WorldWideScience

Sample records for greater job security

  1. 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...

  2. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

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

  3. Job Security, Technical Innovation and Productivity

    Science.gov (United States)

    Peters, E. Bruce

    1978-01-01

    Analyzes both the management practices of Robert Owen during the early 1800's and current examples of management practices to provide insight into the questions of what bars adoption of better technology and what is the key to greater organizational flexibility and productivity; concludes that ensuring job security at the management level would…

  4. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

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

  5. Job-Sharing at the Greater Victoria Public Library.

    Science.gov (United States)

    Miller, Don

    1978-01-01

    Describes the problems associated with the management of part-time library employees and some solutions afforded by a job sharing arrangement in use at the Greater Victoria Public Library. This is a voluntary work arrangement, changing formerly full-time positions into multiple part-time positions. (JVP)

  6. Job security or employment security : What's in a name?

    NARCIS (Netherlands)

    Zekic, Nuna

    2016-01-01

    The main aim of the article is to survey and conceptualize the place of employment security in labour law, and to explore a number of important legal questions relating to this concept. After scrutinizing the notion of employment security, the author endorses the view that job security that exists

  7. Declining job security level and workers' perfomance in selected ...

    African Journals Online (AJOL)

    Abstract. The study assessed bank workers' level of job security and also investigated the relationship between job security level and job performance among employees of the banks. ... These comprised both permanent and contract workers.

  8. Expatriate job performance in Greater China: Does age matter?

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Feng, Yunxia

    to expatriates in Chinese societies. It is possible that older business expatriates will receive more respect and be treated with more deference in a Chinese cultural context than their apparently younger colleagues. This may have a positive impact on expatriates’ job performance. To empirically test...... this presumption, business expatriates in Greater Chine were targeted by a survey. Controlling for the potential bias of a number of background variables, results indicate that contextual/managerial performance, including general managerial functions applied to the subsidiary in Greater China, had a positive...

  9. Cyber security for greater service reliability

    Energy Technology Data Exchange (ETDEWEB)

    Vickery, P. [N-Dimension Solutions Inc., Richmond Hill, ON (Canada)

    2008-05-15

    Service reliability in the electricity transmission and distribution (T and D) industry is being challenged by increased equipment failures, harsher climatic conditions, and computer hackers who aim to disrupt services by gaining access to transmission and distribution resources. This article discussed methods of ensuring the cyber-security of T and D operators. Weak points in the T and D industry include remote terminal units; intelligent electronic devices; distributed control systems; programmable logic controllers; and various intelligent field devices. An increasing number of interconnection points exist between an operator's service control system and external systems. The North American Electric Reliability Council (NERC) standards specify that cyber security strategies should ensure that all cyber assets are protected, and that access points must be monitored to detect intrusion attempts. The introduction of new advanced metering initiatives must also be considered. Comprehensive monitoring systems should be available to support compliance with cyber security standards. It was concluded that senior management should commit to a periodic cyber security re-assessment program in order to keep up-to-date.

  10. Declining Job Security Level and Workers' Perfomance In Selected ...

    African Journals Online (AJOL)

    tween job security level and job performance among employees of the banks. The study ..... My financial income is likely to be unstable and uncertain due ..... when job satisfaction and motivation were sufficiently high, the negative influence of.

  11. Age and Expatriate Job Performance in Greater China

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Feng, Yunxia

    2009-01-01

    a positive impact on expatriates' job performance. Therefore, the purpose of this paper is toexamine the association between the age of business expatriates and their work performance in a Chinese cultural setting. Design/methodology/approach - Controlling for the potential bias of a number of background......, companies should not discriminate against older candidatesin expatriate selection for Greater China. Furthermore, older expatriates destined for a Chinesecultural context could be trained how to exploit their age advantage. Originality/value - In contrast to previous studies, this investigation attempts...... to match a certain personal characteristic of expatriates with a specific host culture. The results have implications for and contribute to the literature on expatriate selection as well as to the body of research on crosscultural training....

  12. 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 ...

  13. Perceptions of Job Security in Europe's Ageing Workforce

    Science.gov (United States)

    Hank, Karsten; Erlinghagen, Marcel

    2011-01-01

    Using data from the 2004 Survey of Health, Ageing and Retirement in Europe, this paper investigates older workers' perceptions of job security in eleven countries. We describe cross-national patterns and estimate multilevel models to analyse individual and societal determinants of self-perceived job security in the older labour force. While there…

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

    Science.gov (United States)

    Mehta, Kamlesh; Uhlig, Ronald

    2017-01-01

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

  15. Job security provisions and employment. revised estimates

    DEFF Research Database (Denmark)

    Addision, John; Grosso, Jean-Luc

    1995-01-01

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

  16. Training, Job Security and Incentive Wages

    OpenAIRE

    Margarita Katsimi

    2003-01-01

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

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

    Science.gov (United States)

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

    2010-08-01

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

  18. The job security of coaches | Singh | South African Journal for ...

    African Journals Online (AJOL)

    The proliferation of international sport competitions has drawn considerable attention to coaching. However, it appears that when a team loses, the first solution seems to be to fire the coach. This study thus aims to investigate the job security of professional coaches in South Africa. It attempts to identify the problems ...

  19. A comprehensive analysis of the job security of professional sports ...

    African Journals Online (AJOL)

    This paper presents the results of a study targeted at human resources managers and professional sports coaches at sport organisations affiliated to the South African Sports Commission, in all nine provinces of South Africa. It focuses specifically on the job security of professional sports coaches. The methodology involved ...

  20. Secure equality and greater-than tests with sublinear online complexity

    DEFF Research Database (Denmark)

    Lipmaa, Helger; Toft, Tomas

    2013-01-01

    Secure multiparty computation (MPC) allows multiple parties to evaluate functions without disclosing the private inputs. Secure comparisons (testing equality and greater-than) are important primitives required by many MPC applications. We propose two equality tests for ℓ-bit values with O(1) online...

  1. Information Systems Security Job Advertisement Analysis: Skills Review and Implications for Information Systems Curriculum

    Science.gov (United States)

    Brooks, Nita G.; Greer, Timothy H.; Morris, Steven A.

    2018-01-01

    The authors' focus was the assessment of skill requirements for information systems security positions to understand expectations for security jobs and to highlight issues relevant to curriculum management. The analysis of 798 job advertisements involved the exploration of domain-related and soft skills as well as degree and certification…

  2. Tentative job analysis for a high-level, fixed-site, nuclear security officer

    International Nuclear Information System (INIS)

    Adams, K.G.; Trujillo, A.A.

    1977-10-01

    A tentative job analysis for a high-level, fixed-site, nuclear security officer is presented. The primary objective of the report is to provide a framework for evaluating the functions of a security officer in physical protection systems. Several job requirements related to duties, basic skills, personal contacts, supervision, working conditions, and decision making are presented. Individual character traits desirable in security officers are described

  3. Technological Proficiency as a Key to Job Security. Trends and Issues Alert No. 6.

    Science.gov (United States)

    Imel, Susan

    Although not all current jobs require basic computer skills, technological advances in society have created new jobs and changed the ways many existing jobs are performed. Clearly, workers who are proficient in technology have a greater advantage in the current workplace and the need for technologically proficient workers will only continue to…

  4. Job security and work performance in Chinese employees: The mediating role of organisational identification.

    Science.gov (United States)

    Ma, Bing; Liu, Shanshi; Liu, Donglai; Wang, Hongchun

    2016-04-01

    This research focuses on investigating whether organisational identification mediates the effects of job security on in-role behaviour and extra-role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor-subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in-role behaviour and fully mediated the effect of job security on extra-role behaviour. A multi-group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in-role behaviour and extra-role behaviour through organisational identification. Limitations and implications of these findings are discussed. © 2015 International Union of Psychological Science.

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

    OpenAIRE

    Ilmakunnas, Pekka; Bockerman, Petri; Johansson, Edvard

    2010-01-01

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

  6. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

    Science.gov (United States)

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  7. SPSP Phase III Recruiting, Selecting, and Developing Secure Power Systems Professionals. Job Profiles

    Energy Technology Data Exchange (ETDEWEB)

    O' Neil, Lori Ross [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Conway, T. J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Tobey, D. H. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Greitzer, Frank L. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Dalton, Angela C. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Pusey, Portia K. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States)

    2015-03-01

    The Secure Power Systems Professional Phase III final report was released last year which an appendix of Job Profiles. This new report is that appendix broken out as a standalone document to assist utilities in recruiting and developing Secure Power Systems Professionals at their site.

  8. Organizational Commitment and Job Satisfaction of Security Operatives in Selected Tertiary Institutions In Kwara State

    Directory of Open Access Journals (Sweden)

    Alade Y. Saliu

    2015-11-01

    Full Text Available The prevalence of civil disorder and cultism in higher institutions of learning in Nigeria and the apparent inability of security operatives to stem the tide has continued to be a source of concern to both the Government and Individuals in recent times. This study examines the effect of organisational commitment on job satisfaction among security operatives working in Nigeria universities. In this study a sample of three hundred (300 security operatives were selected from both public and private universities in Kwara State. Data were collected through self-administered questionnaire and analysed through Descriptive, Comparative, Regression analysis and Spearman Rank Correlation. The findings revealed that these security operatives, a positive relationship exists between organisational commitment and job satisfaction with affective commitment having little or no significant relationship and continuance commitment having significant positive relationship. The study also found that the level of affective commitment was significantly lower than the other components. The study thus concludes that there is a significant positive relationship between organisation commitment and job satisfaction amongst the security operatives. Based on the findings, it was recommended that the selected Universities should focus on improving affective and normative commitment among security operatives in order to be able to deal with the problem of high job turnover and poor performance.

  9. 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....

  10. Security, Dignity, Caring Relationships, and Meaningful Work: Needs Motivating Participation in a Job-Training Program

    Science.gov (United States)

    Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David

    2008-01-01

    Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…

  11. The job market and temporary work programs. ANalysis of the case of the Greater La Plata conglomerate 2003-2008

    Directory of Open Access Journals (Sweden)

    Juliana Santa María

    2009-01-01

    Full Text Available This paper aims at looking into the job market situation in the Greater La Plata conglomerate, focusing its attention on the implementation of Temporary Work Programs as a clearly passive tool used by the State -especially during the last few decades- to deal with the population's employment issues. Based on the situation that the region presents, the specific situation of the municipality of Berisso which is part of the conglomerate will be looked into, in order to carry out an in-depth analysis of these types of policies' effective implementation forms and strategies on the municipal level. The Permanent Home Survey (EHP - INDEC, information provided by the Municipality and documents on Employment Policies and Programs will be used in order to complete this work.

  12. Globalisation and the labour market: an analysis of job stability and job security in Britain

    OpenAIRE

    Prajapati, Bina

    2011-01-01

    Globalisation represents the increased international integration of goods, services, labour, technology, knowledge, ideas and capital of national economics from around the world. It also evokes many opinions in relation to the costs and benefits it can provide. Globalisation can bring greater benefits to countries in the form of greater productivity and output, potentially faster economic growth, increased welfare and even greater incentives to innovate. However, workers fear that globalisati...

  13. Human security from paradigm shift to operationalisation: job description for a human security worker

    NARCIS (Netherlands)

    Glasius, M.

    2008-01-01

    This article shows how human security has functioned as both a paradigm-shifting and a bridging concept, with its most significant implications being, first, the shift from a focus on state security to one on human rights, and, second, the indivisibility of physical and material security. The

  14. Jobs for Two Million Workers.

    Science.gov (United States)

    VocEd, 1982

    1982-01-01

    The outlook for jobs in the computer industry is excellent for people with appropriate training. The shortage of computer personnel is expected to continue, resulting in higher wages, more job mobility, increasing job security and generally greater opportunities for two million Americans by 1990. (CT)

  15. Emotional Exhaustion and Job Satisfaction in Airport Security Officers − Work−Family Conflict as Mediator in the Job Demands–Resources Model

    Directory of Open Access Journals (Sweden)

    Sophie eBaeriswyl

    2016-05-01

    Full Text Available The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners. Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R model and using work–family conflict (WFC as an intervening variable to study relationships between work characteristics (workload and supervisor support, emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a supervisor support as a major job resource predicted job satisfaction among screeners; (b workload as a major job demand predicted their emotional exhaustion; and (c WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  16. Emotional Exhaustion and Job Satisfaction in Airport Security Officers – Work–Family Conflict as Mediator in the Job Demands–Resources Model

    Science.gov (United States)

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD–R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. PMID:27242581

  17. Influence of employment and job security on physical and mental health in adults living with HIV: cross-sectional analysis.

    Science.gov (United States)

    Rueda, Sergio; Raboud, Janet; Rourke, Sean B; Bekele, Tsegaye; Bayoumi, Ahmed; Lavis, John; Cairney, John; Mustard, Cameron

    2012-01-01

    In the general population, job insecurity may be as harmful to health as unemployment. Some evidence suggests that employment is associated with better health outcomes among people with HIV, but it is not known whether job security offers additional quality-of-life benefits beyond the benefits of employment alone. We used baseline data for 1660 men and 270 women who participated in the Ontario HIV Treatment Network Cohort Study, an ongoing observational cohort study that collects clinical and socio-behavioural data from people with HIV in the province of Ontario, Canada. We performed multivariable regression analyses to determine the contribution of employment and job security to health-related quality of life after controlling for potential confounders. Employed men with secure jobs reported significantly higher mental health-related quality of life than those who were non-employed (β = 5.27, 95% confidence interval [CI] 4.07 to 6.48), but insecure employment was not associated with higher mental health scores relative to non-employment (β = 0.18, 95% CI -1.53 to 1.90). Thus, job security was associated with a 5.09-point increase on a 100-point mental health quality-of-life score (95% CI 3.32 to 6.86). Among women, being employed was significantly associated with both physical and mental health quality of life, but job security was not associated with additional health benefits. Participation in employment was associated with better quality of life for both men and women with HIV. Among men, job security was associated with better mental health, which suggests that employment may offer a mental health benefit only if the job is perceived to be secure. Employment policies that promote job security may offer not only income stability but also mental health benefits, although this additional benefit was observed only for men.

  18. Under Pressure: Job Security, Resource Allocation, and Productivity in Schools under No Child Left Behind

    OpenAIRE

    Randall Reback; Jonah Rockoff; Heather L. Schwartz

    2014-01-01

    We conduct the first nationwide study of incentives under the No Child Left Behind (NCLB) Act, which requires states to punish schools failing to meet target passing rates on students' standardized exams. States' idiosyncratic policies created variation in the risk of failure among very similar schools in different states, which we use to identify effects of accountability pressure. We find NCLB lowers teachers' perceptions of job security, shifts time towards specialist teachers in high-stak...

  19. 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…

  20. An Assessment of Teacher Retention on Job Security in Private Secondary Schools in Ogun State, Nigeria

    Directory of Open Access Journals (Sweden)

    M.F. Faremi

    2017-12-01

    Full Text Available This study assessed the relationship between teacher retention and job security in private secondary schools in Ogun state, Nigeria. The study assessed ade-quacy in teaching and learning infrastructure, evaluated mode of recruitment of teachers, the factors responsible for high teacher turnover and teachers retention strategies employed in private secondary schools. Descriptive research of the survey design was employed in this study. Data were collected using questionnaire. Multistage sampling technique was used for data collection among 200 teachers including the school principals. Data collected were analyzed with a mixture of descriptive and inferential statistics. Percentages, mean and frequency counts were used to answer the research questions raised while Pearson Moment Correlation Coefficient and t-test analysis were used to test the formulated hypotheses at 0.05 level of significance. The findings from this study revealed that teaching and learning infrastructure were inadequate in most of the schools. It was observed that books, classroom and teachers were very adequate in some of the schools. However, few of the schools had internet facility for knowledge transfer and student exposure to the worldwide web. The study also showed that the proprietors were primarily responsible for staff recruitment although there were instances where formal advertisement for recruitment was made. The study further revealed a significant relationship between teacher retention strategies and job security in private secondary schools in Osun state. The study also showed a significant relationship between teacher turnover and job security in the schools. In addition, the findings showed a significant relationship between teacher turnover and job security in private secondary schools in Osun state. Lastly, the study revealed a significant difference in the mean rate and female teachers' turnover in the selected private secondary schools. Based on the

  1. Bio-inspired motion planning algorithms for autonomous robots facilitating greater plasticity for security applications

    Science.gov (United States)

    Guo, Yi; Hohil, Myron; Desai, Sachi V.

    2007-10-01

    Proposed are techniques toward using collaborative robots for infrastructure security applications by utilizing them for mobile sensor suites. A vast number of critical facilities/technologies must be protected against unauthorized intruders. Employing a team of mobile robots working cooperatively can alleviate valuable human resources. Addressed are the technical challenges for multi-robot teams in security applications and the implementation of multi-robot motion planning algorithm based on the patrolling and threat response scenario. A neural network based methodology is exploited to plan a patrolling path with complete coverage. Also described is a proof-of-principle experimental setup with a group of Pioneer 3-AT and Centibot robots. A block diagram of the system integration of sensing and planning will illustrate the robot to robot interaction to operate as a collaborative unit. The proposed approach singular goal is to overcome the limits of previous approaches of robots in security applications and enabling systems to be deployed for autonomous operation in an unaltered environment providing access to an all encompassing sensor suite.

  2. SPSP Phase III Recruiting, Selecting, and Developing Secure Power Systems Professionals: Behavioral Interview Guidelines by Job Roles

    Energy Technology Data Exchange (ETDEWEB)

    O' Neil, Lori Ross [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Conway, T. J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Tobey, D. H. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Greitzer, Frank L. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Dalton, Angela C. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Pusey, Portia K. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States)

    2015-03-01

    The Secure Power Systems Professional Phase III final report was released last year which an appendix of Behavioral Interview Guidelines by Job Roles. This new report is that appendix broken out as a standalone document to assist utilities in recruiting and developing Secure Power Systems Professionals at their site.

  3. Beyond job security and money: driving factors of motivation for government doctors in India.

    Science.gov (United States)

    Purohit, Bhaskar; Bandyopadhyay, Tathagata

    2014-02-21

    Despite many efforts from government to address the shortage of medical officers (MOs) in rural areas, rural health centres continue to suffer from severe shortage of MOs. Lack of motivation to join and continue service in rural areas is a major reason for such shortage. In the present study, we aimed to assess and rank the driving factors of motivation important for in-service MOs in their current job. The study participants included ninety two in-service government MOs from three states in India. The study participants were required to rank 14 factors of motivation important for them in their current job. The factors for the study were selected using Herzberg's two-factor theory of motivation and the data were collected using an instrument that has an established reliability and validity. Test of Kendall's coefficient of concordance (W) was carried out to assess the agreement in ranks assigned by participants to various motivation factors. Next, we studied the distributions of ranks of different motivating factors using standard descriptive statistics and box plots, which gave us interesting insights into the strength of agreement of the MOs in assigning ranks to various factors. And finally to assess whether MOs are more intrinsically motivated or extrinsically motivated, we used Kolmogorov-Smirnov test. The (W) test indicated statistically significant (P factors than to extrinsic factors. The study results indicate that job security was the most important factor related to motivation, closely followed by interesting work and respect and recognition. Among the top five preferred factors, three were intrinsic factors indicating a great importance given by MOs to factors beyond money and job security. To address the issue of motivation, the health departments need to pay close attention to devising management strategies that address not only extrinsic but also intrinsic factors of motivation. The study results may be useful to understand the complicated issue of

  4. Can Career Advancement and Job Security Act as Collaterals for Commitment? Evidence from the Hotel Industry of Malaysia

    OpenAIRE

    Aizzat Mohd. Nasurdin; Noor Hazlina Ahmad; Cheng Ling Tan

    2014-01-01

    This study aims to examine the role of career advancement and job security as predictors of employee commitment to their organization. Data was collected from 580 frontline employees attached to two departments of 29 luxury hotels in Peninsular Malaysia. Statistical results using Partial Least Squares technique provided support for the proposed hypotheses. In view of the findings, theoretical and practical implications are discussed.

  5. Technical Training Skills Needs of Youth for Sustainable Job Security in Rice Production in Ebonyi State, Nigeria

    Science.gov (United States)

    Edu, Chukwuma Nwofe; Ogba, Ernest Ituma

    2016-01-01

    The study identifies technical training skills needs of youth for sustainable job security in rice production in Ebonyi State, Nigeria. This study was carried out in secondary schools in three educational zones in Ebonyi State, Nigeria. Ebonyi state is one of the states in the southeast geopolitical zone in Nigeria. Descriptive survey design was…

  6. Development and Validation of Mechanical Engineering Trade Skills Assessment Instrument for Sustainable Job Security in Yobe State

    Science.gov (United States)

    Adamu, Gishua Garba; Dawha, Josphine Musa; Kamar, Tiamiyu Salihu

    2015-01-01

    Mechanical Engineering Trade Skills Assessment Instrument (METSAI) is aimed at determining the extent to which students have acquired practical skills before graduation that will enable them get employment for sustainable job security in Yobe state. The study employed instrumentation research design. The populations of the study were 23 mechanical…

  7. An adaptive algorithm for performance assessment of construction project management with respect to resilience engineering and job security

    Directory of Open Access Journals (Sweden)

    P. Hashemi

    2018-01-01

    Full Text Available Construction sites are accident-prone locations and therefore safety management plays an im-portant role in these workplaces. This study presents an adaptive algorithm for performance as-sessment of project management with respect to resilience engineering and job security in a large construction site. The required data are collected using questionnaires in a large construction site. The presented algorithm is composed of radial basis function (RBF, artificial neural networks multi-layer perceptron (ANN-MLP, and statistical tests. The results indicate that preparedness, fault-tolerance, and flexibility are the most effective factors on overall efficiency. Moreover, job security and resilience engineering have similar statistical impacts on overall system efficiency. The results are verified and validated by the proposed algorithm.

  8. Is Longer Unemployment Rewarded with Longer Job Tenure?

    DEFF Research Database (Denmark)

    Kohara, Miki; Sasaki, Masaru; Machikita, Tomohiro

    security offices: one includes information about the circumstances of job seekers receiving unemployment insurance, and the other includes information about job seekers applying for jobs. We first show a negative relationship between unemployment duration and the subsequent job duration. Restricting...... the sample to job seekers who changed search behaviors in the final 59 days before expiration of unemployment insurance, we secondly show an even greater negative effect of unemployment duration on the following job duration. The importance lies not only in the duration of unemployment. If job seekers keep...

  9. Long-Term Employment and Job Security over the Past 25 Years

    DEFF Research Database (Denmark)

    Kambayashia, Ryo; Kato, Takao

    2017-01-01

    important role that seniority plays in protecting workers from job loss in Japan than in the United States and reveals that this gap in seniority’s influence on job stability between the two countries widened. Overall, it is the U.S. economy with the longest economic expansion, not the Japanese economy...

  10. Security of Supply: A Pan-European Approach - The Opportunities and Requirements of Greater Cooperation Across European Electricity Markets

    International Nuclear Information System (INIS)

    Ulreich, S.

    2015-01-01

    In December 2014, Prognos AG (Berlin/Basel) was commissioned by the Weltenergierat - Deutschland e.V to prepare a study on the potential of greater cooperation across European electricity markets. The focus of the analysis was to address the extent to which closer cooperation on ensuring generation adequacy can lead to cost reductions. Fifteen countries were analysed: seven members of the Pentalateral Energy Forum (PLEF, DE, BE, NL, LU, FR, AT and CH) and eight additional bordering countries (PL, IT, UK, ES, DK, CZ, PT and IE). Today, ensuring generation adequacy takes place at a national level and international effects are not taken into account. However, if cross-border effects are considered adequacy considerations at a national level can be relieved, e.g.: load peaks in Europe do not occur simultaneously and the feedin from renewable energy takes place at different times. Potential savings arise, as less capacity needs to be secured by conventional power plants. An indicator for this in the present study is the so-called residual load. The study is based on analyses of all existing data relating to hourly load and feed-in from renewable energy for the period from 2009 to 2014. In addition, two scenarios (based on Visions V1 and V3 of ENTSO-E's System Outlook and Adequacy Forecast) and numerous sensitivities for 2030 were generated. As the variability of the results is highly dependent on weather conditions, 48 simulations of wind power (sensitivities) established a broad corridor of results. For this reason, ranges are used in the presentation of results. The approach makes this study the most comprehensive analysis to date of the potential of closer cooperation with respect to ensuring generation adequacy. With the assumption of no grid congestion, the study reaches the following results: 1) Reduction of residual load: In contrast to a national assessment scheme, under a collective assessment scheme the residual load will reduce by 2 to 15 gigawatts (most

  11. Position statement. Restructuring, work redesign, and the job and career security of registered nurses. American Nurses Association.

    Science.gov (United States)

    1996-01-01

    The American Nurses Association (ANA) is committed to safeguarding the public, protecting and advancing the careers of professional nurses, supporting individual and collective efforts by registered nurses to protect their clients and enhancing the professional development and job security of registered nurses. As the nation's health care system is restructured, ANA is actively engaged in initiatives to strengthen the economic and general welfare of registered nurses, the safety and care for the public, and, in partnership with the state nurses associations (SNAs), oppose efforts to replace registered nurses with inappropriate substitutes.

  12. The Free Trade Area of the Americas: Can Regional Economic Integration Lead to Greater Cooperation on Security?

    National Research Council Canada - National Science Library

    Sandoval, Thomas

    2002-01-01

    ...) and its impact on cooperative security in the Western Hemisphere. Similar to the l990s, when the U.S. government debated the pros and cons of the NAFTA, the United States now faces a debate over passage and implementation of the FTAA...

  13. False security or greater social inclusion? Exploring perceptions of CCTV use in public and private spaces accessed by the homeless.

    Science.gov (United States)

    Huey, Laura

    2010-03-01

    It has been well documented that owing to the vulnerability inherent in their situation and status, the homeless experience high rates of harassment and criminal victimization. And yet, the question of whether CCTV surveillance of public and private spaces - so frequently viewed by the middle classes as a positive source of potential security - might also be viewed by the homeless in similar ways. Within the present paper, I address this issue by considering the possibility that CCTV might be seen by some homeless men and women as offering: a) a measure of enhanced security for those living in the streets and in shelters, and; b) to the extent that security is conceived of as a social good, the receipt of which marks one as a citizen of the state, a means by which they can be reconstituted as something more than 'lesser citizens'. To test these ideas, I rely on data from interviews conducted with homeless service users, service providers for the homeless, and police personnel in three cities. What is revealed is a mixed set of beliefs as to the relative security and meaning of CCTV.

  14. Flash Foods' Job Creation and Petroleum Independence with E85

    Energy Technology Data Exchange (ETDEWEB)

    Walk, Steve [Protec Fuel Management LLC, Boca Raton, FL (United States)

    2016-11-21

    Protec Fuel Management project objectives are to help design, build, provide, promote and supply biofuels for the greater energy independence, national security and domestic economic growth through job creations, infrastructure projects and supply chain business stimulants.

  15. Regional energy resource development and energy security under CO{sub 2} emission constraint in the greater Mekong sub-region countries (GMS)

    Energy Technology Data Exchange (ETDEWEB)

    Watcharejyothin, Mayurachat; Shrestha, Ram M. [School of Environment, Resources and Development, Asian Institute of Technology (Thailand)

    2009-11-15

    The paper evaluates effects of energy resource development within the Greater Mekong Sub-region (GMS) on energy supply mix, energy system cost, energy security and environment during 2000-2035. A MARKAL-based integrated energy system model of the five GMS countries was developed to examine benefits of regional energy resource development for meeting the energy demand of these countries. The study found that an unrestricted energy resource development and trade within the region would reduce the total-regional energy systems cost by 18% and would abate the total CO{sub 2} emission by 5% as compared to the base case. All the five countries except Myanmar would benefit from the expansion of regional energy resource integration in terms of lower energy systems costs and better environmental qualities. An imposition of CO{sub 2} emission reduction constraint by 5% on each of the study countries from that of the corresponding emissions under the unrestricted energy resource development in the GMS is found to improve energy security, reduce energy import and fossil fuels dependences and increase volume of power trade within the region. The total energy system cost under the joint CO{sub 2} emission reduction strategy would be less costly than that under the individual emission targets set for each country. (author)

  16. Regional energy resource development and energy security under CO2 emission constraint in the greater Mekong sub-region countries (GMS)

    International Nuclear Information System (INIS)

    Watcharejyothin, Mayurachat; Shrestha, Ram M.

    2009-01-01

    The paper evaluates effects of energy resource development within the Greater Mekong Sub-region (GMS) on energy supply mix, energy system cost, energy security and environment during 2000-2035. A MARKAL-based integrated energy system model of the five GMS countries was developed to examine benefits of regional energy resource development for meeting the energy demand of these countries. The study found that an unrestricted energy resource development and trade within the region would reduce the total-regional energy systems cost by 18% and would abate the total CO 2 emission by 5% as compared to the base case. All the five countries except Myanmar would benefit from the expansion of regional energy resource integration in terms of lower energy systems costs and better environmental qualities. An imposition of CO 2 emission reduction constraint by 5% on each of the study countries from that of the corresponding emissions under the unrestricted energy resource development in the GMS is found to improve energy security, reduce energy import and fossil fuels dependences and increase volume of power trade within the region. The total energy system cost under the joint CO 2 emission reduction strategy would be less costly than that under the individual emission targets set for each country.

  17. Strategic information security

    CERN Document Server

    Wylder, John

    2003-01-01

    Introduction to Strategic Information SecurityWhat Does It Mean to Be Strategic? Information Security Defined The Security Professional's View of Information Security The Business View of Information SecurityChanges Affecting Business and Risk Management Strategic Security Strategic Security or Security Strategy?Monitoring and MeasurementMoving Forward ORGANIZATIONAL ISSUESThe Life Cycles of Security ManagersIntroductionThe Information Security Manager's Responsibilities The Evolution of Data Security to Information SecurityThe Repository Concept Changing Job Requirements Business Life Cycles

  18. Morbidade em candidatos a emprego na região metropolitana de Salvador, Bahia, Brasil Morbidity among job applicants in Greater Metropolitan Salvador, Bahia, Brazil

    Directory of Open Access Journals (Sweden)

    Vilma S. Santana

    2001-02-01

    Full Text Available O objetivo deste estudo transversal é avaliar o perfil de morbidade de candidatos a emprego, através de estimativas de prevalência de alterações de exames laboratoriais, dados da anamnese clínica e do laudo médico ocupacional sobre a aptidão para o trabalho. A população do estudo se constitui de 1.237 trabalhadores do sexo masculino, selecionados aleatoriamente através de prontuários médicos de um Serviço de Medicina Ocupacional de Salvador-Bahia, no período entre 1988 e 1996. Apenas dados de exames admissionais foram utilizados. As enfermidades mais encontradas foram infecções parasitárias (51,7%, anemias (12,8% e hipertensão arterial (12,7%, enquanto que o sobrepeso atingiu 24,7% da população do estudo. Motoristas apresentaram altas prevalências de sobrepeso (38,2% e hipertensão arterial (16,2%. Programas de higiene e segurança no trabalho necessitam enfocar, além de riscos e doenças ocupacionais, as mais comuns enfermidades e riscos, que nesta população foram aqueles típicos das más condições de vida. Atenção especial para a prevenção de doenças cardiovasculares deve ser dirigida a motoristas.This cross-sectional study evaluates the pre-employment health status of job applicants, based on prevalence estimates of abnormal laboratory test results, clinical diagnosis, and a physician-signed fit-for-work assessment, which is mandatory in Brazil. The study population was a random sample of 1,237 male workers selected from medical records (1988-1996 from an Occupational Medical Center located in Salvador, the capital of Bahia State, Brazil. The data were from a single pre-employment medical assessment for each individual. The most common diseases were intestinal parasites (51.7%, anemia (12.8%, and hypertension (12.7%. Drivers showed a high prevalence of overweight (38.2% and hypertension (16.2%. In addition to work-related risks and diseases, occupational hygiene and safety programs need to address prevailing

  19. 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...

  20. Securing Growth and Jobs: Improving U.S. Prosperity in a Worldwide Economy. A White Paper from Business Roundtable

    Science.gov (United States)

    Business Roundtable, 2004

    2004-01-01

    The Business Roundtable prepared this paper to: (1) help policymakers and the public better understand the facts about the United States' role in the worldwide economy; (2) offer context and perspective on employment trends; and (3) recommend a package of policies that will stimulate economic growth, foster innovation, create jobs and help workers…

  1. Employer support for innovative work and employees' job satisfaction and job-related stress.

    Science.gov (United States)

    Raykov, Milosh

    2014-01-01

    There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

  2. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    Bitsch, Vera

    2006-01-01

    The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cau...

  3. 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...

  4. Job stress and job satisfaction: home care workers in a consumer-directed model of care.

    Science.gov (United States)

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-08-01

    To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.

  5. 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

  6. EMPLOYEE PERCEPTIONS OF JOB SATISFACTION: COMPARATIVE STUDY ON INDIAN BANKS

    Directory of Open Access Journals (Sweden)

    Arunima Shrivastava

    2009-01-01

    Full Text Available The present study examined the job satisfaction level of a public sector and private sector bank employees in India. The sample consisted of 340 bank employees from both sectors. Job Diagnostic Survey by Hackman and Oldham (1975 was used to ascertain the level of job satisfaction. This study used independent samples t-test and qualitative analysis to study the differences in employee attitudes. Results indicated that the means of the public and private banks were significantly different from each other. It was found that private sector bank employees perceive greater satisfaction with pay, social, and growth aspects of job as compared to public sector bank employees. On the other hand, public sector bank employees have expressed greater satisfaction with job security as compared to private sector bank employees. The findings of the study highlight important satisfiers and dissatisfiers present in the job and suggest both the banks to take performance initiatives in the areas where employees have reported reduced satisfaction.

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

    Science.gov (United States)

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

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

  8. 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.

  9. 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...

  10. 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...

  11. 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...

  12. Small cities face greater impact from automation

    OpenAIRE

    Frank, Morgan R.; Sun, Lijun; Cebrian, Manuel; Youn, Hyejin; Rahwan, Iyad

    2017-01-01

    The city has proven to be the most successful form of human agglomeration and provides wide employment opportunities for its dwellers. As advances in robotics and artificial intelligence revive concerns about the impact of automation on jobs, a question looms: How will automation affect employment in cities? Here, we provide a comparative picture of the impact of automation across U.S. urban areas. Small cities will undertake greater adjustments, such as worker displacement and job content su...

  13. 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...

  14. 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...

  15. 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.

  16. Security Transformation

    National Research Council Canada - National Science Library

    Metz, Steven

    2003-01-01

    ... adjustment. With American military forces engaged around the world in both combat and stabilization operations, the need for rigorous and critical analysis of security transformation has never been greater...

  17. Health effects of job insecurity

    OpenAIRE

    Green, F.

    2015-01-01

    Research has shown that job insecurity affects both mental and physical health, though the effects are lower when employees are easily re-employable. The detrimental effects of job insecurity can also be partly mitigated by employers allowing greater employee participation in workplace decision-making in order to ensure fair procedures. But as job insecurity is felt by many more people than just the unemployed, the negative health effects during recessions are multiplied and extend through th...

  18. 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...

  19. 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…

  20. 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...

  1. 6 CFR 17.520 - Job classification and structure.

    Science.gov (United States)

    2010-01-01

    ... 6 Domestic Security 1 2010-01-01 2010-01-01 false Job classification and structure. 17.520 Section 17.520 Domestic Security DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY NONDISCRIMINATION... classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

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

    OpenAIRE

    Green, C; Heywood, J S

    2007-01-01

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

  3. Rural nurse job satisfaction.

    Science.gov (United States)

    Molinari, D L; Monserud, M A

    2008-01-01

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

  4. Role of Outsourcing in Stress and Job Satisfaction of Information Technology Professionals

    Science.gov (United States)

    Robinson, Janell R.

    2016-01-01

    Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The…

  5. 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...

  6. Addressing Global Warming, Air Pollution, Energy Security, and Jobs with Roadmaps for Changing the All-Purpose Energy Infrastructure of the 50 United States

    Science.gov (United States)

    Jacobson, M. Z.

    2014-12-01

    Global warming, air pollution, and energy insecurity are three of the most significant problems facing the world today. This talk discusses the development of technical and economic plans to convert the energy infrastructure of each of the 50 United States to those powered by 100% wind, water, and sunlight (WWS) for all purposes, namely electricity, transportation, industry, and heating/cooling, after energy efficiency measures have been accounted for. The plans call for all new energy to be WWS by 2020, ~80% conversion of existing energy by 2030, and 100% by 2050 through aggressive policy measures and natural transition. Resource availability, footprint and spacing areas required, jobs created versus lost, energy costs, avoided costs from air pollution mortality and morbidity and climate damage, and methods of ensuring reliability of the grid are discussed. Please see http://web.stanford.edu/group/efmh/jacobson/Articles/I/WWS-50-USState-plans.html

  7. Job crafting

    NARCIS (Netherlands)

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

    2014-01-01

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

  8. Influence of Sociodemographic Factors on Job Burnout and ...

    African Journals Online (AJOL)

    Influence of Sociodemographic Factors on Job Burnout and Satisfaction among ... (ii) female medical personnel showed significantly greater degree of job satisfaction than ... level of job satisfaction than older employees and, (iv) married employees found significantly more job satisfaction than their unmarried counterparts.

  9. DIRAC Security

    CERN Document Server

    Casajús Ramo, A

    2006-01-01

    DIRAC is the LHCb Workload and Data Management System. Based on a service-oriented architecture, it enables generic distributed computing with lightweight Agents and Clients for job execution and data transfers. DIRAC implements a client-server architecture exposing server methods through XML Remote Procedure Call (XML-RPC) protocol. DIRAC is mostly coded in python. DIRAC security infrastructure has been designed to be a completely generic XML-RPC transport over a SSL tunnel. This new security layer is able to handle standard X509 certificates as well as grid-proxies to authenticate both sides of the connection. Serve and client authentication relies over OpenSSL and py-Open SSL, but to be able to handle grid proxies some modifications have been added to those libraries. DIRAC security infrastructure handles authorization and authorization as well as provides extended capabilities like secure connection tunneling and file transfer. Using this new security infrastructure all LHCb users can safely make use o...

  10. The Mediating Role of Job Stress on The Effect of Mobbing on Burnout: An Analysis of Social Security Organization Employees in The District of Ankara

    Directory of Open Access Journals (Sweden)

    Yücel Erol

    2015-06-01

    Full Text Available In this study, due to the influence of Mobbing (MO on Burnout (BU, the mediating role of Job Stress (JS on employees is examined. Hence, 826 employees of public and private institutions in Ankara were included in the sample. The data obtained by a questionnaire that prepared by Leymann (1996’s MO scale, and Maslach (1981's BU scale and Haynes (1996's JS scale. Data was evaluated by using One-Way ANOVA, correlation, regression, and multiple regression SPSS. As can be seen from the results of research, applied and perceived MO has a significant impact on employees' JS’s levels and becomes effective in the creation of JS. On the other hand, BU syndrome were seen as a consequence of the resulting JS. These conditions affect each other and existence of one within the organizational structure, results emergence of the other two. Therefore, management of organization, all levels of managers, and employees as individuals should be aware of these psychological states and conduct studies aimed for its prevention.In this research, meaningful relationships have been identified in the mediating role of JS at the impact of MO on BU. On the other hand in terms of demographic variables, significant variations were found in the levels of MO, BU, and JS

  11. Security careers skills, compensation, and career paths

    CERN Document Server

    Walker, Stephen W

    2014-01-01

    The third edition of Security Careers is the authoritative reference for current job descriptions and pay practices of security, compliance, ethics, environmental, health and safety occupations. The job descriptions and compensation ranges in this report are drawn from research from the Foushée Group, which has been conducting this research since 1980. Security Careers includes more than 75 job descriptions for security-related positions, which range from the entry-level security guard to the top global corporate executive. It also provides four years of compensation trend data to give a th

  12. 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

  13. The Effects of Discrimination on Job Satisfaction in the Military: Comparing Evidence from the Armed Forces Equal Opportunity Survey and the Military Equal Opportunity Climate Survey

    National Research Council Canada - National Science Library

    Stewart, James

    2001-01-01

    ... related to job security, opportunity to acquire skills, and overall job satisfaction. Conversely, experiencing discrimination attributable to military sources is associated with lower satisfaction levels...

  14. Greater autonomy at work

    NARCIS (Netherlands)

    Houtman, I.L.D.

    2004-01-01

    In the past 10 years, workers in the Netherlands increasingly report more decision-making power in their work. This is important for an economy in recession and where workers face greater work demands. It makes work more interesting, creates a healthier work environment, and provides opportunities

  15. Gender, job authority, and depression.

    Science.gov (United States)

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

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

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

    Science.gov (United States)

    Yeung, D Y; Tang, C S

    2001-01-01

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

  17. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

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

  18. Job Satisfaction and Employment Equity in South Africa

    OpenAIRE

    Tim Hinks

    2010-01-01

    This paper is the first to estimate job satisfaction equations in post-Apartheid South Africa. Absolute earnings contribute to greater job satisfaction. Racial group is also an important predictor of job satisfaction, but, when interacted with a proxy for affirmative action legislation, it is found that black job satisfaction is positively correlated with this legislation whereas coloured and to a lesser extent white job satisfaction is diminished. Copyright 2010 The author 2009. Published by...

  19. 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, ...

  20. Job Hazard Analysis

    National Research Council Canada - National Science Library

    1998-01-01

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

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

    OpenAIRE

    Marloes de Graaf-Zijl

    2005-01-01

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

  2. Technology and job retention among young adults, 1980-98

    OpenAIRE

    Zavodny, Madeline

    2000-01-01

    Although many studies have examined whether job stability and security have declined over time, the role of technology in job turnover has received little attention. This analysis examines the relationship between the likelihood that a worker remains at the same job for two years and various measures of technology usage across industries. Using data from the National Longitudinal Survey of Youth over 1980-98, the results indicate that the relationship between job retention and technology vari...

  3. Relative pay and job satisfaction: some new evidence

    OpenAIRE

    Nguyen, Anh; Taylor, Jim; Bradley, Steve

    2003-01-01

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

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

    Science.gov (United States)

    Stier, Haya

    2015-01-01

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

  5. Small cities face greater impact from automation.

    Science.gov (United States)

    Frank, Morgan R; Sun, Lijun; Cebrian, Manuel; Youn, Hyejin; Rahwan, Iyad

    2018-02-01

    The city has proved to be the most successful form of human agglomeration and provides wide employment opportunities for its dwellers. As advances in robotics and artificial intelligence revive concerns about the impact of automation on jobs, a question looms: how will automation affect employment in cities? Here, we provide a comparative picture of the impact of automation across US urban areas. Small cities will undertake greater adjustments, such as worker displacement and job content substitutions. We demonstrate that large cities exhibit increased occupational and skill specialization due to increased abundance of managerial and technical professions. These occupations are not easily automatable, and, thus, reduce the potential impact of automation in large cities. Our results pass several robustness checks including potential errors in the estimation of occupational automation and subsampling of occupations. Our study provides the first empirical law connecting two societal forces: urban agglomeration and automation's impact on employment. © 2018 The Authors.

  6. Small cities face greater impact from automation

    Science.gov (United States)

    Sun, Lijun; Cebrian, Manuel; Rahwan, Iyad

    2018-01-01

    The city has proved to be the most successful form of human agglomeration and provides wide employment opportunities for its dwellers. As advances in robotics and artificial intelligence revive concerns about the impact of automation on jobs, a question looms: how will automation affect employment in cities? Here, we provide a comparative picture of the impact of automation across US urban areas. Small cities will undertake greater adjustments, such as worker displacement and job content substitutions. We demonstrate that large cities exhibit increased occupational and skill specialization due to increased abundance of managerial and technical professions. These occupations are not easily automatable, and, thus, reduce the potential impact of automation in large cities. Our results pass several robustness checks including potential errors in the estimation of occupational automation and subsampling of occupations. Our study provides the first empirical law connecting two societal forces: urban agglomeration and automation's impact on employment. PMID:29436514

  7. Greater-confinement disposal

    International Nuclear Information System (INIS)

    Trevorrow, L.E.; Schubert, J.P.

    1989-01-01

    Greater-confinement disposal (GCD) is a general term for low-level waste (LLW) disposal technologies that employ natural and/or engineered barriers and provide a degree of confinement greater than that of shallow-land burial (SLB) but possibly less than that of a geologic repository. Thus GCD is associated with lower risk/hazard ratios than SLB. Although any number of disposal technologies might satisfy the definition of GCD, eight have been selected for consideration in this discussion. These technologies include: (1) earth-covered tumuli, (2) concrete structures, both above and below grade, (3) deep trenches, (4) augered shafts, (5) rock cavities, (6) abandoned mines, (7) high-integrity containers, and (8) hydrofracture. Each of these technologies employ several operations that are mature,however, some are at more advanced stages of development and demonstration than others. Each is defined and further described by information on design, advantages and disadvantages, special equipment requirements, and characteristic operations such as construction, waste emplacement, and closure

  8. Steve Jobs

    OpenAIRE

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

    2013-01-01

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

  9. More features, greater connectivity.

    Science.gov (United States)

    Hunt, Sarah

    2015-09-01

    Changes in our political infrastructure, the continuing frailties of our economy, and a stark growth in population, have greatly impacted upon the perceived stability of the NHS. Healthcare teams have had to adapt to these changes, and so too have the technologies upon which they rely to deliver first-class patient care. Here Sarah Hunt, marketing co-ordinator at Aid Call, assesses how the changing healthcare environment has affected one of its fundamental technologies - the nurse call system, argues the case for wireless such systems in terms of what the company claims is greater adaptability to changing needs, and considers the ever-wider range of features and functions available from today's nurse call equipment, particularly via connectivity with both mobile devices, and ancillaries ranging from enuresis sensors to staff attack alert 'badges'.

  10. Greater oil investment opportunities

    International Nuclear Information System (INIS)

    Arenas, Ismael Enrique

    1997-01-01

    Geologically speaking, Colombia is a very attractive country for the world oil community. According to this philosophy new and important steps are being taken to reinforce the oil sector: Expansion of the exploratory frontier by including a larger number of sedimentary areas, and the adoption of innovative contracting instruments. Colombia has to offer, Greater economic incentives for the exploration of new areas to expand the exploratory frontier, stimulation of exploration in areas with prospectivity for small fields. Companies may offer Ecopetrol a participation in production over and above royalties, without it's participating in the investments and costs of these fields, more favorable conditions for natural gas seeking projects, in comparison with those governing the terms for oil

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

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2016-06-01

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

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

    Science.gov (United States)

    Graduate Management Admission Council, 2012

    2012-01-01

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

  13. The relationship between neuroticism and job satisfaction

    Directory of Open Access Journals (Sweden)

    Numanović Almedina

    2013-12-01

    Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material and Method: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfaction s, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  14. THE RELATIONSHIPBETWEEN NEUROTICISM AND JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    Numanovic Almedina

    2013-12-01

    Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material andMethod: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfactions, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  15. Job Attitudes of USAF Officers.

    Science.gov (United States)

    1986-01-01

    employees --is predicted For the iSSOs. Second, movement toward greater tr-.:hnological Job content has led to greater training and development...air, water, etc., (2) Safety needs, such as freedom from harm, (3) Social needs, such as love, belongingness , (4) Esteem needs, need For mastery and... Employee attitudes and employee performance. Psucholooical Dachler, H. P., & Schneider, E. (1978). Some general con- siderations about Factors

  16. Site security personnel training manual

    International Nuclear Information System (INIS)

    1978-10-01

    As required by 10 CFR Part 73, this training manual provides guidance to assist licensees in the development of security personnel training and qualifications programs. The information contained in the manual typifies the level and scope of training for personnel assigned to perform security related tasks and job duties associated with the protection of nuclear fuel cycle facilities and nuclear power reactors

  17. No nuclear safety without security

    International Nuclear Information System (INIS)

    Anon.

    2016-01-01

    ead of Health and Safety - Nuclear Safety and Corporate Security at ENGIE Benelux, Pierre Doumont has the delicate job of defining and implementing measures, including cybersecurity, to prevent the risk of malevolent acts against tangible and intangible assets. He gives some hints on the contribution of nuclear security to safety.

  18. Hospital security: "protecting the business".

    Science.gov (United States)

    Maas, Jos

    2013-01-01

    Implementing management science into security isn't hard and is more necessary than ever according to the author who presents and illustrates a five point plan that he says will get the security job done easier and with more commitment from the Board.

  19. Job Satisfaction, Disgruntlement and Insider Risk

    Energy Technology Data Exchange (ETDEWEB)

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

    2010-01-01

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

  20. Relationship between Job Engagement, Security, Training and ...

    African Journals Online (AJOL)

    A motivated employee cares about his/her workplace and work to contribute towards the organizational success, longevity and profitability. There are motivational factors, intrinsic or extrinsic, which influences employees' workplace behaviour (performance and level of satisfaction). This study examined the relationship ...

  1. 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 ...

  2. 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.

  3. 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)

  4. Persistent and contemporaneous effects of job stressors on mental health: a study testing multiple analytic approaches across 13 waves of annually collected cohort data.

    Science.gov (United States)

    Milner, Allison; Aitken, Zoe; Kavanagh, Anne; LaMontagne, Anthony D; Petrie, Dennis

    2016-11-01

    This study investigated the extent that psychosocial job stressors had lasting effects on a scaled measure of mental health. We applied econometric approaches to a longitudinal cohort to: (1) control for unmeasured individual effects; (2) assess the role of prior (lagged) exposures of job stressors on mental health and (3) the persistence of mental health. We used a panel study with 13 annual waves and applied fixed-effects, first-difference and fixed-effects Arellano-Bond models. The Short Form 36 (SF-36) Mental Health Component Summary score was the outcome variable and the key exposures included: job control, job demands, job insecurity and fairness of pay. Results from the Arellano-Bond models suggest that greater fairness of pay (β-coefficient 0.34, 95% CI 0.23 to 0.45), job control (β-coefficient 0.15, 95% CI 0.10 to 0.20) and job security (β-coefficient 0.37, 95% CI 0.32 to 0.42) were contemporaneously associated with better mental health. Similar results were found for the fixed-effects and first-difference models. The Arellano-Bond model also showed persistent effects of individual mental health, whereby individuals' previous reports of mental health were related to their reporting in subsequent waves. The estimated long-run impact of job demands on mental health increased after accounting for time-related dynamics, while there were more minimal impacts for the other job stressor variables. Our results showed that the majority of the effects of psychosocial job stressors on a scaled measure of mental health are contemporaneous except for job demands where accounting for the lagged dynamics was important. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  5. Job burnout.

    Science.gov (United States)

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

    2001-01-01

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

  6. Mediated definite delegation - Certified Grid jobs in ALICE and beyond

    Science.gov (United States)

    Schreiner, Steffen; Grigoras, Costin; Litmaath, Maarten; Betev, Latchezar; Buchmann, Johannes

    2012-12-01

    Grid computing infrastructures need to provide traceability and accounting of their users’ activity and protection against misuse and privilege escalation, where the delegation of privileges in the course of a job submission is a key concern. This work describes an improved handling of Multi-user Grid Jobs in the ALICE Grid Services. A security analysis of the ALICE Grid job model is presented with derived security objectives, followed by a discussion of existing approaches of unrestricted delegation based on X.509 proxy certificates and the Grid middleware gLExec. Unrestricted delegation has severe security consequences and limitations, most importantly allowing for identity theft and forgery of jobs and data. These limitations are discussed and formulated, both in general and with respect to an adoption in line with Multi-user Grid Jobs. A new general model of mediated definite delegation is developed, allowing a broker to dynamically process and assign Grid jobs to agents while providing strong accountability and long-term traceability. A prototype implementation allowing for fully certified Grid jobs is presented as well as a potential interaction with gLExec. The achieved improvements regarding system security, malicious job exploitation, identity protection, and accountability are emphasized, including a discussion of non-repudiation in the face of malicious Grid jobs.

  7. Mediated definite delegation - Certified Grid jobs in ALICE and beyond

    International Nuclear Information System (INIS)

    Schreiner, Steffen; Buchmann, Johannes; Grigoras, Costin; Litmaath, Maarten; Betev, Latchezar

    2012-01-01

    Grid computing infrastructures need to provide traceability and accounting of their users’ activity and protection against misuse and privilege escalation, where the delegation of privileges in the course of a job submission is a key concern. This work describes an improved handling of Multi-user Grid Jobs in the ALICE Grid Services. A security analysis of the ALICE Grid job model is presented with derived security objectives, followed by a discussion of existing approaches of unrestricted delegation based on X.509 proxy certificates and the Grid middleware gLExec. Unrestricted delegation has severe security consequences and limitations, most importantly allowing for identity theft and forgery of jobs and data. These limitations are discussed and formulated, both in general and with respect to an adoption in line with Multi-user Grid Jobs. A new general model of mediated definite delegation is developed, allowing a broker to dynamically process and assign Grid jobs to agents while providing strong accountability and long-term traceability. A prototype implementation allowing for fully certified Grid jobs is presented as well as a potential interaction with gLExec. The achieved improvements regarding system security, malicious job exploitation, identity protection, and accountability are emphasized, including a discussion of non-repudiation in the face of malicious Grid jobs.

  8. 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...

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

    OpenAIRE

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

    2012-01-01

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

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

    Science.gov (United States)

    Green, Kathleen

    1996-01-01

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

  11. Planning Security Services for IT Systems

    OpenAIRE

    Henderson, Marie; Page, Howard Philip

    2014-01-01

    Often the hardest job is to get business representatives to look at security as something that makes managing their risks and achieving their objectives easier, with security compliance as just part of that journey. This paper addresses that by making planning for security services a 'business tool'.

  12. Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health?

    Science.gov (United States)

    Park, Soo Kyung; Rhee, Min-Kyoung; Barak, Michàlle Mor

    2016-01-01

    Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.

  13. Farming Approaches for Greater Biodiversity, Livelihoods, and Food Security.

    Science.gov (United States)

    Garibaldi, Lucas A; Gemmill-Herren, Barbara; D'Annolfo, Raffaele; Graeub, Benjamin E; Cunningham, Saul A; Breeze, Tom D

    2017-01-01

    Scientists and policy-makers globally are calling for alternative approaches to conventional intensification of agriculture that enhance ecosystem services provided by biodiversity. The evidence reviewed here suggests that alternative approaches can achieve high crop yields and profits, but the performance of other socioeconomic indicators (as well as long-term trends) is surprisingly poorly documented. Consequently, the implementation of conventional intensification and the discussion of alternative approaches are not based on quantitative evidence of their simultaneous ecological and socioeconomic impacts across the globe. To close this knowledge gap, we propose a participatory assessment framework. Given the impacts of conventional intensification on biodiversity loss and greenhouse gas emissions, such evidence is urgently needed to direct science-policy initiatives, such as the United Nations (UN) 2030 Agenda for Sustainable Development. Copyright © 2016 Elsevier Ltd. All rights reserved.

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

    OpenAIRE

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

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

  15. Job satisfaction among a multigenerational nursing workforce.

    Science.gov (United States)

    Wilson, Barbara; Squires, Mae; Widger, Kimberley; Cranley, Lisa; Tourangeau, Ann

    2008-09-01

    To explore generational differences in job satisfaction. Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. It is imperative to improve job satisfaction for younger generations of nurses. Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.

  16. Materialism and food security.

    Science.gov (United States)

    Allen, M W; Wilson, M

    2005-12-01

    The present studies examined if materialists have an elevated concern about food availability, presumably stemming from a general survival security motivation. Study 1 found that materialists set a greater life goal of food security, and reported more food insecurity during their childhood. Materialists reported less present-day food insecurity. Study 2 revealed that materialists stored/hoarded more food at home, and that obese persons endorsed materialism more than low/normal weight persons. Study 3 found that experimentally decreasing participants' feelings of survival security (via a mortality salience manipulation) led to greater endorsement of materialism, food security as goal, and using food for emotional comfort. The results imply that materialists overcame the food insecurity of their childhood by making food security a top life goal, but that materialists' current concerns about food security may not wholly stem from genuine threats to their food supply.

  17. EMPLOYEE RETENTION: COMPONENTS OF JOB SATISFACTION OF GREEN INDUSTRY EMPLOYEES

    OpenAIRE

    Bitsch, Vera; Hogberg, Michael

    2004-01-01

    Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information.

  18. Job Satisfaction and its Influential Factors in Dental Academic ...

    African Journals Online (AJOL)

    Job Satisfaction and its Influential Factors in Dental Academic Members in Tehran, Iran. ... The impact of age, gender, academic rank, employment status and the date of ... policies, job security, educational environment, equipments, and facilities. ... are dissatisfied with their work environments in Tehran Dental Schools.

  19. Determinants and Levels of Agricultural Development Agents Job ...

    African Journals Online (AJOL)

    user

    between development agents and their jobs, such that extension work is a personally .... appraisal, equality of male and female agents, job security, resource availability ... over the 1994 census, of whom 94,187 are men and 91,994 women; 19,810 or. 10.64% are ..... IOSR Journal of Business and Management (IOSR-JBM),.

  20. Alternative security

    International Nuclear Information System (INIS)

    Weston, B.H.

    1990-01-01

    This book contains the following chapters: The Military and Alternative Security: New Missions for Stable Conventional Security; Technology and Alternative Security: A Cherished Myth Expires; Law and Alternative Security: Toward a Just World Peace; Politics and Alternative Security: Toward a More Democratic, Therefore More Peaceful, World; Economics and Alternative Security: Toward a Peacekeeping International Economy; Psychology and Alternative Security: Needs, Perceptions, and Misperceptions; Religion and Alternative Security: A Prophetic Vision; and Toward Post-Nuclear Global Security: An Overview

  1. Homeland Security

    Science.gov (United States)

    Provides an overview of EPA's homeland security roles and responsibilities, and links to specific homeland security issues: water security, research, emergency response, recovery, and waste management.

  2. 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...

  3. Security Administrator Street Smarts A Real World Guide to CompTIA Security+ Skills

    CERN Document Server

    Miller, David R

    2011-01-01

    A step-by-step guide to the tasks involved in security administration If you aspire to a career in security administration, one of your greatest challenges will be gaining hands-on experience. This book takes you through the most common security admin tasks step by step, showing you the way around many of the roadblocks you can expect on the job. It offers a variety of scenarios in each phase of the security administrator's job, giving you the confidence of first-hand experience. In addition, this is an ideal complement to the brand-new, bestselling CompTIA Security+ Study Guide, 5th Edition o

  4. 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 ...

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

    Science.gov (United States)

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

    2002-10-01

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

  6. Job Insecurity and Employee Well-Being.

    Science.gov (United States)

    Vance, Robert J.; Kuhnert, Karl W.

    This study explored the consequences of perceived job security and insecurity on the psychological and physical health of employees. Data were gathered from employees of a large midwestern manufacturing organization that produced products for material removal applications. Surveys were sent through company mail to a stratified random sample of 442…

  7. 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...

  8. Security Dilemma

    DEFF Research Database (Denmark)

    Wivel, Anders

    2011-01-01

    What is a security dilemma? What are the consequences of security dilemmas in international politics?......What is a security dilemma? What are the consequences of security dilemmas in international politics?...

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

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

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

  10. Job stress among Iranian prison employees.

    Science.gov (United States)

    Akbari, J; Akbari, R; Farasati, F; Mahaki, B

    2014-10-01

    Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  11. Job Stress among Iranian Prison Employees

    Directory of Open Access Journals (Sweden)

    J Akbari

    2014-09-01

    Full Text Available Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Results: Job stress was highest among employees of “correction and rehabilitation center” of Ilam province followed by “Dalab vocational training center.” There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Conclusion: Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  12. 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

  13. 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

  14. Social Networks in the Labour Market--The Sociology of Job Search.

    Science.gov (United States)

    Carson, Edgar

    1989-01-01

    Reviews literature on nature of social networks in labor market and their implications for job search strategies of dislocated workers. Suggests issues for further research: (1) how the job search changes as unemployment increases; (2) the role of social networks in the labor market; and (3) claims about security and conditions of jobs found…

  15. County-level job automation risk and health: Evidence from the United States.

    Science.gov (United States)

    Patel, Pankaj C; Devaraj, Srikant; Hicks, Michael J; Wornell, Emily J

    2018-04-01

    Previous studies have observed a positive association between automation risk and employment loss. Based on the job insecurity-health risk hypothesis, greater exposure to automation risk could also be negatively associated with health outcomes. The main objective of this paper is to investigate the county-level association between prevalence of workers in jobs exposed to automation risk and general, physical, and mental health outcomes. As a preliminary assessment of the job insecurity-health risk hypothesis (automation risk → job insecurity → poorer health), a structural equation model was used based on individual-level data in the two cross-sectional waves (2012 and 2014) of General Social Survey (GSS). Next, using county-level data from County Health Rankings 2017, American Community Survey (ACS) 2015, and Statistics of US Businesses 2014, Two Stage Least Squares (2SLS) regression models were fitted to predict county-level health outcomes. Using the 2012 and 2014 waves of the GSS, employees in occupational classes at higher risk of automation reported more job insecurity, that, in turn, was associated with poorer health. The 2SLS estimates show that a 10% increase in automation risk at county-level is associated with 2.38, 0.8, and 0.6 percentage point lower general, physical, and mental health, respectively. Evidence suggests that exposure to automation risk may be negatively associated with health outcomes, plausibly through perceptions of poorer job security. More research is needed on interventions aimed at mitigating negative influence of automation risk on health. Copyright © 2018 Elsevier Ltd. All rights reserved.

  16. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

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

  17. Statistical security for Social Security.

    Science.gov (United States)

    Soneji, Samir; King, Gary

    2012-08-01

    The financial viability of Social Security, the single largest U.S. government program, depends on accurate forecasts of the solvency of its intergenerational trust fund. We begin by detailing information necessary for replicating the Social Security Administration's (SSA's) forecasting procedures, which until now has been unavailable in the public domain. We then offer a way to improve the quality of these procedures via age- and sex-specific mortality forecasts. The most recent SSA mortality forecasts were based on the best available technology at the time, which was a combination of linear extrapolation and qualitative judgments. Unfortunately, linear extrapolation excludes known risk factors and is inconsistent with long-standing demographic patterns, such as the smoothness of age profiles. Modern statistical methods typically outperform even the best qualitative judgments in these contexts. We show how to use such methods, enabling researchers to forecast using far more information, such as the known risk factors of smoking and obesity and known demographic patterns. Including this extra information makes a substantial difference. For example, by improving only mortality forecasting methods, we predict three fewer years of net surplus, $730 billion less in Social Security Trust Funds, and program costs that are 0.66% greater for projected taxable payroll by 2031 compared with SSA projections. More important than specific numerical estimates are the advantages of transparency, replicability, reduction of uncertainty, and what may be the resulting lower vulnerability to the politicization of program forecasts. In addition, by offering with this article software and detailed replication information, we hope to marshal the efforts of the research community to include ever more informative inputs and to continue to reduce uncertainties in Social Security forecasts.

  18. 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)

  19. Hybrid job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1995-01-01

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

  20. Practical job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1998-01-01

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

  1. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

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

  2. Tanzania : Productive Jobs Wanted

    OpenAIRE

    World Bank Group

    2014-01-01

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

  3. Effect of Job Specialization on the Hospital Stay and Job Satisfaction of ED Nurses.

    Science.gov (United States)

    Shamsi, Vahid; Mahmoudi, Hosein; Sirati Nir, Masoud; Babatabar Darzi, Hosein

    2016-02-01

    In recent decades, the increasing crowdedness of the emergency departments has posed various problems for patients and healthcare systems worldwide. These problems include prolonged hospital stay, patient dissatisfaction and nurse burnout or job dissatisfaction. The aim of this study was to investigate the effect of emergency department (ED) nurses' job specialization on their job satisfaction and the length of patient stay in the ED. This before-after quasi-experimental study was conducted from April to May 2014 at the Baqiyatallah Hospital, Tehran, Iran. Initially, 35 patients were recruited as controls and the length of their stay in the ED was measured in minutes via a chronometer; Moreover, nurses' job satisfaction was evaluated using the Mohrman-Cooke-Mohrman job satisfaction scale. Then, a job specialization intervention was developed based on the stabilization model. After that, 35 new patients were recruited to the treatment group and received specialized care services. Accordingly, the length of their stay in the ED was measured. Moreover, the same nurses' job satisfaction was re-evaluated after the study. The study intervention lasted one month. Data were analyzed using the SPSS software version 20 and statistical tests such as the Kolmogrov-Smirnov, the paired and the independent t, and chi-square tests. There was a significant difference between the two groups of patients concerning the length of their stay in the ED (P nurses had greater job satisfaction after the study (P job specialization intervention can improve nurses' satisfaction and relieve the crowdedness of the EDs.

  4. Security Evolution.

    Science.gov (United States)

    De Patta, Joe

    2003-01-01

    Examines how to evaluate school security, begin making schools safe, secure schools without turning them into fortresses, and secure schools easily and affordably; the evolution of security systems into information technology systems; using schools' high-speed network lines; how one specific security system was developed; pros and cons of the…

  5. Job loss, retirement and the mental health of older Americans.

    Science.gov (United States)

    Mandal, Bidisha; Roe, Brian

    2008-12-01

    Millions of older individuals cope with physical limitations, cognitive changes, and various losses such as bereavement that are commonly associated with aging. Given increased vulnerability to various health problems during aging, work displacement might exacerbate these due to additional distress and to possible changes in medical coverage. Older Americans are of increasing interest to researchers and policymakers due to the sheer size of the Baby Boom cohort, which is approaching retirement age, and due to the general decline in job security in the U.S. labor market. This research compares and contrasts the effect of involuntary job loss and retirement on the mental health of older Americans. Furthermore, it examines the impact of re-employment on the depressive symptoms. There are two fundamental empirical challenges in isolating the effect of employment status on mental health. The first is to control for unobserved heterogeneity--all latent factors that could impact mental health so as to establish the correct magnitude of the effect of employment status. The second challenge is to verify the direction of causality. First difference models are used to control for latent effects and a two-stage least squares regression is used to account for reverse causality. We find that involuntary job loss worsens mental health, and re-employment recaptures the past mental health status. Retirement is found to improve mental health of older Americans. With the use of longitudinal data from the Health and Retirement Study surveys and the adoption of proper measures to control for the possibility of reverse causality, this study provides strong evidence of elevating depressive symptoms with involuntary job displacement even after controlling for other late-life events. Women suffer from greater distress levels than men after job loss due to business closure or lay-off. However, women also exhibit better psychological well-being than men following retirement. The present

  6. Job satisfaction among emergency department staff.

    Science.gov (United States)

    Suárez, M; Asenjo, M; Sánchez, M

    2017-02-01

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

  7. [Job burnout and contributing factors for nurses].

    Science.gov (United States)

    Zhu, Wei; Wang, Zhi-ming; Wang, Mian-zhen; Lan, Ya-jia; Wu, Si-ying

    2006-07-01

    To investigate the degree of job burnout and contributing factors for nurses. A total of 495 nurses from three provincial hospitals were randomly selected. The MBI-GS, EPQ-RSC and OSI-R were administered to measure job burnout, personality traits and occupational stress, respectively. The medical and surgical nurses had significant greater scores of job burnout than others (P < 0.05). The poorer educational background was correlated with lower professional efficacy. The younger nurses had stronger feeling of job burnout. The scores of job burnout changed with different personality traits. The main contributing variables to exhaustion were overload, sense of responsibility, role insufficient and self-care (P < 0.05). The main contributing variables to cynicism were role insufficiency, role boundary, sense of responsibility and self-care (P < 0.05). The main contributing variables to professional inefficacy were role insufficiency, social support and rational/cognitive coping (P < 0.05). Job burnout for nurses can be prevented by reducing or keeping moderate professional duties and responsibility, making clearer job descriptions, promoting leisure activities, and enhancing self-care capabilities.

  8. Factors Effecting Job Satisfaction Among Academic Staff

    Directory of Open Access Journals (Sweden)

    Nezih Dağdeviren

    2011-03-01

    Full Text Available Objective: In this paper, we aimed to investigate the job satisfaction levels of all the academic staff in Trakya University, along with their socioeconomic features.Material and Methods: We used a questionnaire including the Minnesota Satisfaction Questionnaire Short Form. Frequency tables, cross tabulations, Pearson Chi-square, Exact Chi-square, Kruskal-Wallis, Dunn’s Multiple Comparison and Chi-squared Automatic Interaction Detector (CHAID tests were used for statistical analysis.Results: The mean age of 560 participants was 33.86±7.33 years, of whom 47% (n=263 were female and 53% (n=297 male. Of the participants, the mean levels were 63.06±10.96 for general, 44.79±7.49 for intrinsic, and 18.27±4.64 for extrinsic job satisfaction. 85.4% of the academic staff (n=478 had a moderate level of satisfaction, whereas 14.6% (n=82 had a higher level. There was a significant relationship between income and job satisfaction levels. With the CHAID analysis, it was determined that job satisfaction had a relationship with age, educational status, total years of service and years of service in the current department. Conclusion: Job satisfaction can reflect the general emotional status of employees. It has a greater importance for the jobs that can affect the extraoccupational lives directly and require constant devotion. Employers should take some measures to increase job satisfaction in order to improve efficiency.

  9. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

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

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

    Directory of Open Access Journals (Sweden)

    Yan'e Shen

    2015-04-01

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

  11. Job Offers to Individuals With Severe Mental Illness After Participation in Virtual Reality Job Interview Training.

    Science.gov (United States)

    Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

    2015-11-01

    Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.

  12. Job scheduling in a heterogenous grid environment

    Energy Technology Data Exchange (ETDEWEB)

    Oliker, Leonid; Biswas, Rupak; Shan, Hongzhang; Smith, Warren

    2004-02-11

    Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

  13. 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.

  14. Descriptive study of job satisfaction and job dissatisfaction in a sample of Croatian seafarers.

    Science.gov (United States)

    Slišković, Ana; Penezić, Zvjezdan

    2015-01-01

    Given the general lack of studies on well-being in Croatian seafarers, the aim of this study was to determine the level and sources of their job satisfaction and job dissatisfaction. This descriptive study was conducted on a sample of Croatian seafarers (n = 530), employed in various functions on cargo ships. Using an online survey, we examined overall job satisfaction, and satisfaction with some specific aspects of work. Participants additionally responded to two open questions relating to the sources of their job satisfaction and job dissatisfaction, and these data were analysed using a qualitative approach. The results showed a moderate level of overall job satisfaction, while analysis of the 10 specific facets indicated that the participants are, on average, most satisfied with payment, and least satisfied with the achieved benefits and work organisation on board. The results of the qualitative analysis showed that among the main sources of job satisfaction are: financial stability and security, the ratio of work days to days off, and the quality of days off, and the nature and dynamics of the work. On the other hand, sources of dissatisfaction relate primarily to: separation from home and family, the status of Croatian seafarers in the Republic of Croatia, and working and living conditions on board.

  15. 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

  16. Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

    Science.gov (United States)

    Lee, Margaret; Pitesa, Marko; Pillutla, Madan M; Thau, Stefan

    2018-03-01

    People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that for relatively less desirable jobs, attractive candidates will be discriminated against. We argue that the ascribed sense of entitlement to good outcomes leads to perceptions that attractive individuals are more likely to be dissatisfied working in relatively less desirable jobs. When selecting candidates for relatively less desirable jobs, decision makers try to ascertain whether a candidate would be satisfied in those jobs, and the stereotype of attractive individuals feeling entitled to good outcomes makes decision makers judge attractive candidates as more likely to be dissatisfied in relatively less (but not more) desirable jobs. Consequently, attractive candidates are discriminated against in the selection for relatively less desirable jobs. Four experiments found support for this theory. Our results suggest that different discriminatory processes operate when decision makers select among candidates for relatively less desirable jobs and that attractive people might be systematically discriminated against in a segment of the workforce. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  17. 20 CFR 638.528 - Social Security.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Social Security. 638.528 Section 638.528... TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.528 Social Security. The Act provides that students are covered by title II of the Social Security Act (42 U.S.C. 401 et seq.) and shall...

  18. Different Types of Liberalization and Jobs in South Korean Firms

    Directory of Open Access Journals (Sweden)

    Hyuk-Hwang Kim

    2015-03-01

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

  19. 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.

  20. 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.

  1. Financial security

    NARCIS (Netherlands)

    de Goede, M.; Burgess, J.P.

    2010-01-01

    1. Introduction J. Peter Burgess Part 1: New Security Concepts 2. Civilizational Security Brett Bowden 3. Risk Oliver Kessler 4. Small Arms Keith Krause 5. Critical Human Security Taylor Owen 6. Critical Geopolitics Simon Dalby Part 2: New Security Subjects 7. Biopolitics Michael Dillon 8. Gendered

  2. Cyber security

    CERN Document Server

    Voeller, John G

    2014-01-01

    Cyber Security features articles from the Wiley Handbook of Science and Technology for Homeland Security covering topics related to cyber security metrics and measure  and related technologies that meet security needs. Specific applications to web services, the banking and the finance sector, and industrial process control systems are discussed.

  3. 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…

  4. Wireless physical layer security

    Science.gov (United States)

    Poor, H. Vincent; Schaefer, Rafael F.

    2017-01-01

    Security in wireless networks has traditionally been considered to be an issue to be addressed separately from the physical radio transmission aspects of wireless systems. However, with the emergence of new networking architectures that are not amenable to traditional methods of secure communication such as data encryption, there has been an increase in interest in the potential of the physical properties of the radio channel itself to provide communications security. Information theory provides a natural framework for the study of this issue, and there has been considerable recent research devoted to using this framework to develop a greater understanding of the fundamental ability of the so-called physical layer to provide security in wireless networks. Moreover, this approach is also suggestive in many cases of coding techniques that can approach fundamental limits in practice and of techniques for other security tasks such as authentication. This paper provides an overview of these developments.

  5. Security negotiation

    OpenAIRE

    Mitrović, Miroslav M.; Ivaniš, Željko

    2013-01-01

    Contemporary security challenges, risks and threats represent a resultant of the achieved level of interaction between various entities within the paradigm of global security relations. Asymmetry and nonlinearity are main features of contemporary challenges in the field of global security. Negotiation in the area of security, namely the security negotiation, thus goes beyond just the domain of negotiation in conflicts and takes into consideration particularly asymmetric forms of possible sour...

  6. Job Stress among Iranian Prison Employees

    OpenAIRE

    J Akbari; R Akbari; F Farasati; B Mahaki

    2014-01-01

    Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for asse...

  7. High quantitative job demands and low coworker support as risk factors for neck pain: Results of a prospective cohort study

    NARCIS (Netherlands)

    Ariëns, G.A.M.; Bongers, P.M.; Hoogendoorn, W.E.; Houtman, I.L.D.; Wal, G. van der; Mechelen, W. van

    2001-01-01

    Study Design. A 3-year prospective cohort study among 1334 workers was conducted. Objective. To determine whether the work-related psychosocial factors of quantitative job demands, conflicting job demands, skill discretion, decision authority, supervisor support, coworker support, and job security

  8. 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.

  9. Job Satisfaction in Pharmacies Staffed Predominantly with Technicians.

    Science.gov (United States)

    1984-01-01

    educational experience a reality. I thank God for giving me the ability and opportunity to grow as a professional and as a person . I thank my classmate...1980). Hygines . Factors that prevent the development of job dissatisfaction. Hygiene factors include salary, status, and job security, quality of work...self-expression and self- actualization. Includes responsibility, variety, skill, autonomy, opportunities for personal growth and development, and

  10. Performance pay, sorting and the dimensions of job satisfaction

    OpenAIRE

    C Green; J S Heywood

    2007-01-01

    This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. Th...

  11. Security Expertise

    DEFF Research Database (Denmark)

    systematic study of security expertise and opens up a productive dialogue between science and technology studies and security studies to investigate the character and consequences of this expertise. In security theory, the study of expertise is crucial to understanding whose knowledge informs security making......This volume brings together scholars from different fields to explore the power, consequences and everyday practices of security expertise. Expertise mediates between different forms of knowledge: scientific and technological, legal, economic and political knowledge. This book offers the first...... and to reflect on the impact and responsibility of security analysis. In science and technology studies, the study of security politics adds a challenging new case to the agenda of research on expertise and policy. The contributors investigate cases such as academic security studies, security think tanks...

  12. Job insecurity , work-based support, job satisfaction, organisational commitment and general health of human resources professionals in a chemical industry / by Florence Nomhlangano Rani

    OpenAIRE

    Rani, Nomhlangano Florence

    2005-01-01

    The work environment in which South African employees have to function is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing chemical industry employees' functioning in areas that could affect their general health and consequent standard of service is essential. Job insecurity, work-based support, job satisfaction, organisational commitment and gener...

  13. Regional differences in job satisfaction for mainland Chinese nurses.

    Science.gov (United States)

    Tao, Hong; Zhang, Aihua; Hu, Jingchao; Zhang, Yaqing

    2012-01-01

    Although there is an abundance of research on nurses' job satisfaction, there is a paucity of publications on the regional differences that impact on nurses' job satisfaction. To compare the differences between northern and southern hospitals in Mainland China with respect to nurses' job satisfaction. A cross-sectional survey design was selected. Data were analyzed using descriptive statistics, independent t test, chi-square test, correlation, and linear regression. Nurses in northern hospitals were older, had higher educational levels yet received lower pay in comparison with their counterparts in the southern region. Despite these salary differences, those in the north consistently rated their job satisfaction greater in all areas except professional opportunities. Regional differences were related to nurses' job satisfaction. Potential contributing factors included philosophical, cultural, and economic differences between the 2 regions. The noteworthy regional differences that potentially related to nurse' job satisfaction should be investigated in future studies. Copyright © 2012 Elsevier Inc. All rights reserved.

  14. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

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

  15. 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.

  16. Job satisfaction among recent graduates of schools of nursing.

    Science.gov (United States)

    Munro, B H

    1983-01-01

    Using a randomly selected national sample and multiple regression analysis, the correlates of job satisfaction among recent graduates of nursing programs were investigated. Factor analysis was used to test the validity of Herzberg's theory of job satisfaction/dissatisfaction. For these 329 employed RNs, responsibility (the importance and challenge of the work) was the most important determinant of job satisfaction, and working conditions was the second strongest predictor. Graduates from diploma, associate degree, and baccalaureate programs did not differ in terms of job satisfaction. Support was given for the validity of Herzberg's dual-factor theory in relation to all five motivators included in the analysis (achievement, work itself, responsibility, advancement, and growth) and for the hygiene salary. The validity of four other hygienes (supervision, working conditions, status, and security) was not established. The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally.

  17. Job satisfaction among public health nurses: a national survey.

    Science.gov (United States)

    Curtis, Elizabeth A; Glacken, Michele

    2014-07-01

    Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses. To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population. Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n = 351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed. Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction. Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction. The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession. © 2012 John Wiley & Sons Ltd.

  18. Job quality and inequality: parents' jobs and children's emotional and behavioural difficulties.

    Science.gov (United States)

    Strazdins, Lyndall; Shipley, Megan; Clements, Mark; Obrien, Léan V; Broom, Dorothy H

    2010-06-01

    In the context of high and rising rates of parental employment in Australia, we investigated whether poor quality jobs (without security, control, flexibility or paid family leave) could pose a health risk to employed parents' children. We examined the extent to which both mothers' and fathers' jobs matter, and whether disadvantaged children are more vulnerable than others. Multiple regression modelling was used to analyse cross-sectional data for 2004 from the Growing Up in Australia study, a nationally representative sample of 4-5 year old children and their families (N = 2373 employed mothers; 3026 employed fathers). Results revealed that when parents held poor quality jobs their children showed more emotional and behavioural difficulties. The associations with child difficulties were independent of income, parent education, family structure and work hours, and were evident for both mothers' and fathers' jobs. Further, the associations tended to be stronger for children in low-income households and lone-mother families. Thus job quality may be another mechanism underlying the intergenerational transmission of health inequality. Our findings also support the argument that a truly family-friendly job must not erode children's health. Copyright 2010 Elsevier Ltd. All rights reserved.

  19. 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...

  20. Jobs in Public Service. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

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

  1. 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.

  2. [Autoerotic fatalities in Greater Dusseldorf].

    Science.gov (United States)

    Hartung, Benno; Hellen, Florence; Borchard, Nora; Huckenbeck, Wolfgang

    2011-01-01

    Autoerotic fatalities in the Greater Dusseldorf area correspond to the relevant medicolegal literature. Our results included exclusively young to middle-aged, usually single men who were found dead in their city apartments. Clothing and devices used showed a great variety. Women's or fetish clothing and complex shackling or hanging devices were disproportionately frequent. In most cases, death occurred due to hanging or ligature strangulation. There was no increased incidence of underlying psychiatric disorders. In most of the deceased no or at least no remarkable alcohol intoxication was found. Occasionally, it may be difficult to reliably differentiate autoerotic accidents, accidents occurring in connection with practices of bondage & discipline, dominance & submission (BDSM) from natural death, suicide or homicide.

  3. Planning for greater confinement disposal

    International Nuclear Information System (INIS)

    Gilbert, T.L.; Luner, C.; Meshkov, N.K.; Trevorrow, L.E.; Yu, C.

    1985-01-01

    A report that provides guidance for planning for greater-confinement disposal (GCD) of low-level radioactive waste is being prepared. The report addresses procedures for selecting a GCD technology and provides information for implementing these procedures. The focus is on GCD; planning aspects common to GCD and shallow-land burial are covered by reference. Planning procedure topics covered include regulatory requirements, waste characterization, benefit-cost-risk assessment and pathway analysis methodologies, determination of need, waste-acceptance criteria, performance objectives, and comparative assessment of attributes that support these objectives. The major technologies covered include augered shafts, deep trenches, engineered structures, hydrofracture, improved waste forms, and high-integrity containers. Descriptive information is provided, and attributes that are relevant for risk assessment and operational requirements are given. 10 refs., 3 figs., 2 tabs

  4. A Survey of Job Satisfaction among Midwives Working in Hospitals

    Directory of Open Access Journals (Sweden)

    Fariba Khavayet

    2018-01-01

    Full Text Available Background & aim: Job satisfaction is one of the important factors enhancing organizational efficiency and employees' performance. This study aimed to evaluate job satisfaction among midwives working in hospitals. Methods: This cross-sectional study included all midwives (N=100 working in hospitals affiliated to Abadan School of Medical Sciences, Abadan, Iran in 2016. To obtain data, we used a demographic as well as Herzberg's Job Satisfaction Questionnaire with α=0.96 in Iran. To analyze the data, independent t-test, Chi-square test, and Pearson correlation coefficient were run in SPSS, version 22. Results: The mean age and work experience of the subjects were 35.37±7.3 and 11.23±7.8 years, respectively. The mean job satisfaction score of the midwives was 302.41±19. The results showed that the subjects had moderate job satisfaction in the eight domains of occupational nature and position (48%, job security (46%, salary and benefits (61%, occupational and environmental conditions (90%, relationship with colleagues (87%, supervision (91%, management policy-making (80%, and personal relationships (85%. There was a significant correlation between work experience and job satisfaction, while there was no significant relationship between job satisfaction and other demographic variables. Conclusion: Considering the moderate level of job satisfaction among the midwives working in the hospitals affiliated to Abadan School of Medical Sciences, authorities should take effective steps to address job dissatisfaction by promoting occupational security, creating professional standards, and using midwives’ capabilities in building appropriate relationships with colleagues.

  5. Watermarking security

    CERN Document Server

    Bas, Patrick; Cayre, François; Doërr, Gwenaël; Mathon, Benjamin

    2016-01-01

    This book explains how to measure the security of a watermarking scheme, how to design secure schemes but also how to attack popular watermarking schemes. This book gathers the most recent achievements in the field of watermarking security by considering both parts of this cat and mouse game. This book is useful to industrial practitioners who would like to increase the security of their watermarking applications and for academics to quickly master this fascinating domain.

  6. 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.

  7. Security Locks

    Science.gov (United States)

    Hart, Kevin

    2010-01-01

    According to a 2008 "Year in Review" report by Educational Security Incidents, an online repository that collects data on higher education security issues, the total number of security incidents reported at universities and colleges worldwide rose to 173 in 2008, a 24.5 percent increase over 2007. The number of institutions…

  8. Job preferences of nurses and midwives for taking up a rural job in Peru: a discrete choice experiment.

    Directory of Open Access Journals (Sweden)

    Luis Huicho

    Full Text Available Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru.A discrete choice experiment (DCE was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%.Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation.

  9. The God of Job

    Directory of Open Access Journals (Sweden)

    Leonard Mare

    2012-02-01

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

  10. Job satisfaction and job values among beginning nurses: a questionnaire survey.

    Science.gov (United States)

    Daehlen, Marianne

    2008-12-01

    Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.

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

    CERN Document Server

    Schreiner, Steffen; Grigoras, Costin; Litmaath, Maarten

    2012-01-01

    Grid computing infrastructures need to provide traceability and accounting of their users" activity and protection against misuse and privilege escalation. A central aspect of multi-user Grid job environments is the necessary delegation of privileges in the course of a job submission. With respect to these generic requirements this document describes an improved handling of multi-user Grid jobs in the ALICE ("A Large Ion Collider Experiment") Grid Services. A security analysis of the ALICE Grid job model is presented with derived security objectives, followed by a discussion of existing approaches of unrestricted delegation based on X.509 proxy certificates and the Grid middleware gLExec. Unrestricted delegation has severe security consequences and limitations, most importantly allowing for identity theft and forgery of delegated assignments. These limitations are discussed and formulated, both in general and with respect to an adoption in line with multi-user Grid jobs. Based on the architecture of the ALICE...

  12. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...... findings indicate that targeted information provision can be a highly effective policy tool in the labor market.......We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  13. On Job Rotation

    OpenAIRE

    Metin M. Cosgel; Thomas J. Miceli

    1998-01-01

    A fundamental principle of economics with which Adam Smith begins The Wealth of Nations is the division of labor. Some firms, however, have been pursuing a practice called job rotation, which assigns each worker not to a single and specific task but to a set of several tasks among which he or she rotates with some frequency. We examine the practice of job rotation as a serious alternative to specialization, with three objectives. The first is to consider current and historical examples of job...

  14. Security Reasoning, Spatial Politics, Patriarchy and the Economic ...

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

    Security Reasoning, Spatial Politics, Patriarchy and the Economic Rights of ... find a job, start a business, and participate in the formal or informal economy. ... and engage in public policy dialogue will be an important aspect of this project.

  15. 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…

  16. 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 ...

  17. 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 ...

  18. Job Satisfaction in Public and Private Schools

    DEFF Research Database (Denmark)

    Dahler-Larsen, Peter; Foged, Søren Kjær

    2017-01-01

    is that dissimilar functional areas are studied which makes it difficult to isolate effects of privatization as such. We respond to these challenges by carrying out an empirical analysis of job satisfaction among teachers who teach Danish to immigrants. The teachers work in comparable schools, carry out the same...... task, and are subject to the same performance management system, but some of the schools are public, some are private, and some have been subject to competitive tendering. We demonstrate that competition has a greater impact than ownership upon job satisfaction. We also show that one of the key...... mechanisms which translate competition into reduced job satisfaction relates to changing relations between managers and employees. Advocates and opponents of privatization alike should pay more attention to specific aspects and mechanisms related to privatization, in particular the element of competition....

  19. Waste management in Greater Vancouver

    Energy Technology Data Exchange (ETDEWEB)

    Carrusca, K. [Greater Vancouver Regional District, Burnaby, BC (Canada); Richter, R. [Montenay Inc., Vancouver, BC (Canada)]|[Veolia Environmental Services, Vancouver, BC (Canada)

    2006-07-01

    An outline of the Greater Vancouver Regional District (GVRD) waste-to-energy program was presented. The GVRD has an annual budget for solid waste management of $90 million. Energy recovery revenues from solid waste currently exceed $10 million. Over 1,660,00 tonnes of GVRD waste is recycled, and another 280,000 tonnes is converted from waste to energy. The GVRD waste-to-energy facility combines state-of-the-art combustion and air pollution control, and has processed over 5 million tonnes of municipal solid waste since it opened in 1988. Its central location minimizes haul distance, and it was originally sited to utilize steam through sales to a recycle paper mill. The facility has won several awards, including the Solid Waste Association of North America award for best facility in 1990. The facility focuses on continual improvement, and has installed a carbon injection system; an ammonia injection system; a flyash stabilization system; and heat capacity upgrades in addition to conducting continuous waste composition studies. Continuous air emissions monitoring is also conducted at the plant, which produces a very small percentage of the total air emissions in metropolitan Vancouver. The GVRD is now seeking options for the management of a further 500,000 tonnes per year of solid waste, and has received 23 submissions from a range of waste energy technologies which are now being evaluated. It was concluded that waste-to-energy plants can be located in densely populated metropolitan areas and provide a local disposal solution as well as a source of renewable energy. Other GVRD waste reduction policies were also reviewed. refs., tabs., figs.

  20. Information security : the moving target

    CSIR Research Space (South Africa)

    Dlamini, MT

    2009-01-01

    Full Text Available -product to an integral part of business operations (Conner and Coviello, 2004). This paper gives an overview of the following: � Where did information security come from? (the past) � How did it get to where it is today? (the present) � In what direction... operators were permitted to use these computers. Other users would submit their jobs to the operator through protected slots (batch processing). The key security issue during this era was ensuring that only the privileged computer operator (one user one...

  1. Job Accommodation Network

    Science.gov (United States)

    ... TTY) Email JAN Subscribe to Newsletters Share Through Social Networks Newsletter Live Help Link to Us Toolkit Webcasts FOR EMPLOYERS Private Employers Federal Employers State & Local Government FOR INDIVIDUALS Employees Job Seekers Entrepreneurs FOR OTHERS ...

  2. Management job ads

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2014-01-01

    jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate...... the increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means...... that this agreement reflects a high degree of conservatism in the system where men enjoy a considerable advantage and where procedures that ensure male dominance are perpetuated even in the linguistic and discursive construction of job ads....

  3. "Ruralizing" Presidential Job Advertisements

    Science.gov (United States)

    Leist, Jay

    2007-01-01

    Rural community college presidential job advertisements that focus on geography, politics, and culture can improve the likelihood of a good fit between the senior leader and the institution. (Contains 2 figures.)

  4. Job Insecurity and Mental Well-Being in Finland, Norway, and Sweden

    OpenAIRE

    Patrik Vulkan; Antti Saloniemi; Jørgen Svalund; Anna Väisänen

    2015-01-01

    This article describes how the flexicurity arrangement of low job security, high employment security, and good income security advocated by various authors affects the mental well-being of employees. Data are derived from a survey carried out in 2010–2011 among employees in Finland, Norway, and Sweden. The main findings are that all three forms of cognitive security (the perceived risk) have an independent effect on mental well-being and that the worry of insecurity (the affective component) ...

  5. Job stress and occupational health

    NARCIS (Netherlands)

    Blanc, Le P.M.; Jonge, de J.; Schaufeli, W.B.; Chmiel, N.

    2008-01-01

    This chapter focuses on job stress in relation to workers’ physical and psycho logical health. We begin with an outline of job stress as a social problem, fol lowed by a discussion of the main perspectives on (job) stress, resulting in a process model of job stress that will be used as a frame of

  6. 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

  7. 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.

  8. 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.

  9. Guidelines for development of NASA (National Aeronautics and Space Administration) computer security training programs

    Science.gov (United States)

    Tompkins, F. G.

    1983-01-01

    The report presents guidance for the NASA Computer Security Program Manager and the NASA Center Computer Security Officials as they develop training requirements and implement computer security training programs. NASA audiences are categorized based on the computer security knowledge required to accomplish identified job functions. Training requirements, in terms of training subject areas, are presented for both computer security program management personnel and computer resource providers and users. Sources of computer security training are identified.

  10. Employment status and job insecurity: On the subjective appraisal of an objective status

    NARCIS (Netherlands)

    Klandermans, B.; Klein Hesselink, J.; Vuuren, T. van

    2010-01-01

    The article argues that job insecurity has subjective aspects that are not determined by the objective levels of security of someone's employment status. These subjective aspects can be divided into two elements: the perceived probability and the perceived severity of job loss. The psychological

  11. Career Technical Education: Keeping Adult Learners Competitive for High-Demand Jobs

    Science.gov (United States)

    National Association of State Directors of Career Technical Education Consortium, 2011

    2011-01-01

    In today's turbulent economy, how can adult workers best position themselves to secure jobs in high-demand fields where they are more likely to remain competitive and earn more? Further, how can employers up-skill current employees so that they meet increasingly complex job demands? Research indicates that Career Technical Education (CTE) aligned…

  12. From Positive Orientation to Job performance : The Role of Work Engagement and Self-efficacy Beliefs

    NARCIS (Netherlands)

    Alessandri, Guido; Borgogni, Laura; Schaufeli, Wilmar B.; Caprara, Gian Vittorio; Consiglio, Chiara

    2015-01-01

    This study aims to investigate the validity of a conceptual model that explains the mechanisms linking positive orientation (P-OR) to future job performance in a sample of 388 male security agents. The relationship between P-OR and job performance as rated by three supervisors, each with different

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

    NARCIS (Netherlands)

    Nagore Garcia, A.; van Soest, Arthur

    2016-01-01

    Using administrative data from the Spanish Social Security Administration, we analyse the nature and stability of job matches starting during the economic boom in 2005 and during the recession in 2009. We compare the individual, job and firm characteristics in the two samples and estimate a

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

    Science.gov (United States)

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

    2013-02-01

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

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

    Science.gov (United States)

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

    2016-04-01

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

  16. Risk Aversion and Job Mobility

    OpenAIRE

    van Huizen, T.M.; Alessie, Rob

    2016-01-01

    Job mobility is inherently risky as workers have limited ex ante information about the quality of outside jobs. Using a large longitudinal Dutch dataset, which includes data on risk preferences elicited through (incentivized) experiments, we examine the relation between risk aversion and job mobility. The results for men show that risk averse workers are less likely to move to other jobs. For women, the evidence that risk aversion affects job mobility is weak. Our empirical findings indicate ...

  17. Job Satisfaction of Nursing Managers

    OpenAIRE

    Petrosova, Liana; Pokhilenko, Irina

    2015-01-01

    The aim of the study was to research levels of job satisfaction, factors affecting job satisfaction/dissatisfaction, and ways to improve job satisfaction among nursing managers. The purposes of the study were to extend knowledge in the field of healthcare management, to raise awareness about factors that affect job satisfaction in nursing management career, and to provide suggestions regarding how to increase job satisfaction among nursing managers. The method of this study is literature r...

  18. Hurricane Katrina: Barriers to Mental Health Services for Children Persist in Greater New Orleans, Although Federal Grants Are Helping to Address Them. Testimony before the Ad Hoc Subcommittee on Disaster Recovery, Senate Committee on Homeland Security and Governmental Affairs. GAO-09-935T

    Science.gov (United States)

    Bascetta, Cynthia A.

    2009-01-01

    The greater New Orleans area has yet to fully recover from the effects of Hurricane Katrina, which made landfall on August 29, 2005. One issue of concern in the recovery is the availability of mental health services for children. It is estimated that in 2008 about 187,000 children were living in the greater New Orleans area. Many children in the…

  19. 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

  20. Job demands, job resources, and work engagement of Japanese employees: a prospective cohort study.

    Science.gov (United States)

    Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Shimazu, Akihito; Tomioka, Kimiko; Nakanishi, Mayuko

    2013-05-01

    Research on the prospective association of job demands and job resources with work engagement is still limited in Asian countries, such as Japan. The purpose of the present study was to investigate the prospective association of job demands (i.e., psychological demands and extrinsic effort) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), based on the job demands-control (JD-C) [or demand-control-support (DCS)] model and the effort-reward imbalance (ERI) model, with work engagement among Japanese employees. The participants included 423 males and 672 females from five branches of a manufacturing company in Japan. Self-administered questionnaires, including the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance Questionnaire (ERIQ), the nine-item Utrecht Work Engagement Scale (UWES-9), and demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the UWES-9 was used again to assess work engagement. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics and work engagement at baseline, higher psychological demands and decision latitude were positively and significantly associated with greater work engagement at follow-up (β = 0.054, p = 0.020 for psychological demands and β = 0.061, p = 0.020 for decision latitude). Having higher psychological demands and decision latitude may enhance work engagement among Japanese employees.

  1. Mechanism of Action for Obtaining Job Offers With Virtual Reality Job Interview Training.

    Science.gov (United States)

    Smith, Matthew J; Smith, Justin D; Fleming, Michael F; Jordan, Neil; Brown, C Hendricks; Humm, Laura; Olsen, Dale; Bell, Morris D

    2017-07-01

    Four randomized controlled trials revealed that virtual-reality job interview training (VR-JIT) improved interviewing skills and the odds of obtaining a job offer among trainees with severe mental illness or autism spectrum disorder. This study assessed whether postintervention interviewing skills mediated the relationship between completion of virtual interviews and receiving job offers by six-month follow-up. VR-JIT trainees (N=79) completed pre- and posttest mock interviews and a brief survey approximately six months later to assess whether they received a job offer. As hypothesized, analyses indicated that the number of completed virtual interviews predicted greater posttest interviewing skills (β=.20, 95% posterior credible interval [PCI]=.08-.33), which in turn predicted trainees' obtaining a job offer (β=.28, 95% PCI=.01-.53). VR-JIT may provide a mechanism of action that helps trainees with various psychiatric diagnoses obtain job offers in the community. Future research can evaluate the community-based effectiveness of this novel intervention.

  2. BEYOND JOB POSITIONS. A SOCIAL RESPONSE TO THE CHANGES IN JOB DEMAND

    Directory of Open Access Journals (Sweden)

    Tomasz Pirog

    2009-01-01

    Full Text Available In this paper we present an analysis of the recent changes in the job market and discuss the process this triggered in the social politics of the welfare states. We examine the economic reasons for the changes in job demand and furthermore explore the associated changes in the social structures. New forms of employment and gratification demand a restructurization in the social politics in order to elasticise the job supply. The mismatch between the demand and supply on the job market may result in unemployment, work outside the norms of the law and a growing deficit of social security. This in turn leads to the situation where the sale of own work force doesn't always result in a dignified life standard. As a result, new ways to support people outside the regular job market need to be found. These new solution are essential in the modern society where the distribution of work is an important issue shaping the social bonds and individual identities.

  3. Securing Hadoop

    CERN Document Server

    Narayanan, Sudheesh

    2013-01-01

    This book is a step-by-step tutorial filled with practical examples which will focus mainly on the key security tools and implementation techniques of Hadoop security.This book is great for Hadoop practitioners (solution architects, Hadoop administrators, developers, and Hadoop project managers) who are looking to get a good grounding in what Kerberos is all about and who wish to learn how to implement end-to-end Hadoop security within an enterprise setup. It's assumed that you will have some basic understanding of Hadoop as well as be familiar with some basic security concepts.

  4. Grid Security

    CERN Multimedia

    CERN. Geneva

    2004-01-01

    The aim of Grid computing is to enable the easy and open sharing of resources between large and highly distributed communities of scientists and institutes across many independent administrative domains. Convincing site security officers and computer centre managers to allow this to happen in view of today's ever-increasing Internet security problems is a major challenge. Convincing users and application developers to take security seriously is equally difficult. This paper will describe the main Grid security issues, both in terms of technology and policy, that have been tackled over recent years in LCG and related Grid projects. Achievements to date will be described and opportunities for future improvements will be addressed.

  5. Job Satisfaction in the Coastal Pelagic Fisheries of Senegal

    Science.gov (United States)

    Sall, Aliou

    2012-01-01

    The marine fishery in Senegal, West Africa, is a major source of employment and food security. It currently faces the consequences of ecological degradation. This paper examines job satisfaction among small-scale purse seine fishers, who constitute one of the dominant fishing metiers in Senegal. The research sample consists of 80 purse seine…

  6. 44 CFR 19.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ..., position descriptions, or job requirements that classify persons on the basis of sex, unless sex is a bona..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in...

  7. Catholic School Principal Job Satisfaction: Keys to Retention and Recruitment

    Science.gov (United States)

    Fraser, Jennifer; Brock, Barbara L.

    2006-01-01

    This article presents a study on principal retention in New South Wales, Australia. Factors in job retention included economic security, role enjoyment, and the opportunity to contribute. Disincentives to the principalship included lack of support from the employing authority, inadequate pay, isolation, growing responsibilities, difficult parents,…

  8. Job satisfaction and patient care practices of hemodialysis nurses and technicians.

    Science.gov (United States)

    Perumal, Seena; Sehgal, Ashwini R

    2003-10-01

    The quality of hemodialysis care has been the focus of intense scrutiny, yet little is known about the job satisfaction of the nurses and technicians providing this care. We identified 240 nurses and technicians from 307 randomly selected American facilities and asked them about (a) specific domains of job satisfaction, (b) overall job satisfaction, and (c) self-reported patient care practices. Fewer than half of nurses and technicians were satisfied with their pay or their opportunities for advancement. Almost all subjects were satisfied with their personal delivery of patient care, their chance to do things for others, and their job security. About three-fourths of nurses and technicians expressed overall satisfaction with their jobs. Higher job satisfaction was associated with increased attention to patient psychosocial and educational needs. We urge local and national associations of nurses and technicians to collaborate with dialysis facilities, chains, and regulatory agencies to address specific aspects of job satisfaction.

  9. Expert ratings of job demand and job control as predictors of injury and musculoskeletal disorder risk in a manufacturing cohort.

    Science.gov (United States)

    Cantley, Linda F; Tessier-Sherman, Baylah; Slade, Martin D; Galusha, Deron; Cullen, Mark R

    2016-04-01

    To examine associations between workplace injury and musculoskeletal disorder (MSD) risk and expert ratings of job-level psychosocial demand and job control, adjusting for job-level physical demand. Among a cohort of 9260 aluminium manufacturing workers in jobs for which expert ratings of job-level physical and psychological demand and control were obtained during the 2 years following rating obtainment, multivariate mixed effects models were used to estimate relative risk (RR) of minor injury and minor MSD, serious injury and MSD, minor MSD only and serious MSD only by tertile of demand and control, adjusting for physical demand as well as other recognised risk factors. Compared with workers in jobs rated as having low psychological demand, workers in jobs with high psychological demand had 49% greater risk of serious injury and serious MSD requiring medical treatment, work restrictions or lost work time (RR=1.49; 95% CI 1.10 to 2.01). Workers in jobs rated as having low control displayed increased risk for minor injury and minor MSD (RR=1.45; 95% CI 1.12 to 1.87) compared with those in jobs rated as having high control. Using expert ratings of job-level exposures, this study provides evidence that psychological job demand and job control contribute independently to injury and MSD risk in a blue-collar manufacturing cohort, and emphasises the importance of monitoring psychosocial workplace exposures in addition to physical workplace exposures to promote worker health and safety. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  10. Factors influencing job satisfaction of oncology nurses over time.

    Science.gov (United States)

    Cummings, Greta; Olson, Karin; Raymond-Seniuk, Christy; Lo, Eliza; Masaoud, Elmabrok; Bakker, Debra; Fitch, Margaret; Green, Esther; Butler, Lorna; Conlon, Michael

    2013-01-01

    In this study, we tested a structural equation model to examine work environment factors related to changes in job satisfaction of oncology nurses between 2004 and 2006. Relational leadership and good physician/nurse relationships consistently influenced perceptions of enough RNs to provide quality care, and freedom to make patient care decisions, which, in turn, directly influenced nurses' job satisfaction over time. Supervisor support in resolving conflict and the ability to influence patient care outcomes were significant influences on job satisfaction in 2004, whereas, in 2006, a clear philosophy of nursing had a greater significant influence. Several factors that influence job satisfaction of oncology nurses in Canada have changed over time, which may reflect changes in work environments and work life. These findings suggest opportunities to modify work conditions that could improve nurses' job satisfaction and work life.

  11. 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...

  12. Job Hunting, Introduction

    Science.gov (United States)

    Goldin, Ed; Stringer, Susan

    1998-05-01

    The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be

  13. The role of self-determined motivation in job search: A dynamic approach.

    Science.gov (United States)

    da Motta Veiga, Serge P; Gabriel, Allison S

    2016-03-01

    Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation--ranging from autonomous to controlled--can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) when autonomous and controlled motivations are more or less prevalent and (b) whether they influence job search effort through metacognitive strategies in differing ways depending upon the amount of time elapsed in the search. In a weekly study of new labor market entrants (Level-2 n = 149; Level-1 n = 691), results indicated that autonomous motivation decreased until the midpoint of the job search and then plateaued, whereas controlled motivation remained stable. Results also showed that autonomous motivation had a consistent, positive relation with metacognitive strategies, whereas the relation between controlled motivation and such strategies was negative early in the job search, but became positive as the job search progressed. Finally, the effects of motivation on job search effort occurred via metacognitive strategies differentially depending upon the time elapsed in the search. Combined, we provide a first glimpse into the dynamics of self-determined motivation on job search processes. (c) 2016 APA, all rights reserved).

  14. Job Pressure and SES-contingent Buffering: Resource Reinforcement, Substitution, or the Stress of Higher Status?

    Science.gov (United States)

    Koltai, Jonathan; Schieman, Scott

    2015-06-01

    Analyses of the 2008 National Study of the Changing Workforce demonstrate that job pressure is associated with greater anxiety and job dissatisfaction. In this paper we ask, What conditions protect workers? The conventional buffering hypothesis in the Job-Demands Resource (JD-R) model predicts that job resources should attenuate the relationship. We test whether the conventional buffering hypothesis depends on socioeconomic status (SES). Support for conventional buffering is evident only for job dissatisfaction--and that generalizes across SES. When anxiety is assessed, however, we observe an SES contingency: Job resources attenuate the positive association between job pressure and anxiety among workers with lower SES, but exacerbate it among those with higher SES. We discuss the implications of this SES-contingent pattern for theoretical scenarios about "resource reinforcement," "resource substitution," and the "stress of higher status." Future research should consider SES indicators as potential contingencies in the relationship between job conditions and mental health. © American Sociological Association 2015.

  15. Job insecurity and health.

    Science.gov (United States)

    McDonough, P

    2000-01-01

    As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

  16. Determinants of longer job tenure among home care aides: what makes some stay on the job while others leave?

    Science.gov (United States)

    Butler, Sandra S; Brennan-Ing, Mark; Wardamasky, Sara; Ashley, Alison

    2014-03-01

    An inadequate supply of direct care workers and a high turnover rate in the workforce has resulted in a "care gap" in our long-term care system. As people are increasingly choosing community-based care, retention of home care workers is particularly important. The mixed-method study described herein explored determinants of longer job tenure for home care aides (n = 261). Study participants were followed for 18 months, completing two mail surveys and one telephone interview each. Predictors of longer job tenure included older age, living rurally, lower physical function, higher wages, a greater sense of autonomy on the job, and less frequent feelings of personal accomplishment. Thematic analysis of telephone interviews revealed long-term stayers to be less concerned about low wages and inconsistent hours than those who left their jobs within a year; both groups of workers reported high levels of job satisfaction. Policy implications of study findings are discussed.

  17. Social Security.

    Science.gov (United States)

    Social and Labour Bulletin, 1983

    1983-01-01

    This group of articles discusses a variety of studies related to social security and retirement benefits. These studies are related to both developing and developed nations and are also concerned with studying work conditions and government role in administering a democratic social security system. (SSH)

  18. DIRAC distributed secure framework

    International Nuclear Information System (INIS)

    Casajus, A; Graciani, R

    2010-01-01

    DIRAC, the LHCb community Grid solution, provides access to a vast amount of computing and storage resources to a large number of users. In DIRAC users are organized in groups with different needs and permissions. In order to ensure that only allowed users can access the resources and to enforce that there are no abuses, security is mandatory. All DIRAC services and clients use secure connections that are authenticated using certificates and grid proxies. Once a client has been authenticated, authorization rules are applied to the requested action based on the presented credentials. These authorization rules and the list of users and groups are centrally managed in the DIRAC Configuration Service. Users submit jobs to DIRAC using their local credentials. From then on, DIRAC has to interact with different Grid services on behalf of this user. DIRAC has a proxy management service where users upload short-lived proxies to be used when DIRAC needs to act on behalf of them. Long duration proxies are uploaded by users to a MyProxy service, and DIRAC retrieves new short delegated proxies when necessary. This contribution discusses the details of the implementation of this security infrastructure in DIRAC.

  19. Security management

    International Nuclear Information System (INIS)

    Adams, H.W.

    1990-01-01

    Technical progress is moving more and more quickly and the systems thus produced are so complex and have become so unclear to the individual that he can no longer estimate the consequences: Faith in progress has given way to deep mistrust. Companies have adjusted to this change in consciousness. An interesting tendency can be identified: technical security is already available - now the organization of security has become an important objective for companies. The key message of the book is: If outworn technical systems are no longer adequate, the organization must be thoroughly overhauled. Five chapters deal with the following themes: organization as an aspect of society; risk control; aspects of security; is there security in ADP; the broader concept of security. (orig./HP) [de

  20. Stay or Leave? Externalization of Job Mobility and the Effect on the U.S. Gender Earnings Gap, 1979-2009

    Science.gov (United States)

    Kronberg, Anne-Kathrin

    2013-01-01

    As jobs in the United States become less secure and traditional job ladders deteriorate, employees increasingly change employers to build their career. This article explores how this shift affects gender earnings disparities. I find that the effect of changing employers depends on whether changes occur in "good" or "bad" jobs and whether…

  1. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...... a substantial share of their workers, for workers with at least three years of tenure. Displaced workers are more likely to commit offenses leading to conviction (probation, prison terms) for property crimes and for alcohol-related traffic violations in the two years following displacement. We find no evidence...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  2. PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

    Directory of Open Access Journals (Sweden)

    Aginta Chairunnisa Sinulingga

    2018-03-01

    Full Text Available The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

  3. Job satisfaction and burnout among VA and community mental health workers.

    Science.gov (United States)

    Salyers, Michelle P; Rollins, Angela L; Kelly, Yu-Fan; Lysaker, Paul H; Williams, Jane R

    2013-03-01

    Building on two independent studies, we compared burnout and job satisfaction of 66 VA staff and 86 community mental health center staff in the same city. VA staff reported significantly greater job satisfaction and accomplishment, less emotional exhaustion and lower likelihood of leaving their job. Sources of work satisfaction were similar (primarily working with clients, helping/witnessing change). VA staff reported fewer challenges with job-related aspects (e.g. flexibility, pay) but more challenges with administration. Community mental health administrators and policymakers may need to address job-related concerns (e.g. pay) whereas VA administrators may focus on reducing, and helping workers navigate, administrative policies.

  4. INFORMATION SYSTEM SECURITY (CYBER SECURITY

    Directory of Open Access Journals (Sweden)

    Muhammad Siddique Ansari

    2016-03-01

    Full Text Available Abstract - Business Organizations and Government unequivocally relies on upon data to deal with their business operations. The most unfavorable impact on association is disappointment of friendship, goodness, trustworthiness, legitimacy and probability of data and administrations. There is an approach to ensure data and to deal with the IT framework's Security inside association. Each time the new innovation is made, it presents some new difficulties for the insurance of information and data. To secure the information and data in association is imperative on the grounds that association nowadays inside and remotely joined with systems of IT frameworks. IT structures are inclined to dissatisfaction and security infringement because of slips and vulnerabilities. These slips and vulnerabilities can be brought on by different variables, for example, quickly creating headway, human slip, poor key particulars, poor movement schedules or censuring the threat. Likewise, framework changes, new deserts and new strikes are a huge piece of the time displayed, which helpers augmented vulnerabilities, disappointments and security infringement all through the IT structure life cycle. The business went to the confirmation that it is essentially difficult to ensure a slip free, risk free and secure IT structure in perspective of the disfigurement of the disavowing security parts, human pass or oversight, and part or supplies frustration. Totally secure IT frameworks don't exist; just those in which the holders may have changing degrees of certainty that security needs of a framework are fulfilled do. The key viewpoints identified with security of data outlining are examined in this paper. From the start, the paper recommends pertinent legitimate structure and their duties including open association obligation, and afterward it returns to present and future time, system limits, structure security in business division. At long last, two key inadequacy markers

  5. Ecobuilding and job creation

    CSIR Research Space (South Africa)

    Kolev, M

    2009-02-01

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

  6. Branding McJobs

    DEFF Research Database (Denmark)

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...... oriented branding literature, our contribution to this stream of research is twofold: We provide an empirical account of employer branding of a grocery chain, which has repeatedly been voted among the ‘100 best companies to work for’. Second, we outline the role of symbolic compensation that employees...... of employer branding....

  7. Information security management handbook

    CERN Document Server

    Tipton, Harold F

    2006-01-01

    Access Control Systems and Methodology. Telecommunications and Network Security. Security Management Practices. Application Program Security. Cryptography. Computer, System, and Security Architecture. Operations Security. Business Continuity Planning and Disaster Recovery Planning. Law, Investigation and Ethics. Physical Security.

  8. Nursing Assistants' Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being

    Science.gov (United States)

    Bishop, Christine E.; Weinberg, Dana Beth; Leutz, Walter; Dossa, Almas; Pfefferle, Susan G.; Zincavage, Rebekah M.

    2008-01-01

    Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of…

  9. 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....

  10. Mentorship and job satisfaction among Navy family physicians.

    Science.gov (United States)

    Saperstein, Adam K; Viera, Anthony J; Firnhaber, Gina C

    2012-08-01

    Among civilian academic physicians, having a mentor is associated with greater job satisfaction. Whether this is true for military physicians is unknown. We sought to examine whether having a mentor is associated with positive job satisfaction among Navy family physicians. A web-based survey was sent to all Navy family physicians in the Specialty leader's database in May 2008. Our main outcome variable was "positive job satisfaction," and our main exposure variable was being in a mentor relationship. Chi-square was used to test for difference in frequencies in categorical variables and logistic regression was used to adjust for covariates. The response rate was 60.2% (186/309). Among respondents, 73.7% reported positive job satisfaction. Factors associated with positive job satisfaction included having a mentor, being >9 years postresidency, spending <50% of time in patient care, higher rank, male gender, and being active in research. After adjustment for these factors, having a mentor remained significantly associated with positive job satisfaction (odds ratio 2.86, 95% confidence interval 1.22-6.71). Having a mentor is associated with positive job satisfaction among Navy family physicians, even after adjusting for multiple other factors. An implication is that a mentorship program may be a strategy for improving job satisfaction.

  11. Getting off on the right foot: subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

    Science.gov (United States)

    Curhan, Jared R; Elfenbein, Hillary Anger; Kilduff, Gavin J

    2009-03-01

    Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention measured 1 year later. Surprisingly, the economic outcomes that negotiators achieved had no apparent effects on these factors. Implications, limitations, and future directions are discussed. (c) 2009 APA, all rights reserved.

  12. 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...

  13. 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...

  14. 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...

  15. 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.

  16. 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...

  17. Do you write secure code?

    CERN Multimedia

    Computer Security Team

    2011-01-01

    At CERN, we are excellent at producing software, such as complex analysis jobs, sophisticated control programs, extensive monitoring tools, interactive web applications, etc. This software is usually highly functional, and fulfils the needs and requirements as defined by its author. However, due to time constraints or unintentional ignorance, security aspects are often neglected. Subsequently, it was even more embarrassing for the author to find out that his code flawed and was used to break into CERN computers, web pages or to steal data…   Thus, if you have the pleasure or task of producing software applications, take some time before and familiarize yourself with good programming practices. They should not only prevent basic security flaws in your code, but also improve its readability, maintainability and efficiency. Basic rules for good programming, as well as essential books on proper software development, can be found in the section for software developers on our security we...

  18. Security Bingo

    CERN Multimedia

    Computer Security Team

    2011-01-01

    Want to check your security awareness and win one of three marvellous books on computer security? Just print out this page, mark which of the 25 good practices below you already follow, and send the sheet back to us by 31 October 2011 at either Computer.Security@cern.ch or P.O. Box G19710.   Winners[1] must show that they fulfil at least five good practices in a continuous vertical, horizontal or diagonal row. For details on CERN Computer Security, please consult http://cern.ch/security. I personally…   …am concerned about computer security. …run my computer with an anti-virus software and up-to-date signature files. …lock my computer screen whenever I leave my office. …have chosen a reasonably complex password. …have restricted access to all my files and data. …am aware of the security risks and threats to CERN’s computing facilities. &hell...

  19. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-01-01

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors—male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants—explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028–0.634; p job tenure of 10–20 years (OR = 0.632, 95% CI: 0.359–0.989; p job strain (OR = 0.657, 95% CI: 0.052–0.698; p job burnout scores and mental fatigue scores compared with

  20. 49 CFR 172.802 - Components of a security plan.

    Science.gov (United States)

    2010-10-01

    ... from origin to destination, including shipments stored incidental to movement. (b) The security plan must also include the following: (1) Identification by job title of the senior management official... business and must make the security plan available upon request, at a reasonable time and location, to an...

  1. 2014 Year End Report: Center for Development of Security Excellence

    Science.gov (United States)

    2014-01-01

    Personnel Security Adjudications In August 2014, LT Tetyana Muirhead, a U.S. Navy Nurse , earned her Certificates in Security Leadership and in...website or on the CDSE YouTube channel. Personnel can watch the webinars and download associated job aids and resources. CDSE OPEN ELEARNING COURSES

  2. 20 CFR 638.805 - Security and law enforcement.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Security and law enforcement. 638.805 Section... and law enforcement. (a) The Job Corps Director shall provide guidelines to protect the security of... jurisdiction with the appropriate State and locality with respect to criminal law enforcement as long as a...

  3. 33 CFR 106.205 - Company Security Officer (CSO).

    Science.gov (United States)

    2010-07-01

    ... TWIC. (b) Qualifications. The CSO must have general knowledge, through training or equivalent job...) Methods of conducting audits, inspection, control, and monitoring; and (7) Techniques for security training and education, including security measures and procedures. (c) In addition to the knowledge and...

  4. Implementing Security Sector Reform

    Science.gov (United States)

    2008-12-04

    ownership and genuine reform. His experience in Diyala Province indicated that the most effective means of pursuing transition and transformation among...that I have no solution to the security situation in Afghanistan, or to the questions of violence, crime, insurrection, or militias vs . army vs ...than to merge those interests into a greater whole. Franchising of problems or solutions is often the result. In Afghanistan, problems and

  5. 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…

  6. 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.

  7. 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.

  8. Computer security

    CERN Document Server

    Gollmann, Dieter

    2011-01-01

    A completely up-to-date resource on computer security Assuming no previous experience in the field of computer security, this must-have book walks you through the many essential aspects of this vast topic, from the newest advances in software and technology to the most recent information on Web applications security. This new edition includes sections on Windows NT, CORBA, and Java and discusses cross-site scripting and JavaScript hacking as well as SQL injection. Serving as a helpful introduction, this self-study guide is a wonderful starting point for examining the variety of competing sec

  9. Secure PVM

    Energy Technology Data Exchange (ETDEWEB)

    Dunigan, T.H.; Venugopal, N.

    1996-09-01

    This research investigates techniques for providing privacy, authentication, and data integrity to PVM (Parallel Virtual Machine). PVM is extended to provide secure message passing with no changes to the user`s PVM application, or, optionally, security can be provided on a message-by message basis. Diffe-Hellman is used for key distribution of a single session key for n-party communication. Keyed MD5 is used for message authentication, and the user may select from various secret-key encryption algorithms for message privacy. The modifications to PVM are described, and the performance of secure PVM is evaluated.

  10. Junos Security

    CERN Document Server

    Cameron, Rob; Giecco, Patricio; Eberhard, Timothy; Quinn, James

    2010-01-01

    Junos® Security is the complete and authorized introduction to the new Juniper Networks SRX hardware series. This book not only provides a practical, hands-on field guide to deploying, configuring, and operating SRX, it also serves as a reference to help you prepare for any of the Junos Security Certification examinations offered by Juniper Networks. Network administrators and security professionals will learn how to use SRX Junos services gateways to address an array of enterprise data network requirements -- including IP routing, intrusion detection, attack mitigation, unified threat manag

  11. 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

  12. Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

    Science.gov (United States)

    Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

    2015-02-01

    The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

  13. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

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

  14. Books for the Job Hunt.

    Science.gov (United States)

    Saltzman, Amy

    1992-01-01

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

  15. Community Resources and Job Placement

    Science.gov (United States)

    Preston, Jim

    1977-01-01

    In cooperation with the chamber of commerce, various businesses, associations, and other community agencies, the Sarasota schools (Florida) supplement their own job placement and follow-up efforts with community job development strategies for placing high school graduates. (JT)

  16. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to `transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  17. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to 'transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  18. Job prioritization in LHCb

    CERN Document Server

    Castellani, G

    2007-01-01

    LHCb is one of the four high-energy experiments running in the near future at the Large Hadron Collider (LHC) at CERN. LHCb will try to answer some fundamental questions about the asymmetry between matter and anti-matter. The experiment is expected to produce about 2PB of data per year. Those will be distributed to several laboratories all over Europe and then analyzed by the Physics community. To achieve this target LHCb fully uses the Grid to reprocess, replicate and analyze data. The access to the Grid happens through LHCb's own distributed production and analysis system, DIRAC (Distributed Infrastructure with Remote Agent Control). Dirac implements the ‘pull’ job scheduling paradigm, where all the jobs are stored in a central task queues and then pulled via generic grid jobs called Pilot Agents. The whole LHCb community (about 600 people) is divided in sets of physicists, developers, production and software managers that have different needs about their jobs on the Grid. While a Monte Carlo simulation...

  19. Jobs Plan Highlights Education

    Science.gov (United States)

    Klein, Alyson

    2011-01-01

    President Barack Obama is putting new money to save educators' jobs and help states refurbish aging school facilities at the center of a nearly $450 billion plan to jump-start the sluggish economy. The author talks about the president's plan which is sure to face hurdles in a politically polarized Washington where one house of Congress is…

  20. Predicting Job Satisfaction.

    Science.gov (United States)

    Blai, Boris, Jr.

    Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

  1. Enhancing Job Performance

    Science.gov (United States)

    Devlin, Patricia

    2011-01-01

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

  2. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

    Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

  3. Stress Management: Job Stress

    Science.gov (United States)

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

  4. What is Job Satisfaction?

    Science.gov (United States)

    Locke. Edwin A.

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

  5. Exports and Job Training

    OpenAIRE

    Bastos, Paulo; Silva, Joana; Proenca, Rafael

    2016-01-01

    This paper examines whether export participation matters for job training. The paper draws on longitudinal worker-firm data for Brazilian manufacturing, linked with detailed records on training activity from the main provider. The analysis uses industry-specific exchange rate movements to generate exogenous variation in export status at the firm-level. The findings indicate that export par...

  6. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2007-01-01

    The article consists of a literary reading of three Old Testament wisdom books, Proverbs, Ecclesiastes and the Book of Job. The reading strategies employed are analysis of imagery and intertextual reading. The articles concludes in a presenatation of images of God in wisdom literature....

  7. 41 CFR 102-81.30 - What information must job applicants at child care centers reveal?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false What information must... Management Federal Property Management Regulations System (Continued) FEDERAL MANAGEMENT REGULATION REAL PROPERTY 81-SECURITY Security § 102-81.30 What information must job applicants at child care centers reveal...

  8. Analysis of empty ATLAS pilot jobs

    CERN Document Server

    AUTHOR|(INSPIRE)INSPIRE-00006364; The ATLAS collaboration; Dal Pra, S.; Di Girolamo, A.; Forti, A.; Templon, J.; Vamvakopoulos, E.

    2017-01-01

    In this analysis we quantify the wallclock time used by short empty pilot jobs on a number of WLCG compute resources. Pilot factory logs and site batch logs are used to provide independent accounts of the usage. Results show a wide variation of wallclock time used by short jobs depending on the site and queue, and changing with time. For a reference dataset of all jobs in August 2016, the fraction of wallclock time used by empty jobs per studied site ranged from 0.1% to 0.8%. The variation in wallclock usage may be explained by different workloads for each resource with a greater fraction when the workload is low. Aside from the wall time used by empty pilots, we also looked at how many pilots were empty as a fraction of all pilots sent. Binning the August dataset into days, empty fractions between 2% and 90% were observed.  The higher fractions correlate well with periods of few actual payloads being sent to the site.

  9. Social Interactions in Job Satisfaction

    OpenAIRE

    Tumen, Semih; Zeydanli, Tugba

    2015-01-01

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

  10. Jobs from Agriculture in Afghanistan

    OpenAIRE

    Leao, Izabela; Ahmed, Mansur; Kar, Anuja

    2018-01-01

    The agriculture sector can play an important role in poverty reduction and sustained growth in Afghanistan, primarily through job creation, improved productivity, and inclusiveness. Using an 'agricultural jobs lens' and multidimensional approach, this report explores the sector’s direct and indirect roles in explaining the dynamics of rural employment. The report critically examines three dimensions. First, it evaluates the current jobs structure in rural areas and finds that rural jobs are c...

  11. 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.

  12. Collective Security

    DEFF Research Database (Denmark)

    Galster, Kjeld

    in worldwide market conditions left perceptible ripples in Danish economy, budget discussions grew in importance over this period. The pacifist stance entailed disinclination to accept that the collective security concept and international treaties and accords signed by Denmark should necessitate credible...... and other international treaties provided arguments for adjusting the foreign and security policy ambitions, and since the general flux in worldwide market conditions left perceptible ripples in Danish economy, budget discussions grew in importance over this period. The pacifist stance entailed......Collective Security: National Egotism (Abstract) In Danish pre-World War I defence debate the notion of collective security is missing. During the early years of the 19th century, the political work is influenced by a pervasive feeling of rising tension and danger on the continent of Europe...

  13. European Security

    DEFF Research Database (Denmark)

    Møller, Bjørn

    Theoretical chapters on "Security", "Organisations" and "Regions," Historical Chapters on "Europe and Its Distinguishing Features" and on "The United Nations," "NATO," "The CSCE/OSCE and the Council of Europe" and "The European Union"......Theoretical chapters on "Security", "Organisations" and "Regions," Historical Chapters on "Europe and Its Distinguishing Features" and on "The United Nations," "NATO," "The CSCE/OSCE and the Council of Europe" and "The European Union"...

  14. Data Security

    OpenAIRE

    Lopez, Diego

    2013-01-01

    Training specialists in the field of data security and security administrators for the information systems represents a significant priority demanded by both governmental environments and the central and local administrations, as well as by the private sector - companies, banks. They are responsible for implementing information services and systems, but they are also their beneficiaries, with applicability in fields such as: e government, e-administration, e-banking, e-commerce, e-payment, wh...

  15. Job Satisfaction: An International Overview

    Science.gov (United States)

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  16. 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.

  17. Risk Aversion and Job Mobility

    NARCIS (Netherlands)

    van Huizen, T.M.; Alessie, Rob

    2016-01-01

    Job mobility is inherently risky as workers have limited ex ante information about the quality of outside jobs. Using a large longitudinal Dutch dataset, which includes data on risk preferences elicited through (incentivized) experiments, we examine the relation between risk aversion and job

  18. Job demands-resources model

    NARCIS (Netherlands)

    A.B. Bakker (Arnold); E. Demerouti (Eva)

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker &

  19. Job Migration: A Collaborative Effort

    Science.gov (United States)

    Wagoner, Cynthia L.

    2012-01-01

    Music teachers often change jobs several times during their careers. Reasons for job changes vary, but regardless, these changes bring a different set of challenges. Sharing knowledge and learning are part and parcel of collaboration. So what if, as education professionals, music teachers decided to collaborate during job migrations? For all music…

  20. [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.

  1. Job satisfaction among recreation practitioners

    Science.gov (United States)

    Erin Parks; Andrew Holdnak

    2002-01-01

    Job satisfaction among recreation professionals can be affected by many working conditions. This study has investigated the impact fourteen variables had on the job satisfaction of recreation practitioners. The sample consisted of 106 responses from members of the Resort and Commercial Recreation Association (RCRA). The results of the regression analysis for job...

  2. 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.

  3. 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....

  4. Nuclear security

    International Nuclear Information System (INIS)

    1991-12-01

    This paper reports that despite their crucial importance to national security, safeguards at the Department of Energy's (DOE) weapons facilities may be falling short. DOE security inspections have identified many weaknesses, including poor performance by members of DOE's security force, poor accountability for quantities of nuclear materials, and the inability of personnel to locate documents containing classified information. About 13 percent of the 2,100 identified weakness resulted in DOE inspectors giving out unsatisfactory security ratings; another 38 percent led to marginal ratings. In addition, DOE's centralized safeguards and security information tracking system lacks current data on whether DOE field offices have corrected the identified weaknesses. Without reliable information, DOE has no way of knowing whether timely action was taken to correct problems, nor can it determine whether weaknesses are systematic. DOE has tried to minimize the impact of these security weaknesses at its facilities by establishing multiple layers of protection measures and instituting interim and compensatory measures for identified weaknesses. DOE is planning enhancements to the centralized tracking system that should improve its reliability and increase its effectiveness

  5. FOOD SECURITY

    Directory of Open Access Journals (Sweden)

    Dorina Ardelean

    2013-12-01

    Full Text Available The assurance of food security at the individual level doesn’t implicitly provide for the one at family level as the concepts of hunger, malnutrition and food insecurity are the steps of the same process of access restricted to a sufficient supply of food. In order to achieve food security at the individual level the following is necessary: ensuring food availability (production, reserve stocks; redistribution of food availability within the country or out through international exchanges; effective access of the population to purchase food consumer goods, by ensuring its effective demand as required. Food security of families (FFS is required for assuring individual food security (IFS, but it is not sufficient because the food available may be unevenly distributed between family members. National food security (NFS corresponds to the possibilities that different countries have to ensure both FFS and IFS without sacrificing other important objectives. Under the name of GAS is defined the global food security which represents permanent access for the entire population of the globe to the necessary food for a healthy and active life.

  6. Security an introduction

    CERN Document Server

    Purpura, Philip P

    2011-01-01

    Section I The History and Profession of SecurityDefinition, Role, and History of Security Security Defined The Contexts of Security The Roles of Security The History of Security Security in an Environment of Threats, Terrorism, and All-Hazards Threats and Hazards Terrorism National Strategies The Profession and Business of Security The Business of Security Professionalism and Security Associations Ethics Regulation of the Security Industry Security Training Higher Education Careers Section II Protecting People and AssetsSecurity Methodology Methodology Defined Security Business Proposals Secur

  7. Confronting Objections to Performance Pay: A Study of the Impact of Individual and Gain-sharing Incentives on the Job Satisfaction of British Employees

    OpenAIRE

    Pouliakas, Konstantinos; Theodossiou, Ioannis

    2009-01-01

    The increasing use of incentive pay schemes in recent years has raised concerns about their potential detrimental effect on intrinsic job satisfaction (JS), job security and employee morale. This study explores the impact of pay incentives on the overall job satisfaction of workers in the UK and their satisfaction with various facets of jobs. Using data from eight waves (1998-2005) of the British Household Panel Survey (BHPS) and a uniquely-designed well-being dataset (EPICURUS), a signific...

  8. DIRAC: Secure web user interface

    International Nuclear Information System (INIS)

    Casajus Ramo, A; Sapunov, M

    2010-01-01

    Traditionally the interaction between users and the Grid is done with command line tools. However, these tools are difficult to use by non-expert users providing minimal help and generating outputs not always easy to understand especially in case of errors. Graphical User Interfaces are typically limited to providing access to the monitoring or accounting information and concentrate on some particular aspects failing to cover the full spectrum of grid control tasks. To make the Grid more user friendly more complete graphical interfaces are needed. Within the DIRAC project we have attempted to construct a Web based User Interface that provides means not only for monitoring the system behavior but also allows to steer the main user activities on the grid. Using DIRAC's web interface a user can easily track jobs and data. It provides access to job information and allows performing actions on jobs such as killing or deleting. Data managers can define and monitor file transfer activity as well as check requests set by jobs. Production managers can define and follow large data productions and react if necessary by stopping or starting them. The Web Portal is build following all the grid security standards and using modern Web 2.0 technologies which allow to achieve the user experience similar to the desktop applications. Details of the DIRAC Web Portal architecture and User Interface will be presented and discussed.

  9. 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...

  10. Job and career influences on the career commitment of health care executives: the mediating effect of job satisfaction.

    Science.gov (United States)

    Myrtle, Robert; Chen, Duan-Rung; Liu, Caroline; Fahey, Daniel

    2011-01-01

    While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction. In total, 2,799 questionnaires were mailed out to members of the American College of Healthcare Executives (ACHE). The responses received were 643 (22.9 percent) and after eliminating retirees or students, a sample of 456 respondents currently employed in the health care industry was obtained. Path analysis was conducted to test the hypothetical relationships between work situation, career experiences and career commitment. It was found that job satisfaction mediated the influences of job tenure and career pattern on career commitment. Job satisfaction partially mediated the influences of perceived job security and one's satisfaction with career on career commitment. Both of these measures had a direct influence on career commitment. Career experience such as sector change was also positively associated with career commitment. While the research offers some insights into the factors affecting the career commitment of health care executives, the sample was limited to respondents who were members of the American College of Healthcare Executives, and thus may not represent the views of all managers in the health care sector. To retain high-valued health care workers it is important that an organization has a work environment that enhances their commitment to their occupation as well as their careers. This study clarifies the influence of job satisfaction on the career commitment of health care managers during a very dynamic period.

  11. Job satisfaction levels of physician assistant faculty in the United States.

    Science.gov (United States)

    Graeff, Evelyn C; Leafman, Joan S; Wallace, Lisa; Stewart, Gloria

    2014-01-01

    Understanding job satisfaction in academia is important in order to recruit and retain faculty. Faculty members with greater job dissatisfaction are more likely to leave than faculty members who are satisfied. Physician assistant (PA) faculty job satisfaction needs to be assessed to determine which job facets are satisfying or dissatisfying. A quantitative descriptive study was done using a Web-based survey sent to PA faculty. The Job Descriptive Index (JDI), a validated survey, was used to measure levels of job satisfaction. The means for each facet were calculated to indicate levels of satisfaction with the job overall, work, supervision, co-workers, pay, promotion, levels of stress, and trustworthiness in management. Correlations were run among demographic factors, salary, and overall job satisfaction. Of the 1,241 PA faculty that received the survey, 239 responses (19.3% response rate) met the criteria for study inclusion. The highest level of satisfaction was with one's co-workers (mean 46.83, range 0 to 54). The promotion facet received the lowest mean level of satisfaction with a 22.2 (range 0 to 54). A small correlation was found between job satisfaction and academic rank (r = -.153, P = .020). Job satisfaction is linked to increased productivity and performance. It is important to understand job satisfaction to make improvements in the appropriate areas. Overall, the results indicate that PA faculty are satisfied with their jobs. Further research is needed to understand the factors that contribute to satisfaction among PA faculty.

  12. The Complete Guide to Job Sharing.

    Science.gov (United States)

    Hohn, Marcia D.

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

  13. 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)

  14. The research of computer network security and protection strategy

    Science.gov (United States)

    He, Jian

    2017-05-01

    With the widespread popularity of computer network applications, its security is also received a high degree of attention. Factors affecting the safety of network is complex, for to do a good job of network security is a systematic work, has the high challenge. For safety and reliability problems of computer network system, this paper combined with practical work experience, from the threat of network security, security technology, network some Suggestions and measures for the system design principle, in order to make the masses of users in computer networks to enhance safety awareness and master certain network security technology.

  15. 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.

  16. 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

  17. An Investigation of Social Factors Affecting on Personnel Job Satisfaction of Remedial Service Insurance Department

    Directory of Open Access Journals (Sweden)

    Sayyed Yaser Ebrahimian Jolodar

    2012-01-01

    Full Text Available Because of the paramount importance of job satisfaction and due to its main consequences such as reduction of work absence and resignation, personnel promotion and society‟s health, and more importantly, its role in achievement of organization goals, this study aimed at investigating the effects of six social factors including personnel‟s belief, salary and benefits, participation in organizational decision-making, sense of job security, interaction with colleagues and meeting the basic needs of personnel on job satisfaction. The statistical population of this study was the personnel of Remedial Service Insurance Department in Sari and the questionnaire was distributed among them. The results showed that there is a significant and positive correlation among all these factors and they have meaningful effects on personnel job satisfaction based on multiple regression analysis. Furthermore, findings revealed that personnel‟s belief about their job has the most effects on job satisfaction.

  18. Job Satisfaction: Insights from Home Support Care Workers in Three Canadian Jurisdictions.

    Science.gov (United States)

    Panagiotoglou, Dimitra; Fancey, Pamela; Keefe, Janice; Martin-Matthews, Anne

    2017-03-01

    This mixed-methods study identified the personal and workplace characteristics that drive the job satisfaction of home support workers (HSWs) providing assistance to elderly clients. Data were based on a standardized measure of job satisfaction, along with in-depth qualitative interviews with 176 home support workers from three Canadian provincial jurisdictions (British Columbia, n = 108; Ontario, n = 28; Nova Scotia, n = 40). We anticipated that variability in demographic profiles between the three groups of workers and different job descriptions would be associated with differences in perceived job satisfaction. This was not the case. Results from the qualitative analysis highlight key areas that contributed to job satisfaction. These are job (scheduling, travel, and safety), economic (income security), and organizational (communication, support, and respect) factors. Given these findings, we recommend improvements to workplace communication, increased travel time allowance between clients, and wage parity with equivalent positions in long-term care facilities.

  19. The Extended Concept of Security and the Czech Security Practice

    Directory of Open Access Journals (Sweden)

    Libor Stejskal

    2008-12-01

    accompany the drawing up of a new security strategy for the country. A step in the right direction would be if, after public debate, the Government submitted a new version of the country’s security strategy for consideration and approval to the Parliament as the supreme representative body. The new strategy would thus be assigned greater importance than that of 2003 which was adopted only by the Government and, as a result, was often denied the status of a binding document. A broader public debate over the new security strategy would help ensure that the extended concept of security is more fully implemented in practice.

  20. A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

    2011-11-01

    Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

  1. Factors that affect the job satisfaction of Saudi Arabian nurses.

    Science.gov (United States)

    Alotaibi, Jazi; Paliadelis, Penny Susan; Valenzuela, Fredy-Roberto

    2016-04-01

    To determine factors that influence the job satisfaction of Saudi nurses. Saudi Arabia has a chronic shortage of Saudi national nurses. This research contributes to a greater understanding of how job satisfaction influences the recruitment and retention of Saudi nationals within the nursing profession. Qualitative data were gathered from Saudi nurses and content analysis was used to identify themes in the written responses. Four main themes emerged from the data: lack of educational opportunities and support and the poor image of the nursing profession, perceptions of favouritism, high workloads and stressful work environment and the effect of religion on job satisfaction. Saudi nurses would be more satisfied with their jobs if they had greater access to educational opportunities and if there was a reduction in workload and the perceived favouritism in the workplace was addressed. Religion was also found to play a significant role in supporting job satisfaction. These findings suggest the development of educational scholarships, as well as policies that better support equity in the workplace, to address Saudi nurses' level of job satisfaction. The generally positive impact of cultural and religious beliefs is also highlighted in this study. © 2015 John Wiley & Sons Ltd.

  2. Jobs for girls?

    DEFF Research Database (Denmark)

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

    1992-01-01

    , it was argued that "the majority of the area's prevailing social and economic difficulties are traced to the massive decline which the coal industry has suffered" (Durham County Council 1990, 41). Despite the devastation resulting from past colliery closures, these went largely uncontested, in part because...... of promises of alternative jobs. But these earlier efforts to counter the collapse of coal mining via the construction of an alternative branch plant economy had only had a limited effect. Thus the not entirely unexpected closure of the Consett works, which despite previous employment reductions was still far...... manufacturing to services, it was to service activities that were also dominated by the public sector, with central and local government and the services that these controlled and supplied providing the majority of such jobs. This was very much a legacy of both local and national political histories. At local...

  3. Talking about the job

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte; Strunck, Jeanne

    2016-01-01

    Talking about the job: The influence of management on leadership discourses Over the past decades, much research has been carried out to detail and analyse the uneven distribution of men and women in management positions (Acker 1990; Billing and Alvesson 2000; Österlind and Haake 2010). In Denmark......, this has been visible in banks and building societies where men would occupy the vast majority of senior positions, and women would be predominant in lower-ranking jobs, making it extremely difficult to climb the career ladder (Ellehave and Søndergaard 2006; Holmgreen 2009; Strunck 2013). One...... of the reasons for this is that gender inequalities continue to exist because they are deeply embedded in social structures and organisational processes, and not least upheld by the male managers whose positions are challenged by women’s entry into management (Schein 2007). In studies, this is referred...

  4. 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

  5. Steve Jobs: Nobel Laureate

    OpenAIRE

    Garry Jacobs

    2013-01-01

    The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of milli...

  6. Zambia Jobs Diagnostic : Analytics

    OpenAIRE

    Merotto, Dino

    2017-01-01

    One of the world’s most youthful countries, Zambia’s economy has been booming since the early 2000s on the back of record high copper prices and private sector investment response to the better business environment. But poverty rose from 2010 to 2015 and remains very high in rural areas. Economic transformation is underway with workers moving to off-farm jobs, but these are heavily skewed ...

  7. Security. Review Software for Advanced CHOICE. CHOICE (Challenging Options in Career Education).

    Science.gov (United States)

    Pitts, Ilse M.; And Others

    CHOICE Security is an Apple computer game activity designed to help secondary migrant students memorize their social security numbers and reinforce job and role information presented in "Career Notes, First Applications." The learner may choose from four time options and whether to have the social security number visible on the screen or…

  8. 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.

  9. Nursing home work practices and nursing assistants' job satisfaction.

    Science.gov (United States)

    Bishop, Christine E; Squillace, Marie R; Meagher, Jennifer; Anderson, Wayne L; Wiener, Joshua M

    2009-10-01

    To estimate the impact of nursing home work practices, specifically compensation and working conditions, on job satisfaction of nursing assistants employed in nursing homes. Data are from the 2004 National Nursing Assistant Survey, responses by the nursing assistants' employers to the 2004 National Nursing Home Survey, and county-level data from the Area Resource File. Multinomial logistic regression was used to estimate effects of compensation and working conditions on nursing assistants' overall job satisfaction, controlling for personal characteristics and local labor market characteristics. Wages, benefits, and job demands, measured by the ratio of nursing assistant hours per resident day, were associated with job satisfaction. Consistent with previous studies, job satisfaction was greater when nursing assistants felt respected and valued by their employers and had good relationships with supervisors. Nursing assistants were more satisfied when they had enough time to complete their work, when their work was challenging, when they were not subject to mandatory overtime, and where food was not delivered to residents on trays. This is the first investigation of nursing assistant job satisfaction using a nationally representative sample of nursing assistants matched to information about their employing nursing homes. The findings corroborate results of previous studies in showing that compensation and working conditions that provide respect, good relationships with supervisors, and better staffing levels are important to nursing assistant job satisfaction.

  10. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China.

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-08-03

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors-male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants-explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028-0.634; p civil servants with high-job burnout scores and mental fatigue scores compared with civil servants with lower scores (OR = 1.139, 95% CI: 1.012-3.198; OR = 1.697, 95% CI: 1

  11. 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.

  12. PSYCHOLOGICAL VALENCES IN THE DESIGN AND REDESIGN OF JOBS

    Directory of Open Access Journals (Sweden)

    Alic BIRCA

    2016-09-01

    Full Text Available This paper addresses the design and redesign of jobs under psychological aspect. For many years, the design and redesign of jobs have been treated more economically, i.e. by reducing staff costs. Although in the short-term, this approach has had positive economic effects, in the long-term the economic effects have been negative. Starting from this point of view, the authors attempt to highlight the problems that the psychological aspects involve in the design and redesign of jobs. Given the psychological aspects in the design of jobs aspects, are taken into consideration, certain problems that can have a far greater impact on organizational performance, may be anticipated and excluded.

  13. Security Threat Assessment of an Internet Security System Using Attack Tree and Vague Sets

    OpenAIRE

    Kuei-Hu Chang

    2014-01-01

    Security threat assessment of the Internet security system has become a greater concern in recent years because of the progress and diversification of information technology. Traditionally, the failure probabilities of bottom events of an Internet security system are treated as exact values when the failure probability of the entire system is estimated. However, security threat assessment when the malfunction data of the system’s elementary event are incomplete—the traditional approach for ca...

  14. Job insecurity and its association with health among employees in the Taiwanese general population.

    Science.gov (United States)

    Cheng, Yawen; Chen, Chun-Wan; Chen, Chiou-Jong; Chiang, Tung-liang

    2005-07-01

    As employers respond to intensive global competition through the deregulation of labor, job insecurity has become a widespread problem. It has been shown to have significant health impacts in a growing number of workers, but less is known about its social distribution, the mechanisms through which it may act, and the moderating effects of gender, socioeconomic position, and company size. Utilizing data from a national survey of a representative sample of paid employees in Taiwan, we examined the prevalence of job insecurity and its associations with psychosocial work characteristics and health status. A total of 8705 men and 5986 women aged between 25 and 65 years old were studied. Information on perceived job insecurity, industrial and occupational types, psychosocial work characteristics as assessed by the Job Strain model, and various measures of health status were obtained by a self-administered questionnaire. The overall prevalence of job insecurity was high (50%). Job insecurity was more prevalent among employees with lower education attainment, in blue-collar and construction workers, those employed in smaller companies, and in older women. Insecure employees also reported lower job control, higher job demands, and poor workplace social support, as compared with those who held secure positions. Regression analyses showed that job insecurity was strongly associated with poor health, even with adjustment of age, job control, job demands, and work place social support. The deleterious effects of job insecurity appeared to be stronger in men than women, in women who held managerial or professional jobs than women in other employment grades, and in those working in larger companies than smaller ones. The findings of this study suggest that perceived job insecurity is an important source of stress, and it is accompanied with adverse psychosocial work conditions and poor health. High-risk groups were identified for further investigation.

  15. Privatising Security

    Directory of Open Access Journals (Sweden)

    Irina Mindova-Docheva

    2016-06-01

    Full Text Available The article proposes an analysis of the different approaches towards employing the international legal framework in the regulation and oversight of private military and security companies’ operation in armed conflicts and in peace time security systems. It proposes a partnership-based approach for public and private actors aiming at creating and sharing common values under the principles of solidarity, protection of human rights and rule of law. A focus of further research should be the process of shaping those common values.

  16. 75 FR 18867 - Privacy Act of 1974; Department of Homeland Security Transportation Security Administration-011...

    Science.gov (United States)

    2010-04-13

    ... source categories, retention and disposal, and notification procedure. The Transportation Security... recipients of information about individuals who are their employees, job applicants, or contractors, or.... For each system of records covered by this notice, the retention and disposal sections are updated to...

  17. Job strain among rubber-glove-factory workers in central Thailand.

    Science.gov (United States)

    Sein, Muang Muang; Howteerakul, Nopporn; Suwannapong, Nawarat; Jirachewee, Jirachai

    2010-01-01

    Job strain has become a major concern because of its potential impacts on worker well-being and performance. This cross-sectional study aimed to assess the prevalence of, and examine factors associated with, job strain among workers in a rubber-glove factory, in a central province of Thailand. A total of 200 workers aged 18-55 yr, who had worked at the factory for at least 6 months, completed the Job Content Questionnaire (JCQ) (Thai Version). Two of 5 scales in the JCQ were used to measure job strain, i.e.; job control and psychological job demand. The prevalence of job strain was 27.5%. Multiple logistic regression analysis indicated two variables significantly associated with job strain: low supervisor social support (adjusted OR=3.08; 95%CI: 1.38-6.91) and high job insecurity (adjusted OR=2.25; 95%CI: 1.04-4.88). Effective training for supervisors, to create good relationships among workers and supervisors, and ensuring steady and secure jobs for good employees, are necessary.

  18. The effect of globalization on employee psychological health and job satisfaction in Malaysian workplaces.

    Science.gov (United States)

    Idris, Mohd Awang; Dollard, Maureen F; Winefield, Anthony H

    2011-01-01

    To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.

  19. Conducting Computer Security Assessments at Nuclear Facilities

    International Nuclear Information System (INIS)

    2016-06-01

    Computer security is increasingly recognized as a key component in nuclear security. As technology advances, it is anticipated that computer and computing systems will be used to an even greater degree in all aspects of plant operations including safety and security systems. A rigorous and comprehensive assessment process can assist in strengthening the effectiveness of the computer security programme. This publication outlines a methodology for conducting computer security assessments at nuclear facilities. The methodology can likewise be easily adapted to provide assessments at facilities with other radioactive materials

  20. 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.

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

    Science.gov (United States)

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

    2006-02-01

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

  2. Association between Continuing Education and Job Satisfaction of Nurses Employed in Long-Term Care Facilities.

    Science.gov (United States)

    Robertson, Ethel M.; Higgins, Leslie; Rozmus, Cathy; Robinson, James P.

    1999-01-01

    Continuing-education participation and job satisfaction of 85 licensed practical nurses and 25 registered nurses in long-term care were compared. There were no differences between full- and part-time staff. Nurses with higher family incomes participated more frequently. Registered nurses participated more and had greater job satisfaction. (SK)

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

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

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

  4. Welfare and Work: Job-Retention Outcomes of Federal Welfare-to-Work Employees.

    Science.gov (United States)

    Gooden, Susan Tinsley; Bailey, Margo

    2001-01-01

    Comparison of differences in job-retention outcomes for 1,777 welfare-to-work employees and 16,723 other employees in federal agencies reveals that welfare-to-work employees have greater odds of retaining their jobs. (Contains 32 references.) (JOW)

  5. Examining perception of job satisfaction and intention to leave among ICU nurses in China

    Directory of Open Access Journals (Sweden)

    Hong Tao

    2015-06-01

    Conclusions: For ICU nurses in China, sources of job dissatisfaction are potentially remedied with simple interventions. Adequate staffing is necessary but not sufficient for a positive work environment. Administrators should address the factors that directly affect their nurses' levels of job satisfaction, as it will ultimately result in less staff turnover and greater patient care.

  6. Randomized comparison of a multidisciplinary job-retention vocational rehabilitation program with usual outpatient care in patients with chronic arthritis at risk for job loss.

    Science.gov (United States)

    de Buck, Petronella D M; le Cessie, Saskia; van den Hout, Wilbert B; Peeters, Andreas J; Ronday, Herman K; Westedt, Marie-Louise; Breedveld, Ferdinand C; Vliet Vlieland, Theodora P M

    2005-10-15

    Work disability is a major consequence of inflammatory rheumatic conditions. Evidence regarding the effectiveness of interventions aimed at the prevention or reduction of work disability in rheumatic diseases is limited. We conducted a randomized controlled trial to investigate the effectiveness of a multidisciplinary job-retention vocational rehabilitation (VR) program in patients with a rheumatic condition who were at risk for job loss. A total of 140 patients with a chronic rheumatic condition were randomly assigned to either a multidisciplinary job-retention VR program (n = 74) or usual outpatient care (UC) (n = 66). Patients in the VR group were assessed and guided by a multidisciplinary team, whereas patients in the UC group received care as initiated by their rheumatologist, supplemented with written information. The main outcome measure was the occurrence of job loss (complete work disability or unemployment); additional outcome measures included job satisfaction, pain, functional status, emotional status, and quality of life. There was no difference between the 2 groups regarding the proportion of patients having lost their job at any time point, with 24% and 23% of the patients in the VR and UC groups, respectively, having lost their job after 24 months. Over the total period of 24 months, patients in the VR group had a significantly greater improvement of the fatigue visual analog scale and of emotional status (all P values job-retention VR program did not reduce the risk of job loss but improved fatigue and mental health in patients with chronic rheumatic diseases at risk for job loss.

  7. 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...

  8. Teacher Burnout and Perceived Job Security (Dynamics and Implications).

    Science.gov (United States)

    Smith, Roy L.; McCarthy, Marilyn Bartlett

    Research has shown that: (1) Physiological and psychological aspects of stress and burnout are equated with emotional exhaustion and (2) Individual responses to relationships and the working environment are based, to a large extent, upon the individual's expectations. A model was developed that accounts for individual perceptions of reasonable…

  9. Information Security

    NARCIS (Netherlands)

    Hartel, Pieter H.; Suryana Herman, Nanna; Leukfeldt, E.R.; Stol, W.Ph.

    2012-01-01

    Information security is all about the protection of digital assets, such as digital content, personal health records, state secrets etc. These assets can be handled by a party who is authorised to access and control the asset or a party who is not authorised to do so. Authorisation determines who is

  10. Food security

    NARCIS (Netherlands)

    Ridder, M. de

    2011-01-01

    Food security is back on the agenda as a top priority for policy makers. In January 2011, record high food prices resulted in protests in Tunisia, which subsequently led to the spread of the revolutions in other North African and Middle Eastern countries. Although experts have asserted that no

  11. Greater trochanteric pain syndrome diagnosis and treatment.

    Science.gov (United States)

    Mallow, Michael; Nazarian, Levon N

    2014-05-01

    Lateral hip pain, or greater trochanteric pain syndrome, is a commonly seen condition; in this article, the relevant anatomy, epidemiology, and evaluation strategies of greater trochanteric pain syndrome are reviewed. Specific attention is focused on imaging of this syndrome and treatment techniques, including ultrasound-guided interventions. Copyright © 2014 Elsevier Inc. All rights reserved.

  12. [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.

  13. Comparing Person Organization Fit and Person Job Fit

    Directory of Open Access Journals (Sweden)

    Kadir Ardıç

    2016-07-01

    Full Text Available Although there have been many studies conducted to analyze the effects of person-organization fit (POF and person-job fit (PJF on individual outcomes, little is known about which of these fit associates stronger with individual variables (i.e., intention to quit job, IQJ, and perceived individual performance, PIP. Therefore the purpose of the study is to compare the relationships of PJF and POF with IQJ and PIP. The sample of the study consists of security guards working at a private company's civil aviation safety department. Totally 98 security guards participated to the research. Results indicated that, the relationships of PJF and POF with IQJ and PIP were not significantly different. Consequently the results indicate that POF and PJF associate similarly with critical individual outcomes.

  14. A security architecture for the ALICE grid services

    CERN Document Server

    Schreiner, Steffen; Buchmann, Johannes; Betev, Latchezar; Grigoras, Alina

    2012-01-01

    Globally distributed research cyberinfrastructures, like the ALICE Grid Services, need to provide traceability and accountability of operations and internal interactions. This document presents a new security architecture for the ALICE Grid Services, allowing to establish non-repudiation with respect to creatorship and ownership of Grid files and jobs. It is based on mutually authenticated and encrypted communication using X.509 Public Key Infrastructure and the Transport Layer Security (TLS) protocol. Introducing certified Grid file entries and signed Grid jobs by implementing a model of Mediated Definite Delegation it allows to establish long-term accountability concerning Grid jobs and files. Initial submissions as well as any alteration of Grid jobs are becoming verifiable and can be traced back to the originator. The architecture has been implemented as a prototype along with the development of a new central Grid middleware, called jAliEn.

  15. An ideal job.

    Science.gov (United States)

    Leonard, Kurt J

    2012-01-01

    A brief personal history illustrates how fortunate I was to have stumbled into a career in plant pathology, which turned out to be the ideal job for me. Several of the people who steered me or facilitated my development in research on plant diseases are mentioned. Starting with my PhD research, I have had the good fortune to indulge a career-long fascination with epidemiology and genetics of disease resistance in plants, particularly coevolution of gene-for-gene host-pathogen systems. I hope that my example may inspire others of like minds to consider a research career in plant pathology.

  16. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

    The report reviews the different initiatives aiming to measure aspects of “green” sectors, jobs and technologies. The report discusses whether the statistics collected under the present initiatives aimed at measuring these aspects increase insights into the fundamental questions motivating...... the initiatives. An alternative framework is suggested, as it appears fundamentally impossible to make consistent frameworks for a division of the economy into “green” and “non-green” activities. The analysis has been carried out during the period September 2011 – March 2012 by Vista Analysis AS, Gaia Consulting...

  17. Instructor Attitudes toward Students: Job Satisfaction and Student Outcomes

    Science.gov (United States)

    Wilson, Janie H.

    2008-01-01

    The relational teaching approach suggests that instructors should develop positive relationships with students, with benefits including greater job satisfaction. One way to build positive relationships with students involves exhibiting immediacy behaviors. The author examined relationships among professors' attitudes toward students, immediacy…

  18. Overeducation and Jobs: Can the Great Training Robbery be Stopped?

    Science.gov (United States)

    Quinn, Robert P.

    In recent years, researchers have been questioning the assumption that more education necessarily guarantees workers greater occupational payoffs. This study examines overeducation in the American work force in terms of its frequency; segments of the work force in which it is most common; its relationship to job dissatisfaction, low self-esteem,…

  19. Enlisting Canadians for greater impact | IDRC - International ...

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

    The Global Citizenship Small Grants, for example, enable Canadian organizations to address issues of social and economic justice, environmental protection, participation, peace and security, and human rights in a global perspective. Now in its 15th year, the program demonstrates the Centre's commitment to working with ...

  20. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    Science.gov (United States)

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

  1. Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

    Science.gov (United States)

    Masum, Abdul Kadar Muhammad; Azad, Md. Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics’ job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics’ job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics’ job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics’ job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices. PMID:25699518

  2. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    Directory of Open Access Journals (Sweden)

    Abdul Kadar Muhammad Masum

    Full Text Available The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

  3. Computer Security: the security marathon

    CERN Multimedia

    Computer Security Team

    2014-01-01

    If you believe that “security” is a sprint, that a quick hack is invulnerable, that quick bug fixing is sufficient, that plugging security measures on top of existing structures is good, that once you are secure your life will be easy... then let me convince you otherwise.   An excellent example of this is when the summer students join us at CERN. As the summer period is short, software projects must be accomplished quickly, like a sprint. Rush, rush! But often, this sprint ends with aching muscles. Regularly, these summer students approach us to have their project or web server made visible to the Internet. Regularly, quick security reviews of those web servers diagnose severe underperformance with regards to security: the web applications are flawed or use insecure protocols; the employed software tools, databases or web frameworks are sub-optimal and not adequately chosen for that project; the operating system is non-standard and has never been brought up-to-date; and ...

  4. Canadian nurse practitioner job satisfaction.

    Science.gov (United States)

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

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

  5. Job share a consultant post.

    OpenAIRE

    Thornicroft, G.; Strathdee, G.

    1992-01-01

    Job sharing offers advantages to both employer and employee but it is still uncommon in medicine. Based on the experiences of two psychiatrists sharing a consultant post this article describes some of the problems in obtaining a job share. The most difficult part can be getting an interview, and once a post has been obtained the terms and conditions of service may have to be modified to suit job sharing. Getting on well with your job sharing partner and good communication will not only help o...

  6. Life without a job

    NARCIS (Netherlands)

    Patricia van Echtelt

    2010-01-01

    Original title: Een baanloos bestaan. There is a large group of people in the Netherlands who are unemployed or on incapacity benefit. What does not working mean for them? This question is important in the light of changes in the social security system which are characterised by moves to cut

  7. Security Administration Reports Application

    Data.gov (United States)

    Social Security Administration — Contains SSA Security Reports that allow Information Security Officers (ISOs) to access, review and take appropriate action based on the information contained in the...

  8. Security Investigation Database (SID)

    Data.gov (United States)

    US Agency for International Development — Security Investigation & Personnel Security Clearance - COTS personnel security application in a USAID virtualized environement that can support USAID's business...

  9. Securing military information systems on public infrastructure

    CSIR Research Space (South Africa)

    Botha, P

    2015-03-01

    Full Text Available to set up in time for scenarios which require real time information. This may force communications to utilise public infrastructure. Securing communications for military mobile and Web based systems over public networks poses a greater challenge compared...

  10. Social Security for Composers and Free Lances.

    Science.gov (United States)

    Rossel-Majdan, Karl

    1982-01-01

    Internationally, cultural policies are tending toward increased socioeconomic and legal support for creative artists. Austrian cultural policies which encourage art and cultural professional organizations, increased copyright protection, and greater social security for free-lance artists are discussed. (AM)

  11. Nuclear security

    International Nuclear Information System (INIS)

    1991-07-01

    This paper reports that despite an Executive Order limiting the authority to make original classification decisions to government officials, DOE has delegated this authority to a number of contractor employees. Although the number of original classification decisions made by these contractors is small, this neither negates nor diminishes the significance of the improper delegation of authority. If misclassification were to occur, particularly at the Top Secret level, U.S. national security interests could potentially be seriously affected and threatened. DOE's argument that the delegation of such authority is a long-standing policy and done on a selective basis does not legitimize the practice and does not relieve DOE of its responsibility to meet the requirements of the Executive Order. DOE needs to independently assess all original classification determinations made by contractors; otherwise, it cannot be sure that U.S. national security interests have been or are being adequately protected

  12. Securing the energy industry : perspectives in security risk management

    Energy Technology Data Exchange (ETDEWEB)

    Hurd, G.L. [Anadarko Canada Corp., Calgary, AB (Canada)

    2003-07-01

    This presentation offered some perspectives in security risk management as it relates to the energy sector. Since the events of September 11, 2001 much attention has been given to terrorism and the business is reviewing protection strategies. The paper made reference to each of the following vulnerabilities in the energy sector: information technology, globalization, business restructuring, interdependencies, political/regulatory change, and physical/human factors. The vulnerability of information technology is that it can be subject to cyber and virus attacks. Dangers of globalization lie in privacy and information security, forced nationalization, organized crime, and anti-globalization efforts. It was noted that the Y2K phenomenon provided valuable lessons regarding interdependencies and the effects of power outages, water availability, transportation disruption, common utility corridor accidents, and compounding incidents. The paper also noted the conflict between the government's desire to have a resilient infrastructure that can withstand and recover from attacks versus a company's ability to afford this capability. The physical/human factors that need to be considered in risk management include crime, domestic terrorism, and disasters such as natural disasters, industrial disasters and crisis. The energy industry has geographically dispersed vulnerable systems. It has done a fair job of physical security and has good emergency management practices, but it was noted that the industry cannot protect against all threats. A strategy of vigilance and awareness is needed to deal with threats. Other strategies include contingency planning, physical security, employee communication, and emergency response plans. tabs., figs.

  13. Steve Jobs: Nobel Laureate

    Directory of Open Access Journals (Sweden)

    Garry Jacobs

    2013-05-01

    Full Text Available The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of millions of people. Jobs demonstrated that the real basis of economic value is providing valuable products and services that fulfill human needs and aspirations, not unregulated markets and financial speculation. His apparent failures point to the dual nature of uncertainty that presides over all human activity - both the ever present threat of error and the untold opportunities hidden behind the veil. Widely regarded as a genius for inventing better products, his greatest commercial achievement has been in recognizing the central importance of services in modern society and fashioning integrated social service systems within which products act as an enabling technology.

  14. Nuclear energy and jobs

    International Nuclear Information System (INIS)

    Goldfinger, N.

    1976-01-01

    Mr. Goldfinger, Research Director of AFL-CIO, examines the problem of energy in general, nuclear in particular, and the employment relationship. The energy shortages in the U.S. and its dependence on oil are cited. Directly connected with this serious problem relating to energy are jobs, income, and living standards. If energy is not available, industries will be unable to expand to meet the needs of the growing population; and prices of goods will rise. From an evaluation of what experts have said, Mr. Goldfinger concludes that increased coal production and better coal technology cannot meet energy demands; so the sharp increase both in volume and as a percentage of total energy needed in the future will have to come from nuclear power. Development of alternative sources is necessary, he feels, and intense research on these is needed now. The employment impact in the nuclear energy scenario is analyzed according to the trades involved. It is estimated that 1.5 million jobs in the nuclear industry would be open by the year 2000 if nuclear is to provide one-fourth of energy supplies. The employment picture, assuming abandonment of nuclear energy, is then discussed

  15. Dye filled security seal

    International Nuclear Information System (INIS)

    Wilson, D.C.

    1982-01-01

    A security seal for providing an indication of unauthorized access to a sealed object includes an elongate member to be entwined in the object such that access is denied unless the member is removed. The elongate member has a hollow, pressurizable chamber extending throughout its length that is filled with a permanent dye under greater than atmospheric pressure. Attempts to cut the member and weld it together are revealed when dye flows through a rupture in the chamber wall and stains the outside surface of the member

  16. Security seal

    Science.gov (United States)

    Gobeli, Garth W.

    1985-01-01

    Security for a package or verifying seal in plastic material is provided by a print seal with unique thermally produced imprints in the plastic. If tampering is attempted, the material is irreparably damaged and thus detectable. The pattern of the imprints, similar to "fingerprints" are recorded as a positive identification for the seal, and corresponding recordings made to allow comparison. The integrity of the seal is proved by the comparison of imprint identification records made by laser beam projection.

  17. Security system

    Science.gov (United States)

    Baumann, Mark J.; Kuca, Michal; Aragon, Mona L.

    2016-02-02

    A security system includes a structure having a structural surface. The structure is sized to contain an asset therein and configured to provide a forceful breaching delay. The structure has an opening formed therein to permit predetermined access to the asset contained within the structure. The structure includes intrusion detection features within or associated with the structure that are activated in response to at least a partial breach of the structure.

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

    NARCIS (Netherlands)

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

    2014-01-01

    Purpose - Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

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

    NARCIS (Netherlands)

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

    2014-01-01

    Purpose : Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  20. Job satisfaction and job performance – impacts on human capital

    OpenAIRE

    Gotvassli, Kjell-Åge; Haugset, Anne Sigrid

    2010-01-01

    Within macroeconomics it is a well established point of view that investments in human capital is important for the economic growth of a region. In this paper we will look at the connection between job satisfaction and job performance and its impact on the “use” of human capital.

  1. Physician job satisfaction related to actual and preferred job size

    NARCIS (Netherlands)

    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

  2. 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.…

  3. 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...

  4. Job Stress, Job Dissatisfaction and Stress Related Illnesses Among ...

    African Journals Online (AJOL)

    The aim of this study was to explore the relationship between self-reported job stress and job dissatisfaction and the prevalence of stress related illnesses and risk factors amongst educators. A cross-sectional survey was conducted in a representative sample of 21,307 educators from public schools in South Africa.

  5. 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 ...

  6. 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

  7. Home ownership, job duration, and wages

    DEFF Research Database (Denmark)

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

    2008-01-01

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

  8. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

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

  9. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

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

  10. Job satisfaction amongst agricultural extension personnel in ...

    African Journals Online (AJOL)

    something about organization and some psychological factors as well as job satisfaction. Job satisfaction broadly is considered to be as attitude of a person reflecting the degree to which his/her important needs are satisfied by this job. To study the job satisfaction level and factors associated with job satisfaction of ...

  11. Automation and Job Satisfaction among Reference Librarians.

    Science.gov (United States)

    Whitlatch, Jo Bell

    1991-01-01

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

  12. 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...

  13. SUSTAINABLE QUALITY OF WORK LIFE AND JOB SATISFACTION [AN INDIAN CASE STUDY

    OpenAIRE

    Sorab Sadri; Conrad Goveas

    2013-01-01

    As HR experts would propound, organizational success is highly dependent on attracting, recruiting, motivating, and retaining its workforce. The quality of work life (QWL) pertains to favourable or unfavourable work environment in keeping employees motivated so as to enable increase per capita productivity. It aims at achieving an effective work place environment that satisfies  both the organizational and personal needs and values of employees , promoting well being by job securityjob sat...

  14. Factors Affecting Employees’ Job Satisfaction in Telecommunication Industry: a case study of Pakistan

    OpenAIRE

    Mohammad Aamir; Muhammad Salman; Mohammad Asif; Gul Bahar

    2014-01-01

    Employees’ satisfaction is crucial to any organization. There are numerous factors affecting the employees’ job satisfaction but 5 factors, namely working conditions, pay & promotion, job security, fairness and relations with co-workers. Organizations have to invest on its employees to satisfy its employees. Target audience is in Telecommunication sector Zong and Mobilink in Pakistan and took data through ques-tionnaire and analyzes data through SPSS. The research included 5 independent varia...

  15. Job Satisfaction of Teacher-Librarians: A Case Study of the Jaffna District, Sri Lanka

    OpenAIRE

    Visakaruban Maithili; Subramanian Navaneethakrishnan

    2014-01-01

    The study shed light on the level of influence of various factors on the job satisfaction of teacher-librarians. The findings of this study shows that teacher-librarians working in the Jaffna District, Sri Lanka are more comfortable with their colleagues and more satisfied with job security, supervision, social relation to the work, decision-making authority, administration, opportunity for education, personal career growth, gaining respect for assigned duties, and management policy. However,...

  16. Aspects of governmental job-creation efforts in Western Europe and North America.

    OpenAIRE

    Hollister RG

    1986-01-01

    ILO pub-WEP pub. Working paper, comparison of employment policies for employment creation in Western Europe and the USA - covers job creation measures, target groups, financing, and the relationships between job creation and economic policy and social policies (esp. Social security); looks at problems of design implementation and evaluation of employment creation projects; discusses obstacles to employment creation in the context of economic recession in Western Europe, and in a developing co...

  17. 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.

  18. Work environment, job satisfaction, stress and burnout among haemodialysis nurses.

    Science.gov (United States)

    Hayes, Bronwyn; Douglas, Clint; Bonner, Ann

    2015-07-01

    To examine the relationships among nurse and work characteristics, job satisfaction, stress, burnout and the work environment of haemodialysis nurses. Haemodialysis nursing is characterised by frequent and intense contact with patients in a complex and intense environment. A cross-sectional online survey of 417 haemodialysis nurses that included nurse and work characteristics, the Brisbane Practice Environment Measure, Index of Work Satisfaction, Nursing Stress Scale and the Maslach Burnout Inventory. Haemodialysis nurses reported an acceptable level of job satisfaction and perceived their work environment positively, although high levels of burnout were found. Nurses who were older and had worked in haemodialysis the longest had higher satisfaction levels, experienced less stress and lower levels of burnout than younger nurses. The in-centre type of haemodialysis unit had greater levels of stress and burnout than home training units. Greater satisfaction with the work environment was strongly correlated with job satisfaction, lower job stress and emotional exhaustion. Haemodialysis nurses experienced high levels of burnout even though their work environment was favourable and they had acceptable levels of job satisfaction. Targeted strategies are required to retain and avoid burnout in younger and less experienced nurses in this highly specialised field of nursing. © 2013 John Wiley & Sons Ltd.

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

    Directory of Open Access Journals (Sweden)

    Bongkyoo Choi

    2015-04-01

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

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

    Science.gov (United States)

    Choi, Bongkyoo; Ko, Sangbaek; Ostergren, Per-Olof

    2015-01-01

    This study aims to test the validity of the IPD-Work Consortium approach for creating comparable job strain groups between the Job Content Questionnaire (JCQ) and the Demand-Control Questionnaire (DCQ). A random population sample (N = 682) of all middle-aged Malmö males and females was given a questionnaire with the 14-item JCQ and 11-item DCQ for the job control and job demands. The JCQ job control and job demands scores were calculated in 3 different ways: using the 14-item JCQ standard scale formulas (method 1); dropping 3 job control items and using the 11-item JCQ standard scale formulas with additional scale weights (method 2); and the approach of the IPD Group (method 3), dropping 3 job control items, but using the simple 11-item summation-based scale formulas. The high job strain was defined as a combination of high demands and low control. Between the 2 questionnaires, false negatives for the high job strain were much greater than false positives (37-49% vs. 7-13%). When the method 3 was applied, the sensitivity of the JCQ for the high job strain against the DCQ was lowest (0.51 vs. 0.60-0.63 when the methods 1 and 2 were applied), although the specificity was highest (0.93 vs. 0.87-0.89 when the methods 1 and 2 were applied). The prevalence of the high job strain with the JCQ (the method 3 was applied) was considerably lower (4-7%) than with the JCQ (the methods 1 and 2 were applied) and the DCQ. The number of congruent cases for the high job strain between the 2 questionnaires was smallest when the method 3 was applied. The IPD-Work Consortium approach showed 2 major weaknesses to be used for epidemiological studies on the high job strain and health outcomes as compared to the standard JCQ methods: the greater misclassification of the high job strain and lower prevalence of the high job strain. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  1. Security studies

    International Nuclear Information System (INIS)

    Venot, R.

    2001-01-01

    Full text: Security studies constitute one of the major tools for evaluating the provisions implemented at facilities to protect and control Nuclear Material against unauthorized removal. Operators use security studies to demonstrate that they are complying with objectives set by the Competent Authority to counter internal or external acts aimed at unauthorized removal of NM. The paper presents the context of security studies carried out in France. The philosophy of these studies is based on a postulated unauthorized removal of NM and the study of the behavior of the systems implemented to control and protect NM in a facility. The potential unauthorized removal of NM usually may take place in two stages. The first stage involves the sequence leading to handling of the NM. It occurs inside the physical barriers of a facility and may include action involving the documents corresponding to Material Control and Accounting systems. At this stage it is possible to limit the risk of unauthorized removal of NM by means of detection capabilities of the MC and A systems. The second stage is more specific to theft and involves removing the NM out of the physical barriers of a facility in which they are being held, notably by affecting the Physical Protection System. Operators have to study, from a quantity and time lapse point of view, the ability of the installed systems to detect unauthorized removal, as well as the possibility of tampering with the systems to mask unlawful operations. Operators have also to analyze the sequences during which NM are accessed, removed from their containment and further removed from the facility in which they are stored. At each stage in the process, the probability of detection and the time taken to carry out the above actions have to be estimated. Of course, these two types of studies complement each other. Security studies have begun, in France, for more than fifteen years. Up to now more than fifty security studies are available in the

  2. Association of work-related factors with psychosocial job stressors and psychosomatic symptoms among Japanese pediatricians.

    Science.gov (United States)

    Umehara, Katsura; Ohya, Yukihiro; Kawakami, Norito; Tsutsumi, Akizumi; Fujimura, Masanori

    2007-11-01

    A cross-sectional study was conducted to explore what work-related factors were associated with job stress among pediatricians in Japan, as determined by the demand-control-support model and psychosomatic symptoms. We sent an anonymous questionnaire to a random sample of 3,000 members selected from the nationwide register of the Japan Pediatric Society and received 850 responses (response rate, 28%). Data from the 590 respondents who worked more than 35 h per week as a pediatrician and had no missing responses in the questionnaire were analyzed. We measured workload-related variables (e.g. working hours, work schedule) and recovery-related variables (e.g. workdays with no overtime, days off with no work in the past month) as exposure variables, and psychosocial job stressors (the Brief Job Stress Questionnaire) and psychosomatic symptoms as outcome variables. Longer working hours per week was significantly associated with greater job demand, lower job control and more psychosomatic symptoms (pworking hours, more workdays with no overtime was significantly associated with lower job demand, greater job control and fewer psychosomatic symptoms (plong working hours is a risk factor for job stressors and psychosomatic symptoms, and that workdays with no overtime is a protective factor which may facilitate recovery. Controlling working hours and encouraging non-overtime workdays may be important for reducing job stressors and psychosomatic symptoms among pediatricians in Japan.

  3. Relationship between organizational culture, leadership behavior and job satisfaction.

    Science.gov (United States)

    Tsai, Yafang

    2011-05-14

    Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

  4. Factors Affecting Job Satisfaction of Immigrant Korean Nurses.

    Science.gov (United States)

    An, Ji-Young; Cha, Sunkyung; Moon, Hyunjung; Ruggiero, Jeanne S; Jang, Haeran

    2016-03-01

    An increasing number of foreign-born nurses are working in the United States. Nurses' job satisfaction is a critical issue for quality patient care. The purpose of this study was to examine factors affecting the job satisfaction of immigrant Korean nurses. We used a cross-sectional mailed survey design. A convenience sample (n = 105) of members of the Greater New York Korean Nurses Association currently working or had previously worked in the United States completed the questionnaires. We used hierarchical regression to test the effects of acculturation and life satisfaction on job satisfaction. Most participants were female (n = 98, 93.3%) aged 27 to 70 years (mean = 52.27 years, SD = 10.67). In the regression model, life satisfaction, self-esteem, and perceived stress predicted job satisfaction (F = 5.127, p job satisfaction. U.S. nurses need to gain insight into factors influencing job satisfaction in Korean nurses to promote retention and quality care. © The Author(s) 2014.

  5. 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.

  6. Controls Over Operating System and Security Software Supporting the Defense Finance and Accounting Service

    National Research Council Canada - National Science Library

    1993-01-01

    ... programs from one another. Security software provides access controls that restrict the use of computer resources to authorized individuals and limit those individuals to the computer resources required to perform their jobs...

  7. Defining the e-learner’s security profile: Towards awareness ...

    Indian Academy of Sciences (India)

    Marjan Milošević

    open source learning content management system [22]. A .... of security agent that would ''do a real job''. Usersecurity is a structure ... which then use appropriate awareness resource to deliver content to ..... Int. J. Human-Comput. Stud. 72(12):.

  8. 33 CFR 106.215 - Company or OCS facility personnel with security duties.

    Science.gov (United States)

    2010-07-01

    ... a TWIC, and must have knowledge, through training or equivalent job experience, in the following, as... security equipment and systems; (i) Inspection, control, and monitoring techniques; (j) Methods of physical...

  9. 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.

  10. Job Satisfaction and its Influencing Factors among Shomal Health Center of Tehran Personnel in 2014

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-03-01

    Full Text Available Background and Objective: Job satisfaction is an important variable in the area of organizational behavior. Without job satisfaction it is not possible to achieve organizational goals. Therefore the purpose of this study was to assess job satisfaction among Shomal health center of Tehran personnel affiliated to Shahid Beheshti University of Medical Sciences.Materials and Methods: This cross- sectional study was a descriptive-analytical one. Shomal health center of Tehran personnel with at least six months of work experience participated in the study. Data were collected by demographic characteristics and the Minnesota Satisfaction questionnaire. Job satisfaction was categorized into six areas and five levels. Reliability of the questionnaire was confirmed through Chronbach’s alpha calculation. Statistical analysis was conducted using SPSS-18 software.Results: Two hundreds and Fifty-nine personnel participated in the study. The mean (SD of overall satisfaction score was 50.1(12.3 from 100. The study showed that job satisfaction of financial facilities and welfare, educational facilities and job promotion, politics and policy management, quality of human relations, Job security and professional social status were 40%, 43.4%, 53.4%, 66.6%, 54.3% and 57.4%, respectively. Statistical analysis showed a significant relationship between gender and occupational field.Conclusion:  Improving the physical conditions at workplace, increasing employee participation in decision-making, the relative increase in salary, Encouraging personnel, job promotion and intimate relationships between them can lead to increase job satisfaction among employees.

  11. 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...

  12. 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…

  13. 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…

  14. 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…

  15. 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...

  16. National Cyber Security Policy

    Indian Academy of Sciences (India)

    National Cyber Security Policy. Salient Features: Caters to ... Creating a secure cyber ecosystem. Creating an assurance framework. Encouraging Open Standards. Strengthening the Regulatory framework. Creating mechanisms for security threat early warning, vulnerability management and response to security threats.

  17. A Layered Trust Information Security Architecture

    Science.gov (United States)

    de Oliveira Albuquerque, Robson; García Villalba, Luis Javier; Sandoval Orozco, Ana Lucila; Buiati, Fábio; Kim, Tai-Hoon

    2014-01-01

    Information can be considered the most important asset of any modern organization. Securing this information involves preserving confidentially, integrity and availability, the well-known CIA triad. In addition, information security is a risk management job; the task is to manage the inherent risks of information disclosure. Current information security platforms do not deal with the different facets of information technology. This paper presents a layered trust information security architecture (TISA) and its creation was motivated by the need to consider information and security from different points of view in order to protect it. This paper also extends and discusses security information extensions as a way of helping the CIA triad. Furthermore, this paper suggests information representation and treatment elements, operations and support components that can be integrated to show the various risk sources when dealing with both information and security. An overview of how information is represented and treated nowadays in the technological environment is shown, and the reason why it is so difficult to guarantee security in all aspects of the information pathway is discussed. PMID:25470490

  18. A layered trust information security architecture.

    Science.gov (United States)

    de Oliveira Albuquerque, Robson; Villalba, Luis Javier García; Orozco, Ana Lucila Sandoval; Buiati, Fábio; Kim, Tai-Hoon

    2014-12-01

    Information can be considered the most important asset of any modern organization. Securing this information involves preserving confidentially, integrity and availability, the well-known CIA triad. In addition, information security is a risk management job; the task is to manage the inherent risks of information disclosure. Current information security platforms do not deal with the different facets of information technology. This paper presents a layered trust information security architecture (TISA) and its creation was motivated by the need to consider information and security from different points of view in order to protect it. This paper also extends and discusses security information extensions as a way of helping the CIA triad. Furthermore, this paper suggests information representation and treatment elements, operations and support components that can be integrated to show the various risk sources when dealing with both information and security. An overview of how information is represented and treated nowadays in the technological environment is shown, and the reason why it is so difficult to guarantee security in all aspects of the information pathway is discussed.

  19. A Layered Trust Information Security Architecture

    Directory of Open Access Journals (Sweden)

    Robson de Oliveira Albuquerque

    2014-12-01

    Full Text Available Information can be considered the most important asset of any modern organization. Securing this information involves preserving confidentially, integrity and availability, the well-known CIA triad. In addition, information security is a risk management job; the task is to manage the inherent risks of information disclosure. Current information security platforms do not deal with the different facets of information technology. This paper presents a layered trust information security architecture (TISA and its creation was motivated by the need to consider information and security from different points of view in order to protect it. This paper also extends and discusses security information extensions as a way of helping the CIA triad. Furthermore, this paper suggests information representation and treatment elements, operations and support components that can be integrated to show the various risk sources when dealing with both information and security. An overview of how information is represented and treated nowadays in the technological environment is shown, and the reason why it is so difficult to guarantee security in all aspects of the information pathway is discussed.

  20. Young Children and Job Satisfaction.

    Science.gov (United States)

    Hanson, Sandra L.; Sloane, Douglas M.

    1992-01-01

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

  1. A Guide to Job Analysis.

    Science.gov (United States)

    Boydell, T. H.

    There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…

  2. An Introduction to Job Analysis

    Science.gov (United States)

    Boydell, T. H.

    1970-01-01

    Job training involves preparing a job description and specification, and, if necessary, further analyses of skills, knowledge, and attitudes in order to identify areas of difficulty which will affect the choice of what must be learned and appropriate training techniques. (DM)

  3. Job Satisfaction of University Faculty.

    Science.gov (United States)

    Onuoha, Alphonso R. A.

    1980-01-01

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

  4. Job Sharing in the Schools.

    Science.gov (United States)

    Moorman, Barbara; And Others

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

  5. Job-Sharing the Principalship.

    Science.gov (United States)

    Brown, Shelley; Feltham, Wendy

    1997-01-01

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

  6. Job stress and productivity increase.

    Science.gov (United States)

    Adaramola, Samson Sunday

    2012-01-01

    This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.

  7. Experience with Remote Job Execution

    International Nuclear Information System (INIS)

    Lynch, Vickie E.; Cobb, John W; Green, Mark L.; Kohl, James Arthur; Miller, Stephen D.; Ren, Shelly; Smith, Bradford C.; Vazhkudai, Sudharshan S.

    2008-01-01

    The Neutron Science Portal at Oak Ridge National Laboratory submits jobs to the TeraGrid for remote job execution. The TeraGrid is a network of high performance computers supported by the US National Science Foundation. There are eleven partner facilities with over a petaflop of peak computing performance and sixty petabytes of long-term storage. Globus is installed on a local machine and used for job submission. The graphical user interface is produced by java coding that reads an XML file. After submission, the status of the job is displayed in a Job Information Service window which queries globus for the status. The output folder produced in the scratch directory of the TeraGrid machine is returned to the portal with globus-url-copy command that uses the gridftp servers on the TeraGrid machines. This folder is copied from the stage-in directory of the community account to the user's results directory where the output can be plotted using the portal's visualization services. The primary problem with remote job execution is diagnosing execution problems. We have daily tests of submitting multiple remote jobs from the portal. When these jobs fail on a computer, it is difficult to diagnose the problem from the globus output. Successes and problems will be presented

  8. Job Satisfaction in Fisheries Compared

    Science.gov (United States)

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-01-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions--Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and present information on a selection of metiers mainly…

  9. Mistral Supercomputer Job History Analysis

    OpenAIRE

    Zasadziński, Michał; Muntés-Mulero, Victor; Solé, Marc; Ludwig, Thomas

    2018-01-01

    In this technical report, we show insights and results of operational data analysis from petascale supercomputer Mistral, which is ranked as 42nd most powerful in the world as of January 2018. Data sources include hardware monitoring data, job scheduler history, topology, and hardware information. We explore job state sequences, spatial distribution, and electric power patterns.

  10. Junior College Faculty Job Satisfaction.

    Science.gov (United States)

    Frankel, Joanne

    Some of the research done to date concerning job satisfaction of junior college faculty is reviewed in this "Brief." Part I of the "Brief" describes four frameworks that have been applied to the analysis of job satisfaction: the traditional approach, the two-factor approach, the need hierarchy, and the cognitive dissonance approach. Part II…

  11. Psychosocial risks and job performance

    NARCIS (Netherlands)

    Klein Hesselink, J.; Oeij, P.; Kraan, K.O.

    2014-01-01

    In this article, we concentrate on explaining job performance from the perspective of psychosocial risks in the work environment. Many risks may hinder good job performance. The article does not concentrate on physical (such as, carrying heavy loads) or environmental risks (such as, extreme heat or

  12. Job satisfaction and preference drift.

    NARCIS (Netherlands)

    Maassen van den Brink, H.; Groot, W.J.N.

    1999-01-01

    Most empirical studies do not find that higher wages lead to more job satisfaction. In this paper we argue that the insignificant effect of wages on job satisfaction is due to preference drift. We adapt the standard ordered response model to allow for preference shifts. The empirical results support

  13. Job satisfaction and contingent employment

    NARCIS (Netherlands)

    de Graaf-Zijl, M.

    2012-01-01

    This paper analyses job satisfaction as an aggregate of satisfaction with several job aspects, with special focus on the influence of contingent-employment contracts. Fixed-effect analysis is applied on a longitudinal sample of Dutch employees in four work arrangements: regular, fixed-term, on-call

  14. Active Job Monitoring in Pilots

    Science.gov (United States)

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

    2015-12-01

    Recent developments in high energy physics (HEP) including multi-core jobs and multi-core pilots require data centres to gain a deep understanding of the system to monitor, design, and upgrade computing clusters. Networking is a critical component. Especially the increased usage of data federations, for example in diskless computing centres or as a fallback solution, relies on WAN connectivity and availability. The specific demands of different experiments and communities, but also the need for identification of misbehaving batch jobs, requires an active monitoring. Existing monitoring tools are not capable of measuring fine-grained information at batch job level. This complicates network-aware scheduling and optimisations. In addition, pilots add another layer of abstraction. They behave like batch systems themselves by managing and executing payloads of jobs internally. The number of real jobs being executed is unknown, as the original batch system has no access to internal information about the scheduling process inside the pilots. Therefore, the comparability of jobs and pilots for predicting run-time behaviour or network performance cannot be ensured. Hence, identifying the actual payload is important. At the GridKa Tier 1 centre a specific tool is in use that allows the monitoring of network traffic information at batch job level. This contribution presents the current monitoring approach and discusses recent efforts and importance to identify pilots and their substructures inside the batch system. It will also show how to determine monitoring data of specific jobs from identified pilots. Finally, the approach is evaluated.

  15. Job Prospects for Industrial Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1988-01-01

    Discusses 1987 statistics from the College Placement Council regarding new job offers to graduating industrial engineers. Identifies trends in hiring in the field. Describes several issues that will face industrial engineers. States that the industrial engineers most likely to win jobs are those with good basic mathematics and communications…

  16. School Nurses Share a Job.

    Science.gov (United States)

    Merwin, Elizabeth G.; Voss, Sondra

    1981-01-01

    Job sharing is a relatively new idea in which two or more people share the hours, the work, and the responsibilities of one job. Advantages and disadvantages to this situation are discussed in relation to the experiences of two nurses who shared a position as district nurse. (JN)

  17. Job satisfaction of nursing assistants.

    Science.gov (United States)

    Lerner, Nancy; Resnick, Barbara; Galik, Elizabeth; Flynn, Linda

    2011-11-01

    This secondary data analysis explored factors influencing job satisfaction in a sample of nursing assistants employed in Maryland skilled nursing facilities. Multiple factors have been shown to affect job satisfaction and turnover in nursing assistants (NAs), but the problem of turnover persists in skilled nursing facility environments affecting quality of care. An existing data set of 556 nursing assistants from 12 Maryland skilled nursing facilities was used. To explore factors found to influence job satisfaction from other studies, a multiple regression analysis was performed. Nine dependent variables previously shown to affect job satisfaction were used. Of these variables, only years of experience (β = .230) and performance of restorative care (β = .095) were found to be positively associated with job satisfaction. Self-esteem (β = -.094) was found to be negatively associated with job satisfaction. Only length of experience and exemplary care as evidenced by the performance of restorative care were associated with job satisfaction. These results mirror results found in other studies. Self-esteem was negatively associated with job satisfaction in this population, a finding needing further study. Copyright © 2011 Wolters Kluwer Health | Lippincott Williams & Wilkins

  18. Gender discrimination and job characteristics

    NARCIS (Netherlands)

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

    2016-01-01

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

  19. Job Quality in the Crisis

    DEFF Research Database (Denmark)

    Leschke, Janine; Watt, Andrew; Finn, Mairéad

    -time and fixed-term contracts and/or in the extent to which workers reported that they were working in such jobs involuntarily. Moreover, the numbers of workers who are afraid to lose their job have increased markedly which are clear signs of the declining bargaining power of labour brought on by the crisis....

  20. Benchmark job – Watch out!

    CERN Multimedia

    Staff Association

    2017-01-01

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

  1. Call for participation first ACM workshop on education in computer security

    OpenAIRE

    Irvine, Cynthia; Orman, Hilarie

    1997-01-01

    Taken from the NPS website. The security of information systems and networks is a growing concern. Experts are needed to design and organize the protection mechanisms for these systems. Both government and industry increasingly seek individuals with knowledge and skills in computer security. In the past, most traditional computer science curricula bypassed formal studies in computer security altogether. An understanding of computer security was achieved largely through on-the-job ...

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

    Science.gov (United States)

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

    2018-04-01

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

  3. Job submission and management through web services the experience with the CREAM service

    CERN Document Server

    Aiftimiei, C; Bertocco, S; Fina, S D; Ronco, S D; Dorigo, A; Gianelle, A; Marzolla, M; Mazzucato, M; Sgaravatto, M; Verlato, M; Zangrando, L; Corvo, M; Miccio, V; Sciabà, A; Cesini, D; Dongiovanni, D; Grandi, C

    2008-01-01

    Modern Grid middleware is built around components providing basic functionality, such as data storage, authentication, security, job management, resource monitoring and reservation. In this paper we describe the Computing Resource Execution and Management (CREAM) service. CREAM provides a Web service-based job execution and management capability for Grid systems; in particular, it is being used within the gLite middleware. CREAM exposes a Web service interface allowing conforming clients to submit and manage computational jobs to a Local Resource Management System. We developed a special component, called ICE (Interface to CREAM Environment) to integrate CREAM in gLite. ICE transfers job submissions and cancellations from the Workload Management System, allowing users to manage CREAM jobs from the gLite User Interface. This paper describes some recent studies aimed at assessing the performance and reliability of CREAM and ICE; those tests have been performed as part of the acceptance tests for integration of ...

  4. Information security becoming a priority for utilities

    Energy Technology Data Exchange (ETDEWEB)

    Nicolaides, S. [Numerex, Atlanta, GA (United States)

    2009-10-15

    As part of North America's national critical infrastructure, utilities are finding themselves at the forefront of a security issue. In October 2007, a leading security service provider reported a 90 per cent increase in the number of hackers attempting to attack its utility clients in just one year. Utilities are vulnerable to cyber attacks that could disrupt power production and the transmission system. This article discussed the need for intelligent technologies in securely enabling resource management and operational efficiency of the utilities market. It discussed the unique security challenges that utilities face at a time of greater regulatory activity, heightened environmental concerns, tighter data security requirements and an increasing need for remote monitoring and control. A new tool has emerged for cyber security in the form of an international standard that may offer a strong guideline to work toward 11 security domains. These include security policy; organization of information security; asset management; human resources security; physical and environmental security; communications and operations management; access control; information systems acquisition; development and maintenance; information security incident management; business continuity management; and compliance. 2 figs.

  5. Work Overload and Turnover Intention of Junior Auditors in Greater Jakarta, Indonesia

    OpenAIRE

    Andika Pradana; Imam Salehudin

    2015-01-01

    This paper aims to analyze how work overload influences turnover intentions of newly hired junior auditors in public accounting offices. Job satisfaction, work related stress and work life conflicts are used as mediating variables between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. The sample was selected using purposive sampling. Three mediation hypotheses were tested using Structural Equation M...

  6. Among Musculoskeletal Surgeons, Job Dissatisfaction Is Associated With Burnout.

    Science.gov (United States)

    van Wulfften Palthe, Olivier D R; Neuhaus, Valentin; Janssen, Stein J; Guitton, Thierry G; Ring, David

    2016-08-01

    Burnout is common in professions such as medicine in which employees have frequent and often stressful interpersonal interactions where empathy and emotional control are important. Burnout can lead to decreased effectiveness at work, negative health outcomes, and less job satisfaction. A relationship between burnout and job satisfaction is established for several types of physicians but is less studied among surgeons who treat musculoskeletal conditions. We asked: (1) For surgeons treating musculoskeletal conditions, what risk factors are associated with worse job dissatisfaction? (2) What risk factors are associated with burnout symptoms? Two hundred ten (52% of all active members of the Science of Variation Group [SOVG]) surgeons who treat musculoskeletal conditions (94% orthopaedic surgeons and 6% trauma surgeons; in Europe, general trauma surgeons do most of the fracture surgery) completed the Global Job Satisfaction instrument, Shirom-Malamed Burnout Measure, and provided practice and surgeon characteristics. Most surgeons were male (193 surgeons, 92%) and most were academically employed (186 surgeons, 89%). Factors independently associated with job satisfaction and burnout were identified with multivariable analysis. Greater symptoms of burnout (β, -7.13; standard error [SE], 0.75; 95% CI, -8.60 to -5.66; p job satisfaction. Having children (β, -0.45; SE, 0.0.21; 95% CI, -0.85 to -0.043; p = 0.030; adjusted R(2), 0.046) was the only factor independently associated with fewer symptoms of burnout. Among an active research group of largely academic surgeons treating musculoskeletal conditions, most are satisfied with their job. Efforts to limit burnout and job satisfaction by optimizing engagement in and deriving meaning from the work are effective in other settings and merit attention among surgeons. Level II, prognostic study.

  7. Spirituality and job satisfaction among hospice interdisciplinary team members.

    Science.gov (United States)

    Clark, Leah; Leedy, Stephen; McDonald, Laurie; Muller, Barbara; Lamb, Cheryl; Mendez, Tracy; Kim, Sehwan; Schonwetter, Ronald

    2007-12-01

    As a continuing effort to enhance the quality of palliative care for the dying, this study examined (1) the prevalence of spirituality among hospice interdisciplinary team (IDT) members; (2) whether spirituality is related to job satisfaction; and (3) the structural path relationships among four variables: spiritual belief, integration of spirituality at work, self actualization and job satisfaction. The study surveyed 215 hospice IDT members who completed the Jarel Spiritual Well-Being Scale, the Chamiec-Case Spirituality Integration and Job Satisfaction Scales. Multiple regression and structural path modeling methods were applied to explain the path relationships involving all four variables. The IDT members surveyed were: nurses, 46.4%; home health aids, 24.9%; social workers, 17.4%; chaplains, 4.2%; physicians, 2.3%; and other, 4.8%. Ninety-eight percent of the respondents viewed themselves as having spiritual well-being. On a 0-100 scale, IDT staff reported high spiritual belief (mean = 89.4) and they were self-actualizing (mean = 82.6). Most reported high job satisfaction (mean = 79.3) and spiritual integration (mean = 67.9). In multiple regression, spirituality, integration and self-actualization explained 22% of the variation in job satisfaction (R = 0.48; adjusted R(2) = 0.218; df = 3,175; F = 17.2; p = 0.001). Structural path models revealed that job satisfaction is more likely to be realized by a model that transforms one's spirituality into processes of integrating spirituality at work and self actualization (chi(2) = 0.614; df = 1; p = 0.433) than a model that establishes a direct path from spirituality to job satisfaction (chi(2) = 1.65; df = 1; p = 0.199). Hospice IDT member's integration of their spirituality at work and greater self actualization significantly improve job satisfaction.

  8. 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.

  9. A Guide to Job Enrichment and Redesign.

    Science.gov (United States)

    Cunningham, J. Barton; Eberle, Ted

    1990-01-01

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

  10. Impact of Health Care Employees’ Job Satisfaction on Organizational Performance Support Vector Machine Approach

    Directory of Open Access Journals (Sweden)

    CEMIL KUZEY

    2018-01-01

    Full Text Available This study is undertaken to search for key factors that contribute to job satisfaction among health care workers, and also to determine the impact of these underlying dimensions of employee satisfaction on organizational performance. Exploratory Factor Analysis (EFA is applied to initially uncover the key factors, and then, in the next stage of analysis, a popular data mining technique, Support Vector Machine (SVM is employed on a sample of 249 to determine the impact of job satisfaction factors on organizational performance. According to the proposed model, the main factors are revealed to be management’s attitude, pay/reward, job security and colleagues.

  11. Job Satisfaction of Teacher-Librarians: A Case Study of the Jaffna District, Sri Lanka

    Directory of Open Access Journals (Sweden)

    Visakaruban Maithili

    2014-12-01

    Full Text Available The study shed light on the level of influence of various factors on the job satisfaction of teacher-librarians. The findings of this study shows that teacher-librarians working in the Jaffna District, Sri Lanka are more comfortable with their colleagues and more satisfied with job security, supervision, social relation to the work, decision-making authority, administration, opportunity for education, personal career growth, gaining respect for assigned duties, and management policy. However, recognition, promotion, salary, and working facilities are negatively influencing the job satisfaction of teacher-librarians.

  12. Job stress and satisfaction among clinical radiologists

    International Nuclear Information System (INIS)

    Graham, J.; Ramirez, A.J.; Field, S.; Richards, M.A.

    2000-01-01

    AIMS: Consultant radiologists appear to be at greater risk of burnout than consultants working in other specialties. The aim of this study was to examine sources of stress and satisfaction at work for radiologists and hospital consultants in other specialties in order to try to understand this difference. MATERIALS AND METHODS: A postal questionnaire survey of psychiatric morbidity (12-item General Health Questionnaire), burnout (Maslach Burnout Inventory) and sources of job stress and satisfaction (study-specific questionnaires) was carried out among a random sample of 882 hospital consultants working in radiology and three other specialties (surgery, gastroenterology and oncology). RESULTS: The most stressful aspect of work for radiologists was work overload. Inadequacies in current staffing and facilities and concerns about funding were also major sources of stress, as were impositions made on radiologists by other clinicians. The most important sources of satisfaction for radiologists were their relationships with patients and being perceived to do their job well by colleagues. Importantly, radiologists reported less satisfaction than the other specialists from many of the aspects of work measured. A greater proportion of radiologists than other specialists felt insufficiently trained in communication skills [80% (n = 168) vs 47% (n = 310);P < 0.001] and management skills [84% (n = 179) vs 76% (n = 506);P < 0.05]. CONCLUSION: These data highlight aspects of radiologists' work which need to be tackled in order to reduce their stress and increase their satisfaction, and thereby their risk of burnout. Graham, J. (2000)

  13. Impact of body mass on job quality.

    Science.gov (United States)

    Kim, Tae Hyun; Han, Euna

    2015-04-01

    The current study explores the association between body mass and job quality, a composite measurement of job characteristics, for adults. We use nationally representative data from the Korean Labor and Income Panel Study for the years 2005, 2007, and 2008 with 7282 person-year observations for men and 4611 for women. A Quality of Work Index (QWI) is calculated based on work content, job security, the possibilities for improvement, compensation, work conditions, and interpersonal relationships at work. The key independent variable is the body mass index (kg/m(2)) splined at 18.5, 25, and 30. For men, BMI is positively associated with the QWI only in the normal weight segment (+0.19 percentage points at the 10th, +0.28 at the 50th, +0.32 at the 75th, +0.34 at the 90th, and +0.48 at the 95th quantiles). A unit increase in the BMI for women is associated with a lower QWI at the lower quantiles in the normal weight segment (-0.28 at the 5th, -0.19 at the 10th, and -0.25 percentage points at the 25th quantiles) and at the upper quantiles in the overweight segment (-1.15 at the 90th and -1.66 percentage points at the 95th quantiles). The results imply a spill-over cost of overweight or obesity beyond its impact on health in terms of success in the labor market. Copyright © 2015 Elsevier B.V. All rights reserved.

  14. Grid Service for User-Centric Job

    Energy Technology Data Exchange (ETDEWEB)

    Lauret, Jerome

    2009-07-31

    The User Centric Monitoring (UCM) project was aimed at developing a toolkit that provides the Virtual Organization (VO) with tools to build systems that serve a rich set of intuitive job and application monitoring information to the VO’s scientists so that they can be more productive. The tools help collect and serve the status and error information through a Web interface. The proposed UCM toolkit is composed of a set of library functions, a database schema, and a Web portal that will collect and filter available job monitoring information from various resources and present it to users in a user-centric view rather than and administrative-centric point of view. The goal is to create a set of tools that can be used to augment grid job scheduling systems, meta-schedulers, applications, and script sets in order to provide the UCM information. The system provides various levels of an application programming interface that is useful through out the Grid environment and at the application level for logging messages, which are combined with the other user-centric monitoring information in a abstracted “data store”. A planned monitoring portal will also dynamically present the information to users in their web browser in a secure manor, which is also easily integrated into any JSR-compliant portal deployment that a VO might employ. The UCM is meant to be flexible and modular in the ways that it can be adopted to give the VO many choices to build a solution that works for them with special attention to the smaller VOs that do not have the resources to implement home-grown solutions.

  15. Factors associated with job and personal satisfaction in adult Brazilian intensivists.

    Science.gov (United States)

    Nassar Junior, Antonio Paulo; Azevedo, Luciano César Pontes de

    2016-06-01

    To evaluate job and personal satisfaction rates in physicians who work in adult intensive care units and to identify the factors associated with satisfaction. A cross-sectional study performed with physicians who participated in two intensive medicine online discussion groups. A questionnaire designed to assess the physician's sociodemographic profile and job was available for both groups for 3 months. At the end of the questionnaire, the participants addressed their degrees of job and personal satisfaction using a Likert scale in which 1 represented "very dissatisfied" and 5 represented "very satisfied". The association between sociodemographic and job characteristics with job and personal satisfaction was evaluated. Variables independently associated with satisfaction were identified using a logistic regression model. The questionnaire was answered by 250 physicians, of which 137 (54.8%) declared they were satisfied with their jobs and 34 (13.5%) were very satisfied. None of the evaluated characteristics were independently associated with job satisfaction. Regarding personal satisfaction, 136 (54.4%) physicians reported being satisfied, and 48 (19.9%) reported being very satisfied. Job satisfaction (OR = 7.21; 95%CI 3.21 - 16.20) and working in a university hospital (OR = 3.24; 95%CI 1.29 - 8.15) were factors independently associated with the personal satisfaction of the participants. The participant physicians reported job and personal satisfaction with their work in intensive care. Job satisfaction and working in a university hospital were independently associated with greater personal satisfaction.

  16. Network security

    CERN Document Server

    Perez, André

    2014-01-01

    This book introduces the security mechanisms deployed in Ethernet, Wireless-Fidelity (Wi-Fi), Internet Protocol (IP) and MultiProtocol Label Switching (MPLS) networks. These mechanisms are grouped throughout the book according to the following four functions: data protection, access control, network isolation, and data monitoring. Data protection is supplied by data confidentiality and integrity control services. Access control is provided by a third-party authentication service. Network isolation is supplied by the Virtual Private Network (VPN) service. Data monitoring consists of applying

  17. Information Security

    OpenAIRE

    2005-01-01

    Information security is all about the protection of digital assets, such as digital content, personal health records, state secrets etc. These assets can be handled by a party who is authorised to access and control the asset or a party who is not authorised to do so. Authorisation determines who is trusted to actually handle an asset. Two concepts complement authorisation. Authentication deter-mines who makes a request to handle an asset. To decide who is authorised, a system needs to au-the...

  18. Improving Security in the ATLAS PanDA System

    International Nuclear Information System (INIS)

    Caballero, J; Maeno, T; Potekhin, M; Wenaus, T; Nilsson, P; Stewart, G

    2011-01-01

    The security challenges faced by users of the grid are considerably different to those faced in previous environments. The adoption of pilot jobs systems by LHC experiments has mitigated many of the problems associated with the inhomogeneities found on the grid and has greatly improved job reliability; however, pilot jobs systems themselves must then address many security issues, including the execution of multiple users' code under a common 'grid' identity. In this paper we describe the improvements and evolution of the security model in the ATLAS PanDA (Production and Distributed Analysis) system. We describe the security in the PanDA server which is in place to ensure that only authorized members of the VO are allowed to submit work into the system and that jobs are properly audited and monitored. We discuss the security in place between the pilot code itself and the PanDA server, ensuring that only properly authenticated workload is delivered to the pilot for execution. When the code to be executed is from a 'normal' ATLAS user, as opposed to the production system or other privileged actor, then the pilot may use an EGEE developed identity switching tool called gLExec. This changes the grid proxy available to the job and also switches the UNIX user identity to protect the privileges of the pilot code proxy. We describe the problems in using this system and how they are overcome. Finally, we discuss security drills which have been run using PanDA and show how these improved our operational security procedures.

  19. 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...

  20. Security threat assessment of an Internet security system using attack tree and vague sets.

    Science.gov (United States)

    Chang, Kuei-Hu

    2014-01-01

    Security threat assessment of the Internet security system has become a greater concern in recent years because of the progress and diversification of information technology. Traditionally, the failure probabilities of bottom events of an Internet security system are treated as exact values when the failure probability of the entire system is estimated. However, security threat assessment when the malfunction data of the system's elementary event are incomplete--the traditional approach for calculating reliability--is no longer applicable. Moreover, it does not consider the failure probability of the bottom events suffered in the attack, which may bias conclusions. In order to effectively solve the problem above, this paper proposes a novel technique, integrating attack tree and vague sets for security threat assessment. For verification of the proposed approach, a numerical example of an Internet security system security threat assessment is adopted in this paper. The result of the proposed method is compared with the listing approaches of security threat assessment methods.

  1. An Exploratory Study of the Effects of Work Environment Variables on Job Satisfaction Among Chinese Prison Staff.

    Science.gov (United States)

    Jiang, Shanhe; Lambert, Eric G; Liu, Jianhong; Zhang, Jinwu

    2018-05-01

    Job satisfaction has been linked to many positive outcomes, such as greater work performance, increased organizational commitment, reduced job burnout, decreased absenteeism, and lower turnover intent/turnover. A substantial body of research has examined how work environment variables are linked to job satisfaction among U.S. correctional staff; far less research has examined prison staff in non-Western nations, especially China. Using survey data collected from two prisons in Guangzhou, China, this study investigated the level of job satisfaction among prison staff and how personal characteristics (i.e., gender, tenure, age, and educational level) and work environment variables (i.e., perceived dangerousness of the job, job variety, supervision, instrumental communication, and input into decision making) affect job satisfaction. The findings from ordinary least squares regression equations indicated that the work environment variables explained a greater proportion of the variance in the job satisfaction measure than the personal characteristics. In the full multivariate regression model, gender was the only personal characteristic to have a significant association with job satisfaction, with female staff reporting higher satisfaction. Input into decision making and job variety had significant positive associations, whereas dangerousness had a significant negative relationship with job satisfaction.

  2. Simultaneous bilateral isolated greater trochanter fracture

    Directory of Open Access Journals (Sweden)

    Maruti Kambali

    2013-01-01

    Full Text Available A 48-year-old woman sustained simultaneous isolated bilateral greater trochanteric fracture, following a road traffic accident. The patient presented to us 1 month after the injury. She presented with complaints of pain in the left hip and inability to walk. Roentgenograms revealed displaced comminuted bilateral greater trochanter fractures. The fracture of the left greater trochanter was reduced and fixed internally using the tension band wiring technique. The greater trochanter fracture on the right side was asymptomatic and was managed conservatively. The patient regained full range of motion and use of her hips after a postoperative follow-up of 6 months. Isolated fractures of the greater trochanter are unusual injuries. Because of their relative rarity and the unsettled controversy regarding their etiology and pathogenesis, several methods of treatment have been advocated. Furthermore, the reports of this particular type of injury are not plentiful and the average textbook coverage afforded to this entity is limited. In our study we discuss the mechanism of injury and the various treatment options available.

  3. Job satisfaction and job content in Dutch dental hygienists.

    Science.gov (United States)

    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.

  4. Effects of perceived job insecurity on depression, suicide ideation, and decline in self-rated health in Korea: a population-based panel study.

    Science.gov (United States)

    Kim, Min-Seok; Hong, Yun-Chul; Yook, Ji-Hoo; Kang, Mo-Yeol

    2017-10-01

    To investigate the effects of job security on new development of depressive episode, suicide ideation, and decline in self-rated health. Data from the Korea Welfare Panel Study from 2012 to 2015 were analysed. A total of 2912 waged workers self-assessed their depressive episode, suicide ideation, and health annually by answering the questionnaire. Participants were divided into three groups according to the level of job security: high, intermediate and low. To evaluate the influence of job security, we performed survival analysis after stratification by gender with adjustment for covariates. The result was further stratified by whether the respondent was the head of household. After adjusting for covariates, men in low job security group showed significantly higher hazard ratios (HRs) for depression (HR 1.27, 95% CI 1.01-1.60), suicide ideation (HR 3.25, 95% CI 1.72-6.16), and decline in self-rated health (HR 1.73, 95% CI 1.16-2.59). Women showed significantly higher HR of depression in the intermediate (HR 1.37, 95% CI 1.01-1.87) and low (HR 1.50, 95% CI 1.12-1.99) job security group. Male head of household with low job security showed significantly higher HR of depression, suicide ideation, and decline in self-rated health. Non-head-of-household women with intermediate and low job security showed higher risk of depression than those with high job security. We found that perceived job insecurity is associated with the new development of depressive episode, suicide ideation, and decline in self-rated health.

  5. Job Insecurity and Mental Well-Being in Finland, Norway, and Sweden

    Directory of Open Access Journals (Sweden)

    Patrik Vulkan

    2015-06-01

    Full Text Available This article describes how the flexicurity arrangement of low job security, high employment security, and good income security advocated by various authors affects the mental well-being of employees. Data are derived from a survey carried out in 2010–2011 among employees in Finland, Norway, and Sweden. The main findings are that all three forms of cognitive security (the perceived risk have an independent effect on mental well-being and that the worry of insecurity (the affective component mediates the relationship with mental well-being. The interaction effects show that high levels of employment security can alleviate the detrimental effects of job insecurity on mental well-being. No similar interaction effect was found with job insecurity and income security. The results are discussed in relation to the institutional arrangements of the Nordic countries’ welfare states, concluding that the high employment security needed for a successful flexicurity arrangement requires either low levels of unemployment or effective and extensive active labor market programs. Flexicurity is thus susceptible to economic turmoil and requires further labor market investments, even in the Nordic countries.

  6. 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....

  7. 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.

  8. 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

  9. 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.

  10. 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.

  11. Security infrastructures: towards the INDECT system security

    OpenAIRE

    Stoianov, Nikolai; Urueña, Manuel; Niemiec, Marcin; Machník, Petr; Maestro, Gema

    2012-01-01

    This paper provides an overview of the security infrastructures being deployed inside the INDECT project. These security infrastructures can be organized in five main areas: Public Key Infrastructure, Communication security, Cryptography security, Application security and Access control, based on certificates and smartcards. This paper presents the new ideas and deployed testbeds for these five areas. In particular, it explains the hierarchical architecture of the INDECT PKI...

  12. Internet Banking Security Strategy: Securing Customer Trust

    OpenAIRE

    Frimpong Twum; Kwaku Ahenkora

    2012-01-01

    Internet banking strategies should enhance customers¡¯ online experiences which are affected by trust and security issues. This study provides perspectives of users and nonusers on internet banking security with a view to understanding trust and security factors in relation to adoption and continuous usage. Perception of internet banking security influenced usage intentions. Nonusers viewed internet banking to be insecure but users perceived it to be secure with perceived ease of use influenc...

  13. Greater trochanteric fracture with occult intertrochanteric extension.

    Science.gov (United States)

    Reiter, Michael; O'Brien, Seth D; Bui-Mansfield, Liem T; Alderete, Joseph

    2013-10-01

    Proximal femoral fractures are frequently encountered in the emergency department (ED). Prompt diagnosis is paramount as delay will exacerbate the already poor outcomes associated with these injuries. In cases where radiography is negative but clinical suspicion remains high, magnetic resonance imaging (MRI) is the study of choice as it has the capability to depict fractures which are occult on other imaging modalities. Awareness of a particular subset of proximal femoral fractures, namely greater trochanteric fractures, is vital for both radiologists and clinicians since it has been well documented that they invariably have an intertrochanteric component which may require surgical management. The detection of intertrochanteric or cervical extension of greater trochanteric fractures has been described utilizing MRI but is underestimated with both computed tomography (CT) and bone scan. Therefore, if MRI is unavailable or contraindicated, the diagnosis of an isolated greater trochanteric fracture should be met with caution. The importance of avoiding this potential pitfall is demonstrated in the following case of an elderly woman with hip pain and CT demonstrating an isolated greater trochanteric fracture who subsequently returned to the ED with a displaced intertrochanteric fracture.

  14. Butterfly valves: greater use in power plants

    International Nuclear Information System (INIS)

    McCoy, M.

    1975-01-01

    Improvements in butterfly valves, particularly in the areas of automatic control and leak tightness are described. The use of butterfly valves in nuclear power plants is discussed. These uses include service in component cooling, containment cooling, and containment isolation. The outlook for further improvements and greater uses is examined. (U.S.)

  15. Greater Somalia, the never-ending dream?

    DEFF Research Database (Denmark)

    Zoppi, Marco

    2015-01-01

    This paper provides an historical analysis of the concept of Greater Somalia, the nationalist project that advocates the political union of all Somali-speaking people, including those inhabiting areas in current Djibouti, Ethiopia and Kenya. The Somali territorial unification project of “lost...

  16. Are peer specialists happy on the job?

    Science.gov (United States)

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2018-03-01

    This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  17. 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...

  18. Determining Composite Validity Coefficients for Army Jobs and Job Families

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2002-01-01

    ...) is to compute composite validity coefficients. using criterion data derived from the 1987 - 1989 Skill Qualifications Test program, for the 7-test ASVAB for 150, 17, and 9 job family structures...

  19. Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling

    Directory of Open Access Journals (Sweden)

    Majid Bagheri Hosseinabadi

    2018-04-01

    Full Text Available Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran.Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals.Respondents completed the Minnesota Satisfaction Questionnaire (MSQ, the health and safety executive (HSE indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM analyses were carried out applying SPSS v. 22 and AMOS v. 22.Results: The Normed Fit Index (NFI, Non-normed Fit Index (NNFI, Incremental Fit Index (IFIand Comparative Fit Index (CFI were greater than 0.9. Also, goodness of fit index (GFI=0.99and adjusted goodness of fit index (AGFI were greater than 0.8, and root mean square error of approximation (RMSEA were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001, control (β =0.135, CI =0.062 - 0.404, P =0.008, relationships(β =-0.208, CI =-0.637– -0.209; P≤0.001 and changes (β =0.247, CI =0.360 - 1.026, P≤0.001with job satisfaction.Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.

  20. Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling.

    Science.gov (United States)

    Bagheri Hosseinabadi, Majid; Etemadinezhad, Siavash; Khanjani, Narges; Ahmadi, Omran; Gholinia, Hemat; Galeshi, Mina; Samaei, Seyed Ehsan

    2018-01-01

    Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran. Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals. Respondents completed the Minnesota Satisfaction Questionnaire (MSQ), the health and safety executive (HSE) indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM) analyses were carried out applying SPSS v. 22 and AMOS v. 22. Results: The Normed Fit Index (NFI), Non-normed Fit Index (NNFI), Incremental Fit Index (IFI)and Comparative Fit Index (CFI) were greater than 0.9. Also, goodness of fit index (GFI=0.99)and adjusted goodness of fit index (AGFI) were greater than 0.8, and root mean square error of approximation (RMSEA) were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001), control (β =0.135, CI =0.062 - 0.404, P =0.008), relationships(β =-0.208, CI =-0.637- -0.209; P≤0.001) and changes (β =0.247, CI =0.360 - 1.026, P≤0.001)with job satisfaction. Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.