Formalizing Probabilistic Safety Claims

Science.gov (United States)

Herencia-Zapana, Heber; Hagen, George E.; Narkawicz, Anthony J.

2011-01-01

A safety claim for a system is a statement that the system, which is subject to hazardous conditions, satisfies a given set of properties. Following work by John Rushby and Bev Littlewood, this paper presents a mathematical framework that can be used to state and formally prove probabilistic safety claims. It also enables hazardous conditions, their uncertainties, and their interactions to be integrated into the safety claim. This framework provides a formal description of the probabilistic composition of an arbitrary number of hazardous conditions and their effects on system behavior. An example is given of a probabilistic safety claim for a conflict detection algorithm for aircraft in a 2D airspace. The motivation for developing this mathematical framework is that it can be used in an automated theorem prover to formally verify safety claims.

The Effects of Formal Learning and Informal Learning on Job Performance: The Mediating Role of the Value of Learning at Work

Science.gov (United States)

Park, Yoonhee; Choi, Woojae

2016-01-01

Although research has widely recognized the relationships between formal and informal learning and job performance, empirical studies have not paid sufficient attention to these relationships. In addition, there is little understanding how individual perceptions toward learning influence the relationships between the aforementioned two types of…

Hazard Identification and Risk Assessment of Health and Safety Approach JSA (Job Safety Analysis) in Plantation Company

Science.gov (United States)

Sugarindra, Muchamad; Ragil Suryoputro, Muhammad; Tiya Novitasari, Adi

2017-06-01

Plantation company needed to identify hazard and perform risk assessment as an Identification of Hazard and Risk Assessment Crime and Safety which was approached by using JSA (Job Safety Analysis). The identification was aimed to identify the potential hazards that might be the risk of workplace accidents so that preventive action could be taken to minimize the accidents. The data was collected by direct observation to the workers concerned and the results were recorded on a Job Safety Analysis form. The data were as forklift operator, macerator worker, worker’s creeper, shredder worker, workers’ workshop, mechanical line worker, trolley cleaning workers and workers’ crepe decline. The result showed that shredder worker value was 30 and had the working level with extreme risk with the risk value range was above 20. So to minimize the accidents could provide Personal Protective Equipment (PPE) which were appropriate, information about health and safety, the company should have watched the activities of workers, and rewards for the workers who obey the rules that applied in the plantation.

Lessons Learned- The Use of Formal Expert Elicitation in Probablistic Seismic Hazard

Energy Technology Data Exchange (ETDEWEB)

K.J. Coppersmith; R.C. Perman; R.R. Youngs

2006-05-10

Probabilistic seismic hazard analyses provide the opportunity, indeed the requirement, to quantify the uncertainties in important inputs to the analysis. The locations of future earthquakes, their recurrence rates and maximum size, and the ground motions that will result at a site of interest are all quantities that require careful consideration because they are uncertain. The earliest PSHA models [Cornell, 1968] provided solely for the randomness or aleatory variability in these quantities. The most sophisticated seismic hazard models today, which include quantified uncertainties, are merely more realistic representations of this basic aleatory model. All attempts to quantify uncertainties require expert judgment. Further, all uncertainty models should endeavor to consider the range of views of the larger technical community at the time the hazard analysis is conducted. In some cases, especially for large projects under regulatory review, formal structured methods for eliciting expert judgments have been employed. Experience has shown that certain key elements are required for these assessments to be successful, including: (1) experts should be trained in probability theory, uncertainty quantification, and ways to avoid common cognitive biases; (2) comprehensive and user-friendly databases should be provided to the experts; (3) experts should be required to evaluate all potentially credible hypotheses; (4) workshops and other interactions among the experts and proponents of published viewpoints should be encouraged; (5) elicitations are best conducted in individual interview sessions; (6) feedback should be provided to the experts to give them insight into the significance of alternative assessments to the hazard results; and (7) complete documentation should include the technical basis for all assessments. Case histories are given from seismic hazard analyses in Europe, western North America, and the stable continental region of the United States.

Informal Versus Formal Search : Which Yields a Better Pay?

OpenAIRE

Semih Tumen

2015-01-01

Estimates on the effect of job contact method – i.e., informal versus formal search – on wage offers vary considerably across studies, with some of them finding a positive correlation between getting help from informal connections and obtaining high-paying jobs, while others finding a negative one. In this paper, I theoretically investigate the sources of discrepancies in these empirical results. Using a formal job search framework, I derive an equilibrium wage distribution which reveals that...

The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

Science.gov (United States)

Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

2017-12-01

Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob R.

2010-01-01

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

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

OpenAIRE

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

2018-01-01

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

Job Assignments under Moral Hazard

DEFF Research Database (Denmark)

Koch, Alexander; Nafziger, Julia

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

Job Search, Networks, and Labor Market Performance of Immigrants

OpenAIRE

Arceo-Gómez, Eva Olimpia

2012-01-01

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

Generic Formal Framework for Compositional Analysis of Hierarchical Scheduling Systems

DEFF Research Database (Denmark)

Boudjadar, Jalil; Hyun Kim, Jin; Thi Xuan Phan, Linh

We present a compositional framework for the specification and analysis of hierarchical scheduling systems (HSS). Firstly we provide a generic formal model, which can be used to describe any type of scheduling system. The concept of Job automata is introduced in order to model job instantiation...

Haz-Map: Information on Hazardous Chemicals and Occupational Diseases

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... Help Glossary References About Us Search Hazardous Agents Occupational Diseases High Risk Jobs Non-Occupational Activities Industries Job ... Findings Haz-Map®: Information on Hazardous Chemicals and Occupational Diseases by Jay A. Brown, M.D., M.P. ...

Hazardous Waste: Learn the Basics of Hazardous Waste

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... Need More Information on Hazardous Waste? The RCRA Orientation Manual provides introductory information on the solid and ... and Security Notice Connect. Data.gov Inspector General Jobs Newsroom Open Government Regulations.gov Subscribe USA.gov ...

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

Science.gov (United States)

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.

Non-Formal Educator Use of Evaluation Results

Science.gov (United States)

Baughman, Sarah; Boyd, Heather H.; Franz, Nancy K.

2012-01-01

Increasing demands for accountability in educational programming have resulted in increasing calls for program evaluation in educational organizations. Many organizations include conducting program evaluations as part of the job responsibilities of program staff. Cooperative Extension is a complex organization offering non-formal educational…

Effect of systematic ergonomic hazard identification and control implementation on musculoskeletal disorder and injury risk.

Science.gov (United States)

Cantley, Linda F; Taiwo, Oyebode A; Galusha, Deron; Barbour, Russell; Slade, Martin D; Tessier-Sherman, Baylah; Cullen, Mark R

2014-01-01

This study aimed to examine the effect of an ergonomic hazard control (HC) initiative, undertaken as part of a company ergonomics standard, on worker injury risk. Using the company's ergonomic hazards database to identify jobs with and without ergonomic HC implementation and linking to individual job and injury histories, injury risk among person-jobs with HC implementation (the HC group) was compared to those without HC (NoHC group) using random coefficient models. Further analysis of the HC group was conducted to determine the effect of additional ergonomic hazards controlled on injury risk. Among 123 jobs at 17 plant locations, 347 ergonomic hazards were quantitatively identified during the study period. HC were implemented for 204 quantified ergonomic hazards in 84 jobs, impacting 10 385 persons (12 967 person-jobs). No HC were implemented for quantified ergonomic hazards in the remaining 39 jobs affecting 4155 persons (5046 person-jobs). Adjusting for age, sex, plant origin, and year to control for any temporal trend in injury risk, the relative risk (RR) for musculoskeletal disorder (MSD) was 0.85 and the RR for any injury or MSD was 0.92 in the HC compared to NoHC group. Among the HC group, each ergonomic hazard controlled was associated with risk reduction for MSD and acute injury outcomes (RR 0.93). Systematic ergonomic HC through participatory ergonomics, as part of a mandatory company ergonomics standard, is associated with MSD and injury risk reduction among workers in jobs with HC implemented.

Operant Learning, Cognitive Development, and Job Aids.

Science.gov (United States)

Harmon, N. Paul; King, David R.

1979-01-01

Examines the relationship between learning and development in the most general terms, discusses the developmental distinction between concrete and formal operational thought as manifested in adult behavior, and considers the implications of the concrete-formal dichotomy for the design and use of job aids. Notes and a bibliography are provided.…

Workplace threats to health and job turnover among women workers.

Science.gov (United States)

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

2003-07-01

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

Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

Science.gov (United States)

Nahrgang, Jennifer D; Morgeson, Frederick P; Hofmann, David A

2011-01-01

In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.

Job safety analysis and hazard identification for work accident prevention in para rubber wood sawmills in southern Thailand.

Science.gov (United States)

Thepaksorn, Phayong; Thongjerm, Supawan; Incharoen, Salee; Siriwong, Wattasit; Harada, Kouji; Koizumi, Akio

2017-11-25

We utilized job safety analysis (JSA) and hazard identification for work accident prevention in Para rubber wood sawmills, which aimed to investigate occupational health risk exposures and assess the health hazards at sawmills in the Trang Province, located in southern Thailand. We conducted a cross-sectional study which included a walk-through survey, JSA, occupational risk assessment, and environmental samplings from March through September 2015 at four Para rubber wood sawmills. We identified potential occupational safety and health hazards associated with six main processes, including: 1) logging and cutting, 2) sawing the lumber into sheets, 3) planing and re-arranging, 4) vacuuming and wood preservation, 5) drying and planks re-arranging, and 6) grading, packing, and storing. Working in sawmills was associated with high risk of wood dust and noise exposure, occupational accidents injuring hands and feet, chemicals and fungicide exposure, and injury due to poor ergonomics or repetitive work. Several high-risk areas were identified from JSA and hazard identification of the working processes, especially high wood dust and noise exposure when sawing lumber into sheets and risk of occupational accidents of the hands and feet when struck by lumber. All workers were strongly recommended to use personal protective equipment in any working processes. Exposures should be controlled using local ventilation systems and reducing noise transmission. We recommend that the results from the risk assessment performed in this study be used to create an action plan for reducing occupational health hazards in Para rubber sawmills.

International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob Roland

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

Improving Job Performance: Workplace Learning Is the First Step

Science.gov (United States)

Daryoush, Younes; Silong, Abu Daud; Omar, Zohara; Othman, Jamilah

2013-01-01

The present study aims to contribute new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analyzes contemporary literature on workplace learning and job performance, specifically formal and informal learning as well as employee task performance and contextual performance. The study…

Job Strain and the Risk of Inflammatory Bowel Diseases

DEFF Research Database (Denmark)

Heikkilä, Katriina; Madsen, Ida E H; Nyberg, Solja T

2014-01-01

-Work Consortium. Work-related psychosocial stress was operationalised as job strain (a combination of high demands and low control at work) and was self-reported at baseline. Crohn's disease and ulcerative colitis were ascertained from national hospitalisation and drug reimbursement registers. The associations...... between job strain and inflammatory bowel disease outcomes were modelled using Cox proportional hazards regression. The study-specific results were combined in random effects meta-analyses. RESULTS: Of the 95,379 participants who were free of inflammatory bowel disease at baseline, 111 men and women...... developed Crohn's disease and 414 developed ulcerative colitis during follow-up. Job strain at baseline was not associated with incident Crohn's disease (multivariable-adjusted random effects hazard ratio: 0.83, 95% confidence interval: 0.48, 1.43) or ulcerative colitis (hazard ratio: 1.06, 95% CI: 0.76, 1...

Relational trustworthiness: how status affects intra-organizational inequality in job autonomy.

Science.gov (United States)

Campos-Castillo, Celeste; Ewoodzie, Kwesi

2014-03-01

Recent accounts of trustworthiness have moved away from treating it as a stable, individual-level attribute toward viewing it as a variable situated in a relational context, but have not been formalized or supported empirically. We extend status characteristics theory (SCT) to develop formal propositions about relational trustworthiness. We posit that members of task- and collectively oriented groups (non-consciously) infer three qualities from their relative status that are commonly used to determine an individual's trustworthiness: ability, benevolence, and integrity. We apply our formalization to clarify ambiguities regarding intra-organizational job autonomy inequality, thereby linking SCT to broader disparities rooted in job autonomy. We analyze data from a vignette experiment and the General Social Survey to test incrementally how well our propositions generalize across different settings and populations. Results generally support our proposed links between status and intra-organizational job autonomy. We discuss implications for SCT in understanding broader patterns of inequalities. Copyright © 2013 Elsevier Inc. All rights reserved.

Occupational hazards and safety measures amongst the paint factory workers in lagos, Nigeria.

Science.gov (United States)

Awodele, Olufunsho; Popoola, Temidayo D; Ogbudu, Bawo S; Akinyede, Akin; Coker, Herbert A B; Akintonwa, Alade

2014-06-01

The manufacture of paint involves a variety of processes that present with medical hazards. Safety initiatives are hence introduced to limit hazard exposures and promote workplace safety. This aim of this study is to assess the use of available control measures/initiatives in selected paint factories in Lagos West Senatorial District, Nigeria. A total of 400 randomly selected paint factory workers were involved in the study. A well-structured World Health Organization standard questionnaire was designed and distributed to the workers to elicit information on awareness to occupational hazards, use of personal protective devices, and commonly experienced adverse symptoms. Urine samples were obtained from 50 workers randomly selected from these 400 participants, and the concentrations of the heavy metals (lead, cadmium, arsenic, and chromium) were determined using atomic absorption spectroscopy. The results show that 72.5% of the respondents are aware of the hazards associated with their jobs; 30% have had formal training on hazards and safety measures; 40% do not use personal protective devices, and 90% of the respondents reported symptoms relating to hazard exposure. There was a statistically significant (p metal concentrations in the urine samples obtained from paint factory workers as compared with nonfactory workers. The need to develop effective frameworks that will initiate the integration and ensure implementation of safety regulations in paint factories is evident. Where these exist, there is a need to promote adherence to these practice guidelines.

Integration of Formal Job Hazard Analysis and ALARA Work Practice

CERN Document Server

Nelsen, D P

2002-01-01

ALARA work practices have traditionally centered on reducing radiological exposure and controlling contamination. As such, ALARA policies and procedures are not well suited to a wide range of chemical and human health issues. Assessing relative risk, identifying appropriate engineering/administrative controls and selecting proper Personal Protective Equipment (PPE) for non nuclear work activities extends beyond the limitations of traditional ALARA programs. Forging a comprehensive safety management program in today's (2002) work environment requires a disciplined dialog between health and safety professionals (e.g. safety, engineering, environmental, quality assurance, industrial hygiene, ALARA, etc.) and personnel working in the field. Integrating organizational priorities, maintaining effective pre-planning of work and supporting a team-based approach to safety management represents today's hallmark of safety excellence. Relying on the mandates of any single safety program does not provide industrial hygien...

New Job Matches and their Stability before and during the Crisis

OpenAIRE

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...

Prevalence of job strain among Indian foundry shop floor workers.

Science.gov (United States)

Mohan, G Madhan; Elangovan, S; Prasad, P S S; Krishna, P Rama; Mokkapati, Anil Kumar

2008-01-01

Global competition in manufacturing sector demand higher productivity levels. In this context, workers in this sector are set with high output targets, leading to job strain. In addition to the strain, hazardous conditions also prevail in some of the manufacturing processes like foundry activities. This paper attempts to appraise the prevalence of job strain among foundry shop floor workers in India with the help of Demands-Control model [8]. In this study, data was collected through a survey using 49-item Job Content Questionnaire (JCQ) [9], a widely used and well-validated test for job strain. Then the data was subjected to statistical analysis after ascertaining the reliability. This survey has revealed that 25% of workers in foundry were experiencing high job strain. Hazardous working conditions, limited decision making authority, etc. appear to be the main contributing factors for the higher levels of strain.

Current employment status, occupational category, occupational hazard exposure, and job stress in relation to telomere length: The Multiethnic Study of Atherosclerosis (MESA)

Science.gov (United States)

Fujishiro, Kaori; Diez-Roux, Ana V; Landsbergis, Paul; Jenny, Nancy Swords; Seeman, Teresa

2014-01-01

Objective Telomere length has been proposed as a biomarker of cell senescence, which is associated with a wide array of adverse health outcomes. While work is a major determinant of health, few studies have investigated the association of telomere length with various dimensions of occupation. Accelerated cellular aging could be a common pathway linking occupational exposure to several health outcomes. Methods Leukocyte telomere length was assessed using quantitative polymerase chain reaction (Q-PCR) in a community-based sample of 981 individuals (age: 45–84 years old). Questionnaires were used to collect information on current employment status, current or main occupation before retirement, and job strain. The O*NET (Occupational Resource Network) database was linked to the questionnaire data to create 5 exposure measures: physical activity on the job, physical hazard exposure, interpersonal stressors, job control, and job demands. Linear regression was used to estimate associations of occupational characteristics with telomere lengths after adjustment for age, sex, race, socioeconomic position, and several behavioral risk factors. Results There were no mean differences in telomere lengths across current employment status, occupational category, job strain categories or levels of most O*NET exposure measures. There was also no evidence that being in lower status occupational categories or being exposed to higher levels of adverse physical or psychosocial exposures accelerated the association between age and telomere shortening. Conclusions Cellular aging as reflected by shorter telomeres does not appear to be an important pathway linking occupation to various health outcomes. PMID:23686115

Occupational Health Hazards among Healthcare Workers in Kampala, Uganda

Directory of Open Access Journals (Sweden)

Rawlance Ndejjo

2015-01-01

Full Text Available Objective. To assess the occupational health hazards faced by healthcare workers and the mitigation measures. Methods. We conducted a cross-sectional study utilizing quantitative data collection methods among 200 respondents who worked in 8 major health facilities in Kampala. Results. Overall, 50.0% of respondents reported experiencing an occupational health hazard. Among these, 39.5% experienced biological hazards while 31.5% experienced nonbiological hazards. Predictors for experiencing hazards included not wearing the necessary personal protective equipment (PPE, working overtime, job related pressures, and working in multiple health facilities. Control measures to mitigate hazards were availing separate areas and containers to store medical waste and provision of safety tools and equipment. Conclusion. Healthcare workers in this setting experience several hazards in their workplaces. Associated factors include not wearing all necessary protective equipment, working overtime, experiencing work related pressures, and working in multiple facilities. Interventions should be instituted to mitigate the hazards. Specifically PPE supply gaps, job related pressures, and complacence in adhering to mitigation measures should be addressed.

Job Search Methods: Consequences for Gender-based Earnings Inequality.

Science.gov (United States)

Huffman, Matt L.; Torres, Lisa

2001-01-01

Data from adults in Atlanta, Boston, and Los Angeles (n=1,942) who searched for work using formal (ads, agencies) or informal (networks) methods indicated that type of method used did not contribute to the gender gap in earnings. Results do not support formal job search as a way to reduce gender inequality. (Contains 55 references.) (SK)

Management Development Experiences and Expectations: Informal vs Formal Learning

Science.gov (United States)

Becker, Karen; Bish, Adelle

2017-01-01

Purpose: Many organisations are reconsidering their investment in formal education and training, in favour of more informal approaches to learning such as mentoring, temporary assignments, stretch assignments, and job rotation. The purpose of this paper is to explore the ways in which managers have developed capabilities for their roles thus far…

Formal caregivers of older adults: reflection about their practice

Directory of Open Access Journals (Sweden)

Marina Picazzio Perez Batista

2014-10-01

Full Text Available OBJECTIVE To understand the job function of caregivers of older adults and contribute to the debate on the consolidation of this professional practice. METHODOLOGICAL PROCEDURES This is a descriptive, qualitative, and exploratory study. Four focal group sessions were performed in 2011 with 11 elderly companions, formal caregivers of older adults in the Programa Acompanhante de Idosos (Program for Caregivers of Older Adults, Sao Paulo, SP, Southeastern Brazil. These sessions, guided by a semi-structured script, were audio-recorded and fully transcribed. Data were analyzed using the Content Analysis technique, Thematic Modality. RESULTS In view of considering the caregivers of older adults as a new category of workers, it was difficult to define their duties. The elderly companions themselves as well as the care receivers, their families, and the professionals that comprised the team were unclear about their duties. The professional practice of these formal caregivers has been built on the basis of constant discussions and negotiations among them and other team members in Programa Acompanhante de Idosos during daily work. This was achieved via a recognition process of their job functions and by setting apart other workers’ exclusive responsibilities. CONCLUSIONS The delimitation of specific job functions for elderly companions is currently one of the greatest challenges faced by these workers to develop and consolidate their professional role as well as improve Programa Acompanhante de Idosos.

Assessment of job-related educational qualifications for nuclear power plant operators

International Nuclear Information System (INIS)

Saari, L.M.; Melber, B.D.; White, A.S.

1985-04-01

This report identifies job-related educational qualifications for the nuclear power plant licensed operator positions of reactor operator (RO), senior reactor operator (SRO), and shift supervisor (SS). The extent to which college engineering curriculum covers job-related academic knowledge was assessed. The approach used was to have subject matter experts in the field of general and nuclear engineering curriculum systematically compare college engineering program content to specific academic knowledge identified by a job analysis as necessary for licensed operators. In addition, these experts made judgments concerning levels of formal engineering education necessary for application of knowledge on the job, based on job samples from a job analysis of activities under selected normal and emergency operating sequences

Job strain and the risk of stroke

DEFF Research Database (Denmark)

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

2015-01-01

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

Gender and ergonomics: a case study on the 'non-formal' work of women nurses.

Science.gov (United States)

Salerno, Silvana; Livigni, Lucilla; Magrini, Andrea; Talamanca, Irene Figà

2012-01-01

Women's work activities are often characterised by 'non-formal actions' (such as giving support). Gender differences in ergonomics may be due to this peculiarity. We applied the method of organisational congruencies (MOC) to ascertain the 'non-formal' work portion of nurses employed in three hospital units (haematology, emergency room and general medicine) during the three work shifts in a major University Hospital in Rome, Italy. We recorded a total of 802 technical actions performed by nine nurses in 72 h of work. Twenty-six percent of the actions in direct patient's care were communicative actions (mainly giving psychological support) while providing physical care. These 'double actions' are often not considered to be a formal part of the job by hospital management. In our case study, the 'non-formal' work of nurses (psychological support) is mainly represented by double actions while taking physical care of the patients. The dual task paradigm in gender oriented research is discussed in terms of its implications in prevention in occupational health. The main purpose of the study was to assess all the formal and non-formal activities of women in the nursing work setting. Offering psychological support to patients is often not considered to be a formal part of the job. Our case study found that nurses receive no explicit guidelines on this activity and no time is assigned to perform it. In measuring the burden of providing psychological support to patients, we found that this is often done while nurses are performing tasks of physical care for the patients (double actions). The article discusses the significance of non-formal psychological work load of women nurses through double actions from the ergonomic point view.

Firm-Size Wage Gaps along the Formal-Informal Divide: Theory and Evidence

OpenAIRE

Balkan, Binnur; Tumen, Semih

2015-01-01

Observationally equivalent workers are paid higher wages in larger firms. This fact is often named as the “firm-size wage gap” and is regarded as a key empirical puzzle. Using micro-level data from Turkey, we document a new stylized fact : the firm-size wage gap is more pronounced for informal (unregistered) jobs than for formal (registered) jobs. To explain this fact, we develop a two-stage wage-posting game with market imperfections and segmented markets, the solution to which produces wage...

Employability Enhancement through Formal and Informal Learning: An Empirical Study among Dutch Non-Academic University Staff Members

Science.gov (United States)

van der Heijden, Beatrice; Boon, Jo; van der Klink, Marcel; Meijs, Ely

2009-01-01

Although learning is generally perceived as a way to improve employees' current job performance, so far, no research has been conducted to explore the possible relationships between formal and informal learning, on the one hand, and employability, on the other. Though contemporary views stress the importance of the job as a powerful learning site,…

Performance criteria for emergency medicine residents: a job analysis.

Science.gov (United States)

Blouin, Danielle; Dagnone, Jeffrey Damon

2008-11-01

A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions. The "critical incident technique" was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached. Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. "Professionalism" was the most valued performance dimension, represented in 56% of the incidents, followed by "self-confidence" (22%), "experience" (20%) and "knowledge" (20%). "Professionalism," "self-confidence," "experience" and "knowledge" were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.

An Examination of Cultural Values and Employees' Perceptions of Support on Affective Reaction and the Desire to Participate in a Formal Mentoring Program in an Oilfield Services Corporation

Science.gov (United States)

Hayes, Hanna Bea

2012-01-01

Many researchers have examined the effect of formal mentoring on job satisfaction and organizational commitment. However, there has been little or no focus on an employee's intent to participate in a formal mentoring program based upon an employee's perceived organizational support, and/or affective reaction (job satisfaction and…

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

OpenAIRE

Weber, Andrea Maria; Hofer, Helmut

2004-01-01

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

Moral Hazard and Stability

DEFF Research Database (Denmark)

Tumennasan, Norovsambuu

2014-01-01

not form. Formally, we study the team formation problem in which the agents’ efforts are not verifiable and the size of teams does not exceed quota r . We show that if the team members cannot make transfers, then moral hazard affects stability positively in a large class of games. For example, a stable...

Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

Directory of Open Access Journals (Sweden)

Nicolaas W.H. Smit

2016-08-01

Full Text Available Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa. Motivation for the study: The mining industry in general is often faced with hazardous and physically demanding working environments, where employees work under constant pressure. Work stressors, job insecurity, union support and job satisfaction are considered key variables when investigating effective means of managing safety. Research design, approach and method: A cross-sectional survey design was utilised to collect the data. A convenience sample of employees in the iron ore mining industry of South Africa (N = 260 were included. Structural equation modelling and bootstrapping resampling analysis were used to analyse the data. Main findings: Work stressors and job insecurity were found to be negatively associated with job satisfaction. Conversely, perceived union support was positively associated with job satisfaction and safety motivation and behaviour. Furthermore, job satisfaction mediated the relationship between union support and safety motivation and behaviour. Practical/managerial implications: Mining organisations can, by placing the focus on reducing work stressors, and promoting job security and union support, achieve higher levels of safety motivation and behaviour through job satisfaction. Contribution/value-add: A great deal of independent research on work stressors, job insecurity, union support, job satisfaction as well as safety motivation and behaviour has already been done. To date, very little empirical research exists that simultaneously considers all these constructs. This

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

Science.gov (United States)

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.

Management perceptions of the Health Physics Technician job

International Nuclear Information System (INIS)

Mazour, T.J.; Marotta, F.J.

1985-12-01

In 1984, an industry-wide job analysis of nuclear power reactor Health Physics Technicians (HPTs) was completed. These results provided the basis for job descriptions, industry-wide task listings and recommendations for task selections for further analysis and formal training. A total of 389 tasks were identified and reviewed by 850 HPTs representing 39 plants and 6 vendor companies. Constructive criticism of the HPT job analysis focused on the fact that HPT supervisors and managers were not included in the survey. Concerns were addressed that these supervisors/managers might have a divergent perception of the HPT job that could lead to different conclusions than those that were originally drawn. The only way to confirm (or deny) this hypothesis was to verify the results of the job analysis of HPTs by also surveying radiation protection management personnel. A total of 19 HPT supervisors/managers completed the same survey that had been used for HPT job incumbents. They were asked to rate each task on the basis of their job incumbents' performance of the task. Of the 1161 ratings (389 tasks each with a rating for frequency, difficulty, and importance), only 37 of the ratings differed between the HPTs and the HPT supervisors/managers (at the 99% confidence level)

A formal safety analysis for PLC software-based safety critical system using Z

International Nuclear Information System (INIS)

Koh, Jung Soo; Seong, Poong Hyun

1997-01-01

This paper describes a formal safety analysis technique which is demonstrated by performing empirical formal safety analysis with the case study of beamline hutch door Interlock system that is developed by using PLC (Programmable Logic Controller) systems at the Pohang Accelerator Laboratory. In order to perform formed safety analysis, we have built the Z formal specifications representation from user requirement written in ambiguous natural language and target PLC ladder logic, respectively. We have also studied the effective method to express typical PLC timer component by using specific Z formal notation which is supported by temporal history. We present a formal proof technique specifying and verifying that the hazardous states are not introduced into ladder logic in the PLC-based safety critical system

Hazard evaluation and risk management

International Nuclear Information System (INIS)

Fritzsche, A.F.

1986-01-01

The eigth chapter deals with the actual handling of hazards. The principal issue concerns man's behaviour towards hazards as an individual formerly and today; the evaluation of expected results of both a positive and a negative kind as determined by the individual's values which may differ and vary greatly from one individual to the next. The evaluation of benefit and hazard as well as the risk management resulting from decision-taking are political processes in the democratic state. Formal decision-taking tools play a major role in this process which concerns such central issues like who will participate; how the decision is arrived at; the participation of citizens; specialist knowledge and participation of the general public. (HSCH) [de

The Hazardous Material Technician Apprenticeship Program at Lawrence Livermore National Laboratory

International Nuclear Information System (INIS)

Steiner, S.D.

1987-07-01

This document describes an apprenticeship training program for hazardous material technician. This entry-level category is achieved after approximately 216 hours of classroom and on-the-job training. Procedures for evaluating performance include in-class testing, use of on-the-job checks, and the assignment of an apprentice mentor for each trainee

Organizational Structure as a Determinant of Job Burnout.

Science.gov (United States)

Bilal, Atif; Ahmed, Hafiz Mushtaq

2017-03-01

This exploratory study determined the impact of organizational structure, particularly participation in decision making, instrumental communication, formalization, integration, and promotional opportunity, on burnout among Pakistani pediatric nurses. Data were collected from pediatric nurses working for Punjab's largest state-run hospital. The findings revealed that participation in decision making, instrumental communication, and promotional opportunity prevented burnout. Formalization contributed to burnout but integration was not related to burnout. Quite interestingly, except for supervisory status, most control variables for this study were not significantly related to emotional burnout. Hence, the hypothesis that organizational structure is a determinant of job burnout was accepted.

Relationships Between Self-Reported Leadership Practices, Job Satisfaction, and Demographics of Radiology Administrators.

Science.gov (United States)

Jackowski, Melissa B; Burroughs, Brandon Michael

2015-01-01

To evaluate the self-reported leadership practices of radiology administrators and the demographic characteristics associated with those leadership practices. The effect of these demographic characteristics and leadership practices on job satisfaction also was studied. One-hundred forty-nine American Society of Radiologic Technologists members who indicated they have a position of administrator/manager, chief technologist, or supervisor completed a demographic survey and the Leadership Practices Inventory (LPI) self-survey tool. The LPI divides successful leadership into 5 practices: Challenge the Process, Inspire a Shared Vision, Enable Others to Act, Encourage the Heart, and Model the Way. The categories Challenge the Process and Inspire a Shared Vision had the lowest mean scores and the widest variation. Having had formal leadership training and being older were demographic characteristics associated with higher LPI scores. Having a higher LPI score and having had formal leadership training were associated with higher job satisfaction. Formal leadership training was the only statistically significant variable when using LPI score as the response variable. The results of this study show that radiology administrators would benefit from formal leadership training that focuses on challenging the process and inspiring a shared vision.

Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations.

Science.gov (United States)

Nielsen, Morten Birkeland; Mearns, Kathryn; Matthiesen, Stig Berge; Eid, Jarle

2011-10-01

Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety. © 2011 The Authors. Scandinavian Journal of Psychology © 2011 The Scandinavian Psychological Associations.

Job satisfaction trends during nurses' early career.

Science.gov (United States)

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.

Job satisfaction trends during nurses' early career

Directory of Open Access Journals (Sweden)

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.

Moderating Effect of Self-Regulatory Efficacy on the Relationship between Organizational Formal Controls and Workplace Deviance: A Proposed Framework

OpenAIRE

Kabiru Maitama Kura; Faridahwati Mohd. Shamsudin; Ajay Chauhan

2013-01-01

Several studies in the field of industrial and organizational psychology (I/O) have reported that workplace deviance is related to organization/work variables, such as organizational politics, perceived organizational support, job satisfaction, job stress, and organizational justice among others. However, relatively few studies have attempted to consider the relationship between organizational formal controls and workplace deviance. Even if any, they have reported mixed findings. Hence, a mod...

Hazard Management Dealt by Safety Professionals in Colleges: The Impact of Individual Factors

Directory of Open Access Journals (Sweden)

Tsung-Chih Wu

2016-12-01

Full Text Available Identifying, evaluating, and controlling workplace hazards are important functions of safety professionals (SPs. The purpose of this study was to investigate the content and frequency of hazard management dealt by safety professionals in colleges. The authors also explored the effects of organizational factors/individual factors on SPs’ perception of frequency of hazard management. The researchers conducted survey research to achieve the objective of this study. The researchers mailed questionnaires to 200 SPs in colleges after simple random sampling, then received a total of 144 valid responses (response rate = 72%. Exploratory factor analysis indicated that the hazard management scale (HMS extracted five factors, including physical hazards, biological hazards, social and psychological hazards, ergonomic hazards, and chemical hazards. Moreover, the top 10 hazards that the survey results identified that safety professionals were most likely to deal with (in order of most to least frequent were: organic solvents, illumination, other chemicals, machinery and equipment, fire and explosion, electricity, noise, specific chemicals, human error, and lifting/carrying. Finally, the results of one-way multivariate analysis of variance (MANOVA indicated there were four individual factors that impacted the perceived frequency of hazard management which were of statistical and practical significance: job tenure in the college of employment, type of certification, gender, and overall job tenure. SPs within colleges and industries can now discuss plans revolving around these five areas instead of having to deal with all of the separate hazards.

Non-Formal Education in International Comparison: Patterns of Participation and Investment in Selected European Countries

Science.gov (United States)

Kaufmann, Katrin

2015-01-01

This investigation focuses on participation and related investment patterns in job related non-formal education (NFE) in selected European countries. Broadening previous research formats of NFE are distinguished by investment including financial and time investments by employers, employees and public authorities. By this, company-sponsored and…

From Safety Analysis to Formal Specification

DEFF Research Database (Denmark)

Hansen, Kirsten Mark; Ravn, Anders P.; Stavridou, Victoria

1998-01-01

Software for safety critical systems must deal with the hazards identified bysafety analysis. This paper investigates, how the results of onesafety analysis technique, fault trees, are interpreted as software safetyrequirements to be used in the program design process. We propose thatfault tree...... analysis and program development use the samesystem model. This model is formalized in areal-time, interval logic, based on a conventional dynamic systems modelwith state evolving over time. Fault trees are interpreted astemporal formulas, and it is shown how such formulas can be usedfor deriving safety...

Hydrotreater/Distillation Column Hazard Analysis Report Rev. 2

Energy Technology Data Exchange (ETDEWEB)

Lowry, Peter P. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Wagner, Katie A. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States)

2016-04-15

This project Hazard and Risk Analysis Report contains the results of several hazard analyses and risk assessments. An initial assessment was conducted in 2012, which included a multi-step approach ranging from design reviews to a formal What-If hazard analysis. A second What-If hazard analysis was completed during February 2013 to evaluate the operation of the hydrotreater/distillation column processes to be installed in a process enclosure within the Process Development Laboratory West (PDL-West) facility located on the PNNL campus. The qualitative analysis included participation of project and operations personnel and applicable subject matter experts. The analysis identified potential hazardous scenarios, each based on an initiating event coupled with a postulated upset condition. The unmitigated consequences of each hazardous scenario were generally characterized as a process upset; the exposure of personnel to steam, vapors or hazardous material; a spray or spill of hazardous material; the creation of a flammable atmosphere; or an energetic release from a pressure boundary.

Hazards of lithium thionyl chloride batteries

Science.gov (United States)

Parry, J. M.

1978-01-01

Two different topics which only relate in that they are pertinent to lithium thionyl chloride battery safety are discussed. The first topic is a hazards analysis of a system (risk assessment), a formal approach that is used in nuclear engineering, predicting oil spills, etc. It is a formalized approach for obtaining assessment of the degree of risk associated with the use of any particular system. The second topic is a small piece of chemistry related to the explosions that can occur with lithium thionyl chloride systems. After the two topics are presented, a discussion is generated among the Workshop participants.

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

Science.gov (United States)

McDonald, Steve

2015-01-01

This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") - thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality. Copyright © 2014 Elsevier Inc. All rights reserved.

AN ENHANCED HAZARD ANALYSIS PROCESS FOR THE HANFORD TANK FARMS

International Nuclear Information System (INIS)

SHULTZ MV

2008-01-01

CH2M HILL Hanford Group, Inc., has expanded the scope and increased the formality of process hazards analyses performed on new or modified Tank Farm facilities, designs, and processes. The CH2M HILL process hazard analysis emphasis has been altered to reflect its use as a fundamental part of the engineering and change control process instead of simply being a nuclear safety analysis tool. The scope has been expanded to include identification of accidents/events that impact the environment, or require emergency response, in addition to those with significant impact to the facility worker, the offsite, and the 100-meter receptor. Also, there is now an expectation that controls will be identified to address all types of consequences. To ensure that the process has an appropriate level of rigor and formality, a new engineering standard for process hazards analysis was created. This paper discusses the role of process hazards analysis as an information source for not only nuclear safety, but also for the worker-safety management programs, emergency management, environmental programs. This paper also discusses the role of process hazards analysis in the change control process, including identifying when and how it should be applied to changes in design or process

Job Crafting and Identity in Low-Grade Work: How Hospital Porters Redefine the Value of Their Work and Expertise

Science.gov (United States)

Fuller, Alison; Unwin, Lorna

2017-01-01

Over 25 years ago, Brown and Duguid ("Organisation Science," 2(1), 40-57, 1991) highlighted the differences between the way organisations formally describe and delineate jobs and the actual practices of their employees. This paper combines ideas from their seminal contribution with theories of "job crafting" and identity to…

Lin Receives 2010 Natural Hazards Focus Group Award for Graduate Research

Science.gov (United States)

2010-11-01

Ning Lin has been awarded the Natural Hazards Focus Group Award for Graduate Research, given annually to a recent Ph.D. recipient for outstanding contributions to natural hazards research. Lin's thesis is entitled “Multi-hazard risk analysis related to hurricanes.” She is scheduled to present an invited talk in the Extreme Natural Events: Modeling, Prediction, and Mitigation session (NH20) during the 2010 AGU Fall Meeting, held 13-17 December in San Francisco, Calif. Lin will be formally presented with the award at the Natural Hazards focus group reception on 14 December 2010.

Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

Science.gov (United States)

Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

2018-04-01

Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

Flexible working, individual performance and employee attitudes: comparing formal and informal arrangements

OpenAIRE

De Menezes, Lilian M.; Kelliher, Clare

2016-01-01

In the context of a wider trend to individualize HRM, this paper examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, it examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyses whether these relationships vary according to whether the arrangement was set up through a formal process, or negotiated informally between the employee and their line manager. Exta...

Employability enhancement through formal and informal learning: An empirical study among Dutch non-academic university staff members

NARCIS (Netherlands)

van der Heijden, Beatrice; Boon, Jo; van der Klink, Marcel; Meijs, Ely

2009-01-01

Although learning is generally perceived as a way to improve employees' current job performance, so far, no research has been conducted to explore the possible relationships between formal and informal learning, on the one hand, and employability, on the other. Though contemporary views stress the

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

Science.gov (United States)

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).

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

Directory of Open Access Journals (Sweden)

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.

Green Jobs: Definition and Method of Appraisal of Chemical and Biological Risks.

Science.gov (United States)

Cheneval, Erwan; Busque, Marc-Antoine; Ostiguy, Claude; Lavoie, Jacques; Bourbonnais, Robert; Labrèche, France; Bakhiyi, Bouchra; Zayed, Joseph

2016-04-01

In the wake of sustainable development, green jobs are developing rapidly, changing the work environment. However a green job is not automatically a safe job. The aim of the study was to define green jobs, and to establish a preliminary risk assessment of chemical substances and biological agents for workers in Quebec. An operational definition was developed, along with criteria and sustainable development principles to discriminate green jobs from regular jobs. The potential toxicity or hazard associated with their chemical and biological exposures was assessed, and the workers' exposure appraised using an expert assessment method. A control banding approach was then used to assess risks for workers in selected green jobs. A double entry model allowed us to set priorities in terms of chemical or biological risk. Among jobs that present the highest risk potential, several are related to waste management. The developed method is flexible and could be adapted to better appraise the risks that workers are facing or to propose control measures. © The Author 2015. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.

Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and Possible Solutions in and outside of Autism-Specific Employment

Science.gov (United States)

Lorenz, Timo; Frischling, Cora; Cuadros, Raphael; Heinitz, Kathrin

2016-01-01

The aim of this study was to discover how individuals with autism succeed in entering the job market. We therefore sought to identify expected and occurred barriers, keeping them from taking up and staying in employment as well as to identify the solutions used to overcome these barriers. Sixty-six employed individuals with autism–17 of them with autism-specific employment–participated in an online survey. Results showed a variety of possible barriers. Individuals in autism-specific employment named formality problems–problems with organizational and practical process-related aspects of the job entry–most frequently while individuals in non-autism-specific employment mentioned social problems–obstacles concerning communication and human interaction–most. In terms of solutions, both groups used their own resources as much as external help, but differed in their specific strategies. In addition, correlations of an autism-specific employment with general and occupational self-efficacy as well as life and job satisfaction were examined. Possible implications of the results are discussed with regard to problem solving behavior and the use of strengths. PMID:26766183

Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and Possible Solutions in and outside of Autism-Specific Employment.

Directory of Open Access Journals (Sweden)

Timo Lorenz

Full Text Available The aim of this study was to discover how individuals with autism succeed in entering the job market. We therefore sought to identify expected and occurred barriers, keeping them from taking up and staying in employment as well as to identify the solutions used to overcome these barriers. Sixty-six employed individuals with autism--17 of them with autism-specific employment--participated in an online survey. Results showed a variety of possible barriers. Individuals in autism-specific employment named formality problems--problems with organizational and practical process-related aspects of the job entry--most frequently while individuals in non-autism-specific employment mentioned social problems--obstacles concerning communication and human interaction--most. In terms of solutions, both groups used their own resources as much as external help, but differed in their specific strategies. In addition, correlations of an autism-specific employment with general and occupational self-efficacy as well as life and job satisfaction were examined. Possible implications of the results are discussed with regard to problem solving behavior and the use of strengths.

Women, Work and Health Hazards: A Fact Sheet and Cosmetologists: Health Risks at Work.

Science.gov (United States)

National Commission on Working Women, Washington, DC.

The first part of this document is a fact sheet that provides information on health hazards faced by employed women. It covers the Occupational Safety and Health Act (OSHA), job-related diseases suffered by workers in female-dominated occupations, employer responsibilities under OSHA, and the lack of statistical reporting on job-related disease.…

One-eyed science: scientists, workplace reproductive hazards, and the right to work.

Science.gov (United States)

Messing, K

1999-01-01

Although most occupational health research has been done with male subjects and on jobs traditionally done by men, research on reproductive hazards is an exception. Researchers were late to realize that men were exposed to reproductive hazards. However, women's health problems have been excluded from the large scientific literature on reproductive hazards, which has concentrated on hazards to fetuses. This is true even of much feminist-oriented research. This neglect is attributable to a reluctance to emphasize health hazards for women at work, since identifying those specific to women may militate against women's employment. Union action is in fact necessary to protect access to employment and health at the same time.

Occupational psychosocial hazards among the emerging U.S. green collar workforce

Science.gov (United States)

Fernandez, Cristina A.; Moore, Kevin; McClure, Laura A.; Caban-Martinez, Alberto J.; LeBlanc, William G.; Fleming, Lora E.; Cifuentes, Manuel; Lee, David J.

2016-01-01

Objective To compare occupational psychosocial hazards in green collar versus non-green collar workers. Methods Standard Occupational Classification codes were used to link the 2010 National Health Interview Survey to the 2010 Occupational Information Network Database. Multivariable logistic regressions were used to predict job insecurity, work-life imbalance, and workplace harassment in green versus non-green collar workers. Results Most participants were white, non-Hispanic, 25–64 years of age, and obtained greater than a high school education. The majority reported not being harassed at work, no work-life imbalance, and no job insecurity. Relative to non-green collar workers (n=12,217), green collar workers (n=2,588) were more likely to report job insecurity (OR=1.13; 95% CI=1.02–1.26) and work-life imbalance (1.19; 1.05–1.35), but less likely to experience workplace harassment (0.77; 0.62–0.95). Conclusions Continuous surveillance of occupational psychosocial hazards is recommended in this rapidly emerging workforce. PMID:28045790

The use of hazards analysis in the development of training

Energy Technology Data Exchange (ETDEWEB)

Houghton, F.K.

1998-03-01

When training for a job in which human error has the potential of producing catastrophic results, an understanding of the hazards that may be encountered is of paramount importance. In high consequence activities, it is important that the training program be conducted in a safe environment and yet emphasize the potential hazards. Because of the high consequence of a human error the use of a high-fidelity simulation is of great importance to provide the safe environment the worker needs to learn and hone required skills. A hazards analysis identifies the operation hazards, potential human error, and associated positive measures that aid in the mitigation or prevention of the hazard. The information gained from the hazards analysis should be used in the development of training. This paper will discuss the integration of information from the hazards analysis into the development of simulation components of a training program.

A formal safety analysis for PLC software-based safety critical system using Z

International Nuclear Information System (INIS)

Koh, Jung Soo

1997-02-01

This paper describes a formal safety analysis technique which is demonstrated by performing empirical formal safety analysis with the case study of beamline hutch door Interlock system that is developed by using PLC (Programmable Logic Controller) systems at the Pohang Accelerator Laboratory. In order to perform formal safety analysis, we have built the Z formal specifications representation from user requirement written in ambiguous natural language and target PLC ladder logic, respectively. We have also studied the effective method to express typical PLC timer component by using specific Z formal notation which is supported by temporal history. We present a formal proof technique specifying and verifying that the hazardous states are not introduced into ladder logic in the PLC-based safety critical system. And also, we have found that some errors or mismatches in user requirement and final implemented PLC ladder logic while analyzing the process of the consistency and completeness of Z translated formal specifications. In the case of relatively small systems like Beamline hutch door interlock system, a formal safety analysis including explicit proof is highly recommended so that the safety of PLC-based critical system may be enhanced and guaranteed. It also provides a helpful benefits enough to comprehend user requirement expressed by ambiguous natural language

Hazards to nuclear plants from surface traffic accidents

International Nuclear Information System (INIS)

Hornyik, K.

1975-01-01

Analytic models have been developed for evaluating hazards to nuclear plants from hazardous-materials accidents in the vicinity of the plant. In particular, these models permit the evaluation of hazards from such accidents occurring on surface traffic routes near the plant. The analysis uses statistical information on accident rates, traffic frequency, and cargo-size distribution along with parameters describing properties of the hazardous cargo, plant design, and atmospheric conditions, to arrive at a conservative estimate of the annual probability of a catastrophic event. Two of the major effects associated with hazardous-materials accidents, explosion and release of toxic vapors, are treated by a common formalism which can be readily applied to any given case by means of a graphic procedure. As an example, for a typical case it is found that railroad shipments of chlorine in 55-ton tank cars constitute a greater hazard to a nearby nuclear plant than equally frequent rail shipments of explosives in amounts of 10 tons. 11 references. (U.S.)

Job stress, depression, work performance, and perceptions of supervisors in military personnel.

Science.gov (United States)

Pflanz, Steven E; Ogle, Alan D

2006-09-01

Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

Self-perceived depression, anxiety, stress and their relationships with psychosocial job factors in male automotive assembly workers.

Science.gov (United States)

Edimansyah, Bin Abdin; Rusli, Bin Nordin; Naing, Lin; Mohamed Rusli, Bin Abdullah; Winn, Than; Tengku Mohamed Ariff, Bin Raja Hussin

2008-01-01

Depression, anxiety and stress have been recognized as important mental outcome measures in stressful working settings. The present study explores the prevalence of self-perceived depression, anxiety and stress; and their relationships with psychosocial job factors. A cross-sectional study involving 728 male automotive assembly workers was conducted in two major automotive assembly plants in Malaysia using the validated Malay versions of the Depression Anxiety Stress Scales (DASS) and Job Content Questionnaire (JCQ). Based on the DASS cut-off of > or =78 percentile scores, the prevalence of self-perceived depression, anxiety and stress was 35.4%, 47.2% and 31.1%, respectively. Four (0.5%), 29 (4.0%) and 2 (0.3%) workers, respectively, reported extremely severe self-perceived depression, anxiety and stress. Multiple linear regression analyses, controlling for age, education, salary, duration of work and marital status, revealed that psychological job demand, job insecurity and hazardous condition were positively associated with DASS-Depression, DASS-Anxiety and DASS-Stress; supervisor support was inversely associated with DASS-Depression and DASS-Stress. We suggest that reducing psychological job demand, job insecurity and hazardous condition factors may improve the self-perceived depression, anxiety and stress in male automotive assembly workers. Supervisor support is protective for self-perceived depression and stress.

Occupational Hazard Exposures and Depressive Symptoms of Pregnant Workers.

Science.gov (United States)

Yeh, Sherri S; Lee, Chien-Nan; Wu, Ying-Hsuan; Tu, Nai-Chi; Guo, Yue-Leon; Chen, Pau-Chung; Chen, Chi-Hsien

2018-03-01

The aim of this study was to explore the prevalence of exposure to occupational hazards and depressive mood with associated underlying risk factors among pregnant workers. Women at 12 weeks of gestation (n = 172) were recruited during regular prenatal screening. Data were obtained via questionnaires that explored job details and Edinburgh Postnatal Depression Scale. The most commonly encountered hazard was prolonged standing. The majority of women reported that the workplace provided no information on the safety or rights of pregnant women, but those exposed to at least four hazards had more access to such services (P workplace support were significantly associated with possible antenatal depressive symptoms. Pregnant workers are exposed to substantial levels of occupational hazards and may experience depressive symptoms; thus, their work conditions require monitoring and improvement.

Public Health Employees' Perception of Workplace Environment and Job Satisfaction: The Role of Local Health Departments' Engagement in Accreditation.

Science.gov (United States)

Ye, Jiali; Verma, Pooja; Leep, Carolyn; Kronstadt, Jessica

To examine the association between local health departments' (LHDs') engagement in accreditation and their staffs' perceptions of workplace environment and the overall satisfaction with their jobs. Data from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS) (local data only) and the 2014 Forces of Change survey were linked using LHDs' unique ID documented by the National Association of County & City Health Officials. The Forces of Change survey assessed LHDs' accreditation status. Local health departments were classified as "formally engaged" in the Public Health Accreditation Board accreditation process if they had achieved accreditation, submitted an application, or submitted a statement of intent. The PH WINS survey measured employees' perception of 3 aspects of workplace environment, including supervisory support, organizational support, and employee engagement. The overall satisfaction was measured using the Job in General Scale (abridged). There are 1884 LHD employees who completed PH WINS and whose agencies responded to the question on the accreditation status of the Forces of Change survey. When compared with employees from LHDs less engaged in accreditation, employees from LHDs that were formally engaged in accreditation gave higher ratings to all 3 aspects of workplace environment and overall job satisfaction. Controlling for employee demographic characteristics and LHD jurisdiction size, the agency's formal engagement in accreditation remained related to a higher score in perceived workplace environment and job satisfaction. After controlling for perceived workplace environment, accreditation status was marginally associated with job satisfaction. The findings provide support for previous reports by LHD leaders on the benefits of accreditation related to employee morale and job satisfaction. The results from this study allow us to further catalog the benefits of accreditation in workforce development and identify factors that may

Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration

Directory of Open Access Journals (Sweden)

Konstantinos M. Karyotakis

2016-05-01

Full Text Available The present paper outlines the critical role and influence of organizational culture and job satisfaction on the relationship between organizational factors and entrepreneurial orientation (EO in the public sector through generating the theoretical framework. Upon examining these terms, a model that reflects their mutual relationships has been suggested. The amalgam of internal work environment, work discretion and rewards/recognition in combination with the appropriate degree of organizational boundaries, such as formalization, centralization, technology routines and connectedness, are crucial for fostering organizational culture and job satisfaction that lead to EO through innovativeness, proactiveness and risk taking.

Ontario Hydro's experience in implementing on-the-job training for chemical technicians

International Nuclear Information System (INIS)

Cooper, G.A.

1996-01-01

Since 1989, Ontario Hydro Nuclear has been developing and implementing formalized On-the-Job Training for qualifying its nuclear power plant chemical laboratory staff. This paper focuses on the process followed in designing, developing and implementing this training, with emphasis on the strengths and weaknesses of the program. 7 refs, 3 figs

Job-Structure and Job-Related Information

OpenAIRE

川上, 善郎

1981-01-01

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

The Target Industries: Profiles of Five Hazardous Occupations.

Science.gov (United States)

Occupational Safety and Health Administration, Washington, DC.

To contribute to a fuller understanding and awareness of the hazards involved in industries as well as to call attention to steps being taken to solve safety problems, this pamphlet surveys five industries cited among those having the highest rates of job-related injuries in the country. Industries include: (1) Roofing and Sheet Metal, (2)…

Low Wages as Occupational Health Hazards.

Science.gov (United States)

Leigh, J Paul; De Vogli, Roberto

2016-05-01

The history of occupational medicine has been characterized by ever-widening recognition of hazards, from fires in 1911 to asbestos in the 1960s, to job strain in the 1990s. In this essay, we argue for broadening the recognition further to include low wages. We first review possible mechanisms explaining the effects of wages on health or health behaviors. Mechanisms involve self-esteem, job satisfaction, deprivation, social rank, the "full" price of bad health, patience, and the ability to purchase health-producing goods and services. Second, we discuss empirical studies that rely on large, typically national, data sets and statistical models that use either instrumental variables or natural experiments and also account for other family income. Finally, we draw implications for laws governing minimum wages and labor unions.

Impact of metals in surface matrices from formal and informal electronic-waste recycling around Metro Manila, the Philippines, and intra-Asian comparison

International Nuclear Information System (INIS)

Fujimori, Takashi; Takigami, Hidetaka; Agusa, Tetsuro; Eguchi, Akifumi; Bekki, Kanae; Yoshida, Aya; Terazono, Atsushi; Ballesteros, Florencio C.

2012-01-01

Highlights: ► We quantified 11 metals in surface matrices from e-waste recycling sites at the Philippines. ► Dust had statistical higher levels of metal contamination and health risk compared to soil. ► Formal and informal sites had different metal contaminations. ► Intra-Asian comparison provided common insight on metal contamination from e-waste recycling. - Abstract: We report concentrations, enrichment factors, and hazard indicators of 11 metals (Ag, As, Cd, Co, Cu, Fe, In, Mn, Ni, Pb, and Zn) in soil and dust surface matrices from formal and informal electronic waste (e-waste) recycling sites around Metro Manila, the Philippines, referring to soil guidelines and previous data from various e-waste recycling sites in Asia. Surface dust from e-waste recycling sites had higher levels of metal contamination than surface soil. Comparison of formal and informal e-waste recycling sites (hereafter, “formal” and “informal”) revealed differences in specific contaminants. Formal dust contained a mixture of serious pollutant metals (Ni, Cu, Pb, and Zn) and Cd (polluted modestly), quite high enrichment metals (Ag and In), and crust-derived metals (As, Co, Fe, and Mn). For informal soil, concentration levels of specific metals (Cd, Co, Cu, Mn, Ni, Pb, and Zn) were similar among Asian recycling sites. Formal dust had significantly higher hazardous risk than the other matrices (p < 0.005), excluding informal dust (p = 0.059, almost significant difference). Thus, workers exposed to formal dust should protect themselves from hazardous toxic metals (Pb and Cu). There is also a high health risk for children ingesting surface matrices from informal e-waste recycling sites.

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

Directory of Open Access Journals (Sweden)

Yazdi SM

2001-11-01

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

A labor perspective on workplace reproductive hazards: past history, current concerns, and positive directions.

Science.gov (United States)

Graham, T; Lessin, N; Mirer, F

1993-07-01

The Supreme Court's March 1991 ruling in United Automobile Workers (UAW) versus Johnson Controls barring corporate "fetal protection policies" was a major victory for women's employment rights and has health and safety implications for both sexes. However, 2 years after the Court's decision, the union's work is far from over. The UAW has yet to see what policy Johnson Controls will implement in place of the old one. Formulating solutions to the concerns of workers who are exposed daily to reproductive health hazards on the job will continue to be on labor's agenda. Preventing hazardous exposures is the first priority. This goal would be furthered by setting occupational health and safety standards designed to protect workers' general and reproductive health. Support for the Comprehensive Occupational Safety and Health Reform Act (COSHRA) would also positively affect health and safety in the workplace. Where hazards have not yet been abated, the framework of transfers and income protections for all workers with temporary job restrictions should be examined. The Legal/Labor Working Group convened at the Occupational and Environmental Reproductive Hazards Working Conference authored guidelines for developing a model reproductive hazards policy. These recommendations can serve as a guide for implementation of nondiscriminatory and health-protective policies by employers.

Extending and automating a Systems-Theoretic hazard analysis for requirements generation and analysis.

Energy Technology Data Exchange (ETDEWEB)

Thomas, John (Massachusetts Institute of Technology)

2012-05-01

Systems Theoretic Process Analysis (STPA) is a powerful new hazard analysis method designed to go beyond traditional safety techniques - such as Fault Tree Analysis (FTA) - that overlook important causes of accidents like flawed requirements, dysfunctional component interactions, and software errors. While proving to be very effective on real systems, no formal structure has been defined for STPA and its application has been ad-hoc with no rigorous procedures or model-based design tools. This report defines a formal mathematical structure underlying STPA and describes a procedure for systematically performing an STPA analysis based on that structure. A method for using the results of the hazard analysis to generate formal safety-critical, model-based system and software requirements is also presented. Techniques to automate both the analysis and the requirements generation are introduced, as well as a method to detect conflicts between the safety and other functional model-based requirements during early development of the system.

Nurses' but not supervisors' safety practices are linked with job satisfaction.

Science.gov (United States)

Hurtado, David A; Kim, Seung-Sup; Subramanian, S V; Dennerlein, Jack T; Christiani, David C; Hashimoto, Dean M; Sorensen, Glorian

2017-10-01

To test the associations of safety practices as reported by nurses and their respective unit supervisors with job satisfaction. Psychosocial workplace factors are associated with job satisfaction; however, it is unknown whether nurses and supervisors accounts of safety practices are differentially linked to this outcome. Cross-sectional study design including nurses (n = 1052) nested in 94 units in two hospitals in Boston (MA, USA). Safety practices refer to the identification and control of occupational hazards at the unit. Safety practices were measured aggregating nurses' responses per unit, and supervisory levels. Individual's job satisfaction for each nurse was the response variable. Supervisors assessed safety practices more favourably than their unit nursing staff. Adjusted random intercept logistic regressions showed that the odds of higher job satisfaction were higher for nurses at units with better safety practices (OR: 1.67, 95% CI: 1.04, 2.68) compared with nurses at units that averaged lower safety practices. Supervisors' reports of safety practices were not correlated with the job satisfaction of their staff. Adequate safety practices might be a relevant managerial role that enhances job satisfaction among nurses. Nursing supervisors should calibrate their safety assessments with their nursing staff to improve nurses' job satisfaction. © 2017 John Wiley & Sons Ltd.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

2016-01-01

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

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

[Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

Science.gov (United States)

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p job demands and personal resources [F(3.474) = 3.021; p job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

Empowering Non-Formal Education Policy on Life Skills and Its Implications on People Welfare

Directory of Open Access Journals (Sweden)

Moh. Alifuddin

2017-05-01

Full Text Available The non-formal education policy in responding to the life skills needs of learners has been anticipated by the issuance of some products of legal regulations concerning the non-formal education. Life skills education was explicitly mentioned in legislation, but its implementation has not been in line with the expectations. In practice, many training institutions were only responsible for the output without even trying to channel or hire the students after graduation. The curriculum developed referred to the national standard curriculum by adding local content. Welfare could be easily obtained because the alumni got jobs after completing their skill training. Thus, the life skills education developed was able to give positive implications, especially for the welfare of its alumni and their families

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

Science.gov (United States)

Augustyniak, Ewa; Augustyniak, Piotr

2015-01-01

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

Development and implementation of on-the-job training programs

International Nuclear Information System (INIS)

1986-10-01

The purpose of an effective on-the-job training (OJT) program is to ensure that nuclear power station personnel possess the required job-related knowledge and skills. Effective OJT consists of four elements: 1) the objectives, 2) the standards, 3) trainer/evaluator, 4) documentation. Once appropriate objectives and standards are established, training on each task or grouping of like tasks is conducted in two distinct steps; the trainee is taught, and the trainee is evaluated. The teaching step may be accomplished by trainee self-study, observation, discussion, simulation, and/or performance under the supervision of a qualified job incumbent or trainer. The evaluation step is typically a 'checkout' in which the trainee performs or simulates a task under the scrutiny of an evaluator and/or discusses the task if necessary. Both the teaching and evaluation steps are essential to effective OJT programs. The results of these steps are then documented to satisfy training record requirements and to provide input to the formal qualification process as appropriate. An example program that addresses the major elements of OJT has been attached

Risk horoscopes: Predicting the number and type of serious occupational accidents in The Netherlands for sectors and jobs

International Nuclear Information System (INIS)

Bellamy, Linda J.; Damen, Martin; Jan Manuel, Henk; Aneziris, Olga N.; Papazoglou, Ioannis A.; Oh, Joy I.H.

2015-01-01

The risk of a serious occupational accident per hour exposure was calculated in a project to develop an occupational risk model in the Netherlands (WebORCA). To obtain risk rates, the numbers of victims of serious occupational accidents investigated by the Dutch Labour inspectorate 1998–Feb 2004 were divided by the number of hours exposure for each of 64 different types of hazards, such as contact with moving parts of machines and falls from various types of height. The exposures to the occupational accident hazards were calculated from a survey of a panel of 30,000 from the Dutch working population. Sixty risk rates were then used to predict serious accidents for activity sectors and jobs in the Netherlands where exposures to the hazards for sectors or jobs could be estimated from the survey. Such predictions have been called “horoscopes” because the idea is to provide a quick look-up of predicted accidents for a particular sector or job. Predictions compared favourably with actual data. It is concluded that predictive data can help provide information about accidents in cases where there is a lack of data, such as for smaller sub groups of the working population. - Highlights: • Dutch occupational accident risk rates and yearly exposures for 60 hazards are given. • Risks rates are based on the 1% most serious accidents 1998–Feb 2004. • Risk rates are used to predict serious accident risks in jobs and sectors. • Predictions (“risk horoscopes”) give a good match with actual accidents. • Risk horoscopes can help worker groups identify most important accident risks

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

Science.gov (United States)

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

2013-04-01

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

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

Directory of Open Access Journals (Sweden)

Adrianna Potocka

2013-04-01

Full Text Available Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05. The analysis of variance (ANOVA indicated that job resources and job demands [F(1.474 = 4.004; F(1.474 = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474 = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474 = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1 in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001 or low (p = 0.0157; 2 when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001. Conclusion: The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees. Med Pr 2013;64(2:217–225

Formal matrices

CERN Document Server

Krylov, Piotr

2017-01-01

This monograph is a comprehensive account of formal matrices, examining homological properties of modules over formal matrix rings and summarising the interplay between Morita contexts and K theory. While various special types of formal matrix rings have been studied for a long time from several points of view and appear in various textbooks, for instance to examine equivalences of module categories and to illustrate rings with one-sided non-symmetric properties, this particular class of rings has, so far, not been treated systematically. Exploring formal matrix rings of order 2 and introducing the notion of the determinant of a formal matrix over a commutative ring, this monograph further covers the Grothendieck and Whitehead groups of rings. Graduate students and researchers interested in ring theory, module theory and operator algebras will find this book particularly valuable. Containing numerous examples, Formal Matrices is a largely self-contained and accessible introduction to the topic, assuming a sol...

Modelling job support, job fit, job role and job satisfaction for school of nursing sessional academic staff.

Science.gov (United States)

Cowin, Leanne S; Moroney, Robyn

2018-01-01

Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.

Burnout and Connectedness among Australian Volunteers: A Test of the Job Demands-Resources Model

Science.gov (United States)

Lewig, Kerry A.; Xanthopoulou, Despoina; Bakker, Arnold B.; Dollard, Maureen F.; Metzer, Jacques C.

2007-01-01

This study used the Job Demands-Resources (JD-R) model, developed in the context of occupational well-being in the paid workforce, to examine the antecedents of burnout and connectedness in the formal volunteer rural ambulance officer vocation (N=487). Structural equation modeling using self-reports provide strong evidence for the central…

Job design and job stress in office workers.

Science.gov (United States)

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.

Spinor formalism and complex-vector formalism of general relativity

International Nuclear Information System (INIS)

Han-ying, G.; Yong-shi, W.; Gendao, L.

1974-01-01

In this paper, using E. Cartan's exterior calculus, we give the spinor form of the structure equations, which leads naturally to the Newman--Penrose equations. Furthermore, starting from the spinor spaces and the el (2C) algebra, we construct the general complex-vector formalism of general relativity. We find that both the Cahen--Debever--Defrise complex-vector formalism and that of Brans are its special cases. Thus, the spinor formalism and the complex-vector formalism of general relativity are unified on the basis of the uni-modular group SL(2C) and its Lie algebra

The impact of government income transfers on the Brazilian job market

Directory of Open Access Journals (Sweden)

Emerson Marinho

2013-03-01

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

The formal electronic recycling industry: Challenges and opportunities in occupational and environmental health research.

Science.gov (United States)

Ceballos, Diana Maria; Dong, Zhao

2016-10-01

E-waste includes electrical and electronic equipment discarded as waste without intent of reuse. Informal e-waste recycling, typically done in smaller, unorganized businesses, can expose workers and communities to serious chemical health hazards. It is unclear if formalization into larger, better-controlled electronics recycling (e-recycling) facilities solves environmental and occupational health problems. To systematically review the literature on occupational and environmental health hazards of formal e-recycling facilities and discuss challenges and opportunities to strengthen research in this area. We identified 37 publications from 4 electronic databases (PubMed, Web of Science, Environmental Index, NIOSHTIC-2) specific to chemical exposures in formal e-recycling facilities. Environmental and occupational exposures depend on the degree of formalization of the facilities but further reduction is needed. Reported worker exposures to metals were often higher than recommended occupational guidelines. Levels of brominated flame-retardants in worker's inhaled air and biological samples were higher than those from reference groups. Air, dust, and soil concentrations of metals, brominated flame-retardants, dioxins, furans, polycyclic-aromatic hydrocarbons, or polychlorinated biphenyls found inside or near the facilities were generally higher than reference locations, suggesting transport into the environment. Children of a recycler had blood lead levels higher than public health recommended guidelines. With mounting e-waste, more workers, their family members, and communities could experience unhealthful exposures to metals and other chemicals. We identified research needs to further assess exposures, health, and improve controls. The long-term solution is manufacturing of electronics without harmful substances and easy-to-disassemble components. Copyright © 2016 The Authors. Published by Elsevier Ltd.. All rights reserved.

Telecommuting, Control, and Boundary Management: Correlates of Policy Use and Practice, Job Control, and Work-Family Effectiveness

Science.gov (United States)

Kossek, Ellen Ernst; Lautsch, Brenda A.; Eaton, Susan C.

2006-01-01

We examine professionals' use of telecommuting, perceptions of psychological job control, and boundary management strategies. We contend that work-family research should distinguish between descriptions of flexibility use (formal telecommuting policy user, amount of telecommuting practiced) and how the individual psychologically experiences…

Impacts of Return-to-Work Type and Period on Job Retention in Workers with Occupational Injuries and Diseases.

Science.gov (United States)

Jeong, Inchul; Park, Jae Bum; Kim, Hyoung Ryoul; Yoon, Jin Ha; Won, Jong Uk; Roh, Jaehoon

2018-01-01

Despite the necessity of job retention in achieving return-to-work (RTW) goals, many workers leave their jobs after returning to work. The objective of this study was to examine the impacts of RTW type and period on job retention in Korean workers with occupational injuries and diseases. Data were derived from the Panel Study of Worker's Compensation Insurance, including data from 2,000 systemically sampled workers who had finished recuperation in 2012; three waves of survey data were included in the analyses. Workers who returned to work (n = 1,610) were included in the analysis of the relationship between RTW type and job retention, and 664 workers who returned to their original workplaces were included in the analysis of the relationship between RTW period and job retention. The participants completed a questionnaire, and administrative data were provided by workers' compensation insurance. A Cox proportional-hazards regression analysis showed an increased hazard ratio (HR) for non-retention of 2.66 (95% confidence interval, 2.11-3.35) in reemployed workers compared to that in workers returning to their original workplaces. Among workers returning to their original workplaces, HRs for non-retention were increased in workers with a RTW period of 13-24 months (3.03 [1.52-6.04]) and > 24 months (5.33 [2.14-13.25]) compared to workers with a RTW period of ≤ 3 months. RTW type and period were significantly related to job retention, suggesting that policies for promoting job retention rate should be implemented. © 2018 The Korean Academy of Medical Sciences.

Jobs

DEFF Research Database (Denmark)

Schubart, Rikke

2013-01-01

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

Preferences for and Barriers to Formal and Informal Athletic Training Continuing Education Activities

Science.gov (United States)

Armstrong, Kirk J.; Weidner, Thomas G.

2011-01-01

Context: Our previous research determined the frequency of participation and perceived effect of formal and informal continuing education (CE) activities. However, actual preferences for and barriers to CE must be characterized. Objective: To determine the types of formal and informal CE activities preferred by athletic trainers (ATs) and barriers to their participation in these activities. Design: Cross-sectional study. Setting: Athletic training practice settings. Patients or Other Participants: Of a geographically stratified random sample of 1000 ATs, 427 ATs (42.7%) completed the survey. Main Outcome Measure(s): As part of a larger study, the Survey of Formal and Informal Athletic Training Continuing Education Activities (FIATCEA) was developed and administered electronically. The FIATCEA consists of demographic characteristics and Likert scale items (1 = strongly disagree, 5 = strongly agree) about preferred CE activities and barriers to these activities. Internal consistency of survey items, as determined by Cronbach α, was 0.638 for preferred CE activities and 0.860 for barriers to these activities. Descriptive statistics were computed for all items. Differences between respondent demographic characteristics and preferred CE activities and barriers to these activities were determined via analysis of variance and dependent t tests. The α level was set at .05. Results: Hands-on clinical workshops and professional networking were the preferred formal and informal CE activities, respectively. The most frequently reported barriers to formal CE were the cost of attending and travel distance, whereas the most frequently reported barriers to informal CE were personal and job-specific factors. Differences were noted between both the cost of CE and travel distance to CE and all other barriers to CE participation (F1,411 = 233.54, P formal CE activities. The same barriers (eg, cost, travel distance) to formal CE appeared to be universal to all ATs. Informal CE was

SBME : Exploring boundaries between formal, non-formal, and informal learning

OpenAIRE

Shahoumian, Armineh; Parchoma, Gale; Saunders, Murray; Hanson, Jacky; Dickinson, Mike; Pimblett, Mark

2013-01-01

In medical education learning extends beyond university settings into practice. Non-formal and informal learning support learners’ efforts to meet externally set and learner-identified objectives. In SBME research, boundaries between formal, non-formal, and informal learning have not been widely explored. Whether SBME fits within or challenges these categories can make a contribution. Formal learning is described in relation to educational settings, planning, assessment, and accreditation. In...

Job autonomy and job satisfaction: new evidence

OpenAIRE

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

2003-01-01

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

Hazardous Materials Management and Emergency Response training Center needs assessment

International Nuclear Information System (INIS)

McGinnis, K.A.; Bolton, P.A.; Robinson, R.K.

1993-09-01

For the Hanford Site to provide high-quality training using simulated job-site situations to prepare the 4,000 Site workers and 500 emergency responders for known and unknown hazards a Hazardous Materials Management and Emergency Response Training Center is needed. The center will focus on providing classroom lecture as well as hands-on, realistic training. The establishment of the center will create a partnership among the US Department of Energy; its contractors; labor; local, state, and tribal governments; and Xavier and Tulane Universities of Louisiana. This report presents the background, history, need, benefits, and associated costs of the proposed center

Job control and coworker support improve employee job performance.

Science.gov (United States)

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

2010-01-01

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

Formalization of Database Systems -- and a Formal Definition of {IMS}

DEFF Research Database (Denmark)

Bjørner, Dines; Løvengreen, Hans Henrik

1982-01-01

Drawing upon an analogy between Programming Language Systems and Database Systems we outline the requirements that architectural specifications of database systems must futfitl, and argue that only formal, mathematical definitions may 6atisfy these. Then we illustrate home aspects and touch upon...... come ueee of formal definitions of data models and databaee management systems. A formal model of INS will carry this discussion. Finally we survey some of the exkting literature on formal definitions of database systems. The emphasis will be on constructive definitions in the denotationul semantics...... style of the VCM: Vienna Development Nethd. The role of formal definitions in international standardiaation efforts is briefly mentioned....

PENGARUH PENGALAMAN ON THE JOB TRAINING DAN MOTIVASI MEMASUKI DUNIA KERJA TERHADAP KESIAPAN KERJA SISWA

Directory of Open Access Journals (Sweden)

Pujianto

2017-02-01

Full Text Available Vocational High School is form of formal education at secondary level which the implementation is to prepare professional employees appropriate their field. Based on the results of preliminary observations indicate that the level of job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 still low. This study aimed to determine whether job training experience and motivation to enter the workforce effect towards job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially. The population was all students of class XII Accounting in SMK Negeri 1 Batang in Academic Year 2015/2016 which amounts to 70 students, all serve as research respondent. This study uses questionnaire to collect the data. The data of variables is analyzed with multiple regression analysis. The results show that job training experience and motivation to enter the workforce simultaneous positively and significantly effect towards job readiness (61,8%, job training experience partial positively and significantly effect towards job readiness (59,91%, and motivation to enter the workforce partial positively and significantly effect towards job readiness (6,92%. Based on the result of this study, we can conclude that job training experience and motivation to enter the workforce positively and significantly effect towards job readiness students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially.

Job satisfaction and basic vital needs satisfaction among working women

OpenAIRE

Kalva I.; Shiryayev D.

2016-01-01

Due to the achieved formal gender equality, traditional social roles within families have changed – approximately a half of women do not only raise children and run their households, but are working in some profession also. However, women feel themselves more responsible for family issues in comparison with their husbands, and that makes them sacrifice professional and career interests for the sake of family and children. The aim of the research is to investigate the level of job satisfact...

Gender and sex differences in job status and hypertension.

Science.gov (United States)

Clougherty, Jane E; Eisen, Ellen A; Slade, Martin D; Kawachi, Ichiro; Cullen, Mark R

2011-01-01

Studies have shown greater health risks associated with blue-collar manufacturing employment for women than men. It remains challenging, however, to distinguish gendered job status (affected by family composition and other personal characteristics) from sex-linked biological differences influencing physiological response to workplace physical hazards. We examined the effects of hourly (blue-collar) status on incident hypertension among men and women, using health claims data for 14, 618 white- and blue-collar aluminium manufacturing employees in eight US states. To explore gender differences in job status, we developed sex-stratified propensity score models identifying key socioeconomic predictors of hourly status for men and women. To examine the effects of hourly employment on hypertension risk, after adjusting for gender differences in job status, we applied time-weighted logistic regression models, stratified by propensity score, with additional adjustment for socioeconomic confounders. Family structure (partnership, parity) influenced job status for both sexes; single mothers were more likely to hold hourly jobs (OR 2.02; 95% CI 1.37 to 2.97) and partnered men with children less likely (OR 0.68; 95% CI 0.56 to 0.83). Education, age at hire and race influenced job status for both sexes. The effect of hourly status on hypertension was significant only among women predicted to be hourly (OR 1.78; 95% CI 1.34 to 2.35). Our results indicate significant risks of hypertension associated with hourly status for women, possibly exacerbated by sociodemographic factors predicting hourly status (eg, single parenthood, low education). Greater attention to gender differences in job status, and finer exploration of sex-linked biological differences influencing responsivity to workplace exposures, is warranted.

SELF-EFFICACY OF FORMALLY AND NON-FORMALLY TRAINED PUBLIC SECTOR TEACHERS

Directory of Open Access Journals (Sweden)

Muhammad Nadeem ANWAR

2009-07-01

Full Text Available The main objective of the study was to compare the formally and non-formally trained in-service public sector teachers’ Self-efficacy. Five hypotheses were developed describing no difference in the self-efficacy of formally and non-formally trained teachers to influence decision making, influence school resources, instructional self-efficacy, disciplinary self-efficacy and create positive school climate. Teacher Efficacy Instrument (TSES developed by Bandura (2001 consisting of thirty 9-point items was used in the study. 342 formally trained and 255 non-formally trained respondents’ questionnaires were received out of 1500 mailed. The analysis of data revealed that the formally trained public sector teachers are high in their self-efficacy on all the five categories: to influence decision making, to influence school resources, instructional self-efficacy, disciplinary self-efficacy and self-efficacy to create positive school climate.

Masses of Formal Philosophy

DEFF Research Database (Denmark)

Masses of Formal Philosophy is an outgrowth of Formal Philosophy. That book gathered the responses of some of the most prominent formal philosophers to five relatively open and broad questions initiating a discussion of metaphilosophical themes and problems surrounding the use of formal methods i...... in philosophy. Including contributions from a wide range of philosophers, Masses of Formal Philosophy contains important new responses to the original five questions.......Masses of Formal Philosophy is an outgrowth of Formal Philosophy. That book gathered the responses of some of the most prominent formal philosophers to five relatively open and broad questions initiating a discussion of metaphilosophical themes and problems surrounding the use of formal methods...

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

African Journals Online (AJOL)

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 ...

Political science, public administration, and natural hazards: contributions and connections

Science.gov (United States)

Lindquist, E.

2009-04-01

The connection between the natural and social sciences has become stronger, and has increasingly been recognized as a vital component in the area of natural hazards research. Moving applied natural hazards research into the public policy or administration realm is not often easy, or effective. An improved understanding of the connection between the natural and social sciences can assist in this process and result in better public policy, acceptance from the public for these policies, and a safer and better educated public. This paper will present initial findings from a larger data set on natural hazards and social science research. Specifically we will review the current contribution of the formal academic disciplines of political science and public administration within recent natural hazards-related scholarship. The general characteristics of the contributions (e.g. coauthored, interdisciplinary, etc.), specific theories and methods being applied, and the types of natural hazards being scrutinized by these related fields will be assessed. In conclusion we will discuss future contributions and areas for potential collaboration between the natural and social sciences in the area of natural hazards research.

Job Satisfaction and Job Performance at the Work Place

OpenAIRE

Vanden Berghe, Jae Hyung

2011-01-01

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

Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

Science.gov (United States)

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

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

OpenAIRE

Adrianna Potocka; Małgorzata Waszkowska

2013-01-01

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

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

NARCIS (Netherlands)

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

2013-01-01

This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job Demands-Resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes

The impact of institutional hazards on foreign multinational activity : A contingency perspective

NARCIS (Netherlands)

Slangen, Arjen H. L.; Beugelsdijk, Sjoerd

Prior studies have shown that institutional hazards in the form of formal governance deficiencies and informal cultural distance are both negatively related to the amount of foreign multinational activity in countries. We argue that the strength of these negative relationships varies systematically

Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

Science.gov (United States)

Thompson, Cynthia A; Prottas, David J

2006-01-01

The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships. Copyright 2006 APA.

Does low job satisfaction lead to job mobility?

DEFF Research Database (Denmark)

Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

Does migration matter? Job search outcomes for the unemployed.

Science.gov (United States)

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

1998-01-01

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

Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care

Science.gov (United States)

Kossek, Ellen Ernst; Piszczek, Matthew M.; Mcalpine, Kristie L.; Hammer, Leslie B.; Burke, Lisa

2016-01-01

Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. PMID:27721517

Job demands, job control, psychological climate, and job satisfaction: a cognitive dissonance perspective

OpenAIRE

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...

Formalizing Informal Logic

Directory of Open Access Journals (Sweden)

Douglas Walton

2015-12-01

Full Text Available This paper presents a formalization of informal logic using the Carneades Argumentation System (CAS, a formal, computational model of argument that consists of a formal model of argument graphs and audiences. Conflicts between pro and con arguments are resolved using proof standards, such as preponderance of the evidence. CAS also formalizes argumentation schemes. Schemes can be used to check whether a given argument instantiates the types of argument deemed normatively appropriate for the type of dialogue.

The long-term mortality impact of combined job strain and family circumstances: A life course analysis of working American mothers.

Science.gov (United States)

Sabbath, Erika L; Mejía-Guevara, Iván; Noelke, Clemens; Berkman, Lisa F

2015-12-01

Work stress and family composition have been separately linked with later-life mortality among working women, but it is not known how combinations of these exposures impact mortality, particularly when exposure is assessed cumulatively over the life course. We tested whether, among US women, lifelong work stress and lifelong family circumstances would jointly predict mortality risk. We studied formerly working mothers in the US Health and Retirement Study (HRS) born 1924-1957 (n = 7352). We used sequence analysis to determine five prototypical trajectories of marriage and parenthood in our sample. Using detailed information on occupation and industry of each woman's longest-held job, we assigned each respondent a score for job control and job demands. We calculated age-standardized mortality rates by combined job demands, job control, and family status, then modeled hazard ratios for death based on family constellation, job control tertiles, and their combination. Married women who had children later in life had the lowest mortality risks (93/1000). The highest-risk family clusters were characterized by spells of single motherhood (132/1000). Generally, we observed linear relationships between job control and mortality hazard within each family trajectory. But while mortality risk was high for all long-term single mothers, we did not observe a job control-mortality gradient in this group. The highest-mortality subgroup was previously married women who became single mothers later in life and had low job control (HR 1.91, 95% CI 1.38,2.63). Studies of associations between psychosocial work characteristics and health might consider heterogeneity of effects by family circumstances. Worksite interventions simultaneously considering both work and family characteristics may be most effective in reducing health risks. Copyright © 2015 Elsevier Ltd. All rights reserved.

Pendidikan Kesehatan Reproduksi Formal dan Hubungan Seksual Pranikah Remaja Indonesia

Directory of Open Access Journals (Sweden)

Anggriyani Wahyu Pinandari

2015-08-01

by sexual and reproductive revolution. Potential problems in this era are the increase of premarital sexual behavior, unwanted pregnancy, sexual transmitted infection and drug abuse. This study aimed to examine the influence of formal reproductive health education to delay premarital sexual intercourse among Indonesian teenagers and young adults. Cross sectional study analyzed as retrospective cohort used data of Indonesian Teenage Reproductive Health Survey in 2012 (10,980 men and 8,902 women. Effects of formal reproductive health education to delay sexual intercourse behavior was analyzed using kaplan meier curve, log-rank test, and chi square test, meanwhile multivariat analysis used logistic regression. All tests used confidence interval 95% and p value = 0.05. Results of survival analysis of abstinence committing sexual intercourse showed that teenagers who didn’t receive or only receive one of reproductive health education materials had bigger hazard ratio (respectively 1.55 (CI=1.32 – 1.82; 0.99 (CI=0.86 – 1.15 and 2.26 (CI=1.43 – 3.56. Receiving complete information gave longer abstinence time. Drug abuse, smoking, alcohol, men, aged between 20 – 24 years old and poor were more likely to commit premarital sexual intercourse. Receipt of reproductive health information at formal education level may delay the occurrence of premarital sexual intercourse.

Characterizing the nature of home care work and occupational hazards: a developmental intervention study.

Science.gov (United States)

Markkanen, Pia; Quinn, Margaret; Galligan, Catherine; Sama, Susan; Brouillette, Natalie; Okyere, Daniel

2014-04-01

Home care (HC) aide is the fastest growing occupation, yet job hazards are under-studied. This study documents the context of HC aide work, characterizes occupational safety and health (OSH) hazards, and identifies preventive interventions using qualitative methods. We conducted 12 focus groups among aides and 26 in-depth interviews comprising 15 HC agency, union, and insurance company representatives as well as 11 HC recipients in Massachusetts. All focus groups and interviews were audio-recorded, transcribed, and coded with NVIVO software. Major OSH concerns were musculoskeletal disorders from client care tasks and verbal abuse. Performing tasks beyond specified job duties may be an OSH risk factor. HC aides' safety and clients' safety are closely linked. Client handling devices, client evaluation, care plan development, and training are key interventions for both aides' and clients' safety. Promoting OSH in HC is essential for maintaining a viable workforce. © 2013 Wiley Periodicals, Inc.

Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

Science.gov (United States)

Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

2013-01-01

When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

Jobs masonry in LHCb with elastic Grid Jobs

Science.gov (United States)

Stagni, F.; Charpentier, Ph

2015-12-01

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

Job stressors and coping in health professions.

Science.gov (United States)

Heim, E

1991-01-01

In spite of their knowledge about stressors, health hazards and coping, health professionals are in general not aware of their own health risks. In an attempt to clarify the issue results of our own studies are compared to the relevant literature. A survey on 1,248 Swiss nurses confirmed the major stressors known: ethical conflicts about appropriate patient care, team conflicts, role ambiguity, workload and organizational deficits. In doctors workload and shortage of time, combined with specific responsibility in decision making, are most prominent. Nevertheless, job satisfaction is still high in both professions. Health hazards in doctors are considerable, although life expectancy has improved and is comparable to the general public, but still lower as compared to other professionals. Depression and substance abuse are related to higher suicide rates. The specific role strain of female doctors is responsible for health risks with an alarming 10 years lower life expectancy than in the general population. Little is known about specific health hazards in nurses, except for burnout. A lack of coping research in the field makes conclusions difficult. Our own studies show limited coping skills in nurses, but good buffering effect in 1,700 Swiss dentists.

Safe and healthy integration into semiskilled jobs: does gender matter?

Science.gov (United States)

Laberge, Marie; Vézina, Nicole; Saint-Charles, Johanne

2012-01-01

Women report fewer injuries than men when they are young, but report a higher proportion of professional diseases later in life (35 years +). Understanding early work conditions that lead to postponed health outcomes is necessary if we are to prevent women's injury as well as men's. Introduction to work and safe integration programs are often put forward to prevent injuries among youth. This paper aims to illustrate some differences in the job introduction / integration process for men and women and to discuss some gender-based Occupational Health and Safety (OHS) implications. Data come from two waves of interviews with 31 students enrolled in vocational training for a semiskilled trade. Results demonstrated differences between men and women: trades chosen, OHS complaints, supervising patterns, integration to work, etc. Women often choose customer service jobs, have less formal supervision and are often left to themselves when learning to do their job. Men declared more accidents while women reported more musculoskeletal symptoms. Findings from this research suggest young women's OHS issues should not be trivialized and that specific youth prevention programs for sectors where women are more present, such as customer service, should be developed.

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

Science.gov (United States)

Nordman, Christophe J.; Pasquier-Doumer, Laure

2014-01-01

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

Self-reported musculoskeletal disorder pain: The role of job hazards and work-life interaction.

Science.gov (United States)

Weale, Victoria P; Wells, Yvonne; Oakman, Jodi

2018-02-01

Previous research identified an association between work-family conflict and musculoskeletal pain. This study explores how the work-life interface might affect pain experienced by residential aged care staff. A cross-sectional survey of 426 employees in residential aged care was analyzed to assess the impacts of workplace hazards, work-family conflict, and work-life balance on self-reported musculoskeletal pain. Work-family conflict acts as a mediator of the relationships between workplace hazards and the total number of body regions at which musculoskeletal pain was experienced. Work-life balance only acts as a mediator for particular hazards and only if work-family conflict is not taken into account. Addressing work-life interaction, and in particular work-family conflict, warrants further investigation as a legitimate means through which musculoskeletal disorder risk can be reduced. Policies and practices to improve work-life interaction and reduce work-family conflict should be considered as integral components of musculoskeletal disorder risk management strategies. © 2017 Wiley Periodicals, Inc.

The radiology job market: analysis of the ACR jobs board.

Science.gov (United States)

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.

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

Science.gov (United States)

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

2015-11-01

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

Harmonizing seismic hazard assessments for nuclear power plants

International Nuclear Information System (INIS)

Mallard, D.J.

1993-01-01

Even a cursory comparison between maps of global seismicity and NPP earthquake design levels reveals many inconsistencies. While, in part, this situation reflects the evolution in understanding of seismic hazards, mismatches can also be due to ongoing differences in the way the hazards are assessed and in local regulatory requirements. So far, formal international consensus has only been able to encompass broad principles, such as those recently recommended by the International Atomic Energy Agency, and even these can raise many technical issues, particularly relating to zones of diffuse seismicity. In the future, greater harmonisation in hazard assessments and, to some extent, in earthquake design levels could emerge through the more widespread use of probabilistic methods. International collaborative ventures and joint projects will be important for resolving anomalies in the existing databases and their interpretations, and for acquiring new data, but to achieve their ideal objectives, they will need to proceed in clearly defined stages. (author)

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

DEFF Research Database (Denmark)

Mortensen, Jesper; Dich, Nadya; Lange, Theis

2017-01-01

OBJECTIVES: The aim of this study was to investigate the individual, joint and interactive effects of job strain and informal caregiving on long-term sickness absence with special attention to gender differences. METHODS: The study comprised a prospective cohort study of 6798 working adults from...... France, 14 727 from Finland, and 5275 from the UK. A total of 26 800 participants, age 52 (interquartile range 47-56) years participated in the study. Job strain was assessed using the demand-control model. Informal caregiving was defined as care for a sick, disabled, or elderly person. Long......-term sickness absence spells defined as absence >14 consecutive days were registered during two years follow-up. We used recurrent-events Cox regression in random-effects meta-analyses. RESULTS: A total of 12% men and 21% women had ≥1 long-term sickness absence spell. Among women, both high job strain [hazard...

[Temporary employment and health: a multivariate analysis of occupational injury risk by job tenure].

Science.gov (United States)

Bena, Antonella; Giraudo, Massimiliano

2013-01-01

To study the relationship between job tenure and injury risk, controlling for individual factors and company characteristics. Analysis of incidence and injury risk by job tenure, controlling for gender, age, nationality, economic activity, firm size. Sample of 7% of Italian workers registered in the INPS (National Institute of Social Insurance) database. Private sector employees who worked as blue collars or apprentices. First-time occupational injuries, all occupational injuries, serious occupational injuries. Our findings show an increase in injury risk among those who start a new job and an inverse relationship between job tenure and injury risk. Multivariate analysis confirm these results. Recommendations for improving this situation include the adoption of organizational models that provide periods of mentoring from colleagues already in the company and the assignment to simple and not much hazardous tasks. The economic crisis may exacerbate this problem: it is important for Italy to improve the systems of monitoring relations between temporary employment and health.

Identification of training and emergency-planning needs through job-safety analysis

Energy Technology Data Exchange (ETDEWEB)

Veltrie, J.

1987-01-01

Training and emergency-planning needs within the photovoltaic industry may be more accurately determined through the performance of detailed job-safety analysis. This paper outlines the four major components of such an analysis, namely operational review, hazards evaluation, personnel review and resources evaluation. It then shows how these may be developed into coherent training and planning recommendations, for both emergency and non-emergency situations.

The New Italian Seismic Hazard Model

Science.gov (United States)

Marzocchi, W.; Meletti, C.; Albarello, D.; D'Amico, V.; Luzi, L.; Martinelli, F.; Pace, B.; Pignone, M.; Rovida, A.; Visini, F.

2017-12-01

In 2015 the Seismic Hazard Center (Centro Pericolosità Sismica - CPS) of the National Institute of Geophysics and Volcanology was commissioned of coordinating the national scientific community with the aim to elaborate a new reference seismic hazard model, mainly finalized to the update of seismic code. The CPS designed a roadmap for releasing within three years a significantly renewed PSHA model, with regard both to the updated input elements and to the strategies to be followed. The main requirements of the model were discussed in meetings with the experts on earthquake engineering that then will participate to the revision of the building code. The activities were organized in 6 tasks: program coordination, input data, seismicity models, ground motion predictive equations (GMPEs), computation and rendering, testing. The input data task has been selecting the most updated information about seismicity (historical and instrumental), seismogenic faults, and deformation (both from seismicity and geodetic data). The seismicity models have been elaborating in terms of classic source areas, fault sources and gridded seismicity based on different approaches. The GMPEs task has selected the most recent models accounting for their tectonic suitability and forecasting performance. The testing phase has been planned to design statistical procedures to test with the available data the whole seismic hazard models, and single components such as the seismicity models and the GMPEs. In this talk we show some preliminary results, summarize the overall strategy for building the new Italian PSHA model, and discuss in detail important novelties that we put forward. Specifically, we adopt a new formal probabilistic framework to interpret the outcomes of the model and to test it meaningfully; this requires a proper definition and characterization of both aleatory variability and epistemic uncertainty that we accomplish through an ensemble modeling strategy. We use a weighting scheme

The Relationship of Job Involvement, Motivation and Job ...

African Journals Online (AJOL)

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 ...

Job anxiety, organizational commitment and job satisfaction: An ...

African Journals Online (AJOL)

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 ...

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

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

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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

Comparable Worth, Job Evaluation and Wage Discrimination: The Employer Approaches Wage Gap Issues in the 1980's.

Science.gov (United States)

Leach, Daniel E.

1984-01-01

The role of women in the work force and the wages paid to women workers have become major employment discrimination issues of the 1980's. Comparable worth, wage discrimination, and the existence and possible influence of sex-related factors in wage administration systems, which include formalized job evaluation schemes, are discussed. (MLW)

Job-demand for learning and job-related learning: the mediating effect of job performance improvement initiatives

OpenAIRE

Loon, M; Bartram, T

2007-01-01

This study examined whether job-performance-improvementinitiatives mediate the relationship between individuals’ job-demand for learning and job-related learning. Data were obtained from 115 full-time\\ud employees in a diverse range of occupations. A partial least squares analysis revealed that job-performance-improvement-initiatives mediate partially the effects of job-demand for learning on job-related learning. Several implications\\ud for future research and policy are drawn from the findi...

Probabilistic seismic hazard assessment of southern part of Ghana

Science.gov (United States)

Ahulu, Sylvanus T.; Danuor, Sylvester Kojo; Asiedu, Daniel K.

2018-05-01

This paper presents a seismic hazard map for the southern part of Ghana prepared using the probabilistic approach, and seismic hazard assessment results for six cities. The seismic hazard map was prepared for 10% probability of exceedance for peak ground acceleration in 50 years. The input parameters used for the computations of hazard were obtained using data from a catalogue that was compiled and homogenised to moment magnitude (Mw). The catalogue covered a period of over a century (1615-2009). The hazard assessment is based on the Poisson model for earthquake occurrence, and hence, dependent events were identified and removed from the catalogue. The following attenuation relations were adopted and used in this study—Allen (for south and eastern Australia), Silva et al. (for Central and eastern North America), Campbell and Bozorgnia (for worldwide active-shallow-crust regions) and Chiou and Youngs (for worldwide active-shallow-crust regions). Logic-tree formalism was used to account for possible uncertainties associated with the attenuation relationships. OpenQuake software package was used for the hazard calculation. The highest level of seismic hazard is found in the Accra and Tema seismic zones, with estimated peak ground acceleration close to 0.2 g. The level of the seismic hazard in the southern part of Ghana diminishes with distance away from the Accra/Tema region to a value of 0.05 g at a distance of about 140 km.

Probabilistic seismic hazard assessment of southern part of Ghana

Science.gov (United States)

Ahulu, Sylvanus T.; Danuor, Sylvester Kojo; Asiedu, Daniel K.

2017-12-01

This paper presents a seismic hazard map for the southern part of Ghana prepared using the probabilistic approach, and seismic hazard assessment results for six cities. The seismic hazard map was prepared for 10% probability of exceedance for peak ground acceleration in 50 years. The input parameters used for the computations of hazard were obtained using data from a catalogue that was compiled and homogenised to moment magnitude (Mw). The catalogue covered a period of over a century (1615-2009). The hazard assessment is based on the Poisson model for earthquake occurrence, and hence, dependent events were identified and removed from the catalogue. The following attenuation relations were adopted and used in this study—Allen (for south and eastern Australia), Silva et al. (for Central and eastern North America), Campbell and Bozorgnia (for worldwide active-shallow-crust regions) and Chiou and Youngs (for worldwide active-shallow-crust regions). Logic-tree formalism was used to account for possible uncertainties associated with the attenuation relationships. OpenQuake software package was used for the hazard calculation. The highest level of seismic hazard is found in the Accra and Tema seismic zones, with estimated peak ground acceleration close to 0.2 g. The level of the seismic hazard in the southern part of Ghana diminishes with distance away from the Accra/Tema region to a value of 0.05 g at a distance of about 140 km.

Hazard Identification, Risk Assessment and Risk Control (HIRARC Accidents at Power Plant

Directory of Open Access Journals (Sweden)

Ahmad Asmalia Che

2016-01-01

Full Text Available Power plant had a reputation of being one of the most hazardous workplace environments. Workers in the power plant face many safety risks due to the nature of the job. Although power plants are safer nowadays since the industry has urged the employer to improve their employees’ safety, the employees still stumble upon many hazards thus accidents at workplace. The aim of the present study is to investigate work related accidents at power plants based on HIRARC (Hazard Identification, Risk Assessment and Risk Control process. The data were collected at two coal-fired power plant located in Malaysia. The finding of the study identified hazards and assess risk relate to accidents occurred at the power plants. The finding of the study suggested the possible control measures and corrective actions to reduce or eliminate the risk that can be used by power plant in preventing accidents from occurred

Job Satisfaction and the Neglected Variable of Job Seniority

Science.gov (United States)

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…

Jobs masonry in LHCb with elastic Grid Jobs

CERN Document Server

Stagni, F

2015-01-01

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

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

Science.gov (United States)

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.

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

Science.gov (United States)

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

2014-01-01

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

Formality in Brackets

DEFF Research Database (Denmark)

Garsten, Christina; Nyqvist, Anette

Ethnographic work in formal organizations involves learning to recognize the many layers of front stage and back stage of organized life, and to bracket formality. It means to be alert to the fact that what is formal and front stage for one some actors, and in some situations, may in fact be back...... stage and informal for others. Walking the talk, donning the appropriate attire, wearing the proper suit, may be part of what is takes to figure out the code of formal organizational settings – an entrance ticket to the backstage, as it were. Oftentimes, it involves a degree of mimicry, of ‘following...... suits’ (Nyqvist 2013), and of doing ‘ethnography by failure’ (Garsten 2013). In this paper, we explore the layers of informality and formality in our fieldwork experiences among financial investors and policy experts, and discuss how to ethnographically represent embodied fieldwork practices. How do we...

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

Science.gov (United States)

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.

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

Science.gov (United States)

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

Job satisfaction and intention to quit the job.

Science.gov (United States)

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

2013-03-01

Negative psychosocial work conditions may influence the motivation of employees to adhere to their job. To elucidate the perception of psychosocial work conditions among Danish hospital employees who would quit their job if economically possible and those who would not. A cross-sectional questionnaire study of hospital employees. The questionnaire gave information on elements of the psychosocial work environment (job demands, job influence, job support, management quality, exposure to bullying), general health status, sick-leave during the preceding year, life style (leisure time physical activity, alcohol intake and smoking habits), age, sex and profession. There were 1809 participants with a response rate of 65%. About a quarter (26%) reported that they would quit their job if economically possible; this rose to 40% among the 17% who considered their health mediocre or bad. In a final logistic regression model, six factors were identified as independently associated with the wish to quit or not: self-assessed health status, meaningfulness of the job, quality of collaboration among colleagues, age, trustworthiness of closest superior(s) and exposure to bullying. Based on these factors it was possible to identify groups with fewer than 15% wishing to quit, and similarly, groups where 50% or more would quit if this was economically possible. Psychosocial work conditions, in particular meaningfulness of the job, were independently associated with intention to quit the job if economically possible and relevant within different job categories.

Job Matching and On-the-Job Training.

OpenAIRE

Barron, John M; Black, Dan A; Loewenstein, Mark A

1989-01-01

Conventional analysis predicts that workers pay part of their on-the-job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the-job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training. This matching process constitutes a key feature of the on-the-job training model that is presented i...

Applying the revised Chinese Job Content Questionnaire to assess psychosocial work conditions among Taiwan's hospital workers

Directory of Open Access Journals (Sweden)

Castillo Roberto

2011-06-01

Full Text Available Abstract Background For hospital accreditation and health promotion reasons, we examined whether the 22-item Job Content Questionnaire (JCQ could be applied to evaluate job strain of individual hospital employees and to determine the number of factors extracted from JCQ. Additionally, we developed an Excel module of self-evaluation diagnostic system for consultation with experts. Methods To develop an Excel-based self-evaluation diagnostic system for consultation to experts to make job strain assessment easier and quicker than ever, Rasch rating scale model was used to analyze data from 1,644 hospital employees who enrolled in 2008 for a job strain survey. We determined whether the 22-item Job Content Questionnaire (JCQ could evaluate job strain of individual employees in work sites. The respective item responding to specific groups' occupational hazards causing job stress was investigated by using skewness coefficient with its 95% CI through item-by-item analyses. Results Each of those 22 items on the questionnaire was examined to have five factors. The prevalence rate of Chinese hospital workers with high job strain was 16.5%. Conclusions Graphical representations of four quadrants, item-by-item bar chart plots and skewness 95% CI comparison generated in Excel can help employers and consultants of an organization focusing on a small number of key areas of concern for each worker in job strain.

The Composite Strain Index (COSI) and Cumulative Strain Index (CUSI): methodologies for quantifying biomechanical stressors for complex tasks and job rotation using the Revised Strain Index.

Science.gov (United States)

Garg, Arun; Moore, J Steven; Kapellusch, Jay M

2017-08-01

The Composite Strain Index (COSI) quantifies biomechanical stressors for complex tasks consisting of exertions at different force levels and/or with different exertion times. The Cumulative Strain Index (CUSI) further integrates biomechanical stressors from different tasks to quantify exposure for the entire work shift. The paper provides methodologies to compute COSI and CUSI along with examples. Complex task simulation produced 169,214 distinct tasks. Use of average, time-weighted average (TWA) and peak force and COSI classified 66.9, 28.2, 100 and 38.9% of tasks as hazardous, respectively. For job rotation the simulation produced 10,920 distinct jobs. TWA COSI, peak task COSI and CUSI classified 36.5, 78.1 and 66.6% jobs as hazardous, respectively. The results suggest that the TWA approach systematically underestimates the biomechanical stressors and peak approach overestimates biomechanical stressors, both at the task and job level. It is believed that the COSI and CUSI partially address these underestimations and overestimations of biomechanical stressors. Practitioner Summary: COSI quantifies exposure when applied hand force and/or duration of that force changes during a task cycle. CUSI integrates physical exposures from job rotation. These should be valuable tools for designing and analysing tasks and job rotation to determine risk of musculoskeletal injuries.

Software Formal Inspections Guidebook

Science.gov (United States)

1993-01-01

The Software Formal Inspections Guidebook is designed to support the inspection process of software developed by and for NASA. This document provides information on how to implement a recommended and proven method for conducting formal inspections of NASA software. This Guidebook is a companion document to NASA Standard 2202-93, Software Formal Inspections Standard, approved April 1993, which provides the rules, procedures, and specific requirements for conducting software formal inspections. Application of the Formal Inspections Standard is optional to NASA program or project management. In cases where program or project management decide to use the formal inspections method, this Guidebook provides additional information on how to establish and implement the process. The goal of the formal inspections process as documented in the above-mentioned Standard and this Guidebook is to provide a framework and model for an inspection process that will enable the detection and elimination of defects as early as possible in the software life cycle. An ancillary aspect of the formal inspection process incorporates the collection and analysis of inspection data to effect continual improvement in the inspection process and the quality of the software subjected to the process.

Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

OpenAIRE

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 Performa...

Physician job satisfaction related to actual and preferred job size.

Science.gov (United States)

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.

Formal, Non-Formal and Informal Learning in the Sciences

Science.gov (United States)

Ainsworth, Heather L.; Eaton, Sarah Elaine

2010-01-01

This research report investigates the links between formal, non-formal and informal learning and the differences between them. In particular, the report aims to link these notions of learning to the field of sciences and engineering in Canada and the United States, including professional development of adults working in these fields. It offers…

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

Institute of Scientific and Technical Information of China (English)

陆德梅

2005-01-01

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

Job characteristics as determinants of job satisfaction and labour mobility

OpenAIRE

Cornelißen, Thomas

2006-01-01

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

Fear of the Formal

DEFF Research Database (Denmark)

du Gay, Paul; Lopdrup-Hjorth, Thomas

Over recent decades, institutions exhibiting high degrees of formality have come in for severe criticism. From the private to the public sector, and across a whole spectrum of actors spanning from practitioners to academics, formal organization is viewed with increasing doubt and skepticism....... In a “Schumpetarian world” (Teece et al., 1997: 509) of dynamic competition and incessant reform, formal organization appears as well suited to survival as a fish out of water. Indeed, formal organization, and its closely overlapping semantic twin bureaucracy, are not only represented as ill suited to the realities...... is that formal organization is an obstacle to be overcome. For that very reason, critics, intellectuals and reformers alike have urged public and private organizations to break out of the stifling straightjacket of formality, to dispense with bureaucracy, and to tear down hierarchies. This could either be done...

Formal Vulnerability Assessment of a maritime transportation system

International Nuclear Information System (INIS)

Berle, Oyvind; Asbjornslett, Bjorn Egil; Rice, James B.

2011-01-01

World trade increasingly relies on longer, larger and more complex supply chains, where maritime transportation is a vital backbone of such operations. Long and complex supply chain systems are more prone to being vulnerable, though through reviews, no specific methods have been found to assess vulnerabilities of a maritime transportation system. Most existing supply chain risk assessment frameworks require risks to be foreseen to be mitigated, rather than giving transportation systems the ability to cope with unforeseen threats and hazards. In assessing cost-efficiency, societal vulnerability versus industrial cost of measures should be included. This conceptual paper presents a structured Formal Vulnerability Assessment (FVA) methodology, seeking to transfer the safety-oriented Formal Safety Assessment (FSA) framework into the domain of maritime supply chain vulnerability. To do so, the following two alterations are made: (1) The focus of the assessment is defined to ensure the ability of the transportation to serve as a throughput mechanism of goods, and to survive and recover from disruptive events. (2) To cope with low-frequency high-impact disruptive scenarios that were not necessarily foreseen, two parallel tracks of risk assessments need to be pursued-the cause-focused risk assessment as in the FSA, and a consequence-focused failure mode approach.

The Job Training and Job Satisfaction Survey Technical Manual

Science.gov (United States)

Schmidt, Steven W.

2004-01-01

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

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

NARCIS (Netherlands)

Gerards, Ruud; Welters, Ricardo

2016-01-01

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

Construct validity of the Thai version of the job content questionnaire in a large population of heterogeneous occupations.

Science.gov (United States)

Phakthongsuk, Pitchaya

2009-04-01

To test the construct validity of the Thai version of the job content questionnaire (TJCQ). The present descriptive study recruited 10415 participants from all occupations according to the International Standard Classification of Occupations. The instrument consisted of a 48-item of the job content questionnaire. Eight items newly developed by the authors from in-depth interviews were added. Exploratory factor analysis showed six factor models of work hazards, decision latitude, psychological demand, social support, physical demand, and job security. However, supervisor and co-worker support were not distinguished into two factors and some items distributed differently along the factors extracted. Confirmatory factor analysis supported the construct of six latent factors, although the overall fit was moderately acceptable. Cronbach's alpha coefficients higher than 0.7, supported the internal consistency of TJCQ scales except for job security (0.55). These findings suggest that TJCQ is valid and reliable for assessing job stress among Thai populations.

Necessity of Integral Formalism

International Nuclear Information System (INIS)

Tao Yong

2011-01-01

To describe the physical reality, there are two ways of constructing the dynamical equation of field, differential formalism and integral formalism. The importance of this fact is firstly emphasized by Yang in case of gauge field [Phys. Rev. Lett. 33 (1974) 445], where the fact has given rise to a deeper understanding for Aharonov-Bohm phase and magnetic monopole [Phys. Rev. D 12 (1975) 3845]. In this paper we shall point out that such a fact also holds in general wave function of matter, it may give rise to a deeper understanding for Berry phase. Most importantly, we shall prove a point that, for general wave function of matter, in the adiabatic limit, there is an intrinsic difference between its integral formalism and differential formalism. It is neglect of this difference that leads to an inconsistency of quantum adiabatic theorem pointed out by Marzlin and Sanders [Phys. Rev. Lett. 93 (2004) 160408]. It has been widely accepted that there is no physical difference of using differential operator or integral operator to construct the dynamical equation of field. Nevertheless, our study shows that the Schrödinger differential equation (i.e., differential formalism for wave function) shall lead to vanishing Berry phase and that the Schrödinger integral equation (i.e., integral formalism for wave function), in the adiabatic limit, can satisfactorily give the Berry phase. Therefore, we reach a conclusion: There are two ways of describing physical reality, differential formalism and integral formalism; but the integral formalism is a unique way of complete description. (general)

Pragmatics for formal semantics

DEFF Research Database (Denmark)

Danvy, Olivier

2011-01-01

This tech talk describes how to write and how to inter-derive formal semantics for sequential programming languages. The progress reported here is (1) concrete guidelines to write each formal semantics to alleviate their proof obligations, and (2) simple calculational tools to obtain a formal...

Perceptions of registered nurses in four state health insititutions on continuing formal education.

Science.gov (United States)

Richards, L; Potgieter, E

2010-06-01

formal education as beneficial to their personal and professional growth and that it could lead towards improving the quality of patient/client care, but barriers exist which prevent or deter them from undertaking continuing formal education programmes. The main structural barriers included lack of funding and lack of coherent staff development planning and physical barriers including job and family responsibilities.

Industrial use of formal methods formal verification

CERN Document Server

Boulanger, Jean-Louis

2012-01-01

At present the literature gives students and researchers of the very general books on the formal technics. The purpose of this book is to present in a single book, a return of experience on the used of the "formal technics" (such proof and model-checking) on industrial examples for the transportation domain. This book is based on the experience of people which are completely involved in the realization and the evaluation of safety critical system software based.  The implication of the industrialists allows to raise the problems of confidentiality which could appear and so allow

Can high psychological job demands, low decision latitude, and high job strain predict disability pensions? A 12-year follow-up of middle-aged Swedish workers.

Science.gov (United States)

Canivet, Catarina; Choi, BongKyoo; Karasek, Robert; Moghaddassi, Mahnaz; Staland-Nyman, Carin; Östergren, Per-Olof

2013-04-01

The aim of this study was to investigate whether job strain, psychological demands, and decision latitude are independent determinants of disability pension rates over a 12-year follow-up period. We studied 3,181 men and 3,359 women, all middle-aged and working at least 30 h per week, recruited from the general population of Malmö, Sweden, in 1992. The participation rate was 41 %. Baseline data include sociodemographics, the Job Content Questionnaire, lifestyle, and health-related variables. Disability pension information was obtained through record linkage from the National Health Insurance Register. Nearly 20 % of the women and 15 % of the men were granted a disability pension during the follow-up period. The highest quartile of psychological job demands and the lowest quartile of decision latitude were associated with disability pensions when controlling for age, socioeconomic position, and health risk behaviours. In the final model, with adjustment also for health indicators and stress from outside the workplace, the hazard ratios for high strain jobs (i.e. high psychological demands in combination with low decision latitude) were 1.5 in men (95 % CI, 1.04-2.0) and 1.7 in women (95 % CI, 1.3-2.2). Stratifying for health at baseline showed that high strain tended to affect healthy but not unhealthy men, while this pattern was reversed in women. High psychological demands, low decision latitude, and job strain were all confirmed as independent risk factors for subsequent disability pensions. In order to increase chances of individuals remaining in the work force, interventions against these adverse psychosocial factors appear worthwhile.

Hazard identification studies applied to oil pipelines

Energy Technology Data Exchange (ETDEWEB)

Savio, Augusto; Alpert, Melina L. [TECNA S.A., Buenos Aires (Argentina)], e-mail: asavio@tecna.com, e-mail: malpert@tecna.com

2008-07-01

In order to assess risks inherent to an Oil Pipeline, it is imperative to analyze what happens 'outside the process'. HAZID (HAZard IDentification) studies are mainly carried out for this purpose. HAZID is a formal study which identifies hazards and risks associated to an operation or facility and enable its acceptability assessment. It is a brainstorming exercise guided by a typical 'Checklist', divided into four Sections: External, Facilities and Health Hazards and Issues pertaining to Project Execution, which are further subdivided into Hazard Categories. For each Category, there are 'Guide-words' and 'Prompts'. Even if an Oil Pipeline Risk Assessment can be performed by means of the above referred 'Checklist', carrying out the actual process can become lengthy and annoying due to the lack of specificity. This work aims at presenting the most suitable 'Checklist' for the identification of Oil Pipeline Risk Assessment, although it could be used for Gas Pipeline Risk Assessment too. Prepared ad hoc, this list, is based on the spill causes established by CONCAWE (CONservation of Clean Air Water in Europe). Performing Oil Pipeline Risk Assessment by means of specially formulated Checklist enables the Study Team to easily identify risks, shortens execution time and provides both accuracy and specificity. (author)

Job flexibility and job insecurity : the Dutch case

NARCIS (Netherlands)

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

Teachers' Job Dislike Areas: Implications for Operational Modifications

Directory of Open Access Journals (Sweden)

S. 'Tayo Subair

2016-08-01

Full Text Available Teaching is the act, practice and occupation of a teacher. A teacher is a person who provides education for learners at a school or other place of formal education. The use of teacher in this study is conceptualized to involve all cadres of instructors and teaching team from primary and junior secondary (basic education to senior secondary school. The study examined the areas of job dislikes among teachers with their attendant implications for practice. Using a self-designed and pilot-tested questionnaire, data were collected from a random sample of 3,000 teachers drawn from Lagos, Ogun, and Osun states in the Southwestern geopolitical zone of the country. Specifically, 400 primary and 600 secondary school teachers were drawn from each state. The data were analyzed using simple percentage. It was found that teachers job dislike areas though differ but were within seven areas thus: writing lesson notes (98.5%, marking subject attendance register (98%, disciplining of students in school (90%, and serving as members of committees (78.9%. Other dislike areas include taking students out of school for extramural activities (73.3%, partaking in co-curricular activities in the school (60.3% and examination invigilation (59.1% as areas of common dislike and capable of inhibiting the satisfaction levels of teachers.Furthermore, it was found that differences exist in job dislikes between male and female teachers. The common job dislikes among male were non-interest in marking of scripts and invigilation of examinations whereas the female showed dislikes for serving as committee members and as year tutors.Thus, it was recommended that: some modifications in the operational approaches of classroom teachers (such as deemphasizing lesson note writing and marking of subject attendance register would be required. Teachers should also be financially encouraged via allowances for all other activities outside teaching.

Formal Verification -26 ...

Indian Academy of Sciences (India)

by testing of the components and successful testing leads to the software being ... Formal verification is based on formal methods which are mathematically based ..... scenario under which a similar error could occur. There are various other ...

Relationship Between Job Characteristics And Job Performance Of ...

African Journals Online (AJOL)

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.

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

Science.gov (United States)

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

2002-06-01

Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers. From 1181 lorry drivers (adjusted response 63%) self reported information was gathered by questionnaire on the independent variables (job control, quantitative workload, physical demands, and supervisor demands) and the dependent variables (fatigue and job dissatisfaction). Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction. The inclusion of physical and supervisor demands in the JD-C model explained a significant amount of variance in fatigue (3%) and job dissatisfaction (7%) over and above job control and quantitative workload. Moreover, in accordance with Karasek's interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Despite methodological limitations, the results suggest that the inclusion of (occupation) specific job control and job demand measures is a fruitful elaboration of the JD-C model. The occupation specific JD-C model gives occupational stress researchers better insight into the relation between the psychosocial work environment and wellbeing. Moreover, the occupation specific JD-C model may give practitioners more concrete and useful information about risk factors in the psychosocial work environment. Therefore, this model may provide points of departure for effective stress reducing interventions at work.

Sickness absence, moral hazard, and the business cycle.

Science.gov (United States)

Pichler, Stefan

2015-06-01

The procyclical nature of sickness absence has been documented by many scholars in literature. So far, explanations have been based on labor force composition and reduced moral hazard caused by fear of job loss during recessions. In this paper, we propose and test a third mechanism caused by reduced moral hazard during booms and infections. We suggest that the workload is higher during economic booms and thus employees have to go to work despite being sick. In a theoretical model focusing on infectious diseases, we show that this will provoke infections of coworkers leading to overall higher sickness absence during economic upturns. Using state-level aggregated data from 112 German public health insurance funds (out of 145 in total), we find that sickness absence due to infectious diseases shows the largest procyclical pattern, as predicted by our theoretical model. Copyright © 2014 John Wiley & Sons, Ltd.

Occupational safety and health training in Alaska.

Science.gov (United States)

Hild, C M

1992-01-01

We have eleven years of experience delivering a wide variety of worker education programs in cross-cultural settings to reduce the levels of occupational fatalities and injuries in Alaska. We published an instructional manual and informational poster for workers, on Alaska's "Right-To-Know" law regarding chemical and physical hazards. The "Job Hazard Recognition Program" curriculum for high school students has received national acclaim for being proactive in dealing with worker safety education before the student becomes a member of the work force. Adult educational programs and materials have been designed to include less lecture and formal presentation, and more practical "hands on" and on-the-job experience for specific trades and hazards. New industry specific manuals deal with hazardous waste reduction as a method to reduce harm to the employee. Difficulty in getting instructors and training equipment to rural locations is dealt with by becoming creative in scheduling classes, using locally available equipment, and finding regional contacts who support the overall program. Alternative approaches to funding sources include building on regional long-term plans and establishing complementary program objectives.

Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

CERN Document Server

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

2015-01-01

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

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

NARCIS (Netherlands)

Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

2016-01-01

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

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

Science.gov (United States)

Saunders, Bob

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

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

Science.gov (United States)

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.

Railing for safety: job demands, job control, and safety citizenship role definition.

Science.gov (United States)

Turner, Nick; Chmiel, Nik; Walls, Melanie

2005-10-01

This study investigated job demands and job control as predictors of safety citizenship role definition, that is, employees' role orientation toward improving workplace safety. Data from a survey of 334 trackside workers were framed in the context of R. A. Karasek's (1979) job demands-control model. High job demands were negatively related to safety citizenship role definition, whereas high job control was positively related to this construct. Safety citizenship role definition of employees with high job control was buffered from the influence of high job demands, unlike that of employees with low job control, for whom high job demands were related to lower levels of the construct. Employees facing both high job demands and low job control were less likely than other employees to view improving safety as part of their role orientation. Copyright (c) 2005 APA, all rights reserved.

The influence of secondary conditions on job acquisition and retention in adults with spinal cord injury.

Science.gov (United States)

Meade, Michelle A; Forchheimer, Martin B; Krause, James S; Charlifue, Susan

2011-03-01

To examine the associations of job acquisition and job retention to secondary conditions, hospitalizations, and nursing home stays for adults with spinal cord injury (SCI). Retrospective analysis of longitudinal data from multicenter study. Community setting. Two samples of adults participating in the SCI Model Systems; the first sample consisted of persons who reported being unemployed at follow-up (n=9501); the second sample consisted of those who reported working at follow-up (n=5,150). Not applicable. Job acquisition (change from not working at 1 anniversary of injury to working at the following data collection) and job retention (maintenance of work between 2 assessment periods). Discrete time hazard modeling was used to assess how secondary conditions affect job acquisition. After controlling for the effects of demographic and injury characteristics, hospitalizations within the last 12 months were associated with decreased chance of having obtained employment. Hierarchic logistic regression analyses were used to examine job retention. Hospitalizations and the presence of PUs were associated with lower odds of job retention once demographic and injury characteristics were controlled. Secondary conditions from the previous assessment period were not significantly related to either job acquisition or job retention after the variance from demographic and injury characteristics and current secondary conditions were controlled. Hospitalization, as well as a limited number of secondary conditions, were associated with reduced odds of both job acquisition and job retention among adults with SCI. Interventions that can prevent secondary conditions and reduce the need for hospitalizations may be beneficial in improving employment for this population. Copyright © 2011 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

A Comparison of Participation Patterns in Selected Formal, Non-Formal, and Informal Online Learning Environments

Science.gov (United States)

Schwier, Richard A.; Seaton, J. X.

2013-01-01

Does learner participation vary depending on the learning context? Are there characteristic features of participation evident in formal, non-formal, and informal online learning environments? Six online learning environments were chosen as epitomes of formal, non-formal, and informal learning contexts and compared. Transcripts of online…

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

OpenAIRE

Hetschko, Clemens; Chadi, Adrian

2014-01-01

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

Improving Learner Outcomes in Lifelong Education: Formal Pedagogies in Non-Formal Learning Contexts?

Science.gov (United States)

Zepke, Nick; Leach, Linda

2006-01-01

This article explores how far research findings about successful pedagogies in formal post-school education might be used in non-formal learning contexts--settings where learning may not lead to formal qualifications. It does this by examining a learner outcomes model adapted from a synthesis of research into retention. The article first…

Job satisfaction

OpenAIRE

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...

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

OpenAIRE

Petri Böckerman; Pekka Ilmakunnas

2005-01-01

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

The Correlation of Nurses' job Burnout and Their Social Responsibility Considering the Role of Control Locus

Directory of Open Access Journals (Sweden)

Reyhane Izedi

2016-07-01

Full Text Available Background: Job burnout is an occupational hazard that reduces physical and mental energy of the staff. This study was aimed to investigate the relationship between the nurses' job burnout and their social responsibility considering the moderating role of control locus. Methods: In an analytical and cross-sectional study we used 3 valid questionnaires including Maslach burnout inventory, Dynson social responsibility and Rotter locus of control in 3 educational hospitals of Yazd, Iran. A total of 246 nurses contributed in the study. Data analysis was done through SPSS19. We used Pearson and Kendall correlation coefficient in data analysis. Findings: The mean scores of job burnout and social responsibility of studied group were 60.75 +8.37 and 71.84+15.47, respectively. Job burnout is negatively correlated with social responsibility statistically (r= -0.250 while locus of control acts as the moderator of this correlation. Conclusion: Our results suggest that creating a supportive work environment for nurses enhances their social responsibility trough affecting their level of job burnout. Also, the approved moderating role of control locus in the relationship of job burnout and social responsibility indicates that the personality traits can be considered as the appropriate criteria for entry to nursing schools.

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

African Journals Online (AJOL)

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.

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

Directory of Open Access Journals (Sweden)

Mojtaba Rafiee

2013-09-01

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

Job Analysis

OpenAIRE

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.

A Study on Job Satisfaction as a Determinant of Job Motivation

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Azman Ismail

2016-06-01

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

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

Science.gov (United States)

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

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

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

Directory of Open Access Journals (Sweden)

Carol M. Wong

2017-09-01

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

Job Creation and Job Destruction, Worker Reallocation, and Wages.

OpenAIRE

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...

The Strength of Weak Ties in MBA Job Search: A Within–Person Test

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Jason Greenberg

2016-05-01

Full Text Available Whether and how social ties create value has inspired substantial research in organizational theory, sociology, and economics. Scholars generally believe that social ties impact labor market outcomes. Two explanatory mechanisms have been identified, emphasizing access to better job offers in pecuniary terms and the efficacy of non-redundant information. The evidence informing each theory, however, has been inconsistent and circumstantial. We test predictions from both models using a rich set of job search data collected from an MBA student population, including detailed information about search channels and characteristics of job offers. Importantly, we can compare offers made to the same student derived via different search channels while accounting for industry, function, and non-pecuniary characteristics. We find that contrary to conventional wisdom, search through social networks typically results in job offers with lower total compensation (-17 percent for referrals through strong ties and -16 percent for referrals via weak ties vs. formal search. However, our models also show that students are considerably more likely to accept offers derived via weak ties. They do so because they are perceived to have greater growth potential and other non-pecuniary value. On balance, our tests are consistent with Granovetter’s argument that networks provide value by facilitating access to information that is otherwise difficult to obtain, rather than providing greater pecuniary compensation.

Job satisfaction and job content in Dutch dental hygienists.

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Jerković-Ćosić, K; van Offenbeek, M A G; van der Schans, C P

2012-08-01

This study compares the scope of practice of Dutch dental hygienists (DHs) educated through a 2- or 3-year curriculum ('old-style DHs') with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor's degree ('new-style DHs'), with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. The questionnaires were obtained from old- and new-style DHs (n = 413, response 38%; n = 219, response 59%, respectively), in which respondents had recorded their dental tasks, perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction. New-style DHs have a more extended scope of practice compared with old-style DHs. Despite their more complex jobs, which are theoretically related to higher job satisfaction, new-style DHs perceive lower autonomy and job satisfaction (P job satisfaction (β = 0.462), followed by autonomy (β = 0.202) and caries decisive tasks, the last affecting job satisfaction negatively (β = -0.149). Self-employment is the strongest significant predictor for autonomy (β = 0.272). The core business of DHs remains the prevention and periodontology services. New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks. © 2012 John Wiley & Sons A/S.

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

Science.gov (United States)

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.

Job longevity as a situational factor in job satisfaction.

Science.gov (United States)

Katz, R

1978-06-01

This study investigates the relationships between overall job satisfaction and the five task dimensions of skill variety, task identity, task significance, autonomy, and feedback-from-job for employees at different stages of their careers, as measured by their length of employment on their current jobs, as well as in their current organizations. Basically, the analysis shows that the strength of the relationships between job satisfaction and each of the task dimensions depends on both the job longevity and organizational longevity of the sampled individuals. For employees new to an organization, for example, only task significance is related positively to job satisfaction, while autonomy has a strongly negative correlation. The study presents other significant correlational differences and discusses the implications of its findings for task design, as well as for managing new employees. Approximately 3500 respondents from four different governments--two metropolitan, one county, and one state--participated in the collection of survey data.

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

OpenAIRE

Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

2016-01-01

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

Perceptions of registered nurses in four state health insititutions on continuing formal education

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L. Richards

2010-09-01

• education registered nurses’ perceived barriers to continuing formal education A quantitative descriptive survey design was chosen using a questionnaire for data collection. The sample consisted of 40 registered nurses working at four state health institutions in the Western Cape Province, South Africa. Convenience sampling was selected to include registered nurses who were on duty on the days during which there searcher visited the health institutions to distribute the questionnaires. The questionnaire contained mainly closed-ended and a few open-ended questions. Content validity of the instrument was ensured by doing a thorough literature review before construction of items and a pretest. Reliability was established by the pretest and providing the same information to all respondents before completion of the questionnaires.The ethical considerations of informed consent, anonymity and confidentiality were adhered to and consent to conduct the study was obtained from relevant authorities. Descriptive statistics, based on calculations using the Microsoft (MSExcel (for Windows 2000 programme, were used to summarise and describe the research results. The research results indicated that most registered nurses perceive continuing formal education as beneficial to their personal and professional growth and that it could lead towards improving the quality of patient/client care, but barrier sexist which prevent or deter them from undertaking continuing formal education programmes. The main structural barriers included lack of funding and lack of coherent staff development planning and physical barriers including job and family responsibilities.

Psychosocial safety climate buffers effects of job demands on depression and positive organizational behaviors.

Science.gov (United States)

Hall, Garry B; Dollard, Maureen F; Winefield, Anthony H; Dormann, Christian; Bakker, Arnold B

2013-01-01

In a general population sample of 2343 Australian workers from a wide ranging employment demographic, we extended research testing the buffering role of psychosocial safety climate (PSC) as a macro-level resource within the health impairment process of the Job Demands-Resources (JD-R) model. Moderated structural equation modeling was used to test PSC as a moderator between emotional and psychological job demands and worker depression compared with control and social support as alternative moderators. We also tested PSC as a moderator between depression and positive organizational behaviors (POB; engagement and job satisfaction) compared with control and social support as moderators. As expected we found PSC moderated the effects of job demands on depression and further moderated the effects of depression on POB with fit to the data that was as good as control and social support as moderators. This study has shown that PSC is a macro-level resource and safety signal for workers acting to reduce demand-induced depression. We conclude that organizations need to focus on the development of a robust PSC that will operate to buffer the effects of workplace psychosocial hazards and to build environments conducive to worker psychological health and positive organizational behaviors.

Beyond formalism

Science.gov (United States)

Denning, Peter J.

1991-01-01

The ongoing debate over the role of formalism and formal specifications in software features many speakers with diverse positions. Yet, in the end, they share the conviction that the requirements of a software system can be unambiguously specified, that acceptable software is a product demonstrably meeting the specifications, and that the design process can be carried out with little interaction between designers and users once the specification has been agreed to. This conviction is part of a larger paradigm prevalent in American management thinking, which holds that organizations are systems that can be precisely specified and optimized. This paradigm, which traces historically to the works of Frederick Taylor in the early 1900s, is no longer sufficient for organizations and software systems today. In the domain of software, a new paradigm, called user-centered design, overcomes the limitations of pure formalism. Pioneered in Scandinavia, user-centered design is spreading through Europe and is beginning to make its way into the U.S.

Die funksie van Elihu (Job 32-37 in die boek Job

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H. Viviers

1995-09-01

Full Text Available The function of Elihu (Job 32-37 in the book of Job. The Elihu speeches (Job 32-37 in the design of the book of Job are usually evaluated either totally redundant or literary fitting and functional. Why were they integrated in the book of Job, without adding anything new or profound? A literary-pragmatic analysis was done on these speeches to detennine their function in Job. The text was analysed narratologically and poetically. This was complemented with insights from reception-criticism ("implied author", "implied reader" and pragmatics (politeness strategies in order to also. read "between the lines". The exigency for the integration of the Elihu speeches in the book of Job seems to be the ironic exposure of the doctrine of retribution.

Job control and social support as coping resources in job satisfaction.

Science.gov (United States)

Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

2004-04-01

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.

The importance of job training to job satisfaction of older workers.

Science.gov (United States)

Leppel, Karen; Brucker, Eric; Cochran, Jeremy

2012-01-01

If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

Integrated formal operations plan

Energy Technology Data Exchange (ETDEWEB)

Cort, G.; Dearholt, W.; Donahue, S.; Frank, J.; Perkins, B.; Tyler, R.; Wrye, J.

1994-01-05

The concept of formal operations (that is, a collection of business practices to assure effective, accountable operations) has vexed the Laboratory for many years. To date most attempts at developing such programs have been based upon rigid, compliance-based interpretations of a veritable mountain of Department of Energy (DOE) orders, directives, notices, and standards. These DOE dictates seldom take the broad view but focus on highly specialized programs isolated from the overall context of formal operations. The result is a confusing array of specific, and often contradictory, requirements that produce a patchwork of overlapping niche programs. This unnecessary duplication wastes precious resources, dramatically increases the complexity of our work processes, and communicates a sense of confusion to our customers and regulators. Coupled with the artificial divisions that have historically existed among the Laboratory`s formal operations organizations (quality assurance, configuration management, records management, training, etc.), this approach has produced layers of increasingly vague and complex formal operations plans, each of which interprets its parent and adds additional requirements of its own. Organizational gridlock ensues whenever an activity attempts to implement these bureaucratic monstrosities. The integrated formal operations plan presented is to establish a set of requirements that must be met by an integrated formal operations program, assign responsibilities for implementation and operation of the program, and specify criteria against which the performance of the program will be measured. The accountable line manager specifies the items, processes, and information (the controlled elements) to which the formal operations program specified applies. The formal operations program is implemented using a graded approach based on the level of importance of the various controlled elements and the scope of the activities in which they are involved.

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

OpenAIRE

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...

[Subjective job strain and job satisfaction among neurologists in German hospitals].

Science.gov (United States)

Bauer, J; Bendels, M H K; Groneberg, D A

2016-06-01

The number of sick leaves due to job strain is increasing. This study's scope is to examine working conditions of neurologists in hospitals in regard to job strain and job satisfaction. This study is part of the iCEPT-Study. The iCEPT-Study was conducted as a web based survey among physicians (n = 7090) in German hospitals. The focus was on working conditions regarding job strain. Job strain was measured by a questionnaire consisting of items and scales from the short version of the Effort-Reward-Imbalance (ERI) questionnaire and the short questionnaire for working analysis (KFZA). By calculation ratios of distinct scales according to validated stress models a conclusion could be drawn as to whether or not job strain was present. The total number of n = 354 neurologists were analyzed. The response rate was at 18.2 %. Job strain was encountered by 52.0 % (95 %-KI: 46.7|57.2) of all neurologists and no significant gender difference was present. However, resident neurologists were significantly more often exposed to job strain than attending neurologists (OR = 2.9; 95 %-KI: 1.6-4.7; p job satisfaction, 59.6 % (95 %-KI: 54.5-64.7) of all respondents stated to be satisfied with their job. Significantly more men were satisfied than women (OR = 1.5; 95 %-KI: 1.0-2.4; p job than residents (OR = 2.9; 95 %-KI: 1.7-4.8; p job strain among neurologists in German hospitals. Keeping the negative implications of mental and physical health in mind, the working conditions of neurologists must be improved. As shown in this study, a possible way to do so is to increase job control in order to decrease a major stressor at work.

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

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Marić Zorica

2005-01-01

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

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

African Journals Online (AJOL)

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.

The Relationship between Job Training and Job Satisfaction: A Review of Literature

Science.gov (United States)

Schmidt, Steven W.

2010-01-01

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the…

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

Science.gov (United States)

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…

Influence of job satisfaction on job performance: a study of teacher ...

African Journals Online (AJOL)

... with their pay and promotion opportunities. However, they were found to be satisfied with the type of work they carry out daily. The study concludes that job satisfaction has a significant influence on job performance of teacher librarians. Keywords: job satisfaction, job performance, teacher librarians, employees satisfaction ...

Safety and Equality at Odds: OSHA and Title VII Clash over Health Hazards in the Workplace.

Science.gov (United States)

Crowell, Donald R.; Copus, David A.

1978-01-01

Discusses the legal problems presented by job health hazards which have a different effect on men and women. Where methods of eliminating or minimizing exposure, as required by the Occupational Safety and Health Act, affect only one sex, the provisions of Title VII of the Civil Rights Act may be violated. (MF)

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

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Dina Maria LUT

2012-12-01

Full Text Available On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.

Integrating semi-formal and formal requirements

NARCIS (Netherlands)

Wieringa, Roelf J.; Olivé, Antoni; Dubois, Eric; Pastor, Joan Antoni; Huyts, Sander

1997-01-01

In this paper, we report on the integration of informal, semiformal and formal requirements specification techniques. We present a framework for requirements specification called TRADE, within which several well-known semiformal specification techniques are placed. TRADE is based on an analysis of

Preliminary volcanic hazards evaluation for Los Alamos National Laboratory Facilities and Operations : current state of knowledge and proposed path forward

Energy Technology Data Exchange (ETDEWEB)

Keating, Gordon N.; Schultz-Fellenz, Emily S.; Miller, Elizabeth D.

2010-09-01

The integration of available information on the volcanic history of the region surrounding Los Alamos National Laboratory indicates that the Laboratory is at risk from volcanic hazards. Volcanism in the vicinity of the Laboratory is unlikely within the lifetime of the facility (ca. 50–100 years) but cannot be ruled out. This evaluation provides a preliminary estimate of recurrence rates for volcanic activity. If further assessment of the hazard is deemed beneficial to reduce risk uncertainty, the next step would be to convene a formal probabilistic volcanic hazards assessment.

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

Science.gov (United States)

Shin, Jung Cheol; Jung, Jisun

2014-01-01

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

The Impact of Diagnosis on Job Retention: A Danish Registry-Based Cohort Study

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Rasmus Espersen

2015-01-01

Full Text Available Background. In 1998, Denmark introduced the flex job scheme to ensure employment of people with a permanent reduced work capacity. This study investigated the association between select diagnoses and the risk of disability pension among persons eligible for the scheme. Methods. Using the national DREAM database we identified all persons eligible for the flex job scheme from 2001 to 2008. This information piece was linked to the hospital discharge registry. Selected participants were followed for 5 years. Results. From the 72,629 persons identified, our study included 329 patients with rheumatoid arthritis, 10,120 patients with spine disorders, 2179 patients with ischemic heart disease, and 1765 patients with functional disorders. A reduced risk of disability pension was found in the group with rheumatoid arthritis (hazard ratio = 0.69 (0.53–0.90 compared to the group with spine disorders. No differences were found when comparing ischemic heart disease and functional disorders. Employment during the first 3 months of the flex job scheme increased the degree of employment for all groups. Conclusion. Differences in the risk of disability pension were identified only in patients with rheumatoid arthritis. This study demonstrates the importance of obtaining employment immediately after allocation to the flex job scheme, regardless of diagnosis.

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

Science.gov (United States)

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

2006-09-01

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

Blame the Parents? How Financial Incentives Affect Labor Supply and Job Quality for Young Adults

OpenAIRE

Fradkin, Andrey; Panier, Frédéric; Tojerow, Ilan

2015-01-01

Young adults entering the labor force typically have little access to unemployment insurance or other formal insurance mechanisms. Instead, they rely on family insurance in the form of parental support to smooth consumption. We study the labor market response of Belgian young adults to decreases in parental support caused by parental job displacements. Our estimates correct for unobserved heterogeneity by using the timing of parental shocks before and after labor market entry. We find that a ...

Formal System Verification - Extension 2

Science.gov (United States)

2012-08-08

vision of truly trustworthy systems has been to provide a formally verified microkernel basis. We have previously developed the seL4 microkernel...together with a formal proof (in the theorem prover Isabelle/HOL) of its functional correctness [6]. This means that all the behaviours of the seL4 C...source code are included in the high-level, formal specification of the kernel. This work enabled us to provide further formal guarantees about seL4 , in

Psychologist in non-formal education

OpenAIRE

Pavićević Miljana S.

2011-01-01

Learning is not limited to school time. It starts at birth and continues throughout the entire life. Equally important as formal education there are also non-formal and informal education. Any kind of learning outside the traditional school can be called informal. However, it is not easy to define non-formal education because it is being described differently, for example as an education movement, process, system… Projects and programs implemented under the name of non-formal education are of...

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

Science.gov (United States)

Hansez, Isabelle; Chmiel, Nik

2010-07-01

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

Impact of external job mobility and occupational job mobility on earnings

Energy Technology Data Exchange (ETDEWEB)

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

2016-07-01

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

Impact of external job mobility and occupational job mobility on earnings

International Nuclear Information System (INIS)

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

2016-01-01

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

Topical Roots of Formal Dialectic

NARCIS (Netherlands)

Krabbe, Erik C. W.

Formal dialectic has its roots in ancient dialectic. We can trace this influence in Charles Hamblin's book on fallacies, in which he introduced his first formal dialectical systems. Earlier, Paul Lorenzen proposed systems of dialogical logic, which were in fact formal dialectical systems avant la

Job satisfaction and intention to quit the job

DEFF Research Database (Denmark)

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

2013-01-01

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

Job strain and risk of cardiovascular events in treated hypertensive Japanese workers: hypertension follow-up group study.

Science.gov (United States)

Uchiyama, Shuji; Kurasawa, Takashi; Sekizawa, Toshihiro; Nakatsuka, Hiroshi

2005-03-01

In Japan, Karoshi, which means "death from overwork", has become a focus of social concern. However, no previous study has examined long working hours and job strain simultaneously in relation to incidence of cardiovascular events (CVE) in Japanese workers. We prospectively evaluated the relation between job strain or long working hours and risk of CVE in treated hypertensives during the years 1994-2000. In this study, we followed a sample of 1,615 participants (908 men and 707 women) aged 40-65 yr who were working more than 5 working hours per day. Participants completed questions about work-related conditions and lifestyle variables at baseline, and were free of diagnosed cardiovascular disease, stroke or cancer. Job strain (the combination of job demands and job control) was assessed using a simple questionnaire developed with reference to Karasek's model. The main outcome measure was incidence of CVE. During the mean follow-up period of 5.6 yr, we documented 38 cases of initial CVE. Analyses were conducted using the Cox proportional hazard model. We found a significant association between incidence of CVE and job strain categories, but not long working hours. Multivariate relative risks for CVE in active jobs and high strain jobs overall were 2.89 (95% CI: 1.33-6.28) and 2.45 (95% CI: 0.87-6.93); for men 2.94 (95% CI: 1.29-6.73) and 1.86 (95% CI: 0.51-6.75), and for women 3.97 (95% CI: 0.34-46.88) and 9.05 (95% CI: 1.17-69.86), respectively. In conclusion, active jobs and high strain jobs were associated with increased risk of CVE for treated hypertensive workers.

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

NARCIS (Netherlands)

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

2002-01-01

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

On-the-job training makes the difference: healthcare assistants' perceived competence and responsibility in the care of patients with home mechanical ventilation.

Science.gov (United States)

Swedberg, Lena; Michélsen, Hans; Chiriac, Eva Hammar; Hylander, Ingrid

2015-06-01

To describe and analyse perceived competence and perceived responsibility among healthcare assistants (HC assistants), caring for patients with home mechanical ventilation (HMV) and other advanced caring needs, adjusted for socio-demographic and workplace background factors. A cross-sectional study was conducted including 128 HC assistants employed in Stockholm County, Sweden. The HC assistants responded to a study-specific questionnaire on perceived competence and perceived responsibility, provided socio-demographic and workplace background data, as well as information on the patient characteristics for the understanding of their work situations. Descriptive statistics and logistic regression analyses were performed. Eighty per cent of the HC assistants rated their perceived competence as high, and fifty-nine per cent rated their perceived responsibility as high. Fifty-five per cent lacked formal healthcare training, and only one in five of the HC assistants had a formal training equivalent with a licensed practical nurse (LPN) examination. Males lacked formal training to a greater extent than females and rated their competence accordingly. On-the-job training was significantly associated with high ratings on both perceived competence and perceived responsibility, and clinical supervision was associated with high rating on perceived responsibility. HC assistants with limited formal training self-reported their competence as high, and on-the-job training was found to be important. Also, clinical supervision was found important for their perception of high responsibility. In Sweden, HC assistants have a 24-hour responsibility for the care and safety of their patient with HMV and other advanced caring needs. The study results point out important issues for further research regarding formal training requirements as well as the needs for standardised workplace training and supervision of HC assistants. The consequences of transfer of responsibility by delegation from

E-assessment and an e-training program among elderly care staff lacking formal competence: results of a mixed-methods intervention study.

Science.gov (United States)

Nilsson, Annika; Engström, Maria

2015-05-06

Among staff working in elderly care, a considerable proportion lack formal competence for their work. Lack of formal competence, in turn, has been linked to higher staff ratings of stress symptoms, sleep disturbances and workload. 1) To describe the strengths and weaknesses of an e-assessment and subsequent e-training program used among elderly care staff who lack formal competence and 2) to study the effects of an e-training program on staff members' working life (quality of care and psychological and structural empowerment) and well-being (job satisfaction and psychosomatic health). The hypothesis was that staff who had completed the e-assessment and the e-training program would rate greater improvements in working life and well-being than would staff who had only participated in the e-assessments. An intervention study with a mixed-methods approach using quantitative (2010-2011) and qualitative data (2011) was conducted in Swedish elderly care. Participants included a total of 41 staff members. To describe the strengths and weaknesses of the e-assessment and the e-training program, qualitative data were gathered using semi-structured interviews together with a study-specific questionnaire. To study the effects of the intervention, quantitative data were collected using questionnaires on: job satisfaction, psychosomatic health, psychological empowerment, structural empowerment and quality of care in an intervention and a comparison group. Staff who completed the e-assessments and the e-training program primarily experienced strengths associated with this approach. The results were also in line with our hypotheses: Staff who completed the e-assessment and the e-training program rated improvements in their working life and well-being. Use of the e-assessments and e-training program employed in the present study could be one way to support elderly care staff who lack formal education by increasing their competence; increased competence, in turn, could improve their

Lending Policies of Informal, Formal, and Semi-formal Lenders: Evidence from Vietnam

NARCIS (Netherlands)

Lensink, B.W.; Pham, T.T.T.

2007-01-01

This paper compares lending policies of formal, informal and semiformal lenders with respect to household lending in Vietnam. The analysis suggests that the probability of using formal or semiformal credit increases if borrowers provide collateral, a guarantor and/or borrow for business-related

Physician job satisfaction related to actual and preferred job size

OpenAIRE

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...

Job evaluation for clinical nursing jobs by implementing the NHS JE system.

Science.gov (United States)

Kahya, Emin; Oral, Nurten

2007-10-01

The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

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

Directory of Open Access Journals (Sweden)

Oguz Basol

2016-06-01

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

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

Science.gov (United States)

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

2015-07-01

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

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

Science.gov (United States)

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.

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

NARCIS (Netherlands)

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

2002-01-01

Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands on fatigue and job dissatisfaction in Dutch lorry drivers. From 1181 lorry drivers self reported information was

Jobs, Jobs, Jobs!

Science.gov (United States)

Jacobson, Linda

2011-01-01

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

Concepciones acerca de la maternidad en la educación formal y no formal

Directory of Open Access Journals (Sweden)

Alvarado Calderón, Kathia

2005-06-01

Full Text Available Este artículo presenta algunos resultados de la investigación desarrollada en el Instituto de Investigación en Educación (INIE, bajo el nombre "Construcción del concepto de maternidad en la educación formal y no formal". Utilizando un enfoque cualitativo de investigación, recurrimos a las técnicas de elaboración de dibujos, entrevistas y grupo focal como recursos para la recolección de la información. De esta manera, podemos acercarnos a las concepciones de la maternidad que utilizan los participantes de las diferentes instancias educativas (formal y no formal con quienes se trabajó. This article presents some results the research developed in the Instituto de Investigación en Educación (INIE, named "Construcción del concepto de maternidad en la educación formal y no formal". It begins with a theoretical analysis about social conceptions regarding motherhood in the occidental societies. Among the techniques for gathering information were thematic drawing, interview and focus group, using a qualitative approach research method. This is followed by a brief summary of main findings. The article concludes with a proposal of future working lines for the deconstruction of the motherhood concept in formal and informal education contexts.

The impact of occupational hazards and traumatic events among Belgian emergency physicians.

Science.gov (United States)

Somville, Francis J; De Gucht, Véronique; Maes, Stan

2016-04-27

Emergency Physicians (EPs) are regularly confronted with work related traumatic events and hectic work conditions. Several studies mention a high incidence of post-traumatic stress disorder (PTSD) and psychosomatic complaints in EP. The main objective of this study is to examine the contribution of demographics, traumatic events, life events, the occurrence of occupational hazards and social support to post-traumatic stress symptoms (PTSS), psychological distress, fatigue, somatic complaints and job satisfaction in Emergency Physicians. For this study questionnaires were distributed to Belgian Emergency Physicians, These include, as determinants socio-demographic characteristics, traumatic events, life events, the occurrence of physical hazards, occurrences of violence, occurrence of situations that increase the risk of burnout and social support by supervisors and colleagues (LQWQ-Med), and as outcomes PTSS (IES), psychological distress (BSI), somatic complaints (PHQ 15), perceived fatigue (CIS20 R) and job satisfaction (LQWQ-MD). The response rate was 52.3 %. Hierarchical multiple regression analysis was performed to examine the association between the determinants and each of the outcomes. Emergency Physicians are particularly vulnerable to post-traumatic and chronic stress consequences due to repetitive exposure to work related traumatic incidents such as serious injuries or death of a child/adolescent. One out of three Emergency Physicians met sub-clinical levels of anxiety and 14.5 % met a clinical level of PTSD, short for Post-Traumatic Stress Disorder. Levels of fatigue were high but not directly related to traumatic events and occupational hazards. Social support from colleagues was found to have a beneficial effect on these complaints. Job satisfaction seems to have a protective factor. All of these not only affect the Emergency Physicians themselves, but can also have an adverse impact on patient care. EPs are, according to our and other studies

Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

Science.gov (United States)

Iguchi, Aya

2016-01-01

Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

Overcoming job stress

Science.gov (United States)

... 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 ...

Second Job Entrepreneurs.

Science.gov (United States)

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)

Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

OpenAIRE

Tor Jakob Klette; Astrid Mathiassen

1995-01-01

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

Plasma Hazards and Acceptance for International Space Station Extravehicular Activities

Science.gov (United States)

Patton, Thomas

2010-09-01

Extravehicular activity(EVA) is accepted by NASA and other space faring agencies as a necessary risk in order to build and maintain a safe and efficient laboratory in space. EVAs are used for standard construction and as contingency operations to repair critical equipment for vehicle sustainability and safety of the entire crew in the habitable volume. There are many hazards that are assessed for even the most mundane EVA for astronauts, and the vast majority of these are adequately controlled per the rules of the International Space Station Program. The need for EVA repair and construction has driven acceptance of a possible catastrophic hazard to the EVA crewmember which cannot currently be controlled adequately. That hazard is electrical shock from the very environment in which they work. This paper describes the environment, causes and contributors to the shock of EVA crewmembers attributed to the ionospheric plasma environment in low Earth orbit. It will detail the hazard history, and acceptance process for the risk associated with these hazards that give assurance to a safe EVA. In addition to the hazard acceptance process this paper will explore other factors that go into the decision to accept a risk including criticality of task, hardware design and capability, and the probability of hazard occurrence. Also included will be the required interaction between organizations at NASA(EVA Office, Environments, Engineering, Mission Operations, Safety) in order to build and eventually gain adequate acceptance rationale for a hazard of this kind. During the course of the discussion, all current methods of mitigating the hazard will be identified. This paper will capture the history of the plasma hazard analysis and processes used by the International Space Station Program to formally assess and qualify the risk. The paper will discuss steps that have been taken to identify and perform required analysis of the floating potential shock hazard from the ISS environment

Job demands, job resources, and self-regulatory behavior : exploring the issue of match

NARCIS (Netherlands)

Tooren, van den M.

2011-01-01

In the field of Industrial and Organizational psychology, several job stress models have been developed that aim to explain the relation between job demands, job resources, and job strain. One of these job stress models is the Demand-Induced Strain Compensation (DISC) Model. The aim of this thesis

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

NARCIS (Netherlands)

Janssen, O

2001-01-01

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

Job demands-resources model

OpenAIRE

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...

Job and Work Design

OpenAIRE

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...

Physicians' Job Satisfaction.

African Journals Online (AJOL)

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.

Formalized Informal Learning

DEFF Research Database (Denmark)

Levinsen, Karin Tweddell; Sørensen, Birgitte Holm

2013-01-01

are examined and the relation between network society competences, learners’ informal learning strategies and ICT in formalized school settings over time is studied. The authors find that aspects of ICT like multimodality, intuitive interaction design and instant feedback invites an informal bricoleur approach....... When integrated into certain designs for teaching and learning, this allows for Formalized Informal Learning and support is found for network society competences building....

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

OpenAIRE

Dina Maria LUT

2012-01-01

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

Combining Volcano Monitoring Timeseries Analyses with Bayesian Belief Networks to Update Hazard Forecast Estimates

Science.gov (United States)

Odbert, Henry; Hincks, Thea; Aspinall, Willy

2015-04-01

Volcanic hazard assessments must combine information about the physical processes of hazardous phenomena with observations that indicate the current state of a volcano. Incorporating both these lines of evidence can inform our belief about the likelihood (probability) and consequences (impact) of possible hazardous scenarios, forming a basis for formal quantitative hazard assessment. However, such evidence is often uncertain, indirect or incomplete. Approaches to volcano monitoring have advanced substantially in recent decades, increasing the variety and resolution of multi-parameter timeseries data recorded at volcanoes. Interpreting these multiple strands of parallel, partial evidence thus becomes increasingly complex. In practice, interpreting many timeseries requires an individual to be familiar with the idiosyncrasies of the volcano, monitoring techniques, configuration of recording instruments, observations from other datasets, and so on. In making such interpretations, an individual must consider how different volcanic processes may manifest as measureable observations, and then infer from the available data what can or cannot be deduced about those processes. We examine how parts of this process may be synthesised algorithmically using Bayesian inference. Bayesian Belief Networks (BBNs) use probability theory to treat and evaluate uncertainties in a rational and auditable scientific manner, but only to the extent warranted by the strength of the available evidence. The concept is a suitable framework for marshalling multiple strands of evidence (e.g. observations, model results and interpretations) and their associated uncertainties in a methodical manner. BBNs are usually implemented in graphical form and could be developed as a tool for near real-time, ongoing use in a volcano observatory, for example. We explore the application of BBNs in analysing volcanic data from the long-lived eruption at Soufriere Hills Volcano, Montserrat. We show how our method

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

Science.gov (United States)

Federici, Roger A.

2013-01-01

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

Relationship between noise and job stress at a private thread spinning company

Directory of Open Access Journals (Sweden)

Andi Mursali

2009-04-01

Full Text Available Noise exposure is one of the major occupational hazards in many places, and has several health effects, including hearing loss and psychological effects such as sleep disturbances and mental stress. The objective of this research was to determine the relationship between noise and stress and other risk factors that affect job stress. A cross-sectional comparative design involved a total of 326 workers consisting of 220 workers in high noise conditions and 106 workers in low noise conditions. The data were collected directly from the respondents by filling out the questionnaire on worker characteristics, the stress diagnostic questionnaire, and the symptom checklist 90, through discussions with company management, and by measurement of noise levels. The job stress prevalence in workers in high noise conditions was 55% and in those in low noise conditions 24.5%. The results showed that risk factors such as gender of workers, noise conditions, habitual use of ear plugs, shift work, and work stressors had a significant relationship with job stress. Multivariate analysis indicated that the habit of using earplugs was a dominant risk factor causing job stress. The prevalence of job stress in high noise conditions was higher than that in workers in low noise conditions. Noise conditions have a significant relationship with job stress (OR=2.46; 95% CI 1.33 - 4.55. Workers in high noise conditions who did not always use or never had used ear plugs had a higher chance of experiencing stress than those in low noise conditions who did not need ear plugs (OR=21.76; 95% CI 8.09 - 58.52. This study supported that noise exerts its health effect via stress, since noise often raise stress in various ways.

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

Science.gov (United States)

Bowron, J S; Todd, K H

1999-01-01

Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that EMS managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel. Identify job stressors that predict the level of job satisfaction among prehospital personnel. The study was conducted within a large, urban Emergency Medical Services (EMS) service performing approximately 60,000 Advanced Life Support (ALS) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (EMTs) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction. Ninety paramedics and EMT participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfaction. Quality of career choice and interactions with physicians are predictive

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

Science.gov (United States)

Johari, Johanim; Yahya, Khulida Kirana

2016-01-01

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

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

Science.gov (United States)

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

2012-04-01

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

Employment flexibility, job security and job satisfaction of knowledge workers in Poland

OpenAIRE

Wilzcynska, Aleksandra; Batorski, Dominik; Torrent Sellens, Joan

2014-01-01

A number of empirical studies have shown a positive influence of employment stability on job satisfaction. Employment stability, usually measured by a proxy, "type of contract”, may affect one's job satisfaction directly, as well as through an impact on other relative variables, such as job security, as a stable position seem to bring individuals a sense of security. The aim of the research is to investigate the relationships between job security, employment stability and job satisfaction of ...

The base of the iceberg: informal learning and its impact on formal and non-formal learning

OpenAIRE

Rogers, Alan

2014-01-01

The author looks at learning (formal, non-formal and informal) and examines the hidden world of informal (unconscious, unplanned) learning. He points out the importance of informal learning for creating tacit attitudes and values, knowledge and skills which influence (conscious, planned) learning - formal and non-formal. Moreover, he explores the implications of informal learning for educational planners and teachers in the context of lifelong learning. While mainly aimed at adult educators, ...

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

Science.gov (United States)

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

2010-01-01

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

Job-to-Job Transitions, Sorting, and Wage Growth

DEFF Research Database (Denmark)

Jinkins, David; Morin, Annaïg

in the quality of the worker-firm match rather than transitions to better firms. Also, 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match quality growth is higher for higher-skilled occupations and high-educated workers.......In this paper, we measure the contribution of match quality to the wage growth experienced by job movers. Using the Danish matched employer-employee data, we reject the exogenous mobility assumption needed to estimate a standard fixedeffects wage regression. To estimate firm fixed effects, we...... exploit the sub-sample of workers hired from unemployment, for whom the exogenous mobility assumption is not rejected. Then we decompose the mean and the variance of wage growth of jobto-job movers. We find that most of the wage growth experienced by job movers is attributable to an improvement...

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

Science.gov (United States)

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.…

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

Science.gov (United States)

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.

Influence of job demands and job control on work-life balance among Taiwanese nurses.

Science.gov (United States)

Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

2017-09-01

This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

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

Science.gov (United States)

Dawal, Siti Zawiah Md; Taha, Zahari

2007-12-01

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

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

Science.gov (United States)

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

2015-03-15

Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction.

EFFECTS OF TRAINING ON EMPLOYEE JOB SATISFACTION AND ACHIEVEMENT: ‘TRAIN TO GAIN’ EVIDENCE FROM MANUFACTURING BUSINESSES IN TURKEY

Directory of Open Access Journals (Sweden)

Özge DEMİRAL

2017-12-01

Full Text Available This study analyzes how the formal training services that companies offer affect their employees’ job satisfaction and achievement levels that consequently increase organizations’ productivity-based gains. Training is distinguished between organizational support for training, employee enthusiasm in training and employee satisfaction with training while achievement motivation and perceived job satisfaction respectively refer to direct and indirect contributions of training. Survey-based data sets were collected from a semi-randomized sample covering 307 employees from various departments of 34 private businesses operating in Turkey’ manufacturing sectors. Findings from regression analysis, strongly support the validity of ‘train to gain’ strategy that as businesses invest in employee training activities, their trained employees’ job satisfaction and achievement motivation levels increase. The study underlines that, as a human resource management practice, employee training is an efficient way for businesses to accomplish their purposes. Together with demographic characteristics, overall results put forward some insights for both researchers and practitioners.

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

Science.gov (United States)

McVicar, Andrew

2016-03-01

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

Nuclear power hazard control policy

Energy Technology Data Exchange (ETDEWEB)

Chicken, J C

1982-01-01

This study presents an analysis of the factors that appear to have influenced the formation and form of nuclear power hazard control policy in Britain. A simple account is given of the technical nature of nuclear hazards and of the legal and administrative framework that has been constructed to control them. The subsequent analysis concentrates primarily on the influence exerted by social and political factors. Particular attention is directed to those political groups which have developed a special interest in the problems of nuclear power, and to the interplay between organised groupings and public opinion generally. The metamorphosis of these groupings is traced from the origins of the nuclear industry in the Second World War to their prominent role during the Windscale Inquiry. Attention is given to the policy constraint imposed by increased expectations in the form of demands for higher standards of living, and improvements in the quality of the environment. The study is concerned with both policy-making and with policy implementation; with interest articulation as well as with the functioning of formal institutions. The evolution of policy takes place in an atmosphere of keen economic debate and conflicting moral perceptions. A model of the policy-making system is postulated.

Nuclear power hazard control policy

International Nuclear Information System (INIS)

Chicken, J.C.

1982-01-01

This study presents an analysis of the factors that appear to have influenced the formation and form of nuclear power hazard control policy in Britain. A simple account is given of the technical nature of nuclear hazards and of the legal and administrative framework that has been constructed to control them. The subsequent analysis concentrates primarily on the influence exerted by social and political factors. Particular attention is directed to those political groups which have developed a special interest in the problems of nuclear power, and to the interplay between organised groupings and public opinion generally. The metamorphosis of these groupings is traced from the origins of the nuclear industry in the Second World War to their prominent role during the Windscale Inquiry. Attention is given to the policy constraint imposed by increased expectations in the form of demands for higher standards of living, and improvements in the quality of the environment. The study is concerned with both policy-making and with policy implementation; with interest articulation as well as with the functioning of formal institutions. The evolution of policy takes place in an atmosphere of keen economic debate and conflicting moral perceptions. A model of the policy-making system is postulated. (author)

Job Sharing--Opportunities or Headaches?

Science.gov (United States)

Leighton, Patricia

1986-01-01

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

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

Directory of Open Access Journals (Sweden)

Stella Ribeiro

2016-05-01

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

Jobs API

Data.gov (United States)

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

Job strain and male fertility.

Science.gov (United States)

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

2004-01-01

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

Job level and national culture as joint roots of job satisfaction

NARCIS (Netherlands)

Huang, X; Van de Vliert, E.

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

Job-demand for Learning, Job-related Learning and Need for Achievement

OpenAIRE

Loon, Mark; Casimir, G.

2007-01-01

Individual learning is important, as it is both a precursor and an outcome of learning in organisations. Job-related learning is driven by external factors (e.g., the demands of the job) and internal factors (i.e., the personality of the individual). The study examined whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Data were obtained from 153 full-time, white-collar employees from a range of industries. Hierarchical regression...

Should Student Evaluation of Teaching Play a Significant Role in the Formal Assessment of Dental Faculty? Two Viewpoints: Viewpoint 1: Formal Faculty Assessment Should Include Student Evaluation of Teaching and Viewpoint 2: Student Evaluation of Teaching Should Not Be Part of Formal Faculty Assessment.

Science.gov (United States)

Rowan, Susan; Newness, Elmer J; Tetradis, Sotirios; Prasad, Joanne L; Ko, Ching-Chang; Sanchez, Arlene

2017-11-01

Student evaluation of teaching (SET) is often used in the assessment of faculty members' job performance and promotion and tenure decisions, but debate over this use of student evaluations has centered on the validity, reliability, and application of the data in assessing teaching performance. Additionally, the fear of student criticism has the potential of influencing course content delivery and testing measures. This Point/Counterpoint article reviews the potential utility of and controversy surrounding the use of SETs in the formal assessment of dental school faculty. Viewpoint 1 supports the view that SETs are reliable and should be included in those formal assessments. Proponents of this opinion contend that SETs serve to measure a school's effectiveness in support of its core mission, are valid measures based on feedback from the recipients of educational delivery, and provide formative feedback to improve faculty accountability to the institution. Viewpoint 2 argues that SETs should not be used for promotion and tenure decisions, asserting that higher SET ratings do not correlate with improved student learning. The advocates of this viewpoint contend that faculty members may be influenced to focus on student satisfaction rather than pedagogy, resulting in grade inflation. They also argue that SETs are prone to gender and racial biases and that SET results are frequently misinterpreted by administrators. Low response rates and monotonic response patterns are other factors that compromise the reliability of SETs.

Software Safety Analysis of Digital Protection System Requirements Using a Qualitative Formal Method

International Nuclear Information System (INIS)

Lee, Jang-Soo; Kwon, Kee-Choon; Cha, Sung-Deok

2004-01-01

The safety analysis of requirements is a key problem area in the development of software for the digital protection systems of a nuclear power plant. When specifying requirements for software of the digital protection systems and conducting safety analysis, engineers find that requirements are often known only in qualitative terms and that existing fault-tree analysis techniques provide little guidance on formulating and evaluating potential failure modes. A framework for the requirements engineering process is proposed that consists of a qualitative method for requirements specification, called the qualitative formal method (QFM), and a safety analysis method for the requirements based on causality information, called the causal requirements safety analysis (CRSA). CRSA is a technique that qualitatively evaluates causal relationships between software faults and physical hazards. This technique, extending the qualitative formal method process and utilizing information captured in the state trajectory, provides specific guidelines on how to identify failure modes and the relationship among them. The QFM and CRSA processes are described using shutdown system 2 of the Wolsong nuclear power plants as the digital protection system example

Job Demands, Job Resources, and Flexible Competence: The Mediating Role of Teachers’ Profession

NARCIS (Netherlands)

Evers, Arnoud; Van der Heijden, Béatrice; Kreijns, Karel; Vermeulen, Marjan

2017-01-01

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

Do Job Security Guarantees Work?

OpenAIRE

Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

2004-01-01

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

THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR

Directory of Open Access Journals (Sweden)

I Ketut R Sudiarditha

2016-09-01

Full Text Available The purpose of this research are: 1 To know description and how picture level job stress, compensation and job satisfaction at PT Tri Megah Makmur. 2 To know the influence of job stress tojob satisfaction at PT Tri Megah Makmur. 3 To know the influence of compensation to job satisfaction at PT Tri Megah Makmur. 4 To know empirically the influence of job stress and compensation tojob satisfaction at PT Tri Megah Makmur. 5 To know how far the contribution of job stress and compensation to job satisfaction at PT Tri Megah Makmur. This research is using descriptive and explanatory survey analysis. This research is taken to 70 sales employees at PT Tri Megah Makmur, While the data collection technique was carried out by spreading kuisioner, which are then processed using SPSS versi 21.00.The analysis shows that: 1 level of compensation and job satisfaction are on a lower level, while the job stress are high. 2Job stress have negative effects and significantly on job satisfaction. 3 compensation have positive effect and significantly on job satisfaction. 4 job stress and compensation significantly influence on job satisfaction.

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

Directory of Open Access Journals (Sweden)

Leon T de Beer

2016-09-01

Full Text Available The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470. The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

Formalized Epistemology, Logic, and Grammar

Science.gov (United States)

Bitbol, Michel

The task of a formal epistemology is defined. It appears that a formal epistemology must be a generalization of "logic" in the sense of Wittgenstein's Tractatus. The generalization is required because, whereas logic presupposes a strict relation between activity and language, this relation may be broken in some domains of experimental enquiry (e.g., in microscopic physics). However, a formal epistemology should also retain a major feature of Wittgenstein's "logic": It must not be a discourse about scientific knowledge, but rather a way of making manifest the structures usually implicit in knowledge-gaining activity. This strategy is applied to the formalism of quantum mechanics.

Managing patients with concerns about workplace reproductive hazards.

Science.gov (United States)

Frazier, L M; Jones, T L

2000-01-01

To find out who uses an occupational reproductive consultation service, what proportion of patients have different types of workplace exposures, and what hypotheses can be generated about barriers to implementing medically necessary job modifications to promote reproductive health. A case series study was conducted by reviewing medical records at two occupational health clinics. 51 patients (1 man and 50 women) were seen, 10 of whom wished to discuss a future pregnancy and 41 of whom were pregnant. Pregnant women worked with a mean of 15.5 different chemicals, and patients were also concerned about ionizing radiation, biological hazards, electromagnetic fields, and ultraviolet light. Pregnant women made clinic visits at a mean gestational age of 10.9 weeks. Only one man used the service, suggesting a lack of knowledge about possible paternal contributions to adverse reproductive outcomes. Many pregnant women visited the clinic too late to prevent harm from exposure to some teratogens, so preconception counseling may be of benefit. Cases are presented that illustrate ways in which the primary care provider can assist the patient who may be exposed to reproductive hazards.

Do job demands and job control affect problem-solving?

Science.gov (United States)

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.

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

Science.gov (United States)

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

2017-08-01

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

Job Motivation and Job Satisfaction among Academic Staff in Higher Education

Directory of Open Access Journals (Sweden)

Gordana Stankovska

2017-05-01

Full Text Available Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased academic staff’s job satisfaction and better job motivation. According to this, the main purpose of this research was to investigate the possible relationship between job motivation and job satisfaction among academic staff. The Job Satisfaction Survey (JSS and Job Motivation Questionnaire (JMQ were administered to a sample of 100 (50 males and 50 females university employees. The results indicated that the academic staff was highly motivated with their job. At the same time the results showed that academicians were more satisfied with their salary, co-workers, promotion, operating procedures and supervision, but dissatisfied with fringe benefits, contingent rewards, nature of work and communication. This research offers practical suggestions to the educational institutions and human resource managers on how to pay, promote, retain and maintain equity in the universities.

Relation Between Job Stress Dimensions and Job Satisfaction in Workers of a Refinery Control Room

Directory of Open Access Journals (Sweden)

Mehdi Behjati Ardakani

2013-01-01

Full Text Available Introduction: Job stress can result from an imbalance between job demands and the abilities to cope them. Stress can affect individuals and lead to job dissatisfaction. This study was conducted to assess the influence of different job stress dimensions on job satisfaction in workers of a refinery control room located at the south of Iran. Materials & Methods: In this cross sectional study all 100 workers of an oil refinery control room were studied. Job stress and job satisfaction was measured using standard questionnaires provided by national institute of mental health (NIMH and Robbins respectively. After collecting, data were analyzed using SPSS ver.16 software. A general linear model was used to estimate the effect of different job stress dimensions on the job satisfaction. Results: In this study 62.08 percent of workers were categorized as having high level of stress. In job satisfaction case, 9.2, 27.6, 28.7, 16.1 and 18.4 of workers were classified as totally dissatisfied, dissatisfied, not satisfied nor dissatisfied, satisfied and totally satisfied, respectively. A Pearson correlation test revealed a significant negative correlation between job satisfaction and all studied dimensions of job stress (p= 0.01. In the general regression model, partial Eta squared was 0.03, 0.3 and 0.23 for respectively interpersonal relationships, physical conditions of work and job interest. Conclusion: This study showed that job satisfaction is mostly influenced by physical conditions and job interest dimensions of job stress. Therefore, for improvement of job satisfaction in workers, different parameters of these two dimensions of job stress should be considered.

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

Science.gov (United States)

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

2014-01-01

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

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

Science.gov (United States)

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

Revisiting Symbiotic Job Scheduling

OpenAIRE

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...

Job losses and accumulated number of broken partnerships increase risk of premature mortality in Danish men born in 1953

DEFF Research Database (Denmark)

Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

2009-01-01

OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS: The adj......OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS......: The adjusted hazard rates for premature mortality was 1.44 (95% CI = 1.15 to 1.80) for individuals with one job loss, 1.55 (1.13 to 2.13) for individuals with one broken partnership, and 2.15 (95% CI = 1.49 to 3.10) for individuals with two or more broken partnerships. CONCLUSIONS: Experience of at least one...... job loss increased the risk of premature mortality. The risk of premature mortality increased with the number of broken partnerships. There was no statistical interaction between job losses and broken partnerships....

Are Green Jobs Real Jobs? The Case of Italy

OpenAIRE

Lavecchia, Luciano; Stagnaro, Carlo

2010-01-01

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

Indigenous Knowledge and Education from the Quechua Community to School: Beyond the Formal/Non-Formal Dichotomy

Science.gov (United States)

Sumida Huaman, Elizabeth; Valdiviezo, Laura Alicia

2014-01-01

In this article, we propose to approach Indigenous education beyond the formal/non-formal dichotomy. We argue that there is a critical need to conscientiously include Indigenous knowledge in education processes from the school to the community; particularly, when formal systems exclude Indigenous cultures and languages. Based on ethnographic…

New procedure for departure formalities

CERN Multimedia

HR & GS Departments

2011-01-01

As part of the process of simplifying procedures and rationalising administrative processes, the HR and GS Departments have introduced new personalised departure formalities on EDH. These new formalities have applied to students leaving CERN since last year and from 17 October 2011 this procedure will be extended to the following categories of CERN personnel: Staff members, Fellows and Associates. It is planned to extend this electronic procedure to the users in due course. What purpose do departure formalities serve? The departure formalities are designed to ensure that members of the personnel contact all the relevant services in order to return any necessary items (equipment, cards, keys, dosimeter, electronic equipment, books, etc.) and are aware of all the benefits to which they are entitled on termination of their contract. The new departure formalities on EDH have the advantage of tailoring the list of services that each member of the personnel must visit to suit his individual contractual and p...

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

OpenAIRE

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...

Concepts of formal concept analysis

Science.gov (United States)

Žáček, Martin; Homola, Dan; Miarka, Rostislav

2017-07-01

The aim of this article is apply of Formal Concept Analysis on concept of world. Formal concept analysis (FCA) as a methodology of data analysis, information management and knowledge representation has potential to be applied to a verity of linguistic problems. FCA is mathematical theory for concepts and concept hierarchies that reflects an understanding of concept. Formal concept analysis explicitly formalizes extension and intension of a concept, their mutual relationships. A distinguishing feature of FCA is an inherent integration of three components of conceptual processing of data and knowledge, namely, the discovery and reasoning with concepts in data, discovery and reasoning with dependencies in data, and visualization of data, concepts, and dependencies with folding/unfolding capabilities.

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

Science.gov (United States)

Chung-Yan, Greg A

2010-07-01

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

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

Science.gov (United States)

Bester, C L; Mouton, T

2006-08-01

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

[Resilience and the burnout-engagement model in formal caregivers of the elderly].

Science.gov (United States)

Menezes de Lucena Carvalho, Virginia A; Fernández Calvo, Bernardino; Hernández Martín, Lorenzo; Ramos Campos, Francisco; Contador Castillo, Israel

2006-11-01

This paper investigates the relationship between resilience and positive/negative mental aspects of psychological well-being in formal caregivers for the elderly. The sample consisted of 265 caregivers who work in different residential homes in Extremadura and Castilla y León (Spain). The instruments used included the Connor-Davidson Resilience Scale , the Maslach Burnout Inventory-General Survey and the Utrecht Work Engagement Scale. The most significant findings show that caregivers with higher levels of resilience also have higher levels of professional efficacy and job engagement (vigor, dedication and absorption) and appear to be less emotionally exhausted or cynical than caregivers with lower levels of resilience. It cannot be concluded that more resilient caregivers will not get burned out, but they develop better engagement skills. As they strengthen these personal attributes, they become less vulnerable to burnout.

Job Analysis, Job Descriptions, and Performance Appraisal Systems.

Science.gov (United States)

Sims, Johnnie M.; Foxley, Cecelia H.

1980-01-01

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

Impact of job burnout, age and marital status on job involvement ...

African Journals Online (AJOL)

The present study was aimed to explore the effect of job burnout, age and marital status on job involvement among banking personnel. The sample consists of 100 employees working in banks of Eritrea, Asmara, North East Africa, selected randomly. Job involvement scale developed by Lodhal and Kejner (1965) and ...

The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero Tbk. Surabaya - Gempol branch

Directory of Open Access Journals (Sweden)

Noermijati Noermijati

2015-08-01

Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.

Critical formalism or digital biomorphology. The contemporary architecture formal dilema

Directory of Open Access Journals (Sweden)

Beatriz Villanueva Cajide

2018-05-01

Full Text Available With the dawn of digital media the architecture’s formal possibilities reached a level unknown before. The Guggenheim Museo branch in Bilbao appears in 1993 as the materialisation of the possibilities of the use of digital tools in architecture’s design, starting the development of a digital based architecture which currently has reached an exhaustion level that is evident in the repetition biomorphologic shapes emerged from the digital determinism to which some contemporary architectural practices have converged. While the digitalisation of the architectural process is irreversible and desirable, it is necessary to rethink the terms of this collaboration beyond the possibilities of the digital tools themselves. This article proposes to analyse seven texts written in the very moment when digitalisation became a real possibility, between Gehry’s conception of the Guggenheim Museum in 1992 and the Congress on Morphogenesis hold in the Architectural Association in 2004, in order to explore the possibility of reversing the process that has led to the formal exhaustion of digital architecture, from the acceptance of incorporating strategies coming from a contemporary critical formalism.

Acidentes de trabalho não fatais: diferenças de gênero e tipo de contrato de trabalho Non-fatal occupational injuries: gender and job contract differences

Directory of Open Access Journals (Sweden)

Vilma Santana

2003-04-01

Full Text Available No Brasil, trabalhadores sem vínculo formal de trabalho representam mais da metade da força de trabalho, cuja maioria é composta por mulheres. Neste estudo, estima-se a incidência anual de acidentes ocupacionais não fatais, e a sua distribuição por gênero e tipo de contrato de trabalho, em uma área urbana do Brasil. Dados provêm de um inquérito de base comunitária conduzido com uma amostra aleatória dos habitantes de Salvador, capital do Estado da Bahia. A população deste estudo compreende o total de pessoas entre 18 e 65 anos que referiram trabalho remunerado (n = 2.947. A coleta de dados baseada em entrevistas domiciliares individuais. A incidência anual de acidentes foi estimada em 5,80%, discretamente maior entre os homens (6,05% do que entre as mulheres (5,53%, ou entre trabalhadores sem contrato formal de trabalho (5,92% do que no grupo de comparação (5,67%, diferenças não estatisticamente significantes. A semelhança entre as freqüências de acidentes de trabalho entre mulheres e homens independentemente do tipo de contrato de trabalho apontam para a necessidade de maior atenção a estes eventos no sexo feminino, e entre os trabalhadores informais, amplamente ignorados nas estatísticas oficiais do país.In Brazil, workers without a formal job contract comprise more than half of the labor force, a contingent formed mainly by women. This study presents estimates of the annual incidence of non-fatal work-related injuries and their distribution by gender and type of job contract in an urban area of Brazil. This was a community-based study with a random cluster area sample of the inhabitants from the city of Salvador, capital of the State of Bahia. The study population included all individuals from 18 to 65 years of age who reported having a paid job (n = 2,947. Data were obtained through individual household interviews. The overall estimated annual incidence rate was 5.80%, with a non-statistically significant

Y-formalism and b ghost in the non-minimal pure spinor formalism of superstrings

International Nuclear Information System (INIS)

Oda, Ichiro; Tonin, Mario

2007-01-01

We present the Y-formalism for the non-minimal pure spinor quantization of superstrings. In the framework of this formalism we compute, at the quantum level, the explicit form of the compound operators involved in the construction of the b ghost, their normal-ordering contributions and the relevant relations among them. We use these results to construct the quantum-mechanical b ghost in the non-minimal pure spinor formalism. Moreover we show that this non-minimal b ghost is cohomologically equivalent to the non-covariant b ghost

Geometry and Formal Linguistics.

Science.gov (United States)

Huff, George A.

This paper presents a method of encoding geometric line-drawings in a way which allows sets of such drawings to be interpreted as formal languages. A characterization of certain geometric predicates in terms of their properties as languages is obtained, and techniques usually associated with generative grammars and formal automata are then applied…

The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry.

Science.gov (United States)

Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali

2017-03-01

Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population. The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision). Corrective measures are necessary to improve the shift work system. "Role insufficiency" and "role ambiguity" should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.

Loss of job-related right to healthcare is associated with reduced quality and clinical outcomes of diabetic patients in Mexico.

Science.gov (United States)

Doubova, Svetlana V; Borja-Aburto, Víctor Hugo; Guerra-Y-Guerra, Germán; Salgado-de-Snyder, V Nelly; González-Block, Miguel Ángel

2018-05-01

The Mexican Institute of Social Security (IMSS) provides a package of health, economic and social benefits to workers employed in private firms within the formal labour market and to their economic dependants. Affiliates have a right to these benefits only while they remain contracted, thus posing a risk for the continuity of healthcare. This study evaluates the association between the time (in days) without the right to healthcare due to job loss in the formal labour market and the quality of healthcare and clinical outcomes among IMSS affiliates with Type 2 diabetes mellitus (T2DM). Retrospective cohort study 2013-2015. Six IMSS family medicine clinics (FMC) in Mexico City. T2DM patients (n = 27 217) affiliated with job-related health insurance and at least one consultation with a family doctor during 2013. IMSS affiliation department database and electronic health records and clinical laboratory databases. Quality of the processes (eight indicators) and outcomes (three indicators) of healthcare. The results indicated that losing IMSS right to healthcare is frequent, occurring to one-third of T2DM patients during the follow-up period. The time without the right to healthcare in the observed period was of 120 days on average and was associated with a 43.2% loss of quality of care and a 19.2% reduction in clinical outcomes of T2DM. Policies aimed at ensuring access and continuity of care, regardless of job status, are critical for improving the quality of processes and outcomes of healthcare for diabetic patients.

Job stressors and job stress among teachers engaged in nursing activity.

Science.gov (United States)

Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu

2007-01-01

Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.

Job-to-job Transitions, Sorting, and Wage Growth

DEFF Research Database (Denmark)

Jinkins, David; Morin, Annaïg

unemployment, for whom the exogenous mobility assumption is not rejected, to estimate firm fixed effects. We then decompose the variance of wage growth of all job movers. We find that 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match......We measure the contribution of match quality to the wage growth experienced by job movers. We reject the exogenous mobility assumption needed to estimate a standard fixed-effects wage regression in the Danish matched employer-employee data. We exploit the sub-sample of workers hired from...... quality growth is higher for higher-skilled occupations....

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

OpenAIRE

Colin Green

2012-01-01

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

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

Science.gov (United States)

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

The effects of working conditions and financial state as job stressors : A comparison of the chronic job stressors and job event stressors of two companies

OpenAIRE

Kosugi, Shoutaro; Otsuka, Yasumasa

2000-01-01

This study examined the effects of working conditions and the financial state as chronic job stressors and job event stressors. In study 1, the Job Stress Scale was applied to a total of 6,312 employees in an industrial research institute and a construction company to measure chronic job stressors. In study 2, 1,423 employees of these companies filled out the Job Events Checklist to measure job event stressors. Result: Employees in the industrial research institute had more chronic job stress...

The subjective determinants of job performance and job involvement in organizational context.

OpenAIRE

Koblicová, Leona

2016-01-01

The job performance is conditioned by range of objective factors and subjective determinants as well. This thesis dedicates to mapping of job involvement meaning engagement, enthusiasm, commitment and work motivation. Considering to that, oganization can influence future job performance of its employee through employee development, when it tries to grow up the job interest, develops requiered skills and so potencially supports one's performance. The text tries to sum up knowledge background o...

Formal Testing of Correspondence Carrying Software

NARCIS (Netherlands)

Bujorianu, M.C.; Bujorianu, L.M.; Maharaj, S.

2008-01-01

Nowadays formal software development is characterised by use of multitude formal specification languages. Test case generation from formal specifications depends in general on a specific language, and, moreover, there are competing methods for each language. There is a need for a generic approach to

A program optimization system for the cleanup of DOE hazardous waste sites an application to FY 1990 funding decisions

International Nuclear Information System (INIS)

Merkhofer, M.W.; Jenni, K.E.; Cotton, T.A.; Lehr, J.C.; Longo, T.P.

1989-01-01

This paper describes a formal system used by the Department of Energy (DOE) as an aid for allocating funds for cleaning up hazardous waste sites. The system, called the Program Optimization System (POS), is based on multiattribute utility analysis and was developed for DOE's Hazardous Waste and Remedial Actions Division (HWRAD). HWRAD has responsibility for recommending environmental restoration (ER) activities to the Assistant Secretary of Energy. Recently, the POS was used to analyze and recommend funding levels for FY 1990 cleanup activities at DOE defense program facilities

[Job satisfaction among Norwegian doctors].

Science.gov (United States)

Nylenna, Magne; Aasland, Olaf Gjerløw

2010-05-20

Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

Formal Women-only Networks

DEFF Research Database (Denmark)

Villesèche, Florence; Josserand, Emmanuel

2017-01-01

/organisations and the wider social group of women in business. Research limitations/implications: The authors focus on the distinction between external and internal formal women-only networks while also acknowledging the broader diversity that can characterise such networks. Their review provides the reader with an insight...... member level, the authors suggest that such networks can be of value for organisations and the wider social group of women in management and leadership positions.......Purpose: The purpose of this paper is to review the emerging literature on formal women-only business networks and outline propositions to develop this under-theorised area of knowledge and stimulate future research. Design/methodology/approach: The authors review the existing literature on formal...

How important are human immunodeficiency virus (HIV) clinical markers to the long-term formal employment among people living with HIV in developing countries? A study in South Africa.

Science.gov (United States)

Odek, W O; Glendinning, A; Charalambous, S

2014-01-01

To examine the relationship of Human Immunodeficiency Virus (HIV) clinical markers and socio-demographic characteristics with long-term formal employment among people living with HIV (PLHIV). 554 adults, 55% females, on HIV treatment for at least two years at two public hospitals in Johannesburg, South Africa. A retrospective cohort design, tracing changes in study participants' formal employment status since the first HIV-positive diagnosis. Data collection included historical medical records review and interviewer-administered questionnaires. 44% of all study participants (39% and 49% among males and females, respectively) were formally employed at the time of the study, primarily in low-skilled jobs in the private sector. The majority (83%) of males and 60% of females remained in formal employment since being diagnosed as HIV-positive. Female gender, education to grade 12 or higher, a smaller household size and being married were significantly associated with current formal employment. Formal employment was unrelated to HIV treatment indicators (CD4 count, viral load and duration since diagnosis). Of those in formal employment, 68 (28%) were aware of HIV policies at their workplaces, which was also positively associated with the duration in their current employment. PLHIV in developing country contexts can enter into and maintain formal employment, especially when treatment and workplace support are available. Thus, employer organisations should implement effective workplace HIV policies to enhance employment experiences of their workforce living with HIV. Care and support services for people on HIV treatment should also address their career development needs.

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

NARCIS (Netherlands)

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

2003-01-01

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

Job sharing. Part 1.

Science.gov (United States)

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.

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

Directory of Open Access Journals (Sweden)

CL Bester

2006-09-01

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

Job involvement and job satisfaction of South African nurses compared with other professions

Directory of Open Access Journals (Sweden)

R.A. Kaplan

1991-09-01

Full Text Available The study was designed primarily to compare the work outcomes of job satisfaction and job involvement of South African nurses with those of members of 13 other professional groups in South Africa and with American nurses where data was available. Secondary aims included identifying areas where job satisfaction was particularly low and demonstrating the relative independence of the job involvement and job satisfaction constructs. A questionnaire incorporating the Kanungo Job Involvement Scale and the Short Form of the Minnesota Job Satisfaction Questionnaire was mailed to random samples of people between the ages of 29 and 41 drawn from 14 professional registers. There were 114 nurses in the final sample and 1677members of other professions. Differences among professions were tested for significance using one-way analyses of variance and Bonferroni ranges tests. South African Nurses were shown to have extremely low job satisfaction relative to American nurses and to other professional groups in South-Africa. By contrast their job involvement was moderately high. The implications of these findings for the medical profession as a whole and for nurses in particular are discussed. The fear is expressed that wide spread dissatisfaction may lead to fewer people entering the profession and highly trained people leaving.

Job demand and job resources as predictors of absence duration and frequency

NARCIS (Netherlands)

Bakker, A.B.; Demerouti, E.; Boer, de E.; Schaufeli, W.B.

2003-01-01

This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and

The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B).

Science.gov (United States)

The study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire ( PAQ ), Form B...The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions...The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ . Forty-five job dimensions were

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

OpenAIRE

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

2015-01-01

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

Formal analysis of design process dynamics

NARCIS (Netherlands)

Bosse, T.; Jonker, C.M.; Treur, J.

2010-01-01

This paper presents a formal analysis of design process dynamics. Such a formal analysis is a prerequisite to come to a formal theory of design and for the development of automated support for the dynamics of design processes. The analysis was geared toward the identification of dynamic design

Formal Analysis of Design Process Dynamics

NARCIS (Netherlands)

Bosse, T.; Jonker, C.M.; Treur, J.

2010-01-01

This paper presents a formal analysis of design process dynamics. Such a formal analysis is a prerequisite to come to a formal theory of design and for the development of automated support for the dynamics of design processes. The analysis was geared toward the identification of dynamic design

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

Science.gov (United States)

Park, Jin-Hyuck; Park, Ji-Hyuk

2017-01-01

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

The evaluation of a formalized queue management system for coronary angiography waiting lists.

Science.gov (United States)

Alter, D A; Newman, Alice M; Cohen, Eric A; Sykora, Kathy; Tu, Jack V

2005-11-01

Lengthy waiting lists for coronary angiography have been described in many health care systems worldwide. The extent to which formal queue management systems may improve the prioritization and survival of patients in the angiography queue is unknown. To prospectively evaluate the performance of a formal queue management system for patients awaiting coronary angiography in Ontario. The coronary angiography urgency scale, a formal queue management system developed in 1993 using a modified Delphi panel, allocates recommended maximum waiting times (RMWTs) in accordance with clinical necessity. By using a provincial clinical registry, 35,617 consecutive patients referred into the coronary angiography queue between April 1, 2001, and March 31, 2002, were prospectively tracked. Cox proportional hazards models were used to examined mortality risk across urgency after adjusting for additional clinical and comorbid factors. Good agreement was determined in urgency ratings between scores from the coronary angiography urgency scale and implicit physician judgement, which was obtained independently at the time of the index referral (weighted kappa = 0.49). The overall mortality in the queue was 0.3% (0.47%, 0.26% and 0.13% for urgent, semiurgent and elective patients, respectively). Urgency, as specified by the coronary angiography urgency scale, was the strongest predictor of death in the queue (Pqueue management system may decrease mortality in the coronary angiography queue. The authors recommend its implementation in health care systems where patients experience excessive waiting time delays for coronary angiography.

Updating Parameters for Volcanic Hazard Assessment Using Multi-parameter Monitoring Data Streams And Bayesian Belief Networks

Science.gov (United States)

Odbert, Henry; Aspinall, Willy

2014-05-01

Evidence-based hazard assessment at volcanoes assimilates knowledge about the physical processes of hazardous phenomena and observations that indicate the current state of a volcano. Incorporating both these lines of evidence can inform our belief about the likelihood (probability) and consequences (impact) of possible hazardous scenarios, forming a basis for formal quantitative hazard assessment. However, such evidence is often uncertain, indirect or incomplete. Approaches to volcano monitoring have advanced substantially in recent decades, increasing the variety and resolution of multi-parameter timeseries data recorded at volcanoes. Interpreting these multiple strands of parallel, partial evidence thus becomes increasingly complex. In practice, interpreting many timeseries requires an individual to be familiar with the idiosyncrasies of the volcano, monitoring techniques, configuration of recording instruments, observations from other datasets, and so on. In making such interpretations, an individual must consider how different volcanic processes may manifest as measureable observations, and then infer from the available data what can or cannot be deduced about those processes. We examine how parts of this process may be synthesised algorithmically using Bayesian inference. Bayesian Belief Networks (BBNs) use probability theory to treat and evaluate uncertainties in a rational and auditable scientific manner, but only to the extent warranted by the strength of the available evidence. The concept is a suitable framework for marshalling multiple strands of evidence (e.g. observations, model results and interpretations) and their associated uncertainties in a methodical manner. BBNs are usually implemented in graphical form and could be developed as a tool for near real-time, ongoing use in a volcano observatory, for example. We explore the application of BBNs in analysing volcanic data from the long-lived eruption at Soufriere Hills Volcano, Montserrat. We discuss

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

OpenAIRE

Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long

2014-01-01

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

Formalizing the concept of sound.

Energy Technology Data Exchange (ETDEWEB)

Kaper, H. G.; Tipei, S.

1999-08-03

The notion of formalized music implies that a musical composition can be described in mathematical terms. In this article we explore some formal aspects of music and propose a framework for an abstract approach.

Formal Analysis of Domain Models

National Research Council Canada - National Science Library

Bharadwaj, Ramesh

2002-01-01

Recently, there has been a great deal of interest in the application of formal methods, in particular, precise formal notations and automatic analysis tools for the creation and analysis of requirements specifications (i.e...

Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity.

Science.gov (United States)

Hsieh, Hui-Hsien; Huang, Jie-Tsuen

2017-04-03

This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

Job Growth and the Quality of Jobs in the U.S. Economy

OpenAIRE

Susan N. Houseman

1995-01-01

During the 1980's employment grew rapidly in the United States, prompting many analysts to label the U.S. economy the great American job machine. But while aggregate employment increased rapidly during the 1980's, many did not benefit from the expansion. Among less educated prime-age males, unemployment rates rose and labor force participation rates declined sharply. Moreover, although job growth was high, many argued that the quality of American jobs as measured by wages, benefits, and job s...

Hazardous waste minimization report for CY 1986

International Nuclear Information System (INIS)

Kendrick, C.M.

1990-12-01

Oak Ridge National Laboratory (ORNL) is a multipurpose research and development facility. Its primary role is the support of energy technology through applied research and engineering development and scientific research in basic and physical sciences. ORNL also is a valuable resource in the solution of problems of national importance, such as nuclear and chemical waste management. In addition, useful radioactive and stable isotopes which are unavailable from the private sector are produced at ORNL. As a result of these activities, hazardous, radioactive, and mixed wastes are generated at ORNL. A formal hazardous waste minimization program for ORNL was launched in mid 1985 in response to the requirements of Section 3002 of the Resource Conservation and Recovery Act (RCRA). During 1986, a task plan was developed. The six major tasks include: planning and implementation of a laboratory-wide chemical inventory and the subsequent distribution, treatment, storage, and/or disposal (TSD) of unneeded chemicals; establishment and implementation of a distribution system for surplus chemicals to other (internal and external) organizations; training and communication functions necessary to inform and motivate laboratory personnel; evaluation of current procurement and tracking systems for hazardous materials and recommendation and implementation of improvements; systematic review of applicable current and proposed ORNL procedures and ongoing and proposed activities for waste volume and/or toxicity reduction potential; and establishment of criteria by which to measure progress and reporting of significant achievements. 8 refs., 1 fig., 5 tabs

Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

OpenAIRE

Liu Guangyou

2017-01-01

This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...

Organization Tenure as a Moderator of the Job Satisfaction-Job Performance Relationship.

Science.gov (United States)

Norris, Dwight R.; Niebuhr, Robert E.

1984-01-01

Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…

Formal Methods for Life-Critical Software

Science.gov (United States)

Butler, Ricky W.; Johnson, Sally C.

1993-01-01

The use of computer software in life-critical applications, such as for civil air transports, demands the use of rigorous formal mathematical verification procedures. This paper demonstrates how to apply formal methods to the development and verification of software by leading the reader step-by-step through requirements analysis, design, implementation, and verification of an electronic phone book application. The current maturity and limitations of formal methods tools and techniques are then discussed, and a number of examples of the successful use of formal methods by industry are cited.

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

Directory of Open Access Journals (Sweden)

Naveed R. KHAN

2014-06-01

Full Text Available The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in relation with the research objectives. The findings of the study showed that internet is the most preferred source to search the job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-recruitment depends upon the placement of advertisement and salary is the most influential motivator to find interest in the job applied. Lastly, statistics of the study found that the recruitment sources and applicant’s perceptions of job significantly influence the intention to pursue the position applied by the job seeker.

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

OpenAIRE

Dehghan; Mobinyzadeh; Habibi

2016-01-01

Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...

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

Science.gov (United States)

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

2014-01-01

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

Scalable Techniques for Formal Verification

CERN Document Server

Ray, Sandip

2010-01-01

This book presents state-of-the-art approaches to formal verification techniques to seamlessly integrate different formal verification methods within a single logical foundation. It should benefit researchers and practitioners looking to get a broad overview of the spectrum of formal verification techniques, as well as approaches to combining such techniques within a single framework. Coverage includes a range of case studies showing how such combination is fruitful in developing a scalable verification methodology for industrial designs. This book outlines both theoretical and practical issue

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

Directory of Open Access Journals (Sweden)

Erkan Ilgün

2013-01-01

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

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

Science.gov (United States)

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.

Nurses' exhaustion: the role of flow at work between job demands and job resources.

Science.gov (United States)

Zito, Margherita; Cortese, Claudio G; Colombo, Lara

2016-01-01

In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.

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

Science.gov (United States)

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.

The Effect of Job Satisfaction on Job Search: Not just whether, but also where

OpenAIRE

Josse Delfgaauw

2005-01-01

textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when their job search is instigated by dissatisfaction with an organisation-specific job domain, like management. Conversely, more job-specific problems, like a lack of autonomy, lead workers to opt for an...

A Survey of Formal Methods in Software Development

DEFF Research Database (Denmark)

Bjørner, Dines

2012-01-01

The use of formal methods and formal techniques in industry is steadily growing. In this survey we shall characterise what we mean by software development and by a formal method; briefly overview a history of formal specification languages - some of which are: VDM (Vienna Development Method, 1974...... need for multi-language formalisation (Petri Nets, MSC, StateChart, Temporal Logics); the sociology of university and industry acceptance of formal methods; the inevitability of the use of formal software development methods; while referring to seminal monographs and textbooks on formal methods....

Exploring job embeddedness' antecedents

Directory of Open Access Journals (Sweden)

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.

The effect of Organizational Commitment and Job Pressure to Job Performance through the Job Satisfaction in Employees Directorate transformation Technology Communication and Information Indonesia

OpenAIRE

Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo

2018-01-01

This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...

Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

Directory of Open Access Journals (Sweden)

Liu Guangyou

2017-01-01

Full Text Available This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is positively related to job satisfaction. I also conclude that training effect of work placement is playing a partial mediating role in the identified positive relationship while having no mediation in the negative one.

Table-top job analysis

Energy Technology Data Exchange (ETDEWEB)

1994-12-01

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

The Integration of Formal and Non-formal Education: The Dutch “brede school”

Directory of Open Access Journals (Sweden)

du Bois-Reymond, Manuela

2009-12-01

Full Text Available The Dutch “brede school” (BS development originates in the 1990s and has spread unevenly since: quicker in the primary than secondary educational sector. In 2007, there were about 1000 primary and 350 secondary BS schools and it is the intention of the government as well as the individual municipalities to extend that number and make the BS the dominant school form of the near future. In the primary sector, a BS cooperates with crèche and preschool facilities, besides possible other neighborhood partners. The main targets are, first, to enhance educational opportunities, particularly for children with little (western- cultural capital, and secondly to increase women’s labor market participation by providing extra familial care for babies and small children. All primary schools are now obliged to provide such care. In the secondary sector, a BS is less neighborhood-orientated than a primary BS because those schools are bigger and more often located in different buildings. As in the primary sector, there are broad and more narrow BS, the first profile cooperating with many non-formal and other partners and facilities and the second with few. On the whole, there is a wide variety of BS schools, with different profiles and objectives, dependent on the needs and wishes of the initiators and the neighborhood. A BS is always the result of initiatives of the respective school and its partners: parents, other neighborhood associations, municipality etc. BS schools are not enforced by the government although the general trend will be that existing school organizations transform into BS. The integration of formal and non-formal education and learning is more advanced in primary than secondary schools. In secondary education, vocational as well as general, there is a clear dominance of formal education; the non-formal curriculum serves mainly two lines and objectives: first, provide attractive leisure activities and second provide compensatory

Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

Science.gov (United States)

Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

2014-01-01

This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

Measuring Job Satisfaction in Portuguese Military Sergeants and Officers: Validation of the Job Descriptive Index and the Job in General Scale.

Science.gov (United States)

Lopes, Silvia; Chambel, Maria José; Castanheira, Filipa; Oliveira-Cruz, Fernando

2015-01-01

This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables.

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

Science.gov (United States)

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…

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

Science.gov (United States)

Jung, Jisun; Shin, Jung Cheol

2015-01-01

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

THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR

OpenAIRE

R Sudiarditha, I Ketut; Baqi, Fikri Haikal; Handaru, Agung Wahyu

2016-01-01

The purpose of this research are: 1 ) To know description and how picture level job stress, compensation and job satisfaction atPT Tri Megah Makmur. 2) To know the influence of job stress tojob satisfaction atPT Tri Megah Makmur. 3) To know the influence of compensation to job satisfaction atPT Tri Megah Makmur. 4) To know empirically the influence of job stress and compensation tojob satisfaction atPT Tri Megah Makmur. 5) To know how far the contribution of job stress and compensation tojob ...

Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

OpenAIRE

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 ...

Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model

Directory of Open Access Journals (Sweden)

Xiaotong Ding

2018-04-01

Full Text Available Background: Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. Objective: To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. Methods: From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Results: Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, p<0.01. In addition, job control was positively related to job satisfaction (r 0.567, p<0.01. Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Conclusion: Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

Association between voluntary/involuntary job loss and the development of stroke or cardiovascular disease: a prospective study of middle-aged to older workers in a rapidly developing Asian country.

Directory of Open Access Journals (Sweden)

Mo-Yeol Kang

Full Text Available The aim of this research was to investigate the association between job loss and the development of stroke or cardiovascular disease among middle-aged to older individuals in Korea. We also examined how this relationship was modified by gender and the nature of the job loss.This study used samples from the first- to fourth-wave datasets from the Korean Longitudinal Study of Aging (KLoSA, which were collected in 2006, 2008, 2010, and 2012. The study collected data from a total of 10,254 subjects aged ≥ 45 years at baseline. After applying exclusion criteria, the final sample size for analysis consisted of 4,000 individuals. Information about employment status, development of stroke or cardiovascular disease, and covariates (age, income level, and behavioral factors was obtained. Cox proportional hazards models were used to evaluate the association between voluntary/involuntary job loss and the development of stroke or cardiovascular disease. We performed these analyses separately according to disease, gender, and the nature of the job loss.Involuntary job loss significantly increased the risk of stroke or cardiovascular disease among males (adjusted hazard ratio [HR]  = 3.560, 95% confidence interval [CI]  = 2.055-6.168. Voluntary retirement also increased the risk of cardiovascular disease or stroke among males (adjusted HR = 2.879, 95% CI = 1.533-5.409. Job loss was more closely associated with stroke than with cardiovascular disease (stroke, adjusted HR = 6.208, 95% CI = 2.417-15.943; cardiovascular disease, adjusted HR = 2.768, 95% CI = 1.402-5.465.Our findings suggest that both voluntary retirement and involuntary job loss increase the risk for stroke or cardiovascular disease in middle-aged to older individuals, especially males.

Perceived Job Insecurity, Job Satisfaction And Intention To Quit ...

African Journals Online (AJOL)

This study examined the relationships between perceived job insecurity, job satisfaction and intention to quit among employees of selected banks in Nigeria. A total of two hundred and nine (n = 209) randomly selected employees of Guaranty Trust Bank, Oceanic International Bank, Zenith Bank, First Bank of Nigeria, Union ...

Job Searchers, Job Matches and the Elasticity of Matching

NARCIS (Netherlands)

Broersma, L.; van Ours, J.C.

1998-01-01

This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about

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

Science.gov (United States)

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.

Job Sharing in Geography.

Science.gov (United States)

Kay, Jeanne

1982-01-01

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

Job satisfaction of older workers

NARCIS (Netherlands)

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

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

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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.

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

Directory of Open Access Journals (Sweden)

Mouloud Kenioua

2016-06-01

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

The Complete Guide to Job Sharing.

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Hohn, Marcia D.

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

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

OpenAIRE

Bagger, Jesper; Henningsen, Morten

2008-01-01

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

Self-regulation during job search: the opposing effects of employment self-efficacy and job search behavior self-efficacy.

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Liu, Songqi; Wang, Mo; Liao, Hui; Shi, Junqi

2014-11-01

Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Augmenting Reality and Formality of Informal and Non-Formal Settings to Enhance Blended Learning

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Pérez-Sanagustin, Mar; Hernández-Leo, Davinia; Santos, Patricia; Kloos, Carlos Delgado; Blat, Josep

2014-01-01

Visits to museums and city tours have been part of higher and secondary education curriculum activities for many years. However these activities are typically considered "less formal" when compared to those carried out in the classroom, mainly because they take place in informal or non-formal settings. Augmented Reality (AR) technologies…

Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model.

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Ding, Xiaotong; Yang, Yajuan; Su, Dan; Zhang, Ting; Li, Lunlan; Li, Huiping

2018-04-01

Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, pjob control was positively related to job satisfaction (r 0.567, pjob control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.