The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

Science.gov (United States)

Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

2018-04-01

- Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

Internal Marketing Practices and Job Satisfaction: Evidence from a Nigerian University Setting

OpenAIRE

Olaleke Oluseye Ogunnaike; Omotayo Oyeniyi; Anthonia Adenike Adeniji

2011-01-01

This study investigated internal marketing practices and its relationship with job satisfaction in a Nigerian university environment. Results indicated internal marketing as having resultant effects on three major areas or components; understanding of organizational vision and values, quality delivery of external marketing as well as quality delivery of interactive marketing. It was also established that there was strong and positive relationship between internal marketing and job satisfactio...

Employment relations: A data driven analysis of job markets using online job boards and online professional networks

CSIR Research Space (South Africa)

Marivate, Vukosi N

2017-08-01

Full Text Available Data from online job boards and online professional networks present an opportunity to understand job markets as well as how professionals transition from one job/career to another. We propose a data driven approach to begin to understand a slice...

Progress on mobility and instability of research personnel in Japan: scientometrics on a job-posting database for monitoring the academic job market

Energy Technology Data Exchange (ETDEWEB)

Kawashima, H.; Yamashita, Y.

2016-07-01

This study has two purposes. The first purpose is to extract statistics from a database of jobposting cards, previously little-used as a data source, to assess the academic job market. The second purpose is to connect statistics on the academic job market with monitoring of indicators of policy progress related to the mobility and instability of research personnel. The data source used in this study is a job-posting database named JREC-IN Portal, which is the de facto standard for academic job seeking in Japan. The present results show a growing proportion of fixed-term researchers in the Japanese academic job market and that job information is increasingly diverse. (Author)

Better Jobs for Central American Women: Labour Market Dynamics ...

International Development Research Centre (IDRC) Digital Library (Canada)

More than 60% of women work in such jobs. ... self-employment and to provide technical and marketing skills to potential women entrepreneurs. ... prepare a comparative analysis of labour market dynamics in El Salvador and Nicaragua; ...

The Magic of the New: How Job Changes Affect Job Satisfaction

OpenAIRE

Hetschko, Clemens; Chadi, Adrian

2014-01-01

We investigate a crucial event for job satisfaction: changing the workplace. For representative German panel data, we show that the reason why the previous employment ended is strongly linked to the satisfaction with the new job. When workers initiate a change of employer, they experience relatively high job satisfaction, though only in the short-term. To test causality, we exploit plant closure as exogenous trigger of job switching and find no causal effect of job changes on job satisfaction...

Knowledge and Skill Requirements for Marketing Jobs in the 21st Century

Science.gov (United States)

Schlee, Regina Pefanis; Harich, Katrin R.

2010-01-01

This study examines the skills and conceptual knowledge that employers require for marketing positions at different levels ranging from entry- or lower-level jobs to middle- and senior-level positions. The data for this research are based on a content analysis of 500 marketing jobs posted on Monster.com for Atlanta, Chicago, Los Angeles, New York…

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

Science.gov (United States)

2010-10-01

... assessments, job creation and economic development activities? 287.130 Section 287.130 Public Welfare... creation and economic development activities? (a) A Tribe may conduct job market assessments within its NEW Program. These might include the following: (1) Consultation with the Tribe's economic development staff...

Frequent job change and associated health.

Science.gov (United States)

Metcalfe, Chris; Davey Smith, George; Sterne, Jonathan A C; Heslop, Pauline; Macleod, John; Hart, Carole

2003-01-01

The contemporary labour market is widely regarded as having become more "flexible". It is proposed that such flexibility is a characteristic of employment histories which will have effects on psychosocial status, health-related behaviour, and physical health. Recent increases in flexibility are unlikely to have accumulated over sufficient portions of individual employment histories for any effect on health to be apparent, but a "preview" of these effects may be gained from study of older cohorts. This cross-sectional study is based on data collected in the early 1970s from 5399 men and 945 women in paid work, recruited from 27 workplaces in the west of Scotland. A flexible employment history was defined as one encompassing a large number of changes between jobs. Perceived psychological stress, health behaviour (cigarette smoking, alcohol consumption, physical exercise), physiology (diastolic blood pressure, body mass index, forced expiratory volume, plasma cholesterol concentration) and current health (angina, myocardial ischaemia) were assessed. Those individuals who reported having experienced frequent job change were more likely to smoke, consume greater amounts of alcohol, and perhaps to exercise less. Similar findings were observed in both males and females, and for different age and socio-economic groups. We found no suggestion that this association was due to higher levels of psychosocial stress, and the expected consequences for health were not observed. Interpretation of these findings is not straightforward due to an uncertain direction of causation, and a possible selection bias. However, the observed relationship between frequent job changing and a higher incidence of health risk behaviours, in the absence of a relationship with poorer health, invites further research.

Labor market modeling recognizing latent job attributes and opportunity constraints : an empirical analysis of labor market behavior of Eritrean women

OpenAIRE

Arneberg, Marie W.; Dagsvik, John K.; Jia, Zhiyang

2002-01-01

Abstract: This paper analyzes labor market behavior of urban Eritrean women with particular reference to the impact of education, earnings and labor market opportunities. Unlike traditional models of labor supply, which assume that work can be supplied freely in the labor market, we develop a framework that explicitly takes into account the notion of job opportunities and observable sets of feasible jobs. The framework is formulated within a random utility setting in which unob...

Analysis of wind energy market and jobs in France

International Nuclear Information System (INIS)

Perot, Olivier; Autier, Emmanuel

2014-10-01

This report presents an overview of wind energy production and of the wind energy sector in France. Illustrated by maps, graphs and tables, it notices and comments the steady situation of jobs, and the existence of a structured value chain, and a variety of actors. It describes and analyses job locations in metropolitan France and outlines that the wind energy sector is a lever for development and creates opportunities for regions. The second part addresses the wind energy market. It proposes an assessment of the French market (a new start in 2014, a competitive market with some dynamic regions) and a review of the technological evolution of the wind energy industry (continuous evolutions, strong emergence of wind farms, and an increasing production). Appendices propose presentations of actors per category (developers, operators, machine manufacturers, component manufacturer, public works and logistics, maintenance, consultants and experts), and sheets indicating the presence of actors, installed power and number of wind farms in the different French regions

Poverty, Job Quality and Labor Market Dynamics in the Middle East ...

International Development Research Centre (IDRC) Digital Library (Canada)

Poverty, Job Quality and Labor Market Dynamics in the Middle East and North Africa ... This project will explore links between labour market dynamics and the quality ... public health, and health systems research relevant to the emerging crisis.

Job satisfaction as a unified mechanism for agent behaviour on a labour market with referral hiring

OpenAIRE

Tarvid, Alexander

2014-01-01

Existing agent-based labour-market models include a very simplistic mechanism of choosing vacancies. This paper proposes to use job satisfaction as a unified mechanism for deciding on both starting to work on a particular job and quitting the current job. An enhanced job satisfaction mechanism consisting of monetary, social, content, and career components is proposed. As an illustrative context, a labour-market model with referral hiring and informal job search through own social networks is ...

Is it all worth it? The experiences of new PhDs on the job market, 2007–10

Science.gov (United States)

McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J; Chen, Uniko

2016-01-01

This paper describes the job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate websites and original surveys, the authors present information about job candidates' characteristics, preferences and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at each stage. Some information presented in this paper updates findings of prior studies. However, design features of the data used in this paper may result in more generalizable findings. This paper is unique in comparing pre-market expectations and preferences with post-market outcomes on the new PhD job market. It shows that outcomes tend to align with pre-market preferences, and candidates' expectations are somewhat predictive of their outcomes. Several analyses also shed light on sub-group differences. PMID:27616783

Is It All Worth It? The Experiences of New PhDs on the Job Market, 2007-10

Science.gov (United States)

McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J.; Chen, Uniko

2015-01-01

The authors describe job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate Web sites and original surveys, they present information about job candidates' characteristics, preferences, and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at…

Poverty, Job Quality and Labor Market Dynamics in the Middle East ...

International Development Research Centre (IDRC) Digital Library (Canada)

This project will explore links between labour market dynamics and the quality of jobs in three varied settings. Egypt features low job quality and a large gender gap. Morocco conforms to Egypt to a significant degree. Jordan offers an exception, however, apparently related to greater diversification and better industrial export ...

Job Market Polarization and Employment Protection in Europe

DEFF Research Database (Denmark)

Pertold-Gebicka, Barbara

Although much attention has been paid to the polarization of national labor markets, with employment and wage growth occurring in both low- and high- but not middle-skill occupations, there is little consistent evidence on cross-country dierences in this process. I analyze job polarization in 12...

The Rise of Market-Based Job Search Institutions and Job Niches for Low-Skilled Chinese Immigrants

Directory of Open Access Journals (Sweden)

Zai Liang

2018-01-01

Full Text Available Increasingly, market-based job search institutions, such as employment agencies and ethnic media, are playing a more important role than migrant networks for low-skilled Chinese immigrants searching for jobs. We argue that two major factors are driving this trend: the diversification of Chinese immigrants’ provinces of origin, and the spatial diffusion of businesses in the United States owned by Chinese immigrants. We also identify some new niche jobs for Chinese immigrants and assess the extent to which this development is driven by China’s growing prosperity. We use data from multiple sources, including a survey of employment agencies in Manhattan’s Chinatown, job advertisements in Chinese-language newspapers, and information on Chinese immigrant hometown associations in the United States.

Poverty, Job Quality and Labor Market Dynamics in the Middle East ...

International Development Research Centre (IDRC) Digital Library (Canada)

Unemployment is one of the main economic, social and political problems facing governments in the Middle East and North Africa. The nature and ... This project will explore links between labour market dynamics and the quality of jobs in three varied settings. ... Effects of the new labor law on informality & job quality. 41985.

The Lessons of the PFF Concerning the Job Market. Preparing Future Faculty. Occasional Paper.

Science.gov (United States)

DeNeef, A. Leigh

This paper discusses the effectiveness of the Preparing Future Faculty (PFF) program in equipping graduate students for the realities of the academic job market. It reviews the experiences of Duke University (North Carolina) with the PFF program and the effect that PFF has had on preparing graduate students to enter the job market as new faculty.…

A view of the global conservation job market and how to succeed in it.

Science.gov (United States)

Lucas, Jane; Gora, Evan; Alonso, Alfonso

2017-12-01

The high demand for conservation work is creating a need for conservation-focused training of scientists. Although many people with postsecondary degrees in biology are finding careers outside academia, many programs and mentors continue to prepare students to follow-in-the-footsteps of their professors. Unfortunately, information regarding how to prepare for today's conservation-based job market is limited in detail and scope. This problem is complicated by the differing needs of conservation organizations in both economically developed and developing regions worldwide. To help scientists identify the tools needed for conservation positions worldwide, we reviewed the current global conservation job market and identified skills required for success in careers in academia, government, nonprofit, and for-profit organizations. We also interviewed conservation professionals across all conservation sectors. Positions in nonprofit organizations were the most abundant, whereas academic jobs were only 10% of the current job market. The most common skills required across sectors were a strong disciplinary background, followed by analytical and technical skills. Academic positions differed the most from other types of positions in that they emphasized teaching as a top skill. Nonacademic jobs emphasized the need for excellent written and oral communication, as well as project-management experience. Furthermore, we found distinct differences across job locations. Positions in developing countries emphasized language and interpersonal skills, whereas positions in countries with advanced economies focused on publication history and technical skills. Our results were corroborated by the conservation professionals we interviewed. Based on our results, we compiled a nondefinitive list of conservation-based training programs that are likely to provide training for the current job market. Using the results of this study, scientists may be better able to tailor their training to

The Dynamics in the Structure of Sugarcane Job Market

Directory of Open Access Journals (Sweden)

Roselis Natalina Mazzuchetti

2015-12-01

Full Text Available Esta pesquisa teve como propósito averiguar a estrutura do mercado de trabalho na atividade de cultivo de cana-de-açúcar, à luz das mudanças recentes ocorridas no setor sucroalcooleiro, levando-se em conta os principais estados produtores de cana. Para tanto, realizou-se uma análise estatística descritiva e uma análise de regressão linear simples, com base nos dados da PNAD, de 1997 a 2009. Como corolário, constatou-se que houve uma redução da informalidade no mercado de trabalho em questão, sendo que esta redução foi mais expressiva em Alagoas. Confirmou-se, também, mudanças recentes nas ocupações do setor, com acréscimos nas atividades técnicas, representadas por tratoristas e operadores de máquinas. Evidenciou-se que o mercado de trabalho do setor em questão tem sua dinâmica diretamente ligada aos fatores que ocorrem na cadeia produtiva do setor sucroalcooleiro como um todo. Palavras-Chave: Mercado de Trabalho, Tecnologia, Agronegócios e Produção de cana-de-açúcar. *** Abstract: This research aims to verify the structure of sugarcane cultivation’s job market, considering the recent changes in this sector and the states with the major production. For that, descriptive and statistical analysis were made, as well as a simplified line regression analysis, based on the Pesquisa Nacional por Amostra de Domicílios - PNAD data, for the 1997-2009 period. As corollary, it was stated that there was a reduction in the informal jobs in the sugarcane production market, showing more expressivity in the state of Alagoas. Recent changes in the sector occupation were confirmed, as an increase in technical activities, represented by tractors and machinery operators. It was evidenced that this sector’s job market has its dynamics closely linked to the sugarcane production chain as a whole. Keywords: Job Market, Agribusiness, Technology, Sugarcane production. *** Sumario: Esta investigación tuvo como objetivo investigar la

Job Sorting in African Labor Markets

OpenAIRE

Marcel Fafchamps; Mans Soderbom; Najy Benhassine

2006-01-01

Using matched employer-employee data from eleven African countries, we investigate if there is a job sorting in African labor markets. We find that much of the wage gap correlated with education is driven by selection across occupations and firms. This is consistent with educated workers being more effective at complex tasks like labor management. In all countries the education wage gap widens rapidly at high low levels of education. Most of the education wage gap at low levels of education c...

Returning to the Job Market: A Woman's Guide to Employment Planning.

Science.gov (United States)

American Association of Retired Persons, Washington, DC.

Intended for midlife and older women in the job market, this booklet is designed to help them in the process of looking for work outside the home. It helps them assess current skills and identify potential employment barriers; teaches them how to prepare effective written materials to support the job search and how to interview successfully; and…

Asthma history, job type and job changes among US nurses.

Science.gov (United States)

Dumas, Orianne; Varraso, Raphaëlle; Zock, Jan Paul; Henneberger, Paul K; Speizer, Frank E; Wiley, Aleta S; Le Moual, Nicole; Camargo, Carlos A

2015-07-01

Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Whether asthma history influences job type or job changes among nurses is unknown. We investigated this issue in a large cohort of nurses. The Nurses' Health Study II is a prospective study of US female nurses enrolled in 1989 (ages 24-44 years). Job status and asthma were assessed in biennial (1989-2011) and asthma-specific questionnaires (1998, 2003). Associations between asthma history at baseline (diagnosis before 1989, n=5311) and job type at baseline were evaluated by multinomial logistic regression. The relations of asthma history and severity during follow-up to subsequent job changes were evaluated by Cox models. The analytic cohort included 98 048 nurses. Compared with nurses in education/administration (likely low disinfectant exposure jobs), women with asthma history at baseline were less often employed in jobs with likely high disinfectant exposure, such as operating rooms (odds ratio 0.73 (95% CI 0.63 to 0.86)) and emergency room/inpatient units (0.89 (0.82 to 0.97)). During a 22-year follow-up, nurses with a baseline history of asthma were more likely to move to jobs with lower exposure to disinfectants (HR 1.13 (1.07 to 1.18)), especially among those with more severe asthma (HR for mild persistent: 1.13; moderate persistent 1.26; severe persistent: 1.50, compared with intermittent asthma, p trend: 0.004). Asthma history was associated with baseline job type and subsequent job changes among nurses. This may partly reflect avoidance of tasks involving disinfectant use, and may introduce bias in cross-sectional studies on disinfectant exposure and asthma in nurses. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

OpenAIRE

Tor Jakob Klette; Astrid Mathiassen

1995-01-01

The labour market in Norway, as in other Scandinavian countries, is often claimed to be overregulated and incapable of adjustment to changes in job opportunities. The results presented in this paper suggest to the contrary that in terms of job creation and job reallocation between plants, the manufacturing sector in Norway is surprisingly flexible, and similar to the manufacturing sector in other OECD countries such as the U.S. We show that 8.4 percent of the manufacturing jobs are eliminated...

Effects of internal marketing on nurse job satisfaction and organizational commitment: example of medical centers in Southern Taiwan.

Science.gov (United States)

Chang, Ching-Sheng; Chang, Hsin-Hsin

2007-12-01

As nurses typically represent the largest percentage of employees at medical centers, their role in medical care is exceptionally important and becoming more so over time. The quality and functions of nurses impact greatly on medical care quality. The concept of internal marketing, with origins in the field of market research, argues that enterprises should value and respect their employees by treating them as internal customers. Such a marketing concept challenges traditional marketing methods, which focus on serving external customers only. The main objective of internal marketing is to help internal customers (employees) gain greater job satisfaction, which should promote job performance and facilitate the organization accomplishing its ultimate business objectives. A question in the medical service industry is whether internal marketing can similarly increase the job satisfaction of nurses and enhance their commitment to the organization. This study aimed to explore the relational model of nurse perceptions related to internal marketing, job satisfaction, and organizational commitment by choosing nurses from two medical centers in Southern Taiwan as research subjects. Of 450 questionnaire distributed, 300 valid questionnaires were returned, giving a response rate of 66.7%. After conducting statistical analysis and estimation using structural equation modeling, findings included: (1) job satisfaction has positive effects on organizational commitment; (2) nurse perceptions of internal marketing have positive effects on job satisfaction; and (3) nurse perceptions of internal marketing have positive effects on organizational commitment.

Administrative Challenges and Response Strategies to the Job Performance of Marketing Department Chairs.

Science.gov (United States)

Dyer, Beverly G.; Miller, Michael T.

This study reports on the job challenges and corresponding response strategies that department chairs at graduate and undergraduate colleges and universities encounter and rely upon. Literature and research related to marketing department chairs, marketing education, and marketing majors indicates that business schools have come under attack by…

Olympic athletes’ job market entry strategies. A typology

Directory of Open Access Journals (Sweden)

Anna Vilanova

2017-05-01

Full Text Available The aim of this study was to establish a typology of job market entry strategies among Olympic athletes. Guided by rational choice theory and social reproduction theory, we conducted a telephone survey among 94 athletes (68 men and 26 women. Hierarchical cluster analysis was used to identify four distinct groups, which we called parallel life strategists, freelance strategists, lifetime athletes, and non-strategists: it’s a job. The results show that athletes from families with greater economic and cultural capital implement career transition strategies further in advance and achieve greater career success and satisfaction. These findings can be used to develop support programs tailored to the needs of athletes according to their profile.

The Employers' View of "Work-Ready" Graduates: A Study of Advertisements for Marketing Jobs in Australia

Science.gov (United States)

McArthur, Ellen; Kubacki, Krzysztof; Pang, Bo; Alcaraz, Celeste

2017-01-01

This study of job advertisements extends our understanding of how employers, rather than researchers, describe the specific skills and attributes sought in candidates for employment in graduate marketing roles in Australia. The article presents the findings of a content analysis of 359 marketing job advertisements downloaded in 2016, in two…

Influencing the job market by the quality of graduates--a biomedical engineering example.

Science.gov (United States)

Augustyniak, Ewa; Augustyniak, Piotr

2015-01-01

Academic teaching of a new discipline, besides its contents and formal issues, requires participation of the university in development of a target job market. This was the case of biomedical engineering in Poland ten years ago. This paper presents examples of activities, taken up by our university in cooperation with prospective employers, and evaluated with a help of our first alumni. The evaluation survey shows that despite the immature job market, the number of graduates employed accordingly to their education systematically raises each year from 72,5% in 2011 to 93,8% in 2013. Another interesting result is the distribution of job searching period: 19.2% of graduates were already employed before the graduation, further 23.1% found their job in less than one month after the diploma examination and another 28.8% in less than three months. The paper also highlights the role the former graduates play in motivating teachers and students to efforts towards a better educational outcome.

Trends in the orthopedic job market and the importance of fellowship subspecialty training.

Science.gov (United States)

Morrell, Nathan T; Mercer, Deana M; Moneim, Moheb S

2012-04-01

Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education (ACGME) in 1985. We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased. We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years 1984, 1994, 2004, and 2009. We categorized the job opportunities as available for either a general (nonfellowship-trained) orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years 1984, 1994, 2004, and 2009, the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was 16.7% (95% confidence interval [CI], 13.1%-20.3%), 40.6% (95% CI, 38.1%-43.1%), 52.2% (95% CI, 48.5%-55.9%), and 68.2% (95% CI, 65.0%-71.4%), respectively. These differences were statistically significant (analysis of variance, Ptraining is thus a worthwhile endeavor. Copyright 2012, SLACK Incorporated.

Macroeconomic dynamics, job market and income distribution during the 2003-2005 period

Directory of Open Access Journals (Sweden)

Héctor Luis Adriani

2007-01-01

Full Text Available The post-devaluation period (2003-2005 introduces a combination of changes and continuities in the socio-economic and territorial dynamics with respect to the Convertibility recession and crisis. An important recovery of the socio-economic activity in various areas, branches and businesses is noticed, though it does not directly correlate with the job market and poverty social indicators; nor does it even bring about substantial change in income distribution. In Argentina, these processes are seen in the uneven distribution of investments and of benefits reception generated by economic growth. This article aims at characterising this period by analysing the main socio-economic variables, at introducing the most significant debates around the changes and continuities concerning the Convertibility regime, and at accounting for the connections with the territory dynamics.

Managing Labor Market Changes: Essential Skills for Entrepreneurs and Intrapreneurs

Science.gov (United States)

O'Neill, Barbara

2014-01-01

The United States labor market has undergone a dramatic sea change with increasing numbers of permanent freelancers and temporary workers. One in three workers has a temporary freelance job. It is estimated that, by 2020, more than 40% of the American labor force-60 million people-will be self-employed. This article discusses labor force trends,…

Analysis of the Structure of Job Offers on the Czech Labour Market

Directory of Open Access Journals (Sweden)

Martínek Tomáš

2014-09-01

Full Text Available Labour market development is an important macro-economic indicator of every national economy. Labour supply in particular fields should reflect on demands of employers on newly recruited employees. These demands can be analysed by studying published job offers. This analysis of Czech labour market is conducted based on the aggregated statistical data collected by an on-demand application. The studied data sample covers more than 60% of all the job offers published in the Czech Republic. The situation in respective occupational fields is compared with aggregate nation-wide average as well as with data from other fields. Results show distinct differences in absolute quantity of offers, compensations to employees offered as well as qualification requirements.

Give Them a Tool Kit: Demystifying the Job Search Process for Marketing Students

Science.gov (United States)

Morris, Paula T.; LeBaron, David; Arvi, Leonard

2015-01-01

Few, if any, marketing students are adequately prepared to conduct a thorough job search that will lead them to enjoyable, meaningful employment upon graduation. We present a method we have used in several classes that helps demystify the job search process for students. Using our approach, students have been able to discover their career passions…

Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers' health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire (BJSQ). This self-administered questionnaire was distributed to the same 310 employees of a Japanese industrial company in 2009 and 2011. Sixty-one employees were lost from 371 responders in 2009. Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload (six items), job control (three items), support (six items) and job satisfaction score (one item) were selected for the analysis. The age-adjusted partial correlation coefficients for job overload, job control and support were 0.684 (pjob overload, job control and support were 0.681 (0.616-0.736), 0.473 (0.382-0.555), and 0.623 (0.549-0.687), respectively. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period (pjob satisfaction in 2009 and in 2011 for subjects with keeping low job strain. No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.

Change in Job Strain as A Predictor of Change in Insomnia Symptoms

DEFF Research Database (Denmark)

Halonen, Jaana I.; Lallukka, Tea; Pentti, Jaana

2017-01-01

STUDY OBJECTIVES: To examine whether change in job strain lead to change in insomnia symptoms. METHODS: Among 24,873 adults (82% women, mean age 44 years) who participated in a minimum of three consecutive study waves (2000-2012), job strain was assessed at the first and second wave and insomnia.......16-1.51). The disappearance of job strain was associated with lower odds of repeated insomnia symptoms (odds ratio compared to no disappearance of job strain 0.78, 95% CI 0.65-0.94). Further adjustment for shift work or sleep apnea did not change these associations. CONCLUSIONS: These results suggest that job strain...

Get Ready 'Cause Here It Comes: The Future of Marketing Communication (Marketing Writing for Technical Products).

Science.gov (United States)

King, Janice

1995-01-01

Discusses trends for the future in marketing communication: expanding channels for communication, global marketing, product brands, and changing jobs. Suggests ways marketing communicators can prepare for these changes. (SR)

Transplant surgery fellow perceptions about training and the ensuing job market-are the right number of surgeons being trained?

Science.gov (United States)

Reich, D J; Magee, J C; Gifford, K; Merion, R M; Roberts, J P; Klintmalm, G B G; Stock, P G

2011-02-01

The American Society of Transplant Surgeons (ASTS) sought whether the right number of abdominal organ transplant surgeons are being trained in the United States. Data regarding fellowship training and the ensuing job market were obtained by surveying program directors and fellowship graduates from 2003 to 2005. Sixty-four ASTS-approved programs were surveyed, representing 139 fellowship positions in kidney, pancreas and/or liver transplantation. One-quarter of programs did not fill their positions. Forty-five fellows graduated annually. Most were male (86%), aged 31-35 years (57%), married (75%) and parents (62%). Upon graduation, 12% did not find transplant jobs (including 8% of Americans/Canadians), 14% did not get jobs for transplanting their preferred organ(s), 11% wished they focused more on transplantation and 27% changed jobs early. Half fellows were international medical graduates; 45% found US/Canadian transplant jobs, particularly 73% with US/Canadian residency training. Fellows reported adequate exposure to training volume, candidate selection, pre/postoperative care and organ procurement, but not to donor management/selection, outpatient care and core didactics. One-sixth noted insufficient 'mentoring/preparation for a transplantation career'. Currently, there seem to be enough trainees to fill entry-level positions. One-third program directors believe that there are too many trainees, given the current and foreseeable job market. ASTS is assessing the total workforce of transplant surgeons and evolving manpower needs. ©2011 The Authors Journal compilation©2011 The American Society of Transplantation and the American Society of Transplant Surgeons.

Responsiveness of Higher Education to Changing Job Market Demand in Bangladesh

Science.gov (United States)

Dutta, Bipasha; Islam, Kazi Maruful

2017-01-01

Bangladesh economy has been transforming towards a market-based economy from a state-dominated centrally planned economy since the early 1980s, the pace of transformation has been slow though. The aim of this article is to see how the higher education system responds to the changes in the structure of the economy. The article argues that the…

Training in two-tier labor markets: The role of job match quality.

Science.gov (United States)

Akgündüz, Yusuf Emre; van Huizen, Thomas

2015-07-01

This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to continue productive job matches, we hypothesize that the negative effect of holding a temporary contract on the probability to be trained diminishes with the quality of the job match. Using a recent longitudinal survey from the Netherlands, we find that temporary workers indeed participate less frequently in firm-sponsored training. However, this effect is fully driven by mismatches: holding a temporary contract does not significantly decrease the probability to receive training for workers in good job matches. Depending on match quality, a temporary job can either be a stepping stone or a dead-end. Copyright © 2015 Elsevier Inc. All rights reserved.

Endocrine surgery fellowship graduates past, present, and future: 8 years of early job market experiences and what program directors and trainees can expect.

Science.gov (United States)

Krishnamurthy, Vikram D; Gutnick, Jesse; Slotcavage, Rachel; Jin, Judy; Berber, Eren; Siperstein, Allan; Shin, Joyce J

2017-01-01

Given the increasing number of endocrine surgery fellowship graduates, we investigated if expectations and job opportunities changed over time. American Association of Endocrine Surgeons (AAES) fellowship graduates, surgery department chairs, and physician recruiters were surveyed. Univariate analysis was performed with JMP Pro 12 software. We identified 141 graduates from 2008-2015; survey response rate was 72% (n = 101). Compared to earlier graduates, fewer academic opportunities were available for the recent graduates who intended to join them (P = .001). Unlike earlier graduates, recent graduates expected to also perform elective general surgery, which ultimately represented a greater percentage of their practices (both P job offers decreased. Overall, 84% of graduates matched their intended practice type and 98% reported being satisfied. Reponses from graduates, department chairs, and physician recruiters highlighted opportunities to improve mentor involvement, job search strategies, and online job board utilization. The endocrine surgery job market has diversified resulting in more graduates entering nonacademic practices and performing general surgery. This rapid evolution supports future analyses of the job market and opportunities for job creation. Almost every graduate reported job satisfaction, which encourages graduates to consider joining both academic and nonacademic practices equally. Copyright © 2016 Elsevier Inc. All rights reserved.

Online Job Search and Matching Quality

OpenAIRE

Constantin Mang

2012-01-01

The Internet has fundamentally changed the way workers and firms are matched on the job market. Compared to newspapers and other traditional employment resources, online job boards presumably lead to better matches by providing a wider choice of job advertisements and more sophisticated methods for finding suitable vacancies. This study investigates the association of online job search and matching quality using individual-level data from the German Socio-Economic Panel (SOEP). My results sho...

An analysis of the Canadian cognitive psychology job market (2006-2016).

Science.gov (United States)

Pennycook, Gordon; Thompson, Valerie A

2018-06-01

How accomplished does one need to be to compete in the Canadian cognitive psychology job market? We looked at the publication record of everyone who was hired as an assistant professor in Canadian cognitive psychology divisions with PhD programs between 2006 and 2016 (N = 64). Individuals who were hired from 2006 to 2011 averaged 10 journal-article publications up to and including the year they were hired. However, this number increased by 57% to 18 publications between 2012 and 2016. Notably, this increase (a) occurred despite an increase in the number of positions since 2010, (b) was not restricted to top-ranked institutions, (c) did not come at the cost of decreasing quality in research (based on citations), and (d) was not driven by longer postdoctoral fellowships. To supply context, we obtained data on the publication records of 98 eminent and early-career award-winning cognitive psychologists when they obtained their first faculty positions. The correlation between year of hire and publication number in the full sample was strongly positive (r = .47) and driven primarily by a substantial increase in recent years, which suggests that the increasingly competitive job market is not specific to Canada. Finally, we found that behaviour (as opposed to neuroscience) researchers and those who obtained their PhDs from Canadian universities may be at particular risk in the job market. At a time when increasing numbers of PhDs are graduating from cognitive psychology programs, it has likely never been more difficult to obtain a faculty position. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Job Quality and Gender Inequality: Key Changes in Québec over the Last Decade

Directory of Open Access Journals (Sweden)

Luc Cloutier

2010-01-01

Full Text Available Using a new typology based on information available from the Labour Force Survey, the authors analyse how job quality evolved in Québec for both women and men over the last decade (1997-2007. Results show that family situation and educational attainment are two important factors in the determination of gender inequality in the labour market. The analysis emphasizes the very significant decline in gender differences with regard to job quality (from 23% to 35% according to groups, especially for persons without children and individuals who achieved higher education. The changes represent a definite progress in the status of women in general, although some indicators also reveal degradation with respect to job quality in some of the sub-groups.  

Job Quality and Gender Inequality: Key Changes in Québec over the Last Decade

Directory of Open Access Journals (Sweden)

Diane-Gabrielle Tremblay

2009-12-01

Full Text Available Using a new typology based on information available from the Labour Force Survey, the authors analyse how job quality evolved in Québec for both women and men over the last decade (1997-2007. Results show that family situation and educational attainment are two important factors in the determination of gender inequality in the labour market. The analysis emphasizes the very significant decline in gender differences with regard to job quality (from 23% to 35% according to groups, especially for persons without children and individuals who achieved higher education. The changes represent a definite progress in the status of women in general, although some indicators also reveal degradation with respect to job quality in some of the sub-groups.  

Labour Market Intermediaries: A Corrective to the Human Capital Paradigm (Mis)matching Skills and Jobs?

Science.gov (United States)

Dobbins, Tony; Plows, Alexandra

2017-01-01

The orthodox supply-side human capital theory (HCT) paradigm is inadequate for understanding and adjusting to labour market volatility in UK regional economies like Wales. This article explores the role of regional labour market intermediaries (LMIs) in matching supply (skills) and demand (job opportunities) in regional labour markets. Some LMIs…

The effect of internal marketing on job satisfaction in health services: a pilot study in public hospitals in Northern Greece

Science.gov (United States)

2011-01-01

Background The purpose of this study was to explore the effect of internal marketing on job satisfaction in health services, particularly in public hospitals in Northern Greece. Methods A questionnaire with three sections was used. The first one referred to internal marketing by using Foreman and Money's scale, while the second one contained questions on job satisfaction based on Stamps and Piermonte's work. The last section included demographic questions. Three categories of health care professionals, nurses, doctors and paramedic personnel working in public hospitals have participated. Results Doctors tend to be more satisfied with their job than nurses in the same hospitals. Male personnel also tend to be more satisfied with their job than female. Time-defined work contract personnel have a greater level of job satisfaction than permanent personnel. Marital status, position, and educational level have no statistically significant impact on job satisfaction. A slight decline in job satisfaction occurs as the personnel age. Conclusions Internal marketing has a positive effect on the job satisfaction of hospital staff in Northern Greece. Also, doctors and male personnel seem to have greater levels of job satisfaction. Staff with time-defined work contracts with the hospital are more satisfied than permanent staff, and as the staff age, there is a slight decline in job satisfaction. PMID:21981753

The effect of internal marketing on job satisfaction in health services: a pilot study in public hospitals in Northern Greece.

Science.gov (United States)

Iliopoulos, Efthymios; Priporas, Constantinos-Vasilios

2011-10-09

The purpose of this study was to explore the effect of internal marketing on job satisfaction in health services, particularly in public hospitals in Northern Greece. A questionnaire with three sections was used. The first one referred to internal marketing by using Foreman and Money's scale, while the second one contained questions on job satisfaction based on Stamps and Piermonte's work. The last section included demographic questions. Three categories of health care professionals, nurses, doctors and paramedic personnel working in public hospitals have participated. Doctors tend to be more satisfied with their job than nurses in the same hospitals. Male personnel also tend to be more satisfied with their job than female. Time-defined work contract personnel have a greater level of job satisfaction than permanent personnel. Marital status, position, and educational level have no statistically significant impact on job satisfaction. A slight decline in job satisfaction occurs as the personnel age. Internal marketing has a positive effect on the job satisfaction of hospital staff in Northern Greece. Also, doctors and male personnel seem to have greater levels of job satisfaction. Staff with time-defined work contracts with the hospital are more satisfied than permanent staff, and as the staff age, there is a slight decline in job satisfaction.

Right Competencies for the right ICT Jobs – case study of the Croatian Labor Market

Directory of Open Access Journals (Sweden)

Katarina Pažur Aničić

2015-08-01

Full Text Available The development of information and communication technologies (ICT has led to the significant changes in many areas of human lives. One of the aspects becoming much more challenging is the education of ICT professionals. Latest statistics show that the labor market demand for ICT practitioners exceeds the number of higher education graduates in the field of ICT. This paper provides a brief overview of the past and current situation on the labor market regarding the demand for ICT professionals, as well as forecasts by 2020. Paper also provides a research of demanded competencies in ICT jobs advertisements, and their comparison with competencies defined within the e-Competence framework 3.0 and generic competencies defined by Tuning project.

Relations between job insecurity and job satisfaction, subjective health complaints, and organizational attitudes among industrial workers in Norway

OpenAIRE

Hauge, Lars Johan

2004-01-01

In order to stay vital and competitive in a changing labour market, organizations engage in various adaptive strategies such as downsizing and mergers. Adaptation strategies may vary but they all have one ting in common; they expose the workforce to feelings of uncertainty and job insecurity. The aim of the thesis was to investigate the relationships between job insecurity and job satisfaction, subjective health complaints, and organizational attitudes. The definition of job insecurity used i...

Job Stability in the United States.

OpenAIRE

Diebold, Francis X; Neumark, David; Polsky, Daniel

1997-01-01

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 Robert E. Hall (1972, 1982). The authors 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. There have been relative declines in job stability for some of the groups that exp...

JOBS FOR YOUTH – IS THERE A LABOUR MARKET FOR YOUTH IN ROMANIA?

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Cristina MOCANU

2016-07-01

Full Text Available Romania is one of the European countries characterized by high rates of unemployment for youth aged 15-24 (21.7% in 2015 and long transitions of graduates from school to the world of work. Several policies were developed in order to facilitate the entrance of youth on the labor market, but with limited outcomes. The present paper aims to analyze the job opportunities for youth on the Romanian labor market in order to understand the demand-side opportunities and barriers. We use the data from a national representative survey among companies carried out in 2015 and we focus the analysis on the job vacancies for youth and the skills required, as well as on employers’ satisfaction on the skills and knowledge of newly hired graduates.

Energy management and development of renewable energies: status of markets and jobs - Strategy et Etudes Nr 34

International Nuclear Information System (INIS)

Gaudin, Thomas; Vesine, Eric

2012-01-01

This paper presents and comments the results of an annual study of the status and evolutions of markets and jobs related to the main activities regarding the improvement of energy efficiency and the development of renewable energies in France. Data are given for the period 2006-2012. After a strong growth between 2006 and 2009, data reveal a lower but still positive growth. The evolution of jobs notably suffers from the decreased growth of the domestic market

Stand out in the scientific job market

Science.gov (United States)

Kuchner, Marc J.

2016-04-01

Alaine Levine's book Networking for Nerds: Find, Access and Land Hidden Game-Changing Career Opportunities Everywhere aims to teach you how to build relationships within your large pool of potential colleagues, mentors and collaborators via conferences, job interviews and online networking.

Training in two-tier labor markets : The role of job match quality

NARCIS (Netherlands)

Akgündüz, Yusuf Emre; van Huizen, Thomas

2015-01-01

This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to

Job insecurity, chances on the labour market and decline in self-rated health in a representative sample of the Danish workforce

NARCIS (Netherlands)

Rugulies, R.; Aust, B.; Burr, H.; Bultmann, U.

Objective: To investigate if job insecurity and poor labour market chances predict a decline in self-rated health in the Danish workforce. Design: Job insecurity, labour market chances, self-rated health and numerous covariates were measured in 1809 women and 1918 men who responded to a

Regional labour market analysis and policy evaluation: Job insecurity, flexibility and complexity. Evidence from Switzerland

OpenAIRE

Baruffini, Moreno; Maggi, Rico

2014-01-01

The thesis focuses on labour market flexibility, security and complexity. The research is divided into three chapters: two of the chapters specifically relate to perceived security, flexibility and job satisfaction, using data from the longitudinal Swiss Household Panel (SHP), while the last investigates labour market programs and their impact on a regional labour market. The first essay analyses perceptions of economic insecurity in Switzerland, during the business cycle between 2008 an...

Searching for a Job on the Contemporary Labour Market: The Role of Dispositional Employability

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Jasmina Tomas

2017-03-01

Full Text Available By acknowledging the uncertainty and unpredictability of the job search process in an unemployment setting, the present study explored the predictive strength of dispositional employability in job search behaviours. Dispositional employability has been recognized as a potentially important personal resource that promotes job opportunities. However, it has rarely been assessed in an unemployment setting to date. According to recent employability models that differentiate between distal (i.e., personal strengths and proximal (e.g., perceived employability determinants of behaviour on the labour market, we hypoth- esized that: (i dispositional employability relates positively to job search intensity and (ii perception of one’s employment possibilities (i.e., perceived employability serves as an explanatory mechanism of this relationship. The hypothesized structural model was tested among a heterogeneous sample of 533 unemployed persons in Croatia. The results of structural equation modelling provided support for our hypotheses: dispositional employability related positively to job search intensity via perceived employ- ability. Accordingly, nurturing dispositional employability may be beneficial for unemployed persons as it relates positively to engagement in job search behaviour.

2015 wind energy observatory. Analysis of market, jobs and future of the wind energy sector in France

International Nuclear Information System (INIS)

Perot, Olivier; Autier, Emmanuel

2015-11-01

This Power Point presentation proposes graphs, figures, tables and comments on the status and evolution of jobs in the wind energy sector (a growing sector, analysis of job locations), of the wind energy market (assessment of a growing market, dynamic French regions, competitive context, evolution of technologies with higher machines, larger wind farms and a growing production), and on the future of wind energy (a growing number of training courses, an active R and D all over the country, a structuring sector). Sheets presenting actors per categories, and maps of regional activity location are provided in appendix

The Changing Nature of Jobs: A Paraprofessional Time Series.

Science.gov (United States)

Johnson, Carol P.

1996-01-01

This study examined job descriptions (1975, 1981, 1990) of three paraprofessional jobs in an academic library technical services department at a small, private liberal arts college to determine changes occurring as a result of automation. It found no significant differences. Although changes were more idiosyncratic than expected, they may indicate…

Social marketing for better job quality in micro and small enterprises in Ghana

OpenAIRE

Seeley, Chris

2004-01-01

Describes a pilot study carried out in Ghana in between 2001 and 2003 that aimed to assess the extent to which marketing techniques in the form of radio and television campaigns could contribute to improving job quality (in particular occupational safety and health) in micro and small enterprises.

Job Change: A Practitioner's View.

Science.gov (United States)

Lenz, Janet G.; Reardon, Robert C.

1990-01-01

Suggests ways that career counselors can use Loughead and Black's "job change thermostat" in working with clients. Program and policy issues include service delivery settings, crisis-oriented versus long-term client needs, individual versus group approaches, staff competence, and availability of resources. (34 references) (SK)

Learning about Job Search

DEFF Research Database (Denmark)

Altmann, Steffen; Falk, Armin; Jäger, Simon

strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...... findings indicate that targeted information provision can be a highly effective policy tool in the labor market.......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...

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

Science.gov (United States)

Roulin, Nicolas; Bangerter, Adrian

2013-01-01

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

EXECUTIVE SECRETARY PROFESSIONALS: GRADUATION, TRAINING AND JOB MARKET IN THE STATE OF SERGIPE

Directory of Open Access Journals (Sweden)

Rosimeri Ferraz Sabino

2011-10-01

Full Text Available This study aimed to investigate the qualifications and the job market of secretaries to Sergipe, analyzing the history and evolution of the field before the formal preparation and market demands. After identifying the historical setting of the profession in Brazil, we attempted to verify the behavior of the class secretarial about your organization, qualification and market performance. The exploratory and descriptive research supported the case study, addressing the views of students of Executive Secretariat and managers in the market of Sergipe, besides the pioneering members in the constitution of the occupation in the state. The analysis points to the development of the profession, although later in the educational context. The labor market comes in irregular occupation of the vacancies for the Secretariat, a result that can be attributed to the scarcity of training and little effective dialogues of the class with employers.

Impact of Brand Orientation, Internal Marketing and Job Satisfaction on the Internal Brand Equity: The Case of Iranian’s Food and Pharmaceutical Companies

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Shahriar Azizi

2012-01-01

Full Text Available Internal branding has been emerging recently as an important issue in marketing field. This study provides insights into how job satisfaction, internal marketing and brand orientation shape employees internal brand equity. Empirical data were collected by a questionnaire distributed to food and pharmaceutical firms. The empirical results indicated that while brand orientation and internal marketing were found to have impact on internal brand equity, job satisfaction has no effect on internal brand equity. Additionally, it was observed that job satisfaction and internal marketing has direct and positive impact on brand orientation and therefore indirect and positive impact on internal brand equity through brand orientation. Results of this study can help organizations to improve their financial performance through more awareness of the determinants of internal brand equity.

Testing bounded rationality against full rationality in job changing behavior

OpenAIRE

Contini, Bruno; Morini, Matteo

2007-01-01

In this paper we question the hypothesis of full rationality in the context of job changing behaviour, via simple econometric explorations on microdata drawn from WHIP (Worker Histories Italian Panel). Workers' performance is compared at the end of a three-year time window that starts when choices are expressed, under the accepted notion that the main driving forces of job change are future real wages and expected job quality. Bounded rationality suggests that individuals will search for new ...

Testing Bounded Rationality Against Full Rationality in Job Changing Behavior

OpenAIRE

Bruno Contini

2008-01-01

In this paper I question the hypothesis of full rationality in the context of job changing behaviour, via simple econometric explorations on microdata drawn from WHIP (Worker Histories Italian Panel). Workers’ performance is compared at the end of a three-year time window that starts when choices are expressed, under the accepted notion that the main driving forces of job change are future real wages and expected job quality. Bounded rationality suggests that individuals will search for new o...

Opening a Can of Worms: The Schools/ Math/Science/ 2-4 year Colleges and the Job Market - Are We just 'Fishing' for Solutions?

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Christine M. Yukech

2012-10-01

Full Text Available The content of this paper confronts some of the biggest problems educators face in the teaching of math and science. The article focuses on a grass roots method called the Algebra project. The Algebra project has improved algebra skills among groups of students who are either steered away from upper level math or who may not ever have the chance to take an advanced math course. According to the data by the department of labor and statistics many jobs are going unfilled. This paper discusses where the jobs are, the courses that are the gateway to employment and the skill sets students need to fill the jobs. Math and science courses need to be used as a tool for liberation of such a problem. We have to ask ourselves why we have a society where only a small group of students are prepared for their future. We need to determine where the knowledge gap is and provide courses that prepare students for the job market and transfer credit from the 2 year to 4 year colleges. This paper also looks at factors that effect change, who the change agents are and what mind set implement solutions.

Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?

Science.gov (United States)

Schlee, Regina Pefanis; Karns, Gary L.

2017-01-01

Several studies in the business press and in the marketing literature point to a "transformation" of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study…

College Degree, Insertion in the Job Market and Social Background: Limitations and Possibilities

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Ana Heloísa da Costa Lemos

2014-04-01

Full Text Available The goal of this study was to investigate the impact of college education on the professional insertion of undergraduates from the Business Administration Course. In order to help achieve its objectives, a study was launched in 2007, 2008 and 2009 with business administration students that studied at a famous private university in RJ, which intended to understand the possible relation in obtaining a diploma, the social status of those who get a diploma and its insertion in the job market. The students chosen to participate at this survey were attending the last semester and different variables were taken into consideration such as socioeconomic status, parents educational level and current occupation. The study intended to identify possible differences between the opportunities to find a job among the participants with higher or lower income. The research results did not indicate that there is any difference between the two groups as possibilities of insertion in the market place, reinforcing the idea that the decisive factor in regard to social and professional insertion is related to education.

The Paradox of Falling Job Satisfaction with Rising Job Stickiness in the German Nursing Workforce Between 1990 and 2013

DEFF Research Database (Denmark)

Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin

2017-01-01

Background: Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify...... trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test...... whether these determinants have changed over the last two decades. Methods: The development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990-2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition...

Job mobility and hours of work: the effect of Dutch legislation

OpenAIRE

Fouarge, D.; Baaijens, F P.

2009-01-01

Previous research has pointed to the existence of hours constraints on the labour market: not all employees’ preferences with respect to the length of the working week seem to be fulfilled, and changes in the number of working hours often coincide with job mobility. In this paper, we test whether or not a recently introduced Dutch legislation providing employees with the right to adjust working hours within their job has reduced the correlation between changes in working hours and job mobilit...

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

OpenAIRE

Petri Böckerman; Pekka Ilmakunnas

2005-01-01

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...

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...

Qualifications of Food Science and Technology/Engineering professionals at the entrance in the job market

Directory of Open Access Journals (Sweden)

Virginia Giannou

2015-10-01

Full Text Available The qualifications of Food Science and Technology/Engineering (FST/E professionals were examined by a web-based survey conducted in 15 countries (14 EU and Turkey. The analysis of the responses showed that 65% of the respondents had a higher education (HE degree (BSc 29%, MSc 28%, and PhD 8%, and 20% carried out extracurricular training before entering in the job market. The main fields of study were Food Science and Technology/Engineering, followed by Agriculture, Nutrition and Health, Safety/Hygiene, and Chemical Engineering in all three levels of HE degrees. Differences in the level of degree between genders were not observed, although a higher percentage of female respondents (36% of all female respondents reported no higher qualification degree, compared to male respondents (33% of all male respondents. On the contrary, female respondents prevailed in extracurricular studies, compared to male ones. Gender, however, was a differentiating factor as far as the field of studies was concerned with female respondents prevailing in Nutrition and Health and male in Agriculture.A considerable percentage of the respondents acquired either a ΗΕ degree or had extracurricular training while working in the 1st job. Extracurricular training both before entering the job market and during work at the 1st workplace comprised mainly the topics Safety and Hygiene, Management, followed by Sensory Science, FST/E and Nutrition and Health. In addition, Marketing Science/Consumer Behaviour was also one of the main topics of company or other training during work at the 1st workplace.   

2016 wind energy observatory. Analysis of market, of jobs, and of the future of wind energy in France

International Nuclear Information System (INIS)

Wolff, Nicolas; Petit, Frederic; Autier, Emmanuel

2016-09-01

Illustrated by many graphs and tables of data, this publication first focuses on jobs in the wind energy sector as this sector keeps on growing (a stronger growth, a confirmed dynamics, a value chain in evolution, a diversity of actors all along the value chain) and keeps on creating jobs on the French territory (a fine meshing of the territory, a lever for regional development on the whole value chain). The second part focuses on the market and proposes an assessment of the wind energy market (a still growing market but still under objectives defined by the multi-annual energy programme or PPE, a competitive market which carries on its consolidation, a European growth with high discrepancies among countries) and a comment of the evolution of technologies (more powerful and more efficient machines, a concentrated technical offer, an always more important share in electricity production in France). The third part addresses the future of the sector by evoking adapted training programmes (training on all aspects, specialised training at all levels, a set of international training), research and development activities present on the whole French territory (a French sector strengthened by the offshore, new comers in the chain value), and the structuring of the sector with its multiple actors. Appendices respectively propose maps of locations of actors of the sector in French regions with additional information (number of jobs, main employer, distribution of jobs among the value chain, installed power, number of wind farms, main actors), and an analysis of the main characteristics of actors of different categories (developer or operator, machine manufacturer and maintenance activities, component manufacturer, civil or electric engineering and logistics, maintenance and subcontracting, engineering consulting and expertise)

The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013.

Science.gov (United States)

Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin; Sousa-Poza, Alfonso

2017-08-29

Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test whether these determinants have changed over the last two decades. The development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990-2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period. Between 1990 and 2013, the job stickiness of German nurses increased from 83 to 91%, while their job satisfaction underwent a steady and gradual decline, dropping by 7.5%. We attribute this paradoxical result to the changing association between job satisfaction and job stickiness; that is, for a given level of job (dis)satisfaction, nurses show a higher stickiness rate in more recent years than in the past, which might be partially explained by the rise in part-time employment during this period. The main determinants of stickiness, whose importance has not changed in the past two decades, are wages, tenure, personal health, and household structure. The paradoxical relation between job satisfaction and job stickiness in the German nursing context could be explained by historical downsizing trends in hospitals, an East

Exploring employees' perceptions, job-related attitudes and characteristics during a planned organizational change

Directory of Open Access Journals (Sweden)

Katsaros, K.K.

2014-07-01

Full Text Available The current study explores employee perceptions regarding organizational readiness to change, supervisory support, trust in management and appropriateness of change during a planned organizational change in a public hospital. Survey data were collected at two time periods, before and five months after the initiation of the planned change. Research findings show a significant increase in perceptive organizational readiness to change, supervisory support, trust in management and appropriateness of change after the planned change implementation. Findings also suggest that differences in the aforementioned perceptions are moderated by certain job-related attitudes, namely, job satisfaction, organizational commitment and job involvement; and job-related characteristics, namely, skill variety, task identity, task significance feedback, autonomy and goal clarity. Theoretical and practical implications of these findings are discussed.

Effects of Active Labor Market Programs on the Transition Rate from Unemployment into Regular Jobs in the Slovak Republic

NARCIS (Netherlands)

Lubyova, M.; van Ours, J.C.

1998-01-01

The system of active labor market policies (ALMP) in the Slovak Republic consists to a large extent of the creation of socially purposeful and publicly useful jobs and of retraining of unemployed workers. So far, the effects of these types of active labor market policies have hardly been analyzed.

New accountant job market reform by computer algorithm: an experimental study

Directory of Open Access Journals (Sweden)

Hirose Yoshitaka

2017-01-01

Full Text Available The purpose of this study is to examine the matching of new accountants with accounting firms in Japan. A notable feature of the present study is that it brings a computer algorithm to the job-hiring task. Job recruitment activities for new accountants in Japan are one-time, short-term struggles. Accordingly, many have searched for new rules to replace the current ones of the process. Job recruitment activities for new accountants in Japan change every year. This study proposes modifying these job recruitment activities by combining computer and human efforts. Furthermore, the study formulates the job recruitment activities by using a model and conducting experiments. As a result, the Deferred Acceptance (DA algorithm derives a high truth-telling percentage, a stable matching percentage, and greater efficiency compared with the previous approach. This suggests the potential of the Deferred Acceptance algorithm as a replacement for current approaches. In terms of accurate percentage and stability, the DA algorithm is superior to the current methods and should be adopted.

How EXCELERATOR changed my job

Energy Technology Data Exchange (ETDEWEB)

Weir, D.

1988-01-01

I started using a Computer-Aided Software Engineering (CASE) analysis/design tool two years ago in the Administrative Data Processing Division (ADP) and have observed that the way I approach my job has changed. The end product is the same, but the product is derived differently. The ability to change what is done gives freedom to experiment and iterate. This freedom has changed some steps and resequenced others in arriving at a structured specification for a new system. Additionally, the analysis capability of the tools allow the performance of work that was often disregarded because it was either too tedious or overwhelming. This presentation will address the changes observed in the process of analysis and design using CASE. 2 figs.

Learning to Adapt: Does Returning to Education Improve Labour Market Outcomes?

Science.gov (United States)

Chesters, Jenny

2014-01-01

The transition into a post-industrial economy changed the nature of the Australian labour market extinguishing jobs in traditional industries and creating jobs in new industries. Workers displaced from the manufacturing sector and women seeking to re-enter the labour market after taking time out for family reasons need to retrain in order to…

THE FORMATION OF THE PROFESSIONAL NURSE AND THE LABOR MARKET TODAY.

Directory of Open Access Journals (Sweden)

José Milton Barros Neto

2014-02-01

Full Text Available The professional nursing practice has been constantly targeted for discussion, especially regarding the conditions of their work . The aim of this study was to understand the formation of this professional and the job market today, considering the changes in the curriculum of nursing, trends in the labor market , the demand and supply of labor this professional. It is a study of the literature review, based on a historical - critical perspective , using the databases SCIELO , VHL , BIREME , plus titles available in the library of the Centro Universitário de Maceió - CESMAC.O study was guiding question : how has initally vocational nurses face the determinations of the job market today ? It was felt that the training of nurses throughout their history, had fundamental influence of the labor market , whereas the changes in curricular courses were predetermined in the market trends that pointed according to each season . In recent decades , there has been a considerable increase in jobs , but disproportionate to the number of institutions of higher education in nursing in the country . Consequently , highlighted the growth of the informal labor relations , resulting in precarious jobs and the stagnation in labor income.

Off to a good start: A comparative study of changes in men's first job prospects in East Asia.

Science.gov (United States)

Yu, Wei-Hsin; Chiu, Chi-Tsun

2014-09-01

Research on young adults' transition to the labor market rarely investigates how nation-level institutional arrangements shape changes over time. In particular, a systematic comparison of shifts in young adults' job opportunities in East Asia is virtually absent. Using comparable data from Japan, Korea, and Taiwan, we examine cohort differences in the timing, quality, and stability of men's first jobs. The results indicate overall declines in first occupational attainment for men in all three countries, but the main driving force for the decrease in Japan differs from that in Korea and Taiwan. Whereas macroeconomic pressure fully explains the decline in Japanese men's first occupational attainment, educational expansion accounts for a considerable part of the declines for men in Korea and Taiwan. Moreover, educational expansion has eroded better-educated men's advantages in speedily transitioning from school to work in Taiwan, but it has not had a similar effect on Japanese men. We argue that Japan's employment system, coupled with a fair amount of institutional ties between schools and firms, has shielded young men from the pressure of educational expansion, making the trends about their early-career outcomes different from those of their counterparts in Korea and Taiwan. The different degrees to which firm internal labor markets have been adopted in Japan, Korea, and Taiwan also explain how increasing macroeconomic pressure has different impacts on men's first job stability in East Asia.

Defining the abdominal radiologist based on the current U.S. job market.

Science.gov (United States)

Hoffman, David H; Rosenkrantz, Andrew B

2018-03-24

The purpose of the study is to characterize current practice patterns of abdominal radiologists based on work descriptions within job postings on numerous national radiology specialty websites. Job postings for either "abdominal" or "body" radiologists were searched weekly on five society websites (SAR, SCBT-MR, ARRS, ACR, RSNA) over a 1-year period. Postings were reviewed for various characteristics. Nine hundred and sixteen total ads for 341 unique abdominal radiologist positions were reviewed (34.6% academic, 64.2% private practice, 1.2% other). Postings occurred most commonly in March (12.3%) and least commonly in November (4.8%). States with most positions were Florida (27), California (26), and New York (24). Of postings delineating expectations of specific abdominal modalities, 67.4% mentioned MRI, 58.5% ultrasound, 41.1% fluoroscopy, 14.3% PET, and 54.0% interventions. Additional non-abdominal expectations included general radiology (28.7%), breast imaging (21.1%), and general nuclear medicine (9.7%). Additional skills included prostate MRI (7.0%), OBGYN ultrasound (5.0%), and CT colonoscopy (2.6%). 79.2% required an abdominal imaging fellowship (specifically a body MRI fellowship in 4.1%). By using job postings for abdominal radiologists, we have taken a practical approach to characterizing the current status of this subspecialty, reflecting recent job expectations and requirements. The large majority of positions required a body fellowship, and the positions commonly entailed a variety of skills beyond non-invasive diagnostic abdominal imaging. Of note, expectations of considerable minorities of positions included abdominal interventions, general radiology, and breast imaging. These insights may guide the development of abdominal radiology fellowships and mini-fellowships, as well as assist radiologists entering or returning to the job market.

Wind Observatory 2017. Analysis of the wind power market, wind jobs and future of the wind industry in France

International Nuclear Information System (INIS)

2017-09-01

Two years after the enactment of the Energy Transition for Green Growth Act, wind power capacity continues to grow in France, exceeding 12 GWatt the end of 2016 and soon to account for 5% of France's electric power consumption. This vitality, which is set to continue in 2017, will help France achieve its objectives of an installed capacity of 15,000 MW in onshore wind by 2018 and 21,800 to 26,000 MW by 2023. The current pace will nevertheless have to be accelerated in order to reach the realistic objective of 26 GW by 2023 mentioned in the multi-annual energy plan (PPE). With 1,400 jobs created in one year and more than 3,300 over the last two years, the relevance of wind power as a driving force of sustainable job creation throughout the country is unequivocally confirmed: the increase in wind power capacity continues to contribute to the growth in employment in the country. Prepared in collaboration with the consulting firm BearingPoint, the 2017 edition of the Observatory aims to give the reader an overview of employment in the wind industry and the wind power market over the period under consideration. Any changes from the three previous editions are highlighted. It is based on a comprehensive census of all market participants on three themes: employment, the market and the future of wind power. The Observatory gives an accurate picture of how the wind energy industry is structured, thereby presenting a precise overview of the wind energy industry and all its components

The effect of perceived person-job fit on employee attitudes toward change in trauma centers.

Science.gov (United States)

Zatzick, Christopher D; Zatzick, Douglas F

2013-01-01

Employee attitudes toward change are critical for health care organizations implementing new procedures and practices. When employees are more positive about the change, they are likely to behave in ways that support the change, whereas when employees are negative about the change, they will resist the changes. This study examined how perceived person-job (demands-abilities) fit influences attitudes toward change after an externally mandated change. Specifically, we propose that perceived person-job fit moderates the negative relationship between individual job impact and attitudes toward change. We examined this issue in a sample of Level 1 trauma centers facing a regulatory mandate to develop an alcohol screening and brief intervention program. A survey of 200 providers within 20 trauma centers assessed perceived person-job fit, individual job impact, and attitudes toward change approximately 1 year after the mandate was enacted. Providers who perceived a better fit between their abilities and the new job demands were more positive about the change. Further, the impact of the alcohol screening and brief intervention program on attitudes toward change was mitigated by perceived fit, where the relationship between job impact and change attitudes was more negative for providers who perceived a worse fit as compared with those who perceived a better fit. Successful implementation of changes to work processes and procedures requires provider support of the change. Management can enhance this support by improving perceived person-job fit through ongoing training sessions that enhance providers' abilities to implement the new procedures.

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.

Marketing společnosti Apple a jeho proměna po roce 2011

OpenAIRE

Rybář, Martin

2016-01-01

Thesis on "The Marketing Strategies of Apple Inc. and Their Change After 2011" deals with the transformation of Apple's marketing strategies after the death of Steve Jobs, who was regarded by many as a key figure in the whole company. The author aims to present the company, products and marketing strategies used by Steve Jobs and then analyze the changes that have been made by new CEO Tim Cook since 2011. The theoretical part is devoted to definitions, which the author will be using in the pr...

Factors That Influence the Job Market Decision: The Role of Faculty as a Knowledge Broker

Science.gov (United States)

Weeks, William A.; Rutherford, Brian; Boles, James; Loe, Terry

2014-01-01

This study examines the perceptions of students, recruiters, and faculty regarding the importance of various workplace attributes to students who are entering the job market. Furthermore, this study discusses the important role that faculty can play as a knowledge broker with both students and recruiters. Looking at students' Top 10…

Labour market mobility among senior workers in Norway

OpenAIRE

Tobro, Anne Marte Lunde

2015-01-01

As many developed countries, Norway has a growing elderly population and need to administer some policy change to cover the cost of the increasing number of pension recipients. One of the solutions to this problem is to give workers incentive to stay in the workforce longer. This thesis analyse the senior workers labour market mobility by studying the probability of leaving the workforce and the probability for senior workers to conduct a job change. Understanding job-to-nonemployment and job...

Organisational change stressors and nursing job satisfaction: the mediating effect of coping strategies.

Science.gov (United States)

Teo, Stephen T T; Pick, David; Newton, Cameron J; Yeung, Melissa E; Chang, Esther

2013-09-01

To examine the mediating effect of coping strategies on the consequences of nursing and non-nursing (administrative) stressors on the job satisfaction of nurses during change management. Organisational change can result in an increase in nursing and non-nursing-related stressors, which can have a negative impact on the job satisfaction of nurses employed in health-care organisations. Matched data were collected in 2009 via an online survey at two time-points (six months apart). Partial least squares path analysis revealed a significant causal relationship between Time 1 administrative and role stressors and an increase in nursing-specific stressors in Time 2. A significant relationship was also identified between job-specific nursing stressors and the adoption of effective coping strategies to deal with increased levels of change-induced stress and strain and the likelihood of reporting higher levels of job satisfaction in Time 2. The effectiveness of coping strategies is critical in helping nurses to deal with the negative consequences of organisational change. This study shows that there is a causal relationship between change, non-nursing stressors and job satisfaction. Senior management should implement strategies aimed at reducing nursing and non-nursing stress during change in order to enhance the job satisfaction of nurses. © 2013 John Wiley & Sons Ltd.

The Relationship Among Change Fatigue, Resilience, and Job Satisfaction of Hospital Staff Nurses.

Science.gov (United States)

Brown, Robin; Wey, Howard; Foland, Kay

2018-03-08

The purpose of this study was to examine relationships between change fatigue, resilience, and job satisfaction among novice and seasoned hospital staff nurses. Health care is typified by change. Frequent and vast changes in acute care hospitals can take a toll on nurses and cause change fatigue, which has been largely overlooked and under-researched. A descriptive correlational design was employed with 521 hospital staff nurses in one midwestern state. Participants completed three online surveys: (a) Change Fatigue Scale, (b) Connor-Davidson Resilience Scale, and (c) McCloskey/Mueller Satisfaction Scale. In a multiple regression model, job satisfaction had a statistically significant negative association with change fatigue (p job satisfaction among hospital nursing staff being negatively influenced by change fatigue and positively influenced by resilience, although reverse causal connections are also possible. Change fatigue may be increased by larger hospital size (number of beds), and resilience may be increased by higher educational level of hospital staff nurses. The study advanced the nursing knowledge on change fatigue, resilience, and job satisfaction of staff nurses working in acute care hospitals. Engaging in strategies aimed at preventing change fatigue in nursing staff can enhance workplace environments, job satisfaction, and retention of nurses. © 2018 Sigma Theta Tau International.

Does self-employment really raise job satisfaction? Adaptation and anticipation effects on self-employment and general job changes

OpenAIRE

Hanglberger, Dominik; Merz, Joachim

2015-01-01

Empirical analyses using cross-sectional and panel data found significantly higher levels of job satisfaction for the self-employed than for employees. We argue that by neglecting anticipation and adaptation effects estimates in previous studies might be misleading. To test this, we specify models accounting for anticipation and adaptation to self-employment and general job changes. In contrast to recent literature we find no specific long-term effect of self-employment on job satisfaction. A...

The changing nature of jobs in Central and Eastern Europe

OpenAIRE

Lewandowski, Piotr

2017-01-01

Job polarization can pose serious problems for emerging economies that rely on worker reallocation from low-skilled to middle-skilled jobs to converge toward advanced economies. Evidence from Central and Eastern European (CEE) countries shows that structural change and education expansion can prevent polarization, as they enable a shift from manual to cognitive work and prevent the “hollowing out” of middle-skilled jobs. However, in CEE countries they have also led to a high routine cognitive...

Academic Marketing

Directory of Open Access Journals (Sweden)

Ecaterina Daniela ZECA

2017-06-01

Full Text Available Academic Marketing is an investment in a future dominated by The Forth Industrial Revolution and Globalization and not an expense. This aspect will basically alter our way to teach and to learn. In its dimensions, arguably changes will be like anything we has seen before. We try to assess how will be all unfold but, anyway, academic field response at this challenge should be integrated and comprehensive, involving all stakeholders both public and private sectors, because these changes herald upheaval of whole organizations. The educational service is a special one, delivered today but with effects in the future, the future of the individual, the future of generation, the future of nations. The educational service policy adapted to the requirements of time, brings to the front the opportunity of academic marketing. To analyze demand in a professional way, to measure trends and correlated university programs with the forecast demand for jobs, it is the subject. In the case of academic education, we are talking also about cost, distribution and promotion policies, but being a special service we also discuss about ethic boundaries. This work is an open chapter focusing studies on academic megamarketing, the work keeping up with the pace of change, students enrolment mobility, overtakes job market, and an imposed win-win-win formula, applied for students, local community and academic field.

How to Get the Teaching Job You Want: The Complete Guide for College Graduates, Teachers Changing Schools, Returning Teachers and Career Changers. Second Edition

Science.gov (United States)

Feirsen, Robert; Weitzman, Seth

2004-01-01

Competition for the best teaching jobs is becoming more intense. Since publication of the first edition, when it was mainly the most desirable schools that were deluged by applications, the economic climate has made the teacher market more competitive across the board, and is changing hiring practices. Now extensively revised, this book maintains…

Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.

Science.gov (United States)

Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B

2015-10-01

The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

Inside Moves: As Technologies and Job Descriptions Change, Communications and Marketing Offices Opt for Strategic Realignment

Science.gov (United States)

Scully, Maura King

2011-01-01

Realists recognize reorganizations for what they are: opportunities to do things better--to change business as usual to reflect best practices, new tools and technologies, and current challenges in the marketplace. At educational institutions, perhaps no area is as sensitive to those shifts as communications and marketing offices. The advances in…

JOB SATISFACTION INDEX FOR ISTANBUL LABOR MARKET

OpenAIRE

BOZ, Cigdem

2010-01-01

There has been a general concensus about the role of motivation on the productivity and effectiveness. And it is commonly accepted that individual and organizational succes depends on the willingness of people. The motivation or willingness to work can be seen as the job satisfaction which depends on some variables such as physical conditions of work, income, leisure and the benefits of job. In this paper, an index of job satisfaction which includes these variables will be presented and discu...

Future Job Openings: Australia in the Knowledge Economy. Project 2000-02: Changing Skill Requirements in the Australian Labour Force in a Knowledge Economy. Working Paper.

Science.gov (United States)

Shah, Chandra; Burke, Gerald

Forecasts of Australian labor market growth, net replacement needs, and net job openings to 2006 are presented using the nine-way grouping of occupations described by (Maglen and Shah, 1999). Analysis is based on classifying occupations by whether they are advantaged by globalization and technological change, relatively insulated, or vulnerable.…

The end of mass homeownership? Changes in labour markets and housing tenure opportunities across Europe.

Science.gov (United States)

Arundel, Rowan; Doling, John

2017-01-01

With continued economic growth and expanding mortgage markets, until recently the pattern across advanced economies was of growing homeownership sectors. The Great Financial Crisis (GFC) has however, undercut this growth resulting in the contraction of homeownership access in many countries and the revival of private renting. This paper argues that these tenure changes are not solely a consequence of the GFC, and therefore, reversible once long-term growth returns. Rather, they are the consequences of more fundamental changes especially in labour markets. The very financialisation that fuelled the growth of homeownership has also led to a hollowing out of well-paid, secure jobs-exactly those that fit best with the taking of housing loans. We examine longer-term declines in labour market security across Europe from before the GFC, identifying an underlying correlation between deteriorated labour market conditions and homeownership access for young adults. While variations exist across European countries, there is evidence of common trends. We argue that the GFC both accelerated pre-existing labour insecurity dynamics and brought an end to offsetting such dynamics through the expansion of credit access with the likelihood of a return to an era of widespread homeownership growth starkly decreased.

A Longitudinal Analysis of Changes in Job Control and Mental Health.

Science.gov (United States)

Bentley, Rebecca J; Kavanagh, Anne; Krnjacki, Lauren; LaMontagne, Anthony D

2015-08-15

Deteriorating job control has been previously shown to predict poor mental health. The impact of improvement in job control on mental health is less well understood, yet it is of policy significance. We used fixed-effects longitudinal regression models to analyze 10 annual waves of data from a large Australian panel survey (2001-2010) to test within-person associations between change in self-reported job control and corresponding change in mental health as measured by the Mental Component Summary score of Short Form 36. We found evidence of a graded relationship; with each quintile increase in job control experienced by an individual, the person's mental health increased. The biggest improvement was a 1.55-point increase in mental health (95% confidence interval: 1.25, 1.84) for people moving from the lowest (worst) quintile of job control to the highest. Separate analyses of each of the component subscales of job control-decision authority and skill discretion-showed results consistent with those of the main analysis; both were significantly associated with mental health in the same direction, with a stronger association for decision authority. We conclude that as people's level of job control increased, so did their mental health, supporting the value of targeting improvements in job control through policy and practice interventions. © The Author 2015. Published by Oxford University Press on behalf of the Johns Hopkins Bloomberg School of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Home ownership, job duration, and wages

DEFF Research Database (Denmark)

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

2008-01-01

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

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...

Earnings and Job Satisfaction of Employed Spanish Doctoral Graduates

Directory of Open Access Journals (Sweden)

Juan Francisco Canal Domínguez

2013-01-01

Full Text Available The increasing demand for highly qualifi ed workers in developed countries has raised a new interest in analysing whether doctoral training meets the needs of the European labour market. Job satisfaction enables an approach to both the relationship between training and job position and to a company?s successful management of its relationship with those workers who are PhD holders. The results indicate that an analysis based on earnings is relevant, as it makes it possible to identify two clear job satisfaction behaviours: on the one hand, as earnings increase, so does job satisfaction, although this is found to a lesser extent in the higher earnings range; on the other hand, when moving up in the salary range, the relative assessment of job satisfaction components changes, as well as their signifi cance in explaining the variations in job satisfaction.

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

Science.gov (United States)

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

2016-01-01

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

Preventive maintenance optimization for a multi-component system under changing job shop schedule

International Nuclear Information System (INIS)

Zhou Xiaojun; Lu Zhiqiang; Xi Lifeng

2012-01-01

Variability and small lot size is a common feature for many discrete manufacturing processes designed to meet a wide array of customer needs. Because of this, job shop schedule often has to be continuously updated in reaction to changes in production plan. Generally, the aim of preventive maintenance is to ensure production effectiveness and therefore the preventive maintenance models must have the ability to be adaptive to changes in job shop schedule. In this paper, a dynamic opportunistic preventive maintenance model is developed for a multi-component system with considering changes in job shop schedule. Whenever a job is completed, preventive maintenance opportunities arise for all the components in the system. An optimal maintenance practice is dynamically determined by maximizing the short-term cumulative opportunistic maintenance cost savings for the system. The numerical example shows that the scheme obtained by the proposed model can effectively address the preventive maintenance scheduling problem caused by the changes in job shop schedule and is more efficient than the ones based on two other commonly used preventive maintenance models.

Designing a Marketing Analytics Course for the Digital Age

Science.gov (United States)

Liu, Xia; Burns, Alvin C.

2018-01-01

Marketing analytics is receiving great attention because of evolving technology and the radical changes in the marketing environment. This study aims to assist the design and implementation of a marketing analytics course. We assembled a rich data set from four sources: business executives, 400 employers' job postings, one million tweets about…

Change in organizational justice and job performance in Japanese employees: A prospective cohort study.

Science.gov (United States)

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

2015-01-01

The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, pperformance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.

Mobility for care workers: job changes and wages for nurse aides.

Science.gov (United States)

Ribas, Vanesa; Dill, Janette S; Cohen, Philip N

2012-12-01

The long-term care industry in the United States faces serious recruitment and retention problems among nurse aides. At the same time, these low-wage workers may feel trapped in poorly-paid jobs from which they would do well to leave. Despite this tension, not enough is known about how workers fare when they leave (or stay in) such care work. Using longitudinal data from the Survey of Income and Program Participation for the years 1996-2003, we examine the relationship between different job and occupational mobility patterns and wage outcomes for nurse aides, focusing on which job transitions offer better opportunities to earn higher wages and on whether job transition patterns differ by race. Our results confirm high turnover among nurse aides, with 73 percent of the sample working in occupations other than nurse aide at some point during the survey time frame. About half of respondents that transition out of nurse aide work move into higher-paying occupations, although the percentage of transitions to higher paying occupations drops to 35 percent when nurse aides that become RNs are excluded. Among black workers especially, wage penalties for moving into other jobs in the low-wage labor market appear to be rather small, likely a factor in high turnover among nurse aides. The findings illustrate the importance of occupation-specific mobility trajectories and their outcomes for different groups of workers, and for understanding the constrained decisions these workers make. Copyright © 2012 Elsevier Ltd. All rights reserved.

Job durations and the job search model : a two-country, multi-sample analysis

OpenAIRE

Bagger, Jesper; Henningsen, Morten

2008-01-01

Abstract: This paper assesses whether a parsimonious partial equilibrium job search model with on-the-job search can reproduce observed job durations and transitions to other jobs and to nonemployment. We allow for unobserved heterogeneity across individuals in key structural parameters. Observed heterogeneity and life cycle effects are accounted for by estimating separate models for flow samples of labor market entrants and stock samples of “mature” workers with 10-11 years of...

Marketing and social change: the parallels.

Science.gov (United States)

Da Cunha, G

1995-01-01

Social marketing became respectable only in the late 1970s in places like Indonesia, Brazil, Egypt, Honduras, and Gambia. In practice social change and marketing are both about modifying group behavior. Social change provides opportunities for marketing, which is the process that identifies the unmet consumer need and satisfies it at a profit. Social research and production technologies are involved in market segmentation, target group selection, pricing, distribution, selling, and promotion. The crucial, people-centered and community-based characteristic of marketing is its social relevance. Marketing is a neutral methodology and social marketing is its adaptation to social imperatives. Among a set of underlying ideas related to marketing is the primacy of the consumer in all marketing decisions. Marketing clusters are a way of analyzing a situation, making a product, and pricing and distributing it. Demand is the driving force behind marketing with the components of price, performance, and decision. The benefit obtained from the product must justify the price. Advertising is commercial mass persuasion, the centerpiece of promotion; it is also needed for marketing communications. Promotional tools include special price offers, merchandizing, and dealer incentive schemes. Straightforward information rarely causes lasting behavioral changes. In a Bangladeshi community, 90% of women could have correct knowledge about oral rehydration salts, yet only 8% of them might actually use them correctly. Information that is resisted does not work, yet huge amounts of money go into producing manuals, leaflets, radio programs, and posters. The issues of distribution and competition are often neglected in social marketing programs. Other deficiencies are failure to monitor, evaluate, and innovate. To be successful, social marketing must aim at a 100% conversion of the market actors. Some successes of the social marketing approach include: a nutrition education and behavior change

The Promise of English: Linguistic Capital and the Neoliberal Worker in the South Korean Job Market

Science.gov (United States)

Park, Joseph Sung-Yul

2011-01-01

English is often assumed to be a key to material success and social inclusion, and this belief commonly works to justify the global dominance of English, glossing over and rationalizing broader social inequalities. This paper extends the discussion of this fallacy of "the promise of English" to the domain of the South Korean job market,…

Market changes - fact or fiction

International Nuclear Information System (INIS)

Manning, L. L.

1999-01-01

Key changes that have taken place in the electric market in Alberta in light of the structural changes mandated by the Department of Energy through the restructuring initiative embodied in the Electric Utilities Act of 1996, are described. This historical review is undertaken in an effort to determine the extent of real changes and how much more changes have to occur to consider the market to be fully deregulated and truly competitive. Three questions are used to determine the extent of changes: (1) is there a customer choice of power supplies? (2) is there real opportunity to enter the generation market? (3)are decisions about pricing and investment for generation guided by competitive market forces? The author provides detailed responses to each of his own questions. With regard to consumer choice the answer is a very qualified one, i.e. there is some choice, but the extent is dependent on how much the consumer is prepared to ante up for power, and how long he is prepared to wait. The question of opportunities to enter the generation market is answered by saying that we are not there yet, but getting closer. With regard to pricing and investment in generation, the author's view is that we are still a long way from prices and investment being determined by competitive market forces, notwithstanding the fact that this is one of the principal purposes of the Act. All in all, progress is being made, but only a successful auction of the Power Purchase Arrangements (PPAs) , economic direct access rates at the transmission and distribution levels, and increase in non-utility generation will be acceptable as credible indicators of a truly competitive market

Graduation, retention and job market needs in Earth Science in Canada

Science.gov (United States)

Kosters, E. C.; Raeside, R.; Eaton, D. W.

2011-12-01

Ca. 40 Canadian university departments offer a range of Earth Science degree programs. Most departments participate in the Council of Chairs of Canadian Earth Science Departments, which has collected statistics since 1974. Ca. 5,000 students are currently enrolled in these programs, ca. 75% in BSc programs. Enrollment figures are cyclical, peaking in the early 1980`s and late 1990`s. Graduation figures and graduation-to-enrollment proportions suggest that retention averages about 90%. This figure is probably a bit flattered by students entering laterally after their second year. The % of women students in all BSc programs combined has remained more-or-less constant at 40% since data became available (1995), but the % of women students in MSc and PhD programs during this period rose significantly from job market in Canada is largely resource-driven. Expected growth in mining and environmental/geotechnical (E/G) sectors outpaces those in petroleum, government and academia. Mining and E/G job opportunities are partly coupled as the mining sector increasingly employs E/G specialists. The petroleum industry is increasingly focused on unconventional plays, requiring re-examination and adaptation of traditional programs to ensure relevance. In addition, the aging petroleum industry infrastructure requires increasing numbers of environmental graduates. A 2007 CFES employer survey indicated that personnel in all Canadian sectors are aging, the E/G sector the least so, suggesting that the next generation is more motivated for E/G careers than for careers in resource extraction. Exceptions to this trend exist, mostly in regions where resource industries are prominent. The Canadian petroleum sector has traditionally largely recruited BSc-level graduates. The desire to upgrade educational credentials for greater international mobility within this sector is creating demand for graduate-degree upgrades. A different challenge characterizes the mining industry, which employs at

Job Quality and Gender Inequality: Key Changes in Québec over the Last Decade

OpenAIRE

Diane-Gabrielle Tremblay; Luc Cloutier; Paul Bernard

2009-01-01

Using a new typology based on information available from the Labour Force Survey, the authors analyse how job quality evolved in Québec for both women and men over the last decade (1997-2007). Results show that family situation and educational attainment are two important factors in the determination of gender inequality in the labour market. The analysis emphasizes the very significant decline in gender differences with regard to job quality (from 23% to 35% according to groups), especially ...

Vocational Education, On-the-Job Training, and Labour Market Integration of Young Workers in Urban West Africa

Science.gov (United States)

Nordman, Christophe J.; Pasquier-Doumer, Laure

2014-01-01

Young people in Africa encounter many difficulties in entering the labour market and in searching for decent and productive jobs. Research on the links between formal education and vocational training and their economic returns are especially crucial in understanding the inadequate demand for their labour. This article presents evidence based on…

职业流动的途径及其相关因素对上海市劳动力市场的实证分析%Paths of Job Mobility and Their Predictors:Results from an Empirical Analysis of the Chinese Urban Labor Market

Institute of Scientific and Technical Information of China (English)

陆德梅

2005-01-01

When studying job mobility, economists and sociologists have different focuses: The former tend to emphasize "pure rationality" and "maximized profit" as the driving forces; whereas the latter usually focus on the societal and non-economic factors. Further differences are seen in their discussion of the paths of job mobility: In addition to the formal paths based on the "human (intellectual) capital" illustrated by economists, sociologists emphasize the informal or relational paths based on the "social capital." This paper presents the results of an empirical analysis of the job mobility paths in the Chinese urban labor market in transition. Workers with low levels of education tend to rely upon their "social capital" when they have to change jobs. In contrast, those with higher education tend to obtain job mobility via formal paths, reflecting the value of their "human capital", which is an indicator of a highly effective labor market.

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.

Efficiency improvements of offline metrology job creation

Science.gov (United States)

Zuniga, Victor J.; Carlson, Alan; Podlesny, John C.; Knutrud, Paul C.

1999-06-01

Progress of the first lot of a new design through the production line is watched very closely. All performance metrics, cycle-time, in-line measurement results and final electrical performance are critical. Rapid movement of this lot through the line has serious time-to-market implications. Having this material waiting at a metrology operation for an engineer to create a measurement job plan wastes valuable turnaround time. Further, efficient use of a metrology system is compromised by the time required to create and maintain these measurement job plans. Thus, having a method to develop metrology job plans prior to the actual running of the material through the manufacture area can significantly improve both cycle time and overall equipment efficiency. Motorola and Schlumberger have worked together to develop and test such a system. The Remote Job Generator (RJG) created job plans for new device sin a manufacturing process from an NT host or workstation, offline. This increases available system tim effort making production measurements, decreases turnaround time on job plan creation and editing, and improves consistency across job plans. Most importantly this allows job plans for new devices to be available before the first wafers of the device arrive at the tool for measurement. The software also includes a database manager which allows updates of existing job plans to incorporate measurement changes required by process changes or measurement optimization. This paper will review the result of productivity enhancements through the increased metrology utilization and decreased cycle time associated with the use of RJG. Finally, improvements in process control through better control of Job Plans across different devices and layers will be discussed.

The Shifting Source of New Business Establishments and New Jobs

OpenAIRE

Hathaway, Ian; Schweitzer, Mark E.; Shane, Scott

2014-01-01

As markets and business patterns change, new business establishments are created to serve them. Those new establishments can be provided by entrepreneurs creating new firms or by the owners of existing businesses opening new locations. We show that over the past three decades, new establishments have increasingly been provided by existing businesses opening new locations. Those new locations have created jobs at a higher rate than brand-new firms, which helps to boost job creation. Looking at...

Mapping the global health employment market: an analysis of global health jobs.

Science.gov (United States)

Keralis, Jessica M; Riggin-Pathak, Brianne L; Majeski, Theresa; Pathak, Bogdan A; Foggia, Janine; Cullinen, Kathleen M; Rajagopal, Abbhirami; West, Heidi S

2018-02-27

The number of university global health training programs has grown in recent years. However, there is little research on the needs of the global health profession. We therefore set out to characterize the global health employment market by analyzing global health job vacancies. We collected data from advertised, paid positions posted to web-based job boards, email listservs, and global health organization websites from November 2015 to May 2016. Data on requirements for education, language proficiency, technical expertise, physical location, and experience level were analyzed for all vacancies. Descriptive statistics were calculated for the aforementioned job characteristics. Associations between technical specialty area and requirements for non-English language proficiency and overseas experience were calculated using Chi-square statistics. A qualitative thematic analysis was performed on a subset of vacancies. We analyzed the data from 1007 global health job vacancies from 127 employers. Among private and non-profit sector vacancies, 40% (n = 354) were for technical or subject matter experts, 20% (n = 177) for program directors, and 16% (n = 139) for managers, compared to 9.8% (n = 87) for entry-level and 13.6% (n = 120) for mid-level positions. The most common technical focus area was program or project management, followed by HIV/AIDS and quantitative analysis. Thematic analysis demonstrated a common emphasis on program operations, relations, design and planning, communication, and management. Our analysis shows a demand for candidates with several years of experience with global health programs, particularly program managers/directors and technical experts, with very few entry-level positions accessible to recent graduates of global health training programs. It is unlikely that global health training programs equip graduates to be competitive for the majority of positions that are currently available in this field.

Organisational change, job strain and increased risk of stroke? A pilot study.

Science.gov (United States)

Medin, Jennie; Ekberg, Kerstin; Nordlund, Anders; Eklund, Jörgen

2008-01-01

The objective of this pilot study was to explore whether organisational change and work-related stress, as measured by the Job Content Questionnaire, were associated with first-ever stroke among working people aged 30-65. In a case-control study a total of 65 consecutive cases, aged 30-65 years of age, with first-ever stroke were recruited from four hospitals in Sweden during 2000-2002. During the same period, 103 random population controls in the same age interval were recruited. Data on job-related stress and traditional medical risk factors were collected by a questionnaire. In the multivariate analyses, organisational change (OR 3.38) increased the likelihood of stroke, while experiencing an active job (OR 0.37) decreased the likelihood of stroke. Regarding risk factors outside work, age (OR 1.11), low physical activity (OR 5.21), low education (OR 2.48) and family history of stroke (OR 2.59) were associated with increased likelihood of stroke. This study suggests an association between organisational change, work-related stress and stroke. The likelihood of stroke was lower for people in active job situations.

Reflections of Employers' Gender Preferences in Job Ads in India : An Analysis of Online Job Portal Data

OpenAIRE

Chowdhury, Afra R.; Areias, Ana C.; Imaizumi, Saori; Nomura, Shinsaku; Yamauchi, Futoshi

2018-01-01

Using online job portal data and probabilistic regression estimations, the paper investigates the explicit gender bias and salary gap in the Indian job market, reflected in more than 800,000 job recruitment advertisements. Exploring formal and informal sector occupations, the study finds high existence of employers' gender bias in hiring. Explicit gender preferences are highly job specific...

Marketing is Dead! Long Live Marketing!

OpenAIRE

Marjanova Jovanov, Tamara

2016-01-01

The contents of the lectures included: Why marketing? Citizen, Consumer, Customer (Behavior) Who is the Father of Marketing? Some Antecedents of Marketing When Did Marketing Start? The Contributors of Marketing Where Did Marketing Start? Job Positions in Today’s Marketing Organization The Role of the Chief Marketing Officer Four Different CEO Views of Marketing Reality – Truth – Challenge (Why Can’t We Make It?) The Strong and Steady Progress of Marketi...

Social Interactions in Job Satisfaction

OpenAIRE

Tumen, Semih; Zeydanli, Tugba

2015-01-01

The literature documents that job satisfaction is positively correlated with worker performance and pro- ductivity. We examine whether aggregate job satisfaction in a certain labor market environment can have an impact on individual-level job satisfaction. If the answer is yes, then policies targeted to increase job satisfaction can increase productivity not only directly, but through spillover externalities too. We seek an answer to this question using two different data sets from the United...

Job Contract at Birth of the First Child as a Predictor of Women’s Labor Market Attachment: Trajectory Analyses over 11 Years

Directory of Open Access Journals (Sweden)

Laura Peutere

2015-03-01

Full Text Available There is a lot of evidence that pre-birth employment and access to parental leave are important predictors of mothers’ labor market attachment after childbirth. This register-based study from Finland aimed to analyze in which ways the type of job contract (none, temporary, or permanent at the start of maternity leave predicts labor market attachment in the long term. The mother cohorts were followed up for 11 years. Labor market attachment was analyzed with latent class growth analysis, which makes it possible to identify subgroups with differing track and level of development. Lack of employment and having a temporary contract at baseline were associated with slower and weaker labor market attachment irrespective of mother’s age, socioeconomic status, and subsequent births. These findings suggest that the polarization of women into the core and periphery of the labor market structure tends to continue after the birth of the first child. Temporary employment might be an obstacle for having rights for a job-protected family leave and have long-term consequences on the continuity of employment and the division of paid and unpaid work in the family.

Changing the model of care delivery: nurses' perceptions of job satisfaction and care effectiveness.

Science.gov (United States)

Wells, Judith; Manuel, Madonna; Cunning, Glenda

2011-09-01

To examine nurses' perceptions of job satisfaction, empowerment, and care effectiveness following a change from team to a modified total patient care (TPC) delivery model. Empirical data related to TPC is limited and inconclusive. Similarly, evidence demonstrating nurses' experience with change and restructuring is limited. A mixed method, longitudinal, descriptive design was used. Registered nurses and licenced practical nurses in two acute-care nursing units completed quantitative and qualitative surveys. Lewin's change theory provided the framework for the study. No significant change in job satisfaction was observed; however, it was less than optimal at all three time-periods. Nurses were committed to their jobs but relatively dissatisfied with their input into the goals and processes of the organization. Client care was perceived to be more effective under TPC. Job satisfaction remained consistent following the transition to TPC. However, nurses perceived that client care within the modified TPC model was more effective than in the previous model. Nursing administration must work collaboratively with nurses to improve processes in nursing practice that could enhance nurses' job satisfaction and improve client care delivery. 2011 Blackwell Publishing Ltd.

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

NARCIS (Netherlands)

Tims, M.; Bakker, A.B.; Derks, D.

2013-01-01

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

Different Types of Liberalization and Jobs in South Korean Firms

Directory of Open Access Journals (Sweden)

Hyuk-Hwang Kim

2015-03-01

Full Text Available This study examines the effects of several factors indicating economic openness- imported intermediate goods, total imports, IFDI (inward foreign direct investment, and foreign ownership-on regular, irregular jobs and the ratio of irregular employment to regular employment. Findings revealed that imported intermediate inputs and IFDI affected neither regular nor irregular job figures. However, an increase in total imports led to a decrease in the number of irregular jobs without affecting regular full time jobs, leading to a decrease in the ratio of irregular jobs to regular jobs. On the other hand, changes in foreign ownership structure had a contrary effect, that is, a decrease in the number of regular jobs and an increase in irregular ones, and, thus, an increase in the ratio of irregular jobs to regular jobs. Overall results showed that a rise in imports results in depressed overall employment, irregular employment in particular, while more IFDI results in more irregular jobs replacing regular ones, effectively exacerbating job insecurity. The implication of this analysis is that greater economic openness may have a negative impact on the South Korean labor market overall.

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

Job creation potential of solar

International Nuclear Information System (INIS)

McMonagle, R.

2005-01-01

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

[Market and ageing].

Science.gov (United States)

Joël, M-E

2005-06-01

Ageing can be defined as growth of the proportion of elderly people in the population, but also as a group of transformations in life cycles: older age at time of first job, marriage, birth of first child, early retirement, longer life expectancy, active retirement, greater number of dependent persons. The economic impact of the ageing population has been extensively studied from the perspective of the social security fund. In France and in most developed countries, population ageing has considerably destabilized social accounting creating a gap between a system thought out after WWII and the present social environment. The current response of social security system to elderly person's needs is considered inadequate. There are however other consequences of ageing. It is important to measure the upheaval caused by longer life expectancy and changing life stages on all markets. Three kinds of markets are involved in different ways: job market, services market for the elderly and all goods market for seniors and golden aged. Many studies have focused on the links between economic production and physiological ageing. The traditional organisation of working conditions stresses working intensity over experience, young workers'capabilities over than those of older workers. The link between age and the job market can also be analyzed by considering supply and demand for employment for workers over 50. Another question is the workforce shortage forecasted in some sectors (health and social sectors in particular) and the role of immigration. Growth in the supply of long-term care will require restructuring of the sector's logistics and financing. Certain trends are appearing: government authorities are reducing their supply of services, private production is increasing, public financing is being maintained, and individual contributions are growing while the role of insurance has remained stagnant. A qualitative analysis of the markets also shows heterogeneous workers

An endogenous relationship between wages, job opportunity, and skilled labor shortage in Norway

OpenAIRE

Lee, Yin Jien

2010-01-01

Norway's economy has gone through unprecedented growth in the past decade. The strong growth in GDP, employment, labor productivity, real wage, and labor immigration combines with increasing outflows from the labor force, such as early retirement scheme, sickness and disability, and old age retirement implies that Norway's labor market is tight. We hypothesize demographic changes and skilled and unskilled job composition affects tertiary education participation through wage premium and job ...

Changing Times, Changing Roles?

Science.gov (United States)

Parker, Stella

1994-01-01

Completion of the Vocational Preference Inventory by 97 British continuing educators showed their vocational interests were primarily creative and intellectual and least preferred activities were administration, marketing, and accounting. Because the latter are increasingly part of the job, conflicts and barriers to change could arise. (SK)

Examining the Relationships between Labour Market Mismatches, Earnings and Job Satisfaction among Immigrant Graduates in Europe

OpenAIRE

McGuinness, Seamus; Byrne, Delma

2014-01-01

This paper uses graduate survey data and econometric methods to estimate the incidence and wage/job satisfaction effects of over-education and overskilling among immigrants graduating from EU 15 based universities in 2005. Female immigrants with shorter durations of domicile were found to have a higher likelihood of overskilling. Newly arrived immigrants incurred wage penalties' which were exacerbated by additional penalties resulting from overskilling in the male labour market and overeducat...

Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model

Science.gov (United States)

van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.

2009-01-01

Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…

Is any job better than no job at all? Studying the relations between employment types, unemployment and subjective health in Belgium.

Science.gov (United States)

Van Aerden, Karen; Gadeyne, Sylvie; Vanroelen, Christophe

2017-01-01

This study focuses on the health impact of the labour market position, since recent research indicates that exposure to both unemployment and precarious employment causes serious harm to people's health and well-being. An overview of general and mental health associations of different labour market positions in Belgium is provided. A distinction is made between employment and unemployment and in addition between different types of jobs among the employed, taking into account the quality of employment. Given the fact that precarious labour market positions tend to coincide with a precarious social environment, the latter is taken into consideration by including the composition and material living conditions of the household and the presence of social support. Belgian data from the 1st Generations and Gender Survey are used. A Latent Class Cluster Analysis is performed to construct a typology of labour market positions that includes four different types of waged employment: standard jobs, instrumental jobs, precarious jobs and portfolio jobs, as well as self-employment and unemployment. Then, binary logistic regression analyses are performed in order to relate this typology to health, controlling for household situation and social support. Two health outcomes are included: self-perceived general health (good versus fair/bad) and self-rated mental health (good versus bad, based on 7 items from the Center for Epidemiologic Studies Depression Scale). Two labour market positions are consistently related to poor general and mental health in Belgium: unemployment and the precarious job type. The rather small gap in general and mental health between both labour market positions emphasises the importance of employment quality for the health and well-being of individuals in waged employment. Controlling for the household level context and social support illustrates that part of the reported health associations can be explained by the precarious social environment of

The (New) OECD Jobs Study: Introduction and Assessment

OpenAIRE

Alfred Stiglbauer

2006-01-01

In 1994, the OECD presented the Jobs Study analyzing the causes of high unemployment in Europe. The study identified inappropriate labor market regulations and legislation as a key determinant of high unemployment. The OECD recommended deregulation and liberalization of labor market institutions as a remedy. Meanwhile, new empirical research has explored the influence of labor market institutions on unemployment and has only partly confirmed the recommendations of the Jobs Study. In a reevalu...

The Job Market for Business Librarians: 1983-1992.

Science.gov (United States)

Rakevich, Doris

This paper analyzes a total of 235 job advertisements for business librarians from 1983 through 1992 listed in "Library Journal,""American Libraries,""C & RL News,""SpeciaList," and the Eastern edition of "The Wall Street Journal." Each advertisement was examined for level of job; type of…

Impact of external job mobility and occupational job mobility on earnings

Energy Technology Data Exchange (ETDEWEB)

Wong, C.; Cheng, M.Y.; Lau, T.C.

2016-07-01

Purpose: The purpose of the study is to examine the relationship between external job mobility and occupational job mobility on earnings among engineers in Malaysia. Design/methodology/approach: Using curricular vitae data from a job agency, this paper tracks job mobility through job histories and examine how it affects earnings. Findings: Results obtained from regression analysis indicate that higher external job mobility will contribute to higher earnings, but occupational mobility will have adverse effect on earnings. Research limitations/implications: Limitation of the study is that the results are extrapolated from a self-report dataset. Practical implications: Nonetheless, the results give important implications to the Malaysian job market on how firm-specific skills and occupational specific skills are rewarded among engineers who actively seek for alternative employment online, and a guide to job applicants in career planning. Originality/value: The findings has also revealed important variables to be included in explaining high skill labor earnings in the context of Malaysian engineers, it serves as an important reference for future in modeling earnings.

Impact of external job mobility and occupational job mobility on earnings

International Nuclear Information System (INIS)

Wong, C.; Cheng, M.Y.; Lau, T.C.

2016-01-01

Purpose: The purpose of the study is to examine the relationship between external job mobility and occupational job mobility on earnings among engineers in Malaysia. Design/methodology/approach: Using curricular vitae data from a job agency, this paper tracks job mobility through job histories and examine how it affects earnings. Findings: Results obtained from regression analysis indicate that higher external job mobility will contribute to higher earnings, but occupational mobility will have adverse effect on earnings. Research limitations/implications: Limitation of the study is that the results are extrapolated from a self-report dataset. Practical implications: Nonetheless, the results give important implications to the Malaysian job market on how firm-specific skills and occupational specific skills are rewarded among engineers who actively seek for alternative employment online, and a guide to job applicants in career planning. Originality/value: The findings has also revealed important variables to be included in explaining high skill labor earnings in the context of Malaysian engineers, it serves as an important reference for future in modeling earnings.

Hospital employees' perceptions of fairness and job satisfaction at a time of transformational change.

Science.gov (United States)

Brandis, Susan; Fisher, Ron; McPhail, Ruth; Rice, John; Eljiz, Kathy; Fitzgerald, Anneke; Gapp, Rod; Marshall, Andrea

2016-06-01

Objective This study examines the relationships between job satisfaction and organisational justice during a time of transformational change. Methods Data collection occurred immediately before a major regional hospital's move to a greenfield site. Existing measures of job satisfaction and organisational justice were used. Data were analysed (n=316) using descriptive, correlation and regression methods together with interactions between predictor variables. Results Correlation coefficients for satisfaction and organisational justice variables were high and significant at the Pemployee job satisfaction. Interactions between the predictor variables showed that job satisfaction increased as the interactions between the predictor variables increased. Conclusions The finding that even at a time of transformational change staff perceptions of fair treatment will in the main result in high job satisfaction extends the literature in this area. In addition, it was found that increasing rewards for staff who perceive low levels of organisational justice does not increase satisfaction as much as for staff who perceive high levels of fairness. If people feel negative about their role, but feel they are well paid, they probably still have negative feelings overall. What is known about the topic? Despite much research highlighting the importance of job satisfaction and organisational justice in healthcare, no research has examined the influence of transformational change, such as a healthcare organisational relocation, on these factors. What does this paper add? The research adds to academic literature relating to job satisfaction and organisational justice. It highlights the importance of organisational justice in influencing the job satisfaction of staff. What are the implications for practitioners? Financial rewards do not necessarily motivate staff but low rewards do demotivate. Shortages of health professionals are often linked to a lack of job satisfaction, and recruitment

Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah Tshabalala

OpenAIRE

Tshabalala, Mantombi Eldah

2004-01-01

Fierce competition and re-allocation of firms on a global scale, including processes of substantial downsizing have come to the forefront of attention. The concern is that the global scale of actions cannot be controlled on a local level and may therefore pose a threat to a wide variety of workers. Many of the changes taking place in the economies and labour markets of the industrialised countries may have increased structural job insecurity. Cutbacks and dismissals give ris...

Labour Market Flexibility between Risk and Opportunity for Gender Equality Analyses of Self-employment, Part-time Work, and Job Autonomy

OpenAIRE

König, Stefanie

2016-01-01

The dissertation “Labour Market Flexibility between Risk and Opportunity for Gender Equality – Analyses of Self-employment, Part-time Work, and Job Autonomy” addresses the main research question: Is flexibility the key to a less gendered labour market, or does it rather foster more traditional roles and gender inequality? In four empirical studies, different aspects in life were investigated in order to gain a holistic understanding of gender inequalities related to flexibility at work: the d...

Healthy change processes - Relations with job insecurity, sickness absenteeism, sickness presenteeism and turnover intention

OpenAIRE

Bødal, Åshild

2017-01-01

The aim of this study was to investigate whether the presence of a healthy change process (HCPI) could predict negative outcomes that normally follow organisational change, such as qualitative job insecurity, total sickness (sickness absenteeism and -presenteesim) and turnover intention. It was hypothesised that negative relationships existed between a healthy change process and qualitative job insecurity, total sickness and turnover intention. In addition, it was believed that experienced st...

Role of internal marketing, organizational commitment, and job stress in discerning the turnover intention of Korean nurses.

Science.gov (United States)

Lee, Haejung; Kim, Myoung-Soo; Yoon, Jung-A

2011-06-01

The purpose of this study was to examine the discriminating factors of Korean nurses' turnover intention (TI) among internal marketing (IM), organizational commitment (OC), and job stress (JS). Nurses (n = 185) who had worked for 1-10 years were surveyed from six general hospitals in South Korea. The data were collected by using questionnaires and were analyzed with descriptive statistics and discriminant analysis. The participants were grouped into three groups, depending on the level of their TI: "low TI group" (n = 58), "moderate TI group" (n = 96), and "high TI group" (n = 31). One function significantly discriminated between the high TI and low TI groups. The function correctly classified 84.3% of the participants into the two groups and 75.3% were correctly classified in the cross-validation. Organizational commitment was the most important factor. Job stress and the IM components of staffing-promotion, reward, management philosophy, working environment, and segmentation were significant discriminant factors of TI. Based on the findings of this study, we could conclude that OC, JS, and IM play important roles in the TI of nurses. Implying a career development system as an OC management strategy, an innovative promotion policy to change conservative organizational climates and a balance of effort-reward can be considered as managerial interventions to reduce nurses' TI. © 2010 The Authors. Japan Journal of Nursing Science © 2010 Japan Academy of Nursing Science.

Inward Greenfield FDI and Patterns of Job Polarization

Directory of Open Access Journals (Sweden)

Sara Amoroso

2018-04-01

Full Text Available The unprecedented growth in foreign direct investment in the last few decades has caused drastic changes in the labor markets of the host countries. The major part of FDI takes place in low-tech industries, where the wages and skills are low, or in high-tech, where they offer a wage premium for the highly skilled workers. This mechanism may increase the polarization of employment into high-wage and low-wage jobs, at the expense of middle-skill jobs. This paper looks at the effects of two types of FDI inflows, namely foreign investment in high-skill and low-skill activities, on job polarization. We match data on greenfield FDI aggregated by country and sector with data on employment by occupational skill to investigate the extent to which different types of greenfield FDI are responsible for skill polarization. Our results show that low-skill foreign investment shifts employment from high- to medium- and low-skill jobs, while skill-intensive FDI generally leads to skill upgrading. Only FDI in information and communication technology (ICT is associated with job polarization, but only when accounting for the plurality of job polarization patterns across European sectors.

Structural Change in Southern Softwood Stumpage Markets

Science.gov (United States)

Douglas R. Carter

1998-01-01

The potential for structural change in southern stumpage market models has impacts on not only our basic understanding of those markets, but also on harvest, inventory and price projections, and related policy. In this paper, we test for structural change in both sawtimber and pulpwood softwood stumpage markets in the U.S. South over the period 1950-1994. Test...

LDC gas buyers adjusting to vastly changed market

International Nuclear Information System (INIS)

Share, J.

1997-01-01

In a just-released study, RKS Research and Consulting reported that while power and gas marketing firms may become key players in the deregulated energy business, few of their customers and seeing a national leader emerge. The report said while 75% of large customers interviewed already use energy marketers, only 25% evidence a clear understanding of these firms' skills and product /offerings. The study found that the energy users considered reliable energy supply, service dependability and quality/reliability of fuel sources their top three criteria and apply that to utilities and energy marketing firms. The marketers may offer some unique services, such as a commanding market presence, fuel diversity, skill in using financial derivatives and record of successful risk management, but those offerings are generally at the bottom of the list that energy users use when considering power and gas marketers, the study said. What does this all mean to the gas utilities, both in terms of buying supplies as well as providing gas against their newly emerging competitors? The author asked gas buyers from five LDCs to discuss the challenges they face in doing their jobs today. Their comments are relevant because it is not only an example of a new way of doing business, but is also indicative of the choices and problems one will endure in buying energy in an increasingly deregulated environment. And remember this: the utilities are still the predominant buyers of gas

Labour market segmentation and mobility as determinants of trade union membership

DEFF Research Database (Denmark)

Jensen, Carsten Strøby

2018-01-01

This article analyses if and to what extent labour market segmentation and labour market mobility influence trade union density. Some industries and sectors have stable employment domains and employees stay to a high degree within the industry even if they change jobs. Other industries and sectors...... have more unstable employments domains and employees to a higher degree shift to employment in other industries and sectors when they move to another job. In this article, it is analysed how differences in segmentation and employee mobility out of an industry influence union density. The analysis...... of mobility....

Changing patterns of competition in European gas markets

International Nuclear Information System (INIS)

Heren, P.

1996-01-01

Despite a period of statism in the European natural gas market, the author argues that economic, political and regulatory pressures are approaching which will force dramatic change in the market, and identifies factors relating to pipeline capacity, competition, prices and market changes and fuel use which will drive the changes. A historical perspective is used as a framework to explain the inevitability of these changes. (UK)

Enrollment Management with Academic Portfolio Strategies: Preparing for Environment-Induced Changes in Student Preferences.

Science.gov (United States)

Paulsen, Michael B.

1990-01-01

A marketing model of enrollment management focusing on relationships between changes in the macroenvironment, target market student preferences, college marketing mix, and enrollment is presented. Application of the model illustrates how institutions can offset, enhance, or neutralize potential enrollment effects of job market changes through…

Quits and job changes among home care workers in Maine: the role of wages, hours, and benefits.

Science.gov (United States)

Morris, Lisa

2009-10-01

Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions, actual turnover, and job-to-job transitions are examined. The analysis uses actual data on hours, wages, and benefits at current and subsequent jobs and controls for perceived rewards and work conditions, personal characteristics, and local labor market conditions. Although the analysis finds that improved work conditions and non-pecuniary rewards of home-based direct care work have significant negative effects on turnover intentions, compensation accounts for more actual job turnover. Higher wages, more hours, and travel cost reimbursement are found to be significantly associated with reduced turnover. Although wages and hours appear to have stronger effects, health benefits do appear to have some significance in predicting job-to-job transitions. Although improving compensation presents budgetary challenges to home care agencies, for this low-income workforce, the ability to earn higher wages and work more hours may be more of an imperative than improved work conditions.

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…

Problem-Solving Management Training Effects on Sales Productivity and Job Satisfaction.

Science.gov (United States)

Ross, Paul C.; And Others

Research suggests that effective organizational change must be led by line personnel rather than by outside consultants. The Performance Management Program (PMP) implemented in two Bell Telephone companies is a line-led, self-help program in which managers participate in problem-solving activities within their own jobs. Marketing and sales…

Dynamic Gender Differences in a Post-Socialist Labor Market: Russia, 1991-1997

Science.gov (United States)

Gerber, Theodore P.; Mayorova, Olga

2006-01-01

We examine how the shift from state socialism affects gender inequality in the labor market using multivariate models of employment exit, employment entry, job mobility and new job quality for 3,580 Russian adults from 1991 through 1997. Gender differences changed in a complex fashion. Relative to men, women gained greater access to employment,…

Market Strategies for Climate Change

Energy Technology Data Exchange (ETDEWEB)

Kolk, A.; Pinkse, J. [Business School, University of Amsterdam, Amsterdam (Netherlands)

2004-06-01

The issue of climate change has attracted increasing business attention in the past decade. Whereas companies initially aimed primarily at influencing the policy debate, corporate strategies increasingly include economic responses. Existing classifications for climate change strategies however still reflect the political, non-market components. Using empirical information from the largest multinational companies worldwide, this article examines current market responses, focusing on the drivers (threats and opportunities) and the actions being taken by companies to address climate change. It also develops a typology of climate strategies that addresses the market dimensions, covering both the aim (strategic intent) and the degree of cooperation (form of organisation). The aim turns out to be either innovation or compensation, while the organisational arrangements to reach this objective can be oriented at the company level (internal), at companies' own supply chain (vertical) or at cooperation with other companies (competitors or companies in other sectors - horizontal). The typology can assist managers in deciding about the strategic option(s) they want to choose regarding climate change, also based on the insights offered by the paper about the current state of activities of other companies worldwide.

EU SINGLE FINANCIAL MARKET – PROSPECTS FOR CHANGES

Directory of Open Access Journals (Sweden)

Małgorzata Mikita

2012-04-01

Full Text Available The global financial crisis has revealed the weaknesses of the European financial market, which triggered the European Union (EU work on further integration of this market. The aim of this article is to present the direction of changes concerning the integration of the EU financial market. These changes are mainly related to the issue of supervising the EU financial market, regulating the institutions operating in this market, protecting customers, improving the effectiveness of the market, its transparency and liquidity, as well as improving management in crisis situations.

Shift work, job strain and changes in the body mass index among women: a prospective study.

Science.gov (United States)

Fujishiro, Kaori; Lividoti Hibert, Eileen; Schernhammer, Eva; Rich-Edwards, Janet W

2017-06-01

The effects of job strain and shift work on weight gain have not been studied jointly. Cross-sectional and longitudinal studies on shift work and weight gain have reported different results. This study examines potential effect modification by job strain on the link between shift work and weight gain, and concurrent and delayed effects of shift work on weight gain. Data came from 52 622 women who participated in the Nurses' Health Study II, a prospective cohort study. Using linear regression, we modelled change in body mass index (BMI) over 4 years as a function of change in job strain, cumulative exposure to rotating night shift previously and during the 4 years (ie, previous and concurrent exposures) and the interaction between job strain and concurrent shift work exposure. Age, race/ethnicity, pregnancy history, baseline BMI, job types and health behaviours at baseline were controlled for. Job strain and rotating shift work, concurrent and previous, all had independent associations with BMI change during the 4-year period. There was no evidence for effect modification by job strain. Concurrent and previous exposures to rotating night shift had different associations with BMI change: an inverted U-shape for concurrent exposure (ranging from 0.01 to 0.14 kg/m 2 increase), a dose-response for previous exposure (-0.02 to 0.09 kg/m 2 ). Job strain and rotating night shift work have independent contributions to weight gain. Reducing job strain and supporting night shift workers are both important intervention goals. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Changes in job stress and coping skills among caregivers after dementia care practitioner training.

Science.gov (United States)

Takizawa, Takeya; Takahashi, Megumi; Takai, Michiko; Ikeda, Taichiro; Miyaoka, Hitoshi

2017-01-01

Dementia care practitioner training is essential for professional caregivers to acquire medical knowledge and care skills for dementia patients. We investigated the significance of training in stress management by evaluating caregivers' job stress and coping style before and after they have completed training. The subjects included 134 professional caregivers (41 men, 93 women) recruited from participants in training programmes held in Kanagawa Prefecture from August 2008 to March 2010. A survey using a brief job stress questionnaire and a coping scale was carried out before and after they completed their training. A t-test and multiple regression analysis were performed to evaluate the effects of the training. After the training, the scores of modifiers on the job stress scale and of the coping scale increased, whereas the scores of stress reactions on the job stress scale decreased. However, there were no changes in participants' subjective cognition concerning their workplace environment. Furthermore, the change in stress reaction score tended to correlate with the change in consultation score in all participants and with the change in problem-solving and consultation in male participants. Among female participants, the change in stress reaction score tended to correlate with change in support from superiors and colleagues as modifiers. The factors that correlated to the change in stress reaction score differed between genders. The findings suggest that training caregivers improves their stress reaction and coping skills. © 2016 The Authors. Psychogeriatrics © 2016 Japanese Psychogeriatric Society.

Employability and personal initiative as antecedents of job satisfaction.

Science.gov (United States)

Gamboa, Juan Pablo; Gracia, Francisco; Ripoll, Pilar; Peiró, José María

2009-11-01

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.

Estimating market probabilities of future interest rate changes

OpenAIRE

Hlušek, Martin

2002-01-01

The goal of this paper is to estimate the market consensus forecast of future monetary policy development and to quantify the priced-in probability of interest rate changes for different future time horizons. The proposed model uses the current spot money market yield curve and available money market derivative instruments (forward rate agreements, FRAs) and estimates the market probability of interest rate changes up to a 12-month horizon.

Short Term Gain, Long Term Pain:Informal Job Search Methods and Post-Displacement Outcomes

OpenAIRE

Green, Colin

2012-01-01

This paper examines the role of informal job search methods on the labour market outcomes of displaced workers. Informal job search methods could alleviate short-term labour market difficulties of displaced workers by providing information on job opportunities, allowing them to signal their productivity and may mitigate wage losses through better post-displacement job matching. However if displacement results from reductions in demand for specific sectors/skills, the use of informal job searc...

Search Frictions, Job Flows and Optimal Monetary Policy

OpenAIRE

Shoujian Zhang

2014-01-01

Job creation and job destruction are investigated in an economy featured by search frictions in both labour and goods markets. We show that both the unemployment rate and the endogenous job destruction rate increase when the inflation rate rises, because the demand declines due to the increase in the cost of holding money. Our numerical exercises suggest that the destruction of lower productivity jobs and the creation of higher productivity jobs may be inefficiently low under the zero nominal...

Readiness for change and job satisfaction in a case of lean management application - a comparative study.

Science.gov (United States)

Lipińska-Grobelny, Agnieszka; Papieska, Ewelina

2012-09-01

This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies. "Lean management" is a concept of work processes and human relations that determines company's productivity and profitability. Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction (both emotional and cognitive aspect). The sample of 102 employees completed a battery of instruments such as: the Job Description Inventory by Neuberger and Allerbeck, the Job Affect Scale by Burke et al. and the Change-Readiness Scale by Kriegel and Brandt. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction. In this approach the introduction of lean production positively affected company's human resource attitudes.

Marketing malpractice: the cause and the cure.

Science.gov (United States)

Christensen, Clayton M; Cook, Scott; Hall, Taddy

2005-12-01

Ted Levitt used to tell his Harvard Business School students, "People don't want a quarter-inch drill--they want a quarter-inch hole." But 35 years later, marketers are still thinking in terms of products and ever-finer demographic segments. The structure of a market, as seen from customers' point of view, is very simple. When people need to get a job done, they hire a product or service to do it for them. The marketer's task is to understand what jobs periodically arise in customers' lives for which they might hire products the company could make. One job, the "I-need-to-send-this-from-here-to-there-with-perfect-certainty-as-fast-as-possible"job, has existed practically forever. Federal Express designed a service to do precisely that--and do it wonderfully again and again. The FedEx brand began popping into people's minds whenever they needed to get that job done. Most of today's great brands--Crest, Starbucks, Kleenex, eBay, and Kodak, to name a few-started out as just this kind of purpose brand. When a purpose brand is extended to products that target different jobs, it becomes an endorser brand. But, over time, the power of an endorser brand will surely erode unless the company creates a new purpose brand for each new job, even as it leverages the endorser brand as an overall marker of quality. Different jobs demand different purpose brands. New growth markets are created when an innovating company designs a product and then positions its brand on a job for which no optimal product yet exists. In fact, companies that historically have segmented and measured markets by product categories generally find that when they instead segment by job, their market is much larger (and their current share much smaller) than they had thought. This is great news for smart companies hungry for growth.

Young Children and Job Satisfaction.

Science.gov (United States)

Hanson, Sandra L.; Sloane, Douglas M.

1992-01-01

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

Changing health behaviors with social marketing.

Science.gov (United States)

Suarez-Almazor, M E

2011-08-01

Social marketing uses marketing techniques to promote healthy attitudes and behaviors. As in traditional marketing, the development and implementation of social marketing programs is based on the four P's: product, price, place, and promotion, but it also incorporates the partnership and participation of stakeholders to enhance public health and engage policy makers. The "product" in social marketing is generally a behavior, such as a change in lifestyle (e.g., diet) or an increase in a desired health practice (e.g., screening). In order for people to desire this product, it must offer a solution to a problem that is weighed with respect to the price to pay. The price is not just monetary, and it often involves giving something up, such as time (e.g., exercising) or a wanted, satisfying behavior (e.g., smoking). In its development phase, social marketing incorporates qualitative methods to create messages that are powerful and potentially effective. The implementation of the programs commonly involves mass campaigns with advertisement in various media. There have been a few social media campaigns targeting bone health that have been disseminated with substantial outreach. However, these have not been systematically evaluated, specifically with respect to change in behavior and health outcomes. Future campaigns should identify target behaviors that are amenable to change such as bone mass measurement screening or exercise. Audience segmentation will be crucial, since a message for young women to increase peak bone mass would be very different from a message for older individuals who have just experienced a fracture. Campaigns should involve key stakeholders, including policy makers, health providers, and the public. Finally, success must be carefully evaluated, not just by the outreach of the campaign, but also by a change in relevant behaviors and a decrease in deleterious health outcomes.

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....

Beyond Needs Assessments: Marketing as Change Agent.

Science.gov (United States)

Piland, William E.

1984-01-01

Views marketing techniques as agents of change providing valuable assistance to community college decision makers. Discusses the importance of a balance among the four P's of marketing (i.e., promotion, price, place, and product); and seven procedural steps in developing a sound marketing strategy. (DMM)

Changes in hospital nurse work environments and nurse job outcomes: an analysis of panel data.

Science.gov (United States)

Kutney-Lee, Ann; Wu, Evan S; Sloane, Douglas M; Aiken, Linda H

2013-02-01

One strategy proposed to alleviate nursing shortages is the promotion of organizational efforts that will improve nurse recruitment and retention. Cross-sectional studies have shown that the quality of the nurse work environment is associated with nurse outcomes related to retention, but there have been very few longitudinal studies undertaken to examine this relationship. To demonstrate how rates of burnout, intention to leave, and job dissatisfaction changed in a panel of hospitals over time, and to explore whether these outcomes were associated with changes in nurse work environments. A retrospective, two-stage panel design was chosen for this study. Survey data collected from large random samples of registered nurses employed in Pennsylvania hospitals in 1999 and 2006 were used to derive hospital-level rates of burnout, intention to leave current position, and job dissatisfaction, and to classify the quality of nurses' work environments at both points in time. A two-period difference model was used to estimate the dependence of changes in rates of nurse burnout, intention to leave, and job dissatisfaction on changes in nurse work environments between 1999 and 2006 in 137 hospitals, accounting for concurrent changes in nurse staffing levels. In general, nurse outcomes improved between 1999 and 2006, with fewer nurses reporting burnout, intention to leave, and job dissatisfaction in 2006 as compared to 1999. Our difference models showed that improvements in work environment had a strong negative association with changes in rates of burnout (β=-6.42%, pjob dissatisfaction (β=-8.00%, pburnout, intention to leave current position, and job dissatisfaction. Copyright © 2012 Elsevier Ltd. All rights reserved.

Retaining nurses in a changing health care environment: The role of job embeddedness and self-efficacy.

Science.gov (United States)

Vardaman, James M; Rogers, Bryan L; Marler, Laura E

2018-04-11

Because nurses are on the front lines of care delivery, they are subject to frequent changes to their work practices. This change-laden environment puts nurses at higher risk for turnover. Given the frequent disruption to the way nurses perform their jobs, change-related self-efficacy (CSE), or confidence that one can handle change, may be vital to their retention. The purpose of this article is to examine the roles of CSE and job embeddedness in reducing turnover intentions among nurses. Specifically, this article tests a model in which CSE is the intervening mechanism through which job embeddedness influences turnover intentions. Drawing on a sample of 207 nurses working in the medical/surgical unit of a major metropolitan hospital in the United States, this study employs OLS regression to test for direct effects of job embeddedness and CSE on turnover intentions and bias-corrected bootstrapping to test for the indirect effects of job embeddedness on turnover intentions through CSE. Results show that CSE is directly linked to turnover intentions, and the effects of job embeddedness on turnover intentions become fully manifest through CSE. Improved nurse retention may lead to stable patient care and less disruption in service delivery. Improved retention also benefits health care organizations financially, as costs of replacing a nurse can exceed 100% of the salary for the position. Given the shortage of nurses in some geographic areas, retention remains an important goal.

A global assessment of market accessibility and market influence for global environmental change studies

Energy Technology Data Exchange (ETDEWEB)

Verburg, Peter H [Institute for Environmental Studies, Amsterdam Global Change Institute, VU University Amsterdam, De Boelelaan 1087, 1081 HV Amsterdam (Netherlands); Ellis, Erle C [Department of Geography and Environmental Systems, University of Maryland, Baltimore County, Baltimore, MD 21250 (United States); Letourneau, Aurelien, E-mail: Peter.Verburg@ivm.vu.nl [UMR 5175 Centre d' Ecologie Fonctionnelle and Evolutive, Centre National de la Recherche Scientifique, 1919 Route de Mende, 34293 Montpellier cedex 5 (France)

2011-07-15

Markets influence the global patterns of urbanization, deforestation, agriculture and other land use systems. Yet market influence is rarely incorporated into spatially explicit global studies of environmental change, largely because consistent global data are lacking below the national level. Here we present the first high spatial resolution gridded data depicting market influence globally. The data jointly represent variations in both market strength and accessibility based on three market influence indices derived from an index of accessibility to market locations and national level gross domestic product (purchasing power parity). These indices show strong correspondence with human population density while also revealing several distinct and useful relationships with other global environmental patterns. As market influence grows, the need for high resolution global data on market influence and its dynamics will become increasingly important to understanding and forecasting global environmental change.

A global assessment of market accessibility and market influence for global environmental change studies

Science.gov (United States)

Verburg, Peter H.; Ellis, Erle C.; Letourneau, Aurelien

2011-07-01

Markets influence the global patterns of urbanization, deforestation, agriculture and other land use systems. Yet market influence is rarely incorporated into spatially explicit global studies of environmental change, largely because consistent global data are lacking below the national level. Here we present the first high spatial resolution gridded data depicting market influence globally. The data jointly represent variations in both market strength and accessibility based on three market influence indices derived from an index of accessibility to market locations and national level gross domestic product (purchasing power parity). These indices show strong correspondence with human population density while also revealing several distinct and useful relationships with other global environmental patterns. As market influence grows, the need for high resolution global data on market influence and its dynamics will become increasingly important to understanding and forecasting global environmental change.

A global assessment of market accessibility and market influence for global environmental change studies

International Nuclear Information System (INIS)

Verburg, Peter H; Ellis, Erle C; Letourneau, Aurelien

2011-01-01

Markets influence the global patterns of urbanization, deforestation, agriculture and other land use systems. Yet market influence is rarely incorporated into spatially explicit global studies of environmental change, largely because consistent global data are lacking below the national level. Here we present the first high spatial resolution gridded data depicting market influence globally. The data jointly represent variations in both market strength and accessibility based on three market influence indices derived from an index of accessibility to market locations and national level gross domestic product (purchasing power parity). These indices show strong correspondence with human population density while also revealing several distinct and useful relationships with other global environmental patterns. As market influence grows, the need for high resolution global data on market influence and its dynamics will become increasingly important to understanding and forecasting global environmental change.

Does low job satisfaction lead to job mobility?

DEFF Research Database (Denmark)

Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

Job satisfaction and factors affecting motivation at Posti Oyj

OpenAIRE

Shah, Kapil

2016-01-01

The business trends and life style of humans are changing rapidly due to globalization and it visibly affects the work environment and employee’s attitude towards the work as the needs and desires of human being are changing too. In such circumstance, it is essential to have motivated team to survive in the market is vital agenda for the firms, where Posti Oyj is not an exception. It has become a challenge for HR officials to study about job satisfaction and motivation including factors affec...

The Gender Dimension of Technical Change and Job Polarisation

OpenAIRE

Joanne Lindley

2010-01-01

Many studies have shown that technical change has led to job polarisation. A relatively unexplored aspect of this is whether there has been a gender bias. This paper is the first to show gender bias in technology driven skill polarisation. Between 1997 and 2006 the demand for women shows hollowing out across high, medium and low education groups, as a consequence of technical change. This was not the case for men. Decomposing the fall in the gender pay gap shows further evidence for gender bi...

Youth expectations in job search in Serbia

Directory of Open Access Journals (Sweden)

Pavlović Dejana

2016-01-01

Full Text Available Youth on the labour market in developing countries such as Serbia, Macedonia, Bosnia and Herzegovina are facing numerous difficulties, with almost a half of their population aged between 15 -24 not working or working in informal sector. The reasons may be numerous. The financial crisis and the low economic development of the country have had negative impact on young generations and this resulted in lack of sufficient jobs vacancies. In addition, the reasons for their slow entry into the labour market could be the lack of experience, low education among young people etc. Although employers have certain expectations of young people, once they enter the labour market young people have certain values that are important for them when choosing a job. The paper presents the research on the expectations of young people entering labour market in the Republic of Serbia. According to survey results based on analyses of youth' expectations and preferences in Serbia regarding potential work conditions, authors have by the means of factor analysis identified which groups of factors are the most important for young people ages between 16 and 30 in job finding in Serbia. The results showed that there is a significance of three questions: 1. Job does not affect the private life; 2. Work resources are provided; 3. Work is safe. In conclusion, if a company ensures that these three issues are regulated, it will more likely employ young professionals.

(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...

Changing Jobs in Difficult Financial Times

Science.gov (United States)

Brown, Wayne

2009-01-01

Starting a new CIO job is always a challenge. There is a new department and institution to learn about, people to meet, and problems to solve. There is always plenty to learn and projects to realize. Throwing in economic challenges to the new-job transition can feel like one is attempting to climb a mountain without any gear. Fortunately, there…

Compensating differentials, labor market segmentation, and wage inequality.

Science.gov (United States)

Daw, Jonathan; Hardie, Jessica Halliday

2012-09-01

Two literatures on work and the labor market draw attention to the importance of non-pecuniary job amenities. Social psychological perspectives on work suggest that workers have preferences for a range of job amenities (e.g. Halaby, 2003). The compensating differentials hypothesis predicts that workers navigate tradeoffs among different job amenities such that wage inequality overstates inequality in utility (Smith, 1979). This paper joins these perspectives by constructing a new measure of labor market success that evaluates the degree to which workers' job amenity preferences and outcomes match. This measure of subjective success is used to predict workers' job satisfaction and to test the hypothesis that some degree of labor force inequality in wages is due to preference-based tradeoffs among all job amenities. Findings demonstrate that the new measure predicts workers' job satisfaction and provides evidence for the presence of compensating differentials in the primary and intermediate, but not secondary, labor markets. Copyright © 2012 Elsevier Inc. All rights reserved.

Instruments to stimulate activation of older persons on labor market

Directory of Open Access Journals (Sweden)

Klaudia Lucius

2015-03-01

Full Text Available The topic of ageing society and its influence on shaping economy is one of the priorities in political discussions nowadays.  The trend of increasing population of 50+ years old people is visible in most of the highly developed European countries. This situation induces countries with changing demographical structure to implement solutions that will extend the job activity of people in the immobile age. The best example is Germany, where the introduction of structural reforms in the labor market employment in the 55+ group increased in 10 years by 20%.  Effective management of the community of older people is necessary to keep the balance in economy. Many examples of good case practices from chosen European countries point an important role of education in this process. Education is a tool that aims to support older people in functioning on the job market and increase employers’ awareness of changes and solutions that need to be implemented in their companies. Customized forms of employment are another instrument of increasing job activity of older people. They let employers adjust the time, place of work, job description and form of payment according to the employer’s and employee’s preferences. Though, the most significant instrument is reduction of unemployment benefits for people who are qualified to take job activity. In this case one of the solutions is applying temporary benefits that stimulate active job hunting. The mentioned activities, to ensure their efficiency, should be supported by adequate law regulations.

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Science.gov (United States)

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. PMID:28943859

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Directory of Open Access Journals (Sweden)

Carol M. Wong

2017-09-01

Full Text Available Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004. Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011, which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006. In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010. Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001. Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995, we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.

Analysis of job satisfaction of employees

OpenAIRE

Procházka, Lukáš

2011-01-01

This thesis examines the problem of job satisfaction. It explains basic concepts and methods of most widely used theories of job satisfaction. The work contains survey on job satisfaction on a specific market entity - the company Telefónica Czech Republic, a.s., the findings of current situation and it proposes alternative procedures to improve the situation. Data collection was performed using a questionnaire submitted by employees of the company Telefónica Czech Republic, a. s. On the basis...

Changes in job strain and subsequent weight gain

DEFF Research Database (Denmark)

Vesterlund, Gitte Kingo; Keller, Amélie Cléo; Heitmann, Berit Lilienthal

2018-01-01

in 1999 between those who were rarely v. sometimes v. often busy in 1993 (P=0·03), with the largest weight gain in individuals with sustained high busyness in both years. Loss of influence between 1993 and 1999 was associated with larger subsequent weight gain than sustained high influence (P=0......Objective: Obesity as well as job strain is increasing, and job strain might contribute to weight gain. The objective of the current study was to examine associations between longitudinal alterations in the components of job strain and subsequent weight gain. Design: The study was designed...... as a prospective cohort study with three questionnaire surveys enabling measurement of job-strain alterations over 6 years and subsequent measurements of weight gain after further 10 years of follow-up. ANCOVA and trend analyses were conducted. Job demands were measured as job busyness and speed, and control...

Improved nurse job satisfaction and job retention with the transition from a "mandatory consultation" model to a "semiclosed" surgical intensive care unit: a 1-year prospective evaluation.

Science.gov (United States)

Haut, Elliott R; Sicoutris, Corinna P; Meredith, Denise M; Sonnad, Seema S; Reilly, Patrick M; Schwab, C William; Hanson, C William; Gracias, Vicente H

2006-02-01

The change from a "mandatory consultation" to a "semiclosed" surgical intensive care unit (SICU) model will impact nurses considerably. We hypothesize that nurse job satisfaction, job turnover rates, and hospital costs for temporary agency nurses will improve and these improvements will be more dramatic in SICU sections with greater involvement of a dedicated surgical critical care service (SCCS). Prospective longitudinal survey. Tertiary-care university hospital. SICU staff nurses. Change from mandatory consultation to semiclosed SICU. We surveyed SICU nurses during the year-long transition to a semiclosed SICU service (five time points, 3-month intervals). The first four surveys included ten questions on nurse job satisfaction. The final survey included two additional questions. All questions were on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree). Nurse job turnover rates and money spent on agency nurses were compared over time; 503 of a possible 914 surveys were completed (55% overall return rate). Nurse job satisfaction scores significantly improved over time for all questions (p job turnover rate dropped from 25% to 16% (p = .15). The scores for both year-end statements ("I am more satisfied with my job now than 1 year ago" and "The SCCS management of all orders has improved my job satisfaction") were significantly higher in sections with greater SCCS involvement (p = .0070 and p job satisfaction improved significantly with the transition to a semiclosed SICU. This higher satisfaction was associated with a significant decrease in spending on temporary agency nurses and a trend toward increased staff nurse job retention. SICU sections with greater SCCS involvement had more dramatic improvements. This semiclosed SICU model may help retain SICU nurses in a competitive job market in which experienced nurses are in short supply.

Transitions to employment from labour market enterprises in Norway

OpenAIRE

Aakvik, Arild; Dahl, Svenn-Åge

2004-01-01

We analyse a labour market programme for partly disabled workers that involves the transition from Labour Market Enterprises to a job in the ordinary labour market. We find that the percentage of these people finding jobs after a maximum two-year programme period has increased over time. In 1995, 28 per cent became employed in the ordinary job market in that year after they have left the programme. Exit rates to employment increased to 36 per cent in 1998 and to 39 per cent in 1999. We also f...

Revisiting the Relationship between Marketing Education and Marketing Career Success

Science.gov (United States)

Bacon, Donald R.

2017-01-01

In a replication of a classic article by Hunt, Chonko, and Wood, regression analysis was conducted using data from a sample of 864 marketing professionals. In contrast to Hunt, Chonko, and Wood, an undergraduate degree in marketing was positively related to income in marketing jobs, but surprisingly, respondents with some nonmarketing majors…

Changes in the International Wine Market

OpenAIRE

Vlahović, Branislav; Puškarić, Anton; Tomašević, Dejan

2013-01-01

Knowing international market is a basis for segmentation and making right and timely marketing decisions regarding wine export. In this piece, we have analized the international wine market, and determined changes in international turnover, with largest importers and exporters for the period of 2001 - 2011. The average wine export in the world was 8,4 tons, with a growth tendency of 5,0% per year. Converted in money, the average export amounted to 22 billion US Dollars, which makes wine one o...

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…

Self-control trumps work motivation in predicting job search behavior

NARCIS (Netherlands)

Baay, Pieter E.; de Ridder, Denise T D; Eccles, Jacquelynne S.; van der Lippe, T.; van Aken, Marcel A G

2014-01-01

Current labor market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills. Self-control (i.e., the ability to control one's thoughts, actions, and response tendencies in view of a long-term goal, such as

Insecure Commitment and Resistance: An Examination of Change Leadership, Self-Efficacy, and Trust on the Relationship between Job Insecurity, Employee Commitment, and Resistance to Organizational Change

Science.gov (United States)

Smith, Robert Elijah

2013-01-01

This study was designed to examine the mediation role of self-efficacy and the moderating roles of change leadership strategy and trust on the change attitudes of job insecure employees. Using job insecurity theory (Greenhalgh, 1983), Chin & Benne's (1961) seminal classification of change leadership strategies and the tripartite model of…

How job and family demands impact change in perceived stress: A dyadic study.

Science.gov (United States)

Smoktunowicz, Ewelina; Cieślak, Roman

2018-01-07

The aim of this two-wave study has been to test the spillover and crossover of job and family demands on changes in perceived stress at work and in the family. Specifically, we proposed that demands from one domain (work or family) spilled over to another domain through interrrole conflict (work-family/family-work conflict) and context-specific self-efficacy. Additionally, we hypothesized that changes in perceived stress were impacted not only by a person's own demands through interrole conflict but also by the demands of one's significant other, in the process of crossover. The study was of dyadic design and it was conducted online, among 130 heterosexual couples, at 2 time points separated by 3 months interval. Hypotheses were verified by means of the path analysis. No support was found for the spillover of job and family demands on changes in perceived stress through interrole conflict and self-efficacy, neither for women nor for men. With regard to the crossover, no support was found for the actor effects, i.e., a person's demands did not impact changes in one's own work- and family-related perceived stress but partial support was found for the partner effects, i.e., women's job demands were associated with men's changes in work and family-related stress through women's work-family conflict, and men's family demands were associated with women's change in family-related perceived stress through men's family-work conflict. The study is a longitudinal test of the Spillover-Crossover model and Work-Home Resources model demonstrating that job and family demands are transmitted across domains and across partners in the intimate relationships through the interrole conflict but the nature of this crossover is different for men and women. Int J Occup Med Environ Health 2018;31(2)199-215. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Labor Market Size and Unemployment Duration: A Theoretical Note

OpenAIRE

Peter Schaeffer; Tesfa Gebremedhin

2004-01-01

When job prospects are uncertain, labor market size matters even when labor and jobs, respectively, are homogenous. The expected unemployment duration and its standard deviation may then differ systematically with labor market size.

Job search requirements for older unemployed workers

OpenAIRE

Bloemen, Hans

2016-01-01

Many OECD countries have, or have had, a policy that exempts older unemployed people from the requirement to search for a job. An aging population and low participation by older workers in the labor market increasingly place public finances under strain, and spur calls for policy measures that activate labor force participation by older workers. Introducing job search requirements for the older unemployed aims to increase their re-employment rates. Abolishing the exemption from job search req...

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…

Job security and employee well-being: Evidence from matched survey and register data

OpenAIRE

Ilmakunnas, Pekka; Bockerman, Petri; Johansson, Edvard

2010-01-01

We examine the effects of establishment- and industry-level labor market turnover on employees’ well-being. The linked employer-employee panel data contain both survey information on employees’ subjective well-being and comprehensive register-based information on job and worker flows. Labor market turbulence decreases well-being as experienced job satisfaction and satisfaction with job security are negatively related to the previous year’s flows. We test for the existence of compensating wage...

Market Aspects of an Interior Design Program.

Science.gov (United States)

Gold, Judy E.

A project was conducted to evaluate a proposed interior design program in order to determine the marketability (job availability in the field of interior design and home furnishings merchandising) and the feasibility (educational requirements for entrance into the interior design and home furnishings merchandising job market) of the program. To…

Competing in changing energy markets

International Nuclear Information System (INIS)

Hannell, M.D.

1995-01-01

This paper presents two perspectives: first, that of a successful exporter of energy products into world markets and second, that of a producer and seller of energy to consumers in South Australia and New South Wales - a large proportion of whom are privately and publicly owned trading organisations. It looks at Santos' experience in winning export markets for its liquid products; provides an overview of the changes - occurring and prospective to the Australian energy sector; and finally, discusses the outlook for Santos' South Australian gas business. The Australian energy-supply sectors have entered a period of unprecedented change. With energy being a contributor, and in many cases accounting for a large share of a traded good's cost, the impact of the emerging developments in the energy sector are of considerable significance

Job Search Strategies and Labour Market Outcomes of Young Recent Migrants from Central & Eastern Europe in EU15 Member States

DEFF Research Database (Denmark)

Leschke, Janine; Weiss, Silvana

regulation and institutional settings and language and cultural proximity among others which in turn might impact on the importance and role of social networks in labour market outcomes. Our analysis shows that in all European country clusters recent NMS13 migrants more often found their current job through......This paper examines the use of social networks and its impact on the qualitative labour market integration of young recent EU migrants from Central and Eastern European member states to EU15 countries as well as Switzerland and Norway. The literature points to both positive and negative impacts...... of social networks on migrant workers’ outcomes. Social networks can facilitate access to employers and information on labour regulation and rights and thereby improve the quantitative and qualitative labour market outcomes of migrant workers. On the other hand, social networks can also contribute...

Impact of monetary policy changes on the Chinese monetary and stock markets

Science.gov (United States)

Tang, Yong; Luo, Yong; Xiong, Jie; Zhao, Fei; Zhang, Yi-Cheng

2013-10-01

The impact of monetary policy changes on the monetary market and stock market in China is investigated in this study. The changes of two major monetary policies, the interest rate and required reserve ratio, are analyzed in a study period covering seven years on the interbank monetary market and Shanghai stock market. We find that the monetary market is related to the macro economy trend and we also find that the monetary change surprises both of lowering and raising bring significant impacts to the two markets and the two markets respond to the changes differently. The results suggest that the impact of fluctuations is much larger for raising policy changes than lowering changes in the monetary market on policy announcing and effective dates. This is consistent with the “sign effect”, i.e. bad news brings a greater impact than good news. By studying the event window of each policy change, we also find that the “sign effect” still exists before and after each change in the monetary market. A relatively larger fluctuation is observed before the event date, which indicates that the monetary market might have a certain ability to predict a potential monetary change, while it is kept secret by the central bank before official announcement. In the stock market, we investigate how the returns and spreads of the Shanghai stock market index respond to the monetary changes. Evidences suggest the stock market is influenced but in a different way than the monetary market. The climbing of returns after the event dates for the lowering policy agrees with the theory that lowering changes can provide a monetary supply to boost the market and drive the stock returns higher but with a delay of 2 to 3 trading days on average. While in the bear market, the lowering policy brings larger volatility to the market on average than the raising ones. These empirical findings are useful for policymakers to understand how monetary policy changes impact the monetary and stock markets

Keeping Teachers on the Job Costs Less than Advertised. Policy Memorandum #168

Science.gov (United States)

Bivens, Josh

2010-01-01

A misplaced obsession with the size of federal budget deficits remains the single biggest obstacle to enacting new measures to create jobs on a scale commensurate with the crisis in the American labor market. Even assuming that budget scoring rules can't be changed, at the very least policy makers should be aware of the true impact a given piece…

Job satisfaction of dental practitioners before and after a change in incentives and governance: a longitudinal study.

Science.gov (United States)

Harris, R; Burnside, G; Ashcroft, A; Grieveson, B

2009-07-25

to measure changes in dental practitioners' job satisfaction following a contractual change, and compare differences between those transferring from a fee-per-item system (general dental service, GDS) and those previously working under a block contract with the primary care trust (personal dental service, PDS). Analysis of postal questionnaires conducted in 2006 and 2007. Four hundred and forty dental practitioners responding to the 2006 baseline questionnaire. Although perceived workload was unchanged, global job satisfaction had decreased for 24.7% (31) of GDS dentists and 49.0% (95) of PDS dentists comparing their scores given before and after the contractual change. PDS dentists showed a significant change in attitudes towards feeling restricted in providing quality care (change in factor mean [SD] = -2.88 [0.82]; p private sector. The study indicates that the fall in job satisfaction is more a result of a perceived erosion of professional autonomy than a reaction to the change in the system of remuneration.

Firm-Specific Marketing Capital and Job Satisfaction of Marketers: Evidence from Vietnam

Science.gov (United States)

Nguyen, Tho D.; Nguyen, Trang T. M.

2011-01-01

Purpose: Based on the resource-based view of the firm, this study aims to examine antecedents and outcomes of firm-specific marketing capital pool invested by marketers in a transition market, Vietnam. Design/methodology/approach: A sample of 528 marketers in Ho Chi Minh City was surveyed to test the theoretical model. Structural equation…

Labor market in Serbia: 1990-2005

Directory of Open Access Journals (Sweden)

Stojanović Božo

2006-01-01

Full Text Available Key problems in transitions in Serbia can be analyzed through the processes happening at the labor market. Labor market in Serbia is divided on the formal and informal one ("gray". The basic problem is mass unemployment. The unemployment in Serbia is not frictional unemployment resulting from decisions of workers to change their jobs. This kind of unemployment is considered normal at all labor markets. Since it is not frictional, unemployment in Serbia is not short-term one. This unemployment is by its nature structural and therefore long-term. Structural unemployment always arises as a result of the illadapted structure of labor supply and demand. There is a particularly high level of long-term unemployment among young people who practically do not have any work experience. The only realistic solution for mass unemployment and low wages in the Serbian economy is increasing of productivity and overall economic efficiency. Stimulating entrepreneurship and opening of new companies to absorb an enormous number of unemployed is the central issue of the economic reform. Instead of short-term passive measures, the state should adopt active measures aimed at stimulating of entrepreneurship and creating of new jobs.

Job hunting by through the internet: The experiences of some ...

African Journals Online (AJOL)

Each year, thousands of graduates are turned into the labour market from over fifty tertiary institutions in Nigeria in search of jobs. In addition to the traditional methods of job-hunting, most of these graduates are increasingly using the Internet as a veritable source of job opportunities. However, jobhunting through the Internet ...

Measuring the internal-market orientation in the public sector

Directory of Open Access Journals (Sweden)

Emerson Wagner Mainardes

2015-03-01

Full Text Available The application of internal marketing in organizations has been researched by scholars for nearly three decades, but literature has little empirical research in the public sector. There is a latent debate on the relevance of internal marketing in the public sector, given the need to provide a more effective service to the citizens. Given the possibility that the internal-market orientation is an antecedent of job satisfaction, the objective of this research was to measure the level of internal market orientation in the public sector, and the Military Fire Department of the State of Espírito Santo (MFDESS was surveyed using quantitative research. The instrument for data collection was a structured questionnaire, which follows the model used by Gounaris (2006 in research with employees of a hotel chain in Greece. 522 firefighters were surveyed. The choice of this organization was due to the importance of the service performed and the society visibility, given the direct relationship with life and assets of the taxpayers. Therefore, the level of job satisfaction of firefighters is relevant for the achievement of excellence in their missions. The results showed that firefighters have the perception that there is little internal-market orientation in the Military Fire Department and the level of job satisfaction is low. The research result converged with the literature on the direct relationship of the internal-market orientation with job satisfaction. Furthermore, the research concluded that job satisfaction is influenced by the identification of the exchange of value, segment internal market, job description, management concern and training.

The Etiquette of Accepting a Job Offer

Science.gov (United States)

Perlmutter, David D.

2013-01-01

The academic job market is overcrowded, but departments are hiring, and each year thousands of graduate students and other candidates will get phone calls offering them tenure-track positions. It is typically a moment of mutual giddiness. The department heads are excited at the prospect of a terrific new colleague; the job applicants now know that…

Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob R.

2010-01-01

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

Organizational and Sociodemographic Determinants of Job Satisfaction in the Czech Republic

Directory of Open Access Journals (Sweden)

Marek Franěk

2014-09-01

Full Text Available This study examines the effect of personal and work-related factors on job satisfaction based on a sample from the Czech Republic. The study, which was based on a questionnaire survey of 1,776 respondents in organizations in the Czech Republic, proposed a number of hypotheses related to demographic and organizational variables and tests using ANOVA. Results of the data analysis revealed similarities to findings in Western countries, in which men show higher job satisfaction than women. Age does not seem to have a significant effect on job satisfaction. There is low job satisfaction in public/governmental organizations and among young people entering the job market. It is suggested that it is necessary to develop a human resources strategy for the public/governmental sector that will not only increase its social prestige but also increase positive feelings among its employees. The need to better prepare undergraduates for the demands of the job market is also discussed.

Entrepreneurial Skills and Education-job Matching of Higher Education Graduates

Science.gov (United States)

Kucel, Aleksander; Róbert, Péter; Buil, Màrian; Masferrer, Núria

2016-01-01

This article studies entrepreneurial education and its impact on job-skills matches for higher education graduates. Those who possess entrepreneurial skills are assumed to be more market aware and creative in their job search. They are also expected to foresee which job offers would and would not, match their skills. Using a large comparative…

Higher effort-reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing.

Science.gov (United States)

Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

2015-06-01

We examined whether higher effort-reward imbalance (ERI) and lower job control are associated with exit from the labour market. There were 1263 participants aged 50-74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004-2005), and working status at follow-up (wave 5; 2010-2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010-2011. Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Higher effort–reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing

Science.gov (United States)

Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

2015-01-01

Background We examined whether higher effort–reward imbalance (ERI) and lower job control are associated with exit from the labour market. Methods There were 1263 participants aged 50–74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004–2005), and working status at follow-up (wave 5; 2010–2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010–2011. Results Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Conclusions Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. PMID:25631860

questions as engagement strategies in nigerian job portals online

African Journals Online (AJOL)

rotimi

2012-09-13

Sep 13, 2012 ... Key words: questions, engagement strategy, job portal, Nigeria, unemployment .... Job portals offer different services, such as ..... softer disciplines (philosophy, sociology, applied linguistics and marketing) than the .... constructed based on a hypothetical case and used to bring readers into an imaginary.

From Franchise to Programming: Jobs in Cable Television.

Science.gov (United States)

Stanton, Michael

1985-01-01

This article takes a look at some of the key jobs at every level of the cable industry. It discusses winning a franchise, building and running the system, and programing and production. Job descriptions include engineer, market analyst, programers, financial analysts, strand mappers, customer service representatives, access coordinator, and studio…

The impact of modern technology on changing marketing actions in organisations. Marketing 4.0

OpenAIRE

Świeczak Witold

2017-01-01

The article presents the theory that modern technologies are changing the way in which marketing is organised and that they will transform the prevailing composition of the market, while enterprises should come to terms with the act that having a market share will no longer suffice to maintain the market leader position. The aim of this paper is to provide an overview of the key challenges generated by technological innovations and to identify the opportunities for marketing in light of the n...

Regional markets with agricultural workforce based on Labour offices' data

Directory of Open Access Journals (Sweden)

František Nohel

2011-01-01

Full Text Available The changes in Czech agriculture over the past twenty years have had their impact on the agricultural labour market, too. The regional differentiation of the chances of applicants on the labour market as well as the agricultural enterprises’ chances of hiring employees fitting their requirements, are, among others, influenced by the specific conditions of agricultural production. The aim of this paper pertains to two basic problem areas: first, the differentiation of respective regions based on the number of agricultural applicants and job vacancies, and second, the identification of disequilibrium on the agricultural labour market. The latter is based on a theoretical framework defined by approaches in economy dealing with labour market equilibrium. Due to the unavailability of economic data (including wages, economic performance, etc. on the regional level, authors develop their own methodological approach, based on the number of applicants per job vacancy. A database of applicants and vacancies available from the Labour Offices is used as a source for the analysis and interpretation of data, enabling us to study the agricultural labour market not only sector-wise but also region-wise.

New marketing strategy has CA hospital saying 'in with the old and out with the new'.

Science.gov (United States)

1999-03-01

Redesigning the marketing department can offer a sweet surprise of savings. Long Beach (CA) Memorial Hospital revamped its marketing operations as an afterthought to a hospitalwide reengineering effort. Little did they know they could slash close to $1 million out of their advertising and marketing budget and redesign job functions to meet the changes taking shape within the entire facility. Learn their cost-saving secrets.

THE CLEAN ENERGY MANUFACTURING JOB MARKET AND ITS ROLE IN THE UNITED STATES ECONOMY

OpenAIRE

Plaskacz, Audrey

2009-01-01

This paper provides an overview of green jobs in the United States, with a focus on synthesizing various estimates of the current and future number of green jobs, and relating these to estimates of the future number of clean energy manufacturing jobs. In doing so, it answers the following two research questions: ?can lost manufacturing jobs become clean energy jobs?? and ?can existing manufacturing jobs be saved from disappearing by transforming into clean energy jobs?? By combining current f...

Losing jobs and lighting up: Employment experiences and smoking in the Great Recession.

Science.gov (United States)

Golden, Shelley D; Perreira, Krista M

2015-08-01

The Great Recession produced the highest rates of unemployment observed in decades, in part due to particularly high rates of people losing work involuntarily. The impact of these job losses on health is unknown, due to the length of time required for most disease development, concerns about reverse causation, and limited data that covers this time period. We examine associations between job loss, employment status and smoking, the leading preventable cause of death, among 13,571 individuals participating in the 2001-2011 waves of the U.S.-based Panel Study of Income Dynamics. Results indicate that recent involuntary job loss is associated with an average 1.1 percentage point increase in smoking probability. This risk is strongest when people have returned to work, and appears reversed when they leave the labor market altogether. Although some job loss is associated with changes in household income and psychological distress levels, we find no evidence that these changes explain smoking behavior modifications. Smoking prevention programs and policies targeted at displaced workers or the newly employed may alleviate some negative health effects produced by joblessness during the Great Recession. Copyright © 2015 Elsevier Ltd. All rights reserved.

[Reform steps toward networking sheltered workshops and the general labour market].

Science.gov (United States)

Wendt, S

2010-02-01

Only 0.16% of disabled employees are enabled to change from sheltered workshops to the general labour market. At the same time the number of disabled employees in sheltered workshops is increasing more than anticipated. Investigations into the growing admissions to sheltered workshops resulted in recommendations to improve the practice of change over. More and more admissions of students having finished special schools could be reduced by improved cooperation between special schools and the local employment market. Special schools should offer suitable job trainings and support students to develop an understanding of the requirements of specific jobs and of their opportunities to develop their skills to do these jobs. In 2009, supported employment has been regulated in social security law, lasting up to three years and aimed at qualifying disabled youngsters for employment in the general labour market instead of entering sheltered workshops. The majority of admissions to sheltered workshops in the meantime concern people with psychological handicaps, with more than 30% however leaving the workshops later on. For this population, "virtual sheltered workshops" are offering more suitable means for reintegration in the general labour market, such as temporary employment in the general labour market or in occupations with small earnings. The personal budget for work is meant to be a model project within the German Länder, to transfer personal support from the sheltered workshop into the general labour market. The conference of German Länder Ministers of Social Affairs has been active since 2007 to develop a concept for reform of the social security law concerning integration assistance for disabled people, which in future is to concentrate on individual needs, removal of obstacles in the law to facilitate the transition from sheltered workshops into the general labour market. The "Deutsche Verein für öffentliche und private Fürsorge" (German association for public

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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.

The marketing generations of South Africa / Johanna Maria Elizabeth Brown

OpenAIRE

Brown, Johanna Maria Elizabeth

2006-01-01

Since the abolishment of the Apartheid-era, it is evident that the marketing generations in SA changed considerably. The increased job opportunities for Black people have important implications, by providing them with a stable income and opportunities for advancement for themselves and their children. The black upcoming middle class, as well as the low-end of the black consumer market, are contributing strongly to a rapid rise in the profits and share values of companies in the...

Reasons for job separations in a cohort of workers with psychiatric disabilities.

Science.gov (United States)

Cook, Judith A; Burke-Miller, Jane K

2015-01-01

We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment.

Examining the Relationship between Employee Resistance to Changes in Job Conditions and Wider Organisational Change: Evidence from Ireland

OpenAIRE

Cronin, Hugh; McGuinness, Seamus

2014-01-01

This paper uses a linked employer-employee dataset, the National Employment Survey, to examine the determinants of organisational change and employee resistance to change and, specifically, to examine the influence of employee inflexibility on the implementation of firm-level policies aimed at increasing competitiveness and workforce flexibility. Key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achie...

Does social marketing provide a framework for changing healthcare practice?

Science.gov (United States)

Morris, Zoë Slote; Clarkson, Peter John

2009-07-01

We argue that social marketing can be used as a generic framework for analysing barriers to the take-up of clinical guidelines, and planning interventions which seek to enable this change. We reviewed the literature on take-up of clinical guidelines, in particular barriers and enablers to change; social marketing principles and social marketing applied to healthcare. We then applied the social marketing framework to analyse the literature and to consider implications for future guideline policy to assess its feasibility and accessibility. There is sizeable extant literature on healthcare practitioners' non-compliance with clinical guidelines. This is an international problem common to a number of settings. The reasons for poor levels of take up appear to be well understood, but not addressed adequately in practice. Applying a social marketing framework brings new insights to the problem." We show that a social marketing framework provides a useful solution-focused framework for systematically understanding barriers to individual behaviour change and designing interventions accordingly. Whether the social marketing framework provides an effective means of bringing about behaviour change remains an empirical question which has still to be tested in practice. The analysis presented here provides strong motivation to begin such testing.

Jobsøgning med begrænset rationalitet

DEFF Research Database (Denmark)

Frid-Nielsen, Snorre Sylvester

2017-01-01

This article provides a policy review of behavioral science insights into relevant biases that may hinder job search activities, as well behavioral interventions to smooth the transition back to the labor market. Labor market policies that build on the assumption that individuals behave rationall...

Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

Science.gov (United States)

McVicar, Andrew

2016-03-01

To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

Free, Fair and Efficient? Open Internal Job Advertising. IES Report.

Science.gov (United States)

Hirsh, W.; Pollard, E.; Tamkin, P.

In the 1990s, many major employers in the United Kingdom have moved to more open internal job markets (OIJMs). OIJMs give the job of filling internal vacancies to line managers and employees who see the job advertised and apply for it. The development and operation of OIJMs at the following firms were studied: Rolls-Royce; British Gas Trading;…

A phenomenological study of business graduates' employment experiences in the changing economy.

Science.gov (United States)

Campbell, Throy Alexander

2018-01-01

This study explores the perspectives of business college graduates, how technology has shaped the structures of their jobs, and the role of non-technical skills as they navigate the changing career path. Three overlapping themes emerged from the data analysis: (1) influence of increased technology capabilities on job structures and careers; (2) participation in job-related training and formal education as means of adapting to the new work environment; and (3) the role of non-technical skills in the workplace amidst the intensification of technology change. This research provides higher education practitioners and labor market researchers qualitative perspectives on work structure changes.

[Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

Science.gov (United States)

Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

2012-04-01

There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

Can social marketing approaches change community attitudes towards leprosy?

Science.gov (United States)

Brown, Wendy

2006-06-01

This essay explores how the concept of social marketing can be employed to change attitudes towards leprosy. Firstly, the concept of social marketing is discussed, then the attitudes that people have about leprosy, the stigma that people with leprosy and their families may face, and the detrimental effects that this can have on their lives. The effect of knowledge and education on attitudes towards leprosy is discussed, as this can be a key component of social marketing campaigns. Various methods of social marketing used to change attitudes and reduce stigma are examined, such as mass media campaigns, school based education, methods which involve community leaders, and the integration and improvement of leprosy services. Principles of social marketing which can lead to the success of campaigns such as incorporating local beliefs are emphasized. The success of the social marketing campaign in Sri Lanka is described, which aimed to remove the fear of leprosy, and to encourage patients to seek and comply with treatment. Finally, it is argued that social marketing, used correctly, can be highly effective at changing community attitudes towards leprosy, reducing stigma and improving the lives of patients, who become able to seek treatment sooner as they lose their fear of stigmatization.

Do Job Security Guarantees Work?

OpenAIRE

Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

2004-01-01

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

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

International Nuclear Information System (INIS)

2009-10-01

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

THE DEVELOPMENT OF COMPETITIVE LEGAL STUDIES AS A RESPONSE TO THE DISORDERS IN THE LEGAL JOB MARKET (WHAT NEEDS TO BE DONE IN ORDER TO PROMOTE THE INTEREST OF STUDENTS, SOCIETY AND NATIONAL ECONOMY? - THE NEED TO DECIDE BETWEEN HOLDING IN PLACE AND ACTIVATING AVAILABLE ACADEMIC RESOURCES

Directory of Open Access Journals (Sweden)

Zvonimir Jelinić

2016-01-01

Full Text Available The author brings into context the issue of employability of law graduates with the current problems in legal education, namely with the fact that number of graduates coming from Croatian law schools have tremendous problems with finding a job after graduation. The author calls for a change in the system of legal education and makes a proposal that a new approach to the matter at issue needs to be adopted as soon as possible. The central part of reform should consider the development of completely new and competitive faculty curricula that would reflect changes in the national legal system and its surroundings as well as projections of development of markets for legal services at home and abroad. In the world of change only those who are able to adapt to the market needs and changes have a chance to survive in an ever faster changing world of law, markets and educational policies.

Openness to Experience as a Predictor and Outcome of Upward Job Changes into Managerial and Professional Positions

Science.gov (United States)

Nieß, Christiane; Zacher, Hannes

2015-01-01

In industrial and organizational psychology, there is a long tradition of studying personality as an antecedent of work outcomes. Recently, however, scholars have suggested that personality characteristics may not only predict, but also change due to certain work experiences, a notion that is depicted in the dynamic developmental model (DDM) of personality and work. Upward job changes are an important part of employees’ careers and career success in particular, and we argue that these career transitions can shape personality over time. In this study, we investigate the Big Five personality characteristics as both predictors and outcomes of upward job changes into managerial and professional positions. We tested our hypotheses by applying event history analyses and propensity score matching to a longitudinal dataset collected over five years from employees in Australia. Results indicated that participants’ openness to experience not only predicted, but that changes in openness to experience also followed from upward job changes into managerial and professional positions. Our findings thus provide support for a dynamic perspective on personality characteristics in the context of work and careers. PMID:26110527

Workers' load and job-related stress after a reform and work system change in a hospital kitchen in Japan.

Science.gov (United States)

Matsuzuki, Hiroe; Haruyama, Yasuo; Muto, Takashi; Aikawa, Kaoru; Ito, Akiyoshi; Katamoto, Shizuo

2013-03-01

Many kitchen work environments are considered to be severe; however, when kitchens are reformed or work systems are changed, the question of how this influences kitchen workers and environments arises. The purpose of this study is to examine whether there was a change in workload and job-related stress for workers after a workplace environment and work system change in a hospital kitchen. The study design is a pre-post comparison of a case, performed in 2006 and 2008. The air temperature and humidity in the workplace were measured. Regarding workload, work hours, fluid loss, heart rate, and amount of activity [metabolic equivalents of task (METs)] of 7 and 8 male subjects pre- and post-reform, respectively, were measured. Job-related stress was assessed using a self-reporting anonymous questionnaire for 53 and 45 workers pre- and post-system change, respectively. After the reform and work system change, the kitchen space had increased and air-conditioners had been installed. The workplace environment changes included the introduction of temperature-controlled wagons whose operators were limited to male workers. The kitchen air temperature decreased, so fluid loss in the subjects decreased significantly. However, heart rate and METs in the subjects increased significantly. As for job-related stress, although workplace environment scores improved, male workers' total job stress score increased. These results suggest that not only the workplace environment but also the work system influenced the workload and job stress on workers.

Is There a Downside of Job Accommodations? An Employee Perspective on Individual Change Processes

Science.gov (United States)

Kensbock, Julia M.; Boehm, Stephan A.; Bourovoi, Kirill

2017-01-01

By modifying the work environments, work routines, and work tasks of employees with health restrictions, organizations can effectively help them continue to perform their jobs successfully. As such, job accommodations are an effective tool to secure the continued employment of aging workers who develop disabilities across their life span. However, while accommodations tackle health-related performance problems, they might create new challenges on the part of the affected employee. Building on the organizational change and accommodations literatures, we propose a theoretical framework of negative experiences during accommodation processes and apply it to qualitative data from group interviews with 73 manufacturing workers at a German industrial company who were part of the company's job accommodation program. Although problems associated with health-related impairments were mostly solved by accommodation, affected employees with disabilities reported about interpersonal problems and conflicts similar to those that typically occur during organizational change. Lack of social support as well as poor communication and information were raised as criticisms. Furthermore, our findings indicate that discrimination, bullying, and maltreatment appear to be common during accommodation processes. To make accommodation processes more successful, we derive recommendations from the organizational change literature and apply it to the accommodation context. We also emphasize unique characteristics of the accommodation setting and translate these into practical implications. PMID:28979218

Teachers on the Move: In and Out of the Job Market.

Science.gov (United States)

Arnold, Anne Jurmu

1983-01-01

Job opportunities still exist for teachers who are willing to go where jobs are. Areas of the country with teacher shortages, subjects in demand, and future trends are explored. Demographics, salaries, and the economic health of various areas are discussed as are opportunities for teaching abroad. (PP)

The need of relationship marketing in higher education

Directory of Open Access Journals (Sweden)

Constantin, C.

2011-01-01

Full Text Available This paper is about research conducted in order to find the graduates’ perceptions regarding their opportunities to find a job after the 1st cycle of study. The main aim was to find their intentions to look for a job in the study field and how they perceive the easiness to find such a job. The outcomes have revealed that the respondents want a job in the study field, but they are anxious about a good integration on the labour market. In this respect, the higher education institutions have to communicate better with their students and other stakeholders in order to implement the relationship marketing in the organisation.

Financial Services Marketing.

Science.gov (United States)

Olson, Lucretia Maria

This manual contains student assignments in the financial services area of the marketing process. The individualized competency-based materials are intended to enhance and supplement instruction or to provide the basis for a course of instruction by the teacher-coordinator. Information on skills needed in jobs in financial marketing is first…

Charter Schools and the Teacher Job Search in Michigan

Science.gov (United States)

Cannata, Marisa

2010-01-01

This paper 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 paper finds…

Statistical Mechanics of Japanese Labor Markets

Science.gov (United States)

Chen, He

We introduce a probabilistic model to analyze job-matching processes of recent Japanese labor markets, in particular, for university graduates by means of statistical physics. To make a model of the market efficiently, we take into account several hypotheses. Namely, each company fixes the (business year independent) number of opening positions for newcomers. The ability of gathering newcomers depends on the result of job matching process in past business years. This fact means that the ability of the company is weakening if the company did not make their quota or the company gathered applicants too much over the quota. All university graduates who are looking for their jobs can access the public information about the ranking of companies. By assuming the above essential key points, we construct the local energy function of each company and describe the probability that an arbitrary company gets students at each business year by a Boltzmann-Gibbs distribution. We evaluate the relevant physical quantities such as the employment rate and Gini index. We discuss social inequalities in labor markets, and provide some ways to improve these situations, such as the informal job offer rate, the job-worker mismatch between students and companies. Graduate School of Information Science and Technology.

Improving Student Job Placement and Assessment through the Use of Digital Marketing Certification Programs

Science.gov (United States)

Staton, Mark G.

2016-01-01

The area of digital marketing is a difficult one for course development. Not only is it a relatively new topic area--having become popular after many marketing faculty completed their academic training--it is a constantly changing one wherein "innovative" tools are continuously being replaced within the industry. After uncovering what…

Job creation, heterogeneous workers and technical change : matched worker/plant data : evidence from Norway

OpenAIRE

Salvanes, Kjell G.; Førre, Svein Erik

2001-01-01

Abstract: Using matched worker/plant level data for Norway, theories explaining the change in skill composition are assessed using direct evidence on the job creation and destruction for high, medium and low skilled workers. Skill based job creation is analysed in detail for plants in a high-skill service sector and in low- and high-tech manufacturing sectors. Given a compressed wage structure in Norway and increased supply of high skilled workers, the supply of skills may also explain the...

Promotion or marketing of the nursing profession by nurses.

Science.gov (United States)

Kagan, I; Biran, E; Telem, L; Steinovitz, N; Alboer, D; Ovadia, K L; Melnikov, S

2015-09-01

In recent years, much effort has been invested all over the world in nurse recruitment and retention. Issues arising in this context are low job satisfaction, the poor public image of nursing and the reluctance of nurses to promote or market their profession. This study aimed to examine factors explaining the marketing of the nursing profession by nurses working at a general tertiary medical centre in Israel. One hundred sixty-nine registered nurses and midwives from five clinical care units completed a structured self-administered questionnaire, measuring (a) professional self-image, (b) job satisfaction, (c) nursing promotional and marketing activity questionnaire, and (d) demographic data. The mean scores for the promotion of nursing were low. Nurses working in an intensive cardiac care unit demonstrated higher levels of promotional behaviour than nurses from other nursing wards in our study. Nurse managers reported higher levels of nursing promotion activity compared with first-line staff nurses. There was a strong significant correlation between job satisfaction and marketing behaviour. Multiple regression analysis shows that 15% of the variance of promoting the nursing profession was explained by job satisfaction and job position. Nurses are not inclined to promote or market their profession to the public or to other professions. The policy on the marketing of nursing is inadequate. A three-level (individual, organizational and national) nursing marketing programme is proposed for implementation by nurse leadership and policy makers. Among proposed steps to improve marketing of the nursing profession are promotion of the image of nursing by the individual nurse in the course of her or his daily activities, formulation and implementation of policies and programmes to promote the image of nursing at the organizational level and drawing up of a long-term programme for promoting or marketing the professional status of nursing at the national level. © 2015

Restructuring of labor markets in the Philippines and Zambia: the gender dimension.

Science.gov (United States)

Floro, M S; Schaefer, K

1998-01-01

This paper critically examines labor market changes accompanying the process of structural adjustment in the Philippines and Zambia and, in particular, the resulting impact on women's economic participation. The changes in the labor market occurring during the process of economic restructuring in Zambia and the Philippines are similar in some respects but very different in others. Zambia's economic performance has not been sufficient to generate wide-based employment and has been characterized by rising unemployment. The Philippines has also unfortunately been characterized by a growth in joblessness, specifically with regard to skilled and semiskilled employment. Global integration of labor markets in the Philippines give some employment opportunity to workers who are willing to seek jobs overseas but not to those in Zambia. Both in the Philippines and Zambia, the informal sector has shifted its agricultural reforms to female labor toward agricultural wage work (which is seasonal and low paid). In the Philippines, specifically in urban areas, certain export-oriented industries have created some jobs, predominantly for young women, but only a small proportion of total females are employed. Much of the female job growth has occurred in sales and service sectors, including sex work, domestic service, and petty trade. International labor migration in the Philippines has become more feminized, because a majority of overseas contract workers are women, who are employed in the service sector as entertainers and domestic helpers. Access to paid work in some cases may empower women, yet in other cases their power may be diminished. Both the specific character of labor market development and the nature of the accompanying economic reform alter the ability of the women and men to take advantage of the opportunity. Reform shifts patterns of production organization and location of employment and can either reinforce the prevailing distribution of power or provide tension

Mobility Assistance Programmes for Unemployed Workers, Job Search Behaviour and Labour Market Outcomes

NARCIS (Netherlands)

Caliendo, M.; Künn, Steffen; Mahlstedt, R.

2017-01-01

The appealing idea of geographically relocating unemployed job seekers from depressed to prosperous regions and hence reducing unemployment leads to industrialised countries offering financial support to unemployed job seekers when searching for and/or accepting jobs in distant regions. In this

A global assessment of market accessibility and market influence for global environmental change studies

NARCIS (Netherlands)

Verburg, P.H.; Ellis, E.C.; Letourneau, A.

2011-01-01

Markets influence the global patterns of urbanization, deforestation, agriculture and other land use systems. Yet market influence is rarely incorporated into spatially explicit global studies of environmental change, largely because consistent global data are lacking below the national level. Here

Alumni Job Search Strategies, Class of 2011. GMAC[R] Data-to-Go Series

Science.gov (United States)

Graduate Management Admission Council, 2012

2012-01-01

Examining the job search strategies and employment outcomes for Class of 2011 graduate business school alumni sheds light on current job market trends and the effort required to secure a first job after earning a graduate business degree. This fact sheet highlights the job search methods used by Class of 2011 business school graduates as reported…

Wages and Subjective Assessments of Regional Labour Market Pressure

OpenAIRE

Carlsen, Fredrik; Johansen, Kåre

2002-01-01

We utilise a rich set of regional labour market variables to explain regional variation in Norwegian manufacturing wages. In particular, regional indicators of labour market pressure are computed from survey data in which respondents are asked to evaluate local job prospects. We find that average reported satisfaction with local job prospects and other survey-based indicators perform better in regional wage equations than traditional labour market variables, including the regional unemploymen...

Labor Market Trends for Health Physicists through 2005

International Nuclear Information System (INIS)

1997-10-01

This report reviews past, current, and projected future labor market trends for health physicists through 2005. Information is provided on degrees granted, available supply of new graduates, employment, job openings for new graduates, and salaries. Job openings for new graduates are compared to the available supply of new graduates to assess relative job opportunities in the health physics labor market. The report is divided into three sections: trends during 1983-1993, trends during the mid-1990s, and projected trends for 1997 through 2005

The Changing Role of Vocational and Technical Education and Training (VOTEC). Women in Vocational and Technical Education: Changes and Challenges.

Science.gov (United States)

Organisation for Economic Cooperation and Development, Paris (France).

Changes in the vocational and technical education (VTE) opportunities available for women in Organisation for Economic Cooperation Development (OECD) member countries in response to changing labor markets and job skill requirements were discussed at a June 1994 meeting of experts. The discussions focused on the following issues: gender differences…

Why Young People Fail To Get and Hold Jobs.

Science.gov (United States)

New York State Dept. of Labor, Albany.

This booklet provides advice to young people seeking their first jobs on how to avoid the pitfalls that have caused others to lose jobs or fail to be hired. Topics discussed in short, one-page sections include appearance, attitude and behavior, ignorance of labor market facts, misrepresentation, sensitivity about a physical defect, unrealistic…

Job Motivation Level for Elementary School Teachers Who Made Field Changes

Science.gov (United States)

Erdener, Mehmet Akif; Dalkiran, Merve

2017-01-01

The aim of this research is to determine the job motivation levels of primary school teachers who have made or have had to make field changes due to the new education system (4+4+4). The sample of the research consists of 512 teachers working in primary and secondary schools in Balikesir province in 2016-2017. The data needed for the research were…

Market Design for Rapid Demand Response - The Case of Kenya

OpenAIRE

Kurt Nielsen; Tseganesh Wubale Tamirat

2014-01-01

We suggest a market design for rapid demand response in electricity markets. The solution consists of remotely controlled switches, meters, forecasting models as well as a flexible auction market to set prices and select endusers job by job. The auction market motivates truth-telling and makes it simple to involve the endusers in advance and to activate demand response immediately. The collective solution is analyzed and economic simulations are conducted for the case of Kenya. Kenya has been...

Study of the validity of a job-exposure matrix for the job strain model factors: an update and a study of changes over time.

Science.gov (United States)

Niedhammer, Isabelle; Milner, Allison; LaMontagne, Anthony D; Chastang, Jean-François

2018-03-08

The objectives of the study were to construct a job-exposure matrix (JEM) for psychosocial work factors of the job strain model, to evaluate its validity, and to compare the results over time. The study was based on national representative data of the French working population with samples of 46,962 employees (2010 SUMER survey) and 24,486 employees (2003 SUMER survey). Psychosocial work factors included the job strain model factors (Job Content Questionnaire): psychological demands, decision latitude, social support, job strain and iso-strain. Job title was defined by three variables: occupation and economic activity coded using standard classifications, and company size. A JEM was constructed using a segmentation method (Classification and Regression Tree-CART) and cross-validation. The best quality JEM was found using occupation and company size for social support. For decision latitude and psychological demands, there was not much difference using occupation and company size with or without economic activity. The validity of the JEM estimates was higher for decision latitude, job strain and iso-strain, and lower for social support and psychological demands. Differential changes over time were observed for psychosocial work factors according to occupation, economic activity and company size. This study demonstrated that company size in addition to occupation may improve the validity of JEMs for psychosocial work factors. These matrices may be time-dependent and may need to be updated over time. More research is needed to assess the validity of JEMs given that these matrices may be able to provide exposure assessments to study a range of health outcomes.

The Radiation Oncology Job Market: The Economics and Policy of Workforce Regulation

International Nuclear Information System (INIS)

Falit, Benjamin P.; Pan, Hubert Y.; Smith, Benjamin D.; Alexander, Brian M.; Zietman, Anthony L.

2016-01-01

Examinations of the US radiation oncology workforce offer inconsistent conclusions, but recent data raise significant concerns about an oversupply of physicians. Despite these concerns, residency slots continue to expand at an unprecedented pace. Employed radiation oncologists and professional corporations with weak contracts or loose ties to hospital administrators would be expected to suffer the greatest harm from an oversupply. The reduced cost of labor, however, would be expected to increase profitability for equipment owners, technology vendors, and entrenched professional groups. Policymakers must recognize that the number of practicing radiation oncologists is a poor surrogate for clinical capacity. There is likely to be significant opportunity to augment capacity without increasing the number of radiation oncologists by improving clinic efficiency and offering targeted incentives for geographic redistribution. Payment policy changes significantly threaten radiation oncologists' income, which may encourage physicians to care for greater patient loads, thereby obviating more personnel. Furthermore, the implementation of alternative payment models such as Medicare's Oncology Care Model threatens to decrease both the utilization and price of radiation therapy by turning referring providers into cost-conscious consumers. Medicare funds the vast majority of graduate medical education, but the extent to which the expansion in radiation oncology residency slots has been externally funded is unclear. Excess physician capacity carries a significant risk of harm to society by suboptimally allocating intellectual resources and creating comparative shortages in other, more needed disciplines. There are practical concerns associated with a market-based solution in which medical students self-regulate according to job availability, but antitrust law would likely forbid collaborative self-regulation that purports to restrict supply. Because Congress is unlikely to create

The Radiation Oncology Job Market: The Economics and Policy of Workforce Regulation

Energy Technology Data Exchange (ETDEWEB)

Falit, Benjamin P., E-mail: bfalit2@allianceoncology.com [Pacific Cancer Institute, Wailuku, Hawaii (United States); Pan, Hubert Y.; Smith, Benjamin D. [MD Anderson Cancer Center, Houston, Texas (United States); Alexander, Brian M. [Dana Farber Cancer Institute, Boston, Massachusetts (United States); Zietman, Anthony L. [Massachusetts General Hospital, Boston, Massachusetts (United States)

2016-11-01

Examinations of the US radiation oncology workforce offer inconsistent conclusions, but recent data raise significant concerns about an oversupply of physicians. Despite these concerns, residency slots continue to expand at an unprecedented pace. Employed radiation oncologists and professional corporations with weak contracts or loose ties to hospital administrators would be expected to suffer the greatest harm from an oversupply. The reduced cost of labor, however, would be expected to increase profitability for equipment owners, technology vendors, and entrenched professional groups. Policymakers must recognize that the number of practicing radiation oncologists is a poor surrogate for clinical capacity. There is likely to be significant opportunity to augment capacity without increasing the number of radiation oncologists by improving clinic efficiency and offering targeted incentives for geographic redistribution. Payment policy changes significantly threaten radiation oncologists' income, which may encourage physicians to care for greater patient loads, thereby obviating more personnel. Furthermore, the implementation of alternative payment models such as Medicare's Oncology Care Model threatens to decrease both the utilization and price of radiation therapy by turning referring providers into cost-conscious consumers. Medicare funds the vast majority of graduate medical education, but the extent to which the expansion in radiation oncology residency slots has been externally funded is unclear. Excess physician capacity carries a significant risk of harm to society by suboptimally allocating intellectual resources and creating comparative shortages in other, more needed disciplines. There are practical concerns associated with a market-based solution in which medical students self-regulate according to job availability, but antitrust law would likely forbid collaborative self-regulation that purports to restrict supply. Because Congress is unlikely

Gender-Job Satisfaction Differences across Europe: An Indicator for Labor Market Modernization

OpenAIRE

Lutz C. Kaiser

2005-01-01

In 14 member states of the European Union, women?s relative to men?s levels of job satisfaction are compared by using data of the European Household Community Panel. The countries under consideration can be assigned to three different groups. Denmark, Finland and the Netherlands do not show significant gender-job satisfaction differences. In contrast, in Portugal men are more satisfied with their jobs than women. However, in the vast majority of the investigated countries female workers show ...

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

Health marketing and behavioral change: a review of the literature.

Science.gov (United States)

Chichirez, Cristina-Mihaela; Purcărea, Victor Lorin

2018-01-01

Health marketing as a part of social marketing, must influence individuals, voluntarily, through various social programmes, in order to accept, reject, modify or abandon a behavior in favour of a healthier lifestyle. Acting on individual behavior change, social marketing can influence the behaviour of those who decide public policies, with positive effects in social change. In time, in order to understand and predict a behavior, a number of theories, models and tactics were developed with the aim to identify factors and mechanisms with the greatest impact in the changing process. Cognitive- social theories proved to be more effective, because they offer guidelines for conducting research in behavioral change.

Health marketing and behavioral change: a review of the literature

Science.gov (United States)

Chichirez, Cristina-Mihaela; Purcărea, Victor Lorin

2018-01-01

Health marketing as a part of social marketing, must influence individuals, voluntarily, through various social programmes, in order to accept, reject, modify or abandon a behavior in favour of a healthier lifestyle. Acting on individual behavior change, social marketing can influence the behaviour of those who decide public policies, with positive effects in social change. In time, in order to understand and predict a behavior, a number of theories, models and tactics were developed with the aim to identify factors and mechanisms with the greatest impact in the changing process. Cognitive- social theories proved to be more effective, because they offer guidelines for conducting research in behavioral change. PMID:29696059

Change Implementation in Emerging Markets

DEFF Research Database (Denmark)

Thomsen, Jeanette; Sundgaard, Elin

2010-01-01

firm (new Danish C.E.O. and Danish production managers) and establishment of administration at a new production site lead to changes in the sub-systems elements of both machines and people and also the changes in the metarules (new authority system) and values and norms.......  This paper seeks to identify the types of development changes taking place in Danish subsidiaries in Baltic countries in the accounting function. A longitudinal case study is used. The paper uses Laughlin's ‘colonizing‘ model of organizational change to understand the driving forces for change....... The knowledge of change in the Danish subsidiaries in an institutional context can help managers in subsidiaries to gain a better understanding of the overall situation and make more appropriate decisions in change implementation in subsidiaries in emerging markets. The environmental disturbance in the case...

ORGANIZATIONAL CHANGES AND JOB SATISFACTION IN THE HOSPITALITY INDUSTRY IN SERBIA

Directory of Open Access Journals (Sweden)

M. Nedeljkovic

2012-12-01

Full Text Available It is very important to investigate what factors influence a high level of the service customer orientation of hotels employees under the conditions of the transition and a high rate of the unemployment. One of the conclusions of the research is that management of the hotels in Serbia don’t fully recognize the potentials of the knowledge of employees as a possible competitive advantage during organizational changes in a high competitive global environment. Since job satisfaction is one the most important factor which influences readiness for organizational changes of employees we investigate in the study the relationships between job satisfaction, perceptions of organizational customer climate, cultural dimensions and employees customer orientation among front-line employees in the hotel industry in a non-Western country in the transition. Data for the current study were collected through the use of a survey instruments completed by front-line employees in several hotels in the north province of Serbia –Vojvodina. This part of Serbia is one of the most developed part of Serbia and tourism industry is one of the important factors of the economic development of the region.

Is There a Downside of Job Accommodations? An Employee Perspective on Individual Change Processes

Directory of Open Access Journals (Sweden)

Julia M. Kensbock

2017-09-01

Full Text Available By modifying the work environments, work routines, and work tasks of employees with health restrictions, organizations can effectively help them continue to perform their jobs successfully. As such, job accommodations are an effective tool to secure the continued employment of aging workers who develop disabilities across their life span. However, while accommodations tackle health-related performance problems, they might create new challenges on the part of the affected employee. Building on the organizational change and accommodations literatures, we propose a theoretical framework of negative experiences during accommodation processes and apply it to qualitative data from group interviews with 73 manufacturing workers at a German industrial company who were part of the company's job accommodation program. Although problems associated with health-related impairments were mostly solved by accommodation, affected employees with disabilities reported about interpersonal problems and conflicts similar to those that typically occur during organizational change. Lack of social support as well as poor communication and information were raised as criticisms. Furthermore, our findings indicate that discrimination, bullying, and maltreatment appear to be common during accommodation processes. To make accommodation processes more successful, we derive recommendations from the organizational change literature and apply it to the accommodation context. We also emphasize unique characteristics of the accommodation setting and translate these into practical implications.

How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers.

Science.gov (United States)

Hu, Qiao; Schaufeli, Wilmar B; Taris, Toon W

2017-12-01

This study used a person-centered approach to examine the across-time relationships between job demands and job resources on the one hand and employee well-being (burnout and work engagement) on the other. On the basis of the job demands-resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well-being across time. The results of a 2-wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout. Copyright © 2017 John Wiley & Sons, Ltd.

Consumer Behavior dan Marketing Mix

OpenAIRE

Pura A, Agus Hasan

2005-01-01

Marketing concept emerged since business philosophy shifted to a customer-centered, the job is to find the right products for your choosen target markets. The reason for customer orientation in which all functions work together to respond to, Serve, and satisfy customer. To satisfy consumer (end user) the marketing concept use integrated marketing, that is segmenting, Targeting, positioning, and marketing mix (4p/7p). And to.be success, marketer have to understand the behavior of consumers of...

Regulatory assessment of brand changes in the commercial tobacco product market.

Science.gov (United States)

Wayne, G Ferris; Connolly, G N

2009-08-01

Regulatory oversight of tobacco product design has gained momentum in the US and internationally. Appropriate standards for assessing commercial brands and characterising product features must be considered a priority. An area of potential concern is in-market design changes adopted within a single commercial brand over time. Internal tobacco industry documents were identified and used to assess internal discussion of product guidelines and practices regarding in-market brand changes. Commercial tobacco products undergo a constant process of revision in-market, beginning at the most basic level of physical product characteristics and components, and including every aspect of design. These revisions commonly exceed guidelines for acceptable product variance adopted within the industry. While consumer and market testing is conducted to ensure that products remain acceptable to users, explicit marketing often may not accompany brand changes. In the absence of such marketing, it should not be assumed that a brand remains unchanged. For manufacturers, assessment of competitor brands includes identification and analysis of non-routine changes; that is, those changes likely to significantly alter the character of a given brand. Regulators must adopt a similar practice in determining standards for product evaluation in the face of ongoing commercial product revision.

Reinsertion of the aging worker on job market: is cluster an alternative?

Directory of Open Access Journals (Sweden)

Flávio Henrique dos Santos Foguel

2007-12-01

Full Text Available This essay  focus  on the reinsertion of the aging worker,  specialized  worker,  connected  to  the productive  sector  of  micro,  small  and  middle companies,  satisfactorily  and  deservingly,  in  a cluster  or  in  a  Local  Productive  Arrangement (LPA, defined for this study as community. Aging people  is considered,  in  this work, as  a multiplier  of  knowledge,  bringing  as  consequence the  valuation  and  the  perpetuation  of  the  local culture, by means of the permanence of the new generations on their communities, resulting on a sustainable development. The study of this ques-tion is justified by the necessity of a greater com-mitment and effort  from each  society sector on creation of a new paradigm  to the work,  which includes the aging people reinsertion together the young  workers  insertion.  An  effort  which  will preserve  the  competitiveness  market  benefits with clear rules and borders, keeping the human development  and the  equity  as main objectives, which enlarges the child and the young formation focused  on  the  market  job,  creating  conditions of  work to  aging  people, that are abandoned  in many aspects of their social life, specially by the family, and that in its great majority are destitute of financial resources to live with dignity. 

A note on risk aversion and labour market outcomes: further evidence from German survey data

OpenAIRE

Pfeifer, Christian

2008-01-01

Using the large-scale German Socio-Economic Panel, this note reports direct empirical evidence for significant correlations between risk aversion and labour market outcomes (full-time employment, temporary agency work, fixed-term contracts, employer change, quits, training, wages, and job satisfaction).

The impact of government income transfers on the Brazilian job market

Directory of Open Access Journals (Sweden)

Emerson Marinho

2013-03-01

Full Text Available This paper intends to analyze the impact of transferences over the formal and informal labor supply from the family heads. For the analyze of the effects in scope of the entrance decisions in job market it was estimated a multinomial logit, while in the scope of the working time it was used a variation of the method of Durbin and McFadden (1984 for selection bias correction. It has verified that transferences have positive effect over the probabilities that the individual doesn't work and does informally work. However, this last one seems to be related to a substitution effect, once it has been observed a parallel negative effect over the probability to work on the formal sector. It has been obtained yet that the benefits negatively impacts on the offered hours by the family heads whether in the formal or non-formal sector, effect that has happened to be verified on the hours offering in formal sector of all individuals. On the other hand, as we consider the hours of working of those who are engaged in informal sector, it has obtained that income transferences perform not as a discourage issue but as a magnifier factor of worked hours.

Adaptation to Externally Driven Change: The Impact of Political Change on Job Satisfaction in the Public Sector

Science.gov (United States)

Tabvuma, Vurain; Bui, Hong T M; Homberg, Fabian

2014-01-01

This article uses a quasi-natural experiment to investigate the adaptation of job satisfaction to externally driven political change in the public sector. This is important because democratic government bureaucracies often experience changes in leadership after elections. The analyses are based on data drawn from a large longitudinal data set, the British Household Panel Survey. Findings indicate that the impact of political elections is largely weak and temporary and is only present for men. For women, the internal processes of the organization tend to be more important. These findings suggest that changes in political leadership may not be associated with fundamental changes in policy. PMID:25598554

Underground Activities and Labour Market Performance

DEFF Research Database (Denmark)

Kolm, Ann-Sofie; Larsen, Birthe

We build a general equilibrium model in terms of a search and matching model with an informal sector. We consider the impact of the traditional policy instruments considered in the tax evasion literature, such as changes in the tax- and punishment system as well as changes in the employment...... protection legislation and concealment costs, on labour market outcomes. To this end, we set-up a model which allows workers to allocate their search for formal and informal sector jobs optimally. We calibrate and simulate the model to fit the North and the South of Europe, where the share of informal sector...

The Impact of Sovereign Credit Rating Changes on Emerging Stock Markets

OpenAIRE

YIN, WEIGUO

2008-01-01

This study investigate the impact of sovereign rating change in emerging markets by using 42 sample counties over the period Jan. 1999 to Aug. 2008. The concurrent relationship between sovereign rating changes and the associated stock market spread can be established: the spreads tend to rise (fall) when upgrades (downgrades) occur. Surprisingly, according to Fitch report regarding the emerging market liquidity, we divide the whole time line into two sub-periods. It is found that rating chang...

The causal effect of profound organizational change when job insecurity is low – a quasi-experiment analysing municipal mergers

DEFF Research Database (Denmark)

Bhatti, Yosef; Gørtz, Mette; Pedersen, Lene Holm

2015-01-01

The present article finds that the causal effect of profound organizational change on employee health can be very low, if job insecurity is mitigated. We demonstrate this by investigating a rare case of a large-scale radical public sector reform with low job insecurity, in which a large number...... and job insecurity may explain the divergence from previous results. An important strength of our study is that the reform investigated can be considered a quasi-experiment, as it was exogenous and implemented simultaneously by the affected local governments. We also have access to an objective measure...... of robustness tests are performed, including propensity score matching and in-depth analysis of particular sub-groups of public sector employees. The results indicate that profound organizational change per se does not necessarily lead to decreased health, if job insecurity is low. However, a very modest effect...

Brand name changes help health care providers win market recognition.

Science.gov (United States)

Keesling, G

1993-01-01

As the healthcare industry continues to recognize the strategic implications of branding, more providers will undertake an identity change to better position themselves in competitive markets. The paper examines specific healthcare branding decisions, the reasons prompting brand name decisions and the marketing implications for a change in brand name.

Workers Can't Find Jobs, Jobs Can't Find Workers: Solving the Talent Paradox

Science.gov (United States)

Rao, Harika

2015-01-01

The purpose of the research was to understand the latest job skill requirements for undergraduates from the real world as perceived by the students themselves and their career counselors at a university in South Florida. The study intended to provide relevant inputs to enhance the marketability of the undergraduate students by seamless…

Steve Jobs

OpenAIRE

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

2013-01-01

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

Electricity and gas: does market liberalization change something?

International Nuclear Information System (INIS)

Anon.

2005-01-01

Since mid-2004, all professional consumers in France can change of gas and power supplier. Even if Electricite de France (EdF) and Gaz de France (GdF), the historical French electric and gas utilities, have lost some market shares, no heavy drain on their train of clients has occurred. The new intervening parties focus their offer and target 'the most profitable clients' with a mix which combines attractive prices and new services. This article explains what has changed with the deregulation of energy markets in terms of organization, prices and tariffs. (J.S.)

Changing market for renewable energy in New England

Energy Technology Data Exchange (ETDEWEB)

Jacobs, M. [Second Wind Inc., Austin, TX (United States)

1997-12-31

The author discusses the rapidly changing power market in New England in the face of deregulation of the electric power industry. Utilities are moving to sell their generation assets, and the new players in the market are striving to present themselves as active in a green market. But there is little knowledge about renewable energy sources on the part of the new marketers, and little capacity available, while there does appear to be customer demand. Legislative action seems to be putting in place policies making renewable energy a more attractive option. The author looks at the disparity between demand and availability at this time.

Guidelines for Home Energy Professionals Project: Multifamily Job Task Analyses Needs Assessment

Energy Technology Data Exchange (ETDEWEB)

Dirr, N.; Hepinstall, D.; Douglas, M.; Buck, S.; Larney, C.

2013-01-01

This report describes the efforts carried out to determine whether there is a need to develop separate, multifamily-specific JTAs for the four proposed job categories. The multifamily SWS market committee considered these job designations to be the best candidates for developing JTAs and certification blueprints, as well as having the greatest potential for promoting job growth in the multifamily home performance industry.

The impact of modern technology on changing marketing actions in organisations. Marketing 4.0

Directory of Open Access Journals (Sweden)

Świeczak Witold

2017-12-01

Full Text Available The article presents the theory that modern technologies are changing the way in which marketing is organised and that they will transform the prevailing composition of the market, while enterprises should come to terms with the act that having a market share will no longer suffice to maintain the market leader position. The aim of this paper is to provide an overview of the key challenges generated by technological innovations and to identify the opportunities for marketing in light of the new communication and information technologies so that quantifiable benefits can be gained. The research topic underpinning this paper is: 1 an analysis of social media use by the Millennial generation; 2 an evaluation of the attitudes of SMEs towards the incorporation of information technology into their current marketing practices; 3 determining the implementation possibilities of Marketing 4.0 by promoting a flexible approach to organising marketing actions. Following a review of the available literature on the subject, we will present a concept of the model of the flexible organisation of marketing actions. The D3I2C concept combines today’s marketing actions and digital transformation. It can be harnessed by academia and other organisations seeking guidance on the implementation of transformation in the organisation of marketing actions.

Impact of climate change on Taiwanese power market determined using linear complementarity model

International Nuclear Information System (INIS)

Tung, Ching-Pin; Tseng, Tze-Chi; Huang, An-Lei; Liu, Tzu-Ming; Hu, Ming-Che

2013-01-01

Highlights: ► Impact of climate change on average temperature is estimated. ► Temperature elasticity of demand is measured. ► Impact of climate change on Taiwanese power market determined. -- Abstract: The increase in the greenhouse gas concentration in the atmosphere causes significant changes in climate patterns. In turn, this climate change affects the environment, ecology, and human behavior. The emission of greenhouse gases from the power industry has been analyzed in many studies. However, the impact of climate change on the electricity market has received less attention. Hence, the purpose of this research is to determine the impact of climate change on the electricity market, and a case study involving the Taiwanese power market is conducted. First, the impact of climate change on temperature is estimated. Next, because electricity demand can be expressed as a function of temperature, the temperature elasticity of demand is measured. Then, a linear complementarity model is formulated to simulate the Taiwanese power market and climate change scenarios are discussed. Therefore, this paper establishes a simulation framework for calculating the impact of climate change on electricity demand change. In addition, the impact of climate change on the Taiwanese market is examined and presented.

Occupational therapists' job satisfaction in a changing hospital organisation--a time-geography-based study.

Science.gov (United States)

Bendixen, Hans Jørgen; Ellegård, Kajsa

2014-01-01

To investigate occupational therapists' job satisfaction under a changing regime by using a time-geographic approach focusing on the therapists' everyday working lives. Nine occupational therapists at the Copenhagen University Hospital, Gentofte, Denmark. A mixed-method design was employed. Occupational therapists kept time-geographic diaries, and the results from them were grounded for individual, semi-structured in-depth interviews. Individual reflections on everyday working life were recorded. Transcribed statements from the interviews were analysed to determine factors influencing job satisfaction. The nine therapists kept diaries for one day a month for a total of 70 preselected days over a period of nine months; six participated in individual interviews. Four factors constraining OT job satisfaction were revealed. Economic concerns, new professional paradigms and methods in combination with a new organisational structure for the occupational therapy service caused uncertainty. In addition, decreasing possibilities for supervision by colleagues influenced job satisfaction. Opportunities for experiencing autonomy in everyday working life were described as facilitators for job satisfaction. The time-geographic and interview methods were useful in focusing on the job satisfaction of occupational therapists, who provided individual interpretations of the balance between autonomy and three types of constraints in everyday working life. The constraints related to organisation, power relations and - not least - how the organisational project of the department fitted in with OTs' individual projects. Matching of organisational and individual projects is of crucial importance, not only for OTs but for most workplaces where individuals are employed to serve patients in the healthcare sector.

Predicting Job Crafting From the Socially Embedded Perspective: The Interactive Effect of Job Autonomy, Social Skill, and Employee Status

OpenAIRE

Sekiguchi, Tomoki; Li, Jie; Hosomi, Masaki

2017-01-01

Job crafting represents the bottom-up process of change employees make in their work boundaries and plays an important role in the management of organizational change. Following the socially embedded perspective, we examine the roles of job autonomy, social skill, and employee status in predicting job crafting. Study 1 with a sample of 509 part-time employees found that job autonomy and social skill not only directly but also interactively influenced job crafting. Study 2 with a sample of 564...

Climate change: impacts on electricity markets in Western Europe.

Science.gov (United States)

Golombek, Rolf; Kittelsen, Sverre A C; Haddeland, Ingjerd

This paper studies some impacts of climate change on electricity markets, focusing on three climate effects. First, demand for electricity is affected because of changes in the temperature. Second, changes in precipitation and temperature have impact on supply of hydro electric production through a shift in the inflow of water. Third, plant efficiency for thermal generation will decrease because the temperature of water used to cool equipment increases. To find the magnitude of these partial effects, as well as the overall effects, on Western European energy markets, we use the multi-market equilibrium model LIBEMOD. We find that each of the three partial effects changes the average electricity producer price by less than 2%, while the net effect is an increase of only 1%. The partial effects on total electricity supply are small, and the net effect is a decrease of 4%. The greatest effects are found for Nordic countries with a large market share for reservoir hydro. In these countries, annual production of electricity increases by 8%, reflecting more inflow of water, while net exports doubles. In addition, because of lower inflow in summer and higher in winter, the reservoir filling needed to transfer water from summer to winter is drastically reduced in the Nordic countries.

Data from a professional society placement service as a measure of the employment market for radiation oncologists

International Nuclear Information System (INIS)

Bhargavan, Mythreyi; Sunshine, Jonathan H.; Schepps, Barbara

2002-01-01

Purpose: To aid in understanding the employment market for radiation oncologists, we present annual data for 1991 to 2000 from the American College of Radiology's placement service, the Professional Bureau. This data series is twice as long as any previously available. Secondarily, we compare these data with other data on the employment market. Methods and Materials: The trends in job listings, job seekers, and listings per seeker in the Bureau are tabulated and graphed. We calculate correlations and graph relationships between the last of these and measures of the job market calculated from annual surveys. Results: Bureau data show listings per job seeker declined from 0.53 in 1991 to a nadir of 0.30 in 1995 and then recovered to 1.48 in 2000. Bureau listings and job seekers, each considered separately, show a similar pattern of job market decline and then eventual recovery to better than the 1991 situation. Bureau listings per job seeker correlate 0.895 with a survey-derived index of program directors' perceptions of the job market, but statistical significance is limited (p=0.04), because very few years of survey data are available. Conclusions: The employment market for radiation oncologists weakened in the first half of the 1990s, as had been widely reported; we present the first systematic data showing this. Data from a professional society placement service provide useful and inexpensive information on the employment market

Marketing Schools for Survival

Science.gov (United States)

Padgett, Raven

2007-01-01

Principals desiring recognition in the community have added marketing to their job description. Faced with falling enrollments and more school choice for parents, they create strategies to market and brand their schools to potential parents and students, from promoting programs in school newsletters and websites to direct mailings and ads in real…

Applying social marketing in health care: communicating evidence to change consumer behavior.

Science.gov (United States)

Evans, W Douglas; McCormack, Lauren

2008-01-01

Social marketing uses commercial marketing strategies to change individual and organizational behavior and policies. It has been effective on a population level across a wide range of public health and health care domains. There is limited evidence of the effectiveness of social marketing in changing health care consumer behavior through its impact on patient-provider interaction or provider behavior. Social marketers need to identify translatable strategies (e.g., competition analysis, branding, and tailored messages) that can be applied to health care provider and consumer behavior. Three case studies from social marketing illustrate potential strategies to change provider and consumer behavior. Countermarketing is a rapidly growing social marketing strategy that has been effective in tobacco control and may be effective in countering pharmaceutical marketing using specific message strategies. Informed decision making is a useful strategy when there is medical uncertainty, such as in prostate cancer screening and treatment. Pharmaceutical industry marketing practices offer valuable lessons for developing competing messages to reach providers and consumers. Social marketing is an effective population-based behavior change strategy that can be applied in individual clinical settings and as a complement to reinforce messages communicated on a population level. There is a need for more research on message strategies that work in health care and population-level effectiveness studies.

Worker Flows and Job Flows in Danish Manufacturing, 1980-91

DEFF Research Database (Denmark)

Albæk, Karsten; Sørensen, Bent

This paper examines turnover of workers and jobs on the panel of all plants in Danish manufacturing for the years 1980-1991. We relate worker turnover to job turnover with a focus on the share of worker reallocation driven by job reallocation, and we consider the behavior of job and worker flows...... over the business cycle, throwing light on some recent theories of the cyclical behavior of the labor market. The amount of job creation and job destruction is similar in Denmark and the U.S., but job reallocation in Denmark is acyclical contrary to American findings. The probability of plant closure...... covaries negatively with the business cycle whereas the amount of plant openings varies positively with the business cycle, in particular for small plants. Worker reallocation is strongly procyclical, due to strong procyclicality of replacement hirings (hiring to an existing job). Our findings...

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

The Gravity Law of Marketing - a Major Reason for Change to a Better Performance

Directory of Open Access Journals (Sweden)

Victor DANCIU

2010-04-01

Full Text Available Companies develop marketing strategies only for success. But, sooner or later, even the most successful strategies begin to wear out and lose their impact on the performances of the company. The mutual attraction between the marketing strategy and the performance of the company is known as the law of marketing gravity. Once a marketing strategy loses impact on the marketing performance as a result of the law of marketing gravity a fundamental change is needed. This change must be made according to a new marketing thinking during a cyclic process for development of the new marketing strategy. This paper is aiming to point out that companies must recognize the limited viability of their marketing strategies, identify the causes of the strategic wear out and implications of the law of the marketing gravity. All these should be a solid ground for marketing strategic change which must be included in the general plans of change of the company and implemented with the particular tools of the strategic management of change.

E-Commerce Marketing State Competency Profile.

Science.gov (United States)

Ohio State Univ., Columbus. Tech Prep Curriculum Services.

This profile provides the curricular framework for Ohio Tech Prep programs in e-commerce marketing beginning in high school and continuing through the end of the associate degree. It includes a comprehensive set of e-commerce marketing competencies that reflect job opportunities and skills required for e-commerce marketing professionals today and…

Climate Changes and Their Impact on Agricultural Market Systems: Examples from Nepal

Directory of Open Access Journals (Sweden)

Andrea Karin Barrueto

2017-11-01

Full Text Available Global climate models foresee changes in temperature and precipitation regimes that shift regional climate zones and influence the viability of agricultural market systems. Understanding the influence of climate change on the different sub-sectors and functions of a market system is crucial to increasing the systems’ climate resilience and to ensuring the long-term viability of the sectors. Our research applies a new approach to climate change analysis to better understand the influence of climate change on each step of an agricultural market system—on its core (processing units, storage facilities and sales and support functions (sapling supply, research, insurance and agricultural policy. We use spatial climate analyses to investigate current and projected changes in climate for different regions in Nepal. We then analyse the risks and vulnerabilities of the sub-sectors banana, charcoal, coffee, macadamia, orange, vegetables and walnut. Our results show that temperatures and precipitation levels will change differently depending on the climatic regions, and that climate change elicits different responses from the market functions both between and within each of the different sub-sectors. We conclude that climate-related interventions in market systems must account for each different market function’s specific response and exposure to climate change, in order to select adaptation measures that ensure long-term climate resilience.

Interplay between past market correlation structure changes and future volatility outbursts

Science.gov (United States)

Musmeci, Nicoló; Aste, Tomaso; Di Matteo, T.

2016-11-01

We report significant relations between past changes in the market correlation structure and future changes in the market volatility. This relation is made evident by using a measure of “correlation structure persistence” on correlation-based information filtering networks that quantifies the rate of change of the market dependence structure. We also measured changes in the correlation structure by means of a “metacorrelation” that measures a lagged correlation between correlation matrices computed over different time windows. Both methods show a deep interplay between past changes in correlation structure and future changes in volatility and we demonstrate they can anticipate market risk variations and this can be used to better forecast portfolio risk. Notably, these methods overcome the curse of dimensionality that limits the applicability of traditional econometric tools to portfolios made of a large number of assets. We report on forecasting performances and statistical significance of both methods for two different equity datasets. We also identify an optimal region of parameters in terms of True Positive and False Positive trade-off, through a ROC curve analysis. We find that this forecasting method is robust and it outperforms logistic regression predictors based on past volatility only. Moreover the temporal analysis indicates that methods based on correlation structural persistence are able to adapt to abrupt changes in the market, such as financial crises, more rapidly than methods based on past volatility.

Market design for rapid demand response

DEFF Research Database (Denmark)

Nielsen, Kurt; Tamirat, Tseganesh Wubale

We suggest a market design for rapid demand response in electricity markets. The solution consists of remotely controlled switches, meters, forecasting models as well as a flexible auction market to set prices and select endusers job by job. The auction market motivates truth-telling and makes...... it simple to involve the endusers in advance and to activate demand response immediately. The collective solution is analyzed and economic simulations are conducted for the case of Kenya. Kenya has been su ering from unreliable electricity supply for many years and companies and households have learned...... to adjust by investments in backup generators. We focus on turning the many private backup generators into a demand response system. The economic simulation focuses on possible distortion introduced by various ways of splitting the generated surplus from the demand response system. An auction run instantly...

The New England travel market: changes in generational travel patterns

Science.gov (United States)

Rodney B. Warnick

1995-01-01

The purpose of this study was to examine and explore the New England domestic travel market trends, from 1979 through 1991 within the context of generations. The existing travel markets, who travel to New England, are changing by age cohorts and specifically within different generations. The New England changes in generational travel patterns do not reflect national...

Mismatch of Vocational Graduates: What Penalty on French Labour Market?

Science.gov (United States)

Beduwe, Catherine; Giret, Jean-Francois

2011-01-01

This study explores individual effects of educational mismatch on wages, job satisfaction and on-the-job-search on French labour market. We distinguish between horizontal matches (job matches with field of studies) and vertical matches (job matches the level of qualification) on the one hand and skills matches (worker's assessment) on the other…

Marketing Strategy and Implementation

Energy Technology Data Exchange (ETDEWEB)

None

2010-05-31

This report documents the marketing campaign that has been designed for middle and high school students in New Mexico to increase interest in participation in national security careers at the National Nuclear Security Administration. This marketing campaign builds on the research that was previously conducted, as well as the focus groups that were conducted. This work is a part of the National Nuclear Security Preparedness Project (NSPP) being performed under a Department of Energy (DOE) / National Nuclear Security Administration (NNSA) grant. Outcome analysis was performed to determine appropriate marketing strategies. The analysis was based upon focus groups with middle school and high school students, student interactions, and surveys completed by students to understand and gauge student interest in Science, Technology, Engineering, and Math (STEM) subjects, interest in careers at NNSA, future job considerations, and student desire to pursue post-secondary education. Further, through the focus groups, students were asked to attend a presentation on NNSA job opportunities and employee requirements. The feedback received from the students was utilized to develop the focus and components of the marketing campaign.

Job strain and male fertility.

Science.gov (United States)

Hjollund, Niels Henrik I; Bonde, Jens Peter E; Henriksen, Tine Brink; Giwercman, Aleksander; Olsen, Jørn

2004-01-01

Job strain, defined as high job demands and low job control, has not previously been explored as a possible determinant of male fertility. We collected prospective data on job strain among men, and describe the associations with semen quality and probability of conceiving a clinical pregnancy during a menstrual cycle. Danish couples (N = 399) who were trying to become pregnant for the first time were followed for up to 6 menstrual periods. All men collected semen samples, and a blood sample was drawn from both partners. Job demand and job control were measured by a self-administered questionnaire at entry, and in each cycle the participants recorded changes in job control or job demand during the previous 30 days. In adjusted analyses, no associations were found between any semen characteristic or sexual hormones and any job strain variable. The odds for pregnancy were not associated with job strain. Psychologic job strain encountered in normal jobs in Denmark does not seem to affect male reproductive function.

Spatial flexibility in job mobility: macro-level opportunities and micro-level restrictions

NARCIS (Netherlands)

Ham, M. van; Mulder, C.H.; Hooimeijer, P.

2001-01-01

Disequilibria among regional labour markets persist through spatial inflexibility in job mobility resulting from restrictions in migration and long-distance commuting. This contribution analyses workplace mobilityöthe acceptance of a job at a great distance from the place of resi- denceöusing a

The Economics of Imperfect Labor Markets : Second Edition

NARCIS (Netherlands)

Boeri, T.; van Ours, J.C.

2013-01-01

Most labor economics textbooks pay little attention to actual labor markets, taking as reference a perfectly competitive market in which losing a job is not a big deal.The Economics of Imperfect Labor Markets is the only textbook to focus on imperfect labor markets and to provide a systematic

Increased labor market participation can't do the job of mastering Germany's demographic change in the future

OpenAIRE

Brenke, Karl; Clemens, Marius

2017-01-01

In the last decade the available labor force has expanded in Germany-despite the decline in the working-age population. The reason: labor market participation has increased, for women in particular and older people in general. Also noticeable was a rise in qualification level because well-educated people have a particularly high propensity to participate in the labor market. Most recently, Germany's potential labor force has grown as a consequence of many factors, including migration-from oth...

Conference 'Renewable energies, between job market growth and lack of qualified manpower - The wind energy example in France and Germany

International Nuclear Information System (INIS)

Lettry, Marion; Hirschl, Bernd; Kopp, Clement; Tchernia, Marianne; Nirup, Christina; Kaern, Moses; Andretto, Jean-Pierre

2009-01-01

The French-German office for Renewable energies (OFAEnR) organised a conference on recruitment and training requirements in the wind power industry. In the framework of this French-German exchange of experience, participants exchanged views on the actual development of the wind energy industry in both countries and provided a comprehensive overview of manpower needs and training offers. This document brings together the available presentations (slides) made during this event: 1 - Wind energy in France: a chance for the industry and the job market (Marion Lettry); 2 - economical issue and potentialities of products and services in the renewable energies sector (Bernd Hirschl); 3 - Challenge of the wind energy market: recruitment and knowledge transfer in an international market (Clement Kopp, Marianne Tchernia); 4 - Continuing training of professionals - Towards a diversification of the offer? (Christina Nirup); 5 - Who ensures the training of the future wind energy managers today? Qualification and curriculum in Germany (Moses Kaern); 6 - Technical maintenance of wind farms - Further training. How to ensure continuity? (Jean-Pierre Andretto)

Changing Labour Markets in Bangladesh: The Dynamics Between ...

International Development Research Centre (IDRC) Digital Library (Canada)

With its growing economy and population, Bangladesh's job creation success has ... the challenges ahead to improve the quality and productivity of these jobs. ... numbers of paid jobs and opportunities for rural migrants, especially women.

Residential Location, Job Location, and Wages: Theory and Empirics

DEFF Research Database (Denmark)

Vejlin, Rune Majlund

-to-job transition without changing workplace location. However, workers making a job-to-job transition which makes the workplace location closer to the residence experiences a wage drop. Furthermore, low wage workers and workers with high transportation costs are more likely to make job-to-job transitions, but also......I develop a stylized partial on-the-job equilibrium search model which incorporate a spatial dimension. Workers reside on a circle and can move at a cost. Each point on the circle has a wage distribution. Implications about wages and job mobility are drawn from the model and tested on Danish...... matched employer-employee data. The model predictions hold true. I find that workers working farther away from their residence earn higher wages. When a worker is making a job-to-job transition where he changes workplace location he experiences a higher wage change than a worker making a job...

Financial crisis and market risk premium: Identifying multiple structural changes

Directory of Open Access Journals (Sweden)

Juan J. García-Machado

2011-03-01

Full Text Available The relationship between macroeconomic variables and stock market returns is, by now, well-documented in the literature. However, in this article we examine the long-run relationship between stock and bond markets returns over the period from 1991:11 to 2009:11, using Bai and Perron’s multiple structural change approach. Findings indicate that while the market risk premium is usually positive, periods with negative values appear only in three periods (1991:1-1993:2, 1998:3-2002:2 and from 2007:1-2009:11 leading to changes in the GDP evolution. Thereby, the study shows the presence of structural breaks in the Spanish market risk premium and its relationship with business cycle. These findings contribute to a better understanding of close linkages between the financial markets and the macroeconomic variables such as GDP. Implications of the study and suggestions for future research are provided.

Social marketing: an approach to planned social change.

Science.gov (United States)

Kotler, P; Zaltman, G

1971-07-01

This article examines the applicability of marketing concepts to social causes and social change. Social marketing is defined as the design, implementation, and control of programs calculated to influence the acceptability of social ideas and involving considerations of product planning, pricing, communication, distribution and marketing research. Wiebe examined four social advertising campaigns and concluded that their effectiveness depended on the presence of adequate force, direction, adequate and compatible social mechanism, and distance (the "cost" of the new attitude as seen by message's message"s recepient). A marketing planning approach is not a guarantee for the achievement of social objectives; yet, it represents a bridging mechanism linking the knowledge of the behavioral scientist with the socially useful implementation of that knowledge.

Change of Subsidiary Mandates in Emerging Markets

DEFF Research Database (Denmark)

Hansen, Michael W.; Petersen, Bent; Wad, Peter

2011-01-01

fails to conceptualize how the specificities of emerging market business environments affect subsidiary mandate evolution. The paper develops a theoretical model for business environment change influence on subsidiary mandates, and demonstrates how the model can capture much of recent years dramatic......In recent years, the activities of Danish MNCs in India have expanded dramatically. Previously dormant subsidiaries have been transformed into integral components in the global strategies of Danish MNCs, either as crucial cash cows catering to the rapidly growing Indian markets, or as platforms...

Organisational Change, Health and the Labour Market

DEFF Research Database (Denmark)

Bhatti, Yosef; Gørtz, Mette; Holm Pedersen, Lene

This research examines the effects of organisational change on employee health and labour market outcomes. Previous studies looking into organisational change in the private sector indicate that the larger the size and depth of organisational change, the larger the detrimental consequences...... to the employees. This study contributes to the literature on four main dimensions. First, we extend the analysis of organisational change to a public sector setting. Second, while previous findings remain inconclusive regarding causal effects due to problems of endogeneity, our analysis contributes to research...

Radiology Jobs: Uncovering Hidden and Not-So-Hidden Opportunities From the ACR Jobs Board.

Science.gov (United States)

Misono, Alexander S; Saini, Sanjay; Prabhakar, Anand M

2016-04-01

The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers' likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. Job postings on the ACR Career Center online portal between June 2014 and June 2015 were reviewed. As entries are frequently added and removed, posts were manually collected weekly. Postings were recorded in a database and included date, practice, location, specialty/subspecialty, job type, years of experience, salary, and job description. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1,778 jobs were posted during the study period. Of these, 1,529 (86.0%) were diagnostic; 240 (13.5%) were interventional; and 9 (0.5%) were administrative. Most jobs were in private practice (75.7%), compared with academic (16.3%) and other (7.9%). Although many did not require a specific specialty (46%), the most-frequent needs were breast (17%), neuroradiology (11%), musculoskeletal (8%), and body (7%). Of non-breast-imaging jobs, roughly 30% indicated an interest in breast-imaging skills. A minority (13%) requested prior experience of greater than 1 year, with some seeking 7-10 years of experience. Although most (87%) were full-time positions, part-time, temporary, and contractor roles were described in the remaining 13%. Salary data were rarely reported (7%), with a range of $98,967-$1,000,000. The most jobs were based in California (11%); New York (7%); Pennsylvania (7%); and Illinois (6%). However, when indexed per million population, the highest job rates were in Nevada (14.1); Washington DC (13.7); Hawaii (13.4); Montana (9.8); and Pennsylvania (9.1). Roughly 31% of postings described partnership tracks, with the highest rates in New England (58%), the Pacific Northwest (56%), the Midwest (40%), and Southern (40

Health insurance, cost expectations, and adverse job turnover.

Science.gov (United States)

Ellis, Randall P; Albert Ma, Ching-To

2011-01-01

Because less healthy employees value health insurance more than the healthy ones, when health insurance is newly offered job turnover rates for healthier employees decline less than turnover rates for the less healthy. We call this adverse job turnover, and it implies that a firm's expected health costs will increase when health insurance is first offered. Health insurance premiums may fail to adjust sufficiently fast because state regulations restrict annual premium changes, or insurers are reluctant to change premiums rapidly. Even with premiums set at the long run expected costs, some firms may be charged premiums higher than their current expected costs and choose not to offer insurance. High administrative costs at small firms exacerbate this dynamic selection problem. Using 1998-1999 MEDSTAT MarketScan and 1997 Employer Health Insurance Survey data, we find that expected employee health expenditures at firms that offer insurance have lower within-firm and higher between-firm variance than at firms that do not. Turnover rates are systematically higher in industries in which firms are less likely to offer insurance. Simulations of the offer decision capturing between-firm health-cost heterogeneity and expected turnover rates match the observed pattern across firm sizes well. 2010 John Wiley & Sons, Ltd.

Trends in job satisfaction among German nurses from 1990 to 2012.

Science.gov (United States)

Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin; Sousa-Poza, Alfonso

2016-04-01

Improving the job satisfaction of nurses is essential to enhance their productivity and retention and to improve patient care. Our aim was to analyse trends in German nurses' job satisfaction to enhance understanding of the nursing labour market and inform future policies. We used 1990-2012 German Socioeconomic Panel data for trends in nurses' job satisfaction. Comparisons were drawn with doctors, other health care workers, and employees in other sectors of employment. Analysis explored associations between job satisfaction trends and other aspects of employment, such as whether full time or part time and pay. To account for fluctuations across the period of analysis, linear trends were generated using ordinary least squares. Over 23 years, job satisfaction of German nurses underwent a steady and gradual decline, dropping by an average 7.5%, whereas that of doctors and other health care workers increased by 14.4% and 1%, respectively. The decline for part-time nurses (13%) was more pronounced than that for full-time nurses (3%). At the same time, nurses' pay rose by only 3.8% compared to a 23.8% increase for doctors. The steady decline in nurses' job satisfaction over the last two decades may be attributable to the multiple reforms and associated policy changes that generally disadvantaged nurses. Contributing factors to job satisfaction decline include lower pay and the demanding and strenuous work environment. Irrespective of the reason, health services researchers, leaders, and policy makers should investigate the reasons for this decline given the forecast growth in work load and complexity of care. Supportive policies for nurses would help enhance the quality and sustainability of German health care. © The Author(s) 2015.

The Costs of Today's Jobs: Job Characteristics and Organizational Supports as Antecedents of Negative Spillover

Science.gov (United States)

Grotto, Angela R.; Lyness, Karen S.

2010-01-01

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O*NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and…

Does competitive entry structurally change key marketing metrics?

NARCIS (Netherlands)

Kornelis, Marcel; Dekimpe, Marnik G.; Leeflang, Peter S. H.

To what extent does competitive entry create a structural change in key marketing metrics? New players mayjust be a temporal nuisance to incumbents, but could also fundamentally change the latter's performance evolution, or induce them to permanently alter their spending levels and/or pricing

A Market-Driven Approach to Retaining Talent.

Science.gov (United States)

Cappelli, Peter

2000-01-01

Employee retention must be rethought in a free-agent market. Compensation can shape who leaves and stays. Job design and customization can tailor jobs to employee needs. Encouraging social ties among colleagues and selecting appealing locations for workplaces are other ways to retain talented workers. (SK)

Segmenting a general practitioner market to improve recruitment outcomes.

Science.gov (United States)

Hemphill, Elizabeth; Kulik, Carol T

2011-05-01

Recruitment is an ongoing challenge in the health industry with general practitioner (GP) shortages in many areas beyond rural and Indigenous communities. This paper suggests a marketing solution that identifies different segments of the GP market for recruitment strategy development. In February 2008, 96 GPs in Australia responded to a mail questionnaire (of which 85 questionnaires were useable). A total of 350 GPs were sent the questionnaire. Respondents considered small sets of attributes in the decision to accept a new job at a general practice and selected the most and least important attribute from each set. We identified latent class clusters (cohorts) of GPs from the most-least important data. Three cohorts were found in the GP market, distinguishing practitioners who emphasised job, family or practice attributes in their decision to join a practice. Few significant demographic differences exist between the cohorts. A segmented GP market suggests two alternative recruitment strategies. One option is for general practices to target members of a single cohort (family-, job-, or practice-focussed GPs). The other option is for general practices to diversify their recruitment strategies to target all three cohorts (family-, job- and practice-focussed GPs). A single brand (practice) can have multiple advertising strategies with each strategy involving advertising activities targeting a particular consumer segment.

Changes in Situational and Dispositional Factors as Predictors of Job Satisfaction

Science.gov (United States)

Keller, Anita C.; Semmer, Norbert K.

2013-01-01

Arguably, job satisfaction is one of the most important variables with regard to work. When explaining job satisfaction, research usually focuses on predictor variables in terms of levels but neglects growth rates. Therefore it remains unclear how potential predictors evolve over time and how their development affects job satisfaction. Using…

Business Administration and Computer Science Degrees: Earnings, Job Security, and Job Satisfaction

Science.gov (United States)

Mehta, Kamlesh; Uhlig, Ronald

2017-01-01

This paper examines the potential of business administration vs. computer science degrees in terms of earnings, job security, and job satisfaction. The paper focuses on earnings potential five years and ten years after the completion of business administration and computer science degrees. Moreover, the paper presents the income changes with…

Jobs in global supply chains: a macroeconomic assessment

OpenAIRE

Kizu, Takaaki; Kühn, Stefan; Viegelahn, Christian

2016-01-01

In its recent World Employment and Social Outlook, the ILO published estimates of the number of jobs related to global supply chains (GSCs) for 40 countries in 1995-2013. This paper provides a detailed description of the methodology that was used for the estimation and documents in more detail global linkages in production, becoming apparent on the labour market. The paper also shows new evidence on the number of jobs supported by different export destinations and analyzes the number of GSC-r...

Changing Trends in LIS Job Advertisements

Science.gov (United States)

Wise, Sharyn; Henninger, Maureen; Kennan, Mary Anne

2011-01-01

The study reported in this paper is part of a larger program of studies designed to review and renew the curricula of Library and Information Science (LIS) and the broader Information Management (IM) courses. This paper analysed job advertisements as readily accessible indicators of the knowledge, skills, and competencies required of IPs by…

Predict the emergence - Application to competencies in job offers

OpenAIRE

Abboud , Yacine; Boyer , Anne; Brun , Armelle

2015-01-01

International audience; —Predicting the emergence of an event enables to anticipate and make decisions upstream. For instance, in the employment sector, it becomes necessary to anticipate the emergence of competencies requirements to help job seekers, education and training organization to better match the needs of the job market. Several approaches address the competencies mining with ontologies, we adopt a different point of view by using pattern mining. We propose a new methodology to pred...

Job security provisions and employment. revised estimates

DEFF Research Database (Denmark)

Addision, John; Grosso, Jean-Luc

1995-01-01

the directional effect of severance pay on employment and unemployment, but report vety different results in respect of working hours. Also contrary to Lazear, longer notice intervals are associated with favorable labor market outcomes. Recalibrating the two job protection measures according to length of service...

Refugee Access to the Labour Market

DEFF Research Database (Denmark)

Lønsmann, Dorte

study focuses on gatekeeping mechanisms for refugees trying to access the Danish job market, specifically during the process of transitioning from the job-training programme to a real job in the same organisation. Based on ethnographic observations and interviews with refugees, their Danish colleagues......, and the organisational gatekeepers (managers and HR representatives), the project investigates the following research question: How do discourses about Danish language competences and Danish cultural competences influence the refugees’ opportunities for gaining employment? The analysis focuses on how different...

Does migration matter? Job search outcomes for the unemployed.

Science.gov (United States)

Boehm, T P; Herzog, H W; Schlottmann, A M

1998-01-01

The US has long been characterized by its geographically mobile population, with workers historically seeking new or better jobs in different locales as dictated by either opportunity or necessity. It is now generally accepted that the main determinants of interregional labor force migration are differential employment growth and amenity-adjusted earnings. The authors investigate migration's effect upon labor market transitions. Specifically, transition rates out of unemployment to employment, and from nonparticipation to active job search are examined. A multistate model of the hazard rate is developed and estimated to facilitate this process. Study results strongly suggest that migration is both directly and indirectly associated with a successful transition to re-employment. Findings are based upon the analysis of longitudinal microdata drawn from the corrected 1987 panel of the Survey of Income and Program Participation. Monthly labor market histories used covered the period from January 1987 to March 1989, for a research population of 3814 heads of households involved in 6096 total months of employment, job searching, and nonparticipation over the 26-month study period.

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

Science.gov (United States)

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

2009-09-01

This prospective four-wave study examined (i) the causal direction of the longitudinal relations among job demands, job control, sleep quality and fatigue; and (ii) the effects of stability and change in demand-control history on the development of sleep quality and fatigue. Based on results of a four-wave complete panel study among 1163 Dutch employees, we found significant effects of job demands and job control on sleep quality and fatigue across a 1-year time lag, supporting the strain hypothesis (Demand-Control model; Karasek and Theorell, Basic Books, New York, 1990). No reversed or reciprocal causal patterns were detected. Furthermore, our results revealed that cumulative exposure to a high-strain work environment (characterized by high job demands and low job control) was associated with elevated levels of sleep-related complaints. Cumulative exposure to a low-strain work environment (i.e. low job demands and high job control) was associated with the highest sleep quality and lowest level of fatigue. Our results revealed further that changes in exposure history were related to changes in reported sleep quality and fatigue across time. As expected, a transition from a non-high-strain towards a high-strain job was associated with a significant increase in sleep-related complaints; conversely, a transition towards a non-high-strain job was not related to an improvement in sleep-related problems.

Person-job fit: an exploratory cross-sectional analysis of hospitalists.

Science.gov (United States)

Hinami, Keiki; Whelan, Chad T; Miller, Joseph A; Wolosin, Robert J; Wetterneck, Tosha B

2013-02-01

Person-job fit is an organizational construct shown to impact the entry, performance, and retention of workers. Even as a growing number of physicians work under employed situations, little is known about how physicians select, develop, and perform in organizational settings. Our objective was to validate in the hospitalist physician workforce features of person-job fit observed in workers of other industries. The design was a secondary survey data analysis from a national stratified sample of practicing US hospitalists. The measures were person-job fit; likelihood of leaving practice or reducing workload; organizational climate; relationships with colleagues, staff, and patients; participation in suboptimal patient care activities. Responses to the Hospital Medicine Physician Worklife Survey by 816 (sample response rate 26%) practicing hospitalists were analyzed. Job attrition and reselection improved job fit among hospitalists entering the job market. Better job fit was achieved through hospitalists engaging a variety of personal skills and abilities in their jobs. Job fit increased with time together with socialization and internalization of organizational values. Hospitalists with higher job fit felt they performed better in their jobs. Features of person-job fit for hospitalists conformed to what have been observed in nonphysician workforces. Person-job fit may be a useful complementary survey measure related to job satisfaction but with a greater focus on function. Copyright © 2012 Society of Hospital Medicine.

Workplace threats to health and job turnover among women workers.

Science.gov (United States)

Gucer, Patricia W; Oliver, Marc; McDiarmid, Melissa

2003-07-01

Is job turnover related to concern about workplace health risks? Using data from a national sample of working women, we examined the relationships among workplace risk communications, worker concerns about workplace threats from hazardous substances, indoor air quality, and job change. Eight percent reported changing a job as a result of concern over workplace threats to health. Previous workplace injury predicted concern about hazardous materials and indoor air quality as well as job change, but employer communication about workplace health risks was associated with less job change and less concern about indoor air quality. Women worry about workplace threats to their health enough to change their jobs, but employers may have the power to cut turnover costs and reduce disruption to workers' lives through the use of risk communication programs.

Labor Market Prospects, Search Intensity and the Transition from College to Work

NARCIS (Netherlands)

B. van der Klaauw (Bas); A.P. van Vuuren (Aico); P. Berkhout (Peter)

2004-01-01

textabstractIn this paper we develop a structural model for job search behavior of students entering the labor market. The model includes endogenous search effort and on-the-job search. Since students usually do not start a regular job before graduation but start job search earlier, our model is non

Labor Market Prospects, Search Intensity and the Transition from College to Work

NARCIS (Netherlands)

Klaauw, van der Bas; Vuuren, van Aico; Berkhout, Peter

2004-01-01

In this paper we develop a structural model for job search behavior of students entering the labor market. The model includes endogenous search effort and on-the-job search. Since students usually do not start a regular job before graduation but start job search earlier, our model is non stationary

The Gravity Law of Marketing - a Major Reason for Change to a Better Performance

OpenAIRE

Victor DANCIU

2010-01-01

Companies develop marketing strategies only for success. But, sooner or later, even the most successful strategies begin to wear out and lose their impact on the performances of the company. The mutual attraction between the marketing strategy and the performance of the company is known as the law of marketing gravity. Once a marketing strategy loses impact on the marketing performance as a result of the law of marketing gravity a fundamental change is needed. This change mu...

Methodologies on labour market indicators: job vacancies, job creation and job destruction in small businesses in the Slovak Republic

NARCIS (Netherlands)

Heyma, A.O.J.; de Graaf, D.

2006-01-01

The Ministry of Labour, Social Affairs and the Family of the Slovak Republic (MoLSAF) requires reliable information for policy making. An important way to strengthen the institutional capacities of MoLSAF in the field of labour market policies is to acquire a number of reliable labour market

Solar generation: a blueprint for growing the PV market

International Nuclear Information System (INIS)

Cameron, M.; Stierstorfer, J.; Teske, S.; Aubrey, C.

2001-01-01

The rapid growth of the solar electricity market is discussed. The European Photovoltaic Industry Association and Greenpeace have recently collaborated on a long-term forecast of the global solar electricity market up to 2020 with predictions up to 2040; the conclusions from their joint study are the subject of this article. The paper is presented under the main sub-headings of (i) background to the collaboration; (ii) the Greenpeace perspective; (iii) the impact of solar electricity in the lives of consumers and job-seekers born today; (iv) solar generation-methods and assumptions (v) market growth rates; (vi) electricity generation; (vii) carbon dioxide emissions; (viii) projection to 2040; (ix) key results of the EPIA/Greenpeace analysis; (x) solar electricity as a vehicle for job creation and (xi) creating the conditions for optimizing the impact of solar electricity on future generations. A chart shows solar electricity job creation potential 2000-2020

Ebola, jobs and economic activity in Liberia.

Science.gov (United States)

Bowles, Jeremy; Hjort, Jonas; Melvin, Timothy; Werker, Eric

2016-03-01

The 2014 Ebola virus disease (EVD) outbreak in the neighbouring West African countries of Guinea, Liberia and Sierra Leone represents the most significant setback to the region's development in over a decade. This study provides evidence on the extent to which economic activity declined and jobs disappeared in Liberia during the outbreak. To estimate how the level of activity and number of jobs in a given set of firms changed during the outbreak, we use a unique panel data set of registered firms surveyed by the business-development non-profit organisation, Building Markets. We also compare the change in economic activity during the outbreak, across regions of the country that had more versus fewer Ebola cases in a difference-in-differences approach. We find a large decrease in economic activity and jobs in all of Liberia during the Ebola outbreak, and an especially large decline in Monrovia. Outside of Monrovia, the restaurants, and food and beverages sectors have suffered the most among the surveyed sectors, and in Monrovia, the construction and restaurant sectors have shed the most employees, while the food and beverages sectors experienced the largest drop in new contracts. We find little association between the incidence of Ebola cases and declines in economic activity outside of Monrovia. If the large decline in economic activity that occurred during the Ebola outbreak persists, a focus on economic recovery may need to be added to the efforts to rebuild and support the healthcare system in order for Liberia to regain its footing. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Changes of hierarchical network in local and world stock market

Science.gov (United States)

Patwary, Enayet Ullah; Lee, Jong Youl; Nobi, Ashadun; Kim, Doo Hwan; Lee, Jae Woo

2017-10-01

We consider the cross-correlation coefficients of the daily returns in the local and global stock markets. We generate the minimal spanning tree (MST) using the correlation matrix. We observe that the MSTs change their structure from chain-like networks to star-like networks during periods of market uncertainty. We quantify the measure of the hierarchical network utilizing the value of the hierarchy measured by the hierarchical path. The hierarchy and betweenness centrality characterize the state of the market regarding the impact of crises. During crises, the non-financial company is established as the central node of the MST. However, before the crisis and during stable periods, the financial company is occupying the central node of the MST in the Korean and the U.S. stock markets. The changes in the network structure and the central node are good indicators of an upcoming crisis.

Current Market Demand for Core Competencies of Librarianship—A Text Mining Study of American Library Association’s Advertisements from 2009 through 2014

Directory of Open Access Journals (Sweden)

Qinghong Yang

2016-02-01

Full Text Available As librarianship evolves, it is important to examine the changes that have taken place in professional requirements. To provide an understanding of the current market demand for core competencies of librarianship, this article conducts a semi-automatic methodology to analyze job advertisements (ads posted on the American Library Association (ALA Joblist from 2009 through 2014. There is evidence that the ability to solve unexpected complex problems and to provide superior customer service gained increasing importance for librarians during those years. The authors contend that the findings in this report question the status quo of core competencies of librarianship in the US job market.

Market redesign and regulatory change : how companies doing business in Alberta's power markets will be affected

International Nuclear Information System (INIS)

Runge, C.

2003-01-01

The Power Pool of Alberta (PPA) began its operations in 1996 based on a model with a single price set based on day ahead offers/bids and real time dispatch. The Electric Utilities Act was amended in 1998 and direct sales were permitted in 1999. The Power Purchase Arrangement Auction was implemented in 2000. Significant events took place in 2001, including: (1) retail competition, (2) PPAs began operations, (3) restrictions on direct sales were removed, (4) forward exchange operation, and (5) ancillary services market. In 2002, the Market Achievement Plan II was implemented and government industry structure was reviewed. There are several considerations regarding market redesign, such as day ahead market, capacity market, congestion management, and Northwest Regional Transmission Organization (RTO West). The role of the International Standard Organization (ISO) was discussed, with reference to the Independent System Operator, Independent Market Operator, and Transmission and Market Planner. Redesign must involve all participants and include informed, phased in changes

Internet Job Search and Unemployment Durations

OpenAIRE

Kuhn, Peter; Skuterud, Mikal Skuterud

2002-01-01

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

Job change facilitates healing in a cohort of patients with occupational hand eczema

DEFF Research Database (Denmark)

Carøe, T. K.; Ebbehøj, N. E.; Bonde, J. P. E.

2017-01-01

who were not. METHODS: The study is a register-based cohort study including patients with recognised occupational hand eczema in Denmark in 2010 and 2011. Outcomes were eczema related parameters and Dermatology Life Quality Index (DLQI) obtained from a follow-up questionnaire after 5 years. RESULTS...... on HR-QoL, indicated by increased DLQI. Change of work procedures while staying in the same profession positively influenced improvement, with no marked influence on HR-QoL, and should be considered as an alternative to job change. This article is protected by copyright. All rights reserved....

The art of designing markets.

Science.gov (United States)

Roth, Alvin E

2007-10-01

Traditionally, markets have been viewed as simply the confluence of supply and demand. But to function properly, they must be able to attract a sufficient number of buyers and sellers, induce participants to make their preferences clear, and overcome congestion by providing both enough time to make choices and a speedy means of registering them. Solutions to these challenges are the province of market design--a blend of game theory and experimental economics. Roth, a professor of both business and economics at Harvard, is a leading market designer. He and his colleagues have rescued failing markets by, for example, designing labor clearinghouses through which U.S. doctors get their first jobs and auctions through which the Federal Communications Commission sells licenses for parts of the radio broadcast spectrum. They have also created marketlike allocation procedures that involve neither prices nor an exchange of money; these include systems for assigning children to schools in Boston and New York and for facilitating exchanges of kidneys. Computers enable the design of "smart markets" that combine the inputs of users in complex ways: In kidney exchange, they run through every possible match of donors and recipients to arrange the greatest possible number of transplants. In the future, computers may make it possible to auction bundled goods, such as airport takeoff and landing slots. As online markets--like those for jobs and dating--proliferate, a growing understanding of markets in general will provide virtually limitless opportunities for market design.

Has microblogging changed stock market behavior? Evidence from China

Science.gov (United States)

Jin, Xi; Shen, Dehua; Zhang, Wei

2016-06-01

This paper examines the stock market behavior for a long-lived subset of firms in Shanghai and Shenzhen CSI 300 Index (CSI 300 Index) both before and after the establishment of firms' Microblogging in Sina Weibo. The empirical results show a significant increase in the relative trading volume as well as the decreases in the daily expected stock return and firm-level volatility in the post-Sina Weibo period. These findings suggest that Sina Weibo as an alternative information interaction channel has changed the information environment for individual stock, enhanced the speed of information diffusion and therefore changed the overall stock market behavior.

A focus on the consumer: social marketing for change.

Science.gov (United States)

Lucaire, L E

1985-01-01

Social marketing is the application of commercial marketing principles to advance a social cause, issue, behavior, product, or service. Social marketing has added a framework to social efforts that heretofore lacked organization and has inspired projects that otherwise might never have been initiated. In the US, social marketing techniques have been particularly successful in the health field. Although advertising and other communications are central to social marketing, the discipline also depends upon other elements of what is termed the marketing mix: product, price, place, and promotion. Social marketing is a cyclical process involving 6 steps: analysis; planning; development, testing, and refining elements of the plan; implementation; assessment of in-market effectiveness; and feedback. In developing countries, health has similarly been the greatest beneficiary to date of applied social marketing techniques. Family planning programs and oral rehydration therapy (ORT) projects have used social marketing techniques effectively in numerous developing countries. Social marketing has been even more widely applied in the sale of contraceptives in developing countries. Contraceptive social marketing (CSM) programs are well established in Bangladesh, Sri Lanka, India, Thailand, Nepal, Colombia, El Salvador, Jamaica, Mexico, and Egypt. More recently programs have been established in Honduras, Guatemala, Barbados, St. Vincent, and St. Lucia. SOMARC (Social Marketing for Change) is a project funded by the US Agency for International Development (AID) and is working with existing CSM programs and helping to launch new CSM programs. CSM programs are successfully functioning as legitimate marketing organizations in developing countries and are using local private sector resources in the process. Program results are encouraging. Social marketing requires both experience and sensitivity to local conditions. Many developing countries now have their own marketing resources

How does employment quality relate to health and job satisfaction in Europe? A typological approach.

Science.gov (United States)

Van Aerden, Karen; Puig-Barrachina, Vanessa; Bosmans, Kim; Vanroelen, Christophe

2016-06-01

The changing nature of employment in recent decades, due to an increased emphasis on flexibility and competitiveness in European labour markets, compels the need to assess the consequences of contemporary employment situations for workers. This article aims to study the relation between the quality of employment and the health and well-being of European workers, using data from the 2010 European Working Conditions Survey. A typology of employment arrangements, mapping out employment quality in the European labour force, is constructed by means of a Latent Class Cluster Analysis. This innovative approach shows that it is possible to condense multiple factors characterising the employment situation into five job types: Standard Employment Relationship-like (SER-like), instrumental, precarious unsustainable, precarious intensive and portfolio jobs. Binary logistic regression analyses show that, controlling for other work quality characteristics, this employment quality typology is related to self-perceived job satisfaction, general health and mental health. Precarious intensive jobs are associated with the worst and SER-like jobs with the best health and well-being situation. The findings presented in this study indicate that, among European wage workers, flexible and de-standardised employment tends to be related to lower job satisfaction, general health and mental health. The quality of employment is thus identified as an important social determinant of health (inequalities) in Europe. Copyright © 2016 Elsevier Ltd. All rights reserved.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

Gender, job authority, and depression.

Science.gov (United States)

Pudrovska, Tetyana; Karraker, Amelia

2014-12-01

Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage. © American Sociological Association 2014.

Costs and benefits of Danish active labour market programmes

DEFF Research Database (Denmark)

Jespersen, Svend; Munch, Jakob Roland; Skipper, Lars

2008-01-01

Since 1994, unemployed workers in the Danish labour market have participated in active labour market programmes on a large scale. This paper contributes with an assessment of costs and benefits of these programmes. Long-term treatment effects are estimated on a very detailed administrative dataset...... prospects in the long run. When the cost side is taken into account, private and public job training still come out with surplusses, while classroom training leads to a deficit....... by propensity score matching. For the years 1995 - 2005 it is found that private job training programmes have substantial positive employment and earnings effects, but also public job training ends up with positive earnings effects. Classroom training does not significantly improve employment or earnings...

JOB DISCRIMINATION AGAINST WOMEN AND ENDOGENOUS POPULATION CHANGE IN A GENERALIZED SOLOW GROWTH MODEL

OpenAIRE

Wei-Bin ZHANG

2017-01-01

This study examines economic growth and population change with discrimination against women in the labor market within the analytical framework of Solow’s neoclassical growth model. The study models dynamic interactions between wealth accumulation, time distribution between work, children caring, and leisure, population change with endogenous birth and mortality rates with gender discrimination. The production technology and markets are built on Solow’s neoclassical growth model. The basic me...

Transformational leadership in the consumer service workgroup: competing models of job satisfaction, change commitment, and cooperative conflict resolution.

Science.gov (United States)

Yang, Yi-Feng

2014-02-01

This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the bootstrap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution.

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

OpenAIRE

Weber, Andrea Maria; Hofer, Helmut

2004-01-01

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

JOB DISCRIMINATION AGAINST WOMEN AND ENDOGENOUS POPULATION CHANGE IN A GENERALIZED SOLOW GROWTH MODEL

Directory of Open Access Journals (Sweden)

Wei-Bin ZHANG

2017-06-01

Full Text Available This study examines economic growth and population change with discrimination against women in the labor market within the analytical framework of Solow’s neoclassical growth model. The study models dynamic interactions between wealth accumulation, time distribution between work, children caring, and leisure, population change with endogenous birth and mortality rates with gender discrimination. The production technology and markets are built on Solow’s neoclassical growth model. The basic mechanisms for population changes in the Barro-Becker fertility choice model and the Haavelmo population model are integrated to model the population change. This study also takes account of discrimination against woman in the labor market. We synthesize these dynamic forces in a compact framework by applying Zhang’s utility function. The model properties are studied by simulation. We find equilibrium points and illustrate motion of the dynamic system. We also examine the effects of changes in the discrimination against woman, the propensity to save, woman’s propensity to pursue leisure activities, the propensity to have children, woman’s human capital and man’s emotional involvement in children caring.

Effects of Daylight Saving Time changes on stock market volatility: a reply.

Science.gov (United States)

Berument, Hakan; Dogan, Nukhet

2011-12-01

There is a rich array of evidence that suggests that changes in sleeping patterns affect an individual's decision-making processes. A nationwide sleeping-pattern change happens twice a year when the Daylight Saving Time (DST) change occurs. Kamstra, Kramer, and Levi argued in 2000 that a DST change lowers stock market returns. This study presents evidence that DST changes affect the relationship between stock market return and volatility. Empirical evidence suggests that the positive relationship between return and volatility becomes negative on the Mondays following DST changes.

Attrition, burnout, job dissatisfaction and occupational therapy managers.

Science.gov (United States)

Kraeger, M M; Walker, K F

1992-01-01

At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market. Two job-related reasons for attrition are burnout and job dissatisfaction. The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client's problems, and the therapist's own ''worker personality.'' Bureaucratic constraints, limited advancement, issues related to a profession which is made up predominantly of women, lack of autonomy, and type of management and supervision are factors that contribute to job dissatisfaction. Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists. Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities, and promote staff development. By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. Respondents (n = 106) to a survey of occupational therapy managers indicated that job dissatisfaction, burnout, and attrition of registered occupational therapists were not major problems in their settings. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition. When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors.

Job Satisfaction among Pharmaceutical Sales force in South Africa – A Case with Special Reference to Cape Town

Directory of Open Access Journals (Sweden)

Vinod Kumar SINGH

2010-09-01

Full Text Available Job satisfaction is an attitude that employees have about their work and is based on numerous factors, both intrinsic and extrinsic to the individual. Job satisfaction is important from the perspective of maintaining and retaining the appropriate employees within the organization, it is about fitting the right person to the right job in the right culture and keeping them satisfied. Job satisfaction at salesforce level has become a topic of growing concern since significant proportion of marketing budgets, especially in harmaceutical industry of South Africa, is spent on them to achieve the assigned targets in the circular market. Although a large number of studies have been conducted to investigate job satisfaction in diverse range of the cultures, subjects and occupations yet none has attempted to explore the impact of job content and context factors on the job satisfaction among pharmaceutical salespersons in South Africa. Thus, the current study intends to determine the variance in salespersons’ overall job satisfaction through job content and context factors as a whole. This study also extends the total repercussion on the sales persons and their satisfaction level that cement the good will of the company and personal upliftment.

White Ethnics, Racial Prejudice, and Labor Market Segmentation.

Science.gov (United States)

Cummings, Scott

The contemporary conflict between blacks and selected white ethnic groups (Catholic immigrants, Jews) is the product of competition for jobs in the secondary labor market. Radical economists have described the existence of a dual labor market within the American economy. The idea of this segmented labor market provides a useful way to integrate…

Do small labor market entry cohorts reduce unemployment?

Directory of Open Access Journals (Sweden)

Alfred Garloff

2013-09-01

Full Text Available BACKGROUND Germany, like many OECD countries, faces a shift in the age composition of its population,and will face an even more drastic demographic change in the years ahead. From a theoretical point of view, decreasing cohort sizes may on the one hand reduce unemployment due to inverse cohort crowding or, on the other hand, increase unemploymentif companies reduce jobs disproportionately. Consequently, the actual effect of cohort shrinkage on employment and unemployment is an empirical question. OBJECTIVE We quantitatively assess the relationship between (unemployment and cohort sizes. METHODS We analyze a long panel of population and labor-market data for Western German labor market regions. We isolate the direct, statistical effect of aging in a decomposition approach and estimate the overall effect by regression. In this context, we account for the likely endogeneity of cohort size due to migration of the young workforce across regions using lagged births as instrument. RESULTS The direct effect of the age composition of the labor force on unemployment is negligible.In contrast, the elasticities of unemployment and employment with regard to the labor-market entry cohort's size are significantly positive or negative, respectively. The causal effect indicates an over-elastic reaction by unemployment. CONCLUSIONS Our results provide good news for the Western German labor market: small entry cohorts are indeed likely to decrease the overall unemployment rate and thus to improve the situation of job seekers. Accordingly, we find the employment rate is positively affected by a decrease in the youth proportion.

Communication and marketing as climate change-intervention assets a public health perspective.

Science.gov (United States)

Maibach, Edward W; Roser-Renouf, Connie; Leiserowitz, Anthony

2008-11-01

The understanding that global climate change represents a profound threat to the health and well-being of human and nonhuman species worldwide is growing. This article examines the potential of communication and marketing interventions to influence population behavior in ways consistent with climate change prevention and adaptation objectives. Specifically, using a framework based on an ecologic model of public health, the paper examines: (1) the potential of communication and marketing interventions to influence population behaviors of concern, including support for appropriate public policies; (2) potential target audiences for such programs; and (3) the attributes of effective climate change messages. Communication and marketing interventions appear to have considerable potential to promote important population behavior change objectives, but there is an urgent need for additional translational research to effectively harvest this potential to combat climate change.

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...

Changes in the world market in oil and oil refinements

International Nuclear Information System (INIS)

Ristik, Julija

1996-01-01

Since 1980's the world market for crude oil and oil products has faced significant changes that are going to have a grate influence on the supply and consumption of crude oil derivatives in Macedonia. The knowledge of these changes would have a grate contribution in planning the future development of this part of the energetic system of Macedonia. The purpose of this paper (which is a short version of the introductory report for the ZEMAK session with a theme 'Energetic policy and development of energetics in Macedonia') is to present the actual situation on the market for crude oil products, as well as to give the main factors that would have influence on this market in the future. (author). 4 refs., 3 ills

Enhanced care assistant training to address the workforce crisis in home care: changes related to job satisfaction and career commitment.

Science.gov (United States)

Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A

2007-01-01

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

The challenge of change in acute mental health services: measuring staff perceptions of barriers to change and their relationship to job status and satisfaction using a new measure (VOCALISE).

Science.gov (United States)

Laker, Caroline; Callard, Felicity; Flach, Clare; Williams, Paul; Sayer, Jane; Wykes, Til

2014-02-20

Health services are subject to frequent changes, yet there has been insufficient research to address how staff working within these services perceive the climate for implementation. Staff perceptions, particularly of barriers to change, may affect successful implementation and the resultant quality of care. This study measures staff perceptions of barriers to change in acute mental healthcare. We identify whether occupational status and job satisfaction are related to these perceptions, as this might indicate a target for intervention that could aid successful implementation. As there were no available instruments capturing staff perceptions of barriers to change, we created a new measure (VOCALISE) to assess this construct. All nursing staff from acute in-patient settings in one large London mental health trust were eligible. Using a participatory method, a nurse researcher interviewed 32 staff to explore perceptions of barriers to change. This generated a measure through thematic analyses and staff feedback (N = 6). Psychometric testing was undertaken according to standard guidelines for measure development (N = 40, 42, 275). Random effects models were used to explore the associations between VOCALISE, occupational status, and job satisfaction (N = 125). VOCALISE was easy to understand and complete, and showed acceptable reliability and validity. The factor analysis revealed three underlying constructs: 'confidence,' 'de-motivation' and 'powerlessness.' Staff with negative perceptions of barriers to change held more junior positions, and had poorer job satisfaction. Qualitatively, nursing assistants expressed a greater sense of organisational unfairness in response to change. VOCALISE can be used to explore staff perceptions of implementation climate and to assess how staff attitudes shape the successful outcomes of planned changes. Negative perceptions were linked with poor job satisfaction and to those occupying more junior roles, indicating a

The skill-divide in job quality: a cross-national analysis of 28 countries.

Science.gov (United States)

Stier, Haya

2015-01-01

This study focuses on the skill divide in job quality and the role of social institutions in structuring the relation of workers' qualifications to the attributes of their jobs. Four measures of job quality are examined: job security, job achievement, job content and work schedule flexibility. The study is based on the 2005 ISSP module on work orientations and encompasses 28 countries. Obtained through multilevel modeling, the findings show that low-skilled workers are disadvantaged in all aspects of job quality. However, skill inequality in the quality of employment depends on countries' characteristics, with declining inequality in countries at higher levels of technological development and to some extent also in times of technological growth. At times of high unemployment, skill disparities in job security widen while on other measures of job quality they decline. Under high market regulation, the low skilled enjoy better job security but on other measures, skill inequalities increase. Copyright © 2014 Elsevier Inc. All rights reserved.

Social marketing: Pitfalls and promise for change

OpenAIRE

Scott, Jennifer E

2015-01-01

Background: Since 1971, social marketing (SM) has been adopted as a behaviour change approach to address various social issues, including those of public health and the environment. In a context of proliferating health promotion and intervention approaches, as well as a changing communication environment, SM as a field has had to respond to various challenges. The purpose of this research was to explore the current context of SM, understand the challenges to the practice of SM, and explore it...

Demographic Changes in the U.S. into the Twenty-First Century: Their Impact on Sport Marketing.

Science.gov (United States)

Hofacre, Susan; And Others

1992-01-01

Issues confronting sport marketers as U.S. demographics change include more older people, ethnic groups, working women, and minorities; television hours watched; and changes in family makeup. As the changes affect marketing, sport marketing will have to become more efficient in defining and reaching different markets. (SM)

Internal Marketing: Dampak Job Satisfaction, Organizational

OpenAIRE

Ribhan,

2011-01-01

Organizations engaged in services, the role of employees is crucial in providing customersatisfaction. This is because the process of production and consumption take place simultaneouslyon the service. Marketing services will be more easily understood approach combined elementsbetween the product and distribution, which emphasizes the dependence of mutual benefit(mutualism) between these elements. This approach allows management to focus attention on theimportance of the role of employees in ...

Impact of employment contract changes on workers' quality of working life, job insecurity, health and work-related attitudes

NARCIS (Netherlands)

Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J.van den; Taris, T.W.

2012-01-01

Objectives: Changes in employment contracts may impact the quality of working life, job insecurity, health and work-related attitudes. We examined the validity of two partly competing theoretical approaches. Based upon a segmentation approach, we expected no change in scores among stable

Modeling the time-changing dependence in stock markets

International Nuclear Information System (INIS)

Frezza, Massimiliano

2012-01-01

The time-changing dependence in stock markets is investigated by assuming the multifractional process with random exponent (MPRE) as model for actual log price dynamics. By modeling its functional parameter S(t, ω) via the square root process (S.R.) a twofold aim is obtained. From one hand both the main financial and statistical properties shown by the estimated S(t) are captured by surrogates, on the other hand this capability reveals able to model the time-changing dependence shown by stocks or indexes. In particular, a new dynamical approach to interpreter market mechanisms is given. Empirical evidences are offered by analysing the behaviour of the daily closing prices of a very known index, the Industrial Average Dow Jones (DJIA), beginning on March,1990 and ending on February, 2005.

Structural Changes in the Korean Housing Market before and after Macroeconomic Fluctuations

Directory of Open Access Journals (Sweden)

Sanghyun Kim

2016-04-01

Full Text Available The purpose of this paper is to identify structural changes in the Korean housing market for evaluating the sustainability of the Korean housing market and to derive important implications to seek housing business strategies and public policies. Two time periods were analyzed: April 2001–December 2007 and January 2008–December 2014 to identify the impact after the global financial crisis of 2008. The market was divided into transaction, chonsei, and monthly rent. The correlations were analyzed using a vector error correction model (VECM. A key result was that during the economic depression, demand for chonsei did not flow to the transaction market; this phenomenon affected the overall recovery of the housing market. The supply of chonsei today is rapidly decreasing with the depression in the transaction. Increases in chonsei prices are expected to continue along with the possibility that demand for chonsei will flow into the transaction or monthly rent market. Based on recent trends, the chonsei market, once main stream, will gradually weaken, and the Korean housing market will reorganize into transactions and monthly rent. This structural change may turn the Korean housing market into a target for long-term investments.

An Essential Job: Marketing the Placement Office to Faculty and Employers.

Science.gov (United States)

Bullock, Marcy; Brooks, Jennifer E.

1994-01-01

Discusses the use of marketing by college career services offices. Defines marketing, explains the marketing process, and discusses needs assessment. Section on the marketing mix identifies the product, price, place, and promotion components of both faculty and employer marketing programs. Includes results, in tabular form, of faculty survey on…

The Effect of Internal Marketing on Organizational Commitment: Job Involvement and Job Satisfaction as Mediators

Science.gov (United States)

Ting, Shueh-Chin

2011-01-01

Purpose: After reviewing previous research, this study found that few school or educational studies have simultaneously explored both internal marketing and organizational commitment, and of those that have, only direct effects were examined. This study clarifies the relationship between school organization's internal marketing and teachers'…

Relationship between perceived organizational support, leadership behavior, and job satisfaction: An empirical study in Iran

Directory of Open Access Journals (Sweden)

Zainal Ariffin Ahmad

2010-10-01

Full Text Available As the second largest producer of cement after Egypt in the Middle East, Iran planned to increase production from 33 million ton/yr (Mt/yr currently to 70 Mt/yr by 2021 due to increase in local demand and also to compete in export markets (Dehqan, 2002. Thus, Iran is experiencing some changes in workforce participation in order to achieve high level of organisational performance and effectiveness. The objective of this study is to determine the impact of leadership behavior and perceived organisational support on the job satisfaction of Iranian employees. Data were collected through questionnaire from 136 employees working in Tehran Cement Company. Consideration leadership behavior was found to have significant impact on both intrinsic and extrinsic job satisfaction whereas perceived organisational support was significantly related to extrinsic job satisfaction. Interestingly, the interaction of leadership behavior and perceived organisational support were not significantly related to job satisfaction. The implications to human resource development for organizations that want to increase employee commitment is to focus on improving the quality of the supportive relationships between the employees and both the leader and the organisation.

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.

Innovation in regulation of rapidly changing health markets.

Science.gov (United States)

Bloom, Gerald; Henson, Spencer; Peters, David H

2014-06-24

The rapid evolution and spread of health markets across low and middle-income countries (LMICs) has contributed to a significant increase in the availability of health-related goods and services around the world. The support institutions needed to regulate these markets have lagged behind, with regulatory systems that are weak and under-resourced. This paper explores the key issues associated with regulation of health markets in LMICs, and the different goals of regulation, namely quality and safety of care, value for money, social agreement over fair access and financing, and accountability. Licensing, price controls, and other traditional approaches to the regulation of markets for health products and services have played an important role, but they have been of questionable effectiveness in ensuring safety and efficacy at the point of the user in LMICs. The paper proposes a health market systems conceptual framework, using the value chain for the production, distribution and retail of health goods and services, to examine regulation of health markets in the LMIC context. We conclude by exploring the changing context going forwards, laying out implications for future heath market regulation. We argue that the case for new approaches to the regulation of markets for health products and services in LMICs is compelling. Although traditional "command and control" approaches will have a place in the toolkit of regulators, a broader bundle of approaches is needed that is adapted to the national and market-level context of particular LMICs. The implication is that it is not possible to apply standard or single interventions across countries, as approaches proven to work well in one context will not necessarily work well elsewhere.

Assessment of Change of Knowledge Through on the Job Training of Health Workers (Female in Varanasi

Directory of Open Access Journals (Sweden)

V K Gupta

1987-04-01

Full Text Available Health care infrastructure of our country lacks in effective, bulitin system of on the job training or continuing education for different level of workers. This ad­versely affects the work performance particularly of those working at peripheral level. It is, therefore, aptly mentioned in “curricula for training of staff of PHC” (1980' that ‘job assigned to the workers can be carried out effectively and efficiei tly only when they are given adequate training for the purpose, wnether as part of their basic professional training or as inservice orieotation training followed by refresher courses and on the job continuing edu­cation.’ Against this background, an action study was planned and conductedin 3 PHCs of Varanasi, with the objective, to assess the change in the Level of know­ledge of health worker (females alout MCH care, through short term inservice orientation Training programme.

Overeducation, regional labour markets, and spatial flexibility

NARCIS (Netherlands)

Büchel, F.; van Ham, M.

2003-01-01

For most workers, access to suitable employment is severely restricted by the fact that they look for jobs in the regional labor market rather than the global one. In this paper we analyze how macrolevel opportunities (regional market characteristics) and microlevel restrictions (the extent to which

Ageing towards meaningful work? Age, labour-market change, and attitudes to work in the Swedish workforce, 1979–2003

Directory of Open Access Journals (Sweden)

Johan Örestig

2014-11-01

Full Text Available A central finding in earlier research on work orientation is that there are substantial age-differences regarding attitudes to work. Generally, more older workers describe their jobs as intrinsically meaningful than younger workers. This result has been interpreted in three different ways, the psychological, the cultural, and the structural hypotheses, where the first emphasizes cognitive age-differences, the second sees age-differences as outcomes of generational differences, and the third regards them as expressions of labour-market inequalities. These different approaches lead to quite different hypotheses regarding recent developments, but the relevant research is limited. Drawing on data from the Swedish survey of living conditions (ULF, this study has examined attitudinal change within the Swedish workforce during 1979–2003. Three sub-periods, 1986-1987, 1994-1996, and 2001-2003 were compared with 1979, the year of reference. The results showed that a consistently smaller share of the workforce held extrinsic work values in the subsequent periods, and that this applied to all age-groups. Further, the results did not support the assumption of broader cultural differences between generations. Rather, the results provide support for the structural hypothesis. Older workers held extrinsic work values to a lesser degree than younger workers regardless of period. Most strikingly, the gap between the youngest group on the labour market (ages 16–29 and the older groups widened during the period. Furthermore, class differences in the distribution of the extrinsic attitude were intact throughout the study period; manual employees were consistently more likely to hold an extrinsic attitude than were service-class employees. This implies that differences in the probability of extrinsic work attitudes have been identifiable regardless of period, but that their prevalence has decreased as jobs involving features related to extrinsic work values

Pass-through of Change in Policy Interest Rate to Market Rates

OpenAIRE

M. Idrees Khawaja; Sajawal Khan

2008-01-01

This paper examines the pass through of the change in policy interest rate of the central bank of Pakistan to market interest rates. The market rates examined include KIBOR, six month deposit rate and weighted average lending rate. More or less complete pass-through of the change in policy rate to KIBOR is observed within one month. However, the magnitude of change in policy rate to deposit and lending rate is not only low but is slow as well. The pass-through to the weighted average lending ...

Job-Structure and Job-Related Information

OpenAIRE

川上, 善郎

1981-01-01

The requirements of job-related information in many domain, such as personnel selection, placement, training, personnel appraisal, job evaluation, job design etc, have developed many techniques of job analysis.In this paper, several approaches to analyze the job characteristics are reviewed; (a) conventional approach, (b) worker-oriented approach, and (c) perceived job characteristics approach.In addition, new direction of job-related information is discussed.

Changed market conditions for biogas production; Foeraendrade marknadsvillkor foer biogasproduktion

Energy Technology Data Exchange (ETDEWEB)

Colnerud Granstroem, Sigrid; Gaaverud, Henrik; Glimhall, Alexandra

2010-10-15

The Swedish gas market consists mainly of the natural gas network that extends through the southwestern Sweden, and the local biogas markets. Biogas share of the Swedish gas market is growing steadily. The fact that the Swedish gas net is limited and fragmented forms an obstacle for biogas use to expand. That the gas market as a whole, natural gas included, must develop and expand is therefore a prerequisite for the large potential for Swedish Biogas to be realized. This in contrast with the ultimate objective to completely replace natural gas in the Swedish gas market. When policy changes are made in order to support biogas it is crucial for long-term competitiveness of biogas that these changes should not impact the natural gas market and hinder its development. Such a scenario would ultimately mean that also biogas development opportunities deteriorate. Biogas operations encounter three main problems that prevent or impede its expansion in the gas market. First, the potential for profitability in biogas production must be enhanced. Second, natural gas and biogas markets should be more integrated with each other. Thirdly, the biogas must be distributed in a cost-effective manner. The present investigation aims to supplement the Natural Gas Act with special provisions which takes into account the input and transmission of biogas. In addition to the production of biogas, it is now the producer's responsibility to clean the gas from water vapor, hydrogen sulfide and carbon dioxide and to augment the calorific value of the gas to the standard of Danish natural gas quality by propane addition and to ensure that the physical connection to network is available. There are thus a number of options available for shifting demarcation between biogas production and network operations. Short-term competitiveness of biogas would be strengthened most if purification and spiking the gas with propane and the connection to the network was imposed on network owners. In the

Ecobuilding and job creation

CSIR Research Space (South Africa)

Kolev, M

2009-02-01

Full Text Available directly or indirectly from the renewable energy sector. Million Jobs Geothermal 25 000 Small Hydro 39 000 Biomass 1 174 000 Solar Thermal 645 000 Solar PV 170 000 Wind Power 300 000 Figure 1: Worldwide employment in renewable energy... threat to the way we live our lives. We need to change the way we travel, build, cook, generate and consume energy, and heat and cool our living and office spaces. We need to change the way we think about our surroundings, our families and our jobs...

High Job Demands, Still Engaged and Not Burned Out? The Role of Job Crafting.

Science.gov (United States)

Hakanen, Jari J; Seppälä, Piia; Peeters, Maria C W

2017-08-01

Traditionally, employee well-being has been considered as resulting from decent working conditions arranged by the organization. Much less is known about whether employees themselves can make self-initiated changes to their work, i.e., craft their jobs, in order to stay well, even in highly demanding work situations. The aim of this study was to use the job demands-resources (JD-R model) to investigate whether job crafting buffers the negative impacts of four types of job demands (workload, emotional dissonance, work contents, and physical demands) on burnout and work engagement. A questionnaire study was designed to examine the buffering role of job crafting among 470 Finnish dentists. All in all, 11 out of 16 possible interaction effects of job demands and job crafting on employee well-being were significant. Job crafting particularly buffered the negative effects of job demands on burnout (7/8 significant interactions) and to a somewhat lesser extent also on work engagement (4/8 significant interactions). Applying job crafting techniques appeared to be particularly effective in mitigating the negative effects of quantitative workload (4/4 significant interactions). By demonstrating that job crafting can also buffer the negative impacts of high job demands on employee well-being, this study contributed to the JD-R model as it suggests that job crafting may even be possible under high work demands, and not only in resourceful jobs, as most previous studies have indicated. In addition to the top-down initiatives for improving employee well-being, bottom-up approaches such as job crafting may also be efficient in preventing burnout and enhancing work engagement.

Establishing a Relationship between Behavior Change Theory and Social Marketing: Implications for Health Education.

Science.gov (United States)

Thackeray, Rosemary; Neiger, Brad L.

2000-01-01

Describes relationships between behavior change theory and social marketing practice, noting challenges in making behavior change theory an important component of social marketing and proposing that social marketing is the framework to which theory can be applied, creating theory-driven, consumer-focused, more effective health education programs.…

It's a Mall, Mall, Mall, Mall World: Jobs in Shopping Malls.

Science.gov (United States)

Green, Kathleen

1996-01-01

Provides information about a variety of nonsales jobs available in shopping malls: mall management, customer service, marketing, operations, security, maintenance, and administration. Includes information about educational requirements. (JOW)

Changes in the Determinants of Volunteering: Participation and Time Investment Between 1975 and 2005 in the Netherlands

NARCIS (Netherlands)