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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.

    Science.gov (United States)

    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

    DEFF Research Database (Denmark)

    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. Countering the negative effects of job insecurity through participative decision making: lessons from the demand-control model.

    Science.gov (United States)

    Probst, Tahira M

    2005-10-01

    This study examined the effectiveness of increased organizational participative decision making in attenuating the negative consequences of job insecurity. Data were collected from 807 employees in 6 different companies. Analyses suggest that job insecurity is related to lower coworker, work, and supervisor satisfaction and higher turnover intentions and work withdrawal behaviors. However, employees with greater participative decision-making opportunities reported fewer negative consequences of job insecurity compared with employees with fewer participative decision-making opportunities. Results are interpreted using the demand-control model and suggest that organizations that allow greater employee participative decision making may experience fewer negative side effects from today's rising levels of employee job insecurity.

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

    NARCIS (Netherlands)

    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

    OpenAIRE

    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. [Burn-out among personnel of prisons: Karasek's job demand-control model].

    Science.gov (United States)

    Lourel, M; Gana, K; Prud'homme, V; Cercle, A

    2004-01-01

    The main objective of the present research was to test a path model describing the effects of the dimensions of the Karasek's "job strain" model on burn-out among a sample of personnel of prisons (n=119). This model assumes that the combination of high job demands along with low decision latitude at work precipitates psychological strain and physical illness. Job demands refer to the perceived demands from job and others in the workplace. Decision latitude is an operationalization of the concept of control and has often been defined as the combination of job decision-making authority and the opportunity to use and develop skills on the job. The findings support this model. Indeed, high level of workload acts positively on emotional exhaustion and depersonalization; in contrast, high level of job decisions latitude acts negatively on emotional exhaustion and positively on personnel accomplishment. Limits of this study are discussed. PMID:15738858

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

    Directory of Open Access Journals (Sweden)

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

    Science.gov (United States)

    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…

  9. Task performance among employees above age 65: The role of cognitive functioning and job demand-control

    OpenAIRE

    Muller, A; Lange, A.H. de; M. Weigl; Heijden, B.I.J.M. van der; Ackermans, J.; Wilkenloh, J

    2015-01-01

    Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job demands, and job control, and their impact on ...

  10. Task Performance Among Employees Above Age 65: The Role of Cognitive Functioning and Job Demand-Control

    NARCIS (Netherlands)

    Müller, Andreas; Lange, Annet de; Weigl, Matthias; Heijden, Beatrice van der; Ackermans, Jorn; Wilkenloh, Julia

    2015-01-01

    Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra

  11. Task performance among employees above age 65: The role of cognitive functioning and job demand-control

    NARCIS (Netherlands)

    Muller, A; Lange, A.H. de; Weigl, M.; Heijden, B.I.J.M. van der; Ackermans, J.; Wilkenloh, J

    2015-01-01

    Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra

  12. 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

    Science.gov (United States)

    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…

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

    Directory of Open Access Journals (Sweden)

    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.

  14. Comparison of alternative versions of the job demand-control scales in 17 European cohort studies: the IPD-Work consortium

    Directory of Open Access Journals (Sweden)

    Fransson Eleonor I

    2012-01-01

    Full Text Available Abstract Background Job strain (i.e., high job demands combined with low job control is a frequently used indicator of harmful work stress, but studies have often used partial versions of the complete multi-item job demands and control scales. Understanding whether the different instruments assess the same underlying concepts has crucial implications for the interpretation of findings across studies, harmonisation of multi-cohort data for pooled analyses, and design of future studies. As part of the 'IPD-Work' (Individual-participant-data meta-analysis in working populations consortium, we compared different versions of the demands and control scales available in 17 European cohort studies. Methods Six of the 17 studies had information on the complete scales and 11 on partial scales. Here, we analyse individual level data from 70 751 participants of the studies which had complete scales (5 demand items, 6 job control items. Results We found high Pearson correlation coefficients between complete scales of job demands and control relative to scales with at least three items (r > 0.90 and for partial scales with two items only (r = 0.76-0.88. In comparison with scores from the complete scales, the agreement between job strain definitions was very good when only one item was missing in either the demands or the control scale (kappa > 0.80; good for job strain assessed with three demand items and all six control items (kappa > 0.68 and moderate to good when items were missing from both scales (kappa = 0.54-0.76. The sensitivity was > 0.80 when only one item was missing from either scale, decreasing when several items were missing in one or both job strain subscales. Conclusions Partial job demand and job control scales with at least half of the items of the complete scales, and job strain indices based on one complete and one partial scale, seemed to assess the same underlying concepts as the complete survey instruments.

  15. Active Job Monitoring in Pilots

    Science.gov (United States)

    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.

  16. An experimental study of the job demand-control model with measures of heart rate variability and salivary alpha-amylase: Evidence of increased stress responses to increased break autonomy.

    Science.gov (United States)

    O'Donnell, Emma; Landolt, Kathleen; Hazi, Agnes; Dragano, Nico; Wright, Bradley J

    2015-01-01

    We assessed in an experimental design whether the stress response towards a work task was moderated by the autonomy to choose a break during the assigned time to complete the task. This setting is defined in accordance with the theoretical framework of the job-demand-control (JDC) model of work related stress. The findings from naturalistic investigations of a stress-buffering effect of autonomy (or 'buffer hypothesis') are equivocal and the experimental evidence is limited, especially with relation to physiological indices of stress. Our objective was to investigate if increased autonomy in a particular domain (break time control) was related with adaptive physiology using objective physiological markers of stress; heart rate variability (HRV) and salivary alpha amylase (sAA). We used a within-subject design and the 60 female participants were randomly assigned to an autonomy (free timing of break) and standard conditions (fixed timing of break) of a word processing task in a simulated office environment in a random order. Participants reported increased perceptions of autonomy, no difference in demand and performed worse in the task in the break-time autonomy versus the standard condition. The results revealed support for the manipulation of increased autonomy, but in the opposing direction. Increased autonomy was related with dysregulated physiological reactivity, synonymous with typical increased stress responses. Potentially, our findings may indicate that autonomy is not necessary a resource but could become an additional stressor when it adds additional complexity while the amount of work (demands) remains unchanged. Further, our findings underscore the need to collect objective physiological evidence of stress to supplement self-reported information. Self-report biases may partially explain the inconsistent findings with the buffer hypothesis. PMID:25290345

  17. Demand controlled ventilation; Behovsstyrt ventilasjon

    Energy Technology Data Exchange (ETDEWEB)

    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)

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

    Directory of Open Access Journals (Sweden)

    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.

  19. Jobs

    DEFF Research Database (Denmark)

    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....

  20. Demand-control-person: integrating the demand-control and conservation of resources models to test an expanded stressor-strain model.

    Science.gov (United States)

    Rubino, Cristina; Perry, Sara Jansen; Milam, Alex C; Spitzmueller, Christiane; Zapf, Dieter

    2012-10-01

    We propose an expanded stressor-strain model that explicitly incorporates person characteristics, the Demand-Control-Person model. This model integrates Karasek's traditional Demand-Control model with Hobfoll's (1989) Conservation of Resources theory. With participants from two organizations, we tested the moderating role of emotional stability in conjunction with two job demands (i.e., uncertainty and time pressure) and control (i.e., decision latitude) in predicting two forms of strain (i.e., job dissatisfaction and disengagement). Our findings support the expanded Demand-Control-Person model, such that a significant three-way interaction emerged for uncertainty and time pressure. As predicted, the traditional Demand-Control model only held among individuals high in emotional stability, such that low-emotional stability individuals did either not benefit as readily from decision latitude or were more susceptible to job demands when they had decision latitude. Thus, the Demand-Control-Person model may provide a more comprehensive model and consistent prediction of the effect of stressors on strain as determined by individual characteristics. PMID:23066696

  1. Demand-control-person: integrating the demand-control and conservation of resources models to test an expanded stressor-strain model.

    Science.gov (United States)

    Rubino, Cristina; Perry, Sara Jansen; Milam, Alex C; Spitzmueller, Christiane; Zapf, Dieter

    2012-10-01

    We propose an expanded stressor-strain model that explicitly incorporates person characteristics, the Demand-Control-Person model. This model integrates Karasek's traditional Demand-Control model with Hobfoll's (1989) Conservation of Resources theory. With participants from two organizations, we tested the moderating role of emotional stability in conjunction with two job demands (i.e., uncertainty and time pressure) and control (i.e., decision latitude) in predicting two forms of strain (i.e., job dissatisfaction and disengagement). Our findings support the expanded Demand-Control-Person model, such that a significant three-way interaction emerged for uncertainty and time pressure. As predicted, the traditional Demand-Control model only held among individuals high in emotional stability, such that low-emotional stability individuals did either not benefit as readily from decision latitude or were more susceptible to job demands when they had decision latitude. Thus, the Demand-Control-Person model may provide a more comprehensive model and consistent prediction of the effect of stressors on strain as determined by individual characteristics.

  2. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Science.gov (United States)

    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...

  3. DEMAND CONTROLLED VENTILATION AND CLASSROOM VENTILATION

    Energy Technology Data Exchange (ETDEWEB)

    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

  4. Demand controlled ventilation in a bathroom

    DEFF Research Database (Denmark)

    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...

  5. Professional efficacy, exhaustion, and work characteristics among police officers: A longitudinal test of the learning-related predictions of the demand-control model

    NARCIS (Netherlands)

    Taris, T.W.; Kompier, M.A.J.; Geurts, S.A.E.; Houtman, I.L.D.; Heuvel, F.F.M. van den

    2010-01-01

    The present study addressed the relationships among professional efficacy, emotional exhaustion, and job characteristics (job demands and job control) in the context of a two-wave panel study among 828 Dutch police officers. Based on the demand-control model, we expected that high demands/high contr

  6. Sensor-based demand controlled ventilation

    Energy Technology Data Exchange (ETDEWEB)

    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.

  7. A model of job activity description for workplace accommodation assessment.

    Science.gov (United States)

    Sevilla, Joaquin; Sanford, Jon A

    2013-01-01

    Workplace accommodations to enable employees with disabilities to perform essential job tasks are an important strategy ways for increasing the presence of people with disabilities in the labor market. However, assessments, which are crucial to identifying necessary accommodations, are typically conducted using a variety of methods that lack consistent procedures and comprehensiveness of information. This can lead to the rediscovery of the same solutions over and over, inability to replicate assessments and a failure to effectively meet all of an individual's accommodation needs. To address standardize assessment tools and processes, a taxonomy of demand-producing activity factors is needed to complement the taxonomies of demand-producing person and environment factors already available in the International Classification of Functioning, Disability and Health (ICF). The purpose of this article is to propose a hierarchical model of accommodation assessment based on level of specificity of job activity. While the proposed model is neither a taxonomy nor an assessment process, the seven-level hierarchical model provides a conceptual framework of job activity that is the first step toward such a taxonomy as well as providing a common language that can bridge the many approaches to assessment. The model was designed and refined through testing against various job examples. Different levels of activity are defined to be easily linked to different accommodation strategies. Finally, the levels can be cross-walked to the ICF, which enhances its acceptability, utility and universality.

  8. Innovating job activation by involving employers

    NARCIS (Netherlands)

    van der Aa, Paul; van Berkel, Rik

    2014-01-01

    This article explores the nature of innovative employer-oriented activation policies, which aim to influence employers’ willingness to hire or possibly train and guide the unemployed. These policies may focus on responsibilities with regards to activation, which offer services to employers or provid

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

    Science.gov (United States)

    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…

  10. 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

    Directory of Open Access Journals (Sweden)

    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

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

    NARCIS (Netherlands)

    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

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

    Science.gov (United States)

    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.

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

    OpenAIRE

    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...

  14. Two models at work : A study of interactions and specificity in relation to the Demand-Control Model and the Effort-Reward Imbalance Model

    NARCIS (Netherlands)

    Vegchel, N.

    2005-01-01

    To investigate the relation between work and employee health, several work stress models, e.g., the Demand-Control (DC) Model and the Effort-Reward Imbalance (ERI) Model, have been developed. Although these models focus on job demands and job resources, relatively little attention has been devoted t

  15. Application of demand-control theory to sign language interpreting: implications for stress and interpreter training.

    Science.gov (United States)

    Dean, R K; Pollard, R Q

    2001-01-01

    The translation work of sign language interpreters involves much more than language. The characteristics and goings-on in the physical environment, the dynamics and interactions between the people who are present, and even the "inner noise" of the interpreter contribute to the accuracy, or lack thereof, of the resulting translation. The competent interpreter must understand and respond appropriately to the language and nonlanguage aspects of each interpreting assignment. We use the framework of demand-control theory (Karasek, 1979) to examine the complex occupation of sign language interpreting. Demand-control theory is a job analysis method useful in studies of occupational stress and reduction of stress-related illness, injury, and burnout. We describe sources of demand in the interpreting profession, including demands that arise from factors other than those associated with languages (linguistic demands). These include environmental, interpersonal, and intrapersonal demands. Karasek's concept of control, or decision latitude, is also explored in relation to the interpreting profession. We discuss the prevalence of cumulative trauma disorders (CTD), turnover, and burnout in the interpreting profession in light of demand-control theory and data from interpreter surveys, including a new survey study described herein. We conclude that nonlinguistic demand factors in particular and perceived restrictions in decision latitude likely contribute to stress, CTD, burnout, and the resulting shortage of sign language interpreters. We make suggestions for improvements in interpreter education and professional development, including the institution of an advanced, supervised professional training period, modeled after internships common in other high demand professional occupations. PMID:15451859

  16. Application of demand-control theory to sign language interpreting: implications for stress and interpreter training.

    Science.gov (United States)

    Dean, R K; Pollard, R Q

    2001-01-01

    The translation work of sign language interpreters involves much more than language. The characteristics and goings-on in the physical environment, the dynamics and interactions between the people who are present, and even the "inner noise" of the interpreter contribute to the accuracy, or lack thereof, of the resulting translation. The competent interpreter must understand and respond appropriately to the language and nonlanguage aspects of each interpreting assignment. We use the framework of demand-control theory (Karasek, 1979) to examine the complex occupation of sign language interpreting. Demand-control theory is a job analysis method useful in studies of occupational stress and reduction of stress-related illness, injury, and burnout. We describe sources of demand in the interpreting profession, including demands that arise from factors other than those associated with languages (linguistic demands). These include environmental, interpersonal, and intrapersonal demands. Karasek's concept of control, or decision latitude, is also explored in relation to the interpreting profession. We discuss the prevalence of cumulative trauma disorders (CTD), turnover, and burnout in the interpreting profession in light of demand-control theory and data from interpreter surveys, including a new survey study described herein. We conclude that nonlinguistic demand factors in particular and perceived restrictions in decision latitude likely contribute to stress, CTD, burnout, and the resulting shortage of sign language interpreters. We make suggestions for improvements in interpreter education and professional development, including the institution of an advanced, supervised professional training period, modeled after internships common in other high demand professional occupations.

  17. Optimization of Occupancy Based Demand Controlled Ventilation in Residences

    Energy Technology Data Exchange (ETDEWEB)

    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.

  18. Demand controlled ventilation for multi-family dwellings

    DEFF Research Database (Denmark)

    Mortensen, Dorthe Kragsig

    The present thesis “Demand controlled ventilation for multi-family dwellings” constitutes the summary of a three year project period during which demand specification and system design of demand controlled ventilation for residential buildings were studied. Most standards and buildings codes...... reduce the electricity consumption by 20% to 30% compared to a system with fixed static pressure control. The results of the project provide more flexible approaches to ventilation design for residences that allow occupancy based DCV approaches to comply with codes and standards that are currently based...... on continuous ventilation rates. Furthermore, a simple, cost-effective and energy-efficient system design for DCV in multi-family dwellings is proposed....

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

    Directory of Open Access Journals (Sweden)

    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

  20. Active job-search programs a promising tool? A microeconometric evaluation for Austria

    OpenAIRE

    Weber, Andrea; Hofer, Helmut

    2003-01-01

    Abstract: In Austria active job-search programs were introduced on a large scale in 1999. These programs aim at activating unemployed at an early stage and bringing them back to work by training job-search related skills. We evaluate the impact of active labour market programs in Austria on individual unemployment durations, and allow program effects to vary between active job-search programs and formal training programs. We use the timing-of-events method which estimates the program effect a...

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

  3. Optimization of Occupancy Based Demand Controlled Ventilation in Residences

    DEFF Research Database (Denmark)

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

    2011-01-01

    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......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...

  4. Energy efficient demand controlled ventilation in single family houses

    DEFF Research Database (Denmark)

    Nielsen, Toke Rammer; Drivsholm, Christian

    2010-01-01

    This paper presents a strategy for a simple demand controlled ventilation system for single family houses where all sensors and controls are located in the air handling unit. The strategy is based on sensing CO2-concentration and moisture content in the outdoor air and exhaust air. The CO2...... be reduced to the low rate 37% of the time without significant changes in the CO2-concentration and moisture level in the house. In theory this gives a 35% saving on electric energy for fans....

  5. Job Characteristics and Off-Job Activities as Predictors of Need for Recovery, Well-Being, and Fatigue

    Science.gov (United States)

    Sonnentag, Sabine; Zijlstra, Fred R. H.

    2006-01-01

    Two empirical studies examined need for recovery (i.e., a person's desire to be temporarily relieved from demands in order to restore his or her resources) as a mediator in the relationship between poor job characteristics (high job demands, low job control) and high off-job demands, on the one hand, and fatigue and poor individual well-being, on…

  6. Jobs, Jobs, Jobs!

    Science.gov (United States)

    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…

  7. Active Solution Space and Search on Job-shop Scheduling Problem

    Science.gov (United States)

    Watanabe, Masato; Ida, Kenichi; Gen, Mitsuo

    In this paper we propose a new searching method of Genetic Algorithm for Job-shop scheduling problem (JSP). The coding method that represent job number in order to decide a priority to arrange a job to Gannt Chart (called the ordinal representation with a priority) in JSP, an active schedule is created by using left shift. We define an active solution at first. It is solution which can create an active schedule without using left shift, and set of its defined an active solution space. Next, we propose an algorithm named Genetic Algorithm with active solution space search (GA-asol) which can create an active solution while solution is evaluated, in order to search the active solution space effectively. We applied it for some benchmark problems to compare with other method. The experimental results show good performance.

  8. Job center

    Science.gov (United States)

    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.

  9. CO2 MONITORING FOR DEMAND CONTROLLED VENTILATION IN COMMERCIAL BUILDINGS

    Energy Technology Data Exchange (ETDEWEB)

    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

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

    OpenAIRE

    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...

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

    Science.gov (United States)

    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…

  12. Activating Vulnerable People into Good Jobs in Turkey

    OpenAIRE

    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 ...

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

    Science.gov (United States)

    Mélan, Claudine; Cascino, Nadine

    2014-01-01

    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.

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

    Directory of Open Access Journals (Sweden)

    Claudine eMélan

    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.

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

    Science.gov (United States)

    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.

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

    NARCIS (Netherlands)

    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

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

    NARCIS (Netherlands)

    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

  18. [Study nurses in Germany--a survey of job-related activities in clinical trials as a basis for a job description and for training curricula].

    Science.gov (United States)

    Fisk, Bettina; Beier, Jutta

    2007-10-01

    Until now, the conducting of clinical trials by nurses has scarcely come under scientific examination. Particularly in Germany, the field of activity has only been treated marginally in the health-care and nursing sciences. In Germany, the term 'Study Nurse' is used not only for members of the nursing profession but across disciplines; it is one of the most widely used terms. An explorative, descriptive study has been conducted employing a modified version of the Work Sampling Method. 79 Study Nurses were anonymously surveyed using a self-administered workload catalogue. 85 participated in the survey that focused on demographics, qualifications, and salary. In every workload catalogue, contact with other colleagues as well as job activities and the time spent on each activity were documented over twenty days. Study Nurses are mostly members of the nursing profession. They work mostly at university clinics and are responsible for conducting clinical trials. This applies to all trials that license medicinal products but also for trials initiated by investigators. While trial-specific documentation is their most time-intensive task, the overall role of Study Nurses encompasses a very broad range of activities. For the most part, they work alone and independently but have various contacts mainly to patients and the investigator. Future research should take into consideration the motivation for opting for the job of Study Nurse and the question of whether through their training and experience nurses are better qualified than other healthcare professionals.

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

    Science.gov (United States)

    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…

  20. Application of Demand-Control Theory to Sign Language Interpreting: Implications for Stress and Interpreter Training.

    Science.gov (United States)

    Dean, Robyn K.; Pollard, Robert Q., Jr.

    2001-01-01

    This article uses the framework of demand-control theory to examine the occupation of sign language interpreting. It discusses the environmental, interpersonal, and intrapersonal demands that impinge on the interpreter's decision latitude and notes the prevalence of cumulative trauma disorders, turnover, and burnout in the interpreting profession.…

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

    Directory of Open Access Journals (Sweden)

    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.

  2. 77 FR 71196 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Jobs for...

    Science.gov (United States)

    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...

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

    Directory of Open Access Journals (Sweden)

    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

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

    DEFF Research Database (Denmark)

    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 significant...... of a work-site strength-training program on self-reported psychosocial workplace factors and job satisfaction....

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

    Institute of Scientific and Technical Information of China (English)

    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.

  6. Learning and strain among newcomers: a three-wave study on the effects of job demands and job control.

    Science.gov (United States)

    Taris, Toon W; Feij, Jan A

    2004-11-01

    The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high demand and high job control would lead to high levels of learning; low demand and low job control should lead to low levels of learning; high demand and low job control should lead to high levels of strain; and low demand and high job control should lead to low levels of strain. The relation between strain and learning was also examined. The authors tested the hypotheses using ANCOVA and structural equation modeling. The results revealed that high levels of strain have an adverse effect on learning; the reverse effect was not confirmed. It appears that Karasek and Theorell's model is very relevant when examining work socialization processes.

  7. Job Creation and Job Types

    DEFF Research Database (Denmark)

    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...

  8. Job Creation and Job Types

    DEFF Research Database (Denmark)

    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...

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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…

  11. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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

  12. Jobs API

    Data.gov (United States)

    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...

  13. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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?

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

    Science.gov (United States)

    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…

  15. Management job ads

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2014-01-01

    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...... 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 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...

  16. Job enrichment in job design.

    Science.gov (United States)

    Bobeng, B J

    1977-03-01

    For optimal operation in labor-intensive industries, such as foodservice, not only scientific management principles but also behavioral aspects (the people) must be considered in designing job content. Three psychologic states--work that is meaningful, responsibility for outcomes, and knowledge of outcomes--are critical in motivating people. These, in turn encompass the core dimensions of skill variety, task identity, task significance, autonomy, and feedback. Job enrichment and job enlargement--related but not identical means of expanding job content--when combined, offer the likelihood of redesigned jobs in the core dimensions. Effective implementation of a job enrichment program hinges on diagnosing problems in the work system, actual changes in the work, and systematic evaluation of the changes. The importance of the contribution of the behavioral sciences to management cannot be neglected.

  17. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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

  18. Hunting Jobs

    Institute of Scientific and Technical Information of China (English)

    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.

  19. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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)

  20. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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).

  1. Job Enrichment

    Science.gov (United States)

    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)

  2. Jobs Bog

    DEFF Research Database (Denmark)

    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....

  3. Labour Market Policy in Germany: Job Placement, Unemployment Insurance and Active Labour Market Policy in Germany. IAB Labour Market Research Topics.

    Science.gov (United States)

    Blien, Uwe; Walwei, Ulrich; Werner, Heinz

    Job placement, unemployment insurance, and active labor market policy in Germany were reviewed. The following were among the review's main conclusions: (1) measures of active and passive labor market policy are still regarded as important to combating unemployment and improving the matching function of the German labor market; (2) the many…

  4. IPG Job Manager v2.0 Design Documentation

    Science.gov (United States)

    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.

  5. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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

  6. Job Displacement

    OpenAIRE

    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...

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

    OpenAIRE

    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...

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

    Science.gov (United States)

    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,…

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

    Science.gov (United States)

    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…

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

    OpenAIRE

    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...

  11. Picking the right tool for the job – phosphor-proteomics of egg activation

    Science.gov (United States)

    Wessel, Gary M.

    2016-01-01

    Eggs are the rarest cell in the human body, yet their study is essential for the fields of fertility, reproduction, and fetal health. Guo et al use a “surrogate” animal to discover the phophoproteomic pathways involved in egg activation. With datasets of several thousand phophosites on 2500 different proteins, these investigators have defined new pathways, connections to pathways, and priorities in searches for how eggs are activated at fertilization. These results in a sea urchin are now transposable to mammals for testing on a per candidate strategy. PMID:26573262

  12. Picking the right tool for the job--Phosphoproteomics of egg activation.

    Science.gov (United States)

    Wessel, Gary M

    2015-12-01

    Eggs are the rarest cell in the human body, yet their study is essential for the fields of fertility, reproduction, and fetal health. Guo et al. (Proteomics 2015, 15, 4080-4095) use a "surrogate" animal to discover the phosphoproteomic pathways involved in egg activation. With datasets of several thousand phosphosites on 2500 different proteins, these investigators have defined new pathways, connections to pathways, and priorities in searches for how eggs are activated at fertilization. These results in a sea urchin are now transposable to mammals for testing on a per candidate strategy.

  13. ATLAS job monitoring in the Dashboard Framework

    Science.gov (United States)

    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.

  14. ATLAS job monitoring in the Dashboard Framework

    CERN Document Server

    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.

  15. ATLAS job monitoring in the Dashboard Framework

    International Nuclear Information System (INIS)

    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.

  16. Job Burnout.

    Science.gov (United States)

    Angerer, John M.

    2003-01-01

    Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

  17. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    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

  18. Job autonomy and job satisfaction: new evidence

    OpenAIRE

    Taylor, J.; Bradley, S.; Nguyen, A. N.

    2003-01-01

    This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, ...

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

    NARCIS (Netherlands)

    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

  20. Learning about Job Search

    DEFF Research Database (Denmark)

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

    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...

  1. Job stress and mortality in older age

    Directory of Open Access Journals (Sweden)

    Beata Tobiasz-Adamczyk

    2013-06-01

    Full Text Available Objectives: This paper aims to assess the relationship between the determinants of the psychosocial work environment, as expressed in terms of JDC or ERI models, and all-cause mortality in older individuals. Materials and Methods: The baseline study was conducted on a cohort comprising a random sample of 65-year-old community-dwelling citizens of Kraków, Poland. All of the 727 participants (410 women, 317 men were interviewed in their households in the period between 2001 and 2003; a structured questionnaire was used regarding their occupational activity history, which included indexes measuring particular dimensions of their psychosocial work environment based on Karasek's Job Demand-Control model and Siegrist's Effort-Reward Imbalance model, as well as health-related quality of life and demographic data. Mortality was ascertained by monitoring City Vital Records for 7 years. Analyses were conducted separately for men and women, with the multivariate Cox proportional hazard model. Results: During a 7-year follow-up period, 59 participants (8.1% died, including 21 women (5.1% of total women and 38 men (12% (p < 0.05. Significant differences in the number of deaths occurred regarding disproportion between physical demands and control in men: those with low physical demands and low control died three times more often than those with high control, regardless of the level of demands. The multivariate Cox proportional hazard model showed that significantly higher risk of death was observed only in men with low physical demands and low control, compared to those with low physical demands and high control (Exp(B = 4.65, 95% CI: 1.64-13.2. Conclusions: Observed differences in mortality patterns are similar to the patterns of relationships observed in health-related quality of life (HRQoL level at the beginning of old age; however, the relationship between efforts and rewards or demands and control and mortality was not fully confirmed.

  2. Working Vacations: Jobs in Tourism and Leisure

    Science.gov (United States)

    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…

  3. Popular Job

    Institute of Scientific and Technical Information of China (English)

    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

  4. Steve Jobs

    OpenAIRE

    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...

  5. 76 FR 81981 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; “Green Jobs...

    Science.gov (United States)

    2011-12-29

    ...) proposal entitled ``Green Jobs and Healthcare Grants Implementation Study,'' to the Office of Management..., dislocated, and incumbent workers for employment and to create career pathways in healthcare and other growing industries. The ETA seeks clearance to conduct on-site in-depth interviews with grantees and...

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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

  8. Is the demand-control model still a usefull tool to assess work-related psychosocial risk for ischemic heart disease? Results from 14 year follow up in the Copenhagen City Heart study

    DEFF Research Database (Denmark)

    Netterstrøm, Bo; Kristensen, Tage S; Jensen, Gorm;

    2010-01-01

    To test the usefulness of the Demand-Control Model as predictor for ischemic heart disease (IHD).......To test the usefulness of the Demand-Control Model as predictor for ischemic heart disease (IHD)....

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

    Energy Technology Data Exchange (ETDEWEB)

    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

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  12. Independent Children's Social Work Practice Pilots: Evaluating Practitioners' Job Control and Burnout

    Science.gov (United States)

    Hussein, Shereen; Manthorpe, Jill; Ridley, Julie; Austerberry, Helen; Farrelly, Nicola; Larkins, Cath; Bilson, Andy; Stanley, Nicky

    2014-01-01

    Objectives: To investigate whether a new model that delegates some out-of-home care services from the public to the private and not-for-profit sectors in England enhances practitioners' job control and stress levels. Methods: A 3-year longitudinal matched-control evaluation examined changes in Karasek demand-control model and Maslach burnout…

  13. Job burnout.

    Science.gov (United States)

    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.

  14. Job burnout.

    Science.gov (United States)

    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

  15. External Job Churning and Internal Job Flexibility

    OpenAIRE

    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...

  16. The Job Search.

    Science.gov (United States)

    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)

  17. Job descriptions made easy.

    Science.gov (United States)

    Miller, Larry

    2014-01-01

    The act of writing a job description can be a daunting and difficult task for many managers. This article focuses on the key concepts of What, How, and Measureable Results as they relate to an employee's job duties. When the answers to these three elements are articulated, they define the core responsibilities of any job that form the basis for an effective job description.

  18. Job Satisfaction and Job Performance at the Work Place

    OpenAIRE

    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...

  19. The double meaning of control: three-way interactions between internal resources, job control, and stressors at work.

    Science.gov (United States)

    Meier, Laurenz L; Semmer, Norbert K; Elfering, Achim; Jacobshagen, Nicola

    2008-07-01

    The Job Demand-Control model postulates that job control attenuates the effects of job demands on health and well-being. Support for this interactive effect is rather weak. Conceivably, it holds only when there is a match between job control and individual characteristics that relate to exercising control options, such as locus of control, or self-efficacy. This three-way interaction was tested in a sample of 96 service employees, with affective strain and musculoskeletal pain as dependent variables. As hypothesized, job control attenuated the effects of stressors only for people with an internal locus of control. For people with an external locus of control, job control actually predicted poorer well-being and health as stressors increased. For self-efficacy, the corresponding three-way interaction was significant with regard to affective strain. PMID:18572995

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

    Science.gov (United States)

    ... page: https://medlineplus.gov/news/fullstory_160050.html People-Oriented Jobs May Help Lower Alzheimer's Risk Activities ... News) -- Brain-challenging jobs -- especially ones focused on people -- may help shield a person's mind against the ...

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

    NARCIS (Netherlands)

    Näring, G.W.B.; Droffelaar, A. van

    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 measu

  2. Incorporation of Emotional Labor in the Demand-Control-Support Model: The relation with Emotional Exhaustion and Personal Accomplishment in Nurses

    NARCIS (Netherlands)

    Näring, Gérard; van Droffelaar, Annemarie

    2008-01-01

    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 measu

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

    Science.gov (United States)

    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)

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

    International Nuclear Information System (INIS)

    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

  5. 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

    Institute of Scientific and Technical Information of China (English)

    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

  6. Job Oriented Monitoring Clusters

    Directory of Open Access Journals (Sweden)

    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.

  7. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

    The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

  8. Overcoming job stress

    Science.gov (United States)

    Job stress may be a problem for you if you have any of these signs: Frequent headaches Upset stomach Trouble sleeping Problems in your personal relationships Feeling unhappy in your job Feeling angry often ...

  9. Recommended Changes to Specifications for Demand Controlled Ventilation in California's Title 24 Building Energy Efficiency Standards

    Energy Technology Data Exchange (ETDEWEB)

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

    2010-04-08

    In demand-controlled ventilation (DCV), rates of outdoor air ventilation are automatically modulated as occupant density varies. 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. DCV is most often used in spaces with highly variable and sometime dense occupancy. In almost all cases, carbon dioxide (CO{sub 2}) sensors installed in buildings provide the signal to the ventilation rate control system. People produce and exhale CO{sub 2} as a consequence of their normal metabolic processes; thus, the concentrations of CO{sub 2} inside occupied buildings are higher than the concentrations of CO{sub 2} in the outdoor air. The magnitude of the indoor-outdoor CO{sub 2} concentration difference decreases as the building's ventilation rate per person increases. The difference between the indoor and outdoor CO{sub 2} concentration is also a proxy for the indoor concentrations of other occupant-generated bioeffluents, such as body odors. Reviews of the research literature on DCV indicate a significant potential for energy savings, particularly in buildings or spaces with a high and variable occupancy. Based on modeling, cooling energy savings from applications of DCV are as high as 20%. With support from the California Energy Commission and the U.S. Department of Energy, the Lawrence Berkeley National Laboratory has performed research on the performance of CO{sub 2} sensing technologies and optical people counters for DCV. In addition, modeling was performed to evaluate the potential energy savings and cost effectiveness of using DCV in general office spaces within the range of California climates. The above-described research has implications for the specifications pertaining to DCV in section 121 of the California Title 24 Standard. Consequently, this document suggests possible changes in these specifications based on the research findings. The suggested

  10. Job mobility in Ireland

    OpenAIRE

    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 ...

  11. Student Job Seekers

    Science.gov (United States)

    Vincent, Helen

    1978-01-01

    The problem of graduate unemployment in India is examined in a study of 650 job seekers in Madras City. The relatively long period of waiting before a graduate actually finds and takes a job is attributed often to high income expectation. Correlations between job and studies preference of students are among the factors discussed. (LBH)

  12. Job Displacement and Crime

    DEFF Research Database (Denmark)

    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...

  13. Job Sharing in Geography.

    Science.gov (United States)

    Kay, Jeanne

    1982-01-01

    Job sharing is an employment alternative in which two qualified individuals manage the responsibilities of a single position. Discusses the barriers to and the potential, advantages, disadvantages, pitfalls, and challenges of job sharing. Focuses on job sharing in the geography profession. (Author/JN)

  14. Job Prospects for Civil Engineers.

    Science.gov (United States)

    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…

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

    OpenAIRE

    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...

  16. Steve Jobs: Nobel Laureate

    Directory of Open Access Journals (Sweden)

    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.

  17. Estimating job runtime for CMS analysis jobs

    CERN Document Server

    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.

  18. Do Job Demands of Chinese Manufacturing Employees Predict Positive or Negative Outcomes? A Test of Competing Hypotheses.

    Science.gov (United States)

    Cheung, Janelle H; Sinclair, Robert R; Shi, Junqi; Wang, Mo

    2015-12-01

    Karasek's job demands-control (JDC) model posits that job control can buffer against the harmful effects of demands experienced by employees. A large volume of JDC research has obtained support for the main effects of demands and control, but not the interactive effects. Recent research on the challenge-hindrance stressors framework, however, found that work stressors may not always be deleterious, suggesting alternative hypotheses about the effects of demands and control. The present study therefore examined competing hypotheses concerning the effects of job demands on occupational health outcomes. Using a sample of 316 employees in a Chinese manufacturing company, we found that, consistent with the challenge-hindrance framework, production demands were challenge stressors associated with favourable outcomes (i.e. job satisfaction and psychological well-being). In addition, results showed that the interactive role of job control depended on the nature of outcome variables. Future recommendations and implications of findings are discussed.

  19. Job Finding, Job Loss and Consumption Behaviour

    OpenAIRE

    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...

  20. Evidence of Validity of the Job Crafting Behaviors Scale

    Directory of Open Access Journals (Sweden)

    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.

  1. Do job security guarantees work?

    OpenAIRE

    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...

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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

  4. Experimentation and Job Choice

    OpenAIRE

    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 ...

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

    Science.gov (United States)

    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

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

    NARCIS (Netherlands)

    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

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

    Science.gov (United States)

    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…

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  10. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with hetero-geneous 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 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...

  11. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    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...... JS-preferences trade JS for higher wages. The relation 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...

  12. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    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...... JS-preferences trade JS for higher wages. The relation 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...

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

    Directory of Open Access Journals (Sweden)

    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.

  14. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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

  15. College Students’ Job Hunting

    Institute of Scientific and Technical Information of China (English)

    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.

  16. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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.

  17. MY CHOICE FOR JOB

    Institute of Scientific and Technical Information of China (English)

    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

  18. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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

  19. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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,

  20. Learning on the Job

    Science.gov (United States)

    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…

  1. Designing job enrichment projects.

    Science.gov (United States)

    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

  2. Job Enrichment in Extension.

    Science.gov (United States)

    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…

  3. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  4. Job Redesign Improves Productivity

    Science.gov (United States)

    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)

  5. Job Strain in Physical Therapists

    OpenAIRE

    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.

  6. CO2 sensor versus Volatile Organic Compounds (VOC) sensor – analysis of field measurement data and implications for demand controlled ventilation

    DEFF Research Database (Denmark)

    Kolarik, Jakub

    2014-01-01

    and CO2 sensors, presence detection sensor and supply/return air flow were logged. VOC and CO2 signals were in agreement with respect to indicated need for mechanical ventilation for 49 % of occupied time (81 % of whole measuring period). VOC measurement would clearly trigger the mechanical ventilation......The study investigated performance of two commercially available non-selective metal oxide semiconductor VOC sensors and two commercially available non dispersive infrared CO2 sensors installed in one person office. The office was equipped with demand controlled ventilation. The signals from VOC...

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

    Directory of Open Access Journals (Sweden)

    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.

  8. Job Shop Scheduling Problem: an Overview

    OpenAIRE

    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...

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

    OpenAIRE

    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...

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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

  12. The God of Job

    Directory of Open Access Journals (Sweden)

    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.

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

    CERN Document Server

    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.

  14. The Job Training and Job Satisfaction Survey Technical Manual

    Science.gov (United States)

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

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

    Directory of Open Access Journals (Sweden)

    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

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  18. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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.

  19. "Ruralizing" Presidential Job Advertisements

    Science.gov (United States)

    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.)

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

    OpenAIRE

    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...

  1. Job satisfaction of older workers

    NARCIS (Netherlands)

    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

  2. Jobs: New Jobs.More Jobs

    Institute of Scientific and Technical Information of China (English)

    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.

  3. Job quality in Europe

    OpenAIRE

    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...

  4. Job Search with Nonparticipation

    OpenAIRE

    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...

  5. The Association between Job Strain and Atrial Fibrillation: Results from the Swedish WOLF Study

    Directory of Open Access Journals (Sweden)

    Eleonor I. Fransson

    2015-01-01

    Full Text Available Introduction. Atrial fibrillation (AF is a common heart rhythm disorder. Several life-style factors have been identified as risk factors for AF, but less is known about the impact of work-related stress. This study aims to evaluate the association between work-related stress, defined as job strain, and risk of AF. Methods. Data from the Swedish WOLF study was used, comprising 10,121 working men and women. Job strain was measured by the demand-control model. Information on incident AF was derived from national registers. Cox proportional hazard regression was used to estimate hazard ratios (HR and 95% confidence intervals (CI for the association between job strain and AF risk. Results. In total, 253 incident AF cases were identified during a total follow-up time of 132,387 person-years. Job strain was associated with AF risk in a time-dependent manner, with stronger association after 10.7 years of follow-up (HR 1.93, 95% CI 1.10–3.36 after 10.7 years, versus HR 1.11, 95% CI 0.67–1.83 before 10.7 years. The results pointed towards a dose-response relationship when taking accumulated exposure to job strain over time into account. Conclusion. This study provides support to the hypothesis that work-related stress defined as job strain is linked to an increased risk of AF.

  6. Psychosocial risks and job performance

    OpenAIRE

    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...

  7. Job Mobility and Measurement Error

    OpenAIRE

    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...

  8. Is Job Enrichment Really Enriching?

    OpenAIRE

    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...

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

    Science.gov (United States)

    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

  10. Estimating Equilibrium Effects of Job Search Assistance

    DEFF Research Database (Denmark)

    Gautier, Pieter; Muller, Paul; van der Klaauw, Bas;

    that the 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...

  11. Does low job satisfaction lead to job mobility?

    DEFF Research Database (Denmark)

    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...

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

    OpenAIRE

    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...

  13. Emotional intelligence, teamwork effectiveness, and job performance: the moderating role of job context.

    Science.gov (United States)

    Farh, Crystal I C Chien; Seo, Myeong-Gu; Tesluk, Paul E

    2012-07-01

    We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the EI-performance relationship. Using a trait activation framework, we theorize that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities. A sample of 212 professionals from various organizations and industries indicated support for the salutary effect of EI, above and beyond the influence of personality, cognitive ability, emotional labor job demands, job complexity, and demographic control variables. Theoretical and practical implications of the potential value of EI for workplace outcomes under contexts involving managerial complexity are discussed. PMID:22390388

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

    Directory of Open Access Journals (Sweden)

    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.

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

    OpenAIRE

    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...

  16. Job Hunting, Introduction

    Science.gov (United States)

    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

  17. Job Sharing: A Part-Time Career for a Fuller Life.

    Science.gov (United States)

    Koblinsky, Sally A.; Mikitka, Kathleen F.

    1984-01-01

    Describes job sharing as a rewarding alternative for those who wish to combine a career with child rearing, education, avocations, or leisure activities. Advantages and drawbacks for employers and suggestions for prospective job sharers are elaborated. (SK)

  18. How to Land Desirable Job for New Graduates

    Institute of Scientific and Technical Information of China (English)

    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.

  19. Labor Supply with Job Assignment under Balanced Growth

    OpenAIRE

    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...

  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

    Directory of Open Access Journals (Sweden)

    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. Job satisfaction and intention to quit the job

    DEFF Research Database (Denmark)

    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....

  2. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    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...... no significantly increasing trend prior to displacement; and the crime rate of workers who will be displaced is not significantly higher than the crime rate of workers who will not be displaced. In contrast, displaced workers’ probability to commit any crime increases by 0.52 percentage points in the year of job...

  3. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    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....

  4. Branding McJobs

    DEFF Research Database (Denmark)

    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...... oriented branding literature, our contribution to this stream of research is twofold: We provide an empirical account of employer branding of a grocery chain, which has repeatedly been voted among the ‘100 best companies to work for’. Second, we outline the role of symbolic compensation that employees...... of employer branding....

  5. Job Demands, Productivity, and Type A Behavior: An Observational Analysis.

    Science.gov (United States)

    Kirmeyer, Sandra L.

    Previous research has shown that Type As appraise their jobs as more demanding than do Type Bs, yet few studies have measured actual job demands. This prospective, observational study of police radio dispatchers (N=72) examined Type A behavior as a predictor of source of work demands, volume of work activity, whether work begun was finished, and…

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

    Science.gov (United States)

    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.

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

    Directory of Open Access Journals (Sweden)

    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. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

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

    Science.gov (United States)

    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)

  10. Books for the Job Hunt.

    Science.gov (United States)

    Saltzman, Amy

    1992-01-01

    Reviews new and classic titles on career choice, job search methods, executive/professional job search, resume writing, and interviewing. Advises avoiding books with simplistic formulas and exercises or overt sales pitches for software, videos, and other products. (SK)

  11. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

    Full Text Available The article considers youth job market peculiarities, its specific features and regulation means, determines theoretical and application tasks of qualitative and quantitative comparison of vocations, which are highly in demand at the job market.

  12. ATLAS Job Transforms

    CERN Document Server

    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...

  13. ATLAS Job Transforms

    CERN Document Server

    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. Job search with nonpaticipation

    NARCIS (Netherlands)

    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

  15. Establishing Job Security

    Institute of Scientific and Technical Information of China (English)

    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

  16. What is Job Satisfaction?

    Science.gov (United States)

    Locke. Edwin A.

    Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not increased substantially in the past 30 years. It is argued that a major reason for this lack of progress is the implicit conception of casuality accepted by most psychologists. It is called the policy of "correlation…

  17. Job prioritization in LHCb

    CERN Document Server

    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...

  18. Job Assignment with Multivariate Skills

    OpenAIRE

    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...

  19. The impact of job crafting on job demands, job resources, and well-being.

    Science.gov (United States)

    Tims, Maria; Bakker, Arnold B; Derks, Daantje

    2013-04-01

    This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

  20. Job Search Methods, Job Search Outcomes, and Job Satisfaction of College Graduates: A Comparison of Race and Sex.

    Science.gov (United States)

    Mau, Wei-Cheng; Kopischke, Amie

    2001-01-01

    Surveys college graduates regarding their job-seeking behaviors and outcomes. Examined race and sex differences among the job search strategies used; number of job interviews; number of job offers; annual salary; and job satisfaction. Results indicated significant differences in underemployment and job satisfaction as a function of race, and in…

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

    Science.gov (United States)

    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.

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

    Science.gov (United States)

    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

  3. Teachers' Job Characteristics and Motivation.

    Science.gov (United States)

    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 Sharing in the Schools.

    Science.gov (United States)

    Moorman, Barbara; And Others

    Job sharing is defined as "two people sharing the responsibilities of one full-time position with salary and benefits prorated"; the concept focuses on positions usually offered only as full-time jobs, often in professional and managerial categories. This book is a guide for teachers and administrators on the implementation and use of job sharing…

  5. Job Switching and Wage Growth

    OpenAIRE

    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.

  6. Job Migration: A Collaborative Effort

    Science.gov (United States)

    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…

  7. Job demands-resources model

    NARCIS (Netherlands)

    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

  8. Job Satisfaction: An International Overview

    Science.gov (United States)

    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…

  9. Remote control of workers' activities under the "JobsAct" (art. 23 D.Lgs. 151/2015: ideas to a debate

    Directory of Open Access Journals (Sweden)

    Maria Teresa Carinci

    2016-02-01

    Full Text Available The introduction aims at giving an overview of the new article 4 of the Worker’s Statute (Law no. 300/1970, concerning the employer’s monitoring powers, as recently reformed by the latest Italian Labour Reform (the so called Jobs Act.In particular, after a brief explanation of the rationale underlying the new rule, in order to make the employer’s control power compatible with the improvement of technological tools in the workplace, the Author critically lists and takes into consideration the heterogeneous and complicated interpretative issues raised by the brand new reform.

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

    DEFF Research Database (Denmark)

    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....

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

    OpenAIRE

    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 ...

  12. For a new challenge: Jobs @ CERN

    CERN Multimedia

    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

  13. Job Skills: What Gender Are They?

    Science.gov (United States)

    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…

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

    Energy Technology Data Exchange (ETDEWEB)

    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.

  15. Job Sharing--Opportunities or Headaches?

    Science.gov (United States)

    Leighton, Patricia

    1986-01-01

    Discusses the issue of job sharing as a new alternative available to workers. Topics covered include (1) a profile of job sharers, (2) response to job sharing, (3) establishing a job share, (4) job sharing in operation, and (5) legal analysis of job sharing. (CH)

  16. The Complete Guide to Job Sharing.

    Science.gov (United States)

    Hohn, Marcia D.

    This booklet provides information on job sharing that resulted from the research and experience of the Merrimack Valley Job Sharing Project. An overview of the topic considers the need for job sharing, employer benefits, types of jobs shared, job division, benefits, employer costs and savings, financial considerations for job sharers, perspectives…

  17. A job analysis of care helpers

    Directory of Open Access Journals (Sweden)

    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.

  18. Impact of financial pressure on unemployed job search, job find success and job quality

    NARCIS (Netherlands)

    Gerards, Ruud; Welters, Ricardo

    2016-01-01

    Research shows that financial pressure – implied as a consequence of benefit sanctions or exhaustion – prompts the unemployed to intensify their job search. However, there is less agreement about whether that intensified job search produces better quality job outcomes. Building on Self-Determination

  19. Action Plan for Jobs 2012

    OpenAIRE

    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...

  20. Table-top job analysis

    Energy Technology Data Exchange (ETDEWEB)

    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.

  1. Jobs masonry in LHCb with elastic Grid Jobs

    Science.gov (United States)

    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

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

    Directory of Open Access Journals (Sweden)

    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. Science jobs tight

    Science.gov (United States)

    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.

  4. Steve Jobs: Nobel Laureate

    OpenAIRE

    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...

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

    Science.gov (United States)

    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

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

    International Nuclear Information System (INIS)

    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

  7. No time for the gym? Housework and other non-labor market time use patterns are associated with meeting physical activity recommendations among adults in full-time, sedentary jobs.

    Science.gov (United States)

    Smith, Lindsey P; Ng, Shu Wen; Popkin, Barry M

    2014-11-01

    those with low financial and time resources. Consideration of non-labor market time use patterns may improve strategies to increase physical activity and decrease inactivity among full-time employed adults in sedentary jobs.

  8. Job resources buffer the impact of job demands on burnout.

    Science.gov (United States)

    Bakker, Arnold B; Demerouti, Evangelia; Euwema, Martin C

    2005-04-01

    This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources).

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

    OpenAIRE

    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. Gross Job Creation, Gross Job Destruction and Employment Reallocation

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  12. The Czechs: Jobs and Work

    OpenAIRE

    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,...

  13. Education - A Job Market Signal?

    OpenAIRE

    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...

  14. Reliability and construct validity of the Malay version of the Job Content Questionnaire (JCQ).

    Science.gov (United States)

    Edimansyah, B A; Rusli, B N; Naing, L; Mazalisah, M

    2006-03-01

    The JCQ has been shown to be a valid and reliable instrument to assess job stress in many occupational settings worldwide. In Malaysia, both the English and validated Malay versions have been employed in studies of medical professionals and laboratory technicians, respectively. The present study assessed the reliability and construct validity of the Malay version of the JCQ among automotive workers in Malaysia. Fifty workers of a major automotive manufacturer in Kota Bharu, Kelantan consented to participate in the study and were administered the Malay version of the JCQ. Translation (English-Malay) and back translation (Malay-English) of the JCQ was made to ensure the face validity of the questionnaire. Reliability was determined using Cronbach's alpha for internal consistency, whilst construct validity was assessed using exploratory factor analysis (principal component with varimax rotation). The results indicate that the Cronbach's alpha coefficients were acceptable for decision latitude (job control or decision authority) (0.74) and social support (0.79); however, it was slightly lower for psychological job demand (0.61). Exploratory factor analysis showed 3 meaningful common factors that could explain the 3 theoretical dimensions or constructs of Karasek's demand-control-social support model. In conclusion, the results of the validation study suggested that the JCQ scales are reliable and valid for assessing job stress in a population working in the automotive industry. Further analyses are necessary to evaluate the stability and concurrent validity of the JCQ.

  15. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    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...

  16. Jobs for girls?

    DEFF Research Database (Denmark)

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

    1992-01-01

    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......, it was argued that "the majority of the area's prevailing social and economic difficulties are traced to the massive decline which the coal industry has suffered" (Durham County Council 1990, 41). Despite the devastation resulting from past colliery closures, these went largely uncontested, in part because...

  17. Wealth Effects on Job Preferences

    OpenAIRE

    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...

  18. Job satisfaction of CNMs. Luxury or necessity?

    Science.gov (United States)

    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

  19. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

    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...

  20. Home ownership, job duration, and wages

    DEFF Research Database (Denmark)

    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...

  1. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    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...

  2. The Fate of Job in Jewish Tradition

    DEFF Research Database (Denmark)

    Schleicher, Marianne

    2008-01-01

    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...

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

    Science.gov (United States)

    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.

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

    Science.gov (United States)

    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

  5. Jobs masonry in LHCb with elastic Grid Jobs

    CERN Document Server

    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...

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

    NARCIS (Netherlands)

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

  9. Personal work goals and job satisfaction

    OpenAIRE

    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...

  10. Job Heterogeneity and Coordination Frictions

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Daniel

    the 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...

  11. Job-Sharing the Principalship.

    Science.gov (United States)

    Brown, Shelley; Feltham, Wendy

    1997-01-01

    The coprincipals of a California elementary school share their ideas for building a successful job-sharing partnership. They suggest it is important to find the right partner, develop and present a job-sharing proposal, establish systems of communication with each other, evaluate one's progress, focus on the principalship, and provide leadership…

  12. Job satisfaction in fisheries compared

    NARCIS (Netherlands)

    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

  13. Job Satisfaction of University Faculty.

    Science.gov (United States)

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  14. Job satisfaction and preference drift.

    NARCIS (Netherlands)

    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

  15. Job Prospects for Nuclear Engineers.

    Science.gov (United States)

    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)

  16. Job Satisfaction in Fisheries Compared

    Science.gov (United States)

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    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 present information on a selection of metiers mainly…

  17. How to leave your job.

    Science.gov (United States)

    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 satisfaction and contingent employment

    NARCIS (Netherlands)

    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

  19. A Guide to Job Enrichment and Redesign.

    Science.gov (United States)

    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)

  20. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    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 can...... be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...

  1. Perceptions of job security in Australia

    OpenAIRE

    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...

  2. Job Satisfaction Analysis in a Company

    OpenAIRE

    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...

  3. My dream job

    Institute of Scientific and Technical Information of China (English)

    Richard Mullins

    2005-01-01

    <正>For more than two decades now, China has been travelling a course of reform and opening up, moving away from the old state-planned economy towards a modern, market driven one. In the past, many educated people perceived their ideal job to be pushing pens in a local state-owned enterprise. Ambi- tious young people of today are instead pursuing careers in technology and service-driven industries, on the stage, and even in outer space. More opportunities exist in China now than ever before, but what about the graduates of the next decade? Millions of young kids are growing up in a China that’s unrecognisable from yesteryear, yet still very far from the end zone. What do they want to be when they grow up?

  4. The Influence of Domestic Overload on the Association between Job Strain and Ambulatory Blood Pressure among Female Nursing Workers

    Directory of Open Access Journals (Sweden)

    Luciana Fernandes Portela

    2013-11-01

    Full Text Available Evidence suggests that the workplace plays an important etiologic role in blood pressure (BP alterations. Associations in female samples are controversial, and the domestic environment is hypothesized to be an important factor in this relationship. This study assessed the association between job strain and BP within a sample of female nursing workers, considering the potential role of domestic overload. A cross-sectional study was conducted in a group of 175 daytime workers who wore an ambulatory BP monitor for 24 h during a working day. Mean systolic and diastolic BP were calculated. Job strain was evaluated using the Demand-Control Model. Domestic overload was based on the level of responsibility in relation to four household tasks and on the number of beneficiaries. After adjustments no significant association between high job strain and BP was detected. Stratified analyses revealed that women exposed to both domestic overload and high job strain had higher systolic BP at home. These results indicate a possible interaction between domestic overload and job strain on BP levels and revealed the importance of domestic work, which is rarely considered in studies of female workers.

  5. The influence of domestic overload on the association between job strain and ambulatory blood pressure among female nursing workers.

    Science.gov (United States)

    Portela, Luciana Fernandes; Rotenberg, Lucia; Almeida, Ana Luiza Pereira; Landsbergis, Paul; Griep, Rosane Harter

    2013-11-27

    Evidence suggests that the workplace plays an important etiologic role in blood pressure (BP) alterations. Associations in female samples are controversial, and the domestic environment is hypothesized to be an important factor in this relationship. This study assessed the association between job strain and BP within a sample of female nursing workers, considering the potential role of domestic overload. A cross-sectional study was conducted in a group of 175 daytime workers who wore an ambulatory BP monitor for 24 h during a working day. Mean systolic and diastolic BP were calculated. Job strain was evaluated using the Demand-Control Model. Domestic overload was based on the level of responsibility in relation to four household tasks and on the number of beneficiaries. After adjustments no significant association between high job strain and BP was detected. Stratified analyses revealed that women exposed to both domestic overload and high job strain had higher systolic BP at home. These results indicate a possible interaction between domestic overload and job strain on BP levels and revealed the importance of domestic work, which is rarely considered in studies of female workers.

  6. Are Job Search Programs a Promising Tool? : A Microeconometric Evaluation for Austria

    OpenAIRE

    Weber, Andrea Maria; Hofer, Helmut

    2004-01-01

    In Austria job search programs were introduced on a large scale in 1999. These programs aim at activating unemployed at an early stage and bringing them back to work by training job search related skills. We evaluate the impact of active labour market programs in Austria on individual unemployment durations, and allow program effects to vary between job search programs and formal training programs. We use the timing-of-events method which estimates the program effect as a shift in the transit...

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

    Science.gov (United States)

    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)

  8. Job Quality in the Crisis

    DEFF Research Database (Denmark)

    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...... in terms of job quality. The results point out that the crisis seems to have affected different dimensions of job quality in different ways. Overall, there is a decline in measured job quality and job quality levels in Europe remain highly diverse. There is a clear increase in the use of part......-time and fixed-term contracts and/or in the extent to which workers reported that they were working in such jobs involuntarily. Moreover, the numbers of workers who are afraid to lose their job have increased markedly which are clear signs of the declining bargaining power of labour brought on by the crisis....

  9. Employed and unemployed job search methods:Australian evidence on search duration, wages and job stability

    OpenAIRE

    Green, Colin

    2012-01-01

    This paper examines the use and impact of job search methods of both unemployed and employed job seekers. Informal job search methods are associated with relativel high level of job exit and shorter search duration. Job exists through the public employment agency (PEA) display positive duration dependence for the unemployed. This may suggest that the PEA is used as a job search method of last resort. Informal job search methods have lower associated duration in search and higher wages than th...

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

    Science.gov (United States)

    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

  11. Get the job:job interviews in China

    Institute of Scientific and Technical Information of China (English)

    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.

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

    OpenAIRE

    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...

  13. Jobs: women's double burden.

    Science.gov (United States)

    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

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

    Science.gov (United States)

    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.

  15. The effect of self-reported and observed job conditions on depression and anxiety symptoms: a comparison of theoretical models.

    Science.gov (United States)

    Griffin, Joan M; Greiner, Birgit A; Stansfeld, Stephen A; Marmot, Michael

    2007-10-01

    The demand/control/support and effort/reward imbalance models have relied on self-reported methods to describe how poor psychosocial working conditions lead to harmful health outcomes. The hindrance/utilization model uses an observational methodology to assess these relationships. Cross-sectional observational and self-reported data from 98 civil servants participating in the Whitehall II Study of British civil servants were used to test whether work conditions measured by each of the three theoretical models explained a significant amount of the variance in depression and anxiety symptoms. Observational measures were also used to assess potential common methods variance bias between the self-reported job conditions and the outcomes. Results showed that the demand/control/support model explained the most variance in depression and anxiety symptoms and the associations were not wholly due to common methods variance. Moreover, measures associated with job resources (e.g., skill discretion, social support and skill utilization) had a protective effect on depression and anxiety symptoms. Exertion-related conditions (e.g., demands, effort, over commitment) were not consistently associated with depression or anxiety symptoms. PMID:17953493

  16. Job Quality by Entrepreneurial Spinoffs

    DEFF Research Database (Denmark)

    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...

  17. Job Assignments under Moral Hazard

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

    Inefficient job assignments are usually explained with incomplete information about employees' abilities or contractual imperfections. We show that inefficient assignments arise even without uncertainty about the employee's ability and with complete contracts. Building on this result we provide...

  18. Job satisfaction of Asian Americans.

    Science.gov (United States)

    Weaver, C N; Hinson, S

    2000-04-01

    Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

  19. Job Orders (Ordres de mission)

    CERN Multimedia

    Organisation & Procedures, FI Department, Tel. 73905

    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

  20. How to land that job.

    Science.gov (United States)

    Dean, Erin

    2016-03-01

    Job adverts for nursing positions in the NHS and elsewhere often include a name and number for potential applicants to contact for more information, and applicants are being encouraged to make good use of them. PMID:26932652

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

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

    Full Text Available 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 increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05. The analysis of variance (ANOVA indicated that job resources and job demands [F(1.474 = 4.004; F(1.474 = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474 = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474 = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1 in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001 or low (p = 0.0157; 2 when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001. Conclusion: The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees. Med Pr 2013;64(2:217–225

  2. A Study of On-the-Job Training. Technical Paper No. 13.

    Science.gov (United States)

    Scribner, Sylvia; Sachs, Patricia

    A case study of on-the-job training in a factory stockroom took a close look at the working milieu, the way experienced people did their jobs within it, and the means used to induct (train) newcomers into work activities. Stockroom work and stockroom training were considered to represent two different activity systems; the interplay of these two…

  3. Job strain and time to pregnancy

    DEFF Research Database (Denmark)

    Hjollund, N H; Jensen, Tina Kold; Bonde, J P;

    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....

  4. Win That Job! 10th Anniversary Edition.

    Science.gov (United States)

    Stevens, Paul

    This book provides practical information on obtaining a job. Though it is published in Australia, 11 chapters introduce a universal range of job search methods, presenting: the importance of goals and self-knowledge; the resume; preparing job search correspondence; the interview; self-promotion; job search tips and unusual strategies; networking;…

  5. Job Search Methods: Internet versus Traditional.

    Science.gov (United States)

    Kuhn, Peter; Skuterud, Mikal

    2000-01-01

    In 1998, 15 percent of unemployed job seekers used the Internet to seek jobs, as did half of all job seekers with online access from home. Internet search rates exceeded those of traditional methods, but Internet job seekers were more likely to use traditional methods as well. Unemployed blacks and Hispanics used the Internet least in job…

  6. An Inside Job: Hacking into Janus Kinase/Signal Transducer and Activator of Transcription Signaling Cascades by the Intracellular Protozoan Toxoplasma gondii

    Science.gov (United States)

    Bzik, David J.; Fox, Barbara A.; Butcher, Barbara A.

    2012-01-01

    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

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

    Science.gov (United States)

    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

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

    Science.gov (United States)

    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.

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Directory of Open Access Journals (Sweden)

    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.

  11. Job loss and broken partnerships

    DEFF Research Database (Denmark)

    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)....

  12. Job Characteristics and Labour Supply

    OpenAIRE

    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...

  13. The analysis of job satisfaction

    OpenAIRE

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

    DEFF Research Database (Denmark)

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

    2009-01-01

    . Furthermore, social and conventional job demands do not significantly moderate the political skill-job performance relationships, implying that these job demands act as an important boundary condition. Practical implications - Politically skilled individuals are more likely to succeed in environments (e...... 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...... significant is the identification of job demands as a boundary condition in the political skill-job performance relationship. © Emerald Group Publishing Limited....

  15. Does job insecurity deteriorate health?

    Science.gov (United States)

    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.

  16. Does job insecurity deteriorate health?

    Science.gov (United States)

    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

  17. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    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.

  18. Job creation potential of solar

    International Nuclear Information System (INIS)

    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

  19. The Experience of Emotions during the Job Search and Choice Process among Novice Job Seekers

    Science.gov (United States)

    Bonaccio, Silvia; Gauvin, Natalie; Reeve, Charlie L.

    2014-01-01

    The authors investigate the role of emotions in the job search and choice process of novice job seekers. Results of qualitative analyses of the first-person accounts of 41 job seekers indicate that participants whose recollections of their job search contained emotional language were more likely to display a haphazard job search strategy than…

  20. Personal work goals and job satisfaction

    Directory of Open Access Journals (Sweden)

    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.

  1. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

    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....

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

    OpenAIRE

    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.

    Science.gov (United States)

    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.

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

    Science.gov (United States)

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  9. Running Jobs in the Vacuum

    Science.gov (United States)

    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.

  10. The Improved Job Scheduling Algorithm of Hadoop Platform

    OpenAIRE

    Guo, Yingjie; Wu, Linzhi; Yu, Wei; Wu, Bin; Wang, Xiaotian

    2015-01-01

    This paper discussed some job scheduling algorithms for Hadoop platform, and proposed a jobs scheduling optimization algorithm based on Bayes Classification viewing the shortcoming of those algorithms which are used. The proposed algorithm can be summarized as follows. In the scheduling algorithm based on Bayes Classification, the jobs in job queue will be classified into bad job and good job by Bayes Classification, when JobTracker gets task request, it will select a good job from job queue,...

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

  14. An overview of job embeddedness.

    Science.gov (United States)

    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

  15. Understanding the Outcomes of Older Job Losers

    OpenAIRE

    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...

  16. Understanding Job Stress among Healthcare Staff

    OpenAIRE

    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...

  17. Integrating waste management with Job Hazard analysis

    International Nuclear Information System (INIS)

    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

  18. The cost of job loss

    OpenAIRE

    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 ...

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

    Directory of Open Access Journals (Sweden)

    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.

  20. The mismatch between job openings and job seekers

    OpenAIRE

    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.

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

    Science.gov (United States)

    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…

  2. Some Factors Affecting the Job Satisfaction of Community College Faculty in Pennsylvania.

    Science.gov (United States)

    Hill, Malcolm D.

    1983-01-01

    Examines the job satisfaction of 161 community college faculty members in Pennsylvania and the effects of personal characteristics and job-related activities to economic, teaching, administrative, associational, recognition-support, and convenience dimensions of satisfaction. Suggests that heavy involvement in routine academic tasks and certain…

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

    Science.gov (United States)

    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...

  4. 75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    Science.gov (United States)

    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:...

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

    Science.gov (United States)

    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…

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

    NARCIS (Netherlands)

    Haafkens, Frank JH Joke, A.; Kopnina, Helen; Meerman, Martha; Dijk, van Frank, J.H.

    2011-01-01

    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 occ

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

    NARCIS (Netherlands)

    J.A. Haafkens; H. Kopnina; M.G.M. Meerman; F.J.H. van Dijk

    2011-01-01

    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 work

  8. 45 CFR 287.120 - What work activities may be provided under the NEW Program?

    Science.gov (United States)

    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...

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

    NARCIS (Netherlands)

    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

  10. Potential for renewable energy jobs in the Middle East

    International Nuclear Information System (INIS)

    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

  11. Job Satisfaction among Community College Counselors.

    Science.gov (United States)

    Coll, Kenneth; Rice, Robert

    1990-01-01

    Describes a study of job satisfaction and factors influencing satisfaction among community college counselors in Oregon. Reports general dissatisfaction with leadership. Concludes that teaching load, job title, incompatible demands, unclear explanations, and conflicting resources affect counselor satisfaction. (DMM)

  12. Green jobs and a strong middle class.

    Science.gov (United States)

    Podesta, John D

    2009-01-01

    Green jobs are critical to building a strong middle class, and millions of green jobs can be created through energy efficiency. The models already exist for this work, but we need sustained investment to bring them to scale.

  13. Job Enrichment and the Mentally Retarded Worker.

    Science.gov (United States)

    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)

  14. Job Hunting? Maybe a Therapist Can Help

    Science.gov (United States)

    ... 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. ...

  15. Developing Your Employee Handbook: Job Descriptions.

    Science.gov (United States)

    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)

  16. 77 FR 38833 - Job Accommodation Network

    Science.gov (United States)

    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...

  17. Job Redesign: An Organization Development Approach

    Science.gov (United States)

    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)

  18. Job satisfaction in health-care organizations

    OpenAIRE

    Kavita Bhatnagar; Kalpana Srivastava

    2012-01-01

    Job satisfaction among health-care professionals acquires significance for the purpose of maximization of human resource potential. This article is aimed at emphasizing importance of studying various aspects of job satisfaction in health-care organizations.

  19. International Outsourcing and Individual Job Separations

    DEFF Research Database (Denmark)

    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...

  20. Job Briefs. Career Education Guide.

    Science.gov (United States)

    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,…

  1. Job strain and tobacco smoking

    DEFF Research Database (Denmark)

    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...

  2. Job Sharing: One District's Experience.

    Science.gov (United States)

    Lantz, Mahlon L.

    1983-01-01

    Describes responses of principals, teachers, and parents to a job sharing program instituted to reduce impact of staff layoffs. Principals were satisfied overall; teachers believed that students benefited from interaction with two instructors; and a majority of parents felt likewise. (TE)

  3. Does Job Loss Shorten Life?

    Science.gov (United States)

    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…

  4. A grid job monitoring system

    Energy Technology Data Exchange (ETDEWEB)

    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.

  5. Job Prospects for Petroleum Engineers.

    Science.gov (United States)

    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)

  6. Job Prospects for Chemical Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    The job situation for new chemical engineers with bachelor's degrees is continuing to reflect the gradual improvement that began in 1983. However, companies are looking for graduates with technical expertise as well as marketing, sales, or communications skills. Smaller classes may lead to shortages of chemical engineering graduates in the future.…

  7. The Jobs behind the Science

    CERN Multimedia

    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

  8. Emotional Intelligence and Job Satisfaction

    Science.gov (United States)

    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.

  9. That's the Job I Want!

    Science.gov (United States)

    Morgan, Robert L.; Ellerd, David A.; Gerity, Brent P.; Blair, Rebecca J.

    2000-01-01

    This article describes how educators can use motion video on CD-ROM to provide more information to youth on employment and to represent the complexity of employment environments. The Youth Employment Selections program for helping students and adults with disabilities to understand critical attributes of many jobs is profiled. (Contains…

  10. The Hottest Job on Earth

    Institute of Scientific and Technical Information of China (English)

    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!"

  11. A grid job monitoring system

    International Nuclear Information System (INIS)

    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

    International Nuclear Information System (INIS)

    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. Job strain and alcohol intake

    DEFF Research Database (Denmark)

    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....

  14. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

    the initiatives. An alternative framework is suggested, as it appears fundamentally impossible to make consistent frameworks for a division of the economy into “green” and “non-green” activities. The analysis has been carried out during the period September 2011 – March 2012 by Vista Analysis AS, Gaia Consulting...

  15. Job Dispersion and Compensating Wage Differentials

    OpenAIRE

    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...

  16. Labour market transitions and job satisfaction

    OpenAIRE

    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...

  17. Job Loss and Immigrant Labor Market Performance

    OpenAIRE

    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

    OpenAIRE

    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

    OpenAIRE

    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. Wages and Job Satisfaction in Portugal

    OpenAIRE

    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...

  1. Structural adjustment, job turnover and career progression

    OpenAIRE

    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...

  2. Job Satisfaction of Vocational Agriculture Teachers in Louisiana.

    Science.gov (United States)

    Grady, Thomas L.

    1985-01-01

    A study was conducted to ascertain the job satisfaction of vocational agriculture teachers in Louisiana, identify the job factors that significantly affect overall job satisfaction, and ascertain relationships between job satisfaction and selected demographic variables. (CT)

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

    Science.gov (United States)

    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…

  4. Sickness absenteeism during a period of job-to-job transition

    NARCIS (Netherlands)

    Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

    2016-01-01

    We examine a novel pattern of workplace sickness absenteeism for job-to-job movers, covering the periods before and after their job transitions. The movers display two opposite changes of absenteeism-an upward and a downward spike before and after job change. The estimates indicate a behavioural eff

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

    NARCIS (Netherlands)

    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

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

  9. Elementary Resource Room Teachers' Job Stress and Job Satisfaction in Taoyuan County, Taiwan

    Science.gov (United States)

    Cheng, Yuan-Wen; Ren, Lillian

    2010-01-01

    Background: Job satisfaction and job stress have been shown to be consistently related in a range of school education studies. The purpose of this research was to investigate how well the job satisfaction of resource room teachers in Taiwan may be predicted through an understanding of their job stress and demographic characteristics. Method: A…

  10. A New Perspective on Job Lock

    Science.gov (United States)

    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…

  11. Show Them You Really Want the Job

    Science.gov (United States)

    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…

  12. Job Sharing: Is It in Your Future?

    Science.gov (United States)

    Russell, Thyra K.

    This paper reports the results of a survey of 1,277 libraries in Illinois which investigated the status of job sharing in armed forces, college and university, community college, government, law, medical, public, religious, and special libraries and library systems. Job sharing is described as the division of one full-time job between two or more…

  13. Job Sharing in the Public Sector.

    Science.gov (United States)

    Olmsted, Barney; And Others

    Job sharing is defined as "two people sharing the responsibilities of one full-time position with salary and benefits prorated"; the concept focuses on positions usually offered only as full-time jobs, often in professional and managerial categories. This book presents an overview of current job sharing and permanent part-time employment practices…

  14. Spatial job search and commuting distances

    NARCIS (Netherlands)

    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.

    Science.gov (United States)

    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. 20 CFR 653.102 - Job information.

    Science.gov (United States)

    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....

  17. Job Satisfaction of Journalists and PR Personnel.

    Science.gov (United States)

    Olson, Laury D. (Masher)

    1989-01-01

    Surveys job satisfaction of journalists and public relations personnel in the San Francisco Bay Area. Finds public relations personnel significantly more satisfied with both their jobs and profession. Concludes that the relatively lower levels of job satisfaction for journalists are largely a result of lack of autonomy. (SR)

  18. Education and the Determinants of Job Satisfaction

    Science.gov (United States)

    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…

  19. Administrator Job Satisfaction in Higher Education

    Science.gov (United States)

    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. …

  20. Perspectives on Job Enrichment and Productivity.

    Science.gov (United States)

    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…

  1. Beyond Job Enrichment to Employment Enrichment

    Science.gov (United States)

    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)

  2. Are You Suited for the Job?

    Science.gov (United States)

    Carter, Celeste M.; And Others

    This study was undertaken to examine the impact of different color women's business suits on hiring decisions and perceptions of job applicants for two different types of jobs, one requiring warmth (elementary school teacher) and one requiring power (police officer). It was hypothesized that fictitious job applicants wearing dark, cold colors…

  3. Personal traits as predictor of job satisfaction

    OpenAIRE

    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.

  4. Personal traits as predictor of job satisfaction

    Directory of Open Access Journals (Sweden)

    Petrushikhina Elena Borisovna

    2013-09-01

    Full Text Available 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.

  5. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    Science.gov (United States)

    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)

  6. Assertiveness Training for Job-Seeking Skills

    Science.gov (United States)

    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. Job Evaluation: Pay Equity Problem or Solution?

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

  9. The cyclicality of job-to-job transitions and its implications for aggregate productivity

    OpenAIRE

    Toshihiko Mukoyama

    2013-01-01

    This paper analyzes the job-to-job transitions of workers in the United States. I propose a new method of correcting the time-aggregation bias. The bias-corrected series from 1996 to 2011 reveals a procyclical pattern of job-to-job transition and a large decline since the beginning of the 2000s. I construct a model of on-the-job search and explore the implications of this phenomenon. The calibrated model shows that the decline in the reallocation of workers through job-to-job transitions has ...

  10. ReStore: Reusing Results of MapReduce Jobs

    CERN Document Server

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

    International Nuclear Information System (INIS)

    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

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

    Directory of Open Access Journals (Sweden)

    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

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

    OpenAIRE

    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 ...

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

    OpenAIRE

    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...

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

    Science.gov (United States)

    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…

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

    Science.gov (United States)

    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…

  17. Development of the Child Care Worker Job Stress Inventory.

    Science.gov (United States)

    Curbow, Barbara; Spratt, Kai; Ungaretti, Antoinette; McDonnell, Karen; Breckler, Steven

    2000-01-01

    Examined psychometric characteristics of three 17-item measures of child care worker job demands, job control, and job resources. Found that job demands scale had lower reliability than job control or job resources. Demonstrated known groups validity through conceptually meaningful pattern of differences between family childcare providers and…

  18. Stress and Job Satisfaction among Air Force Military Pilots

    Directory of Open Access Journals (Sweden)

    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.

  19. Internet job search and unemployment durations

    OpenAIRE

    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...

  20. The 2009 Job Fair for Foreigners (Shanghai)

    Institute of Scientific and Technical Information of China (English)

    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

  1. Search and Non-Wage Job Characteristics

    OpenAIRE

    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...

  2. Registered nurses' job satisfaction in Navy hospitals.

    Science.gov (United States)

    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

  3. Scheduling job shop - A case study

    Science.gov (United States)

    Abas, M.; Abbas, A.; Khan, W. A.

    2016-08-01

    The scheduling in job shop is important for efficient utilization of machines in the manufacturing industry. There are number of algorithms available for scheduling of jobs which depend on machines tools, indirect consumables and jobs which are to be processed. In this paper a case study is presented for scheduling of jobs when parts are treated on available machines. Through time and motion study setup time and operation time are measured as total processing time for variety of products having different manufacturing processes. Based on due dates different level of priority are assigned to the jobs and the jobs are scheduled on the basis of priority. In view of the measured processing time, the times for processing of some new jobs are estimated and for efficient utilization of the machines available an algorithm is proposed and validated.

  4. [Burnout and job satisfaction among nursing professionals].

    Science.gov (United States)

    Figueiredo-Ferraz, Hugo; Grau-Alberola, Ester; Gil-Monte, Pedro R; García-Juesas, Juan A

    2012-05-01

    The purpose of this study was to examine the relationship between burnout and job satisfaction among nursing professionals. The sample consisted of 316 staff nurses. The study was longitudinal, and not randomized. The gap between Time 1 (T1) and Time 2 (T2) was one year. Hierarchical regression analysis showed empirical evidence of the significant and negative effect of burnout (i.e., Emotional exhaustion and Depersonalization dimensions) at T1 on job satisfaction in T2. Significant results were also obtained that showed the influence of job satisfaction at T1 on burnout at T2 (i.e., Depersonalization dimension). The study concludes that there is a bidirectional and longitudinal relationship between burnout and job satisfaction. However, longitudinal effects of burnout at T1 on job satisfaction on T2 (i.e., burnout as antecedent of job satisfaction) are stronger than vice-versa (i.e., job satisfaction as antecedent of burnout).

  5. Job Strain in Shift and Daytime Workers.

    Science.gov (United States)

    Knutsson; Nilsson

    1997-07-01

    Cross-sectional questionnaire data were used to compare the levels of job strain in shift and daytime workers. Job strain was measured according to Karasek's Demands/Discretion model. Four occupational groups were included: drivers, industrial workers, policemen/watchmen, and cooks. The study subjects were a random sample of 508 daytime workers and 418 shift workers. Job demand did not differentiate between shift and daytime workers, comparing groups broken down by gender and by occupation. The daytime workers reported higher levels of job strain than the shift workers, and women experienced a higher level of job strain than did men. Multiple linear regression analysis showed that only occupational group and gender predicted job strain level. Shiftwork was not significantly associated with job strain in the regression model.

  6. Professionalism in intercultural job interviews

    DEFF Research Database (Denmark)

    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....

  7. Mechatronics: Skilled Industrial Job Training

    OpenAIRE

    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...

  8. Biomedical engineer: an international job.

    Science.gov (United States)

    Crolet, Jean-Marie

    2007-01-01

    Biomedical engineer is an international job for several reasons and it means that the knowledge of at least one foreign language is a necessity. A geographical and structural analysis of the biomedical sector concludes to the teaching of a second foreign language. But in spite of the presence of adequate means, it is not possible for us for the moment to set up such a teaching. This paper presents the solution we have chosen in the framework of Erasmus exchanges.

  9. Assessment of job training programmes

    International Nuclear Information System (INIS)

    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

  10. Nursing Jobs in Nursing Homes

    Science.gov (United States)

    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…

  11. 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

    Institute of Scientific and Technical Information of China (English)

    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。

  12. Steve Jobs And Modern Leadership

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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

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

    CERN Document Server

    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.

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

    Directory of Open Access Journals (Sweden)

    Dina Maria LUT

    2012-12-01

    Full Text Available 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 respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.

  16. The logic of job-sharing in the provision and delivery of health care.

    Science.gov (United States)

    Branine, M

    1998-01-01

    By definition the practice of job-sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service (NHS), where most employees are female, it seems logical to believe that a job-sharing policy would be able to promote equal opportunities, to increase employee job satisfaction and to reduce labour costs. Hence, this paper attempts to discuss the advantages and disadvantages of having a job-sharing policy, and to analyse the reasons for the limited number of job-sharers in the NHS despite the apparent benefits of job-sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job-sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment. They saw job-sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job-sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies. Therefore it is concluded that, in the NHS, there is a need for a more active and creative approach to job-sharing rather than the reactive and passive approach that has dominated the practice so far. PMID:10346296

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

    Science.gov (United States)

    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

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

    Science.gov (United States)

    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.

  19. A Mediated Definite Delegation Model allowing for Certified Grid Job Submission

    CERN Document Server

    Schreiner, Steffen; Grigoras, Costin; Litmaath, Maarten

    2012-01-01

    Grid computing infrastructures need to provide traceability and accounting of their users" activity and protection against misuse and privilege escalation. A central aspect of multi-user Grid job environments is the necessary delegation of privileges in the course of a job submission. With respect to these generic requirements this document describes an improved handling of multi-user Grid jobs in the ALICE ("A Large Ion Collider Experiment") 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 delegated assignments. These limitations are discussed and formulated, both in general and with respect to an adoption in line with multi-user Grid jobs. Based on the architecture of the ALICE...

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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

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

    Energy Technology Data Exchange (ETDEWEB)

    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.

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

    Energy Technology Data Exchange (ETDEWEB)

    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.

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

    OpenAIRE

    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...

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

    OpenAIRE

    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...

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

    Directory of Open Access Journals (Sweden)

    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.

  7. Employed and unemployed job seekers and the business cycle

    OpenAIRE

    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...

  8. A social work study on job satisfaction

    Directory of Open Access Journals (Sweden)

    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.

  9. The challenge of a meaningful job

    DEFF Research Database (Denmark)

    Jepsen, Ingrid; Mark, Edith; Nøhr, Ellen Aagaard;

    2015-01-01

    and the 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...... is a 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......-form. 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....

  10. On the Incentive Effect of Job Rotation

    OpenAIRE

    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...

  11. Job Fair for Foreigners,Beijing,2007

    Institute of Scientific and Technical Information of China (English)

    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

  12. Job quality and wages in duopsony

    OpenAIRE

    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 ...

  13. Comparison of statistics on jobs: September 2007

    OpenAIRE

    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...

  14. Saving for Retirement with Job Loss Risk

    OpenAIRE

    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.

  15. Parental Job Loss and Infant Health

    OpenAIRE

    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...

  16. Works councils, wages and job satisfaction

    OpenAIRE

    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,...

  17. How to succeed in job interviewing.

    Science.gov (United States)

    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

  18. Human Capital, Matching and Job Satisfaction

    OpenAIRE

    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.

  19. Job Satisfaction within the Scottish Academic Profession

    OpenAIRE

    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 ...

  20. Paradox lost:disappearing female job satisfaction

    OpenAIRE

    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...

  1. A THEORETICAL APPROACH TO THE JOB SATISFACTION

    OpenAIRE

    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’...

  2. Overskilling, job insecurity and career mobility

    OpenAIRE

    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...

  3. Offshoring and the migration of jobs

    OpenAIRE

    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...

  4. Job Assignments, Intrinsic Motivation and Explicit Incentives

    OpenAIRE

    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...

  5. Job Embeddedness: A new attitudinal measure

    OpenAIRE

    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...

  6. Causes to Create Job Burnout in Organizations

    OpenAIRE

    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...

  7. Job satisfaction trends during nurses' early career

    OpenAIRE

    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...

  8. Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model

    Directory of Open Access Journals (Sweden)

    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.

  9. The influence of job characteristics on job outcomes of pharmacists in hospital, clinic, and community pharmacies.

    Science.gov (United States)

    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

  10. Job Search and Earnings Mobility

    OpenAIRE

    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...

  11. 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

    OpenAIRE

    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...

  12. Entrepreneurship, Job Creation, and Wage Growth

    DEFF Research Database (Denmark)

    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...

  13. THE RELATIONSHIPBETWEEN NEUROTICISM AND JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    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.

  14. Longbow: A Lightweight Remote Job Submission Tool

    Directory of Open Access Journals (Sweden)

    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.

  15. EFFECT OF WORKPLACE STRESS ON JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    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.

  16. A flexible architecture for job management in a grid environment

    Institute of Scientific and Technical Information of China (English)

    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.

  17. Relationships between Job Stress and Worker Perceived Responsibilities and Job Characteristics

    OpenAIRE

    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...

  18. Job Accessibility, Employment and Job-Education Mismatch in the Metropolitan Area of Barcelona”

    OpenAIRE

    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...

  19. Assessment of job satisfaction, job stress and psychological health of journalists in South-South, Nigeria

    OpenAIRE

    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...

  20. IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS

    OpenAIRE

    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...

  1. Heterogeneity in the Cyclical Sensitivity of Job-to-Job Flows

    OpenAIRE

    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...

  2. The impact of education on job satisfaction in the first job

    OpenAIRE

    E. VERHOFSTADT; Omey, E

    2003-01-01

    Relying on survey data for Flemish 23 year old workers, we estimate three ordinal regression models to clear out the determinants of job satisfaction in the first job. Special attention goes to the influence of education. The results indicate that higher educated people seem more satisfied than lower educated people because they get a better job. When we control for all characteristics of the job, a negative relationship shows up, with higher educated people being less happy about their first...

  3. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

    OpenAIRE

    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...

  4. Fit between workers' competencies and job demands as predictor for job performance over the work career

    OpenAIRE

    Trautmann, Mireille; Voelcker-Rehage, Claudia; Godde, Ben

    2011-01-01

    "In modern work environments, employees need to flexibly adjust their abilities to an increasing complexity of their work place demands. We assumed that a fit between demands and individual abilities might positively influence work ability, job-related self-efficacy, and job satisfaction as important indicators of job performance. A misfit on the contrary, might have adverse effects and interfere with job performance measures. Linking to the demographic change, it is even more important to an...

  5. On the Job Training Significantly Contribute to the Job Performance: TPM Technopark Sdn Bhd

    OpenAIRE

    Muhammad Abi Sofian Abdul Halim; Wan Norhayati Mohamad; Fatimah Zainab; Mohd Kamil Ariff Khalid; Noranisa Makmin

    2014-01-01

    The characteristics of successful organization are continuous improvement job orientation, customer focus, team relationship, flat and flexible organization structures, empowerment, and vision- and value-driven leadership. On the job-training is a fundamental requirement for the sustained existence and is a precondition for continuous improvement and organizational growth. The objective of this research is to measure the impact of on the job training towards the job performance of private org...

  6. Bereavement and reactions to job loss: a comparative review.

    Science.gov (United States)

    Archer, J; Rhodes, V

    1987-09-01

    An assessment is made of the applicability of the grief framework for understanding reactions to job loss. Jahoda's 'deprivation view' of unemployment is introduced as a statement of what is lost, with the grief model describing the process of adjustment to loss. The main features of grief are described: it is an active process, changing over time, consisting of a number of episodic components combined with a background of chronic emotional disturbance. Parkes' concept of psychosocial transitions is then outlined; this provides a theoretical link between grieving and reactions to other forms of loss, including job loss. An assessment is made of how the grief process has been applied to job loss in existing research. Evidence for most of the components of the grief process is apparent in accounts of reactions to unemployment, but there is little evidence on their frequency, changes over time or their relationship to one another. Variables which are likely to affect the occurrence, extent and precise course of any grief-like process are examined by comparing reactions to bereavement and job loss. The family and social contexts of reactions to loss are then considered in relation to both grief and unemployment. Finally, the advantages and limitations of the grief model are briefly discussed. PMID:3307988

  7. A New Strategy for Job Enrichment. Technical Report No. 3.

    Science.gov (United States)

    Hackman, J. Richard; And Others

    In presenting a new strategy for redesigning jobs to increase the work motivation and satisfaction of employees, the paper examines a basic theory of job motivation, a group of core dimensions of jobs which create the conditions for such internal motivation to develop on the job, a set of diagnostic tools for evaluating jobs and people's reaction…

  8. 5 CFR 532.217 - Appropriated fund survey jobs.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  9. 41 CFR 60-2.12 - Job group analysis.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates,...

  10. Ability Requirement Implications of Job Design: An Interdisciplinary Perspective.

    Science.gov (United States)

    Campion, Michael A.

    1989-01-01

    Measured multiple approaches to job design and examined relationships with ability requirements, using two distinctly different samples (total N=213 jobs), different measures of job design, and ability requirements. Found that motivational attributes of jobs related positively to mental ability requirements; other approaches to job design related…

  11. Job Characteristics, Core Self-Evaluations, and Job Satisfaction: What's Age Got to Do with It?

    Science.gov (United States)

    Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A.; Pitt-Catsouphes, Martha

    2013-01-01

    There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent…

  12. Benefits of Job Clubs for Executive Job Seekers: A Tale of Hares and Tortoises

    Science.gov (United States)

    Kondo, Christopher T.

    2009-01-01

    This qualitative research study compares the experiences of 2 groups of executive job seekers--job club members and nonmembers--through thematic analysis of open-ended interviews. The findings indicated that job club members benefited from group learning, increased accountability, networking opportunities, emotional support, helping other members,…

  13. Investigating the effect of job stress and emotional intelligence on job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiee

    2013-09-01

    Full Text Available Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance.

  14. The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing.

    NARCIS (Netherlands)

    Jansen, P.G.M.; Kerkstra, A.; Huijer-Abu Saad, H.; Zee, J. van der

    1996-01-01

    The aim of this article is to describe job satisfaction and burnout among two categories of community-based nurses (N = 402) in the Netherlands taking account of job and individual characteristics. Results show that these nurses are moderately satisfied with their jobs and the effects of burnout are

  15. Jobs for JOBS: Toward a Work-Based Welfare System. Occasional Paper 1993-1.

    Science.gov (United States)

    Levitan, Sar A.; Gallo, Frank

    The Job Opportunities and Basic Skills (JOBS) program, a component of the 1988 Family Support Act, emphasizes education and occupational training for welfare recipients, but it has not provided sufficient corrective measures to promote work among recipients of Aid for Families with Dependent Children (AFDC). The most serious deficiency of JOBS is…

  16. Job level and national culture as joint roots of job satisfaction

    NARCIS (Netherlands)

    Huang, X; Van de Vliert, E.

    2004-01-01

    To examine cross-cultural and cross-occupational variations in job satisfaction, data from a multinational company survey with 129,087 respondents from 39 countries was analysed. Multilevel analyses showed that job level is positively related to job satisfaction in individualistic countries but not

  17. Job Demands and Job Resources as Predictors of Absence Duration and Frequency.

    Science.gov (United States)

    Bakker, Arnold B.; Demerouti, Evangelia; de Boer, Elpine; Schaufeli, Wilmar B.

    2003-01-01

    Structural equation modeling of data from 214 employees indicated that job demands uniquely predicted burnout and indirectly predicted length of absence. Job resources (physical, psychological, social, or organizational aspects that reduce job demands or stimulate growth) uniquely predicted organizational commitment and indirectly predicted spells…

  18. Individual Differences in the Relationship between Satisfaction with Job Rewards and Job Satisfaction

    Science.gov (United States)

    Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland

    2013-01-01

    Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-job satisfaction relationship. For the…

  19. 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

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    Finni Taija

    2011-12-01

    Full Text Available 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: healthy men and women with children 3-8 years old, and having an occupation where they self-reportedly sit more than 50% of their work time and children in all-day day-care in kindergarten or in the first grade in primary school. Exclusion criteria are: body mass index > 35 kg/m2, self-reported chronic, long-term diseases, families with pregnant mother at baseline and children with disorders delaying motor development. From both adults and children accelerometer data is collected five times a year in one week periods. In addition, fasting blood samples for whole blood count and serum metabonomics, and diurnal heart rate variability for 3 days are assessed at baseline, 3, 6, 9, and 12 months follow-up from adults. Quadriceps and hamstring muscle activities providing detailed information on muscle inactivity will be used to realize the maximum potential effect of the intervention. Fundamental motor skills from children and body composition from adults will be measured at baseline, and at 6 and 12 months follow-up. Questionnaires of family-influence-model, health and physical activity, and dietary records are assessed. After the baseline measurements the intervention group will receive tailored counselling targeted to decrease sitting time by focusing on commute and work time. The counselling regarding leisure time is especially targeted to encourage toward family physical activities such as visiting playgrounds and non-built environments, where children can

  20. On the Job Training: A Case Study. NCEE Brief Number 9.

    Science.gov (United States)

    Scribner, Sylvia; Sachs, Patricia

    A case study of on-the-job training was conducted in the stockroom of an electronics manufacturer. The focus was on education embedded in ongoing work activities, in contrast to school-based learning as an activity separate from other life activities. Throughout the study, the interplay of two activities--stockroom work and stockroom training--was…