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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.

  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. Family nursing hospital training and the outcome on job demands, control and support.

    Science.gov (United States)

    Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun

    2015-07-01

    The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work.

  4. A Daily Diary Study of Coping in the Context of the Job Demands-Control-Support Model

    Science.gov (United States)

    Daniels, Kevin; Harris, Claire

    2005-01-01

    We examined one of the processes thought to underpin Karasek and Theorell's job demands-control-support model (1990). This is that control and support accentuate better well-being by fostering problem-focused coping with work demands. We also examined whether other forms of coping implemented through control and support are related to indicators…

  5. 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

  6. 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.

  7. The relationship of the job demands-control-support model with vigor across time: testing for reciprocality.

    Science.gov (United States)

    Armon, Galit; Shmuel, Samuel; Shirom, Arie

    2012-11-01

    We used a longitudinal design to investigate the hypotheses that the components of the Job Demands-Control-Support model and changes in their levels over time predict subsequent changes in levels of positive affect of vigor over time, and vice versa. Our study was conducted on a sample of adults working in a variety of occupations (N = 909, 68% men) at three points in time (T1, T2, and T3), over a period of about four years, controlling for neuroticism and other potential confounding variables. Job control at T1 and increase in its levels from T1 to T2 predicted an increase from T2 to T3 in the levels of vigor, whereas for social support, only its level at T1 predicted an increase from T2 to T3 in levels of vigor. An increase from T1 to T2 in levels of job demands predicted an increase from T2 to T3 in levels of vigor only for those rated low on neuroticism. Vigor at T1 predicted an increase from T2 to T3 in levels of job control and social support, but not changes from T2 to T3 in levels of job demands. The reciprocal causal relationship between job resources and vigor exists regardless of the demands of the work environment.

  8. Validity test of the IPD-Work consortium approach for creating comparable job strain groups between Job Content Questionnaire and Demand-Control Questionnaire

    Directory of Open Access Journals (Sweden)

    Bongkyoo Choi

    2015-04-01

    Full Text Available Objectives: This study aims to test the validity of the IPD-Work Consortium approach for creating comparable job strain groups between the Job Content Questionnaire (JCQ and the Demand-Control Questionnaire (DCQ. Material and Methods: A random population sample (N = 682 of all middle-aged Malmö males and females was given a questionnaire with the 14-item JCQ and 11-item DCQ for the job control and job demands. The JCQ job control and job demands scores were calculated in 3 different ways: using the 14-item JCQ standard scale formulas (method 1; dropping 3 job control items and using the 11-item JCQ standard scale formulas with additional scale weights (method 2; and the approach of the IPD Group (method 3, dropping 3 job control items, but using the simple 11-item summation-based scale formulas. The high job strain was defined as a combination of high demands and low control. Results: Between the 2 questionnaires, false negatives for the high job strain were much greater than false positives (37–49% vs. 7–13%. When the method 3 was applied, the sensitivity of the JCQ for the high job strain against the DCQ was lowest (0.51 vs. 0.60–0.63 when the methods 1 and 2 were applied, although the specificity was highest (0.93 vs. 0.87–0.89 when the methods 1 and 2 were applied. The prevalence of the high job strain with the JCQ (the method 3 was applied was considerably lower (4–7% than with the JCQ (the methods 1 and 2 were applied and the DCQ. The number of congruent cases for the high job strain between the 2 questionnaires was smallest when the method 3 was applied. Conclusions: The IPD-Work Consortium approach showed 2 major weaknesses to be used for epidemiological studies on the high job strain and health outcomes as compared to the standard JCQ methods: the greater misclassification of the high job strain and lower prevalence of the high job strain.

  9. 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…

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

    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…

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

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    Söderberg Mia

    2012-12-01

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

  12. 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.

  13. Active Job Monitoring in Pilots

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    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.

  14. Sex inequalities in physical and mental functioning of British, Finnish, and Japanese civil servants: role of job demand, control and work hours.

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    Sekine, Michikazu; Tatsuse, Takashi; Kagamimori, Sadanobu; Chandola, Tarani; Cable, Noriko; Marmot, Michael; Martikainen, Pekka; Lallukka, Tea; Rahkonen, Ossi; Lahelma, Eero

    2011-08-01

    In general, women report more physical and mental symptoms than men. International comparisons of countries with different welfare state regimes may provide further understanding of the social determinants of sex inequalities in health. This study aims to evaluate (1) whether there are sex inequalities in health functioning as measured by the Short Form 36 (SF-36), and (2) whether work characteristics contribute to the sex inequalities in health among employees from Britain, Finland, and Japan, representing liberal, social democratic, and conservative welfare state regimes, respectively. The participants were 7340 (5122 men and 2218 women) British employees, 2297 (1638 men and 659 women) Japanese employees, and 8164 (1649 men and 6515 women) Finnish employees. All the participants were civil servants aged 40-60 years. We found that more women than men tended to have disadvantaged work characteristics (i.e. low employment grade, low job control, high job demands, and long work hours) but such sex differences were relatively smaller among employees from Finland, where more gender equal policies exist than Britain and Japan. The age-adjusted odds ratio (OR) of women for poor physical functioning was the largest for British women (OR = 2.08), followed by for Japanese women (OR = 1.72), and then for Finnish women (OR = 1.51). The age-adjusted OR of women for poor mental functioning was the largest for Japanese women (OR = 1.91), followed by for British women (OR = 1.45), and then for Finnish women (OR = 1.07). Thus, sex differences in physical and mental health was the smallest in the Finnish population. The larger the sex differences in work characteristics, the larger the sex differences in health and the reduction in the sex differences in health after adjustment for work characteristics. These results suggest that egalitarian and gender equal policies may contribute to smaller sex differences in health, through smaller differences in disadvantaged work

  15. 工作需求控制支持压力模型及实证研究评析%The Job Demand-Control-Support Model:A Review of Empirical Research

    Institute of Scientific and Technical Information of China (English)

    史茜; 舒晓兵; 罗玉越

    2010-01-01

    工作需求控制支持(The job demand-control-support,JDCS)模型在工作压力研究领域是一个影响广泛的组织压力模型,根据对于JDCS模型近30年的实证研究进行了综合和分析,并从模型的适用性研究状况、模型的相关研究变量的探索、模型的发展三个方面进行了总结,发现目前的JDCS模型的相关实证反映出其具有很好的解释力和适用性,但是模型本身及根据模型开发的JCQ量表都需要后续研究的不断完善和发展.

  16. The association of the reporting of somatic symptoms with job stress and active coping among Japanese white-collar workers.

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    Nomura, Kyoko; Nakao, Mutsuhiro; Sato, Mikiya; Ishikawa, Hirono; Yano, Eiji

    2007-09-01

    To assess the associations between job stress and somatic symptoms and to investigate the effect of individual coping on these associations. In July 2006, a cross-sectional study was conducted during a periodic health check-up of 185 Japanese male office workers (21-66 yr old) at a Japanese company. Job stress was measured by job demand, control, and strain (=job demand/control) based on the Job Content Questionnaire (JCQ). Major somatic symptoms studied were headache, dizziness, shoulder stiffness, back pain, shortness of breath, abdominal pain, general fatigue, sleep disturbance, and skin itching. Five kinds of coping were measured using the Job Stress Scale: active coping, escape, support seeking, reconciliation, and emotional suppression. Comorbidities of hypertension, diabetes, obesity, depression, and anxiety were also evaluated. The most frequently cited somatic symptom was general fatigue (66%), followed by shoulder stiffness (63%) and sleep disturbance (53%). Of the five kinds of coping, only "active coping" was significantly and negatively associated with the number of somatic symptoms. The generalized linear models showed that the number of somatic symptoms increased as job strain index (p=0.001) and job demand (p=0.001) became higher, and decreased as active coping (p=0.018) increased, after adjusting for age and comorbidities. There was no statistical interaction among active coping, the number of somatic symptoms, and the three JCQ scales. Reporting somatic symptoms may be a simple indicator of job stress, and active coping could be used to alleviate somatization induced by job stress.

  17. Demand Controlled Ventilation and Classroom Ventilation

    Energy Technology Data Exchange (ETDEWEB)

    Fisk, William J. [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Mendell, Mark J. [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Davies, Molly [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Eliseeva, Ekaterina [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Faulkner, David [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Hong, Tienzen [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Sullivan, Douglas P. [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States)

    2012-05-01

    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.

  18. 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)

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

    Directory of Open Access Journals (Sweden)

    de la Torre Bartolomé

    2006-11-01

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

  20. [Work-related stress according to the Demand-Control Model and Minor Psychic Disorder in nursing workers].

    Science.gov (United States)

    Urbanetto, Janete de Souza; Magalhães, Maria Cristina Cademartori; Maciel, Vanessa Oreda; Sant'Anna, Viviane Massena; Gustavo, Andréia da Silva; Poli-de-Figueiredo, Carlos Eduardo; Magnago, Tânia Solange Bosi de Souza

    2013-10-01

    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.

  1. 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.

  2. 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....

  3. 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.

  4. 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

  5. 工作要求—控制模型在中国产业工人中的应用:边界条件与研究反思%The Application of Job Demand-Control Model on Migrant Workers in China: Boundary Conditions and Research Reflection

    Institute of Scientific and Technical Information of China (English)

    郭靖; 周晓华; 张金桥; 王永丽; 林国雯

    2015-01-01

    以Karasek的Job Demand-Control(JDC)模型为框架,针对中国产业工人的高紧张工作和积极工作类型进行研究.通过三重交互作用,分别确定了以焦虑和组织自尊为因变量时,自主性对要求起调节作用的边界条件,为JDC模型在中国产业工人中的应用进行了拓展和细化.具体地说,只有高从业年限的工人,自主性才能缓冲要求对焦虑的正效应;只有当上级支持处于高水平时,自主性才能缓冲要求对工人组织自尊造成的损害.同时,对现有研究与JDC模型的原始内涵进行了比较与反思,并加以讨论.

  6. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Science.gov (United States)

    2010-10-01

    ... in activities and provide services to create jobs and economic opportunities for its participants...) Self-employment; (4) Self-initiated training that leads a client to improved job opportunities and employment; (5) Economic development projects that lead to jobs, improved employment opportunities, or...

  7. 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

  8. 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.

  9. 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.

  10. 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…

  11. 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.

  12. 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

  13. 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.

  14. Optimization of Occupancy Based Demand Controlled Ventilation in Residences

    DEFF Research Database (Denmark)

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

    2011-01-01

    Although it has been used for many years in commercial buildings, the application of demand controlled ventilation in residences is limited. In this study we used occupant exposure to pollutants integrated over time (referred to as "dose") as the metric to evaluate the effectiveness and air quali...

  15. 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...... compared to systems with constant air flow rates. The trade-off is an increase in peak concentration. However, the time-varying air flow rates of the DCV system are not expected to introduce problematic acute conditions. The issue of system design was focused on simple and cost-effective solutions...... for centrally balanced DCV systems with heat recovery. A design expected to fulfill this requirement was investigated in detail with regard to its electricity consumption by evaluating a control strategy that resets the static pressure set point at part load. The results showed that this control strategy can...

  16. Control strategies for demand controlled ventilation in dwellings

    DEFF Research Database (Denmark)

    Nielsen, Toke Rammer; Drivsholm, Christian

    2011-01-01

    Ventilation of Danish and many other European dwellings has in the past mainly been achieved by natural ventilation or mechanical exhaust systems. Requirements for energy efficiency is changing this picture and mechanical ventilation with balanced exhaust and supply, efficient heat recovery...... high. Too low ventilation rate results in poor air quality for the occupants and moisture risk. Too high ventilation rate results in unnecessary energy consumption. This paper presents results from a study where demand controlled ventilation was installed in an existing single family house...... was possible. The results showed that the ventilation rate in periods can be reduced significantly without significant increase in moisture or CO2-concentration....

  17. JOSHUA: Symmetric Active/Active Replication for Highly Available HPC Job and Resource Management

    Energy Technology Data Exchange (ETDEWEB)

    Uhlemann, Kai [ORNL; Engelmann, Christian [ORNL; Scott, Steven L [ORNL

    2006-01-01

    Most of today's HPC systems employ a single head node for control, which represents a single point of failure as it interrupts an entire HPC system upon failure. Furthermore, it is also a single point of control as it disables an entire HPC system until repair. One of the most important HPC system service running on the head node is the job and resource management. If it goes down, all currently running jobs loose the service they report back to. They have to be restarted once the head node is up and running again. With this paper, we present a generic approach for providing symmetric active/active replication for highly available HPC job and resource management. The JOSHUA solution provides a virtually synchronous environment for continuous availability without any interruption of service and without any loss of state. Replication is performed externally via the PBS service interface without the need to modify any service code. Test results as well as a reliability analysis of our proof-of-concept prototype implementation show that continuous availability can be provided by JOSHUA with an acceptable performance trade-off.

  18. 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......-concentration is used to ensure adequate ventilation during occupancy and the moisture content is used to ensure adequate removal of moisture produced in the house. The ventilation rate can be switched between two flow rates: a high rate and a low rate. The high flow rate is based on existing requirements...... in the Danish building regulations and the low flow rate is based on minimum requirements in indoor air quality standards. Measurements were performed on an existing single family house where the controls were installed on the existing mechanical ventilation system. The results showed that the ventilation can...

  19. Time management behavior as a moderator for the job demand-control interaction.

    Science.gov (United States)

    Peeters, Miranda A G; Rutte, Christel G

    2005-01-01

    The interaction effects of time management, work demands, and autonomy on burnout were investigated in a survey study of 123 elementary teachers. A 3-way interaction between time management, work demands, and autonomy was hypothesized: The combination of high work demands and low autonomy was predicted to lead to burnout for teachers low in time management and not, or to a lesser extent, for those high in time management. This hypothesis is confirmed for emotional exhaustion, the most predictive dimension of teacher burnout, and partly confirmed for the personal accomplishment dimension. Generalizability to other contactual occupations is discussed.

  20. Steve Jobs or no jobs? Entrepreneurial activity and performance among Danish college dropouts and graduates

    OpenAIRE

    Bünstorf, Guido; Nielsen, Kristian; Timmermans, Bram

    2016-01-01

    Are college dropouts successful entrepreneurs? Other than anecdotal evidence on illustrious college dropouts who managed to become self-made billionaires, there is only limited empirical evidence to answer this question. This paper addresses this issue by investigating the relationship between college dropout or graduation and entrepreneurship activity as well as performance. Using information from the Danish labor market register, we identify college students, whether these students graduate...

  1. 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…

  2. 20 CFR 670.965 - What procedures apply to disclosure of information about Job Corps students and program activities?

    Science.gov (United States)

    2010-04-01

    ... information about Job Corps students and program activities? 670.965 Section 670.965 Employees' Benefits... information about Job Corps students and program activities? (a) The Secretary develops procedures to respond to requests for information or records or other necessary disclosures pertaining to students. (b)...

  3. 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.

  4. Analyzing jobs for redesign decisions.

    Science.gov (United States)

    Conn, V S; Davis, N K; Occena, L G

    1996-01-01

    Job analysis, the collection and interpretation of information that describes job behaviors and activities performed by occupants of jobs, can provide nurse administrators with valuable information for redesigning effective and efficient systems of care.

  5. Staying engaged during the week: the effect of off-job activities on next day work engagement.

    Science.gov (United States)

    ten Brummelhuis, Lieke L; Bakker, Arnold B

    2012-10-01

    Although studies on employee recovery accumulate at a stunning pace, the commonly used theory (Effort-Recovery model) that explains how recovery occurs has not been explicitly tested. We aimed to unravel the recovery process by examining whether off-job activities enhance next morning vigor to the extent that they enable employees to relax and detach from work. In addition, we investigated whether adequate recovery also helps employees to work with more enthusiasm and vigor on the next workday. On five consecutive days, a total of 74 employees (356 data points) reported the hours they spent on various off-job activities, their feelings of psychological detachment, and feelings of relaxation before going to sleep. Feelings of vigor were reported on the next morning, and day-levels of work engagement were reported after work. As predicted, leisure activities (social, low-effort, and physical activities) increased next morning vigor through enhanced psychological detachment and relaxation. High-duty off-job activities (work and household tasks) reduced vigor because these activities diminished psychological detachment and relaxation. Moreover, off-job activities significantly affected next day work engagement. Our results support the assumption that recovery occurs when employees engage in off-job activities that allow for relaxation and psychological detachment. The findings also underscore the significance of recovery after work: Adequate recovery not only enhances vigor in the morning, but also helps employees to stay engaged during the next workday.

  6. 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.

  7. The CCMC's national study of case manager job descriptions: an understanding of the activities, role relationships, knowledges, skills, and abilities.

    Science.gov (United States)

    Tahan, Hussein A; Huber, Diane L

    2006-01-01

    Defining the roles and functions of case managers is crucial in today's healthcare environment and necessary for the case management field. One way to address this issue is through the examination of case managers' job descriptions used in various healthcare organizations. The study reported herein used qualitative analysis procedures and the latent class cluster analysis method to examine a national sample of 1028 job descriptions of case managers. The study identified the activities, role relationships, knowledge, skills, and abilities of case managers working in varied settings. It also described the changes that occurred in the practice of case management, based on these job descriptions, over 5 years: from the mid-1990s until the early 2000s. One benefit of this study was a change in one eligibility criterion of the CCM credential. Another was the development of a taxonomy of case managers' roles and functions that can be used as a step toward standardization of case managers' job descriptions.

  8. 77 FR 71196 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Jobs for...

    Science.gov (United States)

    2012-11-29

    ...; 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 of...). SUPPLEMENTARY INFORMATION: The VETS administers funds for multi-year Jobs for Veterans State Grants given...

  9. [Demand-Control model and occupational stress among nursing professionals: integrative review].

    Science.gov (United States)

    Schmidt, Denise Rodrigues Costa

    2013-01-01

    The Demand Control model aims to evaluate the occupational stress. This study aimed to know, through an integrative review of the literature, the scientific production about the Demand Control Model to investigation occupational stress among nursing professionals from 2000 to 2011.Of the 16 selected studies, five were published in 2009. Of these studies, 56.25% assessed the Demand and Control dimensions and their correlations with workers' health problems; 37.5% of these studies were related with mental health. The results showed a lack of national publications. We recommend that authors conduct experimental studies to reduce the occupational stress for better conditions of workers' mental health.

  10. [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.

  11. Mental health of scientific researchers. I. Characteristics of job stress among scientific researchers working at a research park in Japan.

    Science.gov (United States)

    Kageyama, T; Matsuzaki, I; Morita, N; Sasahara, S; Satoh, S; Nakamura, H

    2001-04-01

    In order to clarify the characteristics of job stress in scientific researchers, a self-administered questionnaire survey for 16,330 workers was carried out at Tsukuba Research Park City, Japan. The data of 7,063 (43%) workers aged 20-59 years old were analyzed, and the characteristics of job stress in 3,290 scientific researchers were compared with those of 1,799 technicians and 1,849 clerks. The researchers perceived higher quantitative and qualitative workload, greater job control (job decision latitude), and greater reward from work, than did the other two job groups. In addition, young male researchers received a large amount of support from their coworkers, while middle-aged male researchers perceived difficulty in personal relationships with their coworkers. From the viewpoints of the demand-control-support model and the effort-reward imbalance model, the researchers, particularly men, were typically occupied in active jobs, and the large amount of effort required for their work seemed to be balanced by greater reward from work. Compared with male researchers, however, female researchers perceived lesser job demand, lesser job control, and lesser reward from work. The working environment of female researchers may be related to the so-called career stress of working women. The mental health status of these scientific researchers should be examined directly in a future study.

  12. 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…

  13. The Very Best of the Millennium: Longitudinal Research and the Demand-Control-(Support) Model

    NARCIS (Netherlands)

    Lange, A.H.de; Taris, T.W.; Kompier, M.A.J.; Houtman, I.L.D.; Bongers, P.M.

    2003-01-01

    This study addressed the methodological quality of longitudinal research examining R. Karasek and T. Theorell's (1990) demand-control-(support) model and reviewed the results of the best of this research. Five criteria for evaluating methodological quality were used: type of design, length of time l

  14. 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.

  15. The development of motivation of professional activity of managers of preschool as a factor in job satisfaction

    Directory of Open Access Journals (Sweden)

    Тетяна Сергіївна Кравчинська

    2015-09-01

    Full Text Available In the article satisfaction of leaders of preschool educational establishments is analysed by the profession and various aspects of professional activity.The results of empiric research are presented in relation to the degree of satisfaction of leaders of preschool educational establishments by the profession and various aspects of professional activity: work with teachers, parents and the material component. It is proven the influence of job satisfaction at the development of motivation of professional activity

  16. 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

  17. 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.

  18. 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.

  19. 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…

  20. The effect of alternative work arrangements on women's well-being: a demand-control model.

    Science.gov (United States)

    Kelloway, E K; Gottlieb, B H

    1998-01-01

    The growth of women's participation in the labor force and evidence of the conflict they experience between job and family demands have spurred many employers to introduce alternative work arrangements such as flextime, job sharing, and telecommuting. Drawing on data gained from a sample of women (N = 998) in two large Canadian organizations, this study evaluates two mediational models of the impact of alternative work arrangements on women's stress and family role competence. Specifically, it tests and finds support for the hypotheses that (a) work arrangements involving scheduling flexibility (telecommuting and flextime) promote these aspects of women's well-being by increasing their perceived control over their time, and (b) arrangements involving reduced hours of employment (part-time employment and job sharing) promote well-being by reducing perceived job overload. Discussion of these findings centers on their implications for employed women, their employers, and future research.

  1. 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.

  2. 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

  3. 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...

  4. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    2016-01-01

    , 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...... within high-skilled jobs. Moreover, start-ups “only” create approximately half of the surplus jobs and even less of the high-skilled surplus jobs. Finally, our approach allows us to characterise and identify differences across industries, educational groups and regions....

  5. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    , 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...... high-skilled jobs. Moreover, start-ups “only” create around half of the surplus jobs, and even less of the high-skilled surplus jobs. Finally, our approach allows us to characterize and identify differences across industries, educational groups and regions....

  6. 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?

  7. 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

    , 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...... change in any of the four variables in the training group from baseline to follow-up (all p ≥ 0.39). When we used MANOVA to test for between-group effects over time, we did not find any statistically significant result (all p > 0.14). CONCLUSIONS: This study does not provide evidence for an effect......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...

  8. 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.

  9. 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)

  10. 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....

  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 Program tuition: 4,000 yuan

  12. 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).

  13. 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

  14. 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…

  15. 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.

  16. Job autonomy and job satisfaction: new evidence

    OpenAIRE

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

    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, ...

  17. 78 FR 67198 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2013-11-08

    ... Workforce Investment Act requirements. The information collected concerns economic criteria and past... technological collection techniques or other forms of information technology, e.g., permitting electronic... of the Secretary Agency Information Collection Activities; Submission for OMB Review; Comment...

  18. 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.…

  19. 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

  20. 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…

  1. 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

  2. Management job ads

    DEFF Research Database (Denmark)

    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...... that this agreement reflects a high degree of conservatism in the system where men enjoy a considerable advantage and where procedures that ensure male dominance are perpetuated even in the linguistic and discursive construction of job ads....

  3. 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

  4. 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.

  5. 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…

  6. 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.

  7. 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

  8. 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, location and fees: Tuition: 4,000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Zhongshan City, G...

  9. 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 tuition: Tuition: 4,000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing

  10. The indirect association of job strain with long-term sickness absence through bullying: a mediation analysis using structural equation modeling

    OpenAIRE

    Janssens, Heidi; Braeckman, Lutgart; De Clercq, Bart; Casini, Annalisa; De Bacquer, Dirk; Kittel, France; Clays, Els

    2016-01-01

    Background: In this longitudinal study the complex interplay between both job strain and bullying in relation to sickness absence was investigated. Following the "work environment hypothesis", which establishes several work characteristics as antecedents of bullying, we assumed that job strain, conceptualized by the Job-Demand-Control model, has an indirect relation with long-term sickness absence through bullying. Methods: The sample consisted of 2983 Belgian workers, aged 30 to 55 years...

  11. 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,Iocation and fees: Tuition:4.000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street,Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: Augast 20-27 Venue: Zhongshan City, Guang...

  12. 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.

  13. Overcoming job stress

    Science.gov (United States)

    ... or not advancing in your career. How Job Stress Affects Your Health Like any kind of stress, job stress that continues for a long time can affect your health. Job stress may increase your risk for health problems such ...

  14. 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

  15. 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.

  16. 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)....

  17. 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…

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

    Science.gov (United States)

    Mark, George; Smith, Andrew P

    2012-01-01

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

  19. 45 CFR 287.120 - What work activities may be provided under the NEW Program?

    Science.gov (United States)

    2010-10-01

    ..., 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 work... employment services, job retention services, unsubsidized employment, subsidized public or private...

  20. The Unique Role of the Survivalist Retail Entrepreneur in Job Creation and Poverty Reduction. Implications for Active Stakeholder Participation

    Directory of Open Access Journals (Sweden)

    Chux Gervase Iwu

    2016-08-01

    Full Text Available This is an applied study endeavour with the aim of exploring the specific role of survivalist retail entrepreneurship in job creation and poverty reduction. Two hundred (200 subjects were sampled using snowballing technique. Structured questionnaires as well as semi-structured interviews were employed to collect data. 182 usable questionnaires were analysed with the help of SPSS version 23. The results indicate that retail entrepreneurship is evolving in Khayelitsha, especially when one does not only focus on spaza shops, but looks at the entire survivalist retail industry. This sector is capable of creating jobs, reducing poverty and aiding economic growth of the country even more, should measures to boost motivation levels and self-efficacy of the entrepreneurs emerge. These measures, among others could include support programmes for survivalist entrepreneurial ventures that present greater potential for growth and job creation. Part of the support programmes should include business skills training (such as simple bookkeeping practices and human resource management. Importantly, this study is the first of its kind in the community of Khayelitsha; an emerging black-populated township in South Africa, indicating a new vista for retail entrepreneurship research.

  1. The use of ergonomic job analysis as a tool for the occupational therapist in the study of the labor activity of hairdressers

    Directory of Open Access Journals (Sweden)

    Letícia Figueiredo da Rocha

    2012-12-01

    Full Text Available This article presents the results of a research that aimed to analyze the labor activity of hairdressers, aswell as to demonstrate the usefulness of Ergonomic Job Analysis (EJA work-study method as a methodologicalbasis for the occupational therapist to act in different job situations. Through this method, the therapist is ableto diagnose the ergonomic risks of the situation studied and develop a booklet of duties with improvementrecommendations. The research was carried out in a hair salon located in the municipality of Curitiba, State ofParana, from March to October 2010. ‘Hairdressing’ was the occupational category chosen and ‘hair straightening’was the work activity analyzed. It was possible to observe that the activity is performed with the adoption ofinadequate posture, repetitive movements, and lack of pauses to allow the recovery of the musculotendinousand/or osteomuscular structures. The need to intervene in this working environment is noticeable, focusing onits organization. In conclusion, the disorders observed in the work activities developed in the Third Servicesreflect in consequences to the health and welfare of workers.

  2. 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.

  3. Job strain and informal caregiving as predictors of long-term sickness absence

    DEFF Research Database (Denmark)

    Mortensen, Jesper; Dich, Nadya; Lange, Theis;

    2017-01-01

    .20, 95% CI 1.03-1.41), but the excess risk was not more than expected from joint exposure to caregiving and job strain. Neither job strain nor informal caregiving predicted sickness absence for men. CONCLUSIONS: High job strain and informal caregiving predicted long-term sickness absence among women......OBJECTIVES: The aim of this study was to investigate the individual, joint and interactive effects of job strain and informal caregiving on long-term sickness absence with special attention to gender differences. METHODS: The study comprised a prospective cohort study of 6798 working adults from...... France, 14 727 from Finland, and 5275 from the UK. A total of 26 800 participants, age 52 (interquartile range 47-56) years participated in the study. Job strain was assessed using the demand-control model. Informal caregiving was defined as care for a sick, disabled, or elderly person. Long...

  4. 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 ...

  5. Integrated Job Scheduling and Network Routing

    DEFF Research Database (Denmark)

    Gamst, Mette; Pisinger, David

    2013-01-01

    We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number...... of resources which must be sent to the executing machine through a network with limited capacity. A job cannot start before all of its resources have arrived at the machine. The scheduling problem is formulated as a Mixed Integer Program (MIP) and proved to be NP-hard. An exact solution approach using Dantzig...... instances with 1,000 jobs and 1,000 machines covering 24 hours of scheduling activity on a Grid network. The algorithm is also compared to simulations of a real-life Grid, and results show that the solution quality significantly increases when solving the problem to optimality. The promising results...

  6. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

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

  7. 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

  8. 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

  9. No association found between cardiovascular mortality, and job demands and decision latitude: experience from the Västerbotten Intervention Programme in Sweden.

    Science.gov (United States)

    Padyab, Mojgan; Blomstedt, Yulia; Norberg, Margareta

    2014-09-01

    The current prospective study with the longest follow-up period in Northern Sweden aims to investigate the association between job demands and decision latitude and cardiovascular disease (CVD) mortality. Further, we aim to assess the effect of conventional risk factors (i.e., body mass index, alcohol consumption, physical activity, marital status, education and smoking) on the association between job demands and decision latitude and CVD mortality. The data originated from the Linnaeus database, available at the Center for Population Studies, Umeå University, Sweden. A cohort of men and women aged 40, 50 and 60 years were recruited from the Västerbotten Intervention Programme. Deaths due to stroke and myocardial infarction at the end of the follow up are considered the outcome. Baseline job characteristics were defined by the Swedish version of the Karasek demand/control model. Statistical methods include proportional Cox hazard modeling and Relative Excess Risk due to Interaction (RERI) to assess interactions. The findings from this study did not support the association between job demands and decision latitude and CVD mortality. Instead, conventional risk factors were found stronger predictors, most evidently education differentials were associated with CVD mortality. We know from previous research that the greater the attenuation of the gradient after adjustment for a given risk factor, the greater the potential to reduce educational inequality via interventions that target this factor. Based on the present findings of the experience in Västerbotten, further research is needed to identify other risk factors besides job strain and its components that would reduce the socioeconomic gradient in CVD mortality.

  10. 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.

  11. Condições de trabalho de profissionais da enfermagem: avaliação baseada no modelo demanda-controle Condiciones de trabajo de profesionales de enfermería: evaluación basada en el modelo demanda-control Working conditions of nurses: evaluation based on the demand-control model

    Directory of Open Access Journals (Sweden)

    Tânia Solange Bosi de Souza Magnago

    2010-01-01

    necesarias medidas que tengan por objetivo reducir las demandas psicológicas provenientes del trabajo y que permitan mayor flexibilidad y autonomía al trabajador.OBJECTIVE: To describe the relationship between indicators of psychological demands and job control among nursing workers, according to the Demand-Control Model. METHODS: It was a cross-sectional study, with 491 nurses of a public university hospital in Rio Grande do Sul, in the period of March to December 2006. It was used the Brazilian version of the Job Content Questionnaire, to assess the psychosocial dimensions of work (psychological demands and control. RESULTS: It was found that 30% of nursing workers were classified in the passive work group (low demand and low control, 29% in the active work (high demand and high control, 21% in the high demand ( high demand and low control and 20% in the low demand (low demand and high control. The high demand was higher among technicians and nursing assistants. CONCLUSION: It is necessary to implement measures that aim to reduce the psychological demands from work and allow greater flexibility and autonomy to the worker.

  12. Replacing America's Job Bank

    Science.gov (United States)

    Vollman, Jim

    2009-01-01

    The Job Central National Labor Exchange (www.jobcentral.com) has become the effective replacement for America's Job Bank with state workforce agencies and, increasingly, with community colleges throughout the country. The American Association of Community Colleges (AACC) has formed a partnership with Job Central to promote its use throughout the…

  13. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

    Original title: Arbeidsmobiliteit in goede banen. Hundreds of thousands of employees change jobs each year. Why do they do this, and what benefits do they derive from it? Many employees are not in the right jobs. Job dissatisfaction is found to be a key reason for labour mobility. These employees

  14. 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...

  15. 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)

  16. Who Creates Jobs?

    OpenAIRE

    Ghani, Ejaz; Kerr, William R.; O'Connell, Stephen D

    2011-01-01

    There is a consensus that jobs are vital in translating economic growth into lasting poverty reduction and social cohesion. But who creates jobs is an understudied field. This economic premise argues that there is a strong link between initial levels of young and small firms and subsequent job growth, as evidenced in India. The economic geography of entrepreneurship in India is still evolv...

  17. 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…

  18. 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

  19. Mobility into favourable jobs

    OpenAIRE

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

    Original title: Arbeidsmobiliteit in goede banen. Hundreds of thousands of employees change jobs each year. Why do they do this, and what benefits do they derive from it? Many employees are not in the right jobs. Job dissatisfaction is found to be a key reason for labour mobility. These employees look for a job that offers a better match for their capacities and preferences. Does changing their job have a positive effect? This report shows that labour mobility does indeed generally lead to a ...

  20. Resource Minimization Job Scheduling

    Science.gov (United States)

    Chuzhoy, Julia; Codenotti, Paolo

    Given a set J of jobs, where each job j is associated with release date r j , deadline d j and processing time p j , our goal is to schedule all jobs using the minimum possible number of machines. Scheduling a job j requires selecting an interval of length p j between its release date and deadline, and assigning it to a machine, with the restriction that each machine executes at most one job at any given time. This is one of the basic settings in the resource-minimization job scheduling, and the classical randomized rounding technique of Raghavan and Thompson provides an O(logn/loglogn)-approximation for it. This result has been recently improved to an O(sqrt{log n})-approximation, and moreover an efficient algorithm for scheduling all jobs on O((OPT)^2) machines has been shown. We build on this prior work to obtain a constant factor approximation algorithm for the problem.

  1. 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.

  2. 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.

  3. Estimating job runtime for CMS analysis jobs

    Science.gov (United States)

    Sfiligoi, I.

    2014-06-01

    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 is wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users' jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the Compact Muon Solenoid (CMS) experiment's Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  4. 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.

  5. 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.

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

    Science.gov (United States)

    Lintz, Larry M.; And Others

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

  7. 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

  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 control and coworker support improve employee job performance.

    Science.gov (United States)

    Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

    2010-01-01

    We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

  11. 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…

  12. Establishing Job Security

    Institute of Scientific and Technical Information of China (English)

    LAN XINZHEN

    2010-01-01

    @@ 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 Province,more than 600 companies set up stands,offering some 12,000 jobs.

  13. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  14. 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)

  15. 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

  16. 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.

  17. 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.

  18. 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

  19. 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

  20. 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,

  1. 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.

  2. 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...

  3. 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.

  4. Job stress across gender: the importance of emotional and intellectual demands and social support in women.

    Science.gov (United States)

    Rivera-Torres, Pilar; Araque-Padilla, Rafael Angel; Montero-Simó, María José

    2013-01-14

    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.

  5. 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.

  6. 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.

  7. 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...

  8. 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...

  9. 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...

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

    Science.gov (United States)

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

    2016-01-01

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

  11. 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.

  12. 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…

  13. Reciprocal relationships between job demands, job resources, and recovery opportunities

    NARCIS (Netherlands)

    A. Rodríguez-Muñoz (Alfredo); A.I. Sanz-Vergel (Ana Isabel); E. Demerouti (Eva); A.B. Bakker (Arnold)

    2012-01-01

    textabstractThe aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands

  14. Job stress strengthens the link between metabolic risk factors and renal dysfunction in adult men.

    Science.gov (United States)

    Tsurugano, Shinobu; Nakao, Mutsuhiro; Takeuchi, Takeaki; Nomura, Kyoko; Yano, Eiji

    2012-01-01

    Chronic kidney disease (CKD) is an important risk factor for cardiovascular disease. The metabolic risk factors obesity, hypertension, diabetes, and dyslipidemia are closely associated with renal dysfunction. As psychosocial stress affects these risk factors, here, we examined relationships between metabolic risk factors and renal function, and their association with job stress. The participants were 1,231 Japanese male office workers attending annual health examinations. The estimated glomerular filtration rate (eGFR) was determined using the equation recommended by the Japanese Society for Nephrology: eGFR (mL/min/1.73 m(2)) = 194 × age(-0.287) × Cr(-1.094). Job stress was measured using the Job Content Questionnaire based on the job demand-control model. The job strain index equaled the job demand scores divided by the job control scores. The participants were classified into four ordinal groups of job strain index, based on previous studies (i.e., ≤ 0.4 the lowest, 0.4-0.5 lower, 0.5-0.6 higher, or ≥ 0.6 the highest). A significant correlation was found between lowered eGFR and each of the metabolic risk factors waist circumference, systolic and diastolic blood pressure, and total cholesterol (p job stress had an interactive effect on the relationships between eGFR and systolic and diastolic blood pressure, and triglycerides, depending on the job strain index (highest vs. lowest) (p < 0.05). The highly stressed workers exhibited a close association of eGFR with metabolic risk factors like hypertension and dyslipidemia. Therefore, intensive management may be important for preventing the progression of renal dysfunction and cardiovascular complications in those experiencing stress.

  15. The extent to which ATP demand controls the glycolytic flux depends strongly on the organism and conditions for growth

    DEFF Research Database (Denmark)

    Købmann, Brian Jensen; Westerhoff, H.V.; Snoep, J.L.

    2002-01-01

    Using molecular genetics we have introduced uncoupled ATPase activity in two different bacterial species, Escherichia coli and Lactococcus lactis, and determined the elasticities of the growth rate and glycolytic flux towards the intracellular [ATP]/[ADP] ratio. During balanced growth in batch cu...

  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. 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

  18. Perceiving Jobs in the Organization.

    Science.gov (United States)

    Dubin, Robert; And Others

    Differential perceptions of standard, established jobs in a stable organization (telephone company plant department) were obtained for sixteen jobs rated by job incumbents, peers, and supervisors on eight characteristics (variety, autonomy, task identity, feedback, friendship opportunities, dealing with others, prestige compared to craft jobs, and…

  19. Getting a Job in Teaching.

    Science.gov (United States)

    Wachter, Joanne C.

    This book is designed to help education students, recent graduates, and experienced teachers attain new teaching positions. Chapter 1, "The Right Job," discusses the process of deciding what kind of job best suits the job seeker's talents and preferences. The chapter highlights exploring important aspects of the job, such as education…

  20. Job satisfaction of older workers

    NARCIS (Netherlands)

    Groot, Wim; Brink, Henriëtte Maassen Van Den

    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

  1. "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.)

  2. 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.

  3. 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.

  4. Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover.

    Science.gov (United States)

    Karsh, B; Booske, B C; Sainfort, F

    2005-08-15

    The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed.

  5. Does low job satisfaction lead to job mobility?

    DEFF Research Database (Denmark)

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

    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......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...

  6. FACTORS INFLUENCING JOB FATIGUE AND STRESS AMONG EMPLOYEES OF YOGYAKARTA STATE UNIVERSITY ION COLUMN TECHNIC WITH LOCAL ZEOLITE AND ACTIVE CARBON

    Directory of Open Access Journals (Sweden)

    Siti Mariyam

    2016-05-01

    Full Text Available Stress and fatigue related to workplace may interrupt with the effectivity and productivity workers, including the employees who work in the office. This research aims to determine the level of stress and fatigue related to workplace and to describe determinant factors invloved in job stress and musculosceletal fatigue. It is designed as an analytical survey, designed as cross sectional approach. Population were the employees of Yogyakarta State University, samples were taken with purposive sampling technique. The respondents were they who fulfilled the inclusion criteria. Job stress and fatigue were taken with observation and structured intervie, using adapted instrument from Berutu Soetopo (2010 and Andininsari (2009. Musculosceletal fatigue were measured with nordic body map method. Other paramater included anthropometry and ergonometry measurement and individual characteristics. The finding shows that most respondents (95% suffered mild job stress and more than half of respondents (73% had mild musculosceletal fatigue. About 60% of workplace facilities were not suitable according to ergonomic requirement. Determinant factors for job stress such as age, employment status and workplace ergonometry, while determinant factors for musculosceletal fatigue includes age body mass index and also ergonometry.   Keywords: workplace, stress, fatigue, musculosceletal

  7. Female executives are particularly prone to the sleep-disturbing effect of isolated high-strain jobs: a cross-sectional study in German-speaking executives.

    Science.gov (United States)

    Gadinger, Michael C; Fischer, Joachim E; Schneider, Sven; Fischer, Gisela C; Frank, Gunter; Kromm, Walter

    2009-06-01

    This study assessed the main, curvilinear, interactive and gender-dependent effects of job demands, job control and social support in the prediction of sleep quality. Participants were 348 male and 76 female executives and managers from Germany, Austria and Switzerland. A multiple regression controlling for age, occupational hierarchy and various health behaviors was computed. On the level of the main effects of the Job-Demand-Control-Support (JDCS) model, the results indicate a sleep-promoting effect of social support. A significant three-way interaction of job demands, job control and social support was observed. This interaction confirms the buffering effect of high job control and high social support on high job demands. Further, this three-way interaction of the JDCS dimensions is moderated by gender as indicated by a significant four-way interaction. The directions of the significant interactions suggest that female executives are especially prone to react with impaired sleep quality when exposed to isolated high-strain jobs. The study seems to imply that the JDCS model is a suitable framework for the prediction of sleep quality among executives and managers. The results suggest that the JDCS model might contribute to a better understanding of the higher prevalence of poor sleep amongst female executives. Further, the results imply that high job control and high social support might help executives to maintain good sleep quality despite experiencing high job demands.

  8. 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.

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

    OpenAIRE

    Jane Fortson; Peter Z. Schochet

    2011-01-01

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

  10. 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.

  11. 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

  12. 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.

  13. Job Quality by Entrepreneurial Spinoffs

    DEFF Research Database (Denmark)

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

    for worker heterogeneity and industry and region clusters characteristics. An important feature of the analysis is that we measure the entrepreneur as the organic new firm. By organic new firm, we mean new firms that are not the result of restructurings or organising existing or additional activities......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...

  14. 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....

  15. 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....

  16. 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....

  17. Teacher's Manual to Accompany "How to Get a Job."

    Science.gov (United States)

    Webster, John D.

    Prepared for teachers of mentally handicapped students, this teacher's guide accompanies the student booklet, "How to Get A Job," and contains suggestions for learning activities and vocabulary development for each subdivision of all four major units in the student booklet: choosing the right kind of work, looking for the job, going on an…

  18. 32 CFR 196.520 - Job classification and structure.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Job classification and structure. 196.520 Section 196.520 National Defense Department of Defense (Continued) OFFICE OF THE SECRETARY OF DEFENSE... Activities Prohibited § 196.520 Job classification and structure. A recipient shall not: (a) Classify a...

  19. 10 CFR 5.520 - Job classification and structure.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Job classification and structure. 5.520 Section 5.520 Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall...

  20. 44 CFR 19.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Job classification and structure. 19.520 Section 19.520 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall...

  1. Dynamics of the job search process: developing and testing a mediated moderation model.

    Science.gov (United States)

    Sun, Shuhua; Song, Zhaoli; Lim, Vivien K G

    2013-09-01

    Taking a self-regulatory perspective, we develop a mediated moderation model explaining how within-person changes in job search efficacy and chronic regulatory focus interactively affect the number of job interview offers and whether job search effort mediates the cross-level interactive effects. A sample of 184 graduating college students provided monthly reports of their job search activities over a period of 8 months. Findings supported the hypothesized relationships. Specifically, at the within-person level, job search efficacy was positively related with the number of interview offers for job seekers with strong prevention focus and negatively related with the number of interview offers for job seekers with strong promotion focus. Results show that job search effort mediated the moderated relationships. Findings enhance understandings of the complex self-regulatory processes underlying job search.

  2. 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.

  3. 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.

  4. 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…

  5. 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.

  6. 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)

  7. Gross job flows and firms

    OpenAIRE

    Scott Schuh; Robert K. Triest

    1999-01-01

    This paper extends the work of Dunne, Roberts, and Samuelson [3] and Davis, Haltiwanger, and Schuh [2] on gross job flows among manufacturing plants. Gross job creation, destruction, and reallocation have been shown to be important in understanding the birth, growth, and death of plants, and the relation of plant life cycles to the business cycle. However, little is known about job flows between firms or how job flows among plants occur within firms (corporate restructuring). We use informati...

  8. 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...

  9. 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.

  10. Job search with nonpaticipation

    NARCIS (Netherlands)

    Frijters, P.; van der Klaauw, B.

    2006-01-01

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

  11. Job search with nonparticipation

    NARCIS (Netherlands)

    Frijters, P.; van der Klaauw, B.

    2001-01-01

    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 d

  12. 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

  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. 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...

  15. Stress Management: Job Stress

    Science.gov (United States)

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and ... stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed ...

  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. Enhancing Job Performance

    Science.gov (United States)

    Devlin, Patricia

    2011-01-01

    The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…

  19. 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…

  20. 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…

  1. 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

  2. Earnings instability of job stayers and job changers

    OpenAIRE

    Leonardi, Marco

    2003-01-01

    I use the PSID to decompose the rise in wage inequality into a permanent and a transitory component. I consider separately job stayers and job changers. I find that earnings instability (the variance of the transitory component of earnings) increased much more among job changers than among job stayers. I interpret the evidence in a search and matching model with on-the-job search. The increasing variance of the transitory component of earnings is modeled as a mean-preserving spread of the dis...

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

    DEFF Research Database (Denmark)

    Munch, Jakob R.

    2010-01-01

    -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.......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...

  4. 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 ...

  5. 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.

  6. 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…

  7. Ganga a job management and optimising tool

    CERN Document Server

    Maier, A

    2008-01-01

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

  8. Comparative analysis on job stressors between non-active civil servant nurses and contracted nurses%非现役文职护士和合同护士压力源对比分析

    Institute of Scientific and Technical Information of China (English)

    贺杰

    2011-01-01

    目的:比较非现役文职护士和合同护士的工作压力源和应对方式.方法:采用工作压力源量表和简易应对方式量表,对30名非现役文职护士和30名合同护士进行问卷调查.结果:非现役文职护士与合同护士在专业及社会地位、工作量方面的工作压力源比较差异有统计学意义(P<0.01);但在工作环境和资源、病人护理、管理及人际关系方面的差异无统计学意义(P>0.05).相同条目得分比较,担心工作出现差错事故、工资及其他福利待遇低和地位低三个条目差异有统计学意义(P<0.05).应对方式得分差异无统计学意义(P>0.05).结论:非现役文职护士和合同护士工作压力源不同,护理管理者应采取有针对性的减压措施.%ObjectiveiTo compare the job stressors and coping style between non-active civil servant nurses and contracted nurses. Methods: Thirty non- active civil servant nurses and thirty contracted nurses were recruited and investigated with Job Stressor Scale and Simplified Coping Style ' Questionnaire. Results .-There was significant difference in professional development and social status as well as workload (P0. 05). In comparison of identical items, there was significant diffierence in worry over nursing error and mistake, low wages and material benefits as well as low status (P0. 05). Conclusions:There are different job stressors between non -active civil servant nurses and contracted nurses. Nursing administrators should take corresponding measures to relieve nurses'job stress.

  9. Comparative analysis on job stressors between non-active civil servant nurses and contracted nurses%非现役文职护士和合同护士压力源对比分析

    Institute of Scientific and Technical Information of China (English)

    贺杰

    2011-01-01

    Objective:To compare the job stressors and coping style between non —active civil servant nurses and contracted nurses. Methods: Thirty non—active civil servant nurses and thirty contracted nurses were recruited and investigated with Job Stressor Scale and Simplified Coping Style Questionnaire. ResultS:There was significant difference in professional development and social status as well as workload (P0. 05). In comparison of identical itemsi there was significant difference in worry over nursing error and mistake, low wages and material benefits as well as low status (P0. 05). Conclusions: There are different job stressors between non—active civil servant nurses and contracted nurses. Nursing administrators should take corresponding measures to relieve nurses'job stress.%目的:比较非现役文职护士和合同护士的工作压力源和应对方式.方法:采用工作压力源量表和简易应对方式量表,对30名非现役文职护士和30名合同护士进行同卷调查.结果:非现役文职护士与合同护士在专业及社会地位、工作量方面的工作压力源比较差异有统计学意义(P<0.01);但在工作环境和资源、病人护理、管理及人际关系方面的差异无统计学意义(P>0.05).相同条目得分比较,担心工作出现差错事故、工资及其他福利待遇低和地位低三个条目差异有统计学意义(P<0.05).应对方式得分差异无统计学意义(P>0.05).结论:非现役文职护士和合同护士工作压力源不同,护理管理者应采取有针对性的减压措施.

  10. Construction and Field Testing of the "Job Seeking Self-Efficacy Scale"

    Science.gov (United States)

    Strauser, David R.; Berven, Norman L.

    2006-01-01

    The purpose of this study was to develop an instrument, the "Job Seeking Self-Efficacy Scale," to measure perceived self-efficacy in job-seeking activities. The construction of the instrument, which incorporated tasks that have been determined to be important in job seeking for individuals with disabilities, was based on Bandura's theory of…

  11. 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

  12. 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.

  13. 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.

  14. 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.

  15. 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

  16. The Student Job Crunch

    Institute of Scientific and Technical Information of China (English)

    WAN LIXIN

    2006-01-01

    @@ Over four million university students will graduate from Chinese colleges this summer, eager to enter the country's job market. Sadly, for a growing majority their ambition will not match the economic reality and many are predicting a significant oversupply of qualified graduates, especially in the large economic centers like Beijing, Shanghai, Guangzhou and Shenzhen. Experts are quick to prescribe their recipes, but in addressing the problem policy makers are confronted with an increasingly complicated situation.

  17. 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

    Physical activity and inactivity have distinct cardio-metabolic consequences, suggesting that combinations of activities can impact health above and beyond the effects of a single activity. However, little work has examined patterns of non-labor market time activity in the US population, particularly among full-time employees in sedentary occupations, who are at increased risk of adverse health consequences associated with a sedentary lifestyle. Identification of these patterns, and how they are related to total physical activity levels, is important for developing effective, attainable physical activity recommendations among sedentary employees, who typically have less time available for exercise. This is especially the case for low-income employees who face the highest time and financial barriers to achieving physical activity goals. This study uses cluster analysis to examine patterns of non-labor market time use among full-time (≥40 h/week) employed adults in sedentary occupations (improve physical activity among similarly sedentary groups. Alternately, non-labor market time use patterns characterized by housework and caregiving represented feasible avenues for increasing overall physical activity levels, especially for 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.

  18. Job Strain and Health-Related Lifestyle : Findings From an Individual-Participant Meta-Analysis of 118 000 Working Adults.

    OpenAIRE

    Heikkilä, Katriina; Fransson, Eleonor I.; Nyberg, Solja T.; Zins, Marie; Westerlund, Hugo; Westerholm, Peter; Virtanen, Marianna; Vahtera, Jussi; Suominen, Sakari; Steptoe, Andrew; Salo, Paula; Pentti, Jaana; Oksanen, Tuula; Nordin, Maria; Marmot, Michael G.

    2013-01-01

    Objectives. We examined the associations of job strain, an indicator of work-related stress, with overall unhealthy and healthy lifestyles. Methods. We conducted a meta-analysis of individual-level data from 11 European studies (cross-sectional data: n = 118 701; longitudinal data: n = 43 971). We analyzed job strain as a set of binary (job strain vs no job strain) and categorical (high job strain, active job, passive job, and low job strain) variables. Factors used to define healthy and unhe...

  19. 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).

  20. An asymmetric job auction model

    Directory of Open Access Journals (Sweden)

    Xiaoting Wang

    2015-09-01

    Full Text Available In this paper we investigate a labor market with search frictions. Workers with heterogeneous productivity apply to different types of job vacancies by bidding the optimal profits that they can offer the firms. In the steady state equilibrium, the most capable workers separate themselves by only bidding at jobs requiring high skills, while applicants in the middle of the productivity distribution pool with the low-productivity workers and apply for jobs requiring low skills.

  1. 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...

  2. 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...... level, the paternalistic provision of services such as education, health and housing by the Consett Iron Company from the latter part of the nineteenth century was gradually shifted to local government. This was in response to local demands expressed through the emergent institutions of the Labour Party...

  3. 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.

  4. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

    2008-01-01

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

  5. 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...

  6. Trait Affect and Job Search Outcomes

    Science.gov (United States)

    Cote, Stephane; Saks, Alan M.; Zikic, Jelena

    2006-01-01

    The present study examines the role of trait affect in job search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, job search self-efficacy, job search clarity, and job search intensity during their last year of school while on the job market. At the end of the school…

  7. 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...

  8. Automation and Job Satisfaction among Reference Librarians.

    Science.gov (United States)

    Whitlatch, Jo Bell

    1991-01-01

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

  9. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    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...

  10. 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.

  11. 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...

  12. 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…

  13. Jobs in Business and Office. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes business and office occupations related to management (including personnel), records planning and control, clerical and secretarial jobs, owning your own business, and the teaching of business subjects. For each occupation, duties are outlined and working conditions discussed. Techniques used to complete the job descriptions…

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

    NARCIS (Netherlands)

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

    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

  15. Job disamenities, job satisfaction, and on-the-job search: is there a nexus?

    OpenAIRE

    Ilmakunnas, Pekka; Böckerman, Petri

    2004-01-01

    This study explores the potential role of adverse working conditions at the workplace in the determination of on-the-job search in the Finnish labour market. The results reveal that workers currently facing adverse working conditions have greater intentions to switch jobs and they are also more willing to stop working completely. In addition, those workers search new matches more frequently. There is evidence that adverse working conditions consistently increase the level of job dissatisfacti...

  16. Representing Job Scheduling for Volunteer Grid Environment using Online Container Stowage

    Directory of Open Access Journals (Sweden)

    Saddaf Rubab

    2016-12-01

    Full Text Available Volunteer grid computing comprises of volunteer resources which are unpredictable in nature and as such the scheduling of jobs among these resources could be very uncer-tain. It is also difficult to ensure the successful completion of submitted jobs on volunteer resources as these resources may opt to withdraw from the grid system anytime or there might be a resource failure, which requires job reassignments. However, a careful consideration of future jobs can make scheduling of jobs more reliable on volunteer resources. There are two possibilities; either to forecast the future jobs or to forecast the resource availability by studying the history events. In this paper an attempt has been made to utilize the future job forecasting in improving the job scheduling experience with volunteer grid resources. A scheduling approach is proposed that uses container stowage to allocate the volunteer grid resources based on the jobs submitted. The proposed scheduling approach optimizes the number of resources actively used. The approach presents online container stowage adaptability for scheduling jobs using volun-teer grid resources. The performance has been evaluated by making comparison to other scheduling algorithms adopted in volunteer grid. The simulation results have shown that the pro-posed approach performs better in terms of average turnaround and waiting time in comparison with existing scheduling algo-rithms. The job load forecast also reduced the number of job reassignments.

  17. [Job performance in work organizations: the effects of management by group goals and job interdependence].

    Science.gov (United States)

    Ikeda, Hiroshi; Furukawa, Hisataka

    2015-04-01

    cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.

  18. 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…

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

    Science.gov (United States)

    Brough, Paula; Biggs, Amanda

    2015-04-01

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

  20. Benchmark job – Watch out!

    CERN Document Server

    Staff Association

    2017-01-01

    On 12 December 2016, in Echo No. 259, we already discussed at length the MERIT and benchmark jobs. Still, we find that a couple of issues warrant further discussion. Benchmark job – administrative decision on 1 July 2017 On 12 January 2017, the HR Department informed all staff members of a change to the effective date of the administrative decision regarding benchmark jobs. The benchmark job title of each staff member will be confirmed on 1 July 2017, instead of 1 May 2017 as originally announced in HR’s letter on 18 August 2016. Postponing the administrative decision by two months will leave a little more time to address the issues related to incorrect placement in a benchmark job. Benchmark job – discuss with your supervisor, at the latest during the MERIT interview In order to rectify an incorrect placement in a benchmark job, it is essential that the supervisor and the supervisee go over the assigned benchmark job together. In most cases, this placement has been done autom...

  1. BUSINESS ETIQUETTE IN JOB INTERVIEW

    OpenAIRE

    AGEEVA JULIA VICTOROVNA

    2015-01-01

    The article presents the analysis of job interview transcripts from the perspective of dominant communicant’s (HR manager) communicative behavior. The interviewer uses various etiquette forms that facilitate a more productive dialogue and stipulate cooperative strategies and tactics in order to achieve the main goal - to determine whether the job applicant meets the requirements of the employer.

  2. Job satisfaction in fisheries compared

    NARCIS (Netherlands)

    Pollnac, R.; Bavinck, M.; Monnereau, I.

    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

  3. Handbook for Preparing Job Classifications.

    Science.gov (United States)

    Thomas, John C.

    To assist local governments in their responsibility for eliminating and preventing discrimination in employment based on race, color, religion, sex, or national origin as specified by the Equal Employment Opportunity Act of 1972, the handbook provides guidelines for analyzing jobs and preparing job classifications (defining; listing duties…

  4. Job search and commuting time

    NARCIS (Netherlands)

    Gorter, C.; Berg, van den G.J.

    1996-01-01

    We structurally analyze a job search model for unemployed individuals that allows jobs to have different wage/commuting-time combinations. Thestructural parameter of interest is the willingness to pay for commuting time. We use a unique dataset containing subjective responses on the optimalsearch st

  5. 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)

  6. Psychosocial risks and job performance

    NARCIS (Netherlands)

    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

  7. 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)

  8. 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…

  9. Job satisfaction and contingent employment

    NARCIS (Netherlands)

    de Graaf-Zijl, M.

    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

  10. 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...

  11. 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?

  12. 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)

  13. 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.

  14. Network effects across the earnings distribution: payoffs to visible and invisible job finding assistance.

    Science.gov (United States)

    McDonald, Steve

    2015-01-01

    This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") - thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality.

  15. Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pextrinsic reward enhance job performance among Japanese employees.

  16. Predictors of job satisfaction among academic family medicine faculty

    Science.gov (United States)

    Krueger, Paul; White, David; Meaney, Christopher; Kwong, Jeffrey; Antao, Viola; Kim, Florence

    2017-01-01

    Abstract Objective To identify predictors of job satisfaction among academic family medicine faculty members. Design A comprehensive Web-based survey of all faculty members in an academic department of family medicine. Bivariate and multivariable analyses (logistic regression) were used to identify variables associated with job satisfaction. Setting The Department of Family and Community Medicine at the University of Toronto in Ontario and its 15 affiliated community teaching hospitals and community-based teaching practices. Participants All 1029 faculty members in the Department of Family and Community Medicine were invited to complete the survey. Main outcome measures Faculty members’ demographic and practice information; teaching, clinical, administration, and research activities; leadership roles; training needs and preferences; mentorship experiences; health status; stress levels; burnout levels; and job satisfaction. Faculty members’ perceptions about supports provided, recognition, communication, retention, workload, teamwork, respect, resource distribution, remuneration, and infrastructure support. Faculty members’ job satisfaction, which was the main outcome variable, was obtained from the question, “Overall, how satisfied are you with your job?” Results Of the 1029 faculty members, 687 (66.8%) responded to the survey. Bivariate analyses revealed 26 predictors as being statistically significantly associated with job satisfaction, including faculty members’ ratings of their local department and main practice setting, their ratings of leadership and mentorship experiences, health status variables, and demographic variables. The multivariable analyses identified the following 5 predictors of job satisfaction: the Maslach Burnout Inventory subscales of emotional exhaustion and personal accomplishment; being born in Canada; the overall quality of mentorship that was received being rated as very good or excellent; and teamwork being rated as very

  17. Job strain and risk indicators for cardiovascular disease in young female nurses.

    Science.gov (United States)

    Riese, H; Van Doornen, L J; Houtman, I L; De Geus, E J

    2000-09-01

    This study examined the possible effects of job demands, decision latitude, and job-related social support on risk indicators for cardiovascular disease (CVD) in 165 female nurses. Job strain was measured with the Job Content Questionnaire; CVD risk was measured with insulin, total cholesterol, triglyceride (TG), high-density lipoprotein cholesterol (HDL-C), fibrinogen, tissue-type plasminogen activator (tPA) antigen, tPA activity, plasminogen activator inhibitor-1 antigen, and blood pressure. Multivariate analysis of covariance and regression analyses revealed no effects of either job strain or social support on these risk indicators. All risk indicators deteriorated with age and body mass index. Oral contraceptive use improved fibrinolytic potential and increased HDL-C but had adverse effects on TG levels. Results suggest that in healthy young women job strain is not associated with an unfavorable metabolic or fibrinolytic risk profile.

  18. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control

    OpenAIRE

    de Croon, E.M.; Blonk, R. W. B.; de Zwart, B.C.H.; Frings-Dresen, M.H.W.; Broersen, J.P.J.

    2002-01-01

    Objectives: Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers.

  19. 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.

  20. [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.

  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. 32 CFR 1656.10 - Job placement.

    Science.gov (United States)

    2010-07-01

    ... will be reassigned in accordance with § 1656.12. (c) In making job interview referrals and in making... 32 National Defense 6 2010-07-01 2010-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of...

  3. Job strain and time to pregnancy

    DEFF Research Database (Denmark)

    Hjollund, N H; Kold Jensen, T; Bonde, Jens Peter;

    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. 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 a...

  5. How Safe Is Your Job?

    Science.gov (United States)

    Nocera, Joseph; And Others

    1996-01-01

    Five articles address the realities of coping with downsizing: "Living with Layoffs" (Nocera); "How Safe Is Your Job?" (Lieber); "Career Makeover" (Robinson); "Ma Bell's Orphans" (O'Reilly); and "Where Are They Now?" (Martin). (SK)

  6. Job Orders (Ordres de mission)

    CERN Multimedia

    FI Department

    2005-01-01

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

  7. Planning for the Job Interview.

    Science.gov (United States)

    Close, Elizabeth, Ed.; Ramsey, Katherine, Ed.

    2000-01-01

    Offers advice from middle school educators (a principal, a supervisor, and a teacher) on job interviews for teaching positions: how applicants are selected from the stack of applications, what happens during an interview, and what truly makes a difference. (SR)

  8. 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.

  9. 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.

  10. 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…

  11. Careers (A Course of Study). Unit VI: Interviewing for the Job.

    Science.gov (United States)

    Turley, Kay

    Designed to enable special needs students to arrange, complete, and follow up a job interview, this set of activities on job interviews is the sixth unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the world of work. The eight activities in the first…

  12. 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)....

  13. Job Satisfaction Among Army Pharmacists.

    Science.gov (United States)

    2007-11-02

    them.1 George Orwell , Animal Farm Job satisfaction is a critical element of any work environment. As defined by Edwin A. Locke, "Overall job...support a more patient-centered pharmacy practice. George Orwell , Animal Farm (New York: New American Library, 1959), 63. 2 Edwin A. Locke, "What is...1986. Orwell , George . Animal Farm. New York: New American Library, 1959. Pharmacy Branch, AMEDD Center and School. Pharmacy Officer and NCO

  14. 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.

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

    Directory of Open Access Journals (Sweden)

    Jiro Takaki

    2013-12-01

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

  16. 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…

  17. Volunteers in Circles of Support and Accountability Job Demands, Job Resources, and Outcome.

    Science.gov (United States)

    Höing, Mechtild; Bogaerts, Stefan; Vogelvang, Bas

    2015-10-21

    In Circles of Support and Accountability (CoSA), volunteers support a medium- to high-risk sex offender in his process toward desistance by developing a long-term empathic relationship. More knowledge is needed about the impact of this work on volunteers themselves. In a sample of 40 Dutch CoSA volunteers-at the time constituting 37% of the national population of 108 then active CoSA volunteers-we measured outcome in terms of volunteer satisfaction, determination to continue, compassion satisfaction, burnout and secondary stress, vicarious growth, civic capacities, and professional skills. We explored theoretically derived predictors of positive and negative outcome, and conceptualized them within the Job Demands-Resources model (JD-R). Volunteers reported mainly positive effects, especially high levels of volunteer satisfaction, compassion satisfaction, and determination to continue. Results indicated that job demands and most of the internal job resources were of minor importance. External job resources, especially social support and connectedness, were associated with positive outcome. Connectedness mediated the effect of social support on compassion satisfaction.

  18. 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.

  19. 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.

  20. 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.

  1. 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

  2. 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.

  3. Job Search, Networks, and Labor Market Performance of Immigrants

    OpenAIRE

    Arceo-Gómez, Eva Olimpia

    2012-01-01

    We develop an on-the-job search model in which immigrants search for jobs through formal channels or networks, and the quality of job offers differs across search methods. The model predicts networks unambiguously lead to a larger share of network jobs in job-to-job transitions, whereas the effect is ambiguous in unemployment-to-job transitions.

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

    OpenAIRE

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

    2015-01-01

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

  5. Association between job strain and the prevalence of hypertension in Shanghai: a cross-sectional study%职业人群工作紧张对高血压患病影响的横断面研究

    Institute of Scientific and Technical Information of China (English)

    吴金贵; 庄祖嘉; 卢国良; 唐传喜; 钮春瑾

    2011-01-01

    目的 探讨职业人群工作紧张与高血压患病的关系,为高血压的预防提供依据.方法 采用横断面研究方法,调查上海城区2 458名20~63岁职业人群.工作紧张评估采用中文版工作内容问卷(JDC)与工作付出-回报(ERI)问卷,同时调查社会人口与行为因素.多因素非条件logistic回归分析工作紧张与高血压患病的关系.结果 在控制了年龄、受教育程度、职业、高血压家族史、吸烟、饮酒、锻炼与活动状况、BMI潜在混杂因素后,男性高工作紧张、高工作付出-回报失衡是高血压患病的危险因素;女性低工作控制、高工作付出、中/高工作付出-回报失衡是高血压患病的危险因素.职业分层分析结果显示:教师、社区医护人员、研究人员、公交车驾驶员高血压患病更易受工作紧张的影响.结论 工作紧张可能增大职业人群高血压患病的风险,某些职业人群高血压患病更易受职业紧张影响.%Objective To explore the association between the prevalence of hypertension and job strain in working population, and estimate this association in different occupational strata. Methods A cross-sectional study was applied to investigate 2 458 Shanghai residents aged 20~63 years, who engaged in 7 occupations. Job strain was measured with Chinese versions of Karasek Job Demand-Control (JDC) and Siegrist Effort-Reward Imbalance (ERD questionnaires. The prevalence of hypertension was determined by clinical diagnosis. Association between job strain and the prevalence of hypertension was analyzed with unconditional multiple logistic regression model adjusted by confounders. Results Hypertension was associated with high job strain (OR: 1.86, 95% C1:1.17-2.93) and high effort-reward imbalance (OR:1.75, 95% C1: 1.07-2. 87) in male, and with low job control (OR: 2. 01,95% Ch 1.09-3.07), middle/high effort-reward imbalance (OR: 2.23, 95% Cl: 1.30-4.05; OR: 3.33, 95% Cl- 1.70-6. 51) and high effort

  6. 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.

  7. Job Heterogeneity and Coordination Frictions

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Daniel

    We develop a new directed search model of a frictional labor market with a continuum of heterogenous workers and firms. We estimate two versions of the model - auction and price posting - using Danish data on wages and productivities. Assuming heterogenous workers with no comparative advantage, we...... 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...

  8. Job interviews: tips and techniques.

    Science.gov (United States)

    Zimmermann, P G

    1997-10-01

    This paper outlines appropriate preparation for a job interview, including preparing yourself to focus on your own personal assets and on what you can bring to the job. The various kinds of interview questions are examined: the traditional- 'tell me about yourself'; questions you dread because they will home in on 'weaknesses' and the unusual, open-ended questions intended to uncover specific information. Suggestions are given on how to use the experience of an interview to your own advantage, whether your application is successful or not.

  9. Jobs in Marketing and Distribution. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in marketing and distribution in the following chapter classifications: product development, marketing products and property, salesworkers unlimited, selling intangibles (ideas and services), purchasing and distribution, and management and marketing services. For each occupation duties are outlined and working conditions…

  10. 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…

  11. Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

    Science.gov (United States)

    1981-05-05

    for comparison purposes. Vnlidity Estimates Toble 2 presents the results of the multipla regression analyses between the PAQ job dimensions and the...comprised of individuals in roles that involved "Blue- collar Supervision." The profile for the former group was d fined primarily in te.• ms of higher than

  12. 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:...

  13. 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...

  14. 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…

  15. 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

  16. 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.

  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. 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)

  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. Preemptive scheduling of parallel jobs on multiprocessors

    Energy Technology Data Exchange (ETDEWEB)

    Deng, Xiaotie; Gu, Nian; Brecht, T. [York Univ., North York (Canada); KaiCheng Lu [TsingHua Univ., Beijing (China)

    1996-12-31

    We study the problem of processor scheduling for parallel jobs. We prove that, for jobs with a single phase of parallelism, an algorithm can achieve a mean response time within 2 - 2/n+1 times the optimum. This is extended to jobs with multiple phases of parallelism and to interactive jobs (with phases during which the job has no CPU requirements) for a solution within 4 - 4/n+1 times the optimum. Comparing with previous work, our assumption that job execution times are unknown prior to their completion is more realistic, our multi-phased job model is more general, and our approximation ratio (for jobs with a single phase of parallelism) is better and cannot be improved.

  1. Labour market transitions and job satisfaction

    OpenAIRE

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

    2003-01-01

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

  2. Which work factors determine job satisfaction?

    OpenAIRE

    Roelen, C. A. M.; Koopmans, P. C.; Groothoff, J W

    2008-01-01

    Background: Job satisfaction is associated with mental health. Employees could be counselled on how they feel about their work. If specific aspects of their job are causing particular dissatisfaction, they could be assisted to appropriately change these aspects. Objective: There is no 'gold standard' indicating the aspects that should be taken into account when job satisfaction is measured. This study investigated which work factors determine job satisfaction. Method: A self-report questionna...

  3. Private Equity, Layoffs, and Job Polarization

    OpenAIRE

    2015-01-01

    Although private equity firms are often criticized for layoffs, little evidence exists regarding which employees lose their jobs and why. We argue that explanations for the job polarization process can also explain layoffs after buyouts. Buyouts reduce agency problems, which triggers automation, offshoring, and tougher bargaining with labor unions. We show that workers in less productive firms who perform routine or offshorable job tasks are more likely to lose their jobs. The opposite trend ...

  4. 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

  5. Quits, layoffs, and job destruction

    NARCIS (Netherlands)

    Hassink, W; Broersma, L

    2003-01-01

    We examine the quit-layoff distinction and its implications for job destruction from the employer's perspective. Using a set of panel data of Dutch firms, we get the following results. First, in addition to layoffs, quits contribute to the speed of downward adjustment of labour. Second, about 22% of

  6. 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...

  7. 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...

  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...

  9. 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.…

  10. 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,…

  11. Guide to Jobs and Energy.

    Science.gov (United States)

    Grossman, Richard; Daneker, Gail

    This document is a review of the work being done in the area of energy and the economy. The authors believe that increased energy efficiency, plus transition to a solar economy, can actually lead to a more stable economy and to more jobs than the large-scale system scenario, which corporate energy interests, many industrialists, and some…

  12. 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…

  13. JOB HORIZONS FOR COLLEGE WOMEN.

    Science.gov (United States)

    BARSKY, LILLIAN; TERLIN, ROSE

    DETAILED INFORMATION IS PROVIDED ON A VARIETY OF PROFESSIONS FOR WOMEN. EDUCATIONAL REQUIREMENTS, JOB OPPORTUNITIES AND RESPONSIBILITIES, ESTIMATED SALARIES, AND OPPORTUNITIES FOR ADVANCEMENT ARE DISCUSSED IN SUCH OCCUPATIONS AS ACCOUNTANT, HOME ECONOMIST, ENGINEER, OCCUPATIONAL THERAPIST, NURSE, SCIENTIST, REAL ESTATE AGENT AND BROKER,…

  14. 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!"

  15. Learning on the Job. Symposium.

    Science.gov (United States)

    2002

    This document contains two papers from a symposium on learning on the job. "Professional Crisis Workers: Impact of Repeated Exposure to Human Pain and Destructiveness" (Lynn Atkinson-Tovar) examines the following topics: (1) the secondary and vicarious traumatic stress disorder that affects many professional crisis workers who are…

  16. 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.

  17. 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.

  18. My first job: Going dutch

    NARCIS (Netherlands)

    Pais, A.

    2009-01-01

    Adrian Pais shared his views on the way he got a job in the Netherlands after completing his bachelor and Ph.D degrees in electrical and electronics engineering. He interacted with two consultants from TNO, a Netherlands-based research and consultancy organization that provided technical support and

  19. Job Prospects for Electrical Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1986-01-01

    Discusses the career outlook for electrical/electronics engineers. Explains that the number of bachelor degree graduates continues to rise, along with average starting salaries. Reveals that although the availability of jobs in the computer industry is leveling off, prospects in the robotics and telecommunication fields are growing. (TW)

  20. 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…

  1. 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

  2. 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

  3. 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…

  4. 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…

  5. 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…

  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. Barriers and Supports in the Job Search: Preliminary Findings from a Survey of Older Job Seekers.

    Science.gov (United States)

    Daum, Menachem; And Others

    The older job seeker faces both external and internal barriers in finding employment. External barriers include such economic and societal obstacles as age discrimination, rapid technological changes and the shifting demands of the job market. Internal barriers include diminishing job seeking motivation and limited job seeking skills. A conceptual…

  8. In-die job automation for PROVE

    Science.gov (United States)

    Lesnick, Ronald J., Jr.; Kim, Stephen; Waechter, Matthias; Seidel, Dirk; Mueller, Andreas; Beyer, Dirk

    2011-05-01

    The increasing demands for registration metrology for repeatability, accuracy, and resolution in order to be able to perform measurements in the active area on production features have prompted the development of PROVETM, the nextgeneration registration metrology tool that utilizes 193nm illumination and a metrology stage that is actively controlled in all six degrees of freedom. PROVETM addresses full in-die capability for double patterning lithography and sophisticated inverse-lithography schemes. Innovative approaches for image analysis, such as 2D correlation, have been developed to achieve this demanding goal. In order to take full advantage of the PROVETM resolution and measurement capabilities, a direct link to the mask data preparation for job automation and marker identification is inevitable. This paper describes an integrated solution using Synopsys' CATSR for extracting and preparing tool-specific job input data for PROVE. In addition to the standard marking functionalities, CATSR supports the 2D correlation method by providing reference clips in OASIS.MASK format.

  9. 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....

  10. Scheduling parallel jobs with linear speedup

    NARCIS (Netherlands)

    Grigoriev, A.; Uetz, M.J.; Erlebach, T.; Persiano, P.

    2006-01-01

    We consider a scheduling problem where a set of jobs is a-priori distributed over parallel machines. The processing time of any job is dependent on the usage of a scarce renewable resource, e.g. personnel. An amount of $k$ units of that resource can be allocated to the jobs at any time, and the more

  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 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)

  13. 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…

  14. Job insecurity and risk of diabetes

    DEFF Research Database (Denmark)

    Ferrie, Jane E.; Virtanen, Marianna; Jokela, Markus

    2016-01-01

    Background: Job insecurity has been associated with certain health outcomes. We examined the role of job insecurity as a risk factor for incident diabetes. Methods: We used individual participant data from 8 cohort studies identified in 2 open-access data archives and 11 cohort studies participat...... of incident diabetes. Health care personnel should be aware of this association among workers reporting job insecurity....

  15. Selective Recruiting: College Characteristics and Job Outcomes.

    Science.gov (United States)

    Colarelli, Stephen M.; And Others

    Although institutions of higher education differ widely, little is known about the effects of different college characteristics on early career outcomes. A study was conducted to examine the relationships among nine college characteristics and job offers, employment status, job attitudes, and job performance of recent college graduates. College…

  16. Job Burnout from a Communication Perspective.

    Science.gov (United States)

    Ray, Eileen Berlin

    A study tested a causal model of job burnout from a communication perspective. Drawing from Linear Force Aggregation Theory, social structure theory, and current burnout literature, the study posited direct relationships between network integration, job-related stress, and cognitive distance between perceptions of self and job. It also…

  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. 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;…

  19. Happy Days: "SLJ's" Job Satisfaction Survey

    Science.gov (United States)

    Kenney, Brian

    2009-01-01

    "School Library Journal's" ("SLJ's") Job Satisfaction Survey, conducted online in spring 2008, asked school and public librarians about their salaries, pay raises, and opportunities for advancement; level of job satisfaction; major causes of dissatisfaction; on-the-job challenges; and how well they were prepared for their positions, among other…

  20. 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…

  1. JOB SATISFACTION FOR PHYSICAL EDUCATION TEACHERS AND ITS RELATIONSHIP TO JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT

    Directory of Open Access Journals (Sweden)

    Kenioua Mouloud

    2016-06-01

    Full Text Available Purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.

  2. 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...

  3. 20 CFR 628.535 - Limitations on job search assistance.

    Science.gov (United States)

    2010-04-01

    ... excluding tutoring, standalone skill assessment, counseling, work experience and case management. (See § 627... § 626.5 of this chapter, Definitions.) (b) Conditions. Job search activities may be conducted only: (1... training services listed in JTPA section 204(b)(1) of the Act, excluding standalone skill...

  4. Skill-based inequality in job quality: a multilevel framework

    NARCIS (Netherlands)

    Stier, H.

    2012-01-01

    This study focuses on skill-based inequality in job quality and the role of social institutions in structuring the relation of skills to job attributes. Four measures of job quality are examined: job security, job achievement, job content and flexibility, and their variation across workers with diff

  5. Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect

    OpenAIRE

    Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

    2016-01-01

    Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without medit...

  6. A Strong Inference Investigation of the Job Characteristics and Dual Attachment Models of Job Design

    Science.gov (United States)

    1984-02-01

    reported to have occurred during the first 3 weeks of implementation. Job design intervention was assigned to two conditions: both the job design only...treatment conditions included job design intervention , leader-member exchange intervention, combined design and exchange intervention and control or...during the criterion period (weeks 15 to 26). The other two grnups, group 2 (job design intervention ) and group 1 (both leadership .2nd *. job design

  7. The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

    Science.gov (United States)

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

  8. Prediction of job search intentions and behaviors: Testing the social cognitive model of career self-management.

    Science.gov (United States)

    Lim, Robert H; Lent, Robert W; Penn, Lee T

    2016-10-01

    We present 2 studies testing the recently developed social-cognitive model of career self-management (Lent & Brown, 2013) in the context of the job search process. In the first study, a sample of 243 unemployed job seekers completed measures of job search self-efficacy, outcome expectations, social support, search intentions, conscientiousness, and perceived control (or volition) over the outcomes of the job search. The latter variable was added to the social-cognitive model to examine the possibility, derived from the psychology of working perspective, that perceived volition might moderate the relation of self-efficacy to job search intentions. The second study included 240 graduating college seniors and focused on the utility of the social-cognitive, personality, and perceived outcome control variables in predicting active engagement in the job search process. Path analyses indicated that the model generally fit the data well in both studies. In Study 1, self-efficacy and outcome expectations mediated the relations of the other predictors to job search intentions. In Study 2, job search intentions produced the primary direct path to subsequent job search behaviors; conscientiousness, support, and outcome control related to job search behavior indirectly through self-efficacy and its linkage to intentions. Outcome control moderated self-efficacy/intention relations only in Study 2, and the pattern of moderation was contrary to expectations. Implications for further inquiry and practice with job seekers are discussed. (PsycINFO Database Record

  9. Job Stability in the United States

    OpenAIRE

    Francis X. Diebold; David Neumark; Daniel Polsky

    1994-01-01

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

  10. 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

  11. Job Loss and Infrastructure Job Creation Spending During the Recession

    Science.gov (United States)

    2010-05-26

    MONITOR’S REPORT NUMBER(S) 12. DISTRIBUTION /AVAILABILITY STATEMENT Approved for public release; distribution unlimited 13. SUPPLEMENTARY NOTES 14...Depression period. (See CRS Report R41017, Job Creation Programs of the Great Depression: the WPA and the CCC.) To mitigate all but one recession since the...interrelationships between industries in the production process, showing how the dollar value of a sale is distributed across industries at a particular point in

  12. [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).

  13. 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.

  14. 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.

  15. 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。

  16. Who Seeks Job Resources, and Who Avoids Job Demands? The Link Between Dark Personality Traits and Job Crafting.

    Science.gov (United States)

    Roczniewska, Marta; Bakker, Arnold B

    2016-10-08

    Although job crafting has been linked repeatedly to positive employee and organizational outcomes, its detrimental side has not been well explored. To understand the way dark personality traits affect the type of crafting in which employees engage, this research focuses on two frameworks: the PEN (psychopathy, extraversion, and neuroticism) framework and the Dark Triad (narcissism, psychopathy, and Machiavellianism). In Study 1, we collected data on the PEN traits and job crafting from 155 individuals in various occupations. We found that neuroticism was negatively related to seeking structural job resources, whereas psychoticism was negatively related to seeking social job resources. We also found that extraversion was positively related to seeking structural and social job resources and to seeking challenging job demands. In Study 2, we examined how the Dark Triad traits predicted job crafting among police officers (N = 135). The results showed that narcissism was positively related to seeking social job resources and challenges, whereas psychopathy was negatively related to seeking social resources. Age and narcissism were positive predictors of reducing job demands. We conclude that personality plays an important role when choosing how to craft one's job. We discuss the practical implications of these findings.

  17. 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.

  18. Wind Energy Workforce Development & Jobs

    Energy Technology Data Exchange (ETDEWEB)

    Tegen, Suzanne

    2016-11-08

    The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

  19. 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…

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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...

  5. 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...... 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......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...

  6. Scheduling Simple Linear Deteriorating Jobs with Rejection

    Directory of Open Access Journals (Sweden)

    Juan Zou

    2014-01-01

    Full Text Available We consider the problems of scheduling deteriorating jobs with release dates on a single machine (parallel machines and jobs can be rejected by paying penalties. The processing time of a job is a simple linear increasing function of its starting time. For a single machine model, the objective is to minimize the maximum lateness of the accepted jobs plus the total penalty of the rejected jobs. We show that the problem is NP-hard in the strong sense and presents a fully polynomial time approximation scheme to solve it when all jobs have agreeable release dates and due dates. For parallel-machine model, the objective is to minimize the maximum delivery completion time of the accepted jobs plus the total penalty of the rejected jobs. When the jobs have identical release dates, we first propose a fully polynomial time approximation scheme to solve it. Then, we present a heuristic algorithm for the case where all jobs have to be accepted and evaluate its efficiency by computational experiments.

  7. Employee Job Satisfaction and Job Performance: A Case Study in a Franchised Retail-Chain Organization

    Directory of Open Access Journals (Sweden)

    Wong Yvonne

    2014-11-01

    Full Text Available This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job performance are correlated to each other and the relationship is significant.

  8. Job Characteristics Variables, The Relationship of Job Variables to Job Satisfaction, Organizational Climate, and Perceived Productivity.

    Science.gov (United States)

    1981-06-01

    of the most influential theories of job enrich- ment has been the motivator-hygiene theory introduced by Frederick Herzberg in 1959 ( Herzberg , Mausner...work sim- plification (e.g., Argyris,1964; Blauner,1964; Herzberg , Mausner, and Snyderman,1959). In brief it has been shown that simple, routine...the work place was becoming more evident. Frederick W. Taylor is credited with the formula- tion of the "Scientific Management" movement, although the

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

    OpenAIRE

    Kalleberg, Arne

    2014-01-01

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

  10. A Birandom Job Search Problem with Risk Tolerance

    OpenAIRE

    Guoli Wang; Wansheng Tang; Ruiqing Zhao

    2012-01-01

    This paper considers a novel class of birandom job search problem, in which the job offers are sampled by the job searcher from a finite job set with equivalent probability and their wages are characterized as independent but maybe not identically nonnegative random variables. The job searcher knows the job offer's wage distribution when he samples the job offer. Since the offered wage is a random variable and the reservation wage is a deterministic number, it is meaningless to make compariso...

  11. 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.

  12. 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.

  13. 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.

  14. The Effects of Heat Stress on Job Satisfaction, Job Performance and Occupational Stress in Casting Workers

    Directory of Open Access Journals (Sweden)

    Dehghan

    2016-06-01

    Full Text Available Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hundred casting workers. Data were collected by questionnaires of occupational stress, job satisfaction and job performance. Heat stress was measured by the Wet Bulb Globe Temperature (WBGT and Heat Strain Score Index (HSSI questionnaire. The data were analyzed using correlation coefficient by the SPSS16 software. Results The results showed that job satisfaction had a negative correlation with WBGT index (R = -0.42, P < 0.001 and HSSI (R = -0.49, P < 0.001. Also, there was no statistical correlation among occupational stress and job performance with heat stress indices. Conclusions The present study showed that heat stress had a negative effect on job satisfaction; also there were no significant effects on job stress and job performance.

  15. Relationship between job design, performance and job satisfaction among Bank employees

    Directory of Open Access Journals (Sweden)

    S. Chahardoli

    2014-09-01

    Full Text Available Introduction: Job design approach is one of the significant concepts in ergonomics Experts believe that integration of macro ergonomics and job design can lead to improved productivity in the organizations. Therefore, this study examined the relationships between job design, performance and job satisfaction. .Methods and Materials: This cross - sectional study was done in 11 branches of one of the bank in Hamadan. Job Design Questionnaire, Job Satisfaction Questionnaires and Bank Performance Indicator were used in order to collect data. spearman correlation coefficient was used for determining the correlation between each two variables. .Results: This study showed that the motivational approach was the minimum approach (3.8%, and the mechanical approach, was the dominant approach (74.7% in the study branches and the majority of branches had an average level of job satisfaction. Moreover, there was a significant positive correlation between job design (motivational and cognitive approaches and job satisfaction. In addition, the results showed that between job design (Motivational approach and satisfaction were significantly correlated with performance, (p = 0.05. .Conclusion: Regarding the role of job design in job satisfaction and employees, performance, it can be stated that job redesign towards a motivational approach and considering the principles of ergonomics in the workplace, can play an important role in efficiency and productivity of an organization.

  16. Demand controlled ventilation in a bathroom

    DEFF Research Database (Denmark)

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

    2008-01-01

    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...... of the DCV system was slightly improved in the case with the sealed shower cubicle compared to the unsealed cubicle. The study indicated that indoor climate and energy optimizations of DCV systems should not be limited to considerations of the control system, but should also include considerations......In residential buildings moisture is a dominant pollution source removed by the ventilation system. The Danish building code requires a minimum air change rate of 0.5h-1 in residential buildings to avoid moisture related problems. However a constant ventilation rate results in unnecessary energy...

  17. 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.

  18. 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....

  19. Downsizing, job insecurity and firm reputation

    OpenAIRE

    Jeon, Doh-Shin; Shapiro, Joel

    2004-01-01

    This paper studies how firms make layoff decisions in the presence of adverse shocks. In this uncertain environment, workers' expectations about their job security affect their on-the-job performance. This productivity effect of job insecurity forces firms to strike a balance between laying off redundant workers and maintaining survivors' commitment when deciding on the amount and timing of downsizing. This framework offers an explanation of conservative employment practices (such as zero or ...

  20. 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...

  1. Select21 Soldier Job Performance Measurement Tools

    Science.gov (United States)

    2005-08-01

    with 18 to 36 months time in service and, at the same time, assess the Soldiers’ job performance by using specially designed indicators, called...criterion measures. This report describes the criterion measures that will be used to measure the job performance and organizational "fit" of Soldiers...tests to determine how well the pre-enlistment tests might forecast future job performance . The main purpose of this report is to acquaint Army readers

  2. 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

  3. 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.

  4. A Study on Job Satisfaction as a Determinant of Job Motivation

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2016-06-01

    Full Text Available Despite significant increase of interest in job motivation among the global organizations, the role of an administrator is still unclear. The main objective of this study is to investigate the relationship between job satisfaction (i.e., intrinsic satisfaction and extrinsic satisfaction and job motivation. A survey method was used to collect self-report survey of employees in Malaysian Fire and Rescue Department. The SmartPLS path model analysis revealed three key findings: first, job satisfaction is significantly correlated with job motivation. Second, intrinsic satisfaction is significantly correlated with job motivation. Third, extrinsic satisfaction is significantly correlated with job motivation. These findings demonstrate that the ability of administrators to provide adequate intrinsic satisfaction and extrinsic satisfaction may lead to greater employees‟ job motivation. In addition, discussion, implications and conclusion are also presented.

  5. 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

    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....... 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.......g. enterprising jobs) where they have the opportunity to exercise interpersonal influence, and where that interpersonal influence is directly related to their performace. Originality/value - This paper makes several contributions to theory and practice in vocational achievement and political skill. Perhaps, most...

  6. 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.

  7. Association among Work-Related Musculoskeletal Disorders, Job Stress, and Job Attitude of Occupational Therapists.

    Science.gov (United States)

    Park, Jin-Hyuck; Park, Ji-Hyuk

    2017-01-01

    This study was conducted to investigate the associations among work-related musculoskeletal disorders (WMSDs), job stress, and job attitude of occupational therapists in South Korea. Self-reporting questionnaires were distributed to 150 occupational therapists. Of the 128 occupational therapists who responded, 110 (85.9%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the low back (26.8%), and the most reported number of body site affected by WMSDs was one (53.9%). As a result, there were significant differences in job stress and job attitude depending on the age, work experience, working hour, presence or absence of WMSDs, and number of site of pain. Factors influencing job attitude included job stress, the presence or absence of WMSDs and duration of pain. The results showed that the occurrence of WMSDs in occupational therapists was associated with increased job stress and negative job attitude.

  8. 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.

  9. 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.

  10. The relationship between neuroticism and job satisfaction

    Directory of Open Access Journals (Sweden)

    Numanović 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 and Method: 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 satisfaction s, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  11. 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.

  12. Job Guarantee: a Structuralist Perspective

    OpenAIRE

    Antoine Godin

    2014-01-01

    This paper aims at formalising and assessing the validity of the critiques of the Job Guarantee (JG) policy proposed by Minsky (1965). In order to do so, we develop a multisectoral Post-Keynesian Stock-Flow Consistent (PK-SFC) model. Our paper is a step, following Missaglia (2011), towards the creation of a structuralist/ SFC model. We introduce several new features in an PK-SFC model: (i) a more disaggregated households sector than usual, (ii) three production sectors and the possibility of ...

  13. 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...

  14. 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,...

  15. [Job Satisfaction: a quality indicator in nursing human resource management].

    Science.gov (United States)

    Siqueira, Vera Thânia Alves; Kurcgant, Paulina

    2012-02-01

    This descriptive study addresses the job satisfaction of nurse managers and clinical nurses working at the Hematology and Hemotherapy Services of a public hospital in São Paulo. The study objectives were to identify the factors that caused job satisfaction among nurse managers and clinical nurses, and support the results in the development of indicators to evaluate the quality of nursing human resource management. The components of the study were: autonomy, interaction, professional status, job requirements, organizational norms and remuneration. Participants were 44 nurses. Data were collected using a Job Satisfaction Index (JSI) questionnaire. In conclusion, this study permitted the identification of the clinical nurse group, which was the most satisfied, with a JSI of 10.5; the managerial group scored 10.0. Regarding the satisfaction levels in regards to the current activity, 88.9% of the nurse managers reported feeling satisfied, as did 90.9% of clinical nurses. For both groups, autonomy was the component with the highest level of professional satisfaction.

  16. Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

    NARCIS (Netherlands)

    De Beer, L.T. (Leon T.); M. Tims (Maria); A.B. Bakker (Arnold)

    2016-01-01

    textabstractThe purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional surv

  17. 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

  18. The effect of English job titles in job advertisements on Dutch respondents

    NARCIS (Netherlands)

    Meurs, F. van; Korzilius, H.P.L.M.; Planken, B.C.; Fairley, S.

    2007-01-01

    This paper reports on a study that tested the effect on Dutch respondents of using English in job titles. One half of the respondents evaluated five English job titles, and the other half evaluated the equivalent Dutch job titles. The results of the experiment support claims about the effect of Engl

  19. 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.

  20. 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…

  1. The Dynamics of Job Creation and Job Destruction: Is Sub-Saharan Africa Different?

    NARCIS (Netherlands)

    A.S. Bedi (Arjun Singh); A. Shiferaw (Admasu)

    2009-01-01

    textabstractThe Dynamics of Job Creation and Job Destruction: Is Sub-Saharan Africa Different? This paper analyzes the creation, destruction and reallocation of jobs in order to understand the micro-dynamics of aggregate employment change in African manufacturing. The nature and magnitude of gross j

  2. 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

  3. 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…

  4. 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…

  5. Job satisfaction, stress and burnout associated with haemodialysis nursing: a review of literature.

    Science.gov (United States)

    Hayes, Bronwyn; Bonnet, Ann

    2010-12-01

    Job dissatisfaction, stress and burnout are linked to high rates of nurses leaving the profession, poor morale and poor patient outcomes. Haemodialysis (HD) nursing is uniquely characterised by the intense-prolonged interaction with patients who require complex technological care. A review of nine papers found that factors affecting job satisfaction were aspects of nursing care, organisational factors and length of time that a nurse has been working in nephrology nursing. Factors affecting job stress and burnout were due to interpersonal relationships with physicians, patient care activities, violence and abuse from patients, organisational factors and a lack of access to ongoing education.

  6. Reciprocal Relations among Job Demands, Job Control, and Social Support Are Moderated by Neuroticism: A Cross-Lagged Analysis

    Science.gov (United States)

    Cieslak, Roman; Knoll, Nina; Luszczynska, Aleksandra

    2007-01-01

    This study investigated whether neuroticism moderates the relations among social support (from coworkers and supervisors) and work strain characteristics (i.e. job demands and job control). A full cross-lagged panel analysis was used to test whether social support predicts job demands and control or whether job demands and job control predict…

  7. Job Satisfaction, Disgruntlement and Insider Risk

    Energy Technology Data Exchange (ETDEWEB)

    Eisele, Gerhard R [ORNL; Coates, Cameron W [ORNL

    2010-01-01

    The prediction of future events and trends was the purview of fortune tellers and science writers; however futuristic studies are now an acceptable form of sociological research including workplace dynamics. The nuclear industry is also affected by workplace trends which currently indicate that there will be fewer jobs and individuals who are employed will be required to have greater technical skills. This reshaping of the workforce is partially due to an aging workforce and diversity within the work environment. The reshaping brings with it the need for greater productivity and employee expectations for increased pay and/or benefits. If employee satisfaction is not realized there is a real possibility of disgruntled employees who then become a potential insider risk to the organization. Typically this is an individual who has been employed for several years, becomes dissatisfied with the job, or some other aspect of their life. If the dissatisfaction is directly related to work the individual may retaliate in a destructive manner. Perceived inequities are a major factor and directly related to situational pressures, opportunity, and personal integrity. It is known that the greatest losses within an organization are attributed to employees working alone or in a conspiracy with fellow employees who engage in theft and other fraudulent activities. In the nuclear industry this threat is intensified by the nature of the work, the materials employees come in contact with and the potential of an occurrence that could adversely affect a large geographic region and/or the security of a country. The paper will address motivating factors, recommendations, and include a profile discussion of a possible disgruntled employee.

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

    Directory of Open Access Journals (Sweden)

    Turiman Suandi

    2014-01-01

    Full Text Available This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN officers . The focus of the research is to determeane the job performance of state education department officers, level of job stress among the officers, level of connection between organizational climate with job stress of State Education Department officers, looking at the difference in level of performance according to demographic factors and looking at the influence of organizational climate and job stress towards job performance . Research findings pertaining level of job performance showed that 75.8% of the respondents are at a high level, 23.7% respondents are at a moderate level while 0.5% respondents are at a low level. For organizational climate, findings show that 79.0% respondents are in the moderate level, 1.6 % respondents are at a highlevel and 19.4% respondents are at a low level. Findings on overall level of job stress found that as many as 92.5% respondents are at a normal job stress. Only about 7.5% respondents are at a moderate level of job stress. There is not even one respondent who are facing a high level of job stress.  In terms of the relationship between independent variables (organizational climate, job stress and dependent variable (job performance, the research findings show that there is a moderate level of positive relationship which is quite significant between organizational climate and job performance of the State Education Department officers at α = 0.01 (p < 0.01; r = 0.396.

  9. 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…

  10. Approving job profiles for curriculum profiles in health care programs : a study on process and product quality

    NARCIS (Netherlands)

    Mulder, Martin; Engels, Otto

    1992-01-01

    A study evaluated the approach used for validation of job profiles for curriculum development in three health care programs in the Netherlands: dietetics, podotherapy, and activity therapy. It also evaluated the quality of these job profiles and the relation between process and product quality. The

  11. The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance: A Curvilinear Assessment

    Science.gov (United States)

    Zhang, Xiaomeng; Bartol, Kathryn M.

    2010-01-01

    Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees…

  12. Job Performance, Job Satisfaction and Human Capital in the Labour Market in Bosnia

    Directory of Open Access Journals (Sweden)

    Erkan Ilgün

    2013-01-01

    Full Text Available The paper analyses the effect of job performance, job satisfaction and humancapital. It shows that together with monetary factors, such factors as theperception of the social importance of the job, the ability to meet good friendsin the team, and the atmosphere within which the respondents work, may alsohave a high level of impact on labour supply through human capital. The paperdemonstrates the power of non-monetary factors in achieving improvementsin the context of the ‘job performance-job satisfaction-human capital’ chain,thus bringing about positive changes in labour market supply in Bosnia.

  13. Statistical Design, Models and Analysis for the Job Change Framework.

    Science.gov (United States)

    Gleser, Leon Jay

    1990-01-01

    Proposes statistical methodology for testing Loughead and Black's "job change thermostat." Discusses choice of target population; relationship between job satisfaction and values, perceptions, and opportunities; and determinants of job change. (SK)

  14. Job Satisfaction among Women in Advertising.

    Science.gov (United States)

    Pokrywczynski, James V.; Crowley, John H.

    A study examined job satisfaction among women in advertising. Subjects were 48 female respondents from a mail survey of membership of a Midwest advertising club. Two types of job satisfaction measures were used: items from the Minnesota Satisfaction Questionnaire and the action tendency scales developed by E. Locke. The results showed a high level…

  15. Labour market transitions and job satisfaction

    NARCIS (Netherlands)

    G.E. Bijwaard (Govert); A. van Dijk (Bram); J. de Koning (Jaap)

    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 w

  16. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available 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 specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  17. Unit 2: Application Letters & The Job Interview

    OpenAIRE

    Aleson Carbonell, Marian

    2007-01-01

    Unit 2a_ Letters of Application and the CV: Reading the employment section. Unit 2b_Letters of Application and the CV:Writing Letters and the Job Hunting Process. Unit 2c_ Letters of Application and the CV: The Job Interview.

  18. Charter Schools and the Teacher Job Search

    Science.gov (United States)

    Cannata, Marisa

    2011-01-01

    This article examines the position of charter schools in prospective elementary teachers' job search decisions. Using a labor market segmentation framework, it explores teacher applicants' decisions to apply to charter schools. The data come from a mixed-methods longitudinal study of prospective teachers looking for their first job. This article…

  19. A Marketing Manual for Job Developers.

    Science.gov (United States)

    Serapio, Manuel G., Jr.

    This manual is intended for job developers and people working in educational, vocational, and training organizations with responsibilities for job development and placement. It is designed to help them perform their responsibilities more effectively by making them more responsive to market needs and more efficient in executing their…

  20. Adaptation of Jobs for the Disabled.

    Science.gov (United States)

    International Labour Office, Geneva (Switzerland).

    The handbook provides an illustrated guide to ways of improving useful employment of the disabled by adapting jobs. How to increase employment opportunities by making simple adjustments (adaption or redesign of tools, machines, work places) is demonstrated. The nature of occupational handicap is discussed, stressing the importance of job and…

  1. Job demands, health perception and sickness absence

    NARCIS (Netherlands)

    Roelen, C.A.; Koopmans, P.C.; de Graaf, J.H.; van Zandbergen, J.W.; Groothoff, J.W.

    2007-01-01

    Background Investigation of the relations between job demands, health and sickness absence is required to design a strategy for the prevention of absence and disability. Aim To study the relationships between (physical and psychological) job demands, health perception and sickness absence. Methods P

  2. Using Expert System Job Aids: A Primer.

    Science.gov (United States)

    Carr, Clay

    1989-01-01

    Explains how current commercial expert system technology can be used to create useful job aids. Expert systems are defined, situations in which an expert system job aid will be most effective are described, expert system shells are discussed, and three commercial expert system products are described. (LRW)

  3. Job stress in the nursing profession

    NARCIS (Netherlands)

    Gelsema, Tanya Irene

    2007-01-01

    The central issue in this thesis is the work related causes and consequences of job stress among nurses. The relationships between a wide range of work characteristics and characteristics of the organization and environment on the one hand, and different outcomes (such as job satisfaction and emotio

  4. Teacher Work Redesign and Job Satisfaction.

    Science.gov (United States)

    Conley, Sharon; Levinson, Ralph

    1993-01-01

    Uses data from a state-sponsored career ladder program to examine the interrelationships between work redesign, work rewards, values, and job satisfaction. Shows that participation in work redesign is associated with job satisfaction among more experienced teachers, but not among their less experienced counterparts. Extrinsic rewards (higher…

  5. Job Satisfaction of High School Journalism Educators.

    Science.gov (United States)

    Dvorak, Jack; Phillips, Kay D.

    Four research questions are posed to explore the job satisfaction of high school journalism educators. A national random sample of 669 respondents shows that journalism educators are generally satisfied with their jobs--more so than teachers in other disciplines. Multiple regression analysis using Herzberg's motivation-hygiene theory as a…

  6. Job Candidates' Views of Site Visits.

    Science.gov (United States)

    Fink, Laurence S.; And Others

    1994-01-01

    Followed 62 Master of Business Administration students through job search involving 97 site visits to determine whether site visits changed perceptions of visited companies, attitudes toward those firms, and intentions to accept job offers. Findings suggest that organizations can improve recruitment success by paying attention to how site visits…

  7. The Multivariate Nature of Professional Job Satisfaction.

    Science.gov (United States)

    Wood, Donald A.; LeBold, William K.

    Discussed are two theories of professional job satisfaction--(1) unidimensional and (2) multidimensional with special reference to Herzberg's two factor theory. A national sample of over 3,000 engineering graduates responded to a questionnaire and satisfaction index. Analysis of results revealed that job satisfaction is multidimensional. Job…

  8. Job Design for Learning in Work Groups

    Science.gov (United States)

    Lantz, Annika; Brav, Agneta

    2007-01-01

    Purpose--What is required of job design and production planning, if they are to result in a work group taking a self-starting approach and going beyond what is formally required of it? This paper aims to contribute to group research by testing a theoretical model of relations between job design on the one hand (captured as completeness, demand on…

  9. Overtime work, dual job holding, and taxation

    DEFF Research Database (Denmark)

    Frederiksen, Anders; Graversen, Ebbe Krogh; Smith, Nina

    2008-01-01

    Labor supply data seldom include detailed information on hours and wages in secondary job or overtime work. Based on survey information on hours and wages in overtime work and second job which is merged to administrative register information on income taxes and deductions we estimate a ‘‘Hausman...

  10. Job Design for Special Education Teachers

    Science.gov (United States)

    Major, Amanda E.

    2012-01-01

    Special education teachers, especially those that teach students with behavioral/emotional challenges, have high attrition rates stemming from stress, job dissatisfaction, and low motivation. The external factors in the school setting and job contribute to special education teachers' attrition and disengagement. A relationship between motivation…

  11. Use Stress to Improve Your Job Performance.

    Science.gov (United States)

    Saville, Anthony; Kavina, George

    1982-01-01

    On-the-job stress can be constructive (eustress) or destructive (distress). A survey of 276 school superintendents in 13 western states identified their 10 most distressful situations, the frequency of job-related illnesses, their habits and personality types, and their methods of coping with stress. (RW)

  12. Unions and Job Satisfaction: An Alternative View.

    Science.gov (United States)

    Pfeffer, Jeffrey; Davis-Blake, Alison

    1990-01-01

    The dominant theoretical perspective suggests that unions reduce job satisfaction by making workers more critical of the workplace and more willing to complain. However, unions reduce wage inequality and increase worker control and commitment. A survey of 978 workers shows that unionization has a positive effect on job satisfaction. (JOW)

  13. Which work factors determine job satisfaction?

    NARCIS (Netherlands)

    Roelen, C. A. M.; Koopmans, P. C.; Groothoff, J. W.

    2008-01-01

    Background: Job satisfaction is associated with mental health. Employees could be counselled on how they feel about their work. If specific aspects of their job are causing particular dissatisfaction, they could be assisted to appropriately change these aspects. Objective: There is no 'gold standard

  14. Predictors of Instrumental Music Teacher Job Satisfaction

    Science.gov (United States)

    Bryant, Robert Louis, III

    2012-01-01

    Previous research studies related to teacher quality have found that teacher attrition rates are at an all-time high. Although much research has been conducted in the area of job satisfaction within the general teaching population, few studies of job satisfaction exist for instrumental music teachers. The purpose of this correlational study was to…

  15. 5 CFR 330.206 - Job consideration.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Job consideration. 330.206 Section 330..., SELECTION, AND PLACEMENT (GENERAL) Reemployment Priority List (RPL) § 330.206 Job consideration. (a)(1) An eligible employee under § 330.203 is entitled to consideration for positions in the commuting area...

  16. Job access, workplace mobility, and occupational achievement

    NARCIS (Netherlands)

    Ham, M. van

    2002-01-01

    Are career opportunities influenced by the place where you live? Does it help your career if you accept a job at a longer distance? What is the best place to live if you want to combine maximum career opportunities with a minimum of commuting and migration costs? Job access, workplace mobility, and

  17. LIPID PEROXIDATION AND JOB STRESS IN DENTAL HEALTHCARE WORKERS

    Directory of Open Access Journals (Sweden)

    S. V. Melnikova

    2014-04-01

    Full Text Available This study devoted to the lipid peroxidation indices in dentists target group as a marker of psycho-emotional state. We revealed increase in the level of TBA-active products in female and male dentists during job stress. There was strong decrease in level of TBA-active products in control group of dentist that study during the lectures. Activation of lipid peroxidation in dentists during dentist examination can be considered as non-specific component of reactions towards the stressors of professional activities. We also revealed that the initial level of TBA-active products in female and male dentists before the outpatient dental reception was higher than that of dentists that study before lectures. This is indicates the mobilization of sympathetic nervous system before beginning of the working day. The contents of the level of TBA-active products in the oral fluid of female and male dentists after dental examination significantly increased, whereas these indices decreased in the group of dentists that study after the lectures. The increasing of TBA-active products in dentists after outpatient dental reception was by 42.5 % and 77 % higher compared with a group of dentists that study in the lecture classes. The results of correlation analysis suggest the influence of lipid peroxidation processes on the cardiovascular and blood system of dentists during job stress. Activation of lipid peroxidation in dentists during dental examination can be considered as non-specific component of the body's response to stressors influence in professional activities. Key words: dentists, activation of lipid peroxidation, psychoemotional stress, job stress.

  18. The influence of leadership communication on school teachers’ job satisfaction

    OpenAIRE

    Sergiu Sanduleac; Tatiana Căpățînă

    2016-01-01

    Education is at the corn stone of our social existence. Daily we are facing the fact that there is a strong correlation between a good leader within a school and the influence he or she spreads on the school teachers in their day by day activity. What does it really mean to be an effective leader, how to improve communication skills, what is actually job satisfaction and how it can be achieved? These are the concepts explored thoroughly within this article.

  19. (Re)Constructing Career Strategies After Experiencing Involuntary Job Loss

    OpenAIRE

    Mulhall, Sue

    2014-01-01

    This research article focuses on experiences of involuntary job loss following organisational change as occasions for career (re)construction. Using narrative inquiry, it explores the career stories of four former professionals on an Irish active labour market programme assisting the long-term unemployed to transition to employment. The article portrays how, and in what ways, the participants respond when confronted with transformation. Offering an empirically grounded understanding of the ch...

  20. Industrial restructuring: does it have to be "jobs vs. trees"?

    OpenAIRE

    Simonis, Udo E.

    1993-01-01

    Too often, debate between environmentalists and economists has quickly descended to an unseemly hassle over "jobs vs. trees", with neither party doing much to advance their cause. Clearly a sustainable society will have to be one whose factories minimize waste and otherwise be more ecologically kind. But this does not mean a nation's economic activities must go into reverse, as Udo Simonis demonstrates in the following article. His study of 32 industrialized countries shows that ...

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

    Directory of Open Access Journals (Sweden)

    Rubina Hanif

    2011-12-01

    Full Text Available The present study was conducted to find out role of personal and job related variables in teacher stress and job performance of school teachers. Furthermore, levels and sources of stress and their relationship with job performance among teachers were also explored. The measures used in this study were indigenously developed i.e., Teacher Stress Inventory (TSI-Urdu, Teachers Job Performance Scale and personal and job related Information sheet. Two independent samples were selected from Government and Private Schools of Islamabad (Pakistan. Sample I was comprised of 400 teachers (men and women from Primary and secondary schools. For the evaluation of teachers’ job performance another sample of 1200 students from the classes of teachers of sample I was selected. Three students were randomly selected from each teacher’s class. The students were requested to evaluate their respective teachers’ job performance. The findings revealed that negative significant relationship exists between teachers stress and job performance. The step-wise regression analysis revealed school system, gender, job experience, number of family members, and number of students as significant predictors of teacher stress and gender, school system, family members, job experience and age as significant predictors of teachers’ job performance.

  2. Job crafting: De psychologie van een baan op maat. Inleiding op het themanummer (Job crafting: The psychology of customizing jobs. Introduction to the special issue)

    NARCIS (Netherlands)

    Dorenbosch, L.; Bakker, A.B.; Demerouti, E.; Dam, K. van

    2013-01-01

    This special issue pays attention to a relatively new research topic in work and organizational psychology: job crafting. Job crafting refers to the modifications employees apply to their jobs in order to better fit this job to their needs and abilities. In this introductory article, we first explai

  3. Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

    Science.gov (United States)

    Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

    2014-01-01

    We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

  4. Job strain and the risk of stroke

    DEFF Research Database (Denmark)

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

    2015-01-01

    BACKGROUND AND PURPOSE: Psychosocial stress at work has been proposed to be a risk factor for cardiovascular disease. However, its role as a risk factor for stroke is uncertain. METHODS: We conducted an individual-participant-data meta-analysis of 196 380 males and females from 14 European cohort...... studies to investigate the association between job strain, a measure of work-related stress, and incident stroke. RESULTS: In 1.8 million person-years at risk (mean follow-up 9.2 years), 2023 first-time stroke events were recorded. The age- and sex-adjusted hazard ratio for job strain relative to no job....... CONCLUSION: Job strain may be associated with an increased risk of ischemic stroke, but further research is needed to determine whether interventions targeting job strain would reduce stroke risk beyond existing preventive strategies....

  5. Relation between job strain and myocardial infarction

    DEFF Research Database (Denmark)

    Netterstrøm, B; Nielsen, F E; Kristensen, T S;

    1999-01-01

    to hospital who were residents of the same county were used. Both groups were interviewed with an extensive questionnaire on job related conditions. Several indices on job related psychosocial factors were established in accordance with Karasek's job strain model as well as the extension of the model......OBJECTIVES: To study the influence of different job related and socioeconomic factors for development of myocardial infarction (MI). METHOD: The study was a case-control study of 76 male wage earners who had been admitted to hospital with MI. As a control group 176 male wage earners not admitted......, the isostrain model. RESULTS: The most significant findings were consistent with Karasek's job strain model in that mean with a high degree of demand combined with a low degree of control at work had a significantly increased odds ratio (OR) 95% confidence interval (95% CI) of 2.1 (1.2 to 3.8) for MI after...

  6. Entrepreneurship, job creation and wage growth

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    2011-01-01

      This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...... 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...

  7. Do immigrants work in riskier jobs?

    Science.gov (United States)

    Orrenius, Pia M; Zavodny, Madeline

    2009-08-01

    Recent media and government reports suggest that immigrants are more likely to hold jobs with poor working conditions than U.S.-born workers, perhaps because immigrants work in jobs that "natives don't want." Despite this widespread view, earlier studies have not found immigrants to be in riskier jobs than natives. This study combines individual-level data from the 2003-2005 American Community Survey with Bureau of Labor Statistics data on work-related injuries and fatalities to take afresh look at whether foreign-born workers are employed in more dangerous jobs. The results indicate that immigrants are in fact more likely to work in risky jobs than U.S.-born workers, partly due to differences in average characteristics, such as immigrants' lower English-language ability and educational attainment.

  8. Dynamic Scheduling of Flexible Job Shops

    Institute of Scientific and Technical Information of China (English)

    SHAHID Ikramullah Butt; SUN Hou-fang

    2007-01-01

    Aim of this research is to minimize makespan in the flexible job shop environment by the use of genetic algorithms and scheduling rules.Software is developed using genetic algorithms and scheduling rules based on certain constraints such as non-preemption of jobs,recirculation,set up times,non-breakdown of machines etc.Purpose of the software is to develop a schedule for flexible job shop environment,which is a special case of job shop scheduling problem.Scheduling algorithm used in the software is verified and tested by using MT10 as benchmark problem,presented in the flexible job shop environment at the end.LEKIN(R) software results are also compared with results of the developed software by the use of MT10 benchmark problem to show that the latter is a practical software and can be used successfully at BIT Training Workshop.

  9. Entrepreneurship, Job Creation and Wage Growth

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    2011-01-01

    This paper analyses the importance of entrepreneurs in terms of job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments......—subsets which allow us to more precisely capture the “truly new” or “entrepreneurial” establishments than has been possible 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...

  10. Entrepreneurship, Job Creation, and Wage Growth

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...... 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...

  11. Job Satisfaction among Turkish Business Aviation Technicians

    Directory of Open Access Journals (Sweden)

    Tevfik Uyar

    2013-09-01

    Full Text Available The most applicable models in safety management put the human factors, employers’ attitudes and behaviors at the center. This study reports an investigation of job satisfaction among business aviation technicians. A demographic information form and Job Satisfaction Survey (JSS were used to collect data from 44 individuals. Data was analyzed using ANOVA and Student’s t-test. Our results show that there is significant difference in total job satisfaction levels with regard to marital status while other personal factors are not related to the total job satisfaction levels. However several sub dimensions of job satisfaction are affected by the workers’ military or civilian origin, their training background, types of companies they work in or their license category. No difference is found in age and position groups. Secondly, study shows that technicians are the most satisfied from the nature of their work, while they are the least satisfied by operational procedures.

  12. The relationship between employee job change and job satisfaction: the honeymoon-hangover effect.

    Science.gov (United States)

    Boswell, Wendy R; Boudreau, John W; Tichy, Jan

    2005-09-01

    Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect.

  13. Classic or Modern? Enhancement of Job Satisfaction Scale for Green Job Workers

    Directory of Open Access Journals (Sweden)

    Oguz Basol

    2016-06-01

    Full Text Available Green jobs, in environmental and eco-friendly sectors, are defined as jobs where decent work conditions are presented. The green jobs, significantly increasing all over the world, support the protection of natural resources and also provide high quality work life for workers. The goal of this research is to improve the job satisfaction scale for green job workers by using the Structural Equation Model with model development strategy. Within this research SPSS 21 has been used for internal consistency rate and exploratory factor analysis and smartPLS 2.0 has been used for Structural Equation Model. Analysis results show that contingent reward, supervision, co-workers and communication effect job satisfaction of green job workers.

  14. Searching for an Academic Librarian Job: Techniques to Maximize Success

    OpenAIRE

    Angela R. Davis

    2015-01-01

    Job-hunting can be a confusing process for new librarians searching for their first professional position. Much of the literature available to potential job seekers focuses on general interview etiquette. This article provides advice to expedite the job hunt for academic library positions. The author draws upon personal experience to provide tips for an effective job hunt. These include how to prepare for a job search, locate job announcements, prepare application materials, typical interview...

  15. ROLE OF WORK-FAMILY ENRICHMENT IN IMPROVING JOB SATISFACTION

    OpenAIRE

    Ng Swee Fung; Aminah Ahmad; Zoharah Omar

    2014-01-01

    The role of work-family enrichment in improving job satisfaction has been given little attention. In this study a mediation model was tested which includes work-family enrichment as the mediator, job characteristics (job autonomy and job involvement) as antecedent factors and job satisfaction as the outcome. Data were gathered from 280 public secondary school teachers in Malaysia using self-administered questionnaires. Work-family enrichment partially mediated the relationships between job ch...

  16. Gender differences in job separation rates and employment stability

    DEFF Research Database (Denmark)

    Frederiksen, Anders

    2008-01-01

    I analyze the job separation process to learn about gender differences in job separation rates and employment stability. An essential finding is that employer-employee data are required to identify gender differences in job separation probabilities because of labor market segregation. Failure...... workplaces. Finally, women's employment stability is relatively low because they are more likely to move from a job and into unemployment or out of the labor force, and less likely to make job-to-job transitions....

  17. Academic Work, Working Conditions and Job Satisfaction (CPP RPS 48/2013)

    OpenAIRE

    2013-01-01

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

  18. Work-to-Family Enrichment and Conflict Profiles: Job Characteristics and Employees' Well-Being.

    Science.gov (United States)

    Carvalho, Vânia Sofia; Chambel, Maria José

    2016-10-03

    This article aims to analyze work-to-family conflict (WFC) and enrichment (WFE) profiles related to job characteristics and well-being at work and general well-being. A cross-sectional survey data of 1885 employees was analyzed. The Latent Profile Analysis revealed that the five-profile solution exhibited strong statistical significance (p > .001). ANCOVAs were performed to analyze the relationship of the identified profiles with job characteristics and well-being. Employees in the Beneficial profile had the best perception of job characteristics (lowest demands and the highest control and support) and the highest well-being, and those in the Harmful profile had the lowest job characteristics perceptions and the lowest well-being. Through a comparison of the Moderate Active profile and the Moderate Harmful profile, WFE was found to buffer the effects of the WFC on well-being at work (burnout; engagement) and on general well-being (i.e., health perceptions). The promotion of WFE through higher job autonomy, job support, and fewer demands is a crucial aspect to consider. This study helps to consolidate the work-family balance typology and its effects on employees' well-being, and broadens this framework to consider job characteristics.

  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

    Directory of Open Access Journals (Sweden)

    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. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors

    Directory of Open Access Journals (Sweden)

    CL Bester

    2006-09-01

    Full Text Available In order to contribute to higher levels of job satisfaction, job involvement , and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual’s set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one’s occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5% responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy

  1. ROLE OF WORK-FAMILY ENRICHMENT IN IMPROVING JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    Ng Swee Fung

    2014-01-01

    Full Text Available The role of work-family enrichment in improving job satisfaction has been given little attention. In this study a mediation model was tested which includes work-family enrichment as the mediator, job characteristics (job autonomy and job involvement as antecedent factors and job satisfaction as the outcome. Data were gathered from 280 public secondary school teachers in Malaysia using self-administered questionnaires. Work-family enrichment partially mediated the relationships between job characteristics and job satisfaction. The results contribute towards understanding how work-family enrichment could help improve job satisfaction.

  2. Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator

    OpenAIRE

    Dragan Mijakoski; Jovanka Karadzinska-Bislimovska; Vera Basarovska; Jordan Minov; Sasho Stoleski; Nada Angeleska; Aneta Atanasovska

    2015-01-01

    BACKGROUND: Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. AIM: To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scal...

  3. Job-loss and morbidity: the influence of job-tenure and previous work history.

    Science.gov (United States)

    Beale, N; Nethercott, S

    1986-12-01

    As part of a longitudinal study on the consequences of job-loss on health the modifying influence of job-tenure on a group of factory workers made redundant when a meat products factory closed was examined. The older workers, both men and women, were divided into two groups which were comparable in all respects except for job-tenure. Statistically significant differences in morbidity were found when comparing the two groups of male employees and their families.However, the men with longer job-tenure (mean 30 years) had, with few exceptions, served the company since leaving school. All of the other men (mean job-tenure 11 years) had previously worked elsewhere or been unemployed. The uptake of medical services before and after factory closure was therefore compared in two groups of workers and their families. One group who had previous experience of the job market showed a significant rise in morbidity only during the unsettling three years before factory closure. The other group, whose working lives had been spent wholly with the company, showed only a slight anticipatory effect but then demonstrated statistically significant increases in consultation rates after job-loss. Three years later they still showed no signs of adapting to their situation.The results suggest that previous experience of having no job or of having to change jobs may be just as influential as job tenure on the outcome of health before and after compulsory redundancy.

  4. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

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

    Directory of Open Access Journals (Sweden)

    P Jacobs

    2010-12-01

    Full Text Available 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 workers considered their job as being “highly stressful.” Workers who were male, did not consider their job a career or who were highly satisfied with their jobs were significantly less likely to identify their jobs as “highly stressful.” The probability of describing a job as “highly stressful” significantly increased as workers perceived their actions have an affect on those around them or when their jobs required additional or variable hours.Conclusion: A number of factors are associated with experiencing high work stress including being more engaged with work. This is an important finding for employers, offering insight into where interventions may be targeted.

  6. The job self-efficacy and job involvement of clinical nursing teachers.

    Science.gov (United States)

    Yang, Hui-Ling; Kao, Yu-Hsiu; Huang, Yi-Ching

    2006-09-01

    This paper explored the present status of self-efficacy and job involvement of clinical nursing teachers and investigated the predictive power of teachers' personal background variables on such, as well as the relationship between self-efficacy and job involvement. A total of 419 participants in the survey sample were chosen among clinical nursing teachers at 19 public and private institutes of technology and junior colleges in Taiwan in 2004. The self-developed structural questionnaire was categorized into three sections, including personal background data, job self-efficacy related to the clinical teaching inventory and job involvement related to clinical teaching inventory. Of the total 419 questionnaires distributed for this cross-sectional survey, 266 valid copies were registered, at a recovery rate of 63%. Findings indicated that both the job self-efficacy and job involvement of clinical nursing teachers are at a medium to high level and that significant differences exist in job self-efficacy and job involvement based on differences in age, marital status, teaching seniority, teacher qualifications, and job satisfaction. Second, samples have significantly different performance in self-efficacy due to differences in education level attained and the medical institution to which nursing teachers had been assigned. Self-efficacy and job involvement are significantly positively correlated. These results can serve as a reference for the cultivation of nursing teachers and reform of clinical nursing education in the future.

  7. The term of the job satisfaction: theoretical approaches and consequences in the job performance

    Directory of Open Access Journals (Sweden)

    Tsounis A.

    2016-04-01

    Full Text Available Background: Job satisfaction is one of the most widely researched subjects in Industrial/Organizational Psychology, which is being linked to many different aspects of individual and organizational function. Therefore, a variety of theories have been developed in order to explain it, while emphasis has also been given to its consequences in job performance. Objective: The aim of this study is to outline the main theories associated with explaining job satisfaction, as well as the its' consequences in job performance. Methods: The material of this review is based on the Greek and international literature. Books, articles and studies from libraries were held by hand and online databases and journals were searched with the help of keywords. Results: The most common and prominent theories in this area are separated in two main categories: the ontological approaches that are based in the content and type of human incentives and the mechanistic theories that emphasize on circumstances under which job performance and satisfaction are enhanced. Concerning job performance there is little empirical support for the straight association between job satisfaction and productivity, absence and turnover intention. Conclusions: Although none of the above theoretical frameworks can fully explain a multi-factorial phenomenon such as job satisfaction each one may contribute to its' better understanding. In addition, as far as the association between job satisfaction and different aspects of job performance the mediating role of many variables must be taken into account by the researchers

  8. Hospital RN job satisfaction and nurse unions.

    Science.gov (United States)

    Seago, Jean Ann; Spetz, Joanne; Ash, Michael; Herrera, Carolina-Nicole; Keane, Dennis

    2011-03-01

    The objective of the study was to examine whether unionization is associated with job satisfaction among RNs in the United States using nationally representative surveys of RNs. Factors that predict job satisfaction for RNs in healthcare continue to be of great concern to nurse administrators and managers because job satisfaction remains an important aspect of nurse retention. In addition, the notion of having unions for RNs has also gained prominence on the national stage. The relationship between RN job satisfaction and having an RN union has rarely been studied, but in 2 studies, a paradox was found; hospitals with RN unions had higher job dissatisfaction but greater retention. This study will test the relationship between having an RN union and job satisfaction with data that are both more recent and nationally representative. We analyze the public-use data from the 2004 and 2008 National Sample Surveys of Registered Nurses. In both 2004 and 2008, union representation was negatively associated with job satisfaction, although this relationship was not statistically significant in 2008. Some nurse administrators and executives would not be surprised by this finding. However, although union nurses may express more dissatisfaction, they may also be more vocal and less fearful about voicing concerns. If managers can harness this ability of the nurses to be articulate and outspoken, working with unions and union nurses can be productive and satisfying.

  9. Employees' Political Skill and Job Performance

    DEFF Research Database (Denmark)

    Zettler, Ingo; Lang, Jonas W.B.

    2015-01-01

    During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in thi...... relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships. © 2013 International Association of Applied Psychology.......During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...

  10. Retention of women accountants: The interaction of job demands and job resources

    Directory of Open Access Journals (Sweden)

    Stella Ribeiro

    2016-02-01

    Full Text Available Orientation: Most CEOs in South Africa are chartered accountants (CAs. Retaining women CAs might therefore lead to an increase in women in leadership. The Job Demands-Resources model presents a framework to investigate organisational job-related factors that promote or deter voluntary turnover of women CAs.Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions.Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them.Research design, approach, and method: The study consisted of a sample (n = 851 of women CAs in public practice firms nationally in South Africa. We used structural equation modelling together with moderated regression analysis.Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work–family conflict and turnover intentions; and growth opportunities, on the relationship between job insecurity and turnover intentions.Practical/managerial implications: No job resource measured could buffer the impact of job overload on turnover intentions.Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms (Big Four Accountancy Firms using the JD-R model. Few studies have investigated the buffering

  11. Sexual Minority and Employee Engagement: Implications for Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Myung H. Jin

    2016-04-01

    Full Text Available Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature. Using Kahn’s conceptual foundation of work engagement, this study examines whether high levels of work engagement lead to equally satisfying work experiences for members of the workforce regardless of their sexual orientation. Using the 2012 Federal Employee Viewpoint Survey (FEVS, authors find that while active engagement at work had positive influence on employee job satisfaction regardless of one’s sexual orientation, high level of engagement at work among LGBT employees was less strongly associated with job satisfaction than it was for those non-LGBT employees. Implications are discussed.

  12. Effective Autonomy, Organisational Relationships and Skilled Jobs in Subsidiaries

    DEFF Research Database (Denmark)

    Gammelgaard, Jens; McDonald, Frank; Tüselmann, Heinz

    2011-01-01

    Purpose – The purpose of this paper is to explore how the proportion of skilled jobs in subsidiaries is influenced by resource gaps created by subsidiary development. Design/methodology/approach – This paper develops a range of propositions that connect the constructs of effective autonomy...... proportion of employment in skilled jobs in subsidiaries is most likely in cases where subsidiary entrepreneurship, role specialization, and absorptive capacity are higher. Conversely, the proportion is likely to be lower in cases of increased institutional distance from the parent company. Practical...... implications – The conceptual model can help parent company managers assess the likely effects of developments in effective autonomy and organisational relationships in their subsidiaries. Subsidiary managers can assess the possible impact of such factors as development of entrepreneurial activities...

  13. Integrating job scheduling and constrained network routing

    DEFF Research Database (Denmark)

    Gamst, Mette

    2010-01-01

    This paper examines the NP-hard problem of scheduling jobs on resources such that the overall profit of executed jobs is maximized. Job demand must be sent through a constrained network to the resource before execution can begin. The problem has application in grid computing, where a number...... of geographically distributed resources connected through an optical network work together for solving large problems. A number of heuristics are proposed along with an exact solution approach based on Dantzig-Wolfe decomposition. The latter has some performance difficulties while the heuristics solve all instances...

  14. Life and death of Steve Jobs

    CERN Document Server

    Essany, Michael

    2011-01-01

    It is perhaps no great exaggeration to presume that the number of times the Steve Jobs story has been told is roughly comparable to the number of iPhones that have been sold since the revolutionary Apple smartphone was first introduced in 2007. As history attests, there are few people about whom more books and articles have ever been written. Yet for all the media coverage that Steve Jobs has attracted throughout his storied career, there's a tangible sense among the general public that we never fully knew the real man behind the legend. In The Life & Death Of Steve Jobs: ""One More Thing..

  15. Associating Memory Through Case-Based Immune Mechanisms for Dynamic Job-Shop Scheduling

    Institute of Scientific and Technical Information of China (English)

    尹文君; 刘民; 吴澄

    2004-01-01

    Knowledge plays an active role in job-shop scheduling,especially in dynamic environments.A novel case-based immune framework was developed for static and dynamic job-shop problems,using the associative memory and knowledge reuse from case-based reasoning (CBR) and immune response mechanisms.A 2-level similarity index which combines both job routing and problem solution characteristics based on DNA matching ideas was defined for both the CBR and immune algorithms.A CBR-embedded immune algorithms (CBR-IAs) framework was then developed focusing on case retrieval and adaptation methods.In static environments,the CBR-IAs have excellent population diversity and fast convergence which are necessary for dynamic problems with jobs arriving and leaving continually.The results with dynamic scheduling problems further confirm the CBR-IAs effectiveness as a problem solving method with knowledge reuse.

  16. 24 CFR 585.205 - Eligible activities.

    Science.gov (United States)

    2010-04-01

    ... for basic skills instruction and education, job training and job development, leadership and employment skills development, counseling, referral, and other related support services that will be provided... development training, counseling, and other supportive services and activities for the Youthbuild...

  17. The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

    Science.gov (United States)

    Chung-Yan, Greg A

    2010-07-01

    This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.

  18. Job stress, mentoring, psychological empowerment, and job satisfaction among nursing faculty.

    Science.gov (United States)

    Chung, Catherine E; Kowalski, Susan

    2012-07-01

    The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's job satisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to job satisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated job satisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in job satisfaction for the sample.

  19. Older Adults Looking for a Job through Employment Support System in Tokyo.

    Directory of Open Access Journals (Sweden)

    Ushio Minami

    Full Text Available This study aims to clarify the job seeking process of the elderly people through the local employment support facility known as the Active Senior Employment Support Center (ASESC"AKUTIBU SINIA SHUGYO SIEN SENTAA" in the Tokyo metropolitan area, and evaluate the performance as a complement to the national support systems.We conducted 6 waves of longitudinal mail surveys over 38 weeks to 235 older job seekers (146 males and 89 females, average age 63.7, SD 5.6, who visited two ASESCs for the first time, to clarify their living situation, health condition, and changes in their job seeking process.These older job seekers tended to be at a relatively low education level and on low income, as well as tended to seek jobs for earning living expenses rather than for well-being. Half of them found employment in 35.0 days; however, 23.8% couldn't find any job in 38 weeks, especially those who were younger and with higher education.ASESCs are functioning to assist older job seekers who are mainly seeking jobs for earning living expenses, which can be attained in a short time span and enable them to earn some money. These facilities are expected to be consulting services, not only for employment support but also for general living, because it is important to maintain contact with people who are at risk of social isolation, serious financial difficulty, or suicide. We consider it very helpful to encourage and re-activate these mismatched people, by supporting them to engage in highly contributional services to our society and the next generation, such as providing child-care support or daily life support, the demands for which are rapidly increasing due to recent governmental policies.

  20. Work stressors, Chinese coping strategies, and job performance in Greater China.

    Science.gov (United States)

    Lu, Luo; Kao, Shu-Fang; Siu, Oi-Ling; Lu, Chang-Qin

    2010-08-01

    The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied

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

    OpenAIRE

    Mojtaba Rafiee; Hojat Kazemi; Mustafa Alimiri

    2013-01-01

    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 ga...

  2. Positional influences on job satisfaction and job performance: a multivariate, predictive approach.

    Science.gov (United States)

    Butler, M C; Ehrlich, S B

    1991-12-01

    This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership.

  3. The Design and Implementation of a Job Redesign Intervention

    Science.gov (United States)

    1988-09-01

    was the theory of Job Enrichment developed by Frederick Herzberg . Job enrichment theory holds that jobs should be redesigned to improve the motivators...an OD approach is not a new concept. The design of Jobs has been of concern to managers since 1911, when Frederick Taylor introduced the Scientific

  4. Beyond the Job Ad: Employers and Library Instruction

    Science.gov (United States)

    Hall, Russell A.

    2013-01-01

    Many content analyses of job ads have revealed the skills and experience needed in academic library jobs and show that library instruction is an important job duty. This study moves beyond the content of the job ads and surveys the employers themselves (in the person of the supervisor). The survey revealed that supervisors highly value library…

  5. Job Mobility and Earnings over the Life Cycle.

    Science.gov (United States)

    Borjas, George J.

    1981-01-01

    The prospect of a job change for any reason creates a disincentive for a worker to invest in training that is specific to the current job, and therefore those who change jobs frequently may earn less over their life cycle than those who, other things equal, seldom change jobs. (Author/CT)

  6. Job Search Tips: Resumes, Interviews and More. InfoSeries.

    Science.gov (United States)

    Indiana Career and Postsecondary Advancement Center, Bloomington.

    This document explains how to conduct a successful job search. The following items are included: (1) an outline of a self-assessment process to help jobseekers identify their needs, interests, and skills; (2) a discussion of strategies for locating job openings; (3) information on the job application process (guidelines for applying for jobs in…

  7. Burnout and Job Satisfaction among Student Support Services Personnel.

    Science.gov (United States)

    Brewer, Ernest W.; Clippard, Laura Faye

    2002-01-01

    Measures of burnout and job satisfaction completed by 166 college student support services staff revealed a significant negative relationship between emotional exhaustion and job satisfaction; significant positive relationship between personal accomplishment and job satisfaction; and a significant relationship between job satisfaction and three…

  8. Job-Derived Selection. Preliminary Report. Report No. 2.

    Science.gov (United States)

    DeNisi, Angelo S.; And Others

    The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

  9. Personality, political skill, and job performance

    DEFF Research Database (Denmark)

    Blickle, G.; Meurs, J.A.; Zettler, Ingo

    2008-01-01

    constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction...

  10. USAJOBS Job Opportunity Announcements (JOA) SOAP API

    Data.gov (United States)

    Office of Personnel Management — The purpose of the SOAP based API is to provide the full Federal Job Opportunity Announcement (JOA) content to the consumer. It is anticipated that this API will be...

  11. Management's Ecstasy and Disparity Over Job Enrichment

    Science.gov (United States)

    King, Albert S.

    1976-01-01

    A case study analyzing job enrichment schemes and manager expectations of increased productivity is presented. It was found that it was the managers' expectations of increased productivity, not the reorganization of work, that led to higher productivity. (EC)

  12. Scheduling jobs that arrive over time

    Energy Technology Data Exchange (ETDEWEB)

    Phillips, C. [Sandia National Labs., Albuquerque, NM (United States); Stein, C. [Dartmouth Coll., Hanover, NH (United States); Wein, J. [Polytechnic Univ., Brooklyn, NY (United States). Dept. of Computer Science

    1995-04-06

    A natural and basic problem in scheduling theory is to provide good average quality of service to a stream of jobs that arrive over time. In this paper we consider the problem of scheduling n jobs that are released over time in order to minimize the average completion time of the set of jobs. In contrast to the problem of minimizing average completion time when all jobs are available at time 0, all the problems that we consider are NP-hard, and essentially nothing was known about constructing good approximations in polynomial time. We give the first constant-factor approximation algorithms for several variants of the single and parallel machine model. Many of the algorithms are based on interesting algorithmic and structural relationships between preemptive and nonpreemptive schedules and linear programming relaxations of both. Many of the algorithms generalize to the minimization of average weighted completion time as well.

  13. On-the-Job Foot Health

    Science.gov (United States)

    ... and direct flame PROTECTION: overshoes or boots of fire-resistant materials with wooden soles HAZARD: high voltage ... in the workplace. Only one out of four victims of job- related foot injury wear any type ...

  14. Job Dissatisfaction and Coronary Heart Disease

    Science.gov (United States)

    Friis, Robert

    1976-01-01

    Based on the psychosocial factor that life dissatisfactions may be associated with physical illnesses, this research examines the relationship between job dissatisfaction and its causal link to premature death from heart disease. (Author/RK)

  15. USAJOBS Job Opportunity Announcements (JOA) REST API

    Data.gov (United States)

    Office of Personnel Management — This REST-based API is designed to support lightweight Federal Job Opportunity Announcement (JOA) content consumption by consumers. It is anticipated that this API...

  16. Grid workflow job execution service 'Pilot'

    Science.gov (United States)

    Shamardin, Lev; Kryukov, Alexander; Demichev, Andrey; Ilyin, Vyacheslav

    2011-12-01

    'Pilot' is a grid job execution service for workflow jobs. The main goal for the service is to automate computations with multiple stages since they can be expressed as simple workflows. Each job is a directed acyclic graph of tasks and each task is an execution of something on a grid resource (or 'computing element'). Tasks may be submitted to any WS-GRAM (Globus Toolkit 4) service. The target resources for the tasks execution are selected by the Pilot service from the set of available resources which match the specific requirements from the task and/or job definition. Some simple conditional execution logic is also provided. The 'Pilot' service is built on the REST concepts and provides a simple API through authenticated HTTPS. This service is deployed and used in production in a Russian national grid project GridNNN.

  17. Job performance in the mountain metros

    OpenAIRE

    Mark C. Snead; Kate Watkins

    2012-01-01

    This issue of the Rocky Mountain Economist explores the labor market performance of the mountain state metropolitan areas, including recent industry trends and comparisons to state and national job performance.

  18. Higher Education and the Professional Job Market

    Directory of Open Access Journals (Sweden)

    Alejandro Mungaray Lagarda

    2001-05-01

    Full Text Available The paper deals with the relationship between the professional job market and institutions of higher education, within the framework of socioeconomic globalization and regional decentralization processes. The discussion focuses on how this relationship generates flaws in the market due to the role played by higher education as an intermediary between job applicants and those offering employment and professional opportunities; and due also to the fact that higher education institutions have their own objectives, which differ from those of the market. The article states the need to acknowledge and overcome the limitations which the concentration of income imposes on Latin American students’ access to this educational level and their continuance in it. The paper also stresses the need for a closer connection between academic and job practices through curricular changes and the certification of knowledge that will be useful on the job. This would allow a better correlation with the productive sector, in that it would improve the absorption of graduates.

  19. The jobs behind the science

    CERN Multimedia

    Stefania Pandolfi

    2015-01-01

    The HR Recruitment Unit has launched a series of short videos designed to attract the very best talents that CERN needs to pursue its cutting-edge research. CERN is very well-known for hiring physicists, but engineers, technicians and professionals working in diverse sectors in our 21 Member States are less aware that they too can have a once-in-a-lifetime opportunity to work in this unique place.   (Video: Jules Ordan, Jacques Fichet/CERN.) “The Jobs behind the Science” is the first of a series of videos presented by the Recruitment Unit of the HR Department's Talent Acquisition Group, aiming to promote CERN’s image as an employer of choice for all science, technology, engineering and mathematics (STEM) professions. “Difficulties in recruiting in the STEM market are a Europe-wide problem, and CERN is particularly affected by a common, well-established misconception: that this is a place only for elite physicists and engineers,” exp...

  20. Safety behavior: Job demands, job resources, and perceived management commitment to safety.

    Science.gov (United States)

    Hansez, Isabelle; Chmiel, Nik

    2010-07-01

    The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related "routine" safety violations and "situational" safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and "routine" violations and work engagement with "routine" and "situational" violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes.