The proposed job management has the advantages of reusability of job definition, flexible and automatic file operation, visual steering of file transfer and job execution, and adaptive application job scheduler. A job management wizard is designed to implement each step. Therefore, what the grid user needs to do is only to define the job by constructing necessary information at runtime. In addition, the job space is adopted to ensure the security of the job management. Experimental results showed that this approach is user-friendly and system efficient.

  14. Job Accessibility, Employment and Job-Education Mismatch in the Metropolitan Area of Barcelona”

    Antonio Di Paolo; Anna Matas; Josep Lluís Raymond

    2014-01-01

    This paper analyses the effect of job accessibility by public and private transport on labour market outcomes in the metropolitan area of Barcelona. Beyond employment, we consider the effect of job accessibility on job-education mismatch, which represents a relevant aspect of job quality. We adopt a recursive system of equations that models car availability, employment and mismatch. Public transport accessibility appears as an exogenous variable in the three equations. Even though it may refl...

  15. Assessment of job satisfaction, job stress and psychological health of journalists in South-South, Nigeria

    Ofili A.N; Tobin E.A; Ilombu M.A; Igbinosun E.O; Iniomor I.

    2014-01-01

    Background: The relationship that exists between job stress and job satisfaction has been investigated across several professional groups. Aim: The study assessed the job satisfaction, perception of job stress and psychological morbidity among journalists in a state in the Southern part of Nigeria. Methods: The cross-sectional study was carried out in Benin city, the capital of Edo state in Nigeria. Three hundred and twenty consenting journalists from 5 media corporations in...

  16. IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS

    Naveed R. KHAN; Marinah AWANG; Arsalan Mujahid GHOURI

    2013-01-01

    The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in rel...

  17. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

    Shih Ying-Ling; Chang Ching; Ho Wen-Hsien; Liang Rong-Da

    2009-01-01

    Abstract Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on jo...

  18. BEYOND JOB POSITIONS. A SOCIAL RESPONSE TO THE CHANGES IN JOB DEMAND

    Tomasz Pirog

    2009-01-01

    In this paper we present an analysis of the recent changes in the job market and discuss the process this triggered in the social politics of the welfare states. We examine the economic reasons for the changes in job demand and furthermore explore the associated changes in the social structures. New forms of employment and gratification demand a restructurization in the social politics in order to elasticise the job supply. The mismatch between the demand and supply on the job market may resu...

  19. Relationships between Job Stress and Worker Perceived Responsibilities and Job Characteristics

    P. Jacobs; CS Dewa; AH Thompson

    2010-01-01

    Background: Few studies have examined the relationship between perceived responsibilities by workers and job characteristics and experiences of stress.Objective: To examine the relationship between job stress and work responsibilities and job characteristics.Methods: We analyzed data from 2737 adults who were labor force participants in the province of Alberta, Canada. A logistic regression model was employed to examine factors associated with high job stress.Results: About 18% of the studied...

  20. Heterogeneity in the Cyclical Sensitivity of Job-to-Job Flows

    Schaffner, Sandra

    2009-01-01

    Although the cyclical aspects of worker reallocation are investigated in numerous studies, only scarce empirical evidence exists for Germany. Kluve, Schaffner, and Schmidt (2009) emphasize the heterogeneity of cyclical influences for different subgroups of workers, defined by age, gender and skills. This paper contributes to this literature by extending this analysis to job-to-job flows. In fact, job-to-job transitions are found to be the largest flows in the German labor market. The fi...