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Sample records for endogenous job characteristic

  1. Job Security as an Endogenous Job Characteristic

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with hetero-geneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with w...

  2. Job Security as an Endogenous Job Characteristic

    Jahn, Elke; Wagner, Thomas

    JS-preferences trade JS for higher wages. The relation between optimal job insecurity and the perceived dismissal probability is hump-shaped. If firms observe demand, but workers do not, separation is not contractible and firms dismiss workers at-will. Although the workers are risk-averse......, they respond to the one-sided private information by trading wage-risk for a higher JS. With two-sided private information, even JS-neutral workers pay the price for a JS guarantee, if their risk premium associated with the wage-replacement risk is larger than the social net loss from production....

  3. Relationship Of Core Job Characteristics To Job Satisfaction And ...

    In order to clarify the conceptual and empirical distinction between job satisfaction and job involvement constructs, this study investigates the relationship between construction workers core job characteristics, job satisfaction and job involvement. It also investigates the mediating role of job satisfaction between core job ...

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

    Cornelißen, Thomas

    2006-01-01

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

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

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

  6. Relationship Between Job Characteristics And Job Performance Of ...

    The agricultural extension agent is a key stakeholder in extension systems. The nature of their work is so important that it has overriding effect on their job performance. This study investigates the relationship between job characteristics and job performance of agricultural extension agents in Imo and Rivers States, Nigeria.

  7. Gender discrimination and job characteristics

    Dubbelt, L.; Rispens, S.; Demerouti, E.

    2016-01-01

    Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work.

  8. Demographic characteristics, leadership styles, job attitudes and ...

    This purpose of this study was to investigate the predictive influence of demographic characteristics, leadership styles, job attitudes and personality on job performance among civil servants in Southwest Nigeria. The sample consists of 400 civil servants (males = 275, females = 125) randomly selected from Southwestern ...

  9. Endogenous job destructions and the distribution of wages

    Chéron, Arnaud; Rouland, Benedicte

    2011-01-01

    This paper considers a matching model with both idiosyncratic productivity shocks that hit jobs at random and heterogeneity of workers according to ex ante unobservable abilities. We argue that firms' decisions about reservation productivity can help explain the shape of wage distributions...

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

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

    1996-01-01

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

  11. Job Satisfaction of People with Intellectual Disability: Associations with Job Characteristics and Personality

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P.

    2018-01-01

    To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment…

  12. The Effect Working Environment, Job Characteristic and Job Motivation to Job Satisfaction at Lecture Jambi Universitas

    Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy

    2017-01-01

    The objective of this research is to obtain information on the effect of working environment, job Characteristic and job motivation to job satisfaction. The population of this research is the Lecture Jambi University. The total number of the research sample was 273 Official Member of Lecture Jambi University and they were taken randomly. Data analysis technique was used path analisys with SPSS and LISREL program.The formulation of this research are: 1) Is the work environment (X1) directly in...

  13. Desired Job Characteristics for Males and Females

    Pyke, Sandra W.; Weisenberg, Faye

    1976-01-01

    A sample of 42 professional and 46 non-professional men and women reported order of preference for 10 job characteristics (five motivators and five hygienes). Both sexes regarded motivators as personally more important than hygienes but non-professional respondents were significantly more concerned about hygienes than the professional group.…

  14. [Physico-chemical characteristics of endogenous regulatory oligopeptides].

    Zamiatnin, A A

    1990-01-01

    Analysis of amino acid residue content in endogenous regulatory oligopeptides possessing a preset spectrum of functional activity has been made. It has been shown that compared to proteins the oligopeptides contain a greater number of positively charged and cyclic radicals. All 525 oligopeptides with the preset spectrum of functional activity contained in EROP-Moscow data bank were found to have the same physicochemical characteristics.

  15. Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality.

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P

    2018-01-01

    To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job satisfaction. Moderation analyses showed that for people with ID with high conscientiousness, enhanced job demands were associated with reduced job satisfaction, which was not the case for those with low conscientiousness. This study emphasizes the importance of job design.

  16. PENGARUH JOB CHARACTERISTIC TERHADAP SEMANGAT KERJA PEGAWAI

    Masharyono Masharyono

    2015-12-01

    Full Text Available The role of human resources in an organization that is increasingly important with the increasing complexity of tasks, responsibilities, and challenges facing today's organizations. High-quality workforce one of which is driven by high morale. Thus will contribute to the advancement and survival of the organization. One of the factors that affect morale is a factor characteristics of the job is a factor that will make employees have a high morale.

  17. Projection of own on others' job characteristics: evidence for the false consensus effect in job characteristics information

    Oliver, J.; Bakker, A.B.; Demerouti, E.; Jong, De R.D.

    2005-01-01

    The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non-incumbents (n = 104) then completed a

  18. Advancement of a Job- and Personal- Characteristics Placement Model

    Frink, Dwight

    2001-01-01

    Research toward validation of a comprehensive model mapping personal characteristics onto differentiated job characteristics for effective placement, development, and retention of Navy personnel is described...

  19. Age Differences in the Relationship Between Perceived Job Characteristics and Job Satisfaction.

    Voydanoff, Patricia

    Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.g. the type of work…

  20. Complex relationships among personality traits, job characteristics, and work behaviors

    van den Berg, P.T.; Feij, J.A.

    2003-01-01

    The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N = 161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking.

  1. Age-Differential Effects of Job Characteristics on Job Attraction: A Policy-Capturing Study.

    Zacher, Hannes; Dirkers, Bodil T; Korek, Sabine; Hughes, Brenda

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years ( M age = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design.

  2. The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

    Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

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

    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…

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

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

    2013-01-01

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

  5. Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?

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

    2013-01-01

    There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with job satisfaction for workers of different ages. Findings suggest that the positive relationships between job satisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between job satisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for job satisfaction vary for employees of different ages.

  6. An Analysis of Job Satisfaction among Iranian Pharmacists through Various Job Characteristics.

    Foroughi Moghadam, Mohamad Javad; Peiravian, Farzad; Naderi, Azadeh; Rajabzadeh, Ali; Rasekh, Hamid Reza

    2014-01-01

    Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists' job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. A job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named "Endogenous Satisfaction", "Exogenous Satisfaction" and "Current Sense of Being Pharmacists" was considered as the main job satisfaction factors. Generally low scores of exogenous and endogenous job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous job satisfaction was found. Low levels of job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem.

  7. Effects of leadership characteristics on pediatric registered nurses' job satisfaction.

    Roberts-Turner, Reneé; Hinds, Pamela S; Nelson, John; Pryor, Juanda; Robinson, Nellie C; Wang, Jichuan

    2014-01-01

    Job satisfaction levels among registered nurses (RNs) influence RN recruitment, retention, turnover, and patient outcomes. Researchers examining the relationship between characteristics of nursing leadership and RN job satisfaction have treated RNs as a monolithic group with little research on the satisfaction of hospital-based pediatric RNs. This study assessed the relationship of transformational and transactional nursing leadership characteristics and RN job satisfaction reported by pediatric RNs. This single site study included 935 hospital-based pediatric RNs who completed validated survey items regarding nursing leadership and job satisfaction. A structural equation model (SEM) was applied to assess how autonomy (transformational leadership) and distributive justice (transactional leadership) influence RN job satisfaction, and how RN socio-demographic characteristics influence job satisfaction via autonomy and distributive justice. Findings revealed that both autonomy and distributive justice had significant positive effects on RN job satisfaction but the largest source of influence was autonomy.

  8. Pengaruh Job Characteristic Terhadap Cyberloafing pada Karyawan Telekomunikasi

    Pane, Efrianty Shaila

    2015-01-01

    Cyberloafing is abehavior of employees that using the internet to do work unrelated to the job during working hours which uses both company‟s facility or personal equipment. The emergence of cyberloafing can influence the productivity and performance of the employees. There are several factors that influence cyberloafing, one of them is the job characteristic. This study aimed to determine the influence of job characteristic toward cyberloafing. The subjects were 82 employees in the Telecommu...

  9. Employees' Job Satisfaction: A Test of the Job Characteristics Model Among Social Work Practitioners.

    Blanz, Mathias

    2017-01-01

    The present article describes an investigation of the Job Characteristics Model (JCM) by Hackman and Oldham (1976) for the prediction of job satisfaction of employees in social work areas. While there is considerable evidence for the JCM with respect to profit-oriented organizations, it was tested whether it can also be applied to the non-profit sector. The present study surveyed 734 holders of jobs in social work in Germany in order to assess their job satisfaction and the core variables of the JCM (i.e., the five job characteristics and the three psychological states). Regression and mediation analyses were used to examine the relations between these variables. The results showed that the expected relations were remarkably in accordance with the findings from the for-profit sector. All model variables correlated positively with job satisfaction, with the psychological states showing higher coefficients than the job characteristics. In addition, the influence of job characteristics on job satisfaction was significantly mediated through the psychological states. These findings were supported by a replication study. Implications of the JCM for practice, in particular for assessment and interventions in social work organizations, are discussed.

  10. [Relationships amongst work values, job characteristics and job involvement in "net generation" nurses].

    Chen, Sue-Hui; Chiou, Chii-Jun

    2010-04-01

    Children of the so-called "net generation" began joining the nurse workforce from the mid-1990s. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences. This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in "net generation" nurses. This study employed a cross-sectional design. A randomized sample of 370 nurses born between 1977 and 1985 working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data. (1) Variables including work values, job characteristics, head nurse leadership qualities, job structure and opportunities for in-service education all correlated significantly with job involvement. (2) Regression analysis showed work values, job characteristics, head nurse leadership and religious belief to be significant predictors of job involvement, explaining 22.6% of the variance. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.

  11. Job Characteristics in Nursing and Cognitive Failure at Work

    Achim Elfering

    2011-06-01

    Conclusion: The study sheds light on the association between job characteristics and work-related cognitive failure. These associations were unique, i.e. associations were shown even when individual differences in conscientiousness and neuroticism were controlled for. A job redesign in nursing should address task stressors.

  12. Job characteristics and mental health for older workers.

    Mc Carthy, V J C; Cronly, J; Perry, I J

    2017-07-01

    Adverse job characteristics have been linked with increased incidence of depression and anxiety in working populations. However, the association between job characteristics and mental health, in an older working population while controlling for personality traits, is less well known. To examine the association between job characteristics (job demands and job control) and mental health (depression and anxiety) for older workers while controlling for personality traits. A sample of workers aged 50-69 years were recruited from a primary health care clinic in Southern Ireland. Job characteristics were measured using the Copenhagen Psychosocial Questionnaire; demands (quantitative and cognitive) and control (influence at work and possibilities for development). Personality traits were measured using the Ten-Item Personality Inventory, depression was measured using the Center for Epidemiological Studies-Depression Scale and anxiety was measured using the Hospital Anxiety and Depression Scale. Descriptive analysis, simple and multiple linear regression analyses were conducted. The final sample size was 1025 with an initial 67% response rate. Multiple linear regression analysis showed job characteristics (in particular, job demands) to be significant positive predictors of symptoms of depression and anxiety. The inverse was true for job control variables and symptoms of depression. Neither possibilities for development nor influence at work were associated with symptoms of anxiety. Our findings indicate that despite potential confounders, higher demands at work can impact the worker's mental health negatively. Reducing job demands and encouraging role development may benefit the mental health of older workers. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

  13. Perceived Importance of Various Job Characteristics by West Point Graduates

    McLaughlin, Gerald W.; Butler, Richard P.

    1973-01-01

    This study investigates the relative importance of various job characteristics to a select group of Army officers. Additionally, the study seeks to see if a need structure posited by Maslow exists among military officers. (Author/RK)

  14. Secondary Diabetes Mellitus in Patients with Endogenous Cushing’s Syndrome - Clinical Characteristics at Diagnosis

    Căpăţînă Cristina; Baciu Ionela; Greere Daniela; Caragheorgheopol Andra; Poiană Cătălina

    2018-01-01

    Background and aims. Endogenous Cushing’s syndrome is a rare disease associated with severe morbidity and increased mortality if untreated. Diabetes mellitus is a frequent initial complaint of these patients. Our aim was to investigate the clinical characteristics at the time of diagnosis in a cohort of patients with endogenous Cushing’s syndrome (CS).

  15. Identifying job characteristics related to employed women's breastfeeding behaviors.

    Spitzmueller, Christiane; Zhang, Jing; Thomas, Candice L; Wang, Zhuxi; Fisher, Gwenith G; Matthews, Russell A; Strathearn, Lane

    2018-05-14

    For employed mothers of infants, reconciliation of work demands and breastfeeding constitutes a significant challenge. The discontinuation of breastfeeding has the potential to result in negative outcomes for the mother (e.g., higher likelihood of obesity), her employer (e.g., increased absenteeism), and her infant (e.g., increased risk of infection). Given previous research findings identifying return to work as a major risk factor for breastfeeding cessation, we investigate what types of job characteristics relate to women's intentions to breastfeed shortly after giving birth and women's actual breastfeeding initiation and duration. Using job titles and job descriptors contained in a large Australian longitudinal cohort data set (N = 809), we coded job titles using the U.S. Department of Labor (DOL)'s Occupational Information Network (O*NET) database and extracted job characteristics. Hazardous working conditions and job autonomy were identified as significant determinants of women's breastfeeding intentions, their initiation of breastfeeding, and ultimately their breastfeeding continuation. Hence, we recommend that human resource professionals, managers, and public health initiatives provide breastfeeding-supportive resources to women who, based on their job characteristics, are at high risk to prematurely discontinue breastfeeding to ensure these mothers have equal opportunity to reap the benefits of breastfeeding. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

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

    Sonnentag, Sabine; Zijlstra, Fred R. H.

    2006-01-01

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

  17. Organizational Commitment and Nurses' Characteristics as Predictors of Job Involvement.

    Alammar, Kamila; Alamrani, Mashael; Alqahtani, Sara; Ahmad, Muayyad

    2016-01-01

    To predict nurses' job involvement on the basis of their organizational commitment and personal characteristics at a large tertiary hospital in Saudi Arabia. Data were collected in 2015 from a convenience sample of 558 nurses working at a large tertiary hospital in Riyadh, Saudi Arabia. A cross-sectional correlational design was used in this study. Data were collected using a structured questionnaire. All commitment scales had significant relationships. Multiple linear regression analysis revealed that the model predicted a sizeable proportion of variance in nurses' job involvement (p organizational commitment enhances job involvement, which may lead to more organizational stability and effectiveness.

  18. Job characteristics, flow, and performance: the moderating role of conscientiousness.

    Demerouti, Evangelia

    2006-07-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.

  19. Effects of aquaculture researchers' job characteristics on linkage ...

    The study examined the effects of researchers' job characteristics on linkage activities in Nigeria due to the fact that many fish farmers have not been properly reached with technologies and the problem of poor fish production has been attributed to the weak linkages existing between research, extension and fish farmers.

  20. Characteristics of Appraisal Systems That Promote Job Satisfaction of Teachers

    Deneire, Alexia; Vanhoof, Jan; Faddar, Jerich; Gijbels, David; Van Petegem, Peter

    2014-01-01

    This article examines if and how characteristics of appraisal systems used for secondary school teachers affect job satisfaction. Using multilevel analyses on data of 3 473 teachers in Flanders (Belgium), we found that appraisals with a developmental purpose and appraisals perceived as being a fair judgement, both have a positive impact on job…

  1. Job characteristics, satisfaction, and burnout across hospitalist practice models.

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

    2012-01-01

    Nearly two-thirds of hospitals in the United States are served by hospitalist physicians. How hospitalist work patterns and job satisfaction vary across various practice models is unknown. We administered the Hospitalist Worklife Survey to a randomized stratified sample of 3105 potential hospitalists and 662 hospitalist members of 3 multistate hospitalist companies. Details about respondents' hospitalist group characteristics, their work patterns, and satisfaction with 2 global and 11 domain measures were assessed. Factors influencing job satisfaction were also solicited. These factors, job characteristics, job satisfaction, and burnout were compared across predefined practice models. The adjusted response rate was 25.6%. Among the respondents, 44% were employed by a hospital, 15% by a multispecialty physician group, 14% by a multistate hospitalist group, 14% by a university or medical school, 12% by a local hospitalist group, and 2% by other. Hospitalists of local groups reported more clinical shifts per month, and hospitalists of local and multistate groups reported more billable encounters per shift compared to other practice models. Academic hospitalists reported fewer night shifts, fewer billable encounters per shift, more nonclinical work hours, and lower earnings compared to other practice models. Differences in clinical and nonclinical responsibilities, and differences in factors most important to job satisfaction, were noted across the 5 models. Despite these differences, levels of global job satisfaction and burnout were similar across the practice models. Work patterns, compensation, and hospitalists' priorities varied significantly across practice models. Overall job satisfaction and burnout were similar across models, despite these differences. Copyright © 2012 Society of Hospital Medicine.

  2. Israeli nurse practice environment characteristics, retention, and job satisfaction.

    Dekeyser Ganz, Freda; Toren, Orly

    2014-02-24

    There is an international nursing shortage. Improving the practice environment has been shown to be a successful strategy against this phenomenon, as the practice environment is associated with retention and job satisfaction. The Israeli nurse practice environment has not been measured. The purpose of this study was to measure practice environment characteristics, retention and job satisfaction and to evaluate the association between these variables. A demographic questionnaire, the Practice Environment Scale, and a Job Satisfaction Questionnaire were administered to Israeli acute and intensive care nurses working in 7 hospitals across the country. Retention was measured by intent to leave the organization and work experience. A convenience sample of registered nurses was obtained using a bi-phasic, stratified, cluster design. Data were collected based on the preferences of each unit, either distribution during various shifts or at staff meetings; or via staff mailboxes. Descriptive statistics were used to describe the sample and results of the questionnaires. Pearson Product Moment Correlations were used to determine significant associations among the variables. A multiple regression model was designed where the criterion variable was the practice environment. Analyses of variance determined differences between groups on nurse practice environment characteristics. 610 nurses reported moderate levels of practice environment characteristics, where the lowest scoring characteristic was 'appropriate staffing and resources'. Approximately 9% of the sample reported their intention to leave and the level of job satisfaction was high. A statistically significant, negative, weak correlation was found between intention to leave and practice environment characteristics, with a moderate correlation between job satisfaction and practice environment characteristics. 'Appropriate staffing and resources' was the only characteristic found to be statistically different based on

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

    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 ...

  4. Job Tenure in Britain : Employee Characteristics Versus Workplace Effects

    Mumford, Karen; Smith, Peter N.

    2004-01-01

    We consider differences in current job tenure of individuals using linked employee and workplace data. This enables us to distinguish between variation in tenure associated with the characteristics of individual employees and those of the workplace in which they work. The various individual characteristics are, as a group, found to be essentially uncorrelated with the workplace effect, however, this is not true for women and non-white employees. We find that the lower tenure associated with m...

  5. Teacher's sleep quality: linked to social job characteristics?

    Kottwitz, Maria U; Gerhardt, Christin; Pereira, Diana; Iseli, Lionel; Elfering, Achim

    2018-02-07

    Besides dealing with high workload, being a teacher is challenging with respect to the social context. There is increasing evidence that adverse social job characteristics challenge sleep quality. The current study tests whether restraint sleep quality (defined as worse sleep quality before than during vacation) is related to time-related job stressors, job resources, and social job characteristics. Forty-eight elementary school teachers (42% women) participated both during the last week before and the first week after vacation. Before vacation, teachers were asked for demographics and working conditions with reference to the last 30 d, and sleep quality with reference to the last 7 d. After vacation sleep quality during vacation was assessed and used as reference for working time sleep quality. Results showed mean levels of sleep quality increased during vacation. In teachers with restrained working time sleep quality (38%), experiences of failure at work, social exclusion, and emotional dissonance were more frequent than in teachers with unrestrained working time sleep quality (Psquality in teachers.

  6. Personal characteristics and job satisfaction among nurses in Lebanon.

    Yaktin, Umayma S; Azoury, Nuhad Bou-Raad; Doumit, Myrna A A

    2003-01-01

    This study investigates the level of satisfaction of Lebanese nurses in their job and the influence of their personal characteristics. Given the current difficulties experienced by Lebanese hospitals in recruiting and retaining a sufficient number of nurses, the need to understand the reasons of nurses' dissatisfaction became urgent. Moreover, satisfaction at work is essentially a personal experience also affected by cultural factors. Therefore, it was necessary to study the links between personal characteristics and nurses' dissatisfaction. The study included 421 registered nurses. A modified version of Measure of Job Satisfaction, developed by Taynor and Wade, was used to assess the effect of the personal characteristics, namely educational level, age, years of work experience, position, and marital and parental status, on 5 dimensions of satisfaction: personal satisfaction, workload, professional support, pay and prospect, and training. The findings suggest that personal characteristics have important influences on nurses' job perceptions. University graduate nurses reported more dissatisfaction with the quality of supervision and with respect and treatment they receive from their superiors. Nurses younger than 30 years and the technically trained were more dissatisfied with the available opportunities to attend continuing education courses. Results of staff nurses and unmarried nurses showed trends of more dissatisfaction than the married and nurses of higher positions. Moreover, the whole sample perceived that nursing provided a high level of personal satisfaction, but nurses were most dissatisfied with salary and lack of prospects for promotion. The results indicate the importance of personal characteristics on nurses' retention. Furthermore, intrinsic factors related to the nature and experience of nursing are more job satisfying than extrinsic factors.

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

    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...

  8. Impact of job characteristics on psychological health of Chinese single working women.

    Yeung, D Y; Tang, C S

    2001-01-01

    This study aims at investigating the impact of individual and contextual job characteristics of control, psychological and physical demand, and security on psychological distress of 193 Chinese single working women in Hong Kong. The mediating role of job satisfaction in the job characteristics-distress relation is also assessed. Multiple regression analysis results show that job satisfaction mediates the effects of job control and security in predicting psychological distress; whereas psychological job demand has an independent effect on mental distress after considering the effect of job satisfaction. This main effect model indicates that psychological distress is best predicted by small company size, high psychological job demand, and low job satisfaction. Results from a separate regression analysis fails to support the overall combined effect of job demand-control on psychological distress. However, a significant physical job demand-control interaction effect on mental distress is noted, which reduces slightly after controlling the effect of job satisfaction.

  9. The investigation of the Relationship between Job Characteristics and Job Satisfaction of Primary school teachers in Fuzhou

    Yan'e Shen

    2015-04-01

    Full Text Available Objective: To analyze the relationship between the primary teachers’ job characteristics and job satisfaction. Method: This study investigated 238 Fuzhou city primary school teachers by the teachers’ professional qualities and the job satisfaction questionnaire in Fuzhou, and analysed the data. Results: Fuzhou primary school teachers' job satisfaction was in the middle level, their working state was imbalance, and their pay more than the feedback . They had greater work pressure. There was a significant negative correlation between primary school teachers' job characteristics (extrinsic effort, self-esteem feedback, social status control, money back and job satisfaction. Conclusion: Elementary school teachers' pay and feedback to relative balance is an important approach to improve the primary school teachers' job satisfaction.

  10. Designing the organizational creativity based on job characteristics and job involvement among physical education units’ employees of Technology University

    Seyed Hossein Alavi

    2017-10-01

    Full Text Available The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts and construct validity. The research results were analyzed by Partial Least Square (PLS and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41. However, the job characteristics of autonomy (0.26 and job feedback (.024 had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

  11. Job characteristics in nursing and cognitive failure at work.

    Elfering, Achim; Grebner, Simone; Dudan, Anna

    2011-06-01

    Stressors in nursing put high demands on cognitive control and, therefore, may increase the risk of cognitive failures that put patients at risk. Task-related stressors were expected to be positively associated with cognitive failure at work and job control was expected to be negatively associated with cognitive failure at work. Ninety-six registered nurses from 11 Swiss hospitals were investigated (89 women, 7 men, mean age = 36 years, standard deviation = 12 years, 80% supervisors, response rate 48%). A new German version of the Workplace Cognitive Failure Scale (WCFS) was employed to assess failure in memory function, failure in attention regulation, and failure in action exertion. In linear regression analyses, WCFS was related to work characteristics, neuroticism, and conscientiousness. The German WCFS was valid and reliable. The factorial structure of the original WCF could be replicated. Multilevel regression task-related stressors and conscientiousness were significantly related to attention control and action exertion. The study sheds light on the association between job characteristics and work-related cognitive failure. These associations were unique, i.e. associations were shown even when individual differences in conscientiousness and neuroticism were controlled for. A job redesign in nursing should address task stressors.

  12. Influence of higher order need strenght and job characteristics on job performance

    C. J. H. Blignaut

    1975-11-01

    Full Text Available Contemporary theories of work motivation are classified according to (1 those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2 those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01 - a finding which favours category (1 theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found. Opsomming Kontemporêre motiveringsteorieë in die Bedryfsielkunde word geklassifiseer in twee groepe naamlik (1 dié wat berus op die basiese aanname dat alle werknemers hoëvlak behoeftes het en die bevrediging daarvan sal nastreef solank die inhoud van die werk dit moontlik maak en (2 dié wat op die aanname berus dat sielkundig gunstige werksinhoud waarskynlik hoëvlak behoeftebevrediging tot gevolg sal hê, afhangende van hoe die individu die werksituasie waarneem. 126 Werknemers in 'n Suid-Afrikaanse chemiese nywerheid is by 'n eksperiment betrek waarin bogenoemde basiese aannames teenoor mekaar gestel is. Data ten opsigte van die sielkundige waarde van werksinhoud, hoëvlak behoeftebevrediging en werksprestasie dien as inset tot 'n 2x2 faktoriale

  13. The Impact of Job Characteristics on Burnout Among Chinese Correctional Workers.

    Jin, Xiaohong; Sun, Ivan Y; Jiang, Shanhe; Wang, Yongchun; Wen, Shufang

    2018-02-01

    Job burnout has long been recognized as a common occupational hazard among correctional workers. Although past studies have investigated the effects of job-related characteristics on correctional staff burnout in Western societies, this line of research has largely been absent from the literature on community corrections in China. Using data collected from 225 community correction workers in a Chinese province, this study assessed the effects of positive and negative job characteristics on occupational burnout. Positive job characteristics included job autonomy, procedural justice, and role clarity. Negative characteristics included role conflict, job stress, and job dangerousness. As expected, role clarity tended to reduce burnout, whereas role conflict, job stress, and job dangerousness were likely to produce greater burnout among Chinese community correction workers. Male correctional officers were also subjected to a higher level of burnout than their female coworkers. Implications for future research and policy were discussed.

  14. Jobs

    Schubart, Rikke

    2013-01-01

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

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

    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.

  16. An approach to burnout and job characteristics of Spanish emigrants in European countries

    Macarena Vallejo-Martín

    2017-07-01

    Full Text Available Job characteristics (both external and job content in Spanish migrant population in European countries (The United Kingdom and Germany and their connection with the three dimensions of burnout syndrome were analyzed in this study. It was also assessed whether these variables were predictors of life satisfaction. Using a sample made up of 679 people, results showed that the worse the job characteristics (external and job content characteristics, the higher the levels of emotional exhaustion and cynicism and the lower the professional efficacy (and vice versa. Likewise, among other findings, differences in burnout dimensions and job content characteristics according to the match between job and training level and time of residence in the country of destination were observed. Finally, job characteristics, cynicism, and professional efficacy were found to be predictors of life satisfaction, but not emotional exhaustion.

  17. Construction Professionals Job Performance and Characteristics: A Comparison of Indigenous and Expatriate Construction Companies in Nigeria

    Henry Ndubuisi Onukwube

    2011-06-01

    Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study.  Eighty one (81 construction companies, 50 (62% indigenous and 31 (38% expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.

  18. MODEL OF EMERGENCY DEPARTMENT NURSE PERFORMANCE IMPROVEMENT BASED ON ASSOCIATION OF INDIVIDUAL CHARACTERISTIC, ORGANIZATION CHARACTERISTIC AND JOB CHARACTERISTIC

    Maria Margaretha Bogar

    2017-04-01

    Full Text Available Introduction: Nursing care is integral part of health care and having important role in management of patient with emergency condition. The purpose of this research was to develop nurse performance improvement model based on individual, organization and job characteristics association in Emergency Department of RSUD dr TC Hillers Maumere. Method: This was an explanative survey by cross sectional approach held on July -August 2012. Respondents in this study were 22 nurses and 44 patients were obtained by purposive sampling technique. Data were analyzed by partial least square test and signi fi cant t value > 1.64 (alpha 10%. Result: Results showed that individual characteristic had effect on nurse performance (t = 7.59, organization characteristic had effect on nurse performance (t = 2.03 and job characteristic didn’t have effect on nurse performance (t = 0.88. Nurse performance had effect on patient satisfaction (t = 6.54 but nurse satisfaction didn’t have effect on nurse performance (t = 1.31, and nurse satisfaction didn’t have effect either on patient satisfaction (t = 0.94. Discussion: This research concluded that individual characteristics which in fl uence nurse performance in nursing care were ability and skill, experience, age, sex, attitude and motivation. Organization characteristic that influence nurse performance was reward while job characteristic that include job design and feedback didn’t influence nurse performance in nursing care. Nurse performance influenced patient satisfaction but nurse satisfaction didn’t influence patient satisfaction and nurse performance.

  19. Job Characteristics and Pressures and the Organizational Integration of Professionals

    Hall, Douglas T.; Lawler, Edward E.

    1970-01-01

    Focuses on the relationship between job design and the integration of the professional with his organization; the concept of job pressures is used as an intervening variable in the study of his relationship. (Author)

  20. Proactivity, job characteristics, and engagement : a longitudinal study

    Dikkers, Josje S. E.; Jansen, Paul G. W.; de Lange, Annet H.; Vinkenburg, Claartje J.; Kooij, Dorien

    2010-01-01

    Purpose - This paper sets out to examine proactive personality in relation to job demands, job resources and engagement. Design/methodology/approach - The current study employed a two-wave complete panel study among 794 Dutch government employees. Based upon the Job Demands-Resources (ID-R) model,

  1. CSR organisational taxonomy and job characteristics on performance: SME case studies

    Thanalechumy Seeramulu

    2017-05-01

    Full Text Available This study examines the relationship between the CSR of organizational structure and job characteristics that influence employee job performance in the Malaysian context. Hence, it is important to study and analyze these two factors within the CSR taxonomy describing how these factors significantly influence employee job performance and to make recommendations how performance can be promoted among employees. This paper is based on a quantitative research approach where responses were gathered from the working population within Malaysia SMEs. The results from this study will help to point out the influence of these factors on the employee job performance and provide guidance to an organization for which these aspects should be emphasized in order to increase employees’ job performance to align performance with organizational goals. The analysis includes two dimensions of CSR taxonomy of organizational structure namely, centralization and formalization, as well as a set of five dimensions of job characteristics, such as task identity, task significance, skill variety, autonomy and feedback. The results of these findings show that job characteristics such as task significance, autonomy, feedback, and skill variety, positively influence job performance with autonomy having highest predictive power on job performance. The results of these findings reveal that the organizational structure does not contribute to the prediction of job performance even though a significant positive correlation exists between the structure and job performance in the Pearson correlation coefficient test. Therefore, this study will enrich the existing knowledge in the area of human resource management by focusing on job performance management.

  2. The relationship between personal characteristics, communication, and job satisfaction

    Masoomeh Arabshahi

    2014-07-01

    Full Text Available In this study, staff job satisfaction were evaluated according to their personality differences by assessing five personality factors, based on NEO-FFI scoring and those components, which are directly associated with job satisfaction. In this regard, three data collection tools including communication satisfaction questionnaires, job descriptions index and five personality trait questionnaire were used. Based on the findings there was a positive and significant relationship between job satisfaction and personality traits (r = 0.97, and job satisfaction was depended on communication satisfaction. This research showed that communication satisfaction and job satisfaction could be predicted based on the five personality traits, which are nervousness, extraversion, empiricism, responsibility, and compatibility with others.

  3. Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

    Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

    2016-08-01

    The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations. © The Author(s) 2016.

  4. Job characteristics and voluntary mobility in the Netherlands : differential education and gender patterns?

    Gesthuizen, M.

    2009-01-01

    Purpose – The purpose of this paper is to address the impact of the subjective evaluation of job characteristics on voluntary mobility, the impact of voluntary mobility on changes in these job characteristics, and differential education and gender patterns. Design/methodology/approach – Ordered and

  5. Job characteristics and voluntary mobility in The Netherlands: Differential education and gender patterns?

    Gesthuizen, M.J.W.

    2009-01-01

    Purpose - The purpose of this paper is to address the impact of the subjective evaluation of job characteristics on voluntary mobility, the impact of voluntary mobility on changes in these job characteristics, and differential education and gender patterns. Design/methodology/approach - Ordered and

  6. Work Engagement in the Public Service Context: The Dual Perceptions of Job Characteristics

    Noesgaard, Mette Strange; Hansen, Jesper Rosenberg

    2017-01-01

    . In this qualitative study, home caregivers’ perceptions of job characteristics are investigated. Semi-structured interviews and observations reveal three main themes: Optimization, helping others and emotional work. These show a dual perception of job characteristics consequently influencing the experienced...... engagement. Using Public Service Motivation literature, these dual perceptions are discussed...

  7. Work Engagement in the Public Service Context: The Dual Perceptions of Job Characteristics

    Noesgaard, Mette Strange; Rosenberg Hansen, Jesper

    2018-01-01

    . In this qualitative study, home caregivers’ perceptions of job characteristics are investigated. Semi-structured interviews and observations reveal three main themes: Optimization, helping others and emotional work. These show a dual perception of job characteristics consequently influencing the experienced...... engagement. Using Public Service Motivation literature, these dual perceptions are discussed...

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

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

    2014-01-01

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

  9. A NOVEL FRAMEWORK BASED ON THE IMPROVED JOB DEMANDS-RESOURCES (JD-R) MODEL TO UNDERSTAND THE IMPACT OF JOB CHARACTERISTICS ON JOB BURNOUT FROM THE VIEW OF EMOTION REGULATION THEORY

    Yang, Naiding; Lu, Jintao; Ye, Jinfu

    2018-01-01

    Background: It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". Subjects and methods: On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", ...

  10. Job characteristics, burnout and negative workhome interference in a nursing environment

    FE Koekemoer

    2006-04-01

    Full Text Available The objectives of this study were 1 to determine which job characteristics are associated with burnout and 2 to determine the mediating role of negative work-home interference (WHI in the relationship between job characteristics and burnout within a nursing environment. Random samples (n = 300 were taken of nurses working in the Johannesburg, Klerksdorp, Krugersdorp, Pretoria and Potchefstroom areas. The results of the regression analyses indicated that the main job characteristics that predict exhaustion were pressure and a lack of autonomy, role clarity, colleague support and financial support. A lack of role clarity, colleague support and financial support were the main job characteristics that predict mental distance. Negative WHI played a partially mediating role in the relationship between job characteristics and burnout.

  11. The Job Content Questionnaire (JCQ) : an instrument for internationally comparative assessments of psychosocial job characteristics

    Karasek, R.; Brisson, C.; Kawakami, N; Houtman, I.; Bongers, P.; Amick, B

    1998-01-01

    This article consists of three parts. Part 1 discusses the Job Content Questionnaire (JCQ), designed to measure scales assessing psychological demands, decision latitude, social support, physical demands, and job insecurity. Part 2 reports the cross-national validity, for men and women, of the JCQ

  12. Psychosocial job characteristics and psychological distress / well-being: the mediating role of personal goal facilitation.

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

    2016-01-01

    This study examined the mediating role of personal goal facilitation through work (PGFW), defined as perceptions of the extent to which one's job facilitates the attainment of one's personal goals, in the association between psychosocial job characteristics and psychological distress and job-related well-being. Questionnaire data from 217 nurses (84% female, with a mean age of 42.7 years, SD=7.2) were analyzed. Participants completed the following measures: the Leiden Quality of Work Questionnaire for Nurses, Workplace Goal Facilitation Inventory, Maslach Burnout Inventory-Human Services Survey, and Utrecht Work Engagement Scale (short version). A cross-sectional study design was applied. Hierarchical multiple regression analyses were conducted. The results indicated that unfavorable psychosocial job characteristics (high demands, low control, and low social support) were associated with lower PGFW. Furthermore, personal goal facilitation through work explained significant additional variance (from 2 to 11%) in psychological distress (somatic complaints and emotional exhaustion) and job-related well-being (personal accomplishment, job satisfaction, and work engagement), controlling for demographic indicators and psychosocial job characteristics. Finally, the results provided support for the mediating effects of PGFW between all psychosocial job characteristics and all outcomes, except in the case of depersonalization. This study suggests that hindered personal goal facilitation may be a mechanism through which psychosocial job characteristics have a negative impact on employees' well-being.

  13. Effects of Handicap and Job Characteristics on Selection Evaluations.

    Rose, Gerald L.; Brief, Arthur P.

    1979-01-01

    Business administration students evaluated a hypothetical job applicant who was either an amputee, an epileptic, or "normal." The hypothetical job openings varied as to levels of supervisory responsibility and public contact. With some noted exceptions, the handicapped applicants were evaluated no differently than the normal applicants.…

  14. Job characteristic perception and intrinsic motivation in medical record department staff.

    Isfahani, Sakineh Saghaeiannejad; Bahrami, Soosan; Torki, Sedighe

    2013-01-01

    Human resources are key factors in service organizations like hospitals. Therefore, motivating human recourses to achieve the objectives of an organization is important. Job enrichment is a strategy used to increase job motivation in staffs. The goal of the current study is to determine the relationship between job characteristics and intrinsic motivation in medical record staff in hospitals related to Medical Science University in Isfahan in 2011-2012 academic year. The type of the study is descriptive and corelational of multi variables. The population of the study includes all the medical record staffs of medical record department working in Medical Science hospitals of Isfahan. One hundred twentyseven subjects were selected by conducting a census. In the present study, data collected by using two questionnaires of job characteristics devised by Hackman and Oldeham, and of intrinsic motivation. Content validity was confirmed by experts and its reliability was calculated through coefficient of Cronbach's alpha (r1 = 0.84- r2 = 0.94). The questionnaires completed were entered into SPSS(18) software; furthermore, statistical analysis done descriptively (frequency percent, mean, standard deviation, Pierson correlation coefficient,...) and inferentially (multiple regression, MANOVA, LSD). A significant relationship between job characteristics as well as its elements (skill variety, task identity, task significance, autonomy and feedback) and intrinsic motivation was noticed. (p intrinsic motivation was significant and job feedback had the most impact upon the intrinsic motivation. No significant difference was noticed among the mean amounts of job characteristic perception according to age, gender, level of education, and the kind of educational degree in hospitals. However, there was a significant difference among the mean amounts of job characteristic perception according to the unit of service and the years of servicein hospitals. The findings show that all job

  15. Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study.

    Faraji, Obeidollah; Ramazani, Abbas Ali; Hedaiati, Pouria; Aliabadi, Ali; Elhamirad, Samira; Valiee, Sina

    2015-11-01

    Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of "demographic information", "job characteristics model," and "organizational commitment," in 2011. Study data were analyzed using SPSS v. 16. There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). According to the results, managers of the hospitals should increase staff's commitment through paying attention to proper job designing.

  16. Scope of Nursing Practice in a Tertiary Pediatric Setting: Associations With Nurse and Job Characteristics and Job Satisfaction.

    Déry, Johanne; Clarke, Sean P; D'Amour, Danielle; Blais, Régis

    2018-01-01

    While professional nursing, like other health professions, has a recognized educational base and a legal scope of practice that is remarkably consistent across societies, there are important variations even within the same institution or organization in the extent to which professional nurses engage in the full range of activities for which they are qualified. There has been limited study of enacted (actual) scope of nursing practice (ESOP) or of its impacts on nurse job outcomes, such as job satisfaction. The aim of this study is to measure ESOP, as well as its predictors and impact on job satisfaction, in a specialty university-affiliated tertiary referral center in one of the few remaining jurisdictions outside the United States that continue to educate registered nurses at multiple educational levels. This was a correlational cross-sectional design using structural equation modeling. Self-administered questionnaires were completed by 301 registered nurses holding permanent positions in specific clinical areas for 6 months or longer in a pediatric hospital in the province of Quebec, Canada. ESOP or actual scope of practice was low-on average, nurses applied the range of skills within their theoretical scopes of practice only occasionally or "less than frequently" in their daily work (3.21 out of a possible 6 points). ESOP was strongly related to decision latitude (β = 0.319; p  = .012), role ambiguity (β = 0.297; p  = .011), and role overload (β  =  0.201; p  = .012). The personal characteristics that exerted the greatest direct influence on ESOP were education level (β  =  0.128; p  = .015) and growth need strength (β  =  0.151; p  = .008). Results also showed that ESOP exerts a direct positive influence on nurses' job satisfaction (β  =  0.118; p  = .006). Structural equation modeling analyses revealed a good fit of the data to the hypothesized conceptual model (χ²/df ratio index =  1.68, root mean square error of approximation  =  0

  17. Model Of Emergency Department Nurse Performance Improvement Based on Association of Individual Characteristic, Organization Characteristic and Job Characteristic

    Bogar, Maria Margaretha; Nursalam, Nursalam; Dewi, Yulis Setiya

    2017-01-01

    Introduction: Nursing care is integral part of health care and having important role in management of patient with emergency condition. The purpose of this research was to develop nurse performance improvement model based on individual, organization and job characteristics association in Emergency Department of RSUD dr TC Hillers Maumere. Method: This was an explanative survey by cross sectional approach held on July -August 2012. Respondents in this study were 22 nurses and 44 patients were ...

  18. A Novel Framework Based on the Improved Job Demands-Resources (JD-R) Model to Understand the Impact of Job Characteristics on Job Burnout from the View of Emotion Regulation Theory.

    Yang, Naiding; Lu, Jintao; Ye, Jinfu

    2018-03-01

    It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", "Emotion regulation", "Personality traits", and "Psychological stress", in this study, an improved mine rescue workers-oriented job demands-resources (JD-R) model was put forward. Then, a novel analysis framework, to explore the impact of job characteristics on job burnout from the view of emotion regulation theory, was proposed combining the personality trait theory. This study argues that job burnout is influenced by job demands through expressive suppression and by job resources through cognitive reappraisal respectively. Further more, job demands and job resources have the opposite effects on job burnout through the "loss-path" caused by job pressure and the "gain-path" arised from job motivation, respectively. Extrovert personality traits can affect the way the individual processes the information of work environment and then how individual further adopts emotion regulation strategies, finally resulting in indirectly affecting the influence path of mine rescue workers' job characteristics on job burnout. This present study can help managers to realize the importance of employees' psychological stress and job burnout problems. The obtained conclusions provide significant decision-making references for managers in intervening job burnout, managing emotional stress and mental health of employees.

  19. The Effects of Faculty Demographic Characteristics and Disciplinary Context on Dimensions of Job Satisfaction

    Seifert, Tricia A.; Umbach, Paul D.

    2008-01-01

    This study applies Kalleberg's framework to better understand the effects of diverse demographic faculty characteristics on dimensions of job satisfaction. We also extend his work and the work of others to explore the contextual effects of academic disciplines on faculty job satisfaction. We find that women are consistently less satisfied than…

  20. Predicting Secondary Agriculture Teachers' Job Stress from Selected Personal, Family, and Work-Related Characteristics

    Torres, Robert M.; Lambert, Misty D.; Lawver, Rebecca G.

    2010-01-01

    The study sought to describe the characteristics and explain the current level of job stress among secondary agriculture teachers. The sample consisted of 370 secondary agriculture teachers. Data were collected using the Job Stress Survey (Spielberger & Vagg, 1999). From the findings it was concluded that the average secondary agriculture teacher…

  1. Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

    Lam, Jack; Fox, Kimberly; Fan, Wen; Moen, Phyllis; Kelly, Erin; Hammer, Leslie; Kossek, Ellen

    2014-01-01

    Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers’ characteristics and insecurity shape their employees’ job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, while managers’ own insecurity positively predicts employees’ insecurity. Also contingent on the organizational climate, managers’ own tenure buffers, and managers’ perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context. PMID:26190868

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

    Carvalho, Vânia Sofia; Chambel, Maria José

    2016-10-03

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

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

    Claire S. Johnston

    2013-10-01

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

  4. Relational job characteristics and nurses' affective organizational commitment: the mediating role of work engagement.

    Santos, Alda; Chambel, Maria José; Castanheira, Filipa

    2016-02-01

    To study work engagement as a mediator of the associations between relational job characteristics and nurses' affective commitment to the hospital. Earlier research has shown that work engagement mediates the relationship between job resources and affective organizational commitment. However, relational job characteristics, which may be job resources, have not been studied or examined in relation to work engagement and affective organizational commitment in the nursing profession. This study uses a correlational survey design and an online survey for data collection. Data for this correlational study were collected by survey over months (2013) from a sample of 335 hospital nurses. Measures included Portuguese translations of the Relational Job Characteristics' Psychological Effects Scale, the Utrecht Work Engagement Scale and the Affective Organizational Commitment Scale. Data analysis supports a full mediation model where relational job characteristics explained affective commitment to the hospital through nurses' work engagement. Relational job characteristics contribute to nurses' work engagement, which in turn contributes to affective organizational commitment. © 2015 John Wiley & Sons Ltd.

  5. Does trait affectivity predict work-to-family conflict and enrichment beyond job characteristics?

    Tement, Sara; Korunka, Christian

    2013-01-01

    The present study examines whether negative and positive affectivity (NA and PA, respectively) predict different forms of work-to-family conflict (WFC-time, WFC-strain, WFC-behavior) and enrichment (WFE-development, WFE-affect, WFE-capital) beyond job characteristics (workload, autonomy, variety, workplace support). Furthermore, interactions between job characteristics and trait affectivity while predicting WFC and WFE were examined. Using a large sample of Slovenian employees (N = 738), NA and PA were found to explain variance in WFC as well as in WFE above and beyond job characteristics. More precisely, NA significantly predicted WFC, whereas PA significantly predicted WFE. In addition, several interactive effects were found to predict forms of WFC and WFE. These results highlight the importance of trait affectivity in work-family research. They provide further support for the crucial impact of job characteristics as well.

  6. Process of endogenous homeostatic characteristics decline in two suproopganismal biosystems from the standpoint of parametabolistic theory of senescence.

    Makrushin, A V; Aladin, N V

    2016-01-01

    Endogenous decline in homeostatic characteristics of supraorganismal level systems is similar to individual senescence. Similarity is in the fact that this decline as individual senescence is called by negative consequences from specialization of elements the system consists. In systems of supraorganismal level these effects are analogues of parametabolic reactions of senescence individuals.

  7. Job characteristics, flow, and performance : the moderating role of conscientiousness

    Demerouti, E.

    2006-01-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was

  8. Stimulating lifelong professional growth by guiding job characteristics

    van der Heijden, Beatrice; Brinkman, Johan Geert

    2001-01-01

    This article reports some findings from a broader study concerning the development of professional expertise. The aim of the part that is described in this article was to find out whether certain job-related factors situated in the domain of socio-technical systems design (STSD), that is, control

  9. Hubungan Antara Job Characteristic Dengan Work Family Conflict Pada Karyawan Sektor Perbankan

    Pakpahan, Putri Carolina

    2015-01-01

    Banking requires an employee who is able to do the work based on job characteristic appropriate to the job. For employees who are married, the demands of the task not only in the course of work tasks in family life but also to be done. When employees are more inclined on one task alone would lead to work family conflict. The purpose of this studyi is to examine the relationship between job characteristic and work family conflict. There were 251 bank employees involved in this study. The data ...

  10. The relationships among nurses' job characteristics and attitudes toward web-based continuing learning.

    Chiu, Yen-Lin; Tsai, Chin-Chung; Fan Chiang, Chih-Yun

    2013-04-01

    The purpose of this study was to explore the relationships between job characteristics (job demands, job control and social support) and nurses' attitudes toward web-based continuing learning. A total of 221 in-service nurses from hospitals in Taiwan were surveyed. The Attitudes toward Web-based Continuing Learning Survey (AWCL) was employed as the outcome variables, and the Chinese version Job Characteristic Questionnaire (C-JCQ) was administered to assess the predictors for explaining the nurses' attitudes toward web-based continuing learning. To examine the relationships among these variables, hierarchical regression was conducted. The results of the regression analysis revealed that job control and social support positively associated with nurses' attitudes toward web-based continuing learning. However, the relationship of job demands to such learning was not significant. Moreover, a significant demands×job control interaction was found, but the job demands×social support interaction had no significant relationships with attitudes toward web-based continuing learning. Copyright © 2013 Elsevier Ltd. All rights reserved.

  11. Age-related effects of job characteristics on burnout and work engagement.

    Ramos, R; Jenny, G; Bauer, G

    2016-04-01

    In light of an ageing and age-diverse workforce, it is imperative to understand how psychosocial aspects of work might influence health throughout working life. Recently, there has been an implicit call to differentiate job characteristics beyond the two factors of job demands and job resources. As needs, abilities and motivation fluctuate with age, different job characteristics might yield differential benefits. Additionally, markers beyond chronological age should be considered. To explore systematically interactions between different job characteristics, age and age covariates (i.e. job tenure and position type) and their relationship with work-related health outcomes. An online survey of workers in Switzerland, Austria and Germany, recruited through a panel data service provider. We excluded participants working fewer than 30 hours a week, trainees, self-employed people and senior managers. We assessed seven areas of psychosocial risks at work, burnout, work engagement and demographics. Of the 6000 workers contacted, 1916 responded (31%). After applying exclusion criteria, we analysed data from 1417 respondents. We found that age barely had a moderating effect between psychosocial factors and health outcomes, but its three-way interaction with age covariates had more explanatory potential. Young workers with high job tenure showed particular vulnerability to job demands and the lack of certain job resources. Older workers with managerial positions were more resilient. Age and its covariates, such as job tenure and position type, should be considered in developing age-sensitive occupational health models. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  12. Age as a moderator in the relationship between work-related characteristics, job dissatisfaction and need for recovery

    Bos, J.T.; Donders, N.C.G.M.; Schouteten, R.L.J.; Gulden, J.W.J. van der

    2013-01-01

    Job dissatisfaction and need for recovery are associated with voluntary turnover, absenteeism and diminished health. In the light of encouraging working longer, this study investigated whether the relationships between various work characteristics and job dissatisfaction and need for recovery are

  13. Depressive and anxiety disorders on-the-job: the importance of job characteristics for good work functioning in persons with depressive and anxiety disorders.

    Plaisier, Inger; de Graaf, Ron; de Bruijn, Jeanne; Smit, Johannes; van Dyck, Richard; Beekman, Aartjan; Penninx, Brenda

    2012-12-30

    This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study of Depression and Anxiety (NESDA, n=2981) we examined associations between job characteristics and work functioning (absenteeism and work performance) in multinominal logistic regression models. Job characteristics were working hours, psychosocial working conditions and occupational status. As expected, depressed and anxious patients were at significantly elevated risk for absenteeism and poor work performance. In analyses adjusted for psychopathology, absenteeism and poor performance were significantly lower among persons reporting high job support, high job control, less working hours, self-employed and high skilled jobs. Associations were comparable between persons with and without psychopathology. High job support, high job control and reduced working hours were partially related to work functioning in both workers with- and without-psychopathology. Since depressed and anxious employees are at a substantially increased risk for absenteeism and poor work performance, strategies that improve job support and feelings of control at work may be especially helpful to prevent poor work functioning in this at-risk group of employees. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

  14. Psychological effects of relational job characteristics: validation of the scale for hospital nurses.

    Santos, Alda; Castanheira, Filipa; Chambel, Maria José; Amarante, Michael Vieira; Costa, Carlos

    2017-07-01

    This study validates the Portuguese version of the psychological effects of the relational job characteristics scale among hospital nurses in Portugal and Brazil. Increasing attention has been given to the social dimension of work, following the transition to a service economy. Nevertheless, and despite the unquestionable relational characteristics of nursing work, scarce research has been developed among nurses under a relational job design framework. Moreover, it is important to develop instruments that study the effects of relational job characteristics among nurses. We followed Messick's framework for scale validation, comprising the steps regarding the response process and internal structure, as well as relationships with other variables (work engagement and burnout). Statistical analysis included exploratory factor analysis and confirmatory factor analysis. The psychological effects of the relational job characteristics scale provided evidence of good psychometric properties with Portuguese and Brazilian hospital nurses. Also, the psychological effects of the relational job characteristics are associated with nurses' work-related well-being: positively with work engagement and negatively concerning burnout. Hospitals that foster the relational characteristics of nursing work are contributing to their nurses' work-related well-being, which may be reflected in the quality of care and patient safety. © 2017 John Wiley & Sons Ltd.

  15. The Effects of Job Characteristics on Marital Quality: Specifying Linking Mechanisms.

    Hughes, Diane; And Others

    1992-01-01

    Evaluated conceptual model hypothesizing that two dimensions of work-family interference, structural role difficulties and negative mood spillover, intervene in direct relationship between discrete characteristics of work and marital quality. Findings from 334 male and female white-collar workers indicated that job characteristics predicted…

  16. Work characteristics and determinants of job satisfaction in four age groups: university employees' point of view.

    Bos, J.T.; Donders, N.C.G.M.; Bouwman-Brouwer, K.M.; Gulden, J.W.J. van der

    2009-01-01

    PURPOSE: To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups. METHODS: A cross-sectional questionnaire was filled in by 1,112 university employees, classified into four age groups. (a) Work characteristics were

  17. Psychosocial job characteristics, wealth, and culture: differential effects on mental health in the UK and Thailand.

    Yiengprugsawan, Vasoontara; Lazzarino, Antonio Ivan; Steptoe, Andrew; Seubsman, Sam-ang; Sleigh, Adrian C

    2015-07-08

    Most research on the influence of psychosocial job characteristics on health status has been conducted within affluent Western economies. This research addresses the same topic in a middle-income Southeast Asian country, enabling comparison with a Western benchmark. We analysed and compared the Health Survey for England conducted in 2010 and the Thai Cohort Study data at 2005 baseline for workers aged 35-45 years. Multivariate logistic regression was used to assess relationships between psychosocial job characteristics and health, measured as Adjusted Odd Ratios (AOR), controlling for potential covariates in final analyses. In both UK and Thai working adults, psychological distress was associated with job insecurity (AOR 2.58 and 2.32, respectively), inadequate coping with job demands (AOR 2.57 and 2.42), and low support by employers (AOR 1.93 and 1.84). Job autonomy was associated with psychological distress in the UK samples (AOR 2.61) but no relationship was found among Thais after adjusting for covariates (AOR 0.99). Low job security, inability to cope with job demands, and low employer support were associated with psychological distress both among Thai and UK workers. Job autonomy was an important part of a healthy work environment in Western cultures, but not in Thailand. This finding could reflect cultural differences with Thais less troubled by individualistic expression at work. Our study also highlights the implications for relevant workplace laws and regulations to minimise the adverse job effects. These public health strategies would promote mental health and wellbeing in the population.

  18. Co-occurrence of protective health behaviours and perceived psychosocial job characteristics

    Vera J.C. Mc Carthy

    2015-01-01

    Full Text Available Little is known about the association between positive job characteristics of older workers and the co-occurrence of protective health behaviours. This study aims to investigate the association between perceived psychosocial job characteristics and the adoption of protective health behaviours. A population-based cross-sectional study was performed on a sample of 1025 males and females (age-range 50–69-years attending a primary healthcare clinic. Perceived job characteristics (job demands: quantitative and cognitive demands; resources: possibility for development and influence at work were determined using the Copenhagen Psychosocial Questionnaire. Each scale is presented in tertiles. Protective health behaviours were; consumption of five or more portions of fruit and vegetables a day, moderate alcohol, non/ex-smoker, and high and moderate physical activity. Each participant was scored 0–4 protective health behaviours. The majority of the sample had three protective health behaviours. Higher levels of influence at work and cognitive demands were associated with higher self-reported physical activity, but not with any number of protective health behaviours. Conversely, higher quantitative and higher cognitive demands were associated with reporting any number of protective health behaviours or above average number of protective health behaviours respectively. The findings on protective health behaviours were inconsistent in relation to the different measures of perceived psychosocial job characteristics and were largely confined to physical activity and diet.

  19. Job characteristics and burnout: The moderating roles of emotional intelligence, motivation and pay among bank employees.

    Salami, Samuel O; Ajitoni, Sunday O

    2016-10-01

    This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees. © 2015 International Union of Psychological Science.

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

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

    2008-01-01

    Background: Group living homes are a fast-growing form of nursing home care for older people with dementia. This study seeks to determine the differences in job characteristics of nursing staff in group living homes and their influence on well-being. Methods: We examined the Job Demand Control

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

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

    2008-01-01

    ABSTRACT Background: Group living homes are a fast-growing form of nursing home care for older people with dementia. This study seeks to determine the differences in job characteristics of nursing staff in group living homes and their influence on well-being. Methods: We examined the Job Demand

  2. Depressive and anxiety disorders on-the-job: The importance of job characteristics for good work functioning in persons with depressive and anxiety disorders

    Plaisier, I.; de Graaf, R.; de Bruijn, J.G.M.; Smit, J.H.; van Dyck, R.; Beekman, A.T.F.; Penninx, B.W.J.H.

    2012-01-01

    This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study

  3. Depressive and anxiety disorders on-the-job : The importance of job characteristics for good work functioning in persons with depressive and anxiety disorders

    Plaisier, Inger; de Graaf, Ron; Smit, Johannes; van Dyck, Richard; Beekman, Aartjan; Penninx, Brenda; de Bruijn, Jeanne G. M.

    2012-01-01

    This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study

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

    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.

  5. Endogenous androgens and risk of epithelial invasive ovarian cancer by tumor characteristics in the European Prospective Investigation into Cancer and Nutrition

    Ose, Jennifer; Fortner, Renée T.; Rinaldi, Sabina; Schock, Helena; Overvad, Kim; Tjonneland, Anne; Hansen, Louise; Dossus, Laure; Fournier, Agnes; Baglietto, Laura; Romieu, Isabelle; Kuhn, Elisabetta; Boeing, Heiner; Trichopoulou, Antonia; Lagiou, Pagona; Trichopoulos, Dimitrios; Palli, Domenico; Masala, Giovanna; Sieri, Sabina; Tumino, Rosario; Sacerdote, Carlotta; Mattiello, Amalia; Ramon Quiros, Jose; Obõn-Santacana, Mireia; Larrañaga, Nerea; Chirlaque, María Dolores; Sánchez, María José; Barricarte, Aurelio; Peeters, Petra H.; Bueno-De-Mesquita, H. B.; Onland-Moret, N. Charlotte; Brändstedt, Jenny; Lundin, Eva; Idahl, Annika; Weiderpass, Elisabete; Gram, Inger T.; Lund, Eiliv; Kaw, Kay Tee; Travis, Ruth C.; Merritt, Melissa A.; Gunther, Marc J.; Riboli, Elio; Kaaks, Rudolf

    2015-01-01

    The role of endogenous androgens and sex hormone-binding globulin (SHBG) in ovarian carcinogenesis is poorly understood. Epithelial invasive ovarian cancer (EOC) is a heterogeneous disease and there are no prospective data on endogenous androgens and EOC risk by tumor characteristics (histology,

  6. The Role of Personal Characteristics and School Characteristics in Explaining Teacher Job Satisfaction

    Gil Flores, Javier

    2017-01-01

    Recent studies show that teacher job satisfaction declined in Spain over the last decade. Also, it is significantly lower in secondary education than in previous educational levels. In this paper we identify variables that contribute to the explanation of teacher job satisfaction in secondary education. We use the Spanish sample (192 schools and 3339 teachers) participating in the 2013 edition of TALIS (Teaching and Learning International Study), sponsored by the OECD (Organisation for Econom...

  7. Improving Service Delivery: Investigating the Role of Information Sharing, Job Characteristics, and Employee Satisfaction

    Bontis, Nick; Richards, David; Serenko, Alexander

    2011-01-01

    Purpose: The purpose of this study is to propose and test a model designed to investigate the impact of job characteristics, employee satisfaction, and information sharing on two key indicators of quality service delivery, such as worker perceptions of their efficiency and customer focus. Design/methodology/approach: During the project, 9,060…

  8. Identifying the Family, Job, and Workplace Characteristics of Employees Who Use Work-Family Benefits.

    Secret, Mary

    2000-01-01

    Employs a contextual effects perspective to identify family, job, and workplace characteristics associated with the use of work-family benefits of 527 employees in 83 businesses. Determined that particular family problems predict female employee use of paid leave and mental health benefits. Summarizes that workplace size, sector, and culture are…

  9. Relationship between Balanced Scorecard and Professors' Job Characteristics at Ekiti State University, Nigeria

    Fatile, Mopelola

    2017-01-01

    The purpose of this quantitative, correlational study was to understand the relationship between a balanced scorecard, professors' job characteristics, and the leadership styles of higher education leaders at Ekiti State University, Ado-Ekiti State, Nigeria, which was the site of the study. The problem statement addressed whether or not a…

  10. The contribution of job characteristics to socioeconomic inequalities in incidence of myocardial infarction

    Huisman, Martijn; Van Lenthe, Frank; Avendano, Mauricio; Mackenbach, Johan

    The current study estimated the contribution of job characteristics to socioeconomic inequalities in incidence of myocardial infarction (MI) during a 12-year follow-up period. Data were from the working population (aged 25-64 years) in the Netherlands longitudinal GLOBE study (N = 5757).

  11. Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

    Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

    2012-06-01

    To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

  12. Influence of Employee Involvement in Total Productive Maintenance Practices on Job Characteristics: The Malaysian Scenario

    Aizzat Mohd. Nasurdin

    2005-09-01

    Full Text Available The main goal of this study is to examine whether the extent of involvement in Total Productive Maintenance (TPM practices has a positive effect on job characteristics. Data was gathered from a sample of 184 respondents derived from manufacturing companies in Malaysia. Results from the regression analyses revealed that the extent of employee’s involvement in TPM practices is positively related to the five core job dimensions (skill variety, task identity, task significance, autonomy, and feedback. Theoretical and managerial implications of the findings are discussed.

  13. Psychosocial work characteristics, job satisfaction, and work stress as predictors of absenteeism

    Løkke Nielsen, Ann-Kristina; Wendelbo, Troels

    This paper studies the interaction of sector and occupational status with psychosocial work characteristics, job satisfaction, and work stress as predictors of absenteeism. The odds ratio and population attributable risk are estimated based on data from a survey of 10,748 individuals from four...... Nordic countries. We find that the effect of pay and 'sociability' on absence depends on the individual being employed in a private or public organization. We also find that the effect of pay depends on being a manager or not, and so do work pressure, job security, cooperation, climate among colleagues......, and whether work gets the individual down....

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

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

    2016-01-01

    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

  15. Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers.

    Alcover, Carlos-María; Topa, Gabriela

    2018-01-01

    Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45-65 and beyond. We differentiated between groups of older workers in mid career (45-55 years of age) and in their later careers (56 years and beyond). Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.

  16. Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers.

    Carlos-María Alcover

    Full Text Available Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45-65 and beyond. We differentiated between groups of older workers in mid career (45-55 years of age and in their later careers (56 years and beyond. Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.

  17. The role of educational level and job characteristics on the health of young adults.

    Karmakar, Sunita D; Breslin, F Curtis

    2008-05-01

    The mediating effect of job characteristics in the socioeconomic status (SES)-health relationship has not been well studied in the young adult population. The early health trajectory is important to study since the health trajectories of young people shape their health in later years. The purpose of this study was to determine whether the education defined SES-health relationship is mediated through job characteristics, controlling for healthy lifestyle factors in young adults. We hypothesize that accounting for differences in job quality would reduce the education-health gradient. Using a sample of 10,215 Canadian workers aged 20-29 years, we used multivariable logistic regressions to examine the associations of sociodemographic, work, and lifestyle factors with two health outcomes, self-perceived health and work-related injury. The key findings indicate that job characteristics partly explain the education gradient observed in work-related injuries, and to a lesser extent in self-perceived health for working young adults. Our results show that increased physical exertion and working in sales and service or manual occupations were job characteristics which were independently associated with work-related injuries, while low work-related social support and irregular shift work were associated with poor self-perceived health. Lifestyle factors have a greater association with the education-self-perceived health relationship. This pattern of findings suggests that work factors related to education have a more specific effect on occupational health early in the health trajectory. These findings have potential practical implications since policies to reduce poor health must be targeted at appropriate age groups, as workers need to be healthy in their younger years in order to stay in the workforce as they age.

  18. Industry growth, work role characteristics, and job satisfaction: a cross-level mediation model.

    Ford, Michael T; Wooldridge, Jessica D

    2012-10-01

    The associations between industry revenue growth, individual work role characteristics, and job satisfaction were examined in this cross-level mediation analysis. Work roles were expected to be more autonomous, involve greater skill variety, and offer more opportunities for growth and development for workers in growing industries than for workers in declining industries. Supervisor support was also hypothesized to be stronger for workers in high-growth industries. Results from a nationally representative (U.S.) sample of service industry workers, using multilevel modeling, supported these propositions and suggest that job enrichment mediates relations between industry growth and job satisfaction. Associations between industry growth and autonomy were also stronger among workers in occupations that are less normatively autonomous, suggesting that industry growth fosters a weakening, and industry decline a strengthening, of traditional differences in autonomy across work roles. These results contribute to a multilevel perspective on organizational environments, individual work roles, and worker attitudes and well-being.

  19. Working atmosphere, job satisfaction and individual characteristics of community mental health professionals in integrated care.

    Goetz, Katja; Kleine-Budde, Katja; Bramesfeld, Anke; Stegbauer, Constance

    2018-03-01

    Working requirements of community mental healthcare professionals in integrated care are complex. There is a lack of research concerning the relation of job satisfaction, working atmosphere and individual characteristics. For the current study, a survey evaluating job satisfaction and working atmosphere of mental healthcare professionals in integrated care was performed. About 321 community mental healthcare professionals were included in the survey; the response rate was 59.5%. The professional background of community mental healthcare professionals included nursing, social work and psychology. Community mental healthcare professionals reported the highest satisfaction with colleagues and the lowest satisfaction with income. Moreover, it could be shown that more responsibility, more recognition and more variety in job tasks lead to an increase of overall job satisfaction. Healthcare for mentally ill patients in the community setting is complex and requires well-structured care with appropriate responsibilities within the team. A co-operative relationship among colleagues as well as clearly defined responsibilities seem to be the key for the job satisfaction of community mental healthcare professionals in integrated care. © 2017 John Wiley & Sons Ltd.

  20. [Characteristics of clinical effects of paxil in the treatment of endogenous depression].

    Panteleeva, G P; Korenev, A N; Khananashvili, M M; Oleĭchik, I V; Kaleda, V G

    1998-01-01

    47 patients with endogenous depressions were treated with paxil (paroxetine) during 4 weeks in the daily dose of 30-40 mg. Improvement of psychical state was observed in 89.3% of the patients; improvement was significant in 78.7%. Severity of the depression reduced from 28.9 to 6.0 scores according to Hamilton Depression Rating Scale. Antidepressive activity of paxil was observed at the third day of the therapy. Symptoms of depression disappeared completely in 46.7% of the patients 2 weeks after the beginning of treatment and in 62.8% of the cases in 4 weeks. Thymoleptic and sedative-anxiolytic effects prevailed in the spectrum of antidepressive activity of paxil; while its stimulating effect was expressed smaller. Mentioned peculiarities of paxil action, its small toxicity and positive subjective attitude of the patients towards the drug make this preparation quite valuable, especially in the treatment of classic melancholic and anxious depressions.

  1. [Analysis of the impact of job characteristics and organizational support for workplace violence].

    Li, M L; Chen, P; Zeng, F H; Cui, Q L; Zeng, J; Zhao, X S; Li, Z N

    2017-12-20

    Objective: To analyze the effect of job characteristics and organizational support for workplace violence, explore the influence path and the theoretical model, and provide a theoretical basis for reducing workplace violence. Methods: Stratified random sampling was used to select 813 medical staff, conductors and bus drivers in Chongqing with a self-made questionnaire to investigate job characteristics, organization attitude toward workplace violence, workplace violence, fear of violence, workplace violence, etc from February to October, 2014. Amos 21.0 was used to analyze the path and to establish a theoretical model of workplace violence. Results: The odds ratio of work characteristics and organizational attitude to workplace violence were 6.033 and 0.669, respectively, and the path coefficients were 0.41 and-0.14, respectively ( P workplace violence while organizational attitude is a protective factor for workplace violence, so changing the job characteristics and improving the enthusiasm of the organization to deal with workplace violence are conducive to reduce workplace violence and increase loyalty to the unit.

  2. Staff's person-centredness in dementia care in relation to job characteristics and job-related well-being: a cross-sectional survey in nursing homes.

    Willemse, Bernadette M; De Jonge, Jan; Smit, Dieneke; Visser, Quirijn; Depla, Marja F I A; Pot, Anne Margriet

    2015-02-01

    To explore the role of nursing staff's person-centredness caring for people with dementia in relation to their work environment and job-related well-being. Given the development towards person-centred care and labour force issues, research has recently focused on the effect of person-centredness on nursing staff's well-being. Findings from occupational stress research suggest that employees' personal characteristics, such as person-centredness, can moderate the impact particular job characteristics have on their job-related well-being. Cross-sectional survey. A national survey was conducted among healthcare staff (n = 1147) in 136 living arrangements for people with dementia in the Netherlands (2008-2009). Hierarchical regression analyses were used. Person-centredness moderates the relationship between coworker support and three outcomes of job-related well-being and between supervisor support and two of these outcomes. For highly person-centred nursing staff, coworker support was found to have a weaker impact and supervisor support to have a stronger impact on their job-related well-being. In addition, direct effects showed that person-centredness was weakly associated with more job satisfaction, more emotional exhaustion and more strongly with more personal accomplishment. Nursing staff's person-centredness does play a modest role in relation to job characteristics and job-related well-being. Findings indicate that person-centredness is not only beneficial to residents with dementia as found earlier, but also for nursing staff themselves; specifically, in case nursing staff members feel supported by their supervisor. Since a more person-centred workforce feels more competent, further implementation of person-centred care might have a positive impact on the attractiveness of the profession. © 2014 John Wiley & Sons Ltd.

  3. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics

    Agai–Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

    2015-01-01

    BACKGROUND: Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. AIM: To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. METHODOLOGY: W...

  4. Psychosocial job characteristics, wealth, and culture: differential effects on mental health in the UK and Thailand

    Yiengprugsawan, Vasoontara; Lazzarino, Antonio Ivan; Steptoe, Andrew; Seubsman, Sam-ang; Sleigh, Adrian C

    2015-01-01

    Background Most research on the influence of psychosocial job characteristics on health status has been conducted within affluent Western economies. This research addresses the same topic in a middle-income Southeast Asian country, enabling comparison with a Western benchmark. Methods We analysed and compared the Health Survey for England conducted in 2010 and the Thai Cohort Study data at 2005 baseline for workers aged 35?45 years. Multivariate logistic regression was used to assess relation...

  5. Perfectionism, selected demographic and job characteristics as predictors of burnout in operating suite nurses

    Dorota Włodarczyk

    2013-12-01

    Full Text Available Background: The study was aimed at verifying the predictive power of perfectionism for professional burnout among nurses exposed to distress resulting from work in an operating suite and testing whether this effect exists after controlling for selected demographic and job characteristics. Material and Methods: The study group consisted of 100 nurses (93 women; mean age: 38.67 years. The majority in the group worked in public facilities (68%, in duty system (62%, as operating (75% or anesthesiology (25% nurses. To test perfectionism The Polish Adaptive and Maladaptive Perfectionism Questionnaire (AMPQ (Perfekcjonizm Adaptacyjny i Dezadaptacyjny - PAD, developed by Szczucka, was used. To examine burnout the Oldenburg Burnout Inventory (OLBI by Demerouti et al. was adopted. The effects of selected demographic and job characteristics were controlled. Results: The results of hierarchical regression analyses revealed that after controlling for selected demographic and job characteristics maladaptive perfectionism was a significant predictor of disengagement and exhaustion whereas adaptive perfectionism predicted a better work engagement. Significant predictors were also: education, number of workplaces, duty system and marital status. Conclusions: The study allowed to confirm the hypothesis on a harmful role of maladaptive perfectionism in shaping burnout among operating suite nurses. The hypothesis on protective function of adaptive perfectionism was confirmed only partially, with regard to disengagement. The results of the study also highlighted some risk factors of burnout which may exist in this occupational group. This confirms the need to continue research in this area. Med Pr 2013;64(6:761–773

  6. Characteristics of the Inhibition of Potato (Solanum tuberosum) Invertase by an Endogenous Proteinaceous Inhibitor in Potatoes

    Bracho, Geracimo E.; Whitaker, John R.

    1990-01-01

    Effect of several parameters on inhibition of potato (Solanum tuberosum) invertase by its endogenous proteinaceous inhibitor was determined using homogeneous preparations of both proteins. The inhibitor and invertase formed an inactive complex with an observed association rate constant at pH 4.70 and 37°C of 8.82 × 102 per molar per second and a dissociation rate constant of 3.3 × 10−3 per minute. The inhibitor appeared to bind to invertase in more than one step. Initial interaction (measured by loss of invertase activity) was rapid, relatively weak, readily reversible (Ki of 2 × 10−6 molar) and noncompetitive with substrate at pH 4.70. Initial interaction was probably followed by isomerization to a tighter (Ki of 6.23 × 10−8 molar) complex, which dissociated slowly with a half-time of 3.5 hour. Interaction between enzyme and inhibitor appeared to be of ionic character and essentially pH independent between pH 3.5 and 7.4. PMID:16667286

  7. Age as a moderator in the relationship between work-related characteristics, job dissatisfaction and need for recovery.

    Bos, Judith Teresa; Donders, Nathalie Charlotte Gerarda Maria; Schouteten, Roel Leonardus Joseph; van der Gulden, Joost Willem Johannes

    2013-01-01

    Job dissatisfaction and need for recovery are associated with voluntary turnover, absenteeism and diminished health. In the light of encouraging working longer, this study investigated whether the relationships between various work characteristics and job dissatisfaction and need for recovery are dependent on age. Cross-sectional questionnaire data from 591 university employees were divided into four age groups: job dissatisfaction and Task variety with need for recovery were influenced by age group. The salience of specific work characteristics within the age groups varied: for job dissatisfaction, Task variety ( job dissatisfaction and need for recovery in four age groups. Although the moderating effect of age group was rather limited, the salience of specific work characteristics within the age groups varied.

  8. Does Work-Family Conflict Mediate the Associations of Job Characteristics With Employees’ Mental Health Among Men and Women?

    Vânia S. Carvalho

    2018-06-01

    Full Text Available Job characteristics are important to work-family conflict (WFC. Additionally, is well established that WFC has a negative impact on mental health. As such, this research aims to examine the role of WFC as a mechanism that explains the relationship between job characteristics (i.e., those establishing by the Job Demands-Control-Support Model and workers’ mental health. Moreover, based on gender inequalities in work and non-work roles, this study analyzed gender as moderator of this mediation. Specifically, the relationship between job characteristics and WFC and the relationship between WFC and mental health could be stronger for women than for men. With a sample of 254 workers from a Portuguese services company, (61% males, and based on a multiple-group analysis, the results indicated that the WFC mediates the relationship between job characteristics (i.e., job demands and job control and mental health. It was reinforced that job demands and lack of control could contribute to employees’ stress and, once individual’ energy was drained, the WFC could emerge. Ultimately, may be due to the presence of this conflict that individuals mental health’ is negatively affected. Contrary to our expectations, this relationship is not conditioned by gender (Z-scores were non-significant. The study results have implications for human resource management, enhancing the knowledge on the relationship between the WFC and workers’ mental health.

  9. Transformational leadership and safety performance among nurses: the mediating role of knowledge-related job characteristics.

    Lievens, Ilse; Vlerick, Peter

    2014-03-01

    To report the impact of transformational leadership on two dimensions of nurses' safety performance (i.e. safety compliance and safety participation) and to study the mediating role of knowledge-related job characteristics in this relationship. Safety performance refers to the behaviours that employees exhibit to adhere to safety guidelines and to promote health and safety at their workplace. Nurses' safety performance is a major challenge for healthcare settings, urging the need to identify the key determinants and psychological mechanisms that influence it. A cross-sectional survey study. The study was carried out in September 2010 in a large Belgian hospital. We used self-administered questionnaires; 152 nurses participated. The hypotheses were tested using hierarchical regression analyses. In line with our first hypothesis, the results show that transformational leadership exerted a significant positive impact on both dimensions of nurses' safety performance. This positive relation was mediated by knowledge-related job characteristics, supporting our second hypothesis. Head nurses' transformational leadership can enhance nurses' compliance with and participation in safety. Furthermore, transformational head nurses are able to influence the perception that their nurses have about the kind and amount of knowledge in their job, which can also lead to increases in both dimensions of nurses' safety performance. This study therefore demonstrates the key impact that transformational head nurses have, both directly and indirectly, on the safety performance of their nurses. © 2013 John Wiley & Sons Ltd.

  10. A Dutch study of the effects of primary nursing on job characteristics and organizational processes.

    Boumans, N P; Landeweerd, J A

    1996-07-01

    In an 850-bed Dutch hospital a study was carried out to evaluate the effects of the implementation of a Dutch form of primary nursing on five job characteristics (viz. autonomy, responsibility, feedback/clarity, complexity/difficulty and job demands) and on the communication and power processes in the organization of the nursing unit. The study consisted of three measuring moments: one pre-intervention (t1, March 1992) and two post-intervention moments (t2, November 1992 & t3, May 1993). Primary nursing was introduced in the two experimental units (the experimental group) after t1. No changes were made to the control group. After t2, this quasi-experimental design changed, because primary nursing was also implemented in the three original control units (the control group) after this moment. The research variables were measured by means of questionnaires. No significant effects were found for the five job characteristics. Only the improvement in the communication with the team head and the decrease in the influence of physicians on patient care in the experimental group and the improved communication with physicians in the control group were in line with expectations. Changes in the amount of influence of different groups on patient care were inconsistent with what had been expected: according to the nurses the influence of the nursing management increased, whereas the influence of the nurses decreased and the influence of the patients did not change. In other words, the shift of power was not in the expected direction.

  11. Workplace bullying and mental health among teachers in relation to psychosocial job characteristics and burnout

    Lina Bernotaite

    2017-08-01

    Full Text Available Objectives: The objective of the study has been to assess the associations between psychological distress and exposure to workplace bullying, taking into account possible influence of adverse psychosocial job characteristics and occupational burnout in a sample of Kaunas (Lithuania teachers. Material and Methods: The study sample included 517 teachers from 13 secondary schools and was conducted in 2014. The participants filled in the anonymous questionnaire (response rate 71.3%. Twenty-two-item Negative Acts Questionnaire (H. Hoel and S. Einarsen was used for measuring the exposure to workplace bullying, Goldberg 12-item General Health Questionnaire (GHQ-12 – psychological distress, Maslach Burnout Inventory (MBI – occupational burnout, Karasek Demand-Control questionnaire – psychosocial job stressors. The IBM SPSS Statistics version 20.0 was used for performing the statistical analysis. Associations between psychological distress, exposure to workplace bullying, psychosocial job characteristics and occupational burnout were analyzed in the logistic regression and expressed in terms of odds ratios (OR. Statistical significance was determined using the 95% confidence interval (CI level. Results: Workplace bullying was prevalent among Kaunas teachers (occasional – 8.3%, severe – 2.9%. Twenty-five percent of teachers suffered from psychological distress. High emotional exhaustion was found in 25.6% of them, high depersonalization in 10.6% and low personal achievement in 33.7% of cases. Almost a half of respondents (47.4% reported job strain and 59.6% – low social support at work. Occasional and severe bullying was associated with psychological distress after adjusting to job strain, social support and emotional exhaustion, depersonalization, personal accomplishment (adjusted OR was 3.27, 95% CI: 1.56–6.84 for occasional and 4.98, 95% CI: 1.27–19.62 for severe bullying. Conclusions: Occasional and severe bullying were strong

  12. Workplace bullying and mental health among teachers in relation to psychosocial job characteristics and burnout.

    Bernotaite, Lina; Malinauskiene, Vilija

    2017-06-19

    The objective of the study has been to assess the associations between psychological distress and exposure to workplace bullying, taking into account possible influence of adverse psychosocial job characteristics and occupational burnout in a sample of Kaunas (Lithuania) teachers. The study sample included 517 teachers from 13 secondary schools and was conducted in 2014. The participants filled in the anonymous questionnaire (response rate 71.3%). Twenty-two-item Negative Acts Questionnaire (H. Hoel and S. Einarsen) was used for measuring the exposure to workplace bullying, Goldberg 12-item General Health Questionnaire (GHQ-12) - psychological distress, Maslach Burnout Inventory (MBI) - occupational burnout, Karasek Demand-Control questionnaire - psychosocial job stressors. The IBM SPSS Statistics version 20.0 was used for performing the statistical analysis. Associations between psychological distress, exposure to workplace bullying, psychosocial job characteristics and occupational burnout were analyzed in the logistic regression and expressed in terms of odds ratios (OR). Statistical significance was determined using the 95% confidence interval (CI) level. Workplace bullying was prevalent among Kaunas teachers (occasional - 8.3%, severe - 2.9%). Twenty-five percent of teachers suffered from psychological distress. High emotional exhaustion was found in 25.6% of them, high depersonalization in 10.6% and low personal achievement in 33.7% of cases. Almost a half of respondents (47.4%) reported job strain and 59.6% - low social support at work. Occasional and severe bullying was associated with psychological distress after adjusting to job strain, social support and emotional exhaustion, depersonalization, personal accomplishment (adjusted OR was 3.27, 95% CI: 1.56-6.84 for occasional and 4.98, 95% CI: 1.27-19.62 for severe bullying). Occasional and severe bullying were strong predictors for psychological distress. Burnout did not mediate those associations. The

  13. Understanding nurse anesthetists' intention to leave their job: how burnout and job satisfaction mediate the impact of personality and workplace characteristics.

    Meeusen, Vera C H; Van Dam, Karen; Brown-Mahoney, Chris; Van Zundert, Andre A J; Knape, Hans T A

    2011-01-01

    The retention of nurse anesthetists is of paramount importance, particularly in view of the fact that the health care workforce is shrinking. Although many health care providers find their work satisfying, they often consider leaving their jobs because of the stress. Are there ways to improve this situation? This study investigated how work environment characteristics and personality dimensions relate to burnout and job satisfaction and ultimately to turnover intention among Dutch nurse anesthetists. An online self-reporting questionnaire survey was performed among Dutch nurse anesthetists. The questionnaire included scales to assess personality dimensions, work climate, work context factors, burnout, job satisfaction, and turnover intention. The research model stated that personality dimensions, work climate, and work context factors, mediated by burnout and job satisfaction, predict turnover intention. Structural equation modeling was used to test the research model. Nine hundred twenty-three questionnaires were completed (46% response rate). Burnout mediated the relationship between personality dimensions and turnover intention; job satisfaction mediated the relationship of work climate and work context factors to turnover intention. To retain nursing staff and to maintain adequate staff strength, it is important to improve job satisfaction by creating a positive work climate and work context and to prevent burnout by selecting the most suitable employees through personality assessment.

  14. The Effect of Job Characteristic, Welfare and Work Environment to Employee Performance at PT. Federal International Finance Manado

    Walangitan, Mac Donald; Mandey, S. L.; Tulandi, Christy

    2015-01-01

    Job characteristic is the determinant of the fit between person with a particular line of work that explored. Welfare is the remuneration provided by the company based on the company rules. Work environment is physical and non-physical workplaces that have direct effect on employee. The purpose of this study is to determine the influence of job characteristic, welfare and work environment on employee performance at PT. Federal International Finance Manado. The population in the study is 65 e...

  15. Job characteristics and musculoskeletal pain among shift workers of a poultry processing plant in Southern Brazil.

    Barro, Dânia; Olinto, Maria Teresa Anselmo; Macagnan, Jamile Block Araldi; Henn, Ruth Liane; Pattussi, Marcos Pascoal; Faoro, Mariana Wentz; Garcez, Anderson da Silva; Paniz, Vera Maria Vieira

    2015-01-01

    The purpose of this study was to evaluate the association between job characteristics and musculoskeletal pain among shift workers employed at a 24-hour poultry processing plant in Southern Brazil. This was a cross-sectional study of 1,103 production line workers aged 18-52 years. The job characteristics of interest were shift (day/night), shift duration, and plant sector ambient temperature. Musculoskeletal pain was defined as self-reported occupational-related pain in the upper or lower extremities and trunk, occurring often or always, during the last 12 months. The mean (SD) participant age was 30.8 (8.5) years, and 65.7% of participants were women. The prevalence of musculoskeletal pain was greater among female participants than male participants. After adjustment for job characteristics and potential confounders, the prevalence ratios (PR) of lower extremity musculoskeletal pain among female workers employed in extreme-temperature conditions those working the night shift, and those who had been working longer on the same shift were 1.75 (95% CI 1.12, 2.71), 1.69 (95% CI 1.05, 2.70), and 1.64 (95% CI 1.03, 2.62), respectively. In male workers, only extreme-temperature conditions showed a significant association with lower extremity musculoskeletal pain (PR=2.17; 95% CI 1.12, 4.22) after adjustment analysis. These findings suggest a need for implementation of measures to mitigate the damage caused by nighttime work and by working under extreme temperature conditions, especially among female shift workers, such as changing positions frequently during work and implementation of rest breaks and a workplace exercise program, so as to improve worker quality of life.

  16. The Influence of Characteristics of Men’s Job on the Timing of the First Birth in Canada

    Germain Bingoly-Liworo

    2010-12-01

    by a greater likelihood of having a first child for men whose job shows stability, compared with those whose first job is unstable and precarious. The data used are derived from the Statistics Canada 2001 General Social Survey, to which applied methods are used in event history analysis. The results validate the hypothesis, in indicating that full-time wage earners and self-employed workers have a greater likelihood of having a first child than part-time wage-earners. Results also show that the effect of characteristics of the job is limited in the first five years spent on the job. In addition, the job seems to accelerate the transition to parenthood for men married before being hired. All of the results suggest the need for family support to help young couples become established and for governments to adopt measures to encourage young people’s work integration.

  17. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics.

    Agai-Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

    2015-09-15

    Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. We performed a descriptive-analytical model of a cross-sectional study which involved 300 teachers employed in nine elementary schools. Evaluation of examined subjects included completion of a specially designed questionnaire. Among six categories of factors that generate work related stress (job demands, control, relationships, role, changes and support) control and support had the highest mean scores. Within the control category the highest levels of perceived teacher's work-related stress were caused by the following factors - changes in terms and conditions without consultation and given responsibility without the authority to take decisions. 141 out of the interviewed teachers (47%) have mentioned changes in terms and conditions without consultation as very stressful, while another 50 (16.67%) have reported it as stressful. 123 out of interviewed teachers (41%) have stated given responsibility without the authority to take decisions as very stressful, with another 105 (35%) have reported it as stressful. In the category support the highest levels of perceived teacher's work-related stress were caused by stress factors - lack of funds/resources to do the job and limited or no access to training. Out of 300 interviewed teachers, 179 (59.67%) have reported lack of funds/resources to do the job as very stressful, while another 50 (16.67%) as stressful. There is no significant relationship between the stress factor limited or no access to training and demographic and job characteristics. Our findings confirm that

  18. Studies on the pathogenesis of fever. IX. Characteristics of endogenous serum pyrogen and mechanisms governing its release.

    PETERSDORF, R G; KEENE, W R; BENNETT, I L

    1957-12-01

    The "endogenous serum pyrogen" that appears in the circulating blood after a single intravenous injection of endotoxin does not produce leukopenia in normal animals, fails to provoke the local Shwartzman reaction, and elicits no "tolerance" when injected daily. Suppression of the febrile response to endotoxin by prednisone does not prevent the appearance of pyrogen in the blood. Animals given large amounts of endotoxin daily continue to respond with high fevers despite failure of endogenous serum pyrogen to appear in detectable amounts after the first two or three injections. Analysis of the response to daily injections shows clearly that the fever during the first 2 hours after administration of endotoxin is unrelated to levels of endogenous serum pyrogen; in contrast, the magnitude of the fever after the 2nd hour correlates well with endogenous pyrogen in some instances. The leukopenic response to endotoxin could not be correlated with the appearance of endogenous serum pyrogen. The differences between endotoxin and endogenous pyrogen and the similarities between leukocyte extracts (sterile exudates) and endogenous pyrogen are summarized and discussed. Dissociation of the febrile response to bacterial endotoxin and levels of endogenous serum pyrogen are discussed and it is concluded that a mechanism involving both direct and indirect action of endotoxins offers the best explanation for the pyrogenic action of these bacterial products.

  19. Patterns of daily energy management at work: relations to employee well-being and job characteristics.

    Kinnunen, Ulla; Feldt, Taru; de Bloom, Jessica; Korpela, Kalevi

    2015-11-01

    The present study aimed at identifying subgroups of employees with similar daily energy management strategies at work and finding out whether well-being indicators and job characteristics differ between these subgroups. The study was conducted by electronic questionnaire among 1122 Finnish employees. First, subgroups of employees with unique and distinctive patterns of energy management strategies were identified using latent profile analysis. Second, differences in well-being indicators and job characteristics between the subgroups were investigated by means of ANCOVA. Four subgroups (i.e., patterns) were identified and named: Passives (n = 371), Averages (n = 390), Casuals (n = 272) and Actives (n = 89). Passives used all three (i.e., work-related, private micro-break and physical micro-break) strategies less frequently than other subgroups, whereas Actives used work-related and physical energy management strategies more frequently than other subgroups. Averages used all strategies on an average level. Casuals' use of all strategies came close to that of Actives, notably in a shared low use of private micro-break strategies. Active and Casual patterns maintained vigor and vitality. Autonomy and social support at work played a significant role in providing opportunities for the use of beneficial energy management strategies. Autonomy and support at work seem to support active and casual use of daily energy management, which is important in staying energized throughout the working day.

  20. Job stress and behavioral characteristics in relation to coronary heart disease risk among Japanese police officers.

    Shiozaki, Maki; Miyai, Nobuyuki; Morioka, Ikuharu; Utsumi, Miyoko; Hattori, Sonomi; Koike, Hiroaki; Arita, Mikio; Miyashita, Kazuhisa

    2017-08-08

    This study examined the association between job-related behavioral characteristics and the risk of coronary heart diseases (CHD) in Japanese male police officers. Compared to office clerks, police officers exhibited greater age-related increases of the prevalence of CHD risk factors, and a clustering number of CHD risk factors was significantly higher in the group of those over 45 yr of age. Among the police officers, coronary-prone behavior was more frequent than that seen in office clerks. The police officers with coronary-prone behavior tended to engage in shift work and to work overtime more; yet they were less likely to perceive job stress and to express the relevant physical and psychological symptoms than those without coronary-prone behavior. The subjects with such behavioral characteristics had a significantly greater number of CHD risk factors. In a multiple regression analysis, coronary-prone behavior together with age, social support, walking hours per day, and amount of alcohol consumption were selected as significant determinants of a cluster of CHD risk factors. These results suggest that coronary-prone behavior may contribute to the higher prevalence of CHD risk factors in police officers via leading the long working hours and the work-related unfavorable lifestyles, such as alcohol drinking and physical inactivity.

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

    Nielsen, Karina; Cleal, Bryan

    2010-04-01

    Flow (a state of consciousness where people become totally immersed in an activity and enjoy it intensely) has been identified as a desirable state with positive effects for employee well-being and innovation at work. Flow has been studied using both questionnaires and Experience Sampling Method (ESM). In this study, we used a newly developed 9-item flow scale in an ESM study combined with a questionnaire to examine the predictors of flow at two levels: the activities (brainstorming, planning, problem solving and evaluation) associated with transient flow states and the more stable job characteristics (role clarity, influence and cognitive demands). Participants were 58 line managers from two companies in Denmark; a private accountancy firm and a public elder care organization. We found that line managers in elder care experienced flow more often than accountancy line managers, and activities such as planning, problem solving, and evaluation predicted transient flow states. The more stable job characteristics included in this study were not, however, found to predict flow at work. Copyright 2010 APA, all rights reserved.

  2. Impacts of teachers’ competency on job performance in research universities with industry characteristics: Taking academic atmosphere as moderator

    Anguo Xu

    2014-10-01

    Full Text Available Purpose: Research universities with industry characteristics play an irreplaceable role in national economic development and social development. With the rapid development of research universities with industry characteristics in China, these universities face new challenges in managing teachers and promoting their quality. This paper aims to examine the impact of teachers’ competency on job performance in research university with industry characteristics Design/methodology/approach: Based on the behavioral event interview and questionnaire methods, a four-dimension (i.e. basic quality, teaching ability, industry awareness and research capacity competency model was proposed, the influence mechanism of competency on job performance was examined using empirical research. Findings: We found that there is a significant positive correlation between the teachers’ competency level, four dimensions and job performance in research universities with industry characteristics, especially between research capacity, teaching ability, industry awareness and job performance. And academic atmosphere plays a regulatory role in the interaction between the competency and job performance. Practical implications: Our findings can help to improve the management level of teachers in research universities with industry characteristics.Originality/value: The paper introduces the competency theory to the teacher management in research universities with industry characteristics, and gives some interesting findings.

  3. Individual Characteristics Influencing Physicians’ Perceptions of Job Demands and Control: The Role of Affectivity, Work Engagement and Workaholism

    Greta Mazzetti

    2016-06-01

    Full Text Available The first purpose of the present study was to investigate the role of individual characteristics, i.e., positive and negative affectivity, in explaining the different perception of job control and job demands in a particularly demanding environment such as the healthcare setting. In addition, we aimed to explore the mediational role of work engagement and workaholism using the Job Demands-Resources Model as a theoretical framework. Data were collected using a sample of 269 Italian head physicians working in nine general hospitals. To test our hypotheses, the collected data were analyzed with structural equation modeling. Moreover, Sobel Test and bootstrapping were employed to assess the mediating hypotheses. Our results indicated that positive affectivity is related to work engagement, which, in its turn, showed a positive association with job control. In addition, workaholism mediated the relationship between negative affectivity and job demands. All in all, this study represents a first attempt to explore the role of trait affectivity as a dispositional characteristic able to foster the level of work engagement and workaholism exhibited by employees and, in turn, to increase the perceived levels of job control and job demands.

  4. Individual Characteristics Influencing Physicians' Perceptions of Job Demands and Control: The Role of Affectivity, Work Engagement and Workaholism.

    Mazzetti, Greta; Biolcati, Roberta; Guglielmi, Dina; Vallesi, Caryn; Schaufeli, Wilmar B

    2016-06-06

    The first purpose of the present study was to investigate the role of individual characteristics, i.e., positive and negative affectivity, in explaining the different perception of job control and job demands in a particularly demanding environment such as the healthcare setting. In addition, we aimed to explore the mediational role of work engagement and workaholism using the Job Demands-Resources Model as a theoretical framework. Data were collected using a sample of 269 Italian head physicians working in nine general hospitals. To test our hypotheses, the collected data were analyzed with structural equation modeling. Moreover, Sobel Test and bootstrapping were employed to assess the mediating hypotheses. Our results indicated that positive affectivity is related to work engagement, which, in its turn, showed a positive association with job control. In addition, workaholism mediated the relationship between negative affectivity and job demands. All in all, this study represents a first attempt to explore the role of trait affectivity as a dispositional characteristic able to foster the level of work engagement and workaholism exhibited by employees and, in turn, to increase the perceived levels of job control and job demands.

  5. Do Job Security Guarantees Work?

    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...

  6. Socioeconomic and gender inequalities in job dissatisfaction among Japanese civil servants: the roles of work, family and personality characteristics.

    Sekine, Michikazu; Tatsuse, Takashi; Cable, Noriko; Chandola, Tarani; Marmot, Michael

    2014-01-01

    This study examines (1) whether there are employment grade and gender differences in job dissatisfaction and (2) whether work, family, and personality characteristics explain grade and gender differences in job dissatisfaction. The participants were 3,812 civil servants, aged 20-65, working at a local government in Japan. In both males and females, low control, low social support, work-to-family conflict, type A behaviour pattern and negative affectivity were significantly associated with job dissatisfaction. In females, high demands, long work hours and being unmarried were also associated with job dissatisfaction. Among males, in comparison with the highest grade employees, the age-adjusted odds ratio (OR) for job dissatisfaction in the lowest grade employees was 1.90 (95% CI: 1.40-2.59). The grade differences reduced to 1.08 (0.76-1.54) after adjustment for work, family and personality characteristics. Among females, similar grade differences were observed, although the differences were not statistically significant. In comparison with males, the age-adjusted OR in females for job dissatisfaction was 1.32 (1.14-1.52). This gender difference was reduced to 0.95 (0.79-1.14) following adjustment for the other factors. The majority of employees belong to low to middle grades, and female employees have increased. Reducing grade and gender differences in work and family characteristics is needed.

  7. Socioeconomic and Gender Inequalities in Job Dissatisfaction among Japanese Civil Servants: The Roles of Work, Family and Personality Characteristics

    SEKINE, Michikazu; TATSUSE, Takashi; CABLE, Noriko; CHANDOLA, Tarani; MARMOT, Michael

    2014-01-01

    Abstract: This study examines (1) whether there are employment grade and gender differences in job dissatisfaction and (2) whether work, family, and personality characteristics explain grade and gender differences in job dissatisfaction. The participants were 3,812 civil servants, aged 20–65, working at a local government in Japan. In both males and females, low control, low social support, work-to-family conflict, type A behaviour pattern and negative affectivity were significantly associated with job dissatisfaction. In females, high demands, long work hours and being unmarried were also associated with job dissatisfaction. Among males, in comparison with the highest grade employees, the age-adjusted odds ratio (OR) for job dissatisfaction in the lowest grade employees was 1.90 (95% CI: 1.40–2.59). The grade differences reduced to 1.08 (0.76–1.54) after adjustment for work, family and personality characteristics. Among females, similar grade differences were observed, although the differences were not statistically significant. In comparison with males, the age-adjusted OR in females for job dissatisfaction was 1.32 (1.14–1.52). This gender difference was reduced to 0.95 (0.79–1.14) following adjustment for the other factors. The majority of employees belong to low to middle grades, and female employees have increased. Reducing grade and gender differences in work and family characteristics is needed. PMID:25055848

  8. The effect of in vitro mycorrhization on growth characteristics, changes in endogenous hormones and performance of microplants in potato (Solanum tuberosum L.

    Khosro PARVIZI

    2015-12-01

    Full Text Available Potato (Solanum tuberosum L. plantlets were inoculated in vitro with an arbuscular mycorrhizal fungus (Glomus intraradices and their growth response, performance and endogenous hormonal status evaluated. A factorial experiment based on a completely randomized design consisting of two potato cultivars (Agria and Sante and four culture media was conducted with four replications. The culture media included non-inoculated Murashige and Skoog (MS medium (control, inoculated MS medium, inoculated half-strength MS medium and inoculated MS medium without vitamins and sugar. To do inoculation, germinated spores of fungus were transferred to the root zone of plantlets. Colonization percentage, total chlorophyll content, internodes and stolon length, shoot diameter, shoot and root fresh and dry weight, leaf area and the level of three endogenous hormones (total auxins, gibberellins and cytokinins were determined. In addition, mini-tuber production was assayed quantitatively and qualitatively. Results demonstrated that the effect of two factors on all characteristics including mini-tuber production was different significantly. Interaction between cultivar and inoculation systems was significantly associated with endogen auxins as well as all range of mini-tuber production. The inoculated MS medium showed the better results, but it did not have significant difference to half-strength MS in terms of plantlet performance and growing parameters. Responses of both cultivars to inoculation were very conspicuous in the production of endogen hormones. Higher endogen hormone levels were associated with elevated growth parameters, greater biomass production and better plantlet performance.

  9. Gender, Parenthood and Wage Differences: The Importance of Time-Consuming Job Characteristics.

    Magnusson, Charlotta; Nermo, Magnus

    2017-01-01

    Using data from the Swedish Level of Living Survey (2000, 2010), we investigate how the gender wage gap varies with occupational prestige and family status and also examine the extent to which this gap is explained by time-consuming working conditions. In addition, we investigate whether there is an association between parenthood, job characteristics and wage (as differentiated by gender). The analyses indicate that there are gender differences regarding prestige-based pay-offs among parents that are partly explained by fathers' greater access to employment characterized by time-consuming conditions. Separate analyses for men and women demonstrate the presence of a marriage wage premium for both genders, although only men have a parenthood wage premium. This fatherhood premium is however only present in high-prestigious occupations. Compared with childless men, fathers are also more advantaged in terms of access to jobs with time-consuming working conditions, but the wage gap between fathers and childless men is not explained by differences in access to such working conditions.

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

    Gijbels, David; Raemdonck, Isabel; Vervecken, Dries

    2010-01-01

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

  11. Job satisfaction among mental healthcare professionals: The respective contributions of professional characteristics, team attributes, team processes, and team emergent states

    Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie

    2017-01-01

    Objectives: The aim of this study was to determine the respective contribution of professional characteristics, team attributes, team processes, and team emergent states on the job satisfaction of 315 mental health professionals from Quebec (Canada). Methods: Job satisfaction was measured with the Job Satisfaction Survey. Independent variables were organized into four categories according to a conceptual framework inspired from the Input-Mediator-Outcomes-Input Model. The contribution of each category of variables was assessed using hierarchical regression analysis. Results: Variations in job satisfaction were mostly explained by team processes, with minimal contribution from the other three categories. Among the six variables significantly associated with job satisfaction in the final model, four were team processes: stronger team support, less team conflict, deeper involvement in the decision-making process, and more team collaboration. Job satisfaction was also associated with nursing and, marginally, male gender (professional characteristics) as well as with a stronger affective commitment toward the team (team emergent states). Discussion and Conclusion: Results confirm the importance for health managers of offering adequate support to mental health professionals, and creating an environment favorable to collaboration and decision-sharing, and likely to reduce conflicts between team members. PMID:29276591

  12. Job satisfaction among mental healthcare professionals: The respective contributions of professional characteristics, team attributes, team processes, and team emergent states.

    Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie

    2017-01-01

    The aim of this study was to determine the respective contribution of professional characteristics, team attributes, team processes, and team emergent states on the job satisfaction of 315 mental health professionals from Quebec (Canada). Job satisfaction was measured with the Job Satisfaction Survey. Independent variables were organized into four categories according to a conceptual framework inspired from the Input-Mediator-Outcomes-Input Model. The contribution of each category of variables was assessed using hierarchical regression analysis. Variations in job satisfaction were mostly explained by team processes, with minimal contribution from the other three categories. Among the six variables significantly associated with job satisfaction in the final model, four were team processes: stronger team support, less team conflict, deeper involvement in the decision-making process, and more team collaboration. Job satisfaction was also associated with nursing and, marginally, male gender (professional characteristics) as well as with a stronger affective commitment toward the team (team emergent states). Results confirm the importance for health managers of offering adequate support to mental health professionals, and creating an environment favorable to collaboration and decision-sharing, and likely to reduce conflicts between team members.

  13. Job Characteristics and Their Implications on the Satisfaction Levels of Call Center Employees: a study on a large telecommunications company

    Ana Cristina dos Anjos Grilo Pinto de Sá

    2014-12-01

    Full Text Available Standardization of answers and cost reduction efforts have provided a specific relevance to call centers in the commercial strategy of many service companies. The aim of this research is to analyze to what extent job characteristics, as identified by Hackman and Oldham (1980, are essential determinants for the level of satisfaction of the contact employee in a call center. Indeed, literature clearly suggests that job characteristics have a huge influence on employees´ work performance, their level of satisfaction, and, as a consequence, on the quality of services provided to the customers. In order to answer these questions, we have performed a case study, based on a questionnaire survey. Findings reveal that employees feel that their jobs are highly structured and that they are being closely monitored, what might worsen their performance regarding the contact with the customer, mainly in what concerns customization, flexibility and adequate answer in a single contact. In order to increase frontline employees’ performance, a proposal that enhances job autonomy and values intrinsic satisfaction is made. The research suggests the need to change the way companies view contact employee’s job, in a call center context, not always perceived and designed as strategic or determinant for customers’ satisfaction, which calls for additional institutional investment in the redesign of such job.

  14. Relationships between coping strategies, individual characteristics and job satisfaction in a sample of hospital nurses: cross-sectional questionnaire survey.

    Golbasi, Zehra; Kelleci, Meral; Dogan, Selma

    2008-12-01

    This study aims to describe and compare the job satisfaction, coping strategies, personal and organizational characteristics among nurses working in a hospital in Turkey. In this cross-sectional survey design study, 186 nurses from Cumhuriyet University Hospital completed Personal Data Form, Minnesota Satisfaction Questionnaire and Ways of Coping Inventory. Response rate was 74.4%. In this study, it was found that job satisfaction score of nurses showed moderate (mean: 3.46+/-0.56) was found. While nurses mostly used to employ self-confident and optimistic approaches that had already being considered as positive coping strategies with stress, yielding and helpless approaches were employed less than that. While a statistically significant positive relation (pjob satisfaction and dimensions of Ways of Coping Inventory "self-confident approach" and "optimistic approach", negative relation (pjob satisfaction and dimensions of the "helpless approach". Organizational and individual nurse characteristics were not found to be associated with job satisfaction. But, job satisfaction of the nurses who is bounded by a contract was found higher than that of permanent staff nurses (pjob satisfaction of Turkish hospital nurses was at a moderate and that of the nurses who succeeded to coping with the stress was heightened. Higher levels of job satisfaction were associated with positive coping strategies. This study contributes to a growing body of evidence demonstrating the importance of coping strategies to nurses' job satisfaction.

  15. Worker Characteristics moderate the Impact of Socio - technical Workplace Interventions on Job Satisfaction

    Mörtl, Peter; Schafler, Marlene; Lacueva-Pérez, Francisco José

    2017-01-01

    Workers’ job satisfaction is considered a critical indicator for the effectiveness of socio-technical interventions in the work place. However, job satisfaction represents a complex psychological phenomenon with many contributing factors that can be difficult to assess. To facilitate assessments of job satisfaction we review psychological theories and metrics of job satisfaction to investigate implications for socio-technical interventions. The findings suggest that the design and introductio...

  16. The impact of nursing education and job characteristics on nurse's perceptions of their family nursing practice skills.

    Svavarsdottir, Erla Kolbrun; Sigurdardottir, Anna Olafia; Konradsdottir, Elisabet; Tryggvadottir, Gudny Bergthora

    2018-04-25

    Implementing family system nursing in clinical settings is on the rise. However, little is known about the impact of graduate school education as well as continuing education in family systems nursing (FSN) on nurses' perceptions of their family nursing practice. To evaluate the level of nursing education, having taken a continuing hospital educational course in family system nursing (FN-ETI programme), and the impact of job characteristics on nurses' perceptions of their family nursing practice skills. Participants were 436 nurses with either a BSc degree or graduate degree in nursing. The Job Demand, Control and Support model guided the study (R. Karasek and T. Theorell, 1992, Healthy Work: Stress, Productivity, and the Reconstruction of Working Life, Basic Books, New York, NY). Scores for the characteristics of job demands and job control were created to categorise participants into four job types: high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control) and active (high demand, high control). Nurses with a graduate education who had taken the FN-ETI programme scored significantly higher on the Family Nursing Practice Scale than nurses with an undergraduate education. Nurses who were characterised as low strain or active scored significantly higher on the Family Nursing Practice Scale than the nurses who were characterised as high strain. Further, the interaction of education by job type was significant regarding family nursing practice skills. Hierarchical regression revealed 25% of the variance in family nursing practice skills was explained by job control, family policy on the unit, graduate education and employment on the following divisions: Maternal-Child, Emergency, Mental Health or Internal Medicine. Graduate education plus continuing education in FSN can offer nurses increased job opportunities more control over one's work as well as increased skills working with families in clinical settings.

  17. The Importance of Fitting Personality Dimensions and Job Characteristics in Employees in the Hotel Management

    Ana Jovičić

    2011-07-01

    Full Text Available The aim of this paper is to present the importance of the connection between personality dimensions of employees with the characteristics of their job in order to achieve more productive work and accomplish maximum customer satisfaction, as well as to create competitive advantage. The survey was conducted on a sample of 50 employees in the hotel “Prezident” in Novi Sad. In the survey was used the questionnaire of personality dimensions of the big five, and traits that have been described in this questionnaire are extroversion, conscientiousness, pleasantness, openness to new experiences and negative affectivity. The results of the survey show that in the selected facility prevail positive personality dimensions, and the negative affectivity is at its lowest level. For that reason this hotel should serve as an example of how to coordinate work in hotel management with the personality dimensions of employees, all in the service of satisfaction of guests. In that sense a very important role has the sector of human resources whose task is identifying personality characteristics and fitting personality characteristics with business activities that an individual performs, and the development of emotional intelligence which is especially important in hotel management.

  18. Exogenous vs. Endogenous Separation

    Ramey, Garey

    2008-01-01

    This paper assesses how various approaches to modelling the separation margin a¤ect the ability of the Mortensen-Pissarides job matching model to explain key facts about the aggregate labor market. Allowing for realistic time variation in the separation rate, whether exogenous or endogenous, greatly in- creases the unemployment variability generated by the model. Speci…cations with exogenous separation rates, whether constant or time-varying, fail to pro- duce realistic volatility and prod...

  19. Effects of work environment and job characteristics on the turnover intention of experienced nurses: The mediating role of work engagement.

    Wan, Qiaoqin; Li, Zhaoyang; Zhou, Weijiao; Shang, Shaomei

    2018-01-19

    To assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention. The nursing shortage is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses. A descriptive, cross-sectional survey design. A total of 778 experienced nurses from seven hospitals was surveyed on their work engagement, job characteristics, work environment and turnover intention in March-May 2017. Structural equation modelling was used to test a theoretical model and the hypotheses. The results showed that 35.9% of experienced nurses had high-level turnover intention. The final model explained 50% of the variance in experienced nurses' turnover intention and demonstrated that: (1) work environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work environment and turnover intention; and (2) job characteristics were positively related to higher work engagement and lower turnover intention and work engagement fully mediated the relationship between job characteristics and turnover intention. The study confirms the intrinsic and extrinsic motivators on work engagement posited by job demands-resources model. Theory-driven strategies to improve work environment, enhance job characteristics and promote wok engagement are needed to address the nursing shortage and high turnover intention among experienced nurses. © 2018 John Wiley & Sons Ltd.

  20. The role of collective labor contracts and individual characteristics on job satisfaction in Tuscan nursing homes.

    Vainieri, Milena; Smaldone, Pierluigi; Rosa, Antonella; Carroll, Kathleen

    2017-08-23

    The role played by remuneration strategies in motivating health care professionals is one of the most studied factors. Some studies of nursing home (NH) services, while considering wages and labor market characteristics, do not explicitly account for the influence of the contract itself. This study investigates the relationship between the labor contracts applied in 62 Tuscan NHs and NH aides' job satisfaction with two aims: to investigate the impact of European contracts on employee satisfaction in health care services and to determine possible limitations of research not incorporating these contracts. We apply a multilevel model to data gathered from a staff survey administered in 2014 to all employees of 62 NHs to analyze two levels: individual and NH. Labor contracts were introduced into the model as a variable of NH. Findings show that the factors influencing nursing aides' satisfaction occur at both the individual and NH levels. Organizational characteristics explain 16% of the variation. For individual characteristics, foreign and temporary workers emerge as more satisfied than others. For NH variables, results indicate that the labor contract with the worst conditions is not associated with lower workers' satisfaction. Although working conditions play a relevant role in the job satisfaction of aides, labor contracts do not seem to affect it. Interestingly, aides of the NHs with the contract having the best conditions register a significantly lower level of satisfaction compared to the NHs with the worst contract conditions. This suggests that organizational factors such as culture, team work, and other characteristics, which were not explicitly considered in this study, may be more powerful sources of worker satisfaction than labor contracts. Our analysis has value as a management tool to consider alternative sources as well as the labor contract for employee incentives.This is an open-access article distributed under the terms of the Creative Commons

  1. Using Information Systems to Leverage Knowledge Management Processes: The Role of Work Context, Job Characteristics and Task-Technology Fit

    Çev.: Nazlı Alkan

    2017-03-01

    Full Text Available This study focus on how an individual's particular work context, job characteristics and knowledge-related job requirements affect the relationship between task-technology fit (TTF and the use of information systems (IS in knowledge management activities. The literature on Knowledge Management (KM and Knowledge Management Systems (KMS is reviewed to identify relevant constructs and their dimensions. Based on this analysis, a model is proposed and tested. Our findings suggest that providing appropriate IT tools that fit tasks alone is no guarantee that they will be employed to leverage the acquisition, transfer and reuse of knowledge. Certain characteristics of jobs, driven by particular work contexts, generate greater need and opportunity for knowledge use. These latter factors moderate the relationship between TTF and actual use of IS for KM purposes: the greater the need and opportunity to conduct knowledgerelated activities, the stronger the relationship between TTF and actual IS use.

  2. Jobs, Jobs, Jobs!

    Jacobson, Linda

    2011-01-01

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

  3. Endogenous antipyretics.

    Roth, Joachim

    2006-09-01

    The febrile increase of body temperature is regarded as a component of the complex host response to infection or inflammation that accompanies the activation of the immune system. Late phases of fever appear mediated by pro-inflammatory cytokines called endogenous pyrogens. The rise of body temperature is beneficial because it accelerates several components of the activated immune system. To prevent an excessive and dangerous rise of body temperature the febrile response is controlled, limited in strength and duration, and sometimes even prevented by the actions of endogenous antipyretic substances liberated systemically or within the brain during fever. In most cases the antipyretic effects are achieved by an inhibitory influence on the formation or action of endogenous pyrogens, or by effects on neuronal thermoregulatory circuits that are activated during fever. Endogenous antipyretic substances include steroid hormones, neuropeptides, cytokines and other molecules. It is the purpose of this review to consider the current state in the research on endogenous antipyretic systems.

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

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

    2012-07-01

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

  5. Second Job Entrepreneurs.

    Gruenert, Jeffrey C.

    1999-01-01

    Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)

  6. Impact of role-, job- and organizational characteristics on Nursing Unit Managers' work related stress and well-being.

    Van Bogaert, Peter; Adriaenssens, Jef; Dilles, Tinne; Martens, Daisy; Van Rompaey, Bart; Timmermans, Olaf

    2014-11-01

    To study the impact of role, job- and organizational characteristics on nurse managers' work related stress and well-being such as feelings of emotional exhaustion, work engagement, job satisfaction and turnover intention. Various studies investigated role-, job- and organizational characteristics influencing nurse-related work environments. Research on nurse managers' related work environments define influencing factors, but, a clear understanding of the impact of nurse-managers' work-environment characteristics on their work related stress and well-being is limited. A cross-sectional design with a survey. A cross-sectional survey (N = 365) was carried out between December 2011-March 2012. The questionnaire was based on various validated measurement instruments identified by expert meetings (e.g. staff nurses, nurse managers and executives and physicians). Hierarchical regression analyses were performed using emotional exhaustion, work engagement, job satisfaction and turnover intentions as outcome variables. Study results showed one out of six nursing unit managers have high to very high feelings of emotional exhaustion and two out of three respondents have high to very high work engagement. Hierarchical regression models showed that role conflict and role meaningfulness were strong predictors of nursing unit managers' work related stress and well-being, alongside with job- and organizational characteristics. Several risk factors and stimulating factors influencing nurse unit managers' work related stress and well-being were identified. Further challenges will be to develop proper interventions and strategies to support nursing unit managers and their team in daily practice to deliver the best and safest patient care. © 2014 John Wiley & Sons Ltd.

  7. Incidence of workers compensation indemnity claims across socio-demographic and job characteristics.

    Du, Juan; Leigh, J Paul

    2011-10-01

    We hypothesized that low socioeconomic status, employer-provided health insurance, low wages, and overtime were predictors of reporting workers compensation indemnity claims. We also tested for gender and race disparities. Responses from 17,190 (person-years) Americans participating in the Panel Study of Income Dynamics, 1997-2005, were analyzed with logistic regressions. The dependent variable indicated whether the subject collected benefits from a claim. Odds ratios for men and African-Americans were relatively large and strongly significant predictors of claims; significance for Hispanics was moderate and confounded by education. Odds ratios for variables measuring education were the largest for all statistically significant covariates. Neither low wages nor employer-provided health insurance was a consistent predictor. Due to confounding from the "not salaried" variable, overtime was not a consistently significant predictor. Few studies use nationally representative longitudinal data to consider which demographic and job characteristics predict reporting workers compensation indemnity cases. This study did and tested some common hypotheses about predictors. Copyright © 2011 Wiley-Liss, Inc.

  8. Do Job Satisfaction and Demographic Characteristics of Female Teachers Influence Their Affective Commitment to Schools?

    Dinc, M. Sait; Kocyigit, Zubeyde

    2017-01-01

    The main purpose of this paper is to examine the effect of ethical leadership on teachers' job satisfaction, and affective commitment in an education sector. This study proposes that ethical leadership has a significant and positive effect on overall job satisfaction and affective commitment. Moreover, it suggests that ethical leadership has an…

  9. Job and Work Design

    Van den Broeck, Anja; Parker, Sharon K.

    2017-01-01

    Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...

  10. 12-month trajectories of depressive symptoms among nurses-Contribution of personality, job characteristics, coping, and burnout.

    Duan-Porter, Wei; Hatch, Daniel; Pendergast, Jane F; Freude, Gabriele; Rose, Uwe; Burr, Hermann; Müller, Grit; Martus, Peter; Pohrt, Anne; Potter, Guy

    2018-07-01

    Job related factors have been associated with higher risk for developing depression, but past studies lacked full consideration of individual factors such as personality and coping. We sought to evaluate associations of personality, coping, job characteristics, and burnout with 12-month trajectories of depressive symptoms among nursing workers. Cohort of nursing workers (N = 281) in a private hospital system, with baseline assessments of personality, job characteristics, and coping. Burnout and depression were measured at baseline and during monthly follow-ups. Linear mixed modeling was used to examine contributions to between- and within-individual variation in monthly depressive symptoms. Personality trait of negative affectivity accounted for 36% of between-individual variation in depressive symptoms over 12 months, while job characteristics and coping explained an additional 5% and 8% of this variation, respectively. Exhaustion dimension of burnout was associated with between-individual variation in depressive symptoms (fixed effect β coefficient 2.44, p < 0.001), but not with within-individual variation in symptoms. Disengagement dimension of burnout was not associated with between-individual variation in depressive symptoms, but contributed to within-individual variation in depressive symptoms over time (fixed effect β coefficient 0.52, p = 0.01). Participants were nursing workers within a single hospital system. Participants who were excluded due to missing baseline data were more likely of non-white race, which may also limit the generalizability of our results. We used latent variables to represent certain job and coping characteristics, which may make our results less comparable with other studies examining the role of these factors in work-associated depression. Future interventions to prevent depression in healthcare workers should consider multiple job and individual factors. Potential components include strategies to manage negative

  11. Analysis of the Effect of Individual Characteristics, Employees’ Competency and Organizational Climate on Job Satisfaction and Employees’ Performance at a State-Owned Trading Company in Indonesia

    SYAIFUDDIN

    2017-08-01

    Full Text Available Job satisfaction and employees’ performance are important for the organization to improve the company's competitive value. This research aims to know the influence of individual characteristic, employees’ competency and organizational climate toward job satisfaction and its implication on employees’ performance. The research method used in this research is cross sectional survey. The population of this research was from 4 cities with a total sample of 51 employees. Moreover, this research applied structural equation modeling with Partial Least Square approach for analyzing the data. The results showed that individual characteristics do not effect on job satisfaction, while employees’ competency and organizational climate have a significant effect on job satisfaction. Then, job satisfaction has a significant effect on employees’ performance. It is necessary to conduct training and education programs along with flexible structural support and adequate rewards for the employees to improve the job satisfaction. Those aspects are expected to improve the employees’ performance.

  12. The relationship between patients' perceptions of care quality and three factors: nursing staff job satisfaction, organizational characteristics and patient age.

    Kvist, Tarja; Voutilainen, Ari; Mäntynen, Raija; Vehviläinen-Julkunen, Katri

    2014-10-18

    The relationship between nurses' job satisfaction and their perceptions of quality of care has been examined in previous studies. There is little evidence, however, about relationships between the job satisfaction of nursing staff and quality of care perceived by the patients. The aim of this study was to analyze, how the job satisfaction of nursing staff, organizational characteristics (hospital and unit type), and patients' age relate to patients' perceptions of the quality of care. The study was cross-sectional and descriptive, based on a secondary analysis of survey data acquired during the At Safe study in Finland. The study included 98 units at four acute care hospitals between autumn 2008 and spring 2009. The participants were 1909 patients and 929 nursing staff. Patients' perceptions of quality of care were measured using the 42-item RHCS questionnaire. Job satisfaction of nursing staff was measured with the 37-item KUHJSS scale. Statistical analyses included descriptive statistics, principal component analysis, t-tests, analysis of variance, linear regression, and multivariate analysis of variance. Patients' perceptions of overall quality of care were positively related to general job satisfaction of nursing staff. Adequate numbers of staff appeared to be the clearest aspect affecting quality of care. Older patients were more satisfied with staff number than younger patients. Patients cared for in outpatient departments felt more respected than patients in wards, whereas patients in wards reported better care of basic needs (e.g., hygiene, food) than outpatients. The evaluation of resources by nursing staff is related to patients' perceptions of the adequacy of nursing staff levels in the unit. The results emphasize the importance of considering patients' perceptions of the quality of care and assessments by nurses of their job satisfaction at the hospital unit level when evaluating quality of care.

  13. Motivational Mechanisms in the Relation between Job Characteristics and Employee Functioning.

    Olafsen, Anja H; Halvari, Hallgeir

    2017-08-07

    This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. In particular, task autonomy had a positive relation to autonomy satisfaction (p motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p motivation and between the basic needs and work performance (p motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.

  14. Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

    Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

    2009-04-01

    Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status

  15. Testing causal models of job characteristics and employee well-being : a replication study using cross-lagged structural equation modelling

    Doest, ter L.; Jonge, de J.

    2006-01-01

    This study re-evaluated causal relationships between job characteristics (demands, autonomy, social support) and employee well-being (job satisfaction, emotional exhaustion) in a methodological replication of De Jonge et al.'s (2001) two-wave panel study. The principal difference was the 2-year time

  16. The Moderating Role of Self-Regulated Learning in Job Characteristics and Attitudes towards Web-Based Continuing Learning in the Airlines Workplace

    Lin, Xiao-fan; Liang, Jyh-Chong; Tsai, Chin-Chung; Hu, Qintai

    2018-01-01

    With the increasing importance of adult and continuing education, the present study aimed to examine the factors that influence continuing web-based learning at work. Three questionnaires were utilised to investigate the association of the job characteristics from Karasek et al.'s (1998) job demand-control-support model and the self-regulated…

  17. The Effects of Employees’ Individual Characteristics on Job Satisfaction: A Public Bank Case

    Mehmet Merve Özaydın

    2014-03-01

    Full Text Available The raising importance of rivalry between the employees in the relations of producti on nowadays, makes the adaptation between worker and work more substantial. The job satisfaction which expresses the employee’s contentment about his/her job becomes a target for the employee and also for the firm based on the provided material/ moral satiety. In the services sector which consists of human resources as itsmost leading and determinant input, building a relationship between the specialties of work and intelligence, skills and abilities of workers depending on job satisfaction is decisive for individual and organizational success also. In the banking sector which is a crucial member of services sector because of the dimensions of the usage of high technology, the need of quality services production and the competition, satisfaction of employees becomes significant. This study aims to investigate the effects of individual factors (age, gender, marital status, education level, operating status of branch/operating status of head office, title, service time, the existence or nonexistence of other bankers in the family, expectations for the future on job satisfaction. In the consequence of a field work about a public bank, it’s found out that the level of bank personnel’s job satisfaction is changed by the effect of individual factors.

  18. The relation characteristics of personality of managers working in Iran University of Medical Sciences with success and desirable job.

    Atefi Manesh, Pezhman; Saleh Ardestani, Abbas; Kermani, Behnaz; Rezapoor, Aziz; Sarabi Asiabar, Ali

    2015-01-01

    Several studies suggest the existence of an effective relationship between individuals'characteristics and important factors such as occupational and organizational performance, job satisfaction, organizational commitment, and etc. This study was designed based on the dimensions of personality (introversion /extroversion) of managers of Iran University of Medical Sciences at three levels (executive, middle and senior) with their career success rate. This was a cross-sectional descriptive study, whose population was all managers of Iran University of Medical Sciences. To collect data, two valid and reliable questionnaires were used. The first questionnaire assessed personality characteristics of each director, and the second measured occupational success. Related tests such as Pearson correlation test and independent comparison (independent t-test) at a significance level of 0.05 were used for data analysis. Findings revealed no significant relationship between variables of introversion and extroversion and occupational success among the senior managers, (p> 0.05). However, there was a direct but incomplete relationship between introversion and extroversion, which correlated with job success among middle and executives managers. It seems that in all three levels of managers, if the managers communicated more with employees and if the subject of communication was more of executive nature, the correlation rate would increase between extroversion and introversion with job success variables. Therefore, it is suggested to give attention to organizational interaction and communication, and contingency variables such as organization condition, structure, formality and complexity.

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

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

    2015-01-01

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

  20. Characteristics and job satisfaction of general practitioners using complementary and alternative medicine in Germany--is there a pattern?

    Joos, Stefanie; Musselmann, Berthold; Szecsenyi, Joachim; Goetz, Katja

    2011-12-19

    The use of Complementary and Alternative medicine (CAM) has increased over the past years. In Germany, many general practitioners (GPs) use CAM in their daily practice. However, little is known about possible differences of GPs using CAM compared to GPs not using CAM. The aim of the study was to explore differences in personal and practice characteristics, work load and job satisfaction of GPs depending on their use of and attitude towards CAM. Furthermore, predictors for CAM use should be explored. A questionnaire was developed based on qualitatively derived data. In addition, a validated instrument assessing job satisfaction was included in the questionnaire, which was sent to 3000 randomly selected GPs in Germany. 1027 returned the questionnaire of which 737 indicated to use CAM in daily practice. We found that GPs using CAM are more female, younger and have a trend towards a healthier life style. Their practices have higher proportions of privately insured patients and are slightly better technically equipped with ultrasound. GPs with a positive attitude had significant better values within the job satisfaction scale and lower working hours per week compared to GPs with neutral/negative attitude. Significant predictors for CAM use were a positive attitude towards CAM, holding a special qualification in CAM, own CAM use and the availability of an ultrasound in practice. The identified differences suggest that those GPs using and believing in CAM have a different medical orientation and approach which in turn may influence their job satisfaction. With this finding CAM use turns out to be a relevant factor regarding job satisfaction and, with this, may be a possible lever to counteract the growing dissatisfaction of GPs in Germany. This finding could also be important for designing strategies to promote the recruitment of young doctors to general practice.

  1. Characteristics and job satisfaction of general practitioners using complementary and alternative medicine in Germany - is there a pattern?

    Joos Stefanie

    2011-12-01

    Full Text Available Abstract Background The use of Complementary and Alternative medicine (CAM has increased over the past years. In Germany, many general practitioners (GPs use CAM in their daily practice. However, little is known about possible differences of GPs using CAM compared to GPs not using CAM. The aim of the study was to explore differences in personal and practice characteristics, work load and job satisfaction of GPs depending on their use of and attitude towards CAM. Furthermore, predictors for CAM use should be explored. Methods A questionnaire was developed based on qualitatively derived data. In addition, a validated instrument assessing job satisfaction was included in the questionnaire, which was sent to 3000 randomly selected GPs in Germany. Results 1027 returned the questionnaire of which 737 indicated to use CAM in daily practice. We found that GPs using CAM are more female, younger and have a trend towards a healthier life style. Their practices have higher proportions of privately insured patients and are slightly better technically equipped with ultrasound. GPs with a positive attitude had significant better values within the job satisfaction scale and lower working hours per week compared to GPs with neutral/negative attitude. Significant predictors for CAM use were a positive attitude towards CAM, holding a special qualification in CAM, own CAM use and the availability of an ultrasound in practice. Conclusions The identified differences suggest that those GPs using and believing in CAM have a different medical orientation and approach which in turn may influence their job satisfaction. With this finding CAM use turns out to be a relevant factor regarding job satisfaction and, with this, may be a possible lever to counteract the growing dissatisfaction of GPs in Germany. This finding could also be important for designing strategies to promote the recruitment of young doctors to general practice.

  2. The influence of work characteristics, emotional display rules and affectivity on burnout and job satisfaction: A survey among geriatric care workers.

    Rouxel, Géraldine; Michinov, Estelle; Dodeler, Virginie

    2016-10-01

    Previous studies have demonstrated that geriatric care employees are exposed to a large number of factors that can affect their levels of job satisfaction and occupational stress. Although working with elderly people is emotionally demanding, little research has been done on the role played by perceptions of emotional display rules, alongside more traditional work characteristics and individual factors, in the prediction of geriatric care employees' wellbeing. The aim of the present study was to examine the role played by work characteristics (job demands, job control, emotional display rules) and individual (affectivity) factors to predict job satisfaction and burnout among French geriatric care nurses. Questionnaires were sent to 891 employees working in 32 geriatric care centers in France. A total of 371 valid questionnaires (response rate: 41.60%) were analyzed using structural equation modeling techniques. Results revealed two main processes of burnout and job satisfaction among women geriatric care workers, namely a salutogenic process and a pathogenic process. As expected, negative affectivity, low job status, perceived negative display rules and job demands are involved in the pathogenic process; while positive affectivity, perceived positive display rules and job control are implied in the salutogenic one. More specifically, as expected, negative affectivity is a positive predictor of burnout, both directly and indirectly through its impact on perceived negative display rules and job demands. Moreover, negative affectivity was negatively related to job satisfaction. Simultaneously, positive affectivity can predict job satisfaction, both directly and indirectly through its impact on perceived positive display rules and job control. Positive affectivity is also a negative predictor of burnout. Practical implications are discussed to support intervention programs that develop healthy workplaces, and also to inform nurses about how to manage emotional display

  3. Job-Structure and Job-Related Information

    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.

  4. Effects of Individual Characteristics on Expatriates' Adjustment and Job Performance

    Bhatti, Muhammad Awais; Kaur, Sharan; Battour, Mohamed Mohamed

    2013-01-01

    Purpose: Researchers have been focusing on the predictors of expatriates' adjustment and job performance at different levels (individual level, organizational level and societal level), but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to develop a comprehensive framework…

  5. An Investigation of Iranian Pharmacists and Pharmacy Staff Work Motivation through Different Job Characteristics

    Armaghan Eslami

    2017-09-01

    Full Text Available Background: the Employees’ motivation is a very important part of management, both practically and theoretically. Motivation has been regarded as an indispensable part of performance, and structural element for management practice theories. The most important factor of the health care system is its workforce. They possess the highest impact on the input of health care system. Also they are one of the main determinant key of their efficacy and performance is their motivation. Although Motivated and qualified staff is the critical element for health care system performance, it is one of the hardest goal to reach due to health care complexity.Method: the Sample consisted of 326 men and women pharmacists and pharmacy staff, which are 155 women and 81 men. Wright (2004 work motivation 6-item scale were used to asses pharmacists and pharmacy staff work motivation. Data were analyzed by One-way ANOVA test method.Results: the results indicated that there is no significant difference in pharmacists and pharmacy staff work motivation according to their gender, education, job, job location and income.Conclusion: income, Location of job, Job, education might be considered as the hygiene factors. Other intrinsic or socio-cultural factor might be motivators for pharmacists and pharmacy staff.

  6. Job Satisfaction among Jordan's Kindergarten Teachers: Effects of Workplace Conditions and Demographic Characteristics

    Abu Taleb, Tagreed Fathi

    2013-01-01

    The main objective of this study was to examine the job satisfaction levels of Jordanian kindergarten teachers in relation to work-related dimensions and socio-demographic variables. The sample consisted of 264 randomly selected teachers working in private kindergartens in Amman. To meet the study's objectives, a two part questionnaire was…

  7. On the distribution of job characteristics: an analysis of the DOT data

    Vijverberg, W.P.M.; Hartog, J.

    2010-01-01

    We analyse the information in the Dictionary of Occupational Titles to characterize the structure of labour demand. Two dimensions, an intellectual factor and a dexterity factor, capture two-thirds of the variance in job requirements; the remaining (co-)variance cannot be easily structured. Simple

  8. Endogene CGRP

    Höfer, Martina

    2010-01-01

    Hintergrund und Ziele Die vorliegende tierexperimentelle Arbeit beschäftigt sich mit der Frage, welche Rolle endogenes Calcitonin-gene related peptide (CGRP) in der Niere spielt. Hierbei untersuchten wir die renale CGRP Freisetzung aus renalen Afferenzen in vitro anhand von gesunden Tieren und einem pathologischen Modell der Glomerulonephritis. Man weiß bereits, dass sowohl sympathische als auch primär sensorische Neuronen die Entzündung und die Immunantwort in der Peripherie regulieren (68)....

  9. Job-induced Commuting between Two Residences – Characteristics of a Multilocational Living Arrangement in the Late Modernity

    Darja Reuschke

    2010-09-01

    Full Text Available Against the background of the ongoing flexibilisation of labour markets and a rising labour force participation of (highly qualified women, job-related commuting between a main and secondary residence has become more important in Western capitalist countries as is the case in contemporary Germany. The limited number of recent empirical studies on this kind of multilocational living arrangement almost entirely focuses on commuters in couple/family households. The main objective of this article is, firstly, to provide data about the characteristics and formation contexts of job-related multilocational household organisations as a whole, in order to make a contribution to the discussion of the forms and causes of this currently important phenomenon. Secondly, by means of comparison analyses, the multilocational form of living is compared to the group of long-distance movers, in order to provide insights into who prefers commuting to migration with the complete household under which circumstances. The article draws on data of a field research study, which have been obtained from an individual based random sample from official registers of inhabitants of four metropolises in Germany. The sample was restricted to individuals with specific characteristics (in-movers, age 25 to 59. The fully structured postal interviews were complemented by qualitative telephone interviews with selected commuters. The results show that commuters are a heterogeneous group. Living in a partnership and the social connections established thereby play a prominent role for multilocational household organisations. Among male commuters, one can distinguish between those who are young, never married and predominantly childless, on the one hand, and a group of older married commuters with children in the household, on the other. The vast majority of female commuters, however, live childless. As men commute between two residences even if they live with a family, they significantly

  10. Migrant workers in Italy: an analysis of injury risk taking into account occupational characteristics and job tenure

    Massimiliano Giraudo

    2017-04-01

    Full Text Available Abstract Background Migrants resident in Italy exceeded 5 million in 2015, representing 8.2% of the resident population. The study of the mechanisms that explain the differential health of migrant workers (as a whole and for specific nationalities has been identified as a priority for research. The international literature has shown that migrant workers have a higher risk of total and fatal injury than natives, but some results are conflicting. The aim of this paper is to study the injury risk differentials between migrants, born in countries with strong migratory pressure (SMPC, and workers born in high income countries (HIC, taking into account individual and firm characteristics and job tenure. In addition to a comprehensive analysis of occupational safety among migrants, the study focuses on Moroccans, the largest community in Italy in the years of the analysis. Methods Using the Work History Italian Panel-Salute integrated database, only contracts of employment in the private sector, starting in the period between 2000 and 2005 and held by men, were selected. The analysis focused on economic sectors with an important foreign component: engineering, construction, wholesale and retail trade, transportation and storage. Injury rates were calculated using a definition of serious occupational injuries based on the type of injury. Incidence rate ratios (IRR were calculated using a Poisson distribution for panel data taking into account time-dependent variables. Results Injury rates among SMPC workers were higher than for HIC workers in engineering (15.61 ‰ py vs. 8.92 ‰ py, but there were no significant differences in construction (11.21 vs. 10.09, transportation and storage (7.82 vs. 7.23 and the wholesale and retail sectors (4.06 vs. 4.67. Injury rates for Moroccans were higher than for both HIC and total migrant workers in all economic sectors considered. The multivariate analysis revealed an interaction effect of job tenure among both

  11. Migrant workers in Italy: an analysis of injury risk taking into account occupational characteristics and job tenure.

    Giraudo, Massimiliano; Bena, Antonella; Costa, Giuseppe

    2017-04-22

    Migrants resident in Italy exceeded 5 million in 2015, representing 8.2% of the resident population. The study of the mechanisms that explain the differential health of migrant workers (as a whole and for specific nationalities) has been identified as a priority for research. The international literature has shown that migrant workers have a higher risk of total and fatal injury than natives, but some results are conflicting. The aim of this paper is to study the injury risk differentials between migrants, born in countries with strong migratory pressure (SMPC), and workers born in high income countries (HIC), taking into account individual and firm characteristics and job tenure. In addition to a comprehensive analysis of occupational safety among migrants, the study focuses on Moroccans, the largest community in Italy in the years of the analysis. Using the Work History Italian Panel-Salute integrated database, only contracts of employment in the private sector, starting in the period between 2000 and 2005 and held by men, were selected. The analysis focused on economic sectors with an important foreign component: engineering, construction, wholesale and retail trade, transportation and storage. Injury rates were calculated using a definition of serious occupational injuries based on the type of injury. Incidence rate ratios (IRR) were calculated using a Poisson distribution for panel data taking into account time-dependent variables. Injury rates among SMPC workers were higher than for HIC workers in engineering (15.61 ‰ py vs. 8.92 ‰ py), but there were no significant differences in construction (11.21 vs. 10.09), transportation and storage (7.82 vs. 7.23) and the wholesale and retail sectors (4.06 vs. 4.67). Injury rates for Moroccans were higher than for both HIC and total migrant workers in all economic sectors considered. The multivariate analysis revealed an interaction effect of job tenure among both SMPC and Moroccan workers in the construction

  12. The Influence of Characteristics of Men’s Job on the Timing of the First Birth in Canada

    Bingoly-Liworo, Germain

    2010-01-01

    Full Text Available AbstractThe objective of the study was to illustrate the impact of characteristics of thejob of at least six months held by men born from 1930 to 1965 on the timing ofthe first birth. The hypothesis is that characteristics of the job occupied at thebeginning career lead to a differential transition to parenthood, characterizedby a greater likelihood of having a first child for men whose job shows stability,compared with those whose first job is unstable and precarious. The data usedare derived from the Statistics Canada 2001 General Social Survey, to whichapplied methods are used in event history analysis. The results validate thehypothesis, in indicating that full-time wage earners and self-employed workershave a greater likelihood of having a first child than part-time wage-earners.Results also show that the effect of characteristics of the job is limited in thefirst five years spent on the job. In addition, the job seems to accelerate thetransition to parenthood for men married before being hired. All of the resultssuggest the need for family support to help young couples become establishedand for governments to adopt measures to encourage young people’s workintegration.RésuméL’étude visait à illustrer l’impact des caractéristiques de l’emploi d’au moinssix mois des hommes des générations 1930-1965 sur l’arrivée du premierenfant. L’hypothèse est que les caractéristiques de l’emploi occupé en début decarrière induisent une transition différentielle au statut de parent :caractérisée par une plus grande propension à avoir un premier enfant parmiles hommes dont l’emploi témoigne une stabilité, comparativement à ceux dontl’emploi est moins rassurant en raison de ces caractéristiques. Les donnéesutilisées proviennent de l’ESG 2001 réalisée par Statistique Canada, auxquellesnous avons appliqué les méthodes d’analyse biographique. Les résultatsvalident notre hypothèse, en indiquant que les salari

  13. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics

    Teuta Agai–Demjaha

    2015-07-01

    CONCLUSION: Our findings confirm that within the control category, the highest levels of perceived teacher’s work-related stress were caused by changes in terms and conditions without consultation and given responsibility without the authority to take decisions, while in the category support, the same was true for stress factors lack of funds/resources to do the job and limited or no access to training. We have also concluded that the lower-grade school teachers, female teachers, teachers for whom this is the first job and teachers with university education perceive more often the lack of authority to take decisions as a very stressful factor than the upper-grade school teachers, male teachers, teachers previously employed in another workplace, and those with high education. The lower-grade school teachers, older teachers and teachers with university education perceive more often changes in education as a very stressful factor than the upper grade school teachers, younger teachers and those with high education.

  14. Job task characteristics of Australian emergency services volunteers during search and rescue operations.

    Silk, Aaron; Lenton, Gavin; Savage, Robbie; Aisbett, Brad

    2018-02-01

    Search and rescue operations are necessary in locating, assisting and recovering individuals lost or in distress. In Australia, land-based search and rescue roles require a range of physically demanding tasks undertaken in dynamic and challenging environments. The aim of the current research was to identify and characterise the physically demanding tasks inherent to search and rescue operation personnel within Australia. These aims were met through a subjective job task analysis approach. In total, 11 criterion tasks were identified by personnel. These tasks were the most physically demanding, frequently occurring and operationally important tasks to these specialist roles. Muscular strength was the dominant fitness component for 7 of the 11 tasks. In addition to the discrete criterion tasks, an operational scenario was established. With the tasks and operational scenario identified, objective task analysis procedures can be undertaken so that practitioners can implement evidence-based strategies, such as physical selection procedures and task-based physical training programs, commensurate with the physical demands of search and rescue job roles. Practitioner Summary: The identification of physically demanding tasks amongst specialist emergency service roles predicates health and safety strategies which can be incorporated into organisations. Knowledge of physical task parameters allows employers to mitigate injury risk through the implementation of strategies modelled on the precise physical demands of the role.

  15. Job characteristics, work-nonwork interference and the role of recovery strategies amongst employees in a tertiary institution

    Jani Oosthuizen

    2011-11-01

    Full Text Available Orientation: Although work characteristics and recovery strategies are associated with work- family interference, the influence on specific types of work-nonwork interference (W-NWI has not been investigated. Research purpose: The aim of this study was to investigate the impact of work characteristics and recovery strategies on four types of W-NWI. Motivation for the study: It is clear from the literature that job characteristics and W-NWI have adverse effects on employees’ health and well-being. It is therefore important to identify work characteristics and recovery strategies associated with W-NWI. Research design, approach and method: A cross-sectional survey design was used in this study. The target population was married employees with children working at a Tertiary Education Institution (TEI in the North West Province (N = 366. Main findings: Work pressure and emotional demands significantly predicted all the work-nonwork role interference dimensions. A lack of autonomy predicted work-parent interference and work-religion and/or spirituality interference, whilst a lack of development possibilities predicted work-religion and/or spirituality interference. Relaxation and mastery recovery experiences significantly predicted lower work-parent interference. A lack of psychological detachment and relaxation were significantly associated with lower work- spouse interference. Relaxation and control significantly predicted lower work-domestic interference, whilst psychological detachment significantly predicted lower work-religion and/or spirituality interference. Practical/managerial implications: The results give managers insight into the specific work characteristics and recovery experiences that play a role in W-NWI, upon which interventions can be based to address these issues. Contribution/value-add: This study provides information on the relationship between work characteristics, recovery experiences and the effect on different types of W-NWI.

  16. Not Extent of Telecommuting, But Job Characteristics as Proximal Predictors of Work-Related Well-Being.

    Vander Elst, Tinne; Verhoogen, Ronny; Sercu, Maarten; Van den Broeck, Anja; Baillien, Elfi; Godderis, Lode

    2017-10-01

    This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, and cognitive stress complaints), as well as to test whether job characteristics act as explanatory mechanisms underlying this relationship. A sample of 878 employees from an international telecommunication company with a long history of telecommuting participated in a survey on psychosocial risk factors and well-being at work. Mediation path analyses were conducted to test the hypotheses. Social support from colleagues, participation in decision-making, task autonomy, and work-to-family conflict, but not extent of telecommuting, were directly related to work-related well-being. Extent of telecommuting was indirectly related to well-being via social support. Employers should invest in creating good work environments in general, among both telecommuters and nontelecommuters.

  17. Association between job characteristics and plasma fibrinogen in a normal working population: a cross sectional analysis in referents of the SHEEP Study. Stockholm Heart Epidemiology Program.

    Tsutsumi, A; Theorell, T; Hallqvist, J; Reuterwall, C; de Faire, U

    1999-06-01

    To explore the association between job characteristics and plasma fibrinogen concentrations. Cross sectional design. The Greater Stockholm area. A total of 1018 men and 490 women aged 45-70 who were randomly selected from the general population during 1992-1994. They were all employed and had no history of myocardial infarction. The self reported job characteristics were measured by a Swedish version of the Karasek demand-control questionnaire. For inferred scoring of job characteristics, psychosocial exposure categories (job control and psychological demands) were assigned by linking each subject's occupational history with a work organisation exposure matrix. Job strain was defined as the ratio between demands and control. In univariate analyses, expected linear trends were found in three of four tests of association between high plasma fibrinogen and low control (the self reported score for women and the inferred score for both sexes), in one of four tests of association between high plasma fibrinogen and high demands (the inferred score for women) and in two of four tests of association between high plasma fibrinogen and job strain (the inferred score for both sexes). Multiple logistic regression analyses showed that men in the inferred job strain group have an increased risk of falling into the increased plasma fibrinogen concentration group (above median level of the distribution) (odds ratio (OR) 1.2; 95% CI 1.0, 1.5) after adjustment for the variables that were associated with plasma fibrinogen in the univariate analyses. In women, low self reported control, high inferred demand, and inferred job strain were significantly associated with increased plasma fibrinogen concentration (OR 1.3; 95% CI 1.0, 1.8, OR 1.5; 95% CI 1.0, 2.2, OR 1.5; 95% CI 1.1, 2.2, respectively). These results indicate that adverse job characteristics may be related to plasma fibrinogen concentrations and this relation is more relevant in female workers. The clearest evidence for

  18. Job characteristics in relation to the prevalence of myocardial infarction in the US Health Examination Survey (HES) and the Health and Nutrition Examination Survey (HANES).

    Karasek, R A; Theorell, T; Schwartz, J E; Schnall, P L; Pieper, C F; Michela, J L

    1988-08-01

    Associations between psychosocial job characteristics and past myocardial infarction (MI) prevalence for employed males were tested with the Health Examination Survey (HES) 1960-61, N = 2,409, and the Health and Nutrition Examination Survey (HANES) 1971-75, N = 2,424. A new estimation method is used which imputes to census occupation codes, job characteristic information from national surveys of job characteristics (US Department of Labor, Quality of Employment Surveys). Controlling for age, we find that employed males with jobs which are simultaneously low in decision latitude and high in psychological work load (a multiplicative product term isolating 20 per cent of the population) have a higher prevalence of myocardial infarction in both data bases. In a logistic regression analysis, using job measures adjusted for demographic factors and controlling for age, race, education, systolic blood pressure, serum cholesterol, smoking (HANES only), and physical exertion, we find a low decision latitude/high psychological demand multiplicative product term associated with MI in both data bases. Additional multiple logistic regressions show that low decision latitude is associated with increased prevalence of MI in both the HES and the HANES. Psychological workload and physical exertion are significant only in the HANES.

  19. Office work and complaints of the arms, neck and shoulders: the role of job characteristics, muscular tension and need for recovery.

    Gawke, Jason C; Gorgievski, Marjan J; van der Linden, Dimitri

    2012-01-01

    This study investigated physical, psychological and social job characteristics as potential risk factors for complaints of the arms, neck and shoulders (CANS) and mediating effects of muscular tension and need for recovery. Data were collected among 105 computer workers using questionnaires and electromyography (EMG), and were analyzed with linear regression analyses. Task interdependence, information processing and lower social support predicted more CANS. Physical job demands had no predictive power over and above psychological and social Stressors. Both muscular tension and need for recovery partially mediated the job characteristics-CANS relationships. Occupational health professionals should not neglect psychological and social job characteristics as potentially important predictors of CANS in specific occupational groups, such as office workers. Our findings imply that CANS interventions should not be restricted to ergonomic improvements, but should be accompanied by improvement of the job design from a psychological and social perspective and reactive intervention aimed at decreasing short-term physical strain (muscular tension) and mental strain (need for recovery).

  20. Diabetes at work. Fatigue in relation to job characteristics, diabetes symptoms and self-management

    Weijman, Iris

    2005-01-01

    The focus of this thesis is on employees with diabetes. Fatigue, work characteristics and diabetes self-management are core aspects. Diabetes may have many consequences in the working situation and is expected to become an even bigger health problem, because the number of people with diabetes is

  1. Increasing Working Mothers' Earnings: The Importance of Race, Family, and Job Characteristics. Research-in-Brief.

    Fuller, Taleria R.

    Women's economic responsibility for their families has increased as more married women contribute to family income and more mothers head families alone. In view of this fact, a study compared the characteristics of Black, White, and Hispanic working mothers and the factors affecting working mothers' wages. Black working mothers were much less…

  2. Staff's person-centredness in dementia care in relation to job characteristics and job-related well-being: a cross-sectional survey in nursing homes

    Willemse, Bernadette M.; Jonge, de J.; Smit, D.; Visser, Q.; Depla, M.F.I.A.; Pot, Anne Margriet

    2015-01-01

    Aim: To explore the role of nursing staff's person-centredness caring for people with dementia in relation to their work environment and job-related well-being. Background: Given the development towards person-centred care and labour force issues, research has recently focused on the effect of

  3. Job control and coworker support improve employee job performance.

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

    2010-01-01

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

  4. Health, job characteristics, skills, and social and financial factors in relation to early retirement - Results from a longitudinal study in the Netherlands

    de Wind, Astrid; Geuskens, Goedele A.; Ybema, Jan Fekke; Blatter, Birgitte M.; Burdorf, Alex; Bongers, Paulien M.; van der Beek, Allard J.

    2014-01-01

    Objective This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59-63 years (N=2317) were selected from the Study on

  5. Health, job characteristics, skills, and social and financial factors in relation to early retirement - results from a longitudinal study in the Netherlands

    de Wind, A.; Geuskens, G.A.; Ybema, J.F.; Blatter, B.M.; Burdorf, A.; Bongers, P.M.; van der Beek, A.J.

    2014-01-01

    Objective This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59-63 years (N=2317) were selected from the Study on

  6. Examining Adjunct Instructor Characteristics, Perceived Fit, and Teaching Modality to Determine if They Predict Organizational Commitment and Job Satisfaction at a Midwestern Career College

    Hill, Randy James

    2014-01-01

    The purpose of this quantitative, multiple regression study was to examine the relationship between 10 adjunct instructor characteristics and organizational commitment and job satisfaction. Part-time instructors who taught for the institution during the 2012-2013 academic year completed an electronic survey with questions from three valid and…

  7. Age-Differences in Work Motivation and Job Satisfaction. The Influence of Age on the Relationships between Work Characteristics and Workers' Outcomes

    Boumans, Nicolle P. G.; de Jong, Ad H. J.; Janssen, Sara M.

    2011-01-01

    This study investigated the influence of age on the relationship between work characteristics and workers' work motivation and job satisfaction. In total, 1036 workers of a Dutch division of a multinational organization participated. Data were collected by a digital questionnaire. Two interaction terms in the regression on work motivation were…

  8. Health, job characteristics, skills, and social and financial factors in relation to early retirement: results from a longitudinal study in the Netherlands

    Wind, A. de; Geuskens, G.A.; Ybema, J.F.; Blatter, B.M.; Burdorf, A.; Bongers, P.M.; Beek, A.J. van der

    2014-01-01

    Objectives This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59–63 years (N=2317) were selected from the Study on

  9. Medically unexplained physical symptoms and work functioning over 2 years: their association and the influence of depressive and anxiety disorders and job characteristics

    Boeft, M. den; Twisk, J.W.; Hoekstra, T.; Terluin, B.; Penninx, B.W.; Wouden, J.C. van der; Numans, M.E.; Horst, H.E. van der

    2016-01-01

    BACKGROUND: Medically unexplained physical symptoms (MUPS) are highly prevalent and may affect work functioning. In this study we aimed to assess the longitudinal association between MUPS and work functioning over 2 years and the influence of job characteristics and depressive and anxiety disorders

  10. Medically unexplained physical symptoms and work functioning over 2 years : their association and the influence of depressive and anxiety disorders and job characteristics

    den Boeft, Madelon; Twisk, Jos W R; Hoekstra, T.; Terluin, Berend; Penninx, Brenda W J H; van der Wouden, Johannes C; Numans, Mattijs E.; van der Horst, Henriette E

    2016-01-01

    BACKGROUND: Medically unexplained physical symptoms (MUPS) are highly prevalent and may affect work functioning. In this study we aimed to assess the longitudinal association between MUPS and work functioning over 2 years and the influence of job characteristics and depressive and anxiety disorders

  11. A survey on characteristics of Japanese academic job market and evaluation.

    Domon, Koji; Kitamura, Yoshihiro

    2015-02-01

    During the Meiji era, at the end of the 19th century, Japan introduced western systems into many fields, economically developing later than other industrially developed countries. Japan introduced a higher education system modeled on the German system, focusing not on education but on research. The historical background has shaped contemporary Japanese academia differently from that of the United States and the European Union. In addition, because of geographical and linguistic barriers in Asia, intercommunication with researchers in other developed countries has been much less than that between the United States and the European Union, leaving Japanese academia relatively isolated. We survey the characteristics of the Japanese academic system in higher education, using the latest published data. This article indicates a concentration of research at former imperial universities and a rigidity of movement among universities both internationally and domestically. Furthermore, small differences in salary levels have provided little incentive to perform research. However, while most universities in Japan have not introduced evaluation systems for promotion and salary that are heavily dependent on journal rankings, as in the European Union and United States, Japanese academic performance has not declined. This article suggests that in Japan, salary incentives, the impact factor, and so on have had little influence on academic performance. Even though cultural and historical differences between countries affect academic behaviors, we hope that this article might trigger consideration of other possible evaluation schemes for the future. © The Author(s) 2015.

  12. Relationships of work characteristics to job satisfaction, turnover intention, and burnout among doctors in the district public-private mixed health system of Bangladesh.

    Roy, Ashim; van der Weijden, Trudy; de Vries, Nanne

    2017-06-20

    Work design integrates work characteristics having organizational, social and job components which influence employees' welfare and also organizational goals. We investigated the effects of work characteristics and other predictors to job satisfaction, turnover intention, and burnout in doctors of the public primary, public secondary and private facilities of the district health system of Bangladesh. A quantitative study using a self-administered questionnaire containing mostly structured items was conducted among the public and private doctors with a sample size of 384 from 29 out of a total 64 districts of Bangladesh during October and November 2015. All variables including work characteristics and outcomes of interest were based on literature and measured on 5-point Likert scale. Multivariate analysis of variance, bivariate correlation, and multiple regression were the models operated through SPSS version-21. A total of 354 doctors responded. No significant differences were found between public primary and secondary level doctors on combined work characteristics and outcomes variables, which however differed significantly between the public and private doctors. Organizational support was the strongest predictor adversely affecting job satisfaction, turnover intention and burnout of both the public and private doctors; private doctors' experienced more support. The effects of health-professional politics on the public doctors were alarming. Work design of the Bangladesh's health system is in need of ample development. Doing so, improvement in organizational supports is crucial; however, other work characteristics components are also important for enhancing doctors' welfare and health system productivity.

  13. Characteristics of home care workers who leave their jobs: a cross-sectional study of job satisfaction and turnover in Washington State.

    Banijamali, Sahar; Jacoby, Daniel; Hagopian, Amy

    2014-01-01

    Attracting and retaining a stable and motivated home care workforce has become a top policy priority. We surveyed 402 former home care workers in Washington State. We compared these "leavers" to current home care workers recently surveyed. Those who left the profession were more highly educated, had higher household income, and were more likely to be White. Those newly employed have better benefits, wages, hours, and career mobility than in their home care jobs. The low status and poor pay of home care workers may result in the inability of the profession to retain those who face better prospects.

  14. Nurse Work Engagement Impacts Job Outcome and Nurse-Assessed Quality of Care: Model Testing with Nurse Practice Environment and Nurse Work Characteristics as Predictors

    Peter Mathieu Van Bogaert

    2014-11-01

    Full Text Available Key words: burnout,job satisfaction, nurse retention, nurse practice environment,quality of care, acute health care,structural equation modelling. Aim:To explore the mechanisms through which nurse practice environment dimensions are associated with job outcomes and nurse-assessed quality of care. Mediating variables tested included nurse work characteristics of workload, social capital, decision latitude, as well as work engagement dimensions of vigor, dedication and absorption.Background: Understanding to support and guide the practice community in their daily effort to answer most accurate complex care demands along with a stable nurse workforce are challenging.Design: Cross-sectional survey.Method:Based on previous empirical findings,a structural equation model designed with valid measurement instruments was tested.The study population was registered acute care hospital nurses(N = 1201 in twoindependent hospitals and one hospital group with six hospitals in Belgium.Results: Nurse practice environment dimensions predicted job outcome variables and nurse ratings of quality of care.Analyses were consistent with features of nurses’ work characteristics including perceived workload,decision latitude,and social capital,as well as three dimension of work engagement playing mediating roles between nurse practice environment and outcomes.A revised model adjusted using various fit measures explained 60 % and 47 % of job outcomes and nurse - assessed quality of care,respectively.Conclusion: Study findings show that aspects of nurse work characteristics such as workload,decision latitude and social capital along with nurse work engagement(e.g.vigor, dedication and absorption play a role between how various stakeholders such as executives,nurse managers and physicians will organize care and how nurses perceive job outcomes and quality of care.

  15. Endogenous Lunar Volatiles

    McCubbin, F. M.; Liu, Y.; Barnes, J. J.; Anand, M.; Boyce, J. W.; Burney, D.; Day, J. M. D.; Elardo, S. M.; Hui, H.; Klima, R. L.; Magna, T.; Ni, P.; Steenstra, E.; Tartèse, R.; Vander Kaaden, K. E.

    2018-04-01

    This abstract discusses numerous outstanding questions on the topic of endogenous lunar volatiles that will need to be addressed in the coming years. Although substantial insights into endogenous lunar volatiles have been gained, more work remains.

  16. The characteristics of psychological demands of the large state-owned enterprises workers and its relationship between it and the worker’s turnover intention and job satisfaction

    Ning-ning KONG

    2013-12-01

    Full Text Available Based on Maslow’s hierarchy of needs theory, the article to investigate the worker’s psychological needs in a large state-owned enterprises. It analyzed workers of different ages , different education level, and their differences in psychological needs structure characteristics and strength.The subjective turnover intention and job satisfaction are correlative of psychological needs. The article proposed the suitable management strategies of the worker’s psychological needs.

  17. The characteristics of psychological demands of the large state-owned enterprises workers and its relationship between it and the worker’s turnover intention and job satisfaction

    Ning-ning KONG; Ying LI

    2013-01-01

    Based on Maslow’s hierarchy of needs theory, the article to investigate the worker’s psychological needs in a large state-owned enterprises. It analyzed workers of different ages , different education level, and their differences in psychological needs structure characteristics and strength.The subjective turnover intention and job satisfaction are correlative of psychological needs. The article proposed the suitable management strategies of the worker’s psychological needs.

  18. A Guide to Job Enrichment and Redesign.

    Cunningham, J. Barton; Eberle, Ted

    1990-01-01

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

  19. Working in small-scale, homelike dementia care: effects on staff burnout symptoms and job characteristics. A quasi-experimental, longitudinal study.

    Zwakhalen, Sandra Mg; Hamers, Jan Ph; van Rossum, Erik; Ambergen, Ton; Kempen, Gertrudis Ijm; Verbeek, Hilde

    2018-05-01

    This paper reports on a quasi-experimental, longitudinal study on the effects of working in a new type of dementia care facility (i.e. small-scale living facilities) on staff burnout symptoms and job characteristics (job autonomy, social support, physical demands and workload). It is hypothesised that nursing staff working in small-scale facilities experience fewer burnout symptoms, more autonomy and social support, and fewer symptoms of physical demands and workload compared with staff in regular wards. Two types of long-term institutional nursing care settings were included: 28 houses in small-scale living facilities and 21 regular psychogeriatric wards in nursing homes. At baseline and at follow-ups after 6 and 12 months nursing staff were assessed by means of self-report questionnaires. In total, 305 nursing staff members were included in the study, 114 working in small-scale living facilities (intervention group) and 191 in regular wards (control group). No overall effects on burnout symptoms were detected. Significantly fewer physical demands and lower workload were experienced by staff working in small-scale living facilities compared with staff in regular wards. They also experienced more job autonomy. No significant effect was found for overall social support in the total group. This study suggests positive effects of the work environment on several work characteristics. Organisational climate differs in the two conditions, which might account for our results. This may influence nursing staff well-being and has important implications for nursing home managers and policy makers. Future studies should enhance our understanding of the influence of job characteristics on outcomes.

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

    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.

  1. Job characteristics, physical and psychological symptoms, and social support as antecedents of sickness absence among men and women in the private industrial sector.

    Väänänen, Ari; Toppinen-Tanner, Salla; Kalimo, Raija; Mutanen, Pertti; Vahtera, Jussi; Peiró, José M

    2003-09-01

    Most longitudinal studies on the relationship between psychosocial health resources and risks, and the employees' subsequent sickness absences have been conducted in the public sector. The purpose of this study was to find out psychosocial antecedents of sickness absenteeism in the private industrial sector. The effects of job characteristics (job autonomy and job complexity), physical and psychological symptoms, and social support (from coworkers and supervisors) on sickness absenteeism were investigated. The number of long (4-21 days) and very long (>21 days) sickness absence episodes of 3895 persons (76% men and 24% women, mean age 44 years) was obtained from the health registers of a multinational forest industry corporation in 1995-1998. A questionnaire survey on the working conditions and health of the workers was carried out in 1996. The follow-up time of the sickness absences was 1-year 9-month. Job autonomy was found to be associated with long and very long episodes in men (rate ratio (RR) in the lowest autonomy group approximately 2 times higher than the highest autonomy group), and with very long episodes of absence in women (2-3 times higher RR between the low vs. the high category). Low job complexity predicted men's very long absences (RR 1.4). Long and very long episodes were associated with physical and psychological symptoms (RR 1.2-1.7) among men and women. Lack of coworkers' support increased the frequency of very long sickness absence among men (RR 1.4), and lack of supervisor's support among women (RR 1.6). Also, some interaction effects of social support variables were observed among both genders. We conclude that the studied psychosocial factors are associated with subsequent sickness absence, and that the associations are partly gender-specific. The results showing which variables are related to employees' sickness absenteeism in the private industrial sector can be applied in human resource management and health service planning.

  2. Age-differences in work motivation and job satisfaction. The influence of age on the relationships between work characteristics and workers' outcomes.

    Boumans, Nicolle P G; de Jong, Ad H J; Janssen, Sara M

    2011-01-01

    This study investigated the influence of age on the relationship between work characteristics and workers' work motivation and job satisfaction. In total, 1036 workers of a Dutch division of a multinational organization participated. Data were collected by a digital questionnaire. Two interaction terms in the regression on work motivation were significant. The first interaction showed that the positive correlation between Motivating Potential Score (MPS) and motivation was much stronger for older than for younger employees. So, to remain motivated, older employees seem more in need of intrinsic challenging and fulfilling jobs. The second significant interaction indicated that the positive association between career opportunities and motivation was much stronger for younger employees than for older employees. This means that, especially, younger workers' motivation increases as they are offered more career opportunities. Careful career mentoring by the supervisor as part of an aging policy can contribute to the maintenance of workers of any age.

  3. What matters for working fathers? Job characteristics, work-family conflict and enrichment, and fathers' postpartum mental health in an Australian cohort.

    Cooklin, Amanda R; Giallo, Rebecca; Strazdins, Lyndall; Martin, Angela; Leach, Liana S; Nicholson, Jan M

    2015-12-01

    One in ten fathers experience mental health difficulties in the first year postpartum. Unsupportive job conditions that exacerbate work-family conflict are a potential risk to fathers' mental health given that most new fathers (95%) combine parenting with paid work. However, few studies have examined work-family conflict and mental health for postpartum fathers specifically. The aim of the present study was to identify the particular work characteristics (e.g., work hours per week, job quality) associated with work-family conflict and enrichment, and fathers' mental health in the postpartum period. Survey data from 3243 fathers of infants (aged 6-12 months) participating in the Longitudinal Study of Australian Children were analysed via path analysis, considering key confounders (age, education, income, maternal employment, maternal mental health and relationship quality). Long and inflexible work hours, night shift, job insecurity, a lack of autonomy and more children in the household were associated with increased work-family conflict, and this was in turn associated with increased distress. Job security, autonomy, and being in a more prestigious occupation were positively associated with work-family enrichment and better mental health. These findings from a nationally representative sample of Australian fathers contribute novel evidence that employment characteristics, via work-family conflict and work-family enrichment, are key determinants of fathers' postnatal mental health, independent from established risk factors. Findings will inform the provision of specific 'family-friendly' conditions protective for fathers during this critical stage in the family life-cycle, with implications for their wellbeing and that of their families. Copyright © 2015 Elsevier Ltd. All rights reserved.

  4. Linear and nonlinear relations between psychosocial job characteristics, subjective outcomes, and sickness absence : baseline results from SMASH

    Jonge, J. de; Houtman, I.L.D.; Bongers, P.M.; Reuvers, M.M.E.N.; Kompier, M.A.J.

    2000-01-01

    This study investigates the demand-control-support (DCS) model by (a) using a more focused measure of job control, (b) testing for interactive and nonlinear relationships, and (c) further extending the model to the prediction of an objective outcome measure (i.e., company-administrated sickness

  5. Linear and non-linear relations between psychosocial job characteristics, subjective outcomes, and sickness absence: baseline results from SMASH

    Jonge, J. de; Reuvers, M.M.E.N.; Houtman, I.L.D.; Bongers, P.M.; Kompier, M.A.J.

    2000-01-01

    This study investigates the demand-control-support (DCS) model by (a) using a more focused measure of job control, (b) testing for interactive and nonlinear relationships, and (c) further extending the model to the prediction of an objective outcome measure (i.e., company-administrated sickness

  6. Search Frictions, Job Flows and Optimal Monetary Policy

    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...

  7. Medically unexplained physical symptoms and work functioning over 2 years: their association and the influence of depressive and anxiety disorders and job characteristics.

    den Boeft, Madelon; Twisk, Jos W R; Hoekstra, Trynke; Terluin, Berend; Penninx, Brenda W J H; van der Wouden, Johannes C; Numans, Mattijs E; van der Horst, Henriette E

    2016-04-14

    Medically unexplained physical symptoms (MUPS) are highly prevalent and may affect work functioning. In this study we aimed to assess the longitudinal association between MUPS and work functioning over 2 years and the influence of job characteristics and depressive and anxiety disorders on this association. We assessed the longitudinal association between MUPS and work functioning, operationalized in terms of absenteeism and disability at work, in 1887 working participants from the Netherlands Study of Depression and Anxiety (NESDA). The NESDA study population included participants with a current depressive and/or anxiety disorder, participants with a lifetime risk and/or subthreshold symptoms and healthy controls. Absenteeism was assessed with the Health and Labour Questionnaire Short Form and disability with the World Health Organization Disability Assessment Schedule II. MUPS were measured with the Four Dimensional Symptom Questionnaire. Measurements were taken at baseline and at 2 years follow-up. We used mixed model analyses to correct for the dependency of observations within participants. MUPS were positively associated with disability (regression coefficient 0.304; 95% CI 0.281-0.327) and with short and long-term absenteeism over 2 years (OR 1.030, 95% CI 1.016-1.045; OR 1.099, 95% CI 1.085-1.114). After adjusting for depressive disorders, anxiety disorders and job characteristics, associations weakened but remained significant. Our results show that MUPS were positively associated with disability and absenteeism over 2 years, even after adjusting for depressive and anxiety disorders and job characteristics. This suggests that early identification of MUPS and adequate management is important.

  8. Does low job satisfaction lead to job mobility?

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

  9. Does Core Task Matter for Decision-Making? A Comparative Case Study on Whether Differences in Job Characteristics Affect Discretionary Street-Level Decision-Making

    Jensen, Didde Cramer

    2017-01-01

    This article sets out to test the hypothesis that differences in fundamental job characteristics (service vs. regulation) affect discretionary street-level decision-making. The hypothesis was tested by examining whether systematic variation could be found in the moral assessments on which street......-level bureaucrats performing different types of core tasks base their decisions. The issue was addressed in a comparative case study comprising three institutions, which differ systematically as far as variables of tasks are concerned. Findings showed that differences in core tasks do affect discretionary decision...

  10. Does union membership really reduce job satisfaction?

    Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

    2003-01-01

    We investigate the effect of union membership on job satisfaction. Whilst it is common to study the effects of union status on satisfaction treating individual membership as given, in this paper, we account for the endogenous selection induced by the sorting of workers into unionised jobs. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we address the question of how the membership decision is related to overall job satisfaction and to satisfacti...

  11. Endogenous Prospect Theory

    Schmidt, Ulrich; Zank, Horst

    2010-01-01

    In previous models of (cumulative) prospect theory reference-dependence of preferences is imposed beforehand and the location of the reference point is exogenously determined. This paper provides an axiomatization of a new specification of cumulative prospect theory, termed endogenous prospect theory, where reference-dependence is derived from preference conditions and a unique reference point arises endogenously.

  12. Are endogenous feline leukemia viruses really endogenous?

    Stewart, H; Jarrett, O; Hosie, M J; Willett, B J

    2011-10-15

    Full length endogenous feline leukemia virus (FeLV) proviruses exist within the genomes of many breeds of domestic cat raising the possibility that they may also exist in a transmissible exogenous form. Such viruses would share receptor usage with the recombinant FeLV-B subgroup, a viral subgroup that arises in vivo by recombination between exogenous subgroup A virus (FeLV-A) and endogenous FeLV. Accordingly, all isolates of FeLV-B made to date have contained a "helper" FeLV-A, consistent with their recombinatorial origin. In order to assess whether endogenous viruses are transmitted between cats, we examined primary isolates of FeLV for which the viral subgroup had been determined for the presence of a subgroup B virus that lacked an FeLV-A. Here we describe the identification of two primary field isolates of FeLV (2518 and 4314) that appeared to contain subgroup B virus only by classical interference assays, raising the possibility of between-host transmission of endogenous FeLV. Sequencing of the env gene and U3 region of the 3' long terminal repeat (LTR) confirmed that both viral genomes contained endogenous viral env genes. However the viral 3' LTRs appeared exogenous in origin with a putative 3' recombination breakpoint residing at the 3' end of the env gene. Further, the FeLV-2518 virions also co-packaged a truncated FeLV-A genome containing a defective env gene, termed FeLV-2518(A) whilst no helper subgroup A viral genome was detected in virions of FeLV-4314. The acquisition of an exogenous LTR by the endogenous FeLV in 4314 may have allowed a recombinant FeLV variant to outgrow an exogenous FeLV-A virus that was presumably present during first infection. Given time, a similar evolution may also occur within the 2518 isolate. The data suggest that endogenous FeLVs may be mobilised by acquisition of exogenous LTRs yielding novel viruses that type biologically as FeLV-B. Copyright © 2011 Elsevier B.V. All rights reserved.

  13. Labour market transitions and job satisfaction

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

    2003-01-01

    textabstractThe paper investigates the relationship between job satisfaction and labour market transitions. Using a multinomial logit model, a model is estimated on the basis of individual data in which transitions are explained from individual characteristics, job characteristics, dissatisfaction

  14. Endogenous Locus Reporter Assays.

    Liu, Yaping; Hermes, Jeffrey; Li, Jing; Tudor, Matthew

    2018-01-01

    Reporter gene assays are widely used in high-throughput screening (HTS) to identify compounds that modulate gene expression. Traditionally a reporter gene assay is built by cloning an endogenous promoter sequence or synthetic response elements in the regulatory region of a reporter gene to monitor transcriptional activity of a specific biological process (exogenous reporter assay). In contrast, an endogenous locus reporter has a reporter gene inserted in the endogenous gene locus that allows the reporter gene to be expressed under the control of the same regulatory elements as the endogenous gene, thus more accurately reflecting the changes seen in the regulation of the actual gene. In this chapter, we introduce some of the considerations behind building a reporter gene assay for high-throughput compound screening and describe the methods we have utilized to establish 1536-well format endogenous locus reporter and exogenous reporter assays for the screening of compounds that modulate Myc pathway activity.

  15. Production of endogenous pyrogen.

    Dinarello, C A

    1979-01-01

    The production and release of endogenous pyrogen by the host is the first step in the pathogenesis of fever. Endogenous pyrogen is a low-molecular-weight protein released from phagocytic leukocytes in response to several substances of diverse nature. Some of these agents stimulate production of endogenous pyrogen because they are toxic; others act as antigens and interact with either antibody or sensitized lymphocytes in order to induce its production. Some tumors of macrophage origin produce the molecule spontaneously. Whatever the mechanism involved, endogenous pyrogen is synthesized following transcription of new DNA and translation of mRNA into new protein. Once synthesis is completed, the molecule is released without significant intracellular storage. Recent evidence suggests that following release, molecular aggregates form which are biologically active. In its monomer form, endogenous pyrogen is a potent fever-producing substance and mediates fever by its action on the thermoregulatory center.

  16. Job Creation and Job Types

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

    2016-01-01

    We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct a meas...

  17. Job Creation and Job Types

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

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a mea...

  18. Job Creation and Job Types

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

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

  19. Job Evaluation: Pay Equity Problem or Solution?

    Mecham, Robert C.

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

  20. The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance.

    Morgeson, Frederick P; Delaney-Klinger, Kelly; Hemingway, Monica A

    2005-03-01

    Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.

  1. Endogenous Pyrogen Physiology.

    Beisel, William R.

    1980-01-01

    Discusses the physiology of endogenous pyrogen (EP), the fever-producing factor of cellular origin. Included are: its hormone-like role, its molecular nature, bioassay procedures, cellular production and mechanisms of EP action. (SA)

  2. Jobs API

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

  3. Health, job characteristics, skills, and social and financial factors in relation to early retirement--results from a longitudinal study in the Netherlands.

    de Wind, Astrid; Geuskens, Goedele A; Ybema, Jan Fekke; Blatter, Birgitte M; Burdorf, Alex; Bongers, Paulien M; van der Beek, Allard J

    2014-03-01

    This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Employees aged 59-63 years (N=2317) were selected from the Study on Transitions in Employment, Ability and Motivation in the Netherlands (STREAM). Individual characteristics, health, job characteristics, skills and knowledge, and social and financial factors were measured using a questionnaire at baseline. Information on early retirement was derived from the one-year follow-up questionnaire. Logistic regression analyses were used to identify predictors of early retirement. Population Attributable Fractions (PAF) were calculated. Older age [odds ratio (OR) 1.79], poor physical health (OR 1.78), a positive attitude of the partner with respect to early retirement (OR 3.85), and the financial possibility to stop working before the age of 65 (OR 10.2) predicted the transition to early retirement, whereas employees that reported high appreciation at work (OR 0.58) and higher focus on development of skills and knowledge (OR 0.54) were less likely to retire early. PAF were 0.75 for the financial possibility to stop working, 0.43 for a positive attitude of the partner with respect to early retirement, 0.27 for low appreciation at work, 0.23 for a low focus on development, and 0.21 for poor health. The financial possibility to stop working before the age of 65 importantly contributes to early retirement. In the context of rapidly diminishing financial opportunities to retire early in the Netherlands, the prolongation of working life might be promoted by workplace health promotion and disability management, and work-related interventions focusing on appreciation and the learning environment.

  4. Job satisfaction

    PODROUŽKOVÁ, Lucie

    2013-01-01

    Bachelor thesis deals with job satisfaction. It is often given to a context with the attitude to work which is very much connected to job satisfaction. Thesis summarises all the pieces of information about job satisfacion, factors that affect it negatively and positively, interconnection of work satisfaction and work motivation, work behaviour and performance of workers, relationship of a man and work and at last general job satisfaction and its individual aspects. In the thesis I shortly pay...

  5. Job Analysis

    Bravená, Helena

    2009-01-01

    This bacherlor thesis deals with the importance of job analysis for personnel activities in the company. The aim of this work is to find the most suitable method of job analysis in a particular enterprise, and continues creating descriptions and specifications of each job.

  6. The relationship between nurse practice environment, nurse work characteristics, burnout and job outcome and quality of nursing care: a cross-sectional survey.

    Van Bogaert, Peter; Kowalski, Christoph; Weeks, Susan Mace; Van Heusden, Danny; Clarke, Sean P

    2013-12-01

    To explore the mechanisms through which nurse practice environment dimensions are associated with job outcomes and nurse-assessed quality of care. Mediating variables tested included nurse work characteristics of workload, social capital, decision latitude, as well as burnout dimensions of emotional exhaustion, depersonalization, and personal accomplishment. Acute care hospitals face daily challenges to their efforts to achieve nurse workforce stability, safety, and quality of care. A body of knowledge shows a favourably rated nurse practice environment as an important condition for better nurse and patient outcome variables; however, further research initiatives are imperative for a clear understanding to support and guide the practice community. Cross-sectional survey. Grounded on previous empirical findings, a structural equation model designed with valid measurement instruments was tested. The study population was registered acute care nurses (N=1201) in two independent hospitals and one hospital group with six hospitals in Belgium. Nurse practice environment dimensions predicted job outcome variables and nurse ratings of quality of care. Analyses were consistent with features of nurses' work characteristics including perceived workload, decision latitude, and social capital, as well as three dimension of burnout playing mediating roles between nurse practice environment and outcomes. A revised model adjusted using various fit measures explained 52% and 47% of job outcomes and nurse-assessed quality of care, respectively. The study refines understanding of the relationship between aspects of nursing practice in order to achieve favourable nursing outcomes and offers important concepts for managers to track in their daily work. The findings of this study indicate that it is important for clinicians and leaders to consider how nurses are involved in decision-making about care processes and tracking outcomes of care and whether they are able to work with

  7. The Endogenous Exposome

    Nakamura, Jun; Mutlu, Esra; Sharma, Vyom; Collins, Leonard; Bodnar, Wanda; Yu, Rui; Lai, Yongquan; Moeller, Benjamin; Lu, Kun; Swenberg, James

    2014-01-01

    The concept of the Exposome, is a compilation of diseases and one’s lifetime exposure to chemicals, whether the exposure comes from environmental, dietary, or occupational exposures; or endogenous chemicals that are formed from normal metabolism, inflammation, oxidative stress, lipid peroxidation, infections, and other natural metabolic processes such as alteration of the gut microbiome. In this review, we have focused on the Endogenous Exposome, the DNA damage that arises from the production of endogenous electrophilic molecules in our cells. It provides quantitative data on endogenous DNA damage and its relationship to mutagenesis, with emphasis on when exogenous chemical exposures that produce identical DNA adducts to those arising from normal metabolism cause significant increases in total identical DNA adducts. We have utilized stable isotope labeled chemical exposures of animals and cells, so that accurate relationships between endogenous and exogenous exposures can be determined. Advances in mass spectrometry have vastly increased both the sensitivity and accuracy of such studies. Furthermore, we have clear evidence of which sources of exposure drive low dose biology that results in mutations and disease. These data provide much needed information to impact quantitative risk assessments, in the hope of moving towards the use of science, rather than default assumptions. PMID:24767943

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

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

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  9. The importance of job characteristics in determining medical care-seeking in the Dutch working population, a longitudinal survey study.

    Steenbeek, Romy

    2012-08-31

    The working population is ageing, which will increase the number of workers with chronic health complaints, and, as a consequence, the number of workers seeking health care. It is very important to understand factors that influence medical care-seeking in order to control the costs. I will investigate which work characteristics independently attribute to later care-seeking in order to find possibilities to prevent unnecessary or inefficient care-seeking. Data were collected in a longitudinal two-wave study (n = 2305 workers). The outcome measures were visits (yes/no and frequency) to a general practitioner (GP), a physical therapist, a medical specialist and/or a mental health professional. Multivariate regression analyses were carried out separately for men and women for workers with health complaints. In the Dutch working population, personal, health, and work characteristics, but not sickness absence, were associated with later care-seeking. Work characteristics independently attributed to medical care-seeking but only for men and only for the frequency of visits to the GP. Women experience more health complaints and seek health care more often than men. For women, experiencing a work handicap (health complaints that impede work performance) was the only work characteristic associated with more care-seeking (GP). For men, work characteristics that led to less care-seeking were social support by colleagues (GP frequency), high levels of decision latitude (GP frequency) and high levels of social support by the supervisor (medical specialist). Other work characteristics led to more care-seeking: high levels of engagement (GP), full time work (GP frequency) and experiencing a work handicap (physical therapist). We can conclude that personal and health characteristics are most important when explaining medical care-seeking in the Dutch working population. Work characteristics independently attributed to medical care-seeking but only for men and only for the

  10. Cytokines as endogenous pyrogens.

    Dinarello, C A

    1999-03-01

    Cytokines are pleiotropic molecules mediating several pathologic processes. Long before the discovery of cytokines as immune system growth factors or as bone marrow stimulants, investigators learned a great deal about cytokines when they studied them as the endogenous mediators of fever. The terms "granulocytic" or "endogenous pyrogen" were used to describe substances with the biologic property of fever induction. Today, we recognize that pyrogenicity is a fundamental biologic property of several cytokines and hence the clinically recognizeable property of fever links host perturbations during disease with fundamental perturbations in cell biology. In this review, the discoveries made on endogenous pyrogens are revisited, with insights into the importance of the earlier work to the present-day understanding of cytokines in health and in disease.

  11. Job strain and male fertility.

    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.

  12. Optimal taxation and welfare benefits with monitoring of job search

    Boone, J.; Bovenberg, A.L.

    2013-01-01

    In order to investigate the interaction between tax policy, welfare benefits, the government technology for monitoring and sanctioning inadequate search, workfare, and externalities from work, we incorporate endogenous job search and involuntary unemployment into a model of optimal nonlinear income

  13. Mature-age entrants to medical school: a controlled study of sociodemographic characteristics, career choice and job satisfaction.

    Harth, S C; Biggs, J S; Thong, Y H

    1990-11-01

    . Reasons for job satisfaction include helping patients, intellectual stimulation and financial rewards. Reasons for dissatisfaction include pressure of work, red-tape/paperwork, 'doctor-bashing', long working hours, emotional strain, financial pressure, unfulfilled career expectations and irritation with trivial medical complaints.

  14. The Effects of College Major and Job Field Congruence on Job Satisfaction

    Wolniak, Gregory C.; Pascarella, Ernest T.

    2005-01-01

    This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor's degree majors and job field congruence on job satisfaction. Data on workers' job experiences in 2001 were matched to those workers' college experiences across 30 institutions and background characteristics up to 25 years earlier.…

  15. Rural nurse job satisfaction.

    Molinari, D L; Monserud, M A

    2008-01-01

    The lack of rural nursing studies makes it impossible to know whether rural and urban nurses perceive personal and organizational factors of job satisfaction similarly. Few reports of rural nurse job satisfaction are available. Since the unprecedented shortage of qualified rural nurses requires a greater understanding of what factors are important to retention, studies are needed. An analysis of the literature indicates job satisfaction is studied as both an independent and dependent variable. In this study, the concept is used to examine the intention to remain employed by measuring individual and organizational characteristics; thus, job satisfaction is used as a dependent variable. One hundred and three rural hospital nurses, from hospitals throughout the Northwest region of the United States were recruited for the study. Only nurses employed for more than one year were accepted. The sample completed surveys online. The McCloskey/Mueller Satisfaction Scale, the Gerber Control Over Practice Scale, and two open-ended job satisfaction questions were completed. The qualitative analysis of the open-ended questions identified themes which were then used to support the quantitative findings. Overall alphas were 0.89 for the McCloskey/Mueller Scale and 0.96 for the Gerber Control Over Practice Scale. Rural nurses indicate a preference for rural lifestyles and the incorporation of rural values in organizational practices. Nurses preferred the generalist role with its job variability, and patient variety. Most participants intended to remain employed. The majority of nurses planning to leave employment were unmarried, without children at home, and stated no preference for a rural lifestyle. The least overall satisfied nurses in the sample were employed from 1 to 3 years. Several new findings inform the literature while others support previous workforce studies. Data suggest some job satisfaction elements can be altered by addressing organizational characteristics and by

  16. Evolution of endogenous analgesia

    Niesters, Marieke

    2014-01-01

    Endogenous pain modulation is a complex phenomenon involved in the perception of pain. It consists of top-down inhibitory and facilitatory pathways that originate at higher sites within the central nervous system and converge at dorsal horn neurons in the spinal cord, to modulate incoming afferent

  17. Unemployment and endogenous growth

    van Schaik, A.B.T.M.; de Groot, H.L.F.

    1995-01-01

    In this paper we develop a two-sector endogenous growth model with a dual labour market, based on efficiency wages. Growth is driven by intentional R&D performed in the high-tech and high-wage sector. It is examined how a change in rivalry among firms affects simultaneously growth and unemployment.

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

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

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

  19. Endogenous growth and the environment

    Withagen, C.A.A.M.; Vellinga, N.

    2001-01-01

    This paper examines the relationship between environmental policy and growth, from the perspective of endogenous growth theory. In particular three standard endogenous growth models are supplemented with environmental issues, such as pollution and exhaustibility of natural resources. It is found

  20. Endogenous growth and environmental policy

    Withagen, C.A.A.M.; Vellinga, N.

    2001-01-01

    This paper examines the relationship between environmental policy and growth, from the perspective of endogenous growth theory. In particular three standard endogenous growth models are supplemented with environmental issues, such as pollution and exhaustibility of natural resources. It is found

  1. Stimulating endogenous cardiac regeneration

    Amanda eFinan

    2015-09-01

    Full Text Available The healthy adult heart has a low turnover of cardiac myocytes. The renewal capacity, however, is augmented after cardiac injury. Participants in cardiac regeneration include cardiac myocytes themselves, cardiac progenitor cells, and peripheral stem cells, particularly from the bone marrow compartment. Cardiac progenitor cells and bone marrow stem cells are augmented after cardiac injury, migrate to the myocardium, and support regeneration. Depletion studies of these populations have demonstrated their necessary role in cardiac repair. However, the potential of these cells to completely regenerate the heart is limited. Efforts are now being focused on ways to augment these natural pathways to improve cardiac healing, primarily after ischemic injury but in other cardiac pathologies as well. Cell and gene therapy or pharmacological interventions are proposed mechanisms. Cell therapy has demonstrated modest results and has passed into clinical trials. However, the beneficial effects of cell therapy have primarily been their ability to produce paracrine effects on the cardiac tissue and recruit endogenous stem cell populations as opposed to direct cardiac regeneration. Gene therapy efforts have focused on prolonging or reactivating natural signaling pathways. Positive results have been demonstrated to activate the endogenous stem cell populations and are currently being tested in clinical trials. A potential new avenue may be to refine pharmacological treatments that are currently in place in the clinic. Evidence is mounting that drugs such as statins or beta blockers may alter endogenous stem cell activity. Understanding the effects of these drugs on stem cell repair while keeping in mind their primary function may strike a balance in myocardial healing. To maximize endogenous cardiac regeneration,a combination of these approaches couldameliorate the overall repair process to incorporate the participation ofmultiple cell players.

  2. Assessing the Job-Related Social Skills of Adolescents and Young Adults with Behavioral Disorders: Development and Preliminary Psychometric Characteristics of Two Measures.

    Bullis, Michael; And Others

    This report describes the development and testing of two measures of job-related social behavior of adolescents and young adults, ages 14-21, with behavior disorders (BD). Following an introduction of the concept of job-related social behavior, detailed descriptive information and data are provided on development and field testing of the…

  3. From school to fitting work: How education-to-job matching of European school leavers is related to educational system characteristics

    Levels, M.; van der Velden, R.; Di Stasio, V.

    2014-01-01

    Although optimal labour market allocation of school leavers benefits individuals, employers and societies, a substantial part of European school leavers do not find a job that matches their field or level of education. This paper explores the extent to which horizontal and vertical education-to-job

  4. Job crafting

    Demerouti, E.; Bakker, A.B.; Peeters, M.; Jonge, de J.; Taris, T.

    2014-01-01

    The increasing popularity of self-managing teams, re-engineering and other organizational innovations, coupled with the increased flexibility in work arrangements made possible by advances in information technology, has considerably expanded the complexity of professional jobs. Consequently, each

  5. The Endogenous Feedback Network

    Augustenborg, Claudia Carrara

    2010-01-01

    proposals, it will first be considered the extents of their reciprocal compatibility, tentatively shaping an integrated, theoretical profile of consciousness. A new theory, the Endogenous Feedback Network (EFN) will consequently be introduced which, beside being able to accommodate the main tenets...... of the reviewed theories, appears able to compensate for the explanatory gaps they leave behind. The EFN proposes consciousness as the phenomenon emerging from a distinct network of neural paths broadcasting the neural changes associated to any mental process. It additionally argues for the need to include a 5th...

  6. Hume and Endogenous Money

    Maria Pia Paganelli

    2006-01-01

    David Hume’s monetary theory has three standard yet inconsistent readings. As a forefather of the quantity theory of money, Hume sees money as neutral. As an inflationist, Hume sees an active positive role for monetary policy. As a monetarist, Hume sees an active positive role for monetary policy only in the short run. This paper reads Hume consistently instead by showing that for Hume money is endogenous and demand-driven. Hume would read the money equation in terms of reverse causation and ...

  7. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

  8. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

  9. Combining Semi-Endogenous and Fully Endogenous Growth: a Generalization.

    Cozzi, Guido

    2017-01-01

    This paper shows that combining the semi-endogenous and the fully endogenous growth mechanisms with a general CES aggregator, either growth process can prevail in the balanced growth path depending on their degree of complementarity/substitutability. Policy-induced long-run economic switches to the fully endogenous steady state as the R&D employment ratio surpasses a positive threshold are possible if the two growth engines are gross substitutes.

  10. Canadian nurse practitioner job satisfaction.

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

    To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

  11. ENDOGENEITY OF INDONESIAN MONEY SUPPLY

    Rachma, Meutia Safrina

    2011-01-01

    There has been a long debate about the endogeneity of money supply. The main objective of this article is to identify whether money supply in Indonesia is an exogenous or an endogenous variable. Using a Vector Autoregressive model and monthly data 1997(5)-2010(6), the estimation result shows that money supply in Indonesia is an endogenous variable. The movement of broad money supply does influence the movement of base money and Consumer Price Index. Consequently, the central bank does not hav...

  12. Endogeneity Of Indonesian Money Supply

    Rachma, Meutia Safrina

    2010-01-01

    There has been a long debate about the endogeneity of money supply. The main objective of this article is to identify whether money supply in Indonesia is an exogenous or an endogenous variable. Using a Vector Autoregressive model and monthly data 1997(5)-2010(6), the estimation result shows that money supply in Indonesia is an endogenous variable. The movement of broad money supply does influence the movement of base money and Consumer Price Index. Consequently, the central bank does not hav...

  13. Habits, aspirations and endogenous fertility

    Luciano Fanti

    2012-01-01

    Motivated by the increasing literature on endogenous preferences as well as on endogenous fertility, this paper investigates the implications of the interaction of the endogenous determination of the number of children with habit and aspiration formation in an OLG model. In contrast with the previous literature, we show that greater aspirations may lead to higher savings, and more interestingly, always increase the neoclassical economic growth.

  14. Endogenous Monetary Policy Regime Change

    Troy Davig; Eric M. Leeper

    2006-01-01

    This paper makes changes in monetary policy rules (or regimes) endogenous. Changes are triggered when certain endogenous variables cross specified thresholds. Rational expectations equilibria are examined in three models of threshold switching to illustrate that (i) expectations formation effects generated by the possibility of regime change can be quantitatively important; (ii) symmetric shocks can have asymmetric effects; (iii) endogenous switching is a natural way to formally model preempt...

  15. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  16. Endogenous Lunar Volatiles

    McCubbin, F. M.; Liu, Y.; Barnes, J. J.; Boyce, J. W.; Day, J. M. D.; Elardo, S. M.; Hui, H.; Magna, T.; Ni, P.; Tartese, R.; hide

    2017-01-01

    The chapter will begin with an introduction that defines magmatic volatiles (e.g., H, F, Cl, S) versus geochemical volatiles (e.g., K, Rb, Zn). We will discuss our approach of understanding both types of volatiles in lunar samples and lay the ground work for how we will determine the overall volatile budget of the Moon. We will then discuss the importance of endogenous volatiles in shaping the "Newer Views of the Moon", specifically how endogenous volatiles feed forward into processes such as the origin of the Moon, magmatic differentiation, volcanism, and secondary processes during surface and crustal interactions. After the introduction, we will include a re-view/synthesis on the current state of 1) apatite compositions (volatile abundances and isotopic compositions); 2) nominally anhydrous mineral phases (moderately to highly volatile); 3) volatile (moderately to highly volatile) abundances in and isotopic compositions of lunar pyroclastic glass beads; 4) volatile (moderately to highly volatile) abundances in and isotopic compositions of lunar basalts; 5) volatile (moderately to highly volatile) abundances in and isotopic compositions of melt inclusions; and finally 6) experimental constraints on mineral-melt partitioning of moderately to highly volatile elements under lunar conditions. We anticipate that each section will summarize results since 2007 and focus on new results published since the 2015 Am Min review paper on lunar volatiles [9]. The next section will discuss how to use sample abundances of volatiles to understand the source region and potential caveats in estimating source abundances of volatiles. The following section will include our best estimates of volatile abundances and isotopic compositions (where permitted by available data) for each volatile element of interest in a number of important lunar reservoirs, including the crust, mantle, KREEP, and bulk Moon. The final section of the chapter will focus upon future work, outstanding questions

  17. Endogenous fertility and development traps with endogenous lifetime

    Fanti, Luciano; Gori, Luca

    2010-01-01

    We extend the literature on endogenous lifetime and economic growth by Chakraborty (2004) and Bunzel and Qiao (2005) to endogenous fertility. We show that development traps due to underinvestments in health cannot appear when fertility is an economic decision variable and the costs of children are represented by a constant fraction of the parents' income used for their upbringing.

  18. Job Satisfaction

    Administrator

    Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.

  19. Job autonomy and job satisfaction: new evidence

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

    2003-01-01

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

  20. Job Hazard Analysis

    1998-01-01

    .... Establishing proper job procedures is one of the benefits of conducting a job hazard analysis carefully studying and recording each step of a job, identifying existing or potential job hazards...

  1. Safety factors predictive of job satisfaction and job retention among home healthcare aides.

    Sherman, Martin F; Gershon, Robyn R M; Samar, Stephanie M; Pearson, Julie M; Canton, Allison N; Damsky, Marc R

    2008-12-01

    Although many of the well known work characteristics associated with job satisfaction in home health care have been documented, a unique aspect of the home health care aides' (HHA) work environment that might also affect job satisfaction is the fact that their workplace is a household. To obtain a better understanding of the potential impact of the risks/exposures/hazards within the household environment on job satisfaction and job retention in home care, we recently conducted a risk assessment study. Survey data from a convenience sample of 823 New York City HHAs were obtained and analyzed. Household/job-related risks, environmental exposures, transportation issues, threats/verbal and physical abuse, and potential for violence were significantly correlated with HHA job satisfaction and job retention. Addressing the modifiable risk factors in the home health care household may improve job satisfaction and reduce job turnover in this work population.

  2. Work-Education Mismatch: An Endogenous Theory of Professionalization.

    Ghaffarzadegan, Navid; Xue, Yi; Larson, Richard C

    2017-09-16

    We model the education-workforce pipeline and offer an endogenous theory of professionalization and ever-higher degree attainment. We introduce two mechanisms that act on the education enterprise, causing the number of educated people to increase dramatically with relatively short-term changes in the job market. Using our illustrative dynamic model, we argue that the system is susceptible to small changes and the introduced self-driving growth engines are adequate to over-incentivize degree attainment. We also show that the mechanisms magnify effects of short-term recessions or technological changes, and create long-term waves of mismatch between workforce and jobs. The implication of the theory is degree inflation, magnified pressures on those with lower degrees, underemployment, and job market mismatch and inefficiency.

  3. Steve Jobs

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

    2013-01-01

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

  4. ENDOGENEITY OF INDONESIAN MONEY SUPPLY

    Meutia Safrina Rachma

    2011-09-01

    Full Text Available There has been a long debate about the endogeneity of money supply. The main objective of this article is to identify whether money supply in Indonesia is an exogenous or an endogenous variable. Using a Vector Autoregressive model and monthly data 1997(5-2010(6, the estimation result shows that money supply in Indonesia is an endogenous variable. The movement of broad money supply does influence the movement of base money and Consumer Price Index. Consequently, the central bank does not have control power on money supply. The bank is only able to maintain the stability and control the movement of broad money supply. Keywords: Endogenous variable, money supply, vector autoregressionJEL classification numbers: E51, E52, E58

  5. Nursing unit teams matter: Impact of unit-level nurse practice environment, nurse work characteristics, and burnout on nurse reported job outcomes, and quality of care, and patient adverse events--a cross-sectional survey.

    Van Bogaert, Peter; Timmermans, Olaf; Weeks, Susan Mace; van Heusden, Danny; Wouters, Kristien; Franck, Erik

    2014-08-01

    To investigate the impact of nurse practice environment factors, nurse work characteristics, and burnout on nurse reported job outcomes, quality of care, and patient adverse events variables at the nursing unit level. Nurse practice environment studies show growing insights and knowledge about determining factors for nurse workforce stability, quality of care, and patient safety. Until now, international studies have primarily focused on variability at the hospital level; however, insights at the nursing unit level can reveal key factors in the nurse practice environment. A cross-sectional design with a survey. In a cross-sectional survey, a sample of 1108 nurses assigned to 96 nursing units completed a structured questionnaire composed of various validated instruments measuring nurse practice environment factors, nurse work characteristics, burnout, nurse reported job outcomes, quality of care, and patient adverse events. Associations between the variables were examined using multilevel modelling techniques. Various unit-level associations (simple models) were identified between nurse practice environment factors, nurse work characteristics, burnout dimensions, and nurse reported outcome variables. Multiple multilevel models showed various independent variables such as nursing management at the unit level, social capital, emotional exhaustion, and depersonalization as important predictors of nurse reported outcome variables such job satisfaction, turnover intentions, quality of care (at the unit, the last shift, and in the hospital within the last year), patient and family complaints, patient and family verbal abuse, patient falls, nosocomial infections, and medications errors. Results suggested a stable nurse work force, with the capability to achieve superior quality and patient safety outcomes, is associated with unit-level favourable perceptions of nurse work environment factors, workload, decision latitude, and social capital, as well low levels of burnout

  6. 59 eyes with endogenous endophthalmitis

    Bjerrum, Søren Solborg; la Cour, Morten

    2017-01-01

    BACKGROUND: To study the epidemiology of patients with endogenous endophthalmitis in Denmark. MATERIAL AND METHODS: Retrospective and prospective case series of 59 eyes in patients with endogenous endophthalmitis in Denmark between 2000 and 2016. RESULTS: The age of the patients ranged from 28 to......, the visual outcome and the mortality of the patients. The epidemiology of the disease is very different in Scandinavia compared to Asia. The visual prognosis remains grave and the majority of the eyes lose useful vision....

  7. Personality, biographical characteristics, and job interview success: a longitudinal study of the mediating effects of interviewing self-efficacy and the moderating effects of internal locus of causality.

    Tay, Cheryl; Ang, Soon; Van Dyne, Linn

    2006-03-01

    In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants' beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and the moderating role of locus of causality attributions in influencing the relationship between interview success and subsequent I-SE. The authors tested their model (over 5 months' duration) with matched data from 229 graduating seniors, firms, and university records. Hierarchical regression analyses demonstrated I-SE mediated the effects of Extraversion, Conscientiousness, and leadership experience on interview success. Locus of causality attributions for interview outcomes moderated the relationship between interview success and subsequent I-SE. Theoretical and practical implications are discussed.

  8. New Job Matches and their Stability before and during the Crisis

    Nagore Garcia, A.; van Soest, Arthur

    2016-01-01

    Using administrative records data from the Spanish Social Security Administration, we analyse the nature and stability of job matches starting in two different years: during the economic boom in 2005, and during the recession in 2009. We compare the individual and job and firm characteristics in the two samples and estimate Mixed Proportional Hazard Models distinguishing job-to-job, job-to-unemployment, and other transitions. We find that job-to-job transitions are pro-cyclical, while unemplo...

  9. The Cluster Analysis of Jobs Based on Data from the Position Analysis Questionnaire (PAQ). Report No. 7.

    DeNisi, Angelo S.; McCormick, Ernest J.

    The Position Analysis Questionnaire (PAQ) is a structured job analysis procedure that provides for the analysis of jobs in terms of each of 187 job elements, these job elements being grouped into six divisions: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. Two…

  10. Do job demands and job control affect problem-solving?

    Bergman, Peter N; Ahlberg, Gunnel; Johansson, Gun; Stoetzer, Ulrich; Aborg, Carl; Hallsten, Lennart; Lundberg, Ingvar

    2012-01-01

    The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.

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

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

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

  12. Training, Job Security and Incentive Wages

    Margarita Katsimi

    2003-01-01

    This paper considers the optimal level of firm-specific training by taking into account the positive effect of training on the expected duration of workers’ current employment. In the framework of an efficiency wage model, a short expected job tenure represents a disamenity that reduces the penalty from shirking. As this disamenity increases, workers have an incentive to continue providing a positive level of effort only if they are compensated by a higher wage. We endogenize the employment...

  13. Psychological rehabilitation of patients with endogenous disease

    Tamara Kryvonis

    2013-07-01

    Full Text Available The rationale for early psychotherapeutic intervention in combination with psychopharmatherapy in patients with endogenous disorders is provided. The mechanisms of psychological defenses to deal with traumatic experience, used by personalities functioning on a psychotic level, are also described here. Characteristic behavior patterns of extended family members in terms of emotional codependence are provided. Individual pathopsychology is considered as a symptom of abnormal functioning of the family. Emphasis is placed on the importance of inclusion of family members in psychotherapeutic interaction in order to correct interpersonal relations.

  14. Further comparisons of endogenous pyrogens and leukocytic endogenous mediators.

    Kampschmidt, R F; Upchurch, H F; Worthington, M L

    1983-07-01

    It was recently shown (Murphy et al., Infect. Immun. 34:177-183), that rabbit macrophages produce two biochemically and immunologically distinct endogenous pyrogens. One of these has or copurifies with substances having a molecular weight of 13,000 and a pI of 7.3. This protein was produced by blood monocytes or inflammatory cells elicited in 16-h rabbit peritoneal exudates. These acute peritoneal exudates were produced by the intraperitoneal injection of large volumes of saline containing shellfish glycogen. When the leukocytes in these exudates were washed and incubated at 37 degrees C in saline, they released an endogenous pyrogen. The injection of this pyrogen into rabbits, rats, or mice caused the biological manifestations which have been attributed to leukocytic endogenous mediator. These effects were increases in blood neutrophils, the lowering of plasma iron and zinc levels, and the increased synthesis of the acute-phase proteins. The other rabbit endogenous pyrogen seems to be a family of proteins with isoelectric points between 4.5 and 5.0. These proteins are produced by macrophages in the lung, liver, or in chronic peritoneal exudates. In these experiments, the lower-isoelectric-point endogenous pyrogens were produced by macrophages from the peritoneal cavity of rabbits that had been injected 4 days earlier with 50 ml of light mineral oil. These rabbit pyrogens were found to have leukocytic endogenous mediator activity in mice but to be completely inactive in rats. When injected into rabbits, these proteins produced fever, lowered plasma iron, increased blood neutrophils, but failed to elevate plasma fibrinogen.

  15. Gender differences in job quality and job satisfaction among doctors in rural western China.

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  16. Overcoming job stress

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

  17. Physicians' Job Satisfaction.

    AmL

    doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.

  18. Job burnout.

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

    2001-01-01

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

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

    Kim, Dae-Ho; Lee, Yong-Hee; Lee, Jung-Woon

    2008-01-01

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

  20. Çalışanların İş ve Ücret Tatmini Boyutlarıyla Demografik Özellikler Arasındaki İlişkiler: Bir Alan Çalışması(The Relationships Between Employees’ Job and Pay Satisfaction and Their Demographic Characteristics

    Mehmet GÜVEN

    2005-01-01

    Full Text Available Human capital is considered to be one of the most important assets of the companies in a global business world. Managers equipped with modern management thoughts believe that employees will be happy and productive only if their needs and expectations are satisfied and they are motivated and happy in their work life. For this reason, it is important for the companies to have satisfied employees from their job. Therefore, companies should try to increase their employees’ job satisfaction level by implementing various managerial activities. In this study, the relationship between two aspects of job satisfaction (satisfaction with the work itself, satisfaction with pay and demographic characteristics was investigated. The data for this study was collected through survey conducted on a textile company operating in the city of Kahramanmaraş. The results indicate that there is statistically significant relationship between job satisfaction level and education level, and between wage satisfaction and two demographic characteristics, which are age and education level.

  1. The models that made job design

    Daniels, K.; Le Blanc, P.M.; Davis, M.; Peeters, M.; Jonge, de J.; Taris, T.

    2014-01-01

    It is the purpose of this chapter to describe and evaluate five of the most significant approaches to job design that have laid the foundation for contemporary work psychology: the Job Characteristics Model (JCM; Hackman & Oldham, 1976, Section 3.2), the Demand–Control–Support Model (DCSM; Karasek &

  2. Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran.

    Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh

    2016-09-01

    Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. There were significant relationships between the intensity of job burnout and age (p income (p job burnout and age (p income (p job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job satisfaction and its relationship with job burnout.

  3. Monopoly Insurance and Endogenous Information

    Lagerlöf, Johan N. M.; Schottmüller, Christoph

    2018-01-01

    We study a monopoly insurance model with endogenous information acquisi- tion. Through a continuous effort choice, consumers can determine the precision of a privately observed signal that is informative about their accident risk. The equilibrium effort is, depending on parameter values, either...

  4. Endogeneously arising network allocation rules

    Slikker, M.

    2006-01-01

    In this paper we study endogenously arising network allocation rules. We focus on three allocation rules: the Myerson value, the position value and the component-wise egalitarian solution. For any of these three rules we provide a characterization based on component efficiency and some balanced

  5. Endogenizing Prospect Theory's Reference Point

    Ulrich Schmidt; Horst Zank

    2010-01-01

    In previous models of (cumulative) prospect theory reference-dependence of preferences is imposed beforehand and the location of the reference point is exogenously determined. This note provides a foundation of prospect theory, where reference-dependence is derived from preference conditions and a unique reference point arises endogenously.

  6. Inefficient Job Destructions and Training with Hold-up

    Chéron, Arnaud; Rouland, Benedicte

    2011-01-01

    This paper develops an equilibrium search model with endogenous job destructions and where firms decide at the time of job entry how much to invest in match-specific human capital. We first show that job destruction and training investment decisions are strongly complementary. It is possible...... that there are no firings at equilibrium. Further, training investments are confronted to a hold-up problem making the decentralized equilibrium always inefficient. We show therefore that both training subsidies and firing taxes must be implemented to bring back efficiency....

  7. On-the-job-training, job search and job mobility

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

    This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...

  8. Rail industry job analysis : passenger conductor.

    2013-02-01

    This document describes the results of a job analysis that was conducted for the position of railroad Passenger Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (...

  9. Rail industry job analysis : freight conductor.

    2013-03-01

    This document describes the results from a job analysis that was conducted for the position of Freight Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (KSAOs) ne...

  10. ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A REVIEW

    DIMITRIOS BELIAS

    2014-04-01

    Full Text Available The purpose of the present study is to provide a critical review of the relation between organizational culture and the levels of job satisfaction experienced by employees. Organizational culture refers to a series of attitudes and behaviors adopted by employees of a certain organization, which affect its function and total well-being. Job satisfaction refers to the employees’ perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to their perceptions of their working environment, relations with colleagues, institution aims and strategies and success criteria. In addition, the employees’ preference of organizational culture is likely to be affected by demographic characteristics, especially gender. It can be supported, therefore, that measuring and analyzing an institution’s organizational culture in combination with its employees’ demographic and individual characteristics may lead to valuable conclusions, so that job satisfaction is promoted.

  11. Burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists.

    Zhou, Xinyu; Pu, Juncai; Zhong, Xiaoni; Zhu, Dan; Yin, Dinghong; Yang, Lining; Zhang, Yuqing; Fu, Yuying; Wang, Haiyang; Xie, Peng

    2017-05-02

    To investigate the prevalence of and personal and professional characteristics associated with burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists. The China Neurologist Association conducted a national cross-sectional study from September 2014 to March 2015. A questionnaire including the Maslach Burnout Inventory, the 12-item General Health Questionnaire, the Consultants' Mental Health Questionnaire, and questions assessing personal and professional characteristics, career satisfaction, and current doctor-patient relationships was administered. A total of 693 directors of neurology departments and 6,111 neurologists in 30 Chinese provinces returned surveys. Overall, 53.2% of responding neurologists experienced burnout, 37.8% had psychological morbidity, 50.7% had high levels of job stress, 25.7% had low levels of job satisfaction, 76.9% had poor doctor-patient relationships, and 58.1% regretted becoming a doctor. Factors independently associated with burnout were lower income, more hours worked per week, more nights on call per month, working in public hospitals, psychological morbidity, high levels of job stress, low levels of job satisfaction, and poor doctor-patient relationships. Factors independently associated with psychological morbidity included lower income, more nights on call per month, working in enterprise-owned hospitals, burnout, high levels of job stress, and low levels of job satisfaction. Burnout and psychological morbidity are common in Chinese neurologists. Burnout is the single greatest predictor of neurologists' psychological morbidity, high job stress, and low job satisfaction. © 2017 American Academy of Neurology.

  12. Revisiting Symbiotic Job Scheduling

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

    International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

  13. Are flexible contracts bad for workers? Evidence from job satisfaction data

    Green, C; Heywood, J S

    2007-01-01

    If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is suffi...

  14. The Anatomy of Job Satisfaction and the Role of Contingent Employment Contracts

    Marloes de Graaf-Zijl

    2005-01-01

    In this paper I analyse job satisfaction using fixed effect analysis and a multiple equation model. Overall job satisfaction is analysed as an aggregate of satisfaction with several job aspects. I find that overall job satisfaction is mainly determined by satisfaction with job content. All aspect satisfactions are subsequently explained from observed characteristics, with special focus on contingent employment contracts. Satisfaction with job security is the aspect satisfaction with the stron...

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

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

    2015-05-01

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

  16. Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.

    Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H

    2011-09-01

    To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.

  17. Health Impaired Employees' Job Satisfaction: New Evidence from Athens, Greece

    Drydakis, Nick

    2011-01-01

    By utilizing the 2008 Athens Area Study (AAS) data set, this study investigates four aspects of job satisfaction - total pay, promotion prospects, respect received from one's supervisor, and total job satisfaction - between healthy and heath-impaired employees. Health impaired employees are found to be less satisfied according to all job satisfaction measures even when a large number of productivity features, and job characteristics are controlled for. The outcomes suggest also that women are...

  18. Relative pay and job satisfaction: some new evidence

    Nguyen, Anh; Taylor, Jim; Bradley, Steve

    2003-01-01

    This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that i...

  19. Endogenous opiates and behavior: 2014.

    Bodnar, Richard J

    2016-01-01

    This paper is the thirty-seventh consecutive installment of the annual review of research concerning the endogenous opioid system. It summarizes papers published during 2014 that studied the behavioral effects of molecular, pharmacological and genetic manipulation of opioid peptides, opioid receptors, opioid agonists and opioid antagonists. The particular topics that continue to be covered include the molecular-biochemical effects and neurochemical localization studies of endogenous opioids and their receptors related to behavior (endogenous opioids and receptors), and the roles of these opioid peptides and receptors in pain and analgesia (pain and analgesia); stress and social status (human studies); tolerance and dependence (opioid mediation of other analgesic responses); learning and memory (stress and social status); eating and drinking (stress-induced analgesia); alcohol and drugs of abuse (emotional responses in opioid-mediated behaviors); sexual activity and hormones, pregnancy, development and endocrinology (opioid involvement in stress response regulation); mental illness and mood (tolerance and dependence); seizures and neurologic disorders (learning and memory); electrical-related activity and neurophysiology (opiates and conditioned place preferences (CPP)); general activity and locomotion (eating and drinking); gastrointestinal, renal and hepatic functions (alcohol and drugs of abuse); cardiovascular responses (opiates and ethanol); respiration and thermoregulation (opiates and THC); and immunological responses (opiates and stimulants). This paper is the thirty-seventh consecutive installment of the annual review of research concerning the endogenous opioid system. It summarizes papers published during 2014 that studied the behavioral effects of molecular, pharmacological and genetic manipulation of opioid peptides, opioid receptors, opioid agonists and opioid antagonists. The particular topics that continue to be covered include the molecular

  20. İş Özellikleri Modelinin Otel İşletmelerinde Uygulanabilirliğine Yönelik Bir Araştırma = A Research on Job Characteristics Model’s Applicability in Hotels

    Mehmet KAŞLI

    2007-06-01

    Full Text Available This study aims at testing whether "job characteristics model", one of the important ways of motivating workers, can be applied to hotel workers or not. The hypotheses in this study are analyzed by using chi-square test to detect possible relationships. The empirical results indicate that the hypotheses are accepted. The empirical application of the research is practiced at Balıkesir-Gönen Kaplıcalar İşletmesi A.Ş., Entur Termal Hotel, Ömür Hotel and Adramis Termal Hotel with 431 workers through a survey. The statements about working features are analyzed with explanatory factor analysis, and three factor-dimensions are found according to the results. Regarding the results of the study, it is found that three working traits associated with "the meaningfulness of work" is a cause of "making hotel employees feel how meaningful their work is", which contributes to an increase in working motivation.

  1. Autonomy and Job Satisfaction : The Moderating Effect of Perceived Supervisor Support A study on the Yemeni Context

    Al-Marwani, Ahmed AbdulJalil Ahmed

    2015-01-01

    Job autonomy has been recognized to be one of the main job characteristics in job design, leading to several favourable job outcomes such as job satisfaction. By definition, autonomy has been widely recognized to contain three main components. Yet, studies that address the three components individually are scarce. The purpose of this study was to investigate the relationship between each one of the three components of job autonomy and job satisfaction. This study also aims to examine the cont...

  2. Job Satisfaction and Job Performance at the Work Place

    Vanden Berghe, Jae Hyung

    2011-01-01

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

  3. Endogenous scheduling preferences and congestion

    Fosgerau, Mogens; Small, Kenneth

    2017-01-01

    We consider the timing of activities through a dynamic model of commuting with congestion, in which workers care solely about leisure and consumption. Implicit preferences for the timing of the commute form endogenously due to temporal agglomeration economies. Equilibrium exists uniquely and is i......We consider the timing of activities through a dynamic model of commuting with congestion, in which workers care solely about leisure and consumption. Implicit preferences for the timing of the commute form endogenously due to temporal agglomeration economies. Equilibrium exists uniquely...... and is indistinguishable from that of a generalized version of the classical Vickrey bottleneck model, based on exogenous trip-timing preferences, but optimal policies differ: the Vickrey model will misstate the benefits of a capacity increase, it will underpredict the benefits of congestion pricing, and pricing may make...

  4. Exogenic and endogenic Europa minerals

    Maynard-Casely, H. E.; Brand, H. E. A.; Wilson, S. A.

    2016-12-01

    The Galileo Near Infrared Mapping Spectrometer (NIMS) identified a significant `non-ice' component upon the surface of Jupiter's moon Europa. Current explanations invoke both endogenic and exogenic origins for this material. It has long been suggested that magnesium and sodium sulfate minerals could have leached from the rock below a putative ocean (endogenic) 1 and that sulfuric acid hydrate minerals could have been radiologically produced from ionised sulfur originally from Io's volcanoes (exogenic) 2. However, a more recent theory proposes that the `non-ice' component could be radiation damaged NaCl leached from Europa's speculative ocean 3. What if the minerals are actually from combination of both endogenic and exogenic sources? To investigate this possibility we have focused on discovering new minerals that might form in the combination of the latter two cases, that is a mixture of leached sulfates hydrates with radiologically produced sulfuric acid. To this end we have explored a number of solutions in the MgSO4-H2SO4-H2O and Na2SO4-H2SO4-H2O systems, between 80 and 280 K with synchrotron x-ray powder diffraction. We report a number of new materials formed in this these ternary systems. This suggests that it should be considered that the `non-ice' component of the Europa's surface could be a material derived from endogenic and exogenic components. 1 Kargel, J. S. Brine volcanism and the interior structures of asteroids and icy satellites. Icarus 94, 368-390 (1991). 2 Carlson, R. W., Anderson, M. S., Mehlman, R. & Johnson, R. E. Distribution of hydrate on Europa: Further evidence for sulfuric acid hydrate. Icarus 177, 461-471, doi:10.1016/j.icarus.2005.03.026 (2005). 3 Hand, K. P. & Carlson, R. W. Europa's surface color suggests an ocean rich with sodium chloride. Geophysical Research Letters, 2015GL063559, doi:10.1002/2015gl063559 (2015).

  5. Money, banks and endogenous volatility

    Pere Gomis-Porqueras

    2000-01-01

    In this paper I consider a monetary growth model in which banks provide liquidity, and the government fixes a constant rate of money creation. There are two underlying assets in the economy, money and capital. Money is dominated in rate of return. In contrast to other papers with a larger set of government liabilities, I find a unique equilibrium when agents' risk aversion is moderate. However, indeterminacies and endogenous volatility can be observed when agents are relatively risk averse.

  6. Library Informational Technology Workers: Their Sense of Belonging, Role, Job Autonomy and Job Satisfaction

    Lim, Sook

    2007-01-01

    This study examines the characteristics of library information technology (IT) workers using a mail survey. The IT workers showed a moderate level of a sense of belonging, playing the broker's role, job autonomy, and job satisfaction. There were differences between librarian IT workers and non-librarian IT workers regarding most of these…

  7. REFERENCE MODELS OF ENDOGENOUS ECONOMIC GROWTH

    GEAMĂNU MARINELA

    2012-01-01

    The new endogenous growth theories are a very important research area for shaping the most effective policies and long term sustainable development strategies. Endogenous growth theory has emerged as a reaction to the imperfections of neoclassical theory, by the fact that the economic growth is the endogenous product of an economical system.

  8. Cross-sectional study on nurses' attitudes regarding coercive measures: the importance of socio-demographic characteristics, job satisfaction, and strategies for coping with stress.

    Bregar, Branko; Skela-Savič, Brigita; Kores Plesničar, Blanka

    2018-06-04

    Coercive measures are containment methods used in psychiatry to curb patients' disruptive and aggressive behaviours towards themselves, others or objects. The prevalence of the practice of coercive measures in psychiatry is directly related to the attitudes of the staff. When discussing these attitudes, nurses are often particularly singled out. The purpose of the study is to research the impact of individual factors on nurses' attitudes in the decision-making process for the use of coercive measures. A cross-sectional study among all psychiatric nursing staff in Slovenia (n = 367, 79%) was conducted over the years 2013/2014. Standardized questionnaires were used, including a survey of nurses' attitudes to the use of seclusion, the Job Descriptive Index, and the Folkman-Lazarus test. Nurses' attitudes towards special coercive measures are predominantly negative ([Formula: see text] = 11.312, SD = 2.641). The factors that explain a positive attitude are as follows: female gender (β = - 0.236, p <  0.001), fewer years of service (β = - 0.149, p = 0.023), emotion-focused strategies of coping with stress (β = 0.139, p = 0.020), and less-threatening patient behaviour (β = 0.157, p = 0.012). The effects of some known factors did not prove important in the model. Newly recognized factors are "less-threatening patient behaviour" and "emotion-focused strategies of coping with stress". Therefore, attitudes towards special coercive measures in psychiatry must be regarded as contextualized, interactive, and multidimensional phenomena that cannot be explained merely through a defined set of factors.

  9. Job stressors and job satisfaction in a major metropolitan public EMS service.

    Bowron, J S; Todd, K H

    1999-01-01

    of global job satisfaction within this urban emergency medical service (EMS). Future studies should examine specific characteristics of the physician-paramedic interface that influence job satisfaction and attempt to generalize these results to other settings.

  10. Employees’ Preferences for more or fewer Working Hours. The Effects of Usual, Contractual and Standard Working Time, Family Phase and Household Characteristics, and Job Satisfaction

    Tijdens, K.

    2002-01-01

    This study seeks explanations for working time preferences, using cross-sectional multinomial logits for the 2001/2002 Wage Indicator dataset (N=21,727). As expected, the preferences are predominately influenced by working hours’ characteristics, showing that employees with long hours prefer to work

  11. High endogenous activated protein C levels attenuates bleomycin-induced pulmonary fibrosis

    Lin, Cong; von der Thüsen, Jan; Isermann, Berend; Weiler, Hartmut; van der Poll, Tom; Borensztajn, Keren; Spek, Chris A.

    2016-01-01

    Coagulation activation accompanied by reduced anticoagulant activity is a key characteristic of patients with idiopathic pulmonary fibrosis (IPF). Although the importance of coagulation activation in IPF is well studied, the potential relevance of endogenous anticoagulant activity in IPF progression

  12. Employees’ Preferences for more or fewer Working Hours. The Effects of Usual, Contractual and Standard Working Time, Family Phase and Household Characteristics, and Job Satisfaction

    Tijdens, K.

    2002-01-01

    This study seeks explanations for working time preferences, using cross-sectional multinomial logits for the 2001/2002 Wage Indicator dataset (N=21,727). As expected, the preferences are predominately influenced by working hours’ characteristics, showing that employees with long hours prefer to work shorter hours and that short-hours workers prefer longer hours. New is the finding that salaried employees indeed want to reduce hours whereas hourly paid employees prefer to work longer hours. In...

  13. WP RR 15 - Employees' preferences for more or fewer working hours: The effects of usual, contractual and standard working time, family phase and household characteristics and job satisfaction

    Kea Tijdens

    2002-01-01

    This study seeks explanations for working time preferences, using cross-sectional multinomial logits for the 2001/2002 Wage Indicator dataset (N=21,727). As expected, the preferences are predominately influenced by working hours’ characteristics, showing that employees with long hours prefer to work shorter hours and that short-hours workers prefer longer hours. New is the finding that salaried employees indeed want to reduce hours whereas hourly paid employees prefer to work longer hours. In...

  14. On the origins of endogenous thoughts.

    Tillas, Alexandros

    2017-05-01

    Endogenous thoughts are thoughts that we activate in a top-down manner or in the absence of the appropriate stimuli. We use endogenous thoughts to plan or recall past events. In this sense, endogenous thinking is one of the hallmarks of our cognitive lives. In this paper, I investigate how it is that we come to possess endogenous control over our thoughts. Starting from the close relation between language and thinking, I look into speech production-a process motorically controlled by the inferior frontal gyrus (IFG). Interestingly, IFG is also closely related to silent talking, as well as volition. The connection between IFG and volition is important given that endogenous thoughts are or at least greatly resemble voluntary actions. Against this background, I argue that IFG is key to understanding the origins of conscious endogenous thoughts. Furthermore, I look into goal-directed thinking and show that IFG plays a key role also in unconscious endogenous thinking.

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

    Pisanti, Renato

    2012-01-01

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

  16. Job Sharing in Education.

    Davidson, Wilma; Kline, Susan

    1979-01-01

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

  17. Factors affecting job satisfaction among the radiologic technologists

    Kim, Chang Ho; Jeong, Won Mee; Yu, Seung Hum; Lee Sun Hee; Sohn, Tae Yong

    1997-01-01

    Job satisfaction is very important for adequate manpower management in the medical field. To study job satisfaction among the radiologic technologists, 344 cases were reviewed in five university hospitals and one general hospital. Self-administered questionnaire was used to study their socioeconomic characteristics, working conditions, job satisfaction, and the factors affecting there job satisfaction. The results were as follows : 1. There was statistically significant difference in job satisfaction according to the their department of employment, position, and hospital characteristics. 2. The group that was satisfied with their salary had a higher job satisfaction score, whereas others who were not satisfied ranked lower. 3. The positive answering group on the ability and job recognition ranked higher score on the job satisfaction than the negative answering group. 4. The group that was in good relationship with their superiors and co-workers scored higher on job satisfaction. From the above results, the job satisfaction was high for the group with positive thinking and reply, but the intentin to change their job was low. Considering the fact that these results represent only 6 hospitals from limited arease, therefore, necessary to include more medical facilities nationwide, especially small-medium sized clinics or hospitals where the difficulty with high turnover rate of employment is expected, to study further various factors involving job satisfaction in the future

  18. Effects of Technology on Experienced Job Characteristics and Job Satisfaction.

    1980-07-01

    specific function (e.g., manufacture automobiles ), 6 not everyone who works in the organization is directly tied to the production of that output...School Code 1424 Monterey, CA 93940 LIST 7 HRM Officer in Charge Officer in Charge Iuman Resource Management Detachment Human Resource Management Naval...U.S. Naval Force Europe FPO New York 09510 76 LIST 8 NAVY MISCELLANEOUS Naval Military Personnel Command (2 copies) HRM Department (NMPC-6

  19. Endogenous scheduling preferences and congestion

    Fosgerau, Mogens; Small, Kenneth

    2010-01-01

    and leisure, but agglomeration economies at home and at work lead to scheduling preferences forming endogenously. Using bottleneck congestion technology, we obtain an equilibrium queuing pattern consistent with a general version of the Vickrey bottleneck model. However, the policy implications are different....... Compared to the predictions of an analyst observing untolled equilibrium and taking scheduling preferences as exogenous, we find that both the optimal capacity and the marginal external cost of congestion have changed. The benefits of tolling are greater, and the optimal time varying toll is different....

  20. Endogenous money, circuits and financialization

    Malcolm Sawyer

    2013-01-01

    This paper locates the endogenous money approach in a circuitist framework. It argues for the significance of the credit creation process for the evolution of the economy and the absence of any notion of ‘neutrality of money’. Clearing banks are distinguished from other financial institutions as the providers of initial finance in a circuit whereas other financial institutions operate in a final finance circuit. Financialization is here viewed in terms of the growth of financial assets an...

  1. Job Sharing in Geography.

    Kay, Jeanne

    1982-01-01

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

  2. Hybrid job shop scheduling

    Schutten, Johannes M.J.

    1995-01-01

    We consider the problem of scheduling jobs in a hybrid job shop. We use the term 'hybrid' to indicate that we consider a lot of extensions of the classic job shop, such as transportation times, multiple resources, and setup times. The Shifting Bottleneck procedure can be generalized to deal with

  3. Practical job shop scheduling

    Schutten, Johannes M.J.

    1998-01-01

    The Shifting Bottleneck procedure is an intuitive and reasonably good approximation algorithm for the notoriously difficult classical job shop scheduling problem. The principle of decomposing a classical job shop problem into a series of single-machine problems can also easily be applied to job shop

  4. Mobility into favourable jobs

    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

  5. Tanzania : Productive Jobs Wanted

    World Bank Group

    2014-01-01

    Over the past 18 months, the World Bank has been working on a comprehensive plan to address the challenge of productive jobs in Tanzania. This study represents a step towards a better understanding of how to promote job creation in Tanzania. Indeed, the growth of productive jobs is vital for alleviating poverty and promoting shared prosperity - two important goals of Tanzania's economic st...

  6. Job sharing: a retention strategy for nurses.

    Kane, D

    1999-01-01

    Job sharing is a part-time employment alternative which offers advantages for employers interested in retaining experienced staff and nurses who are seeking a more equitable balance between work life and home life responsibilities. This quasi experimental, ex post facto research study was designed to determine if there are differences in job satisfaction, burnout, and desire to leave their position, in nurses who are employed in full-time, part-time, or job sharing positions. The sample (N = 269) was drawn from a large Canadian teaching and referral hospital. Three sample groups were developed, consisting of job sharing, full-time, and part-time nurses, respectively. Descriptive statistics were used to identify characteristics of the selected population. Analysis of variance was used to examine differences between the three employment groups on the outcome measures of job satisfaction, burnout, and desire to leave their position. The results of this study significantly support the belief that job sharing has a positive impact on job satisfaction and job retention. Implications for nursing administrators as well as individual nurses will be discussed.

  7. Human-Specific Endogenous Retroviruses

    Anton Buzdin

    2007-01-01

    Full Text Available This review focuses on a small family of human-specific genomic repetitive elements, presented by 134 members that shaped ~330 kb of the human DNA. Although modest in terms of its copy number, this group appeared to modify the human genome activity by endogenizing ~50 functional copies of viral genes that may have important implications in the immune response, cancer progression, and antiretroviral host defense. A total of 134 potential promoters and enhancers have been added to the human DNA, about 50% of them in the close gene vicinity and 22% in gene introns. For 60 such human-specific promoters, their activity was confirmed by in vivo assays, with the transcriptional level varying ~1000-fold from hardly detectable to as high as ~3% of β-actin transcript level. New polyadenylation signals have been provided to four human RNAs, and a number of potential antisense regulators of known human genes appeared due to human-specific retroviral insertional activity. This information is given here in the context of other major genomic changes underlining differences between human and chimpanzee DNAs. Finally, a comprehensive database, is available for download, of human-specific and polymorphic endogenous retroviruses is presented, which encompasses the data on their genomic localization, primary structure, encoded viral genes, human gene neighborhood, transcriptional activity, and methylation status.

  8. Endogenous Opiates and Behavior: 2006

    Bodnar, Richard J.

    2009-01-01

    This paper is the twenty-ninth consecutive installment of the annual review of research concerning the endogenous opioid system, now spanning thirty years of research. It summarizes papers published during 2006 that studied the behavioral effects of molecular, pharmacological and genetic manipulation of opioid peptides, opioid receptors, opioid agonists and opioid antagonists. The particular topics that continue to be covered include the molecular-biochemical effects and neurochemical localization studies of endogenous opioids and their receptors related to behavior (Section 2), and the roles of these opioid peptides and receptors in pain and analgesia (Section 3); stress and social status (Section 4); tolerance and dependence (Section 5); learning and memory (Section 6); eating and drinking (Section 7); alcohol and drugs of abuse (Section 8); sexual activity and hormones, pregnancy, development and endocrinology (Section 9); mental illness and mood (Section 10); seizures and neurological disorders (Section 11); electrical-related activity and neurophysiology (Section 12); general activity and locomotion (Section 13); gastrointestinal, renal and hepatic functions (Section 14); cardiovascular responses (Section 15); respiration and thermoregulation (Section 16); and immunological responses (Section 17). PMID:17949854

  9. Endogenous opiates and behavior: 2012.

    Bodnar, Richard J

    2013-12-01

    This paper is the thirty-fifth consecutive installment of the annual review of research concerning the endogenous opioid system. It summarizes papers published during 2012 that studied the behavioral effects of molecular, pharmacological and genetic manipulation of opioid peptides, opioid receptors, opioid agonists and opioid antagonists. The particular topics that continue to be covered include the molecular-biochemical effects and neurochemical localization studies of endogenous opioids and their receptors related to behavior (Section 2), and the roles of these opioid peptides and receptors in pain and analgesia (Section 3); stress and social status (Section 4); tolerance and dependence (Section 5); learning and memory (Section 6); eating and drinking (Section 7); alcohol and drugs of abuse (Section 8); sexual activity and hormones, pregnancy, development and endocrinology (Section 9); mental illness and mood (Section 10); seizures and neurologic disorders (Section 11); electrical-related activity and neurophysiology (Section 12); general activity and locomotion (Section 13); gastrointestinal, renal and hepatic functions (Section 14); cardiovascular responses (Section 15); respiration and thermoregulation (Section 16); and immunological responses (Section 17). Copyright © 2013 Elsevier Inc. All rights reserved.

  10. Endogenous Receptor Agonists: Resolving Inflammation

    Gerhard Bannenberg

    2007-01-01

    Full Text Available Controlled resolution or the physiologic resolution of a well-orchestrated inflammatory response at the tissue level is essential to return to homeostasis. A comprehensive understanding of the cellular and molecular events that control the termination of acute inflammation is needed in molecular terms given the widely held view that aberrant inflammation underlies many common diseases. This review focuses on recent advances in the understanding of the role of arachidonic acid and ω-3 polyunsaturated fatty acids (PUFA–derived lipid mediators in regulating the resolution of inflammation. Using a functional lipidomic approach employing LC-MS-MS–based informatics, recent studies, reviewed herein, uncovered new families of local-acting chemical mediators actively biosynthesized during the resolution phase from the essential fatty acids eicosapentaenoic acid (EPA and docosahexaenoic acid (DHA. These new families of local chemical mediators are generated endogenously in exudates collected during the resolution phase, and were coined resolvins and protectins because specific members of these novel chemical families control both the duration and magnitude of inflammation in animal models of complex diseases. Recent advances on the biosynthesis, receptors, and actions of these novel anti-inflammatory and proresolving lipid mediators are reviewed with the aim to bring to attention the important role of specific lipid mediators as endogenous agonists in inflammation resolution.

  11. Job demand-control and job stress at work: A cross-sectional study among prison staff

    Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

    2017-01-01

    Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

  12. Specificity of the amino acid content of endogenous regulatory oligopeptides.

    Zamyatnin, A A

    1991-07-01

    The amino acid residue content of endogenous regulatory oligopeptides possessing a certain spectrum of functional activity has been analyzed. It has been shown that compared to proteins, the oligopeptides contain a greater number of positively charged and cyclic radicals. All 579 oligopeptides contained in the EROP-Moscow data bank with the given spectrum of functional activity have been found to have common physicochemical characteristics.

  13. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    and work experience with job satisfaction. ... were more likely to perceive the appraisal as unfair and inappropriate (Desai and ... Working freedom, salary and fringe benefits are the major factors ..... Men, women and attitudinal commitment:.

  14. Endogenous money: the evolutionary versus revolutionary views

    Louis-Philippe Rochon; Sergio Rossi

    2013-01-01

    The purpose of this paper is to shed light on the endogenous nature of money. Contrary to the established post-Keynesian, or evolutionary, view, this paper argues that money has always been endogenous, irrespective of the historical period. Instead of the evolutionary theory of money and banking that can be traced back to Chick (1986), this paper puts forward a revolutionary definition of endogenous money consistent with many aspects of post-Keynesian economics as well as with the monetary ci...

  15. Endogenous price flexibility and optimal monetary policy

    Ozge Senay; Alan Sutherland

    2014-01-01

    Much of the literature on optimal monetary policy uses models in which the degree of nominal price flexibility is exogenous. There are, however, good reasons to suppose that the degree of price flexibility adjusts endogenously to changes in monetary conditions. This article extends the standard new Keynesian model to incorporate an endogenous degree of price flexibility. The model shows that endogenizing the degree of price flexibility tends to shift optimal monetary policy towards complete i...

  16. Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

    Hooker, Roderick S; Kuilman, Luppo; Everett, Christine M

    2015-12-01

    To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

  17. Job satisfaction trends during nurses' early career

    Griffiths Peter

    2008-06-01

    Full Text Available Abstract Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a combined census and multi-stage approach (n = 3962. Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health using a mixed model approach. Results No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child and relationships (mental health at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. Conclusion The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed.

  18. Job satisfaction trends during nurses' early career.

    Murrells, Trevor; Robinson, Sarah; Griffiths, Peter

    2008-06-05

    Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach. No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed.

  19. Endogenous, Imperfectly Competitive Business Cycles

    Whitta-Jacobsen, Hans Jørgen

    We investigate how imperfect competition affects the occurrence and the properties of endogenous, rational expectations business cycles in an overlapping generations model with constant returns to scale in production. The model has explicit product and labor markets all characterized...... by monopolistic competition. An implicit assumption of barriers to entry justifies that the number of firms is fixed even when positive profits occur. It turns out that both market power of firms on the product markets and market power of unions on the labor markets make the occurrence of cycles more likely....... In particular, imperfect competition on the product markets and the positive profits associated with it may have the effect that there is a cycle even if the labor supply curve is increasing in the real-wage rate. For competitive cycles is required not only a decreasing labor supply curve, but a wage elasticity...

  20. Testing job typologies and identifying at-risk subpopulations using factor mixture models

    Keller, A. C.; Igic, Ivana; Meier, Laurenz L.; Semmer, N. K.; Schaubroeck, J.; Brunner, Beatrice; Elfering, Achim

    2017-01-01

    Research in occupational health psychology has tended to focus on the effects of single job characteristics or various job characteristics combined into 1 factor. However, such a variable-centered approach does not account for the clustering of job attributes among groups of employees. We addressed

  1. The Role of Underemployment in Employee’s Overall Job Satisfaction: The Alabama Case.

    Addy, Samuel N.; Nzaku, Kilungu; Ijaz, Ahmad

    2012-01-01

    Job satisfaction is an important measure of utility that employees derive from their jobs and is related to various features of the job such as pay, security, intrinsic values of work, working conditions, career growth opportunities, working hours, and the like. This paper analyzes the relationship between underemployment and overall job satisfaction among other personal and job characteristics of the workforce in Alabama using survey data from Alabama workforce development regions. A logisti...

  2. The Effects of Firm Size on Job Quality: A Comparative Study for Britain and France

    Bryson, Alex; Erhel, Christine; Salibekyan, Zinaïda

    2017-01-01

    Using linked employer-employee data from two comparable surveys this article examines the links between non-pecuniary job quality and workplace characteristics in Britain and France countries with very different employment regimes. The results show that job quality is better in Britain than it is in France, despite its minimalist regulatory regime. The difference is apparent for all dimensions of job quality (skill development, training participation, job autonomy, job insecurity, work-life b...

  3. Job sharing. Part 1.

    Anderson, K; Forbes, R

    1989-01-01

    This article is the first of a three part series discussing the impact of nurses job sharing at University Hospital, London, Ontario. This first article explores the advantages and disadvantages of job sharing for staff nurses and their supervising nurse manager, as discussed in the literature. The results of a survey conducted on a unit with a large number of job sharing positions, concur with literature findings. The second article will present the evaluation of a pilot project in which two nurses job share a first line managerial position in the Operating Room. The third article will relate the effects of job sharing on women's perceived general well being. Job sharing in all areas, is regarded as a positive experience by both nurse and administrators.

  4. Exploring job embeddedness' antecedents

    Ghadeer Mohamed Badr ElDin Aboul-Ela

    2018-04-01

    Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

  5. Determinants of job satisfaction among radiation therapy faculty.

    Swafford, Larry G; Legg, Jeffrey S

    2009-01-01

    Job satisfaction is one of the most significant predictors of employee retention in a variety of occupational settings, including health care and education. A national survey of radiation therapy educators (n = 90) has indicated that respondents are not satisfied with their jobs based on data collected using the Minnesota Satisfaction Questionnaire (MSQ). To predict the factors associated with job satisfaction or dissatisfaction, the authors used a nine-item questionnaire derived from the MSQ. Educators were grouped according to their job satisfaction scores, and multiple discriminant analysis was used to determine which factors were predictive of satisfaction among groups of educators. Statistical results indicate that ability utilization, institutional support, compensation, personnel, and job characteristics were key determinants of job satisfaction among radiation therapy educators. These results may better inform faculty and administration of important factors that can promote job satisfaction and retain faculty in radiation therapy education programs.

  6. Professional involvement is associated with increased job satisfaction among dietitians.

    Mortensen, Jenny K; Nyland, Nora K; Fullmer, Susan; Eggett, Dennis L

    2002-10-01

    This study explored a relationship between professional involvement and job satisfaction among dietitians. A random sample of 2,600 employed registered dietitians (RDs) received a 55-item questionnaire including a standardized measure of job satisfaction. The response rate was 67.3%; 50.8% were useable (n = 1,321). Ninety-two percent of RDs reported job satisfaction. The mean score was 68.8 +/- .28 (possible range: 18-90), with scores over 54 indicating job satisfaction. A positive relationship was found between job satisfaction and markers of professional involvement. Additionally, six characteristics related to professional involvement were: having had a mentor, being a mentor, self-assessed high professional involvement, full-time employment, high annual income, and increased hours worked per week. There was also a positive relationship between markers of professional involvement and employer support. We conclude that, overall, RDs are satisfied with their jobs and that greater professional involvement is related to greater job satisfaction.

  7. Job Satisfaction and the Neglected Variable of Job Seniority

    Ronen, Simcha

    1978-01-01

    This research investigates the hypotheses that the relationship between job seniority and job satisfaction will resemble a curvilinear function of a U-shaped curve, while age and job level will be linearly related to job satisfaction; and that intrinsic rather than extrinsic aspects of job satisfaction will be the major contributor to the U-shaped…

  8. Applying Endogenous Knowledge in the African Context ...

    The question presented in this article is how to improve the dispute resolution competence of practitioners in Africa. The response offered involves enhancing the endogenous knowledge of a dispute and how to resolve it. This requires not only an understanding of what endogenous knowledge is, but also an alignment of ...

  9. Endogenous Peer Effects: Fact or Fiction?

    Yeung, Ryan; Nguyen-Hoang, Phuong

    2016-01-01

    The authors examine endogenous peer effects, which occur when a student's behavior or outcome is a function of the behavior or outcome of his or her peer group. Endogenous peer effects have important implications for educational policies such as busing, school choice and tracking. In this study, the authors quantitatively review the literature on…

  10. Gender Wage Differentials in Private and Public Sector Jobs

    Zweimuller, Jopsef; Winter- Ebmer, Rudolf

    1993-01-01

    In this study gender wage differentials in private and public sector jobs in Austria are calculated. Occupational attainment is considered as endogeneous by the use of an ordered response model. Results show that wage discrimination is also present in the public sector,though on a lower level. Both in private firms and for public servants a substantial part of this unwarranted differential is due to unequal professional advancement.

  11. Assessment of job satisfaction, job stress and psychological health ...

    McRoy

    2014-12-31

    Dec 31, 2014 ... Aim: The study assessed the job satisfaction, perception of job stress and psychological ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  12. Human endogenous retroviruses and ADHD.

    Balestrieri, Emanuela; Pitzianti, Mariabernarda; Matteucci, Claudia; D'Agati, Elisa; Sorrentino, Roberta; Baratta, Antonia; Caterina, Rosa; Zenobi, Rossella; Curatolo, Paolo; Garaci, Enrico; Sinibaldi-Vallebona, Paola; Pasini, Augusto

    2014-08-01

    Several lines of evidences suggest that human endogenous retroviruses (HERVs) are implicated in the development of many complex diseases with a multifactorial aetiology and a strong heritability, such as neurological and psychiatric diseases. Attention deficit hyperactivity Disorder (ADHD) is a neurodevelopmental disorder that results from a complex interaction of environmental, biological and genetic factors. Our aim was to analyse the expression levels of three HERV families (HERV-H, K and W) in patients with ADHD. The expression of retroviral mRNAs from the three HERV families was evaluated in peripheral blood mononuclear cells (PBMCs) from 30 patients with ADHD and 30 healthy controls by quantitative RT-PCR. The expression levels of HERV-H are significantly higher in patients with ADHD compared to healthy controls, while there are no differences in the expression levels of HERV-K and W. Since the ADHD aetiology is due to a complex interaction of environmental, biological and genetic factors, HERVs may represent one link among these factors and clinical phenotype of ADHD. A future confirmation of HERV-H overexpression in a larger number of ADHD patients will make possible to identify it as a new parameter for this clinical condition, also contributing to deepen the study on the role of HERVs in the neurodevelopment diseases.

  13. An international perspective: job satisfaction among transplant nurses.

    Russell, Cynthia L; Van Gelder, Frank

    2008-03-01

    The high demand for transplant nurses across the world leads us to examine job design and job satisfaction because job satisfaction is linked to better outcomes for patients. To describe international transplant nurses' perspectives of job design and job satisfaction by using Herzberg's theory of motivation. Descriptive, correlational design. An electronic version of the Job Design and Job Satisfaction survey was mailed to all members of the International Transplant Nurses Society. A total of 331 members of the International Transplant Nurses Society responded to the survey. The mean age of respondents was 44.12 years, they had worked a mean of 19.12 years in nursing and 10.22 years in transplantation, and 50.6% of respondents were transplant nurse coordinators. Respondents were very satisfied overall with their jobs; they perceived that transplant nursing requires a high level of nonrepetitive, complex skills, autonomy in personal initiative and judgment, cooperation and collaboration with others, and that the job allows for completion of the work. Respondents were satisfied with pay, fringe benefits, and supervision. The feeling that the job could positively and significantly affect others was very strong. Results of this study provide empirical evidence supporting the perceived benefits and challenges of working in transplantation and support Herzberg's theory that motivators leading to job satisfaction include achievement, recognition, the work itself, responsibility, and advancement. Transplant nursing includes many of these motivators and desirable characteristics, including autonomy and working with a multidisciplinary team on a clear, patient-centered goal.

  14. Proposal of Artifact for Motivational Analysis of Job CharacteristicsProposta de Artefato para Análise de Características Motivacionais do TrabalhoPropuesta de Artefacto para el Análisis de Características de Motivación en el Trabajo

    DE SORDI, José Osvaldo

    2013-09-01

    Full Text Available ABSTRACTThe theory for studying the motivational potential of certain jobs – or job design – was developed for the context of an industrial society, one that is quite different from our current information society. This research proposes a device for discussing and analyzing the key characteristics of motivation referring to jobs, according to the theories of job design and to the information society context. This is a pragmatic research, which applies the Design Science research strategy. Based on an inventory and on content analysis of scientific research concerning job design – published in the twenty-first century in the electronic databases of PROQUEST and EBSCO scientific articles – the motivational characteristics that are associated to this theory were identified, structured and presented in the proposed device.RESUMOA teoria para estudo do potencial motivador de postos de trabalho, denominada job design, foi desenvolvida para o contexto da sociedade industrial, bastante distinta da atual sociedade da informação. Esta pesquisa propõe um artefato voltado para discussão e análise de características centrais da motivação associadas aos postos de trabalho, segundo as teorias de job design e o contexto da sociedade da informação. Trata-se de uma pesquisa pragmática, com emprego da estratégia de pesquisa Design Science. A partir do inventário e da análise de conteúdo das pesquisas científicas sobre job design, publicadas no século XXI nas bases eletrônicas de artigos científicos PROQUEST e EBSCO, características motivacionais associadas às dimensões dessa teoria são identificadas, estruturadas e apresentadas no artefato proposto.RESUMENLa teoría para estudiar el potencial motivacional de puestos de trabajo, denominado Job Design, se desarrolló en el contexto de la sociedad industrial, muy diferente a la actual sociedad de la información. Esta investigación propone un artefacto desarrollado a partir del debate

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

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

    2005-08-15

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

  16. Do Birds of a Feather Flock Together? An Examination of Calling, Congruence, Job Design and Personality as Predictors of Job Satisfaction and Tenure

    Nillsen, C.; Earl, J. K.; Elizondo, F.; Wadlington, P. L.

    2014-01-01

    This study explored whether congruence, calling, job characteristics or personality were better predictors of job satisfaction and tenure. The sample consisted of 1968 employees across four different job roles: sales engineers (N = 309), graphic designers (N = 383), teachers (N = 481) and clergy (N = 795). Data was collected as part of a selection…

  17. Job Instruction Training.

    Pfau, Richard H.

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

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

    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.

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

    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…

  20. Gravity effects on endogenous movements

    Johnsson, Anders; Antonsen, Frank

    Gravity effects on endogenous movements A. Johnsson * and F. Antonsen *+ * Department of Physics, Norwegian University of Science and Technology,NO-7491, Trond-heim, Norway, E-mail: anders.johnsson@ntnu.no + Present address: Statoil Research Center Trondheim, NO-7005, Trondheim, Norway Circumnutations in stems/shoots exist in many plants and often consists of more or less regular helical movements around the plumb line under Earth conditions. Recent results on circumnu-tations of Arabidopsis in space (Johnsson et al. 2009) showed that minute amplitude oscilla-tions exist in weightlessness, but that centripetal acceleration (mimicking the gravity) amplified and/or created large amplitude oscillations. Fundamental mechanisms underlying these results will be discussed by modeling the plant tissue as a cylinder of cells coupled together. As a starting point we have modeled (Antonsen 1998) standing waves on a ring of biological cells, as first discussed in a classical paper (Turing 1952). If the coupled cells can change their water content, an `extension' wave could move around the ring. We have studied several, stacked rings of cells coupled into a cylinder that together represent a cylindrical plant tissue. Waves of extensions travelling around the cylinder could then represent the observable circumnutations. The coupling between cells can be due to cell-to-cell diffusion, or to transport via channels, and the coupling can be modeled to vary in both longitudinal and transversal direction of the cylinder. The results from ISS experiments indicate that this cylindrical model of coupled cells should be able to 1) show self-sustained oscillations without the impact of gravity (being en-dogenous) and 2) show how an environmental factor like gravity can amplify or generate the oscillatory movements. Gravity has been introduced in the model by a negative, time-delayed feed-back transport across the cylinder. This represents the physiological reactions to acceler

  1. Job demands-resources model

    Bakker, Arnold; Demerouti, Eva

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and is inspired by job design and job stress theories. JD-R theory explains how job demands and resources have unique and multiplicative e...

  2. Jobs in Public Service. Job Family Series.

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in public service. The introductory chapter provides a definition and overview of public service work. Following chapters describe various levels of public service including: (1) neighborhood workers--letter carriers and postal employees, fire fighters, police officers, service repair workers, and bus drivers; (2) city…

  3. Job strain and the risk of depression: is reporting biased?

    Kolstad, Henrik; Hansen, Åse Marie; Kærgaard, Anette

    2011-01-01

    It is unknown whether the relation between job strain and depression reflects causal characteristics of the working environment or reporting bias. The authors investigated reporting bias by analyzing individual versus work-unit measures of job strain and the risk of depressive symptoms (n = 287) ...

  4. The use of the Job Satisfaction Scale in Slovenian companies

    Vid Pogačnik

    2000-12-01

    Full Text Available The Job Satisfaction Scale was applied to a representative sample of 5.094 employees in 54 Slovenian companies. Appropriate metric characteristics and the possibility of insight into global job satisfaction as well as into its 15 aspects, speak for usefulness of this instrument. The quality of work life in Slovenian companies is also briefly described.

  5. Job Quality by Entrepreneurial Spinoffs

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

    We study whether entrepreneurial spinoffs are important drivers of industry dynamics. More precisely, we investigate whether the quality of jobs in spinoff entrepreneurs are higher than for other entrepreneurs. We distinguish spinoff firms by different types and distinguish between growing...... for worker heterogeneity and industry and region clusters characteristics. An important feature of the analysis is that we measure the entrepreneur as the organic new firm. By organic new firm, we mean new firms that are not the result of restructurings or organising existing or additional activities...

  6. Job satisfaction among emergency department staff.

    Suárez, M; Asenjo, M; Sánchez, M

    2017-02-01

    To compare job satisfaction among nurses, physicians and administrative staff in an emergency department (ED). To analyse the relationship of job satisfaction with demographic and professional characteristics of these personnel. We performed a descriptive, cross-sectional study in an ED in Barcelona (Spain). Job satisfaction was evaluated by means of the Font-Roja questionnaire. Multivariate analysis determined relationship between the overall job satisfaction and the variables collected. Fifty-two nurses, 22 physicians and 30 administrative staff were included. Administrative staff were significantly more satisfied than physicians and nurses: 3.42±0.32 vs. 2.87±0.42 and 3.06±0.36, respectively. Multivariate analysis showed the following variables to be associated with job satisfaction: rotation among the different ED acuity levels (OR: 2.34; 95%CI: 0.93-5.89) and being an administrative staff (OR: 0.27; 95%CI: 0.09-0.80). Nurses and physicians reported greater stress and work pressure than administrative staff and described a worse physical working environment. Interpersonal relationships obtained the highest score among the three groups of professionals. Job satisfaction of nurses and physicians in an ED is lower than that of administrative staff with the former perceiving greater stress and work pressure. Conversely, interpersonal relationships are identified as strength. Being nurse or physician and not rotating among the different ED acuity levels increase dissatisfaction. Copyright © 2016 College of Emergency Nursing Australasia. Published by Elsevier Ltd. All rights reserved.

  7. Effects on Teachers' Self-Efficacy and Job Satisfaction: Teacher Gender, Years of Experience, and Job Stress

    Klassen, Robert M.; Chiu, Ming Ming

    2010-01-01

    The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample…

  8. [Common physicochemical characteristics of endogenous hormones-- liberins and statins].

    Zamiatnin, A A; Voronina, O L

    1998-01-01

    The common chemical features of oligopeptide releasing-hormones and release inhibiting hormones were investigated with the aid of computer methods. 339 regulatory molecules of such type have been extracted out of data from computer bank EROP-Moscow. They contain from 2 to 47 amino acid residues and their sequences include short sites, which play apparently a decisive role in realization of interactions with the receptors. The analysis of chemical radicals shows that all liberins and statins contain positively charged group and cyclic radical of some amino acids or hydrophobic group. Results of this study indicate that the most chemical radicals of hormones are open for the interaction with potential receptors of target-cells. The mechanism of hormone ligand and receptors binding and conceivable role of amino acid and neurotransmitter radicals in hormonal properties of liberins and statins is discussed.

  9. The God of Job

    Leonard Mare

    2012-02-01

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

  10. 教師背景與初職位置:中學教師背景特質對取得各類型教職位置的影響 Teacher’s Background and the First Teaching Job: The Effects of the Background Characteristics of High School Teachers on Their First Teaching Job-Getting

    紀金山 Chin-Shan Chi

    2005-12-01

    Full Text Available 目前中學教師供過於求的情形,已使得其教職位置的取得愈來愈市場化。本研究藉由各類型中學新制教師特質的分布情形,說明師資培育制度改革後教師背景特質對取得初職位置的影響。本文先以邏輯迴歸分析探討影響私立高職教職取得的背景變項作用,其次以私立高職教職為參照組的多元邏輯迴歸分析,探討影響其他類型教職取得的背景變項作用,結果發現教師背景特質對取得公立學校教職與私立高職教職的影響效果有明顯差異。比較各類背景特質的作用,人力資本變項的影響最為重要,它對於取得私立高職教職位置,有相對性的負向顯著影響;另一方面,它則是影響公立學校教職位置取得的有利變項,其中教師甄試表現、學歷種類和學歷高低的影響最顯著。 Since the new Teacher Education Act in 1994, the oversupply of teacher candidates brings to change the first-teaching-job-getting (FTJG from traditional embedded approach to a new quasi-market one. This article tries to delineate the effects of the background characteristics of high school teachers on their FTJG. I took the private vocation-high school as a basic group and analyzed the effects of related factors on it with logistic regression. Then I explored the effects of related factors on the others categories through multinomial logit model with private vocation-high school as the reference group. In summary, the entrants’ human capital is not beneficial to the FTJG of the private vocation-high schools. However the effect of human capital is the most important to the FTJG of the public schools, especially according to the performance of the job-seeking test, and the objective variables of education background.

  11. Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals.

    Lorber, Mateja; Skela Savič, Brigita

    2012-06-01

    To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction - satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. We found a medium level of job satisfaction in both leaders (3.49±0.5) and employees (3.19±0.6), however, there was a significant difference between their estimates (t=3.237; P=lt;0.001). Job satisfaction was explained by age (Plt;0.05; β=0.091), years of employment (Plt;0.05; β=0.193), personal characteristics of leaders (Plt;0.001; β=0.158), and managerial competencies of leaders (Plt;0.000; β=0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Satisfied employees play a crucial role in an organization's success, so health care organizations must be aware of the importance of employees' job satisfaction. It is recommended to monitor employees' job satisfaction levels on an annual basis.

  12. Contagion risk in endogenous financial networks

    Li, Shouwei; Sui, Xin

    2016-01-01

    Highlights: • We propose an endogenous financial network model. • Endogenous networks include interbank networks, inter-firm networks and bank-firm networks. • We investigate contagion risk in endogenous financial networks. - Abstract: In this paper, we investigate contagion risk in an endogenous financial network, which is characterized by credit relationships connecting downstream and upstream firms, interbank credit relationships and credit relationships connecting firms and banks. The findings suggest that: increasing the number of potential lenders randomly selected can lead to an increase in the number of bank bankruptcies, while the number of firm bankruptcies presents a trend of increase after the decrease; after the intensity of choice parameter rises beyond a threshold, the number of bankruptcies in three sectors (downstream firms, upstream firms and banks) shows a relatively large margin of increase, and keeps at a relatively high level; there exists different trends for bankruptcies in different sectors with the change of the parameter of credits’ interest rates.

  13. Endogenous Money, Output and Prices in India

    Das, Rituparna

    2009-01-01

    This paper proposes to quantify the macroeconometric relationships among the variables broad money, lending by banks, price, and output in India using simultaneous equations system keeping in view the issue of endogeneity.

  14. Job satisfaction of extension agents towards innovation ...

    The study assessed job satisfaction of extension agents towards innovation dissemination to fish farmers in Lagos State, Nigeria. A simple random sampling technique was used to select 44 extension officers from which data were collected. A structured questionnaire consisting of 6 personal characteristics, 23 management ...

  15. Learning about Job Search

    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...

  16. On Job Rotation

    Metin M. Cosgel; Thomas J. Miceli

    1998-01-01

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

  17. Some observations about the endogenous money theory

    Bertocco Giancarlo

    2006-01-01

    The endogenous money theory constitutes the core element of the post-keynesian monetary theory. The first formulation of this theory can be found in the works of Kaldor published in the 1970s. Taking these studies as a starting point, the post-keynesians elaborated two versions of the endogenous money theory which differ in their assumptions about the behaviour of the monetary authorities and the banking system, and hence offer different conclusions about the slope of the money supply curve. ...

  18. Invasive fungal infections in endogenous Cushing's syndrome

    Scheffel, Rafael Selbach; Dora, José Miguel; Weinert, Letícia Schwerz; Aquino, Valério; Maia, Ana Luiza; Canani, Luis Henrique; Goldani, Luciano Z.

    2010-01-01

    Cushing's syndrome is a condition characterized by elevated cortisol levels that can result from either augmented endogenous production or exogenous administration of corticosteroids. The predisposition to fungal infections among patients with hypercortisolemia has been noted since Cushing's original description of the disease. We describe here a patient with endogenous Cushing's syndrome secondary to an adrenocortical carcinoma, who developed concomitant disseminated cryptococcosis and candidiasis in the course of his disease. PMID:24470886

  19. Endogenous Money Supply and Money Demand

    Woon Gyu Choi; Seonghwan Oh

    2000-01-01

    This paper explores the behavior of money demand by explicitly accounting for the money supply endogeneity arising from endogenous monetary policy and financial innovations. Our theoretical analysis indicates that money supply factors matter in the money demand function when the money supply partially responds to money demand. Our empirical results with U.S. data provide strong evidence for the relevance of the policy stance to the demand for MI under a regime in which monetary policy is subs...

  20. Identification of endogenous flurophores in the layered retina

    Xu, Gaixia; Chen, Danni; Sun, Yiwen; Qu, Junle; Lin, Ziyang; Ding, Zhihua; Niu, Hanben

    2007-05-01

    In this paper, we measured and analyzed the characteristic of endogenous fluorophores in porcine layered retina by using advanced fluorescence spectroscopy and microscopy imaging technology. It was found that there were obvious contrasts corresponding to the different layers of retina, which may be important for fundus disease diagnosis. The retinal pigment epithelium cells exhibited strong autofluorescence with as emission peak of 600+/-10nm when excited with 860-nm light. The emission peak of photoreceptors was at 652+/-5nm, and the emission peak of retinal vessels layer was weak and at 640~700nm, when excited with 488-nm light. Autofluorescence images of three layers of retina were obtained using the same setup. We concluded that the main endogenous fluorophore in PRE was lipofuscin and that in retinal vessels was porphyrin. What's more, the FMHW (full width at half. maximum) of retinal fluorescence spectrum was broad, which suggested that there wasn't only one endogenous fluorophores of tissues excited.

  1. The Job Training and Job Satisfaction Survey Technical Manual

    Schmidt, Steven W.

    2004-01-01

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

  2. Job anxiety, organizational commitment and job satisfaction: An ...

    Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea. ... The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment ...

  3. The Relationship of Job Involvement, Motivation and Job ...

    The study found that job involvement had significant relationship with work motivation and job satisfaction of the respondents. It was also found that work motivation and job satisfaction jointly and individually predict job involvement of the respondents. Nevertheless, it was established that there was significant difference in ...

  4. Factors Influencing Job Satisfaction Among Long-Term Care Staff.

    Doran, Kelly; Resnick, Barbara; Swanberg, Jennifer

    2017-11-01

    We assessed the intrapersonal, interpersonal, and organizational factors that predicted job satisfaction among long-term care employees. Baseline data were used to describe characteristics that influence job satisfaction. Using a forced linear regression model, while controlling for age and job title, we assessed if higher physical activity levels, fewer symptoms of depression, stress, and/or anxiety (ie, decreased mood), less back pain, stronger social support, and reports of low work demands were associated with higher job satisfaction. Mood (β = -0.412, P = 0.003) explained 17% of the variance in job satisfaction. This information can be used to guide facility wide programs and interventions aimed at increasing job satisfaction among all long-term care staff.

  5. Ciliary neurotrophic factor is an endogenous pyrogen.

    Shapiro, L; Zhang, X X; Rupp, R G; Wolff, S M; Dinarello, C A

    1993-09-15

    Fever is initiated by the action of polypeptide cytokines called endogenous pyrogens, which are produced by the host during inflammation, trauma, or infection and which elevate the thermoregulatory set point in the hypothalamus. Ciliary neurotrophic factor (CNTF) supports the differentiation and survival of central and peripheral neurons. We describe the activity of CNTF as intrinsically pyrogenic in the rabbit. CNTF induced a monophasic fever which rose rapidly (within the first 12 min) following intravenous injection; CNTF fever was blocked by pretreatment with indomethacin. The fever induced by CNTF was not due to contaminating endotoxins. Increasing doses of CNTF resulted in prolongation of the fever, suggesting the subsequent induction of additional endogenous pyrogenic activity. After passive transfer of plasma obtained during CNTF-induced fever, endogenous pyrogen activity was not present in the circulation; CNTF also did not induce the endogenous pyrogens interleukin 1, tumor necrosis factor, or interleukin 6 in vitro. Nevertheless, a second endogenous pyrogen may originate within the central nervous system following the systemic injection of CNTF. Of the four endogenous pyrogens described to date (interleukin 1, tumor necrosis factor, interferon, and interleukin 6), CNTF, like interleukin 6, utilizes the cell-surface gp 130 signal-transduction apparatus.

  6. Job attributes, job satisfaction and the return to health after breast cancer diagnosis and treatment.

    Barnes, Andrew J; Robert, Nicholas; Bradley, Cathy J

    2014-02-01

    As detection and treatment of cancer has advanced, the number of working age women with breast cancer has increased. This study provides new information on the intersection of breast cancer treatment and job tasks and how, together, they impact employed and newly diagnosed women. The sample comprised 493 employed women within 2 months of initiating treatment. Job satisfaction and demands were assessed by a pre-diagnosis recall along with measures of mental and physical health and assessed again 9 months after initiating treatment. Using seemingly unrelated regression, we tested the effect of job tasks and satisfaction on mental and physical health 9 months post-treatment initiation, controlling for pre-diagnosis health status, patient characteristics, and job tasks. Physical job demands prior to diagnosis were not significantly associated with mental or physical health 9 months after treatment initiation. Employment in cognitively demanding and less satisfying jobs was associated with decreases in mental health and increases in problems with work or daily activities 9 months post-treatment initiation (pWomen who received five or more cycles of chemotherapy reported lower vitality, social functioning, and worse measures of physical health compared with those who did not receive chemotherapy (pjobs may impede mental health recovery, particularly in patients who receive longer chemotherapy regimens. Such information may be used by patients and clinicians in deciding when to undergo chemotherapy and whether job tasks can be restructured to hasten recovery. Copyright © 2013 John Wiley & Sons, Ltd. Copyright © 2013 John Wiley & Sons, Ltd.

  7. Job Accommodation Network

    ... TTY) Email JAN Subscribe to Newsletters Share Through Social Networks Newsletter Live Help Link to Us Toolkit Webcasts FOR EMPLOYERS Private Employers Federal Employers State & Local Government FOR INDIVIDUALS Employees Job Seekers Entrepreneurs FOR OTHERS ...

  8. Management job ads

    Holmgreen, Lise-Lotte

    2014-01-01

    jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate...... the increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means...... that this agreement reflects a high degree of conservatism in the system where men enjoy a considerable advantage and where procedures that ensure male dominance are perpetuated even in the linguistic and discursive construction of job ads....

  9. "Ruralizing" Presidential Job Advertisements

    Leist, Jay

    2007-01-01

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

  10. The investigation of the relationship between the job satisfaction and job performance of employees in furniture sector

    Türkay Türkoğlu

    2017-04-01

    Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.

  11. Job demands, job resources, and work engagement of Japanese employees: a prospective cohort study.

    Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Shimazu, Akihito; Tomioka, Kimiko; Nakanishi, Mayuko

    2013-05-01

    Research on the prospective association of job demands and job resources with work engagement is still limited in Asian countries, such as Japan. The purpose of the present study was to investigate the prospective association of job demands (i.e., psychological demands and extrinsic effort) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), based on the job demands-control (JD-C) [or demand-control-support (DCS)] model and the effort-reward imbalance (ERI) model, with work engagement among Japanese employees. The participants included 423 males and 672 females from five branches of a manufacturing company in Japan. Self-administered questionnaires, including the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance Questionnaire (ERIQ), the nine-item Utrecht Work Engagement Scale (UWES-9), and demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the UWES-9 was used again to assess work engagement. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics and work engagement at baseline, higher psychological demands and decision latitude were positively and significantly associated with greater work engagement at follow-up (β = 0.054, p = 0.020 for psychological demands and β = 0.061, p = 0.020 for decision latitude). Having higher psychological demands and decision latitude may enhance work engagement among Japanese employees.

  12. [Relationship of job stress with job burnout and quality of work life in workers for offshore oil platforms].

    Zhang, Y; Liu, X L; Wei, T D; Lan, Y J

    2017-03-20

    Objective: To evaluate the current status of job burnout and qual ity of work life (QWL) in workers for offshore oil platforms, and to analyze the relationship of job stress with job burnout and QWL and the direct and indirect effects of job stress on QWL. Methods: Cluster random sampling was used to select 382 work-ers for 8 oil platforms of China National Offshore Oil Corporation in October 2015. A self - designed questionnaire was used to collect the individual characteristics of subjects. The Quality of Work Life Scale (QWL7 - 32) , Occupa-tional Stress Inventory - Revised Edition (OSI - R) , and Maslach Burnout Inventory - General Survey (MBI - GS) were used to investigate the QWL, job stress, and job burnout of subjects. Results: Among all the workers for offshore oil platforms, 87.2% had mild job burnout. The total QWL score was 116.01 ± 16.73; 8.3% of the workers had poor QWL, and 68.5% had moderate QWL. QWL was reduced with heavier task, vaguer task, and increasing mental stress and physical stress ( P stress had di-rect and indirect effects on QWL; stress reaction had the most effect on QWL (total effect size - 0.509) , followed by social support (total effect size 0.444) . Conclusion: Most workers for offshore oil platforms have mild job burn-out and moderate QWL. Job stress is associated with job burnout and QWL, and stress reaction and social support have relatively high influence on QWL.

  13. Using the job demands-resources model to predict burnout and performance

    Bakker, A.B.; Demerouti, E.; Verbeke, W.

    2004-01-01

    The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion

  14. Job design under lean manufacturing and its impact on employee outcomes

    Cullinane, S.J.; Bosak, J.; Flood, P.; Demerouti, E.

    2013-01-01

    The implications of lean manufacturing for employee well-being remain unclear as previous research yields conflicting findings and struggles to identify an applicable model of job design. This paper adapts and integrates both the job characteristics model and the job demands–resources model to

  15. Job Performance and Gender Factors of Administrative Staff in South West Nigeria Universities

    Olorunsola, E. O.

    2012-01-01

    This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in…

  16. Teacher Job Satisfaction and Retention: A Comparison Study between the U.S. and China

    Ouyang, Meimei; Paprock, Kenneth

    2006-01-01

    Through a literature review regarding teacher job satisfaction in the U.S. and in China, in terms of community factors, school factors, and teacher characteristics, this paper finds that most teachers in both countries are satisfied with their jobs, but teachers cited various factors influencing their job satisfaction. This paper makes a…

  17. What Students Want: Elements of Job Satisfaction Expectations among Multicultural Cohorts

    Brown, Dannie L.

    2015-01-01

    The purpose of this research was to assess students' expectations of future job satisfaction. Data were collected from 484 students enrolled in the BBA programme at Cape Breton University, Nova Scotia, Canada. Locke's job satisfaction theory and Hackman and Oldham's job characteristics model provided the theoretical foundation for the study.…

  18. Newly Graduated Nurses' Job Satisfaction: Comparison with Allied Hospital Professionals, Social Workers, and Elementary School Teachers

    Mihyun Park, PhD, RN

    2012-09-01

    Conclusion: Relatively dissatisfying job characteristics in nursing work environment that were significant predictors for nurses' job satisfaction should be improved. Newly graduated nurses are at risk for job dissatisfaction. This can result in high turnover rates and can exacerbate the nursing shortage. Efforts to improve the work environment are needed.

  19. A Job Analysis for K-8 Principals in a Nationwide Charter School System

    Cumings, Laura; Coryn, Chris L. S.

    2009-01-01

    Background: Although no single technique on its own can predict job performance, a job analysis is a customary approach for identifying the relevant knowledge, skills, abilities, and other characteristics (KSAO) necessary to successfully complete the job tasks of a position. Once the position requirements are identified, the hiring process is…

  20. Job stress and occupational health

    Blanc, Le P.M.; Jonge, de J.; Schaufeli, W.B.; Chmiel, N.

    2008-01-01

    This chapter focuses on job stress in relation to workers’ physical and psycho logical health. We begin with an outline of job stress as a social problem, fol lowed by a discussion of the main perspectives on (job) stress, resulting in a process model of job stress that will be used as a frame of

  1. Job satisfaction of older workers

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

    1999-01-01

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

  2. Job design and job stress in office workers.

    Carayon, P

    1993-05-01

    A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. The effects of perceived demands, job content, and career/future concerns were hypothesized to influence the stress outcomes only to the extent of their influence on job control. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers. Results indicated that job control was not a crucial determinant of the stress outcomes, that job demands and career/future concerns were consistent determinants of the stress outcomes, and that job content, demands, and career/future concerns did not influence the stress outcomes through job control as described by the proposed model. The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.

  3. ISOS: A job evaluation system to implement comparable worth

    Albert Corominas

    2008-01-01

    Full Text Available A fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.

  4. Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals

    Lorber, Mateja; Skela Savič, Brigita

    2012-01-01

    Aim To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. Methods The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction – satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. Results We found a medium level of job satisfaction in both leaders (3.49 ± 0.5) and employees (3.19 ± 0.6), however, there was a significant difference between their estimates (t = 3.237; P = Job satisfaction was explained by age (P job satisfaction variance. Conclusion Satisfied employees play a crucial role in an organization’s success, so health care organizations must be aware of the importance of employees’ job satisfaction. It is recommended to monitor employees’ job satisfaction levels on an annual basis. PMID:22661140

  5. The radiology job market: analysis of the ACR jobs board.

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  6. Risk Aversion and Job Mobility

    van Huizen, T.M.; Alessie, Rob

    2016-01-01

    Job mobility is inherently risky as workers have limited ex ante information about the quality of outside jobs. Using a large longitudinal Dutch dataset, which includes data on risk preferences elicited through (incentivized) experiments, we examine the relation between risk aversion and job mobility. The results for men show that risk averse workers are less likely to move to other jobs. For women, the evidence that risk aversion affects job mobility is weak. Our empirical findings indicate ...

  7. Job Satisfaction of Nursing Managers

    Petrosova, Liana; Pokhilenko, Irina

    2015-01-01

    The aim of the study was to research levels of job satisfaction, factors affecting job satisfaction/dissatisfaction, and ways to improve job satisfaction among nursing managers. The purposes of the study were to extend knowledge in the field of healthcare management, to raise awareness about factors that affect job satisfaction in nursing management career, and to provide suggestions regarding how to increase job satisfaction among nursing managers. The method of this study is literature r...

  8. How Many Danish Jobs Can (Potentially) Be Done Elsewhere?

    Eriksson, Tor Viking

    This paper employs a new survey technique to arrive at estimates of the proportion of jobs with the characteristic that they can be performed elsewhere than currently, in particular in other countries. The results from the survey which was carried out in November 2008 indicate that the proportion...... of current jobs with offshorability characteristics in Denmark is in the 20 to 30 percent range. Danish jobs that could potentially be carried out elsewhere are primarily found in the services sector (financial and business services) and they are typically performed by employees from the middle of the wage...

  9. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

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

    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

  11. A new unextracted-sample radioimmunoassay method for hepatic endogenous nuclear L-tri-iodothyronine content

    Yagura, T.; Walfish, P.G.

    1982-01-01

    Endogenous L-tri-iodothyronine content in an hepatic nuclear extract was measured by a new unextracted-sample radioimmunoassay method using 8-anilinonaphthalene-1-sulphonic acid to inhibit the L-[ 125 I]tri-iodothyronine binding to the nuclear L-tri-iodothyronine receptor within the extract. The amount of endogenous L-tri-iodothyronine was 10-40 pg/0.2 ml of hepatic nuclear extract from euthyroid rats, compared with less than 3.125 pg/0.2ml from thyroidectomized rats. The results obtained were compared with a Sephadex G-25 column extracted-sample radioimmunoassay method and showed a good agreement. The values for the endogenous L-tri-iodothyronine content were utilized to correct for the L-tri-iodothyronine concentration within the binding assay mixture in order to accurately determine by Scatchard analysis the binding characteristics of the nuclear L-tri-iodothyronine receptor. The validity of the correction for endogenous L-tri-iodothyronine was demonstrated by using a nuclear extract from a thyroidectomized rat which was preincubated with a small known amount of L-tri-iodothyronine before determining the nuclear L-tri-iodothyronine receptor binding characteristics. It is concluded that the necessity and validity of using endogenous L-tri-iodothyronine corrections in the Scatchard analytical computations of the nuclear L-tri-iodothyronine receptor binding characteristics has been demonstrated, being particularly more important for affinity constant than maximum binding capacity. (author)

  12. The Paradox of Authentic Selves and Chameleons: Self-monitoring, Perceived Job Autonomy and Contextual Performance

    Giuseppe. Soda; Lorenzo. Bizzi

    2011-01-01

    We investigate how self-monitoring combines with the degree of perceived job autonomy to affect contextual performance. We explore both a mediation model, built on theories on individual differences in the perception of job characteristics, and a moderation model, built on theories of the interaction between personality and perceived job situation. Empirical evidence suggests that self-monitoring and perceived job autonomy significantly predict contextual performance. In addition, an inter...

  13. Influence of type D personality on job stress and job satisfaction in clinical nurses: the mediating effects of compassion fatigue, burnout, and compassion satisfaction.

    Kim, Yeon Hee; Kim, Sung Reul; Kim, Yeo Ok; Kim, Ji Young; Kim, Hyun Kyung; Kim, Hye Young

    2017-04-01

    To test a hypothetical path model evaluating the influence of type D personality on job stress and job satisfaction and to identify the mediating effects of compassion fatigue, burnout, and compassion satisfaction among clinical nurses in South Korea. Personalities susceptible to stress, compassion fatigue, and burnout in clinical nurses have negative effects on the job stress and job satisfaction. A correlational, cross-sectional design was used. A convenience sample of 875 clinical nurses was recruited between December 2014 - February 2015. The structured questionnaires included the Type D personality scale-14, Professional Quality of Life, job stress, job satisfaction, and general characteristics. To test the hypothetical path model, we performed a path analysis by using the AMOS 18·0 program. Based on the path model, type D personality was significantly associated with compassion fatigue, burnout, and compassion satisfaction in our study subjects. Type D personality was significantly associated with job stress and job satisfaction via the effect of burnout, compassion satisfaction, and job stress. Since type D personality is associated with job stress and job satisfaction, identifying personalities vulnerable to stress would help to address job stress and to enhance job satisfaction when nurses have a high level of compassion fatigue and burnout and a low level of compassion satisfaction. The development of interventions that can reduce negative affect and social inhibition of nurses with type D personality and investigation of methods to decrease their compassion fatigue and burnout and to increase compassion satisfaction should be encouraged. © 2016 John Wiley & Sons Ltd.

  14. Job demands, job control, psychological climate, and job satisfaction: a cognitive dissonance perspective

    Karanika-Murray, M; Michaelides, G; Wood, S

    2017-01-01

    Purpose: Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. This study examines the effects of the interaction between job design and psychological climate on job satisfaction.\\ud \\ud Design/approach: Cognitive Dissonance Theory was used to explore the nature of this relationship and its effect on job satisfaction. We hypothesized that psychologic...

  15. Host-virus interactions of mammalian endogenous retroviruses

    Farkašová, Helena

    2017-01-01

    Endogenous retroviruses (ERVs) originate by germline infection and subsequent mendelian inheritance of their exogenous counterparts. With notable exceptions, all mammalian ERVs are evolutionarily old and fixed in the population of its host species. Some groups of retroviruses were believed not to be able to form endogenous copies. We discovered an additional endogenous Lentivirus and a first endogenous Deltaretrovirus. Both of these groups were previously considered unable to form endogenous ...

  16. Job Hunting, Introduction

    Goldin, Ed; Stringer, Susan

    1998-05-01

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

  17. The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan

    Tang, Feng-Cheng; Li, Ren-Hau; Huang, Shu-Ling

    2016-01-01

    Background and Objectives Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1) to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2) to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled. Methods A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine), psychological condition (perceived mental health and psychological distress), job-related psychosocial factors (job demand, job control, and workplace social support), and prolonged fatigue. Results A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue. Conclusion Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers’ prolonged fatigue. However, more research is required to verify the causation among all the variables. PMID:26930064

  18. The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan.

    Feng-Cheng Tang

    Full Text Available Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1 to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2 to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled.A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine, psychological condition (perceived mental health and psychological distress, job-related psychosocial factors (job demand, job control, and workplace social support, and prolonged fatigue.A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue.Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers' prolonged fatigue. However, more research is required to verify the causation among all the variables.

  19. [The endogenous opioid system and drug addiction].

    Maldonado, R

    2010-01-01

    Drug addiction is a chronic brain disorder leading to complex adaptive changes within the brain reward circuits. Several neurotransmitters, including the endogenous opioid system are involved in these changes. The opioid system plays a pivotal role in different aspects of addiction. Thus, opioid receptors and endogenous opioid peptides are largely distributed in the mesolimbic system and modulate dopaminergic activity within the reward circuits. Opioid receptors and peptides are selectively involved in several components of the addictive processes induced by opioids, cannabinoids, psychostimulants, alcohol and nicotine. This review is focused on the contribution of each component of the endogenous opioid system in the addictive properties of the different drugs of abuse. Copyright 2010 Elsevier Masson SAS. All rights reserved.

  20. Endogenous vs. exogenous regulations in the commons

    Abatayo, Anna Lou; Lynham, John

    2016-01-01

    It is widely believed that there is strong experimental evidence to support the idea that exogenously imposed regulations crowd out the intrinsic motivations of common pool resource (CPR) users to refrain from over-harvesting. We introduce a novel experimental design that attempts to disentangle...... potential confounds in previous experiments. A key feature of our experimental design is to have the exact same regulations chosen endogenously as those that are imposed exogenously. When we compare the same regulations chosen endogenously to those externally imposed, we observe no differences in extraction...... endogenous regulations with communication and exogenous regulations without communication. Our results suggest that externally imposed regulations do not crowd out intrinsic motivations in the lab and they confirm that communication facilitates cooperation to reduce extraction....

  1. Job insecurity and health.

    McDonough, P

    2000-01-01

    As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

  2. The time-course relationship between endogenous spleen colony formation and marrow cellularity after midlethal irradiation of mice

    Koch, I.; Wiktor-Jedrzejczak, W.; Wojskowa Akademia Medyczna, Warsaw

    1981-01-01

    The kinetics of appearance and disappearance of endogenous spleen colonies following 4 and 6 Gy of X-irradiation was compared with the kinetics of changes of cellular contents of femur cavities. Additionally, the effect of postirradiation bleeding and this way of the subsequent increase in the level of endogenous erythropoietin was studied. It was found that the kinetics of endogenous haemopoietic recovery in the marrow follows the same characteristic biphasic pattern as in the spleen although it is slightly delayed in time. First wave of regeneration corresponded in time with the formation of transient endogenous spleen colonies 4-7 days postirradiation, and the 2nd wave corresponded in time witn the formation of classical haemopoietic stem-cell derived endogenous spleen colonies 9-12 days following irradiation. Postirradiation bleeding markedly stimulated particularly the first wave of regeneration both in the marrow and in the spleen. (orig.) [de

  3. Productive and counterproductive job crafting: A daily diary study.

    Demerouti, Evangelia; Bakker, Arnold B; Halbesleben, Jonathon R B

    2015-10-01

    The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as "seeking resources," "seeking challenges," and "reducing demands" and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance. (c) 2015 APA, all rights reserved).

  4. Job satisfaction in nursing: a concept analysis study.

    Liu, Y; Aungsuroch, Y; Yunibhand, J

    2016-03-01

    This study aims to undertake a concept analysis of job satisfaction in the nursing profession. Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave. In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction. Walker and Avant's approach of concept analysis was used. The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients. This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories. The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field. © 2015 International Council of Nurses.

  5. Feeding Releases Endogenous Opioids in Humans.

    Tuulari, Jetro J; Tuominen, Lauri; de Boer, Femke E; Hirvonen, Jussi; Helin, Semi; Nuutila, Pirjo; Nummenmaa, Lauri

    2017-08-23

    The endogenous opioid system supports a multitude of functions related to appetitive behavior in humans and animals, and it has been proposed to govern hedonic aspects of feeding thus contributing to the development of obesity. Here we used positron emission tomography to investigate whether feeding results in hedonia-dependent endogenous opioid release in humans. Ten healthy males were recruited for the study. They were scanned with the μ-opioid-specific ligand [ 11 C]carfentanil three times, as follows: after a palatable meal, a nonpalatable meal, and after an overnight fast. Subjective mood, satiety, and circulating hormone levels were measured. Feeding induced significant endogenous opioid release throughout the brain. This response was more pronounced following a nonpalatable meal versus a palatable meal, and independent of the subjective hedonic responses to feeding. We conclude that feeding consistently triggers cerebral opioid release even in the absence of subjective pleasure associated with feeding, suggesting that metabolic and homeostatic rather than exclusively hedonic responses play a role in the feeding-triggered cerebral opioid release. SIGNIFICANCE STATEMENT The endogenous opioid system supports both hedonic and homeostatic functions. It has been proposed that overeating and concomitant opioid release could downregulate opioid receptors and promote the development of obesity. However, it remains unresolved whether feeding leads to endogenous opioid release in humans. We used in vivo positron emission tomography to test whether feeding triggers cerebral opioid release and whether this response is associated with pleasurable sensations. We scanned volunteers using the μ-opioid receptor-specific radioligand [ 11 C]carfentanil three times, as follows: after an overnight fast, after consuming a palatable meal, and after consuming a nonpalatable meal. Feeding led to significant endogenous opioid release, and this occurred also in the absence of feeding

  6. Endogenous network of firms and systemic risk

    Ma, Qianting; He, Jianmin; Li, Shouwei

    2018-02-01

    We construct an endogenous network characterized by commercial credit relationships connecting the upstream and downstream firms. Simulation results indicate that the endogenous network model displays a scale-free property which exists in real-world firm systems. In terms of the network structure, with the expansion of the scale of network nodes, the systemic risk increases significantly, while the heterogeneities of network nodes have no effect on systemic risk. As for firm micro-behaviors, including the selection range of trading partners, actual output, labor requirement, price of intermediate products and employee salaries, increase of all these parameters will lead to higher systemic risk.

  7. Endogenous Generalized Weights under DEA Control

    Agrell, Per J.; Bogetoft, Peter

    Non-parametric efficiency analysis, such as Data Envelopment Analysis (DEA) relies so far on endogenous local or exogenous general weights, based on revealed preferences or market prices. However, as DEA is gaining popularity in regulation and normative budgeting, the strategic interest...... of the evaluated industry calls for attention. We offer endogenous general prices based on a reformulation of DEA where the units collectively propose the set of weights that maximize their efficiency. Thus, the sector-wide efficiency is then a result of compromising the scores of more specialized smaller units...

  8. An endogenous model of the credit network

    He, Jianmin; Sui, Xin; Li, Shouwei

    2016-01-01

    In this paper, an endogenous credit network model of firm-bank agents is constructed. The model describes the endogenous formation of firm-firm, firm-bank and bank-bank credit relationships. By means of simulations, the model is capable of showing some obvious similarities with empirical evidence found by other scholars: the upper-tail of firm size distribution can be well fitted with a power-law; the bank size distribution can be lognormally distributed with a power-law tail; the bank in-degrees of the interbank credit network as well as the firm-bank credit network fall into two-power-law distributions.

  9. Animal spirits, competitive markets, and endogenous growth

    Miyazaki, Kenji

    2013-10-01

    This paper uses a simple model with an endogenous discount rate and linear technology to investigate whether a competitive equilibrium has a higher balanced growth path (BGP) than the social planning solution and whether the BGP is determinate or indeterminate. The implications are as follows. To start with, people with an instinct to compare themselves with others possess an endogenous discount rate. In turn, this instinct affects the economic growth rate in a competitive market economy. The competitive market economy also sometimes achieves higher economic growth than a social planning economy. However, the outcomes of market economy occasionally fluctuate because of the presence of the self-fulfilling prophecy or animal spirits.

  10. [Mechanisms of leukocyte formation of endogenous pyrogen].

    Rybakina, E G; Sorokin, A V

    1982-06-01

    A study was made of the kinetics of endogenous pyrogen production by rabbit blood and exudate leukocytes and possible role played by the products of activated leukocytes in autoregulation of the process. It was established that accumulation of endogenous pyrogen in the cell precedes its release by stimulated cells. Then the processes of active pyrogen formation and release gel interdependent: pyrogen formed releases from the cell; the lowering of pyrogen concentration in the cell is accompanied by the decrease of its content in the medium. No stimulating effect of the products activated during leukocyte inflammation on pyrogen formation by blood leukocytes was discovered.

  11. Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes.

    Brauchli, Rebecca; Jenny, Gregor J; Füllemann, Désirée; Bauer, Georg F

    2015-01-01

    Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate-selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

  12. Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

    Rebecca Brauchli

    2015-01-01

    Full Text Available Studies using the Job Demands-Resources (JD-R model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

  13. Job Displacement and Crime

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...... a substantial share of their workers, for workers with at least three years of tenure. Displaced workers are more likely to commit offenses leading to conviction (probation, prison terms) for property crimes and for alcohol-related traffic violations in the two years following displacement. We find no evidence...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  14. Ecobuilding and job creation

    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...

  15. Branding McJobs

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...... oriented branding literature, our contribution to this stream of research is twofold: We provide an empirical account of employer branding of a grocery chain, which has repeatedly been voted among the ‘100 best companies to work for’. Second, we outline the role of symbolic compensation that employees...... of employer branding....

  16. The Job Accommodation Scale (JAS): Psychometric evaluation of a new measure of employer support for temporary job modifications

    Shaw, William S.; Kristman, Vicki L.; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

    2015-01-01

    INTRODUCTION An employer offer of temporary job modification is a key strategy for facilitating return-to-work (RTW) for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. OBJECTIVE To pilot test a new 21-item self-report measure (the Job Accommodation Scale [JAS]) to assess its applicability, internal consistency, factor structure, and relation to physical job demands. METHODS Supervisors (N = 804, 72.8% male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. RESULTS The full response range (1–4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. CONCLUSIONS The pilot administration of the JAS with respect to a hypothetical worker with LBP showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to

  17. Job satisfaction and intention to quit the job

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

    2013-01-01

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

  18. Endogenous MOV10 inhibits the retrotransposition of endogenous retroelements but not the replication of exogenous retroviruses

    2012-01-01

    Background The identification of cellular factors that regulate the replication of exogenous viruses and endogenous mobile elements provides fundamental understanding of host-pathogen relationships. MOV10 is a superfamily 1 putative RNA helicase that controls the replication of several RNA viruses and whose homologs are necessary for the repression of endogenous mobile elements. Here, we employ both ectopic expression and gene knockdown approaches to analyse the role of human MOV10 in the replication of a panel of exogenous retroviruses and endogenous retroelements. Results MOV10 overexpression substantially decreased the production of infectious retrovirus particles, as well the propagation of LTR and non-LTR endogenous retroelements. Most significantly, RNAi-mediated silencing of endogenous MOV10 enhanced the replication of both LTR and non-LTR endogenous retroelements, but not the production of infectious retrovirus particles demonstrating that natural levels of MOV10 suppress retrotransposition, but have no impact on infection by exogenous retroviruses. Furthermore, functional studies showed that MOV10 is not necessary for miRNA or siRNA-mediated mRNA silencing. Conclusions We have identified novel specificity for human MOV10 in the control of retroelement replication and hypothesise that MOV10 may be a component of a cellular pathway or process that selectively regulates the replication of endogenous retroelements in somatic cells. PMID:22727223

  19. Endogenous MOV10 inhibits the retrotransposition of endogenous retroelements but not the replication of exogenous retroviruses.

    Arjan-Odedra, Shetal; Swanson, Chad M; Sherer, Nathan M; Wolinsky, Steven M; Malim, Michael H

    2012-06-22

    The identification of cellular factors that regulate the replication of exogenous viruses and endogenous mobile elements provides fundamental understanding of host-pathogen relationships. MOV10 is a superfamily 1 putative RNA helicase that controls the replication of several RNA viruses and whose homologs are necessary for the repression of endogenous mobile elements. Here, we employ both ectopic expression and gene knockdown approaches to analyse the role of human MOV10 in the replication of a panel of exogenous retroviruses and endogenous retroelements. MOV10 overexpression substantially decreased the production of infectious retrovirus particles, as well the propagation of LTR and non-LTR endogenous retroelements. Most significantly, RNAi-mediated silencing of endogenous MOV10 enhanced the replication of both LTR and non-LTR endogenous retroelements, but not the production of infectious retrovirus particles demonstrating that natural levels of MOV10 suppress retrotransposition, but have no impact on infection by exogenous retroviruses. Furthermore, functional studies showed that MOV10 is not necessary for miRNA or siRNA-mediated mRNA silencing. We have identified novel specificity for human MOV10 in the control of retroelement replication and hypothesise that MOV10 may be a component of a cellular pathway or process that selectively regulates the replication of endogenous retroelements in somatic cells.

  20. Registered Dietitians in School Nutrition Leadership: Motivational Aspects of Job Selection and Job Satisfaction

    Dodson, Linette J.; Arendt, Susan W.

    2014-01-01

    Purpose/Objectives: This study examined motivational aspects related to selecting school nutrition leadership as a career by registered dietitians (RDs). Motivational aspects were defined as valued characteristics which influence individuals' desires for specific work environments. Aspects of job satisfaction were also explored. Methods: An online…

  1. Keeping Them Happy: Job Satisfaction, Personality, and Attitudes toward Disability in Predicting Counselor Job Retention

    Lawrence, Emily R.; Glidden, Laraine M.; Jobe, Brian M.

    2006-01-01

    Employee retention was studied in 48 counselors working at a summer camp for children and adults with disabilities. We hypothesized that attitudes toward persons with disabilities, personality characteristics of counselors, job satisfaction, and previous counselor experience would predict whether counselors would elect to return to work the…

  2. Job Creation and Job Destruction, Worker Reallocation, and Wages.

    Belzil, Christian

    2000-01-01

    Using Danish firm (workplace) data on employment reallocation merged with individual records, the effects of job creation/destruction and worker reallocation on wages are estimated using fixed effects techniques. After controlling for business cycle fluctuations, job creation is found to increase male wages. The effect of net job creation seems present at all phases of the business cycle. Entry wages as well as wages of low tenure workers appear much more sensitive to idiosyncratic job creati...

  3. Physician job satisfaction related to actual and preferred job size

    Schmit Jongbloed, Lodewijk J.; Cohen-Schotanus, Janke; Borleffs, Jan C. C.; Stewart, Roy E.; Schonrock-Adema, Johanna

    2017-01-01

    Background: Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Method: Data were retrieved from a larger, longitudinal study a...

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

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

    1989-01-01

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

  5. Physician job satisfaction related to actual and preferred job size.

    Schmit Jongbloed, Lodewijk J; Cohen-Schotanus, Janke; Borleffs, Jan C C; Stewart, Roy E; Schönrock-Adema, Johanna

    2017-05-11

    Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

  6. Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

    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...

  7. JOB SATISFACTION AND PREFERENCES REGARDING JOB CHARACTEREISTICS OF VOCATIONALS AND MASTER CRAFTSMAN SCHOLARS AND HORTICULTURE STUDENTS IN GERMANY

    Stephan G.H. MEYERDING

    2016-04-01

    Full Text Available Labour costs account for 40 % of all the costs in German horticulture. Employee satisfaction has a significant impact on the economic and social sustainability of horticultural companies. Traditional linear relationships between environmental characteristics and subjective job satisfaction have been assumed in psychological research. Warr (2007 challenged this conception with the non-linear vitamin model. The present study examines the possibility of non-linear relationships between job characteristics and job satisfaction. For this purpose, a survey was carried out using an online and a paper-and-pencil questionnaire from August 2013 to February 2015. In addition, the preferences of employees (N=229, vocational and master craftsman scholars (N=205 and students of horticulture science (N=204 regarding job characteristics were examined. This article focuses on the later two. The relationships between characteristic values and work and life satisfaction are analysed and the results of the three groups are compared. The strongest relationships with job satisfaction can be observed for vocational and master craftsman scholars for the job features emotional dissonance and considerate leadership. Additionally, employers' fair treatment of the society as a whole has a strong impact on job satisfaction. The salary can be found only in the lower middle range. The data support the assumption of non-linear relationships between job characteristic values and satisfaction. Furthermore, the personal characteristics of the study participants are included in the analysis. The study indicates a change in the preference structure of employees, who in the future would prefer a good work–life balance in particular as well as other "soft" factors.

  8. Optimal income taxation with endogenous human capital

    Jacobs, B.

    2005-01-01

    This paper augments the theory of optimal linear income taxation by taking into account human capital accumulation as a dimension of labor supply. The distribution of earning potentials is endogenous because agents differ in the ability to learn. Taxation affects utilization rates of human capital

  9. Essays on Policy Evaluation with Endogenous Adoption

    Gentile, Elisabetta

    2011-01-01

    Over the last decade, experimental and quasi-experimental methods have been favored by researchers in empirical economics, as they provide unbiased causal estimates. However, when implementing a program, it is often not possible to randomly assign subjects to treatment, leading to a possible endogeneity bias. This dissertation consists of two…

  10. Place branding, embeddedness and endogenous rural development

    Donner, Mechthild; Horlings, Lummina; Fort, Fatiha; Vellema, Sietze

    2017-01-01

    This article deals with place branding on the regional scale, in the rural context of food and tourism networks in Europe. Place branding is linked to the concepts of endogenous rural development, territory and embeddedness, by analysing how the valorisation of specific rural assets takes shape.

  11. Climate changes and farmers' endogenous adaptation strategies ...

    It has been claimed that climate changes impact studies often assume certain adaptations and little explicit examination of how, when, why, and under what conditions they occur. This research aims at analysing the endogenous strategies developed by farmers in agricultural land and crop management. With random ...

  12. Endogenous thrombin potential in polycystic ovary syndrome

    Aziz, Mubeena; Sidelmann, Johannes Jakobsen; Wissing, Marie Louise Muff

    2015-01-01

    OBJECTIVES: The objective of this study is to investigate plasma endogenous thrombin generation in four different phenotypes of polycystic ovary syndrome (PCOS) defined by Body Mass Index (BMI) and insulin resistance (IR). PCOS is diagnosed according to the Rotterdam criteria. DESIGN: Multicenter...

  13. Immigration, Endogenous Technology Adoption and Wages

    Ray Chaudhuri, A.; Pandey, Manish

    2015-01-01

    We document that immigration to U.S. states has increased the mass of workers at the lower range of the skill distribution. We use this change in skill distribution of workers to analyze the effect of immigration on wages. Our model allows firms to endogenously respond to the immigration-induced

  14. HERVd: the Human Endogenous Retrovirus Database: update

    Pačes, Jan; Pavlíček, A.; Zíka, Radek; Jurka, J.; Pačes, Václav

    2004-01-01

    Roč. 32, č. 1 (2004), s. 50-50 ISSN 0305-1048 R&D Projects: GA MŠk LN00A079 Institutional research plan: CEZ:AV0Z5052915 Keywords : human * endogenous retrovirus * database Subject RIV: EB - Genetics ; Molecular Biology Impact factor: 7.260, year: 2004

  15. Endogenous Quality Effects of Trade Policy

    J.L. Moraga-Gonzalez (José Luis); J.M.A. Viaene (Jean-Marie)

    1999-01-01

    textabstractWe study the optimal trade policy against a foreign oligopoly with endogenous quality. We show that, under the Most Favoured Nation (MFN) clause, a uniform tariff policy is always welfare improving over the free trade equilibrium. However, a nonuniform tariff policy is always desirable

  16. Optimized Formation of Benzyl Isothiocyanate by Endogenous ...

    Purpose: To use endogenous myrosinase in Carica papaya seed to convert benzyl glucosinolate (BG) to benzyl isothiocyanate (BITC) and then extract it for further studies. Methods: Process variables including seed powder particle size, sample-to-solvent ratio, pH of buffer solution, enzymolysis temperature, enzymolysis ...

  17. Structural classification of endogenous regulatory oligopeptides.

    Zamyatnin, A A

    1991-07-01

    Based on the criteria of 50% identity in the amino acid sequence, a new method for grouping endogenous regulatory oligopeptides into structural families is presented. Data from the EROP-Moscow data bank on 579 oligopeptides fitting a preset spectrum of functional activities revealed 73 structural oligopeptide groups, 36 of which were called families.

  18. Endogenous retrovirus sequences expressed in male mammalian ...

    Objectives: To review the research findings on the expression of endogenous retroviruses and retroviral-related particles in male mammalian reproductive tissues, and to discuss their possible role in normal cellular events and association with disease conditions in male reproductive tissues. Data sources: Published ...

  19. The Limit of Public Policy : Endogenous Preferences

    Bar-Gill, O.; Fershtman, C.

    2000-01-01

    In designing public policy it is not enough to consider the possible reaction of individuals to the chosen policy.Public policy may also affect the formation of preferences and norms in a society.The endogenous evolution of preferences, in addition to introducing a conceptual difficulty in

  20. Endogeneity in Strategy-Performance Analysis

    Rocha, Vera; Van Praag, Mirjam; B. Folta, Timothy

    2018-01-01

    , such as employees, strategic partners, customers, or investors, whose choices and preferences also affect the final decision. We discuss how endogeneity can plague the measurement of the performance effects of these two-sided strategic decisions—which are more complex, but more realistic, than prior representations...

  1. Managing spillovers: an endogenous sunk cost approach

    Senyuta, Olena; Žigić, Krešimir

    2016-01-01

    Roč. 35, June (2016), s. 45-64 ISSN 0167-6245 R&D Projects: GA ČR(CZ) GAP402/12/0961 Institutional support: PRVOUK-P23 Keywords : endogenous sunk costs * innovations * knowledge spillovers Subject RIV: AH - Economics Impact factor: 0.739, year: 2016

  2. Applying Endogenous Knowledge in the African Context ...

    This requires not only an understanding of what endogenous knowledge is, but also an alignment of personal values, innovative strategies and an attitude of activism. An integral part of an extensive skills set to implement specifi c dispute resolution strategies is the ability to facilitate the free sharing of information about all ...

  3. Endogenous retrovirus sequences expressed in male mammalian ...

    In humans, one ERV family, human endogenous retrovirus- K (HERV-K) is abundantly expressed, and is associated with germ cell tumours, while ERV3 env is expressed in normal human testis. Conclusion: The expression of ERVs in male reproductive tissues suggests a possible role in normal and disease conditions ...

  4. [Endogenous pyrogen formation by bone marrow cells].

    Efremov, O M; Sorokin, A V; El'kina, O A

    1978-01-01

    The cells of the rabbit bone marrow produced endogenous pyrogen in response to stimulation with bacterial lipopolysaccharide. Incubation of the cells in medium No 199 containing a 15% homologous serum is optimal for the release of pyrogen. It is supposed that the cells of the bone marrow take part in the formation of endgenous pyrogen and in the mechanism of pyrexia in the organism.

  5. Assessment of job satisfaction, job stress and psychological health ...

    McRoy

    2014-12-31

    Dec 31, 2014 ... employees, feels a tension of anxiety caused by their jobs.[4] ... [13] High job stress creates negative psychological effects ... where product quality is largely dependent ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  6. Job flexibility and job insecurity : the Dutch case

    Klein Hesselink, D.J.; Vuuren, T. van

    1999-01-01

    Since the 1970s the flexible workforce in the Netherlands has been an important factor of labour force growth. The question raised in this article is whether job flexibility gives rise to feelings of job security. It appears that flexiworkers experience more job insecurity than workers with

  7. Trends in Job Quality during the Great Recession

    Erhel, Christine; Guergoat-Larivière, Mathilde; Leschke, Janine

    and country-level characteristics (institutions and business-cycle indicators) to a possible deterioration in job quality. It shows that some socio-economic groups are more affected by decreasing trends in job quality (other things being equal), especially youth, older workers and low-educated workers. Women......This paper focuses on the consequences of the crisis on job quality in Europe. Its aim is twofold: first, to identify trends in job quality in the EU during the 2007-2009 crisis; secondly, to explore the link between these trends and cyclical as well as institutional factors. It relies on European...... seem less affected by these negative trends than men but are more likely than men to become unemployed or inactive over the period. Cross-country heterogeneity in job quality trends can be related to economic trends (unemployment variation) and, to a minor extent, to the employment distribution...

  8. Career patterns and job satisfaction of Canadian nurse educators.

    Barrett, M C; Goldenberg, D; Faux, S

    1992-08-01

    The purpose of this study was to describe the career patterns and job satisfaction of Ontario university and college nurse educators. A descriptive survey design was employed using mailed questionnaires. The sample comprised 60 nurse educators, 30 from three universities and 30 from three colleges. Forty-four returned the completed questionnaire, giving a response rate of 73%. The variables about the career patterns and goals of the nurse educators included their past and present job satisfaction. Career patterns were described as stable, double-track, interrupted and unstable. Similarities and differences were compared and described in relation to these factors. Significant differences in job satisfaction were found between university and college faculty on nine of the 36 job characteristics (for example, leadership style, independence, autonomy and salary). There were no significant differences in job satisfaction for each of the career patterns and the selected demographic variables of age, years in nursing education, educational level and salary between the university and college faculty.

  9. Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

    Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared

  10. Youth job market specific features

    Evgeniya Yu. Zhuravleva

    2011-05-01

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

  11. Books for the Job Hunt.

    Saltzman, Amy

    1992-01-01

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

  12. Community Resources and Job Placement

    Preston, Jim

    1977-01-01

    In cooperation with the chamber of commerce, various businesses, associations, and other community agencies, the Sarasota schools (Florida) supplement their own job placement and follow-up efforts with community job development strategies for placing high school graduates. (JT)

  13. ATLAS Job Transforms

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

    2013-01-01

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

  14. ATLAS Job Transforms

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

    2013-01-01

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

  15. Job prioritization in LHCb

    Castellani, G

    2007-01-01

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

  16. Jobs Plan Highlights Education

    Klein, Alyson

    2011-01-01

    President Barack Obama is putting new money to save educators' jobs and help states refurbish aging school facilities at the center of a nearly $450 billion plan to jump-start the sluggish economy. The author talks about the president's plan which is sure to face hurdles in a politically polarized Washington where one house of Congress is…

  17. Predicting Job Satisfaction.

    Blai, Boris, Jr.

    Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

  18. Enhancing Job Performance

    Devlin, Patricia

    2011-01-01

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

  19. Better Pay, More Jobs.

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

    Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

  20. Stress Management: Job Stress

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