WorldWideScience

Sample records for job opportunities

  1. USAJOBS Job Opportunity Announcements (JOA) REST API

    Data.gov (United States)

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

  2. USAJOBS Job Opportunity Announcements (JOA) SOAP API

    Data.gov (United States)

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

  3. 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)

  4. 20 CFR 638.541 - Job Corps training opportunities.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  5. 29 CFR 1604.5 - Job opportunities advertising.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Job opportunities advertising. 1604.5 Section 1604.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.5 Job opportunities advertising. It is a violation of title VII for a help-wanted...

  6. Digital Frontier Job & Opportunity Finder. Tomorrow's Opportunities Today.

    Science.gov (United States)

    Altman, Don

    This book describes the newest jobs for which people should train and prepare, as well as exploring where the United States is going as a country, a society, and a people. It is designed to help new job seekers as well as veteran workers find a place in the new wave of work, the "digital frontier." The book is organized in two sections. Section I…

  7. Job enrichment: creating meaningful career development opportunities for nurses.

    Science.gov (United States)

    Duffield, Christine; Baldwin, Richard; Roche, Michael; Wise, Sarah

    2014-09-01

    This paper presents an evaluation of a career development policy in South Australia which increased the number of senior staff nurse positions and provided senior registered nurses with time away from clinical duties to undertake agreed projects. We use Kanter's model of structural power and commitment theory to understand the dimensions of this policy. Development strategies for experienced staff who wish to remain at the bedside are needed, especially in smaller health services with limited opportunities for horizontal or vertical mobility. Face-to-face semistructured interviews were conducted with 54 senior staff nurses who participated in the career structure arrangements. The policy enhanced the structure of opportunity in three ways: by increasing the number of senior staff nurse positions, the ladder steps were improved; undertaking strategic projects developed new skills; and the job enrichment approach facilitated time out from the immediate pressures of ward work and challenged nurses in a different way. Through job enrichment, South Australia has found a novel way of providing meaningful career development opportunities for experienced nurses. Methods of job enrichment need to be considered as part of career development policy, especially where movement between clinical facilities is limited and staff wish to remain at the bedside. © 2013 John Wiley & Sons Ltd.

  8. 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...

  9. Young Generation Network appearance on the job opportunity fair

    Energy Technology Data Exchange (ETDEWEB)

    Kovac, Marko; Zagar, Tomaz; Giacomelli, M; Bergant, R; Lengar, Igor [Institut ' Jozef Stefan' , Jamova 39, 1001 Ljubljana (Slovenia); Knez, Simona [Agencija za radioaktivne odpadke, Parmova 53, 1113 Ljubljana (Slovenia)

    2002-07-01

    We describe the way in which we have appeared on a job-fair, organised for the connection between employers and students. We have offered jobs in the nuclear branch and by gaining the interest of the participants (mainly students) were able to popularise nuclear energy. In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. (author)

  10. Young Generation Network appearance on the job opportunity fair

    International Nuclear Information System (INIS)

    Kovac, Marko; Zagar, Tomaz; Giacomelli, M.; Bergant, R.; Lengar, Igor; Knez, Simona

    2002-01-01

    We describe the way in which we have appeared on a job-fair, organised for the connection between employers and students. We have offered jobs in the nuclear branch and by gaining the interest of the participants (mainly students) were able to popularise nuclear energy. In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. (author)

  11. Description of Stikes Yarsis students' motivation in facing the international nursing job opportunity

    OpenAIRE

    Wesiana Heris Santy

    2015-01-01

    The proliferation of nursing higher education in Indonesia increases the number of nurse graduates in Indonesia. Unfortunately, it is not equivalent with the jobs provided for them as well as their low motivation to catch the opportunity to work abroad. Therefore, this research was purposed to describe the motivation of students of Stikes Yarsis in facing the international nursing job opportunity. The type of research was descriptive involving all students of the second and fourth class in th...

  12. 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

  13. Employees’ Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement

    Science.gov (United States)

    van Wingerden, Jessica; Poell, Rob F.

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees’ perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees’ perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees (N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice. PMID:29118729

  14. Employees' Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement.

    Science.gov (United States)

    van Wingerden, Jessica; Poell, Rob F

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees' perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees' perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees ( N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice.

  15. Job Opportunities, Economic Resources, and the Postsecondary Destinations of American Youth

    Science.gov (United States)

    BOZICK, ROBERT

    2009-01-01

    Using a nationally representative sample of graduates from the high school class of 2003–2004, I test the warehouse hypothesis, which contends that youth are more likely to leave school and enter the labor force when there are available job opportunities (and vice versa). Using two measures of job opportunities—local unemployment rates and the percentage of local workers employed in jobs that require a bachelor’s degree—I find support for the warehouse hypothesis. In areas where unemployment is low, with ample jobs that do not require a bachelor’s degree, youth have higher odds of entering the labor force. In areas where unemployment is high, with few jobs that require only a high school diploma, youth have higher odds of entering college. The effect of unemployment on enrollment is more pronounced for low-income youth than for high-income youth, with both low- and high-income youth turning to four-year schools rather than two-year schools when job opportunities are limited. PMID:19771941

  16. The identification of job opportunities for severely disabled sick-listed employees

    NARCIS (Netherlands)

    Broersen, J.P.; Mulders, H.P.; Schellart, A.J.M.; van der Beek, A.J.

    2012-01-01

    Background: Work disability is a major problem for both the worker and society. To explore the work opportunities in regular jobs of persons low in functional abilities, we tried to identify occupations low in task demands. Because of the variety of functional abilities and of the corresponding work

  17. Description of Stikes Yarsis students' motivation in facing the international nursing job opportunity

    Directory of Open Access Journals (Sweden)

    Wesiana Heris Santy

    2015-11-01

    Full Text Available 800x600 The proliferation of nursing higher education in Indonesia increases the number of nurse graduates in Indonesia. Unfortunately, it is not equivalent with the jobs provided for them as well as their low motivation to catch the opportunity to work abroad. Therefore, this research was purposed to describe the motivation of students of Stikes Yarsis in facing the international nursing job opportunity. The type of research was descriptive involving all students of the second and fourth class in the program of study S1 Nursing Stikes Yarsis as the population. The samples were taken from all population by applying the total sampling technique, totally 184 respondents. Moreover, the research variable was the motivation of students of Stikes Yarsis in facing the international nursing job opportunity. The result showed that half of the respondents, 92 students, had a low motivation in facing the international nursing job opportunity. Low motivation is one of the factors which influence the students not to catch the job opportunity abroad. Hence, Stikes Yarsis as the nursing education provider is expected to be able to increase their motivation by giving information, providing facilities which support the students in developing their ability in speaking foreign languages, as well as building networking with institutions outside this country so that the graduates will easily get a job abroad.  Normal 0 false false false IN X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif"; mso-bidi-font-family:"Times New Roman";}

  18. 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....

  19. The impact of intermediate care services on job satisfaction, skills and career development opportunities.

    Science.gov (United States)

    Nancarrow, Susan

    2007-07-01

    The purpose of this study was to examine, in depth, the impact of intermediate care services on staff job satisfaction, skills development and career development opportunities. Recruitment and retention difficulties present a major barrier to the effective delivery of intermediate care services in the UK. The limited existing literature is contradictory, but points to the possibility of staff deskilling and suggests that intermediate care is poorly understood and may be seen by other practitioners as being of lower status than hospital work. These factors have the potential to reduce staff morale and limit the possibilities of recruiting staff. The research is based on interviews with 26 staff from case studies of two intermediate care services in South Yorkshire. Participants reported high levels of job satisfaction, which was because of the enabling philosophy of care, increased autonomy, the setting of care and the actual teams within which the workers were employed. For most disciplines, intermediate care facilitated the application of existing skills in a different way; enhancing some skills, while restricting the use of others. Barriers to career development opportunities were attributed to the relative recency of intermediate care services, small size of the services and lack of clear career structures. Career development opportunities in intermediate care could be improved through staff rotations through acute, community and intermediate care to increase their awareness of the roles of intermediate care staff. The non-hierarchical management structures limits management career development opportunities, instead, there is a need to enhance professional growth opportunities through the use of consultant posts and specialization within intermediate care. This study provides insight into the impact of an increasingly popular model of care on the roles and job satisfaction of workers and highlights the importance of this learning for recruitment and retention of

  20. Meaningful work and work engagement : The mediating role of perceived opportunity to craft and job crafting behavior

    NARCIS (Netherlands)

    Van Wingerden, Jessica; van der Stoep, Joost; Poell, R.F.

    2018-01-01

    This study examines the impact of meaningful work on employees’ level of work engagement as mediated by perceived opportunities to craft and job crafting. Based on the literature on meaningful work and job crafting, we hypothesize that meaningful work has a positive relationship with an employee’s

  1. 20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are students permitted to hold jobs other than work-based learning opportunities? 670.520 Section 670.520 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

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

    OpenAIRE

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

    2002-01-01

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

  3. The identification of job opportunities for severely disabled sick-listed employees

    Directory of Open Access Journals (Sweden)

    Broersen Jake PJ

    2012-03-01

    Full Text Available Abstract Background Work disability is a major problem for both the worker and society. To explore the work opportunities in regular jobs of persons low in functional abilities, we tried to identify occupations low in task demands. Because of the variety of functional abilities and of the corresponding work demands, the disabled persons need to be classified by type of disability in a limited number of subgroups. Within each subgroup, occupations judged suitable for the most seriously disabled will be selected as having a very low level of the corresponding task demands. These occupations can be applied as reference occupations to assess the presence or absence of work capacity of sick-listed employees in regular jobs, and as job opportunities for people with a specific type of functional disability. Methods Registered data from 50,931 disability assessments within the Dutch social security system were used in a second order factor analysis to identify types of disabilities in claimants for a disability pension. Threshold values were chosen to classify claimants according to the severity of the disability. In the disability assessment procedure, a labour expert needs to select jobs with task demands not exceeding the functional abilities of the claimant. For each type of disability, the accessible jobs for the subgroup of the most severely disabled claimants were identified as lowest in the corresponding demand. Results The factor analysis resulted in four types of disabilities: general physical ability; autonomy; psychological ability; and manual skills. For each of these types of disablement, a set of four to six occupations low in task demands were selected for the subgroup of most severely disabled claimants. Because of an overlap of the sets of occupations, 13 occupations were selected in total. The percentage of claimants with at least one of the occupations of the corresponding set (the coverage, ranged from 84% to 93%. An alternative

  4. Job resources and emotional exhaustion: The mediating role of learning opportunities

    NARCIS (Netherlands)

    Ruysseveldt, J. van; Verboon, P.; Smulders, P.G.W.

    2011-01-01

    The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We

  5. Design of the DIRECT-project : interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

    NARCIS (Netherlands)

    Spoor, E.M.B.; Jonge, de J.; Hamers, J.P.H.

    2010-01-01

    Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still

  6. Employees’ perceived opportunities to craft and in-role performance : The mediating role of job crafting and work engagement

    NARCIS (Netherlands)

    Van Wingerden, Jessica; Poell, R.F.

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees' perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees' perceived

  7. Knowledge and job opportunities in a gender perspective: Insights from Italy

    Directory of Open Access Journals (Sweden)

    Cipollone Angela

    2011-01-01

    Full Text Available The paper proposes an enlargement of the traditional notion of human capital, by conceptualising knowledge in a comprehensive and multidimensional way. In our empirical approach, knowledge encompasses several formal and informal skills, to complement the mainstream view narrowly concerned with education and on-the-job training. Our results for Italy point out that despite much rhetoric about the reduction (or even the reversal of gender gaps in education, women often lack the main skills and competencies that can profitably be deployed in the labour market. Unsurprisingly, in Italy women’s accumulation of labour market experience is mostly hindered by unpaid housework burdens. However, when adopting an extensive definition of knowledge these activities may be regarded as a source of relevant knowledge. Yet, they do not seem to be positively valued by the market, either in terms of employability or in terms of wages, thus calling for a serious rethinking of the role of knowledge in shaping men’s and women’s economic opportunities.

  8. Gender influences on career opportunities, practice choices, and job satisfaction in a cohort of physicians with certification in sports medicine.

    Science.gov (United States)

    Pana, A L; McShane, J

    2001-04-01

    To examine the gender differences in practice patterns, experiences, and career opportunities for family physicians who practice sports medicine. Descriptive, self-administered questionnaire. Family physicians with Certificate of Added Qualification (CAQ) in sports medicine were surveyed. The survey was sent to all women with a CAQ in Sports Medicine and a random sample of 20% of the men with CAQs in sports medicine. Survey consisted of multiple choice, Likert scale, and opened-ended questions. The data was analyzed with contingency tables, with gender as the dependent variable. Response rate to the survey was 75%, which included 42 females and 102 males. Demographics of our population demonstrated some gender differences. Males were of higher average age (41.1 vs. 38.1), and more likely to be married and have children. Practice types, location, and time spent in sports medicine did not differ with the exception of training room and event coverage. Males were more likely to cover all levels of training room except at the Division I level, where the percent of males and females covering training rooms were equal. Males were also more likely to cover all types of sporting events. Job satisfaction and reasons for choosing current jobs did not show significant gender differences. However, factors affecting career opportunities did vary. Professional relationships with athletic trainers and coaches were perceived to be different by males and females surveyed. Our survey of sports medicine physicians showed some gender differences in practice patterns relative to training room and sporting event coverage. Surprisingly, there were not many differences in the factors that affected job choice and factors affecting job opportunities with the exception of gender itself. However, our study does not conclude how or when gender begins to affect the female sports medicine physician's career opportunities.

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

    NARCIS (Netherlands)

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

    2001-01-01

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

  10. Technical Writing in the Computer Industry: Job Opportunities for PH.D.'s.

    Science.gov (United States)

    Turnbull, Andrew D.

    1981-01-01

    Answers questions about the field of technical writing, especially in the computer industry. Explains what "software" and "software documentation" are, what the "software documentation specialist" (technical writer) does, and how to prepare for such a job. (FL)

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

    OpenAIRE

    Lee, Yin Jien

    2010-01-01

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

  12. Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance

    NARCIS (Netherlands)

    Zacher, Hannes; Heusner, Sandra; Schmitz, Michael; Zwierzanska, Monika M.; Frese, Michael

    Focus on opportunities is a cognitive-motivational facet of occupational future time perspective that describes how many new goals, options, and possibilities individuals expect to have in their personal work-related futures. This study examined focus on opportunities as a mediator of the

  13. Focus on Opportunities as a Mediator of the Relationships between Age, Job Complexity, and Work Performance

    Science.gov (United States)

    Zacher, Hannes; Heusner, Sandra; Schmitz, Michael; Zwierzanska, Monika M.; Frese, Michael

    2010-01-01

    "Focus on opportunities" is a cognitive-motivational facet of occupational future time perspective that describes how many new goals, options, and possibilities individuals expect to have in their personal work-related futures. This study examined focus on opportunities as a mediator of the relationships between age and work performance and…

  14. Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

    Directory of Open Access Journals (Sweden)

    Hamers Jan PH

    2010-05-01

    Full Text Available Abstract Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. Methods/design The DIRECT-project (DIsc Risk Evaluating Controlled Trial is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. Discussion The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1 how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2 what the effects of these interventions will be on health, well-being, and performance of nursing staff.

  15. Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes.

    Science.gov (United States)

    Spoor, Ellen; de Jonge, Jan; Hamers, Jan P H

    2010-05-28

    Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.

  16. EFFECT OF JOB SATISFACTION AND PERCEPTION OF WORK OPPORTUNITIES TO TURNOVER INTENTION WITH ORGANIZATION COMMITMENT AS INTERVENING VARIABLES: THE CASE OF HOTELS IN EAST JAVA, INDONESIA

    Directory of Open Access Journals (Sweden)

    Fitria L.

    2017-08-01

    Full Text Available This study aimed to examine the effect of job satisfaction and perceptions of job opportunities to the turnover intention and organizational commitment as an intervening variable. This study used the Theory of Reasoned Action, Two Factor Theory, Theory of Necessity, Theory of Planned Behavior and Theory of Motivation and Hope as the basis of this study. These studies use survey methods to collect data from selected samples. The chosen samples were managers who were placed at the middle management in 4-5 stars hospitality field institutions. There were 129 respondents total taken in this research. Nevertheless research trip to 5-star hotels do not provide research permit due to not accepting study from any party, therefore samples were taken from 4-star hotel in East Java for 71 respondents. This study uses Partial Least Square (PLS in test data. Research result indicates that the job satisfaction has a positive influence on turnover intention, the perception of employment opportunities positive effect on turnover intention and positive effect on job satisfaction organizational commitment. But the perception of employment opportunities negatively affect organizational commitment, organizational commitment negatively affect turnover intention, not able to mediate organizational commitment to job satisfaction and turnover intention organizational commitment are not able to mediate the perception of job opportunities to turnover intention.

  17. Social Services programs for social inclusion through employment: facing challenges of transverslity, multidimensionality and creation of job opportunities

    Directory of Open Access Journals (Sweden)

    Lucía Martínez-Virto

    2017-12-01

    Full Text Available In a context without employment and with high labour precarity it is necessary to rethink the activation commitments linked to the inclusion policies of social services. The main goal of this paper is to debate about the limitations, potentialities and differences in terms of inclusion capacity, about 9 socio labour programs of social services. The analysis identifies three key outcomes: the need of collaboration between social services and employment departments, the importance of creating employment opportunities for people at risk of social exclusion and guaranty the multidimensionality of the intervention. Especially in a context of high unemployment and low quality jobs. These results highlight the need to reconsider the care system that, in line of European recommendations, must focus on social investment policies.

  18. “Algeria vs Unemployment”: The Expatriation of Spaniards in Algeria as a Job Opportunity

    Directory of Open Access Journals (Sweden)

    María Jesús Cabezón Fernández

    2017-12-01

    Full Text Available High skilled transnational mobility between Spain and Algeria increased due to the intensification of the bilateral relationships, giving rise to a North-South mobility. The foreign enterprises set up in Algeria encouraged the high skilled mobilities as way to develop their professional careers in good labour conditions. Economic and social crisis provoked the intensification of the transnational mobility and emigration to Algeria, adding new actors like entrepreneurs and people unemployed who search for a job even in irregular condition. From a qualitative perspective, this paper focusses on analyse how the crisis reshaped the mobility of the Spanish expatriates, who changed privileges for precarisation, in a context perceived as adverse but necessary to avoid the unemployment in Spain.

  19. Maintaining a focus on opportunities at work : The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies

    NARCIS (Netherlands)

    Zacher, Hannes; Frese, Michael

    The concept of focus on opportunities describes how many new goals, options, and possibilities employees believe to have in their personal future at work. This study investigated the specific and shared effects of age, job complexity, and the use of successful aging strategies called selection,

  20. Teacher Learning and Instructional Change: How Formal and On-the-Job Learning Opportunities Predict Change in Elementary School Teachers' Practice

    Science.gov (United States)

    Parise, Leigh Mesler; Spillane, James P.

    2010-01-01

    Recent education reform has emphasized the importance of teacher learning in improving classroom instruction and raising student achievement. This article focuses on teachers' learning opportunities, including formal professional development and on-the-job learning that occurs through interactions with colleagues. Using data from 30 elementary…

  1. Global Job Opportunities with a ``Super-Major'' Oil and Gas Company

    Science.gov (United States)

    Baranovic, M. J.

    2001-12-01

    Shell International Exploration and Production Company is one of the world's largest private employers of geoscientists with approximately 1500 geophysicists and geologists employed worldwide. The companies of the Royal Dutch/Shell Group together produce, process, and deliver energy to consumers. Operating across the globe, in more than 130 countries and with more than 100,000 staff, Shell companies are guided by values developed over more than a century of successful enterprise. Responsibilities and Career Path - As a processing or research Geophysicist, you will use proprietary methods to prepare 2D and 3D seismic data volumes for the direct detection of hydrocarbons, the delineation of reservoirs or to define the stratigraphic and structural framework of the subsurface. As an exploration or development Geophysicist, your business will be finding commercially viable oil and gas reserves by using 3D seismic acquisition, processing, and interpretation techniques. Your advanced geological models of the subsurface will drive drilling proposals, optimizing appraisal of hydrocarbon resources. As a production or surveillance geophysicist, your 4D seismic interpretations and geological models will drive drilling proposals and optimize the production and depletion of existing oil and gas accumulations. Up to seven steps in the technical career ladder are possible. Team leader and management candidates are chosen from Shell's technical workforce based on technical and business acumen demonstrated on the job. Projects - Geophysicists work as part of multi-disciplinary teams on projects that typically last from 18 to 36 months. Teams are responsible for projects that may vary from \\$1 million to hundreds of millions in scope. Accountability and responsibility varies according to individual experience level and team structure. Lifestyle - Geophysicists are mainly office-based, with business travel requirements rarely exceeding 2 weeks per event. In the U.S., Shell allows

  2. HOW JOBS IN AGRICULTURE AND HANDICRAFT HAVE OPPORTUNITIES IN TOURISM DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Ni Made Ary Widiastini

    2017-12-01

    Full Text Available This paper aims to describe a tourism industry which needs a variety of tourism products with an implication on the emergence of various forms of business opportunities with large, medium and small scales. The presence of a variety of tourists’ needs have caused a variety of tourism products too. Agriculture, animal husbandry, and handicraft which are needed by tourists are sectors which need a lot of workers as producers, distributors and sellers. In the study reported in the present paper is shown that the agricultural products of Bali cannot only be used as agro-tourism, but whose products can also be processed to become a variety of handicrafts. Similarly, animal husbandry which Balinese community people have focused on produces products that can be offered in a culinary tourism in which they are processed by using Balinese ingredients and offered in an appropriate wrapping which suits the market needs, while the specificity of Balinese culture has been able to produce a variety of forms of handicrafts the local and foreign tourists love. Through developments in the three sectors above, if the people can focus their attention on them and if the government can accommodate it that will be able to be used as an alternative solution to the national economy.  Although in their actions they can only serve as sellers, as what has been the focus of street vendors, they actually act as safety valve of the government in overcoming unemployment problems and economic problems for themselves and their families. For this reason, it is expected that the government gives them a more conducive condition for the improvement of economy to be made starting from the family level, as part of the state of Indonesia.

  3. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Shanghai Vacancies from Chinajob.com China Pacific Insurance (Group) Co. Ltd. Senior Investment Manager and Senior Accounting Analyst are needed, full time; annual salary: $50,000-100,000. China Europe International Business School wants professors or people with doctoral degrees to teach Accounting, Finance, Human Resources and Management, Strategic and General Management, Carving out Management, Production and Transportation Management, and Information Management Systems, full time. Salary starts at $1...

  4. Job mismatching, unequal opportunities and long-term sickness absence in female white-collar workers in Sweden.

    Science.gov (United States)

    Sandmark, Hélène

    2009-01-01

    To investigate associations between long-term sick-listing and factors at work and in family life. Associations were investigated in a cross-sectional case-referent study. The study base included women in white-collar jobs, aged 30-55 years, living in three urban areas in Sweden between February 2004 and October 2004. A postal questionnaire was constructed with questions on occupational and family circumstances, and sent to 513 randomly selected female white-collar workers, of whom 233 had ongoing sick-leave of 90 days or more. The response rate was 81% (n = 413). Most of the women in this study were in managerial positions. The unadjusted associations showed that sick-listed women with children showed the highest estimates regarding reported long working hours, bullying, high mental strain, low control and low influence at work, and work-family imbalance. In a regression model, the strongest associations were: experiencing too high mental strain in work tasks (odds ratio (OR) = 2.57, 95% confidence interval (CI) = 2.09-3.15) and low control and influence at work (OR=2.17, 95% CI= 1.60-2.94). Sick-listed women reported an overall higher dissatisfaction with their workplace and working life. There seems to be a greater tendency for the sick-listed women in this study to experience low control and too high mental strain at work and to live in traditional family relationships with unequal opportunities. The women who were sick-listed were probably less able to cope with work stress and to find a balance between work and family life.

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

    OpenAIRE

    König, Stefanie

    2016-01-01

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

  6. 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…

  7. 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

    ...) are analyzed separately. Comparison of the two analyses confirms positive relations among racial/ethnic groups or, more generally, a healthy climate for equal opportunity is associated with higher levels of satisfaction...

  8. [Employment opportunities and job satisfaction in the field of Public Health: a survey among recent graduates of the Hygiene and Preventive Medicine residency in Italy].

    Science.gov (United States)

    Soncini, Francesco; Odone, Anna; Lalic, Tijana; Miduri, Alessia; Paroni, Samuel; Vezzosi, Luigi; Privitera, Gaetano; Signorelli, Carlo

    2017-01-01

    We conducted an on-line survey among 255 specialists in Hygiene and Preventive Medicine in Italy who completed their training between October 2014 and July 2016, to assess their training experience, employment opportunities and current job satisfaction. Response rate was 49%. Mean age was 35 years. A high employment rate within two years from obtaining specialist qualification was reported by the 125 specialists who completed the questionnaire (76% are currently employed). The three main work settings of the participating specialists are hospital health directions (37%), universities (19%) and local Prevention Departments (16%). Two thirds (66%) have temporary positions and only 6% permanent positions. Job, pay, and training satisfaction are often below expectations with geographical differences that would need to be further investigated.

  9. Employability of offshore service sector workers in the Philippines: opportunities for upward labour mobility or dead-end jobs?

    NARCIS (Netherlands)

    Beerepoot, N.; Hendriks, M.

    2013-01-01

    Critical concerns have been raised about the quality of employment in the offshore service sector in developing countries, suggesting that many activities have an inherent paradox of highly educated workers performing low-skilled jobs. Based on empirical data collected in the offshore service sector

  10. 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...

  11. 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)

  12. 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...

  13. Job demands and resting and napping opportunities for nurses during night shifts: impact on sleepiness and self-evaluated quality of healthcare.

    Science.gov (United States)

    Barthe, Béatrice; Tirilly, Ghislaine; Gentil, Catherine; Toupin, Cathy

    2016-01-01

    The aim of this field study is to describe night shift resting and napping strategies and to examine their beneficial effects on sleepiness and quality of work. The study was carried out with 16 nurses working in an intensive care unit. Data collected during 20 night shifts were related to job demands (systematic observations), to the duration and timing of rests and naps taken by nurses (systematic observations, sleep diaries), to sleepiness (Karolinska Sleepiness Scale), and to quality of work scores (visual analog scale). The results showed that the number of rests and naps depended on the job demands. Resting and napping lowered the levels of sleepiness at the end of the shift. There was no direct relationship between sleepiness and the quality of work score. Discussions about the choice of indicators for the quality of work are necessary. Suggestions for implementing regulations for prescribed napping during night shifts are presented.

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

    African Journals Online (AJOL)

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

  15. 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.

  16. 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...

  17. 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...

  18. 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...

  19. Municipal opportunities

    International Nuclear Information System (INIS)

    Cousens, D.; Chuddy, B.; Gleeson, A.; Leckie, D.; Wahl, K.; McGarry, D.

    1997-01-01

    The panel discussing market opportunities for municipal electric companies was moderated by Markham Mayor Don Cousens. He expressed himself in favour of deregulation and was optimistic about the benefits it will bring to municipal electric utilities and their customers. Barry Chuddy, General Manager of Business Development for TransAlta Energy discussed the advantages of recent cogeneration and district energy for municipal utilities in Ontario and Quebec, and expressed his support for incentive-based regulation based on a level playing field, competitive generation, and a reasonable charge for stranded assets. Toronto City Councillor Dan Leckie described cogeneration and district energy as a tremendous opportunity to reduce the cost of doing business in the city core through local job creation and by keeping money in the local economy. Karl Wahl, General Manager of Hydro Mississauga expressed optimism that the government will move expeditiously toward competition, choice and lower-cost supply. David McGarry, President of Elecsar Engineering of Sarnia spoke about the significant job creating potential that deregulation will bring to the electrical industry. He cited several examples from Ontario and British Columbia

  20. 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...

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

    Science.gov (United States)

    Kenney, Brian

    2009-01-01

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

  2. 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...

  3. 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.

  4. Spotlight on equality of employment opportunities: A qualitative study of job seeking experiences of graduating nurses and physiotherapists from black and minority ethnic backgrounds.

    Science.gov (United States)

    Hammond, John; Marshall-Lucette, Sylvie; Davies, Nigel; Ross, Fiona; Harris, Ruth

    2017-09-01

    There is growing attention in the UK and internationally to the representation of black and minority ethnic groups in healthcare education and the workplace. Although the NHS workforce is very diverse, ethnic minorities are unevenly spread across occupations, and considerably underrepresented in senior positions. Previous research has highlighted that this inequality also exists at junior levels with newly qualified nurses from non-White/British ethnic groups being less likely to get a job at graduation than their White/British colleagues. Although there is better national data on the scale of inequalities in the healthcare workforce, there is a gap in our understanding about the experience of job seeking, and the factors that influence disadvantage in nursing and other professions such as physiotherapy. This qualitative study seeks to fill that gap and explores the experience of student nurses (n=12) and physiotherapists (n=6) throughout their education and during the first 6-months post qualification to identify key experiences and milestones relating to successful employment particularly focusing on the perspectives from different ethnic groups. Participants were purposively sampled from one university to ensure diversity in ethnic group, age and gender. Using a phenomenological approach, in-depth semi-structured interviews were conducted at course completion and 6 months later. Two main themes were identified. The 'proactive self' ('It's up to me') theme included perceptions of employment success being due to student proactivity and resilience; qualities valued by employers. The second theme described the need to 'fit in' with organisational culture. Graduates described accommodating strategies where they modified aspects of their identity (clothing, cultural markers) to fit in. At one extreme, rather than fitting in, participants from minority ethnic backgrounds avoided applying to certain hospitals due to perceptions of discriminatory cultures, 'I wouldn

  5. Job access, workplace mobility, and occupational achievement

    NARCIS (Netherlands)

    Ham, M. van

    2002-01-01

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

  6. JOB HORIZONS FOR COLLEGE WOMEN.

    Science.gov (United States)

    BARSKY, LILLIAN; TERLIN, ROSE

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

  7. 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…

  8. Rural nurse job satisfaction.

    Science.gov (United States)

    Molinari, D L; Monserud, M A

    2008-01-01

    hiring nurses with rural connections, experience and preferences. Rural nurses considered lifestyle and personal life issues when choosing a job. Concepts like time away from work, rural lifestyle, recreation opportunities, climate and social activities influenced the intention to stay on the job. Rural nurses with the most job satisfaction preferred rural lifestyles and possessed rural backgrounds. Since the generalist nurse role requires autonomy and task variability, recruiting nurses who prefer these job characteristics might enhance nurse retention. Other findings were tied to rural health and nursing theories. It is unknown why the most dissatisfied nurses had 1-3 years of experience. Similar studies with larger samples are suggested.

  9. job hunting by through the internet: the experiences of some ...

    African Journals Online (AJOL)

    Admin

    graduates are increasingly using the Internet as a veritable source of job opportunities. However, job- .... Answering adverts in professional or trade journals. There is a 7% success rate ..... New York: United Nations Development. Programme.

  10. 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.

  11. Opportunity Design

    DEFF Research Database (Denmark)

    Nielsen, Louise Møller; Lassen, Astrid Heidemann; Tollestrup, Christian

    2012-01-01

    Creating and growing new businesses is basically about turning an entrepreneurial opportunity into future business. In literature the emergence of opportunities is often described as opportunity recognition or opportunity discovery, which points to the understanding that opportunities are out the...

  12. 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

  13. 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

  14. Brownfields Tabor Commons Green Jobs Training Program

    Science.gov (United States)

    This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

  15. Providing Better University Personnel through Job Sharing.

    Science.gov (United States)

    Hutton, Clifford E.; McFarlin, Joy Simon

    1982-01-01

    Universities could benefit by offering more flexible part-time job opportunities such as job-sharing, following an apparent national trend in accommodating social and economic needs. Institutions have many options in scheduling and allocating tasks. Possible benefits include improved employee attitude and productivity. (MSE)

  16. Job Prospects for Metallurgical Engineering.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    Job prospects in mining, metal-extraction, steel, and refining industries are depressed, but technological discoveries are opening up new fields for metallurgical engineers. Enrollment/employment opportunities and salaries in these areas are discussed a well as the roles of foreign competition, plastics applications, and ceramics research and…

  17. Job Prospects for Civil Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction. The subspecialty of structural engineering has a growing need in…

  18. 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.

  19. 13 CFR 120.861 - Job creation or retention.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Job creation or retention. 120.861... Company Loan Program (504) Project Economic Development Goals § 120.861 Job creation or retention. A Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified...

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

    African Journals Online (AJOL)

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

  1. 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, ...

  2. Career opportunities in oncology.

    Science.gov (United States)

    Farrow, L

    Oncology nursing offers nurses a wide range of opportunities. Nurses need a wide range of skills in order to care for patients who may have acute oncological illnesses or require palliative care. The nature of the nurse/patient relationship can be intense. Nurses generally find this enhances job satisfaction. The pressures exerted on nurses working in oncology can be immense. Oncology nursing is rewarding but very demanding and therefore the nurse has to be resourceful. Early career planning is advisable to take advantage of the opportunities that are currently available.

  3. 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...

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

    CSIR Research Space (South Africa)

    Marivate, Vukosi N

    2017-08-01

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

  5. Smelter Jobs? Societal changes and employment opportunities for women in East Iceland Er álið málið? Samfélagsbreytingar og atvinnumöguleikar kvenna á Austurlandi

    Directory of Open Access Journals (Sweden)

    Tinna Kristbjörg Halldórsdóttir

    2012-12-01

    Full Text Available The period from 2003-2008 was one of upheaval and change in East Iceland with the single largest construction project in Iceland to date; the building of Kárahnjúkar dam and the Fjarðaál Alcoa aluminium smelter. These gave way to various societal changes in the area, such as population increase, new jobs and rise in housing prices, in addition to a range of side effects on the service factor. The aim of this article is to explore if women in the area describe new employment opportunities accompanying these changes. The results are derived from in-depth interviews with 34 women in East Iceland. The interviews unfold the view that a certain ‘modernization’ of the east Icelandic society can be attributed to the smelter construction. However, the women interviewed have difficulty defining whether and how they themselves had profited from the constructions and none of those interviewed in this research named working in the smelter as one of their employment opportunities. Among the reasons discussed were the twelve-hour shifts, lack of flexibilities, long distances and the binding to the workplace during work-hours. Results indicate that an unequal gender balance still remainsin the area.Um miðjan síðasta áratug átti sér stað umrót og breytingar á Austurlandi með stærstu einstöku framkvæmdum Íslandssögunnar; byggingu Kárahnjúkastíflu og álvers Alcoa Fjarðaáls. Framkvæmdunum fylgdu ýmsar samfélagsbreytingar; fjölgun íbúa á svæðinu, fjölgun starfa, hækkun húsnæðisverðs, auk þess sem framkvæmdirnar höfðu margskonar hliðaráhrif á þá þjónustu sem íbúunum stóð til boða. Meginmarkmið þessarar greinar er svara spurningunni; að hvaða marki hafa álversframkvæmdirnar bætt vinnumarkaðsstöðu kvenna á Austurlandi? Auk greiningar lýðfræðilegra gagna og annarra heimilda, byggir greinin á viðtölum við 34 konur búsettar á svæðinu. Engin þeirra vann í álverinu. Helstu niðurstöður s

  6. Job demands, job resources and work engagement of academic staff in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    S Rothmann

    2006-10-01

    Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471 were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES and the Job Demands-Resources Scale (JDRS were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload impacted on dedication of academics at low and moderate levels of organisational support.

  7. 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.

  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. Job creation potential of solar

    International Nuclear Information System (INIS)

    McMonagle, R.

    2005-01-01

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

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

    OpenAIRE

    Nicolaas W.H. Smit; Leon T. de Beer; Jaco Pienaar

    2016-01-01

    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 minin...

  11. Looking Forward: New Challenges and Opportunities

    Science.gov (United States)

    Bushnell, Elizabeth J.

    2012-01-01

    It is essential for higher education professionals to remain abreast of industry trends, emerging fields, and changing requirements that affect the job market and advanced education opportunities for new graduates. Equally important is a continual review of evolving strategies for success in the job search itself. Common practices in today's…

  12. 29 CFR 34.22 - Designation of Equal Opportunity Officer.

    Science.gov (United States)

    2010-07-01

    ... OPPORTUNITY REQUIREMENTS OF THE JOB TRAINING PARTNERSHIP ACT OF 1982, AS AMENDED (JTPA) Recordkeeping and... and implementation of the Methods of Administration pursuant to § 34.33. The Equal Opportunity Officer..., Job Corps Center Director, SESA Administrator, or chief executive officer of the SDA or substate grant...

  13. 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 ...

  14. 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.

  15. 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)

  16. 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.

  17. Why Should We Demand Equality of Educational Opportunity?

    Science.gov (United States)

    Meyer, Kirsten

    2016-01-01

    This paper reveals how equal educational opportunities, equal job opportunities and equality of opportunity for welfare are related to each other, and how they are related to other demands for justice. There are several important objections to the emphasis on equal educational opportunities. Nevertheless, this paper shows that demanding equal…

  18. 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...

  19. The interaction between innovation and job satisfaction

    OpenAIRE

    Grečnaitė, Lina

    2017-01-01

    43 pages, 6 pictures, 4 charts, 2 table, 33 references. The main purpose of this Bachelor thesis is to identify methods which increase job satisfaction in organization of innovation creation The work consists of three main parts; the analysis of literature, the research and its results, conclusions and recommendations. Literature analysis reviews the innovation and job satisfaction theories, innovation opportunities, and how to achieve the intended result. Also, discusses the theoretical mode...

  20. Career Opportunities for Theatre Practitioners.

    Science.gov (United States)

    Cadman, Victoria

    2017-11-01

    'What's the point in doing that?' This is often the response given to those saying they are undertaking education outside of work hours. Many do not see their role in theatre as just a job, but now want a career which means extra studying. Ideally this needs to be in advance so they are one step ahead for when an opportunity arises. Career opportunities and education go hand in hand together, and so it is difficult to discuss one without mentioning the other to some degree. We need education to access career opportunities, but we also need career routes to help drive education forward.

  1. ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A REVIEW

    Directory of Open Access Journals (Sweden)

    DIMITRIOS BELIAS

    2014-04-01

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

  2. 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.

  3. 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...

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

    OpenAIRE

    Green, Colin

    2012-01-01

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

  5. 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...

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

    Science.gov (United States)

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

    2017-12-01

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

  7. 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...

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

    Directory of Open Access Journals (Sweden)

    Stella Ribeiro

    2016-05-01

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

  9. Opportunity Design

    DEFF Research Database (Denmark)

    Løwe Nielsen, Suna; Lassen, Astrid Heidemann; Nielsen, Louise Møller

    2013-01-01

    design”. The framework explains how opportunities intentionally and pro-actively can be designed from methods and processes of moving-in and moving-out. An illustrative case of opportunity design within the area of sustainable energy and electric cars is presented to link the theoretical discussion...

  10. Business opportunities

    Science.gov (United States)

    Los Alamos National Laboratory Search Site submit About Mission Business Newsroom Publications Los : Environmental Documents, Reports LANL Home Calendar Search Contacts Business » Short- and long-term opportunities Business opportunities Setting new standards and developing small business initiatives within NNSA

  11. 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 ...

  12. A Quantitative Study of Factors Contributing to Perceived Job Satisfaction of Information Technology Professionals Working in California Community Colleges

    Science.gov (United States)

    Temple, James Christian

    2013-01-01

    Purpose: The purpose of this replication study was to understand job satisfaction factors (work, pay, supervision, people, opportunities for promotion, and job in general) as measured by the abridged Job Descriptive Index (aJDI) and the abridged Job in General (aJIG) scale for information technology (IT) professionals working in California…

  13. 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...

  14. Relationships Between Expectations and Life and Job Satisfaction

    National Research Council Canada - National Science Library

    Baker, Herbert

    1998-01-01

    .... For the job seeker, the expectations may be as clear as the money that will be earned and the training that will be received, as vague as wanting "good opportunity for advancement" or as difficult...

  15. Job Satisfaction and Its Determinants among Health Workers in ...

    African Journals Online (AJOL)

    Job Satisfaction and Its Determinants among Health Workers in Jimma University ... insufficient training opportunities and inadequate number of human resources. ... salary increment, establishing good administration management system and ...

  16. The Relationship between Motivation and Job Satisfaction of ...

    African Journals Online (AJOL)

    User

    Our findings revealed that motivation has strong impact on job satisfaction of retail ... high levels of productivity and return on investment. This is the fact .... opportunities of the retail business managers, attenuate their motivational force. Test of ...

  17. On-the-job Training: Differences by Race and Sex.

    Science.gov (United States)

    Hoffman, Saul D.

    1981-01-01

    A recent national survey suggests that women and Blacks receive less on-the-job training and training opportunities in their jobs than White males. This is especially true of young Black men. The factor of low wage does not seem to play a large part in this discrepancy. (CT)

  18. Job Outlook Information: Careers for the Future. InfoSeries.

    Science.gov (United States)

    Indiana Career and Postsecondary Advancement Center, Bloomington.

    Job outlook information forecasts the growth and decline of jobs in the near future--usually for a 10-year period. The purpose of this information is to help individuals understand where future employment opportunities may occur, but the individual must also consider his/her skills and interests and the level of education needed to accomplish…

  19. 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

  20. Factors affecting allied health faculty job satisfaction: a literature review.

    Science.gov (United States)

    Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

    2011-01-01

    Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

  1. For a new challenge: Jobs @ CERN

    CERN Multimedia

    HR Department

    2009-01-01

    Did you realise that there are often new opportunities in many areas at CERN? Take a look at the HR website and spread the word! Currently there are positions open in the following activities: 5 Physicists / 26 Engineers / 7 Technical Engineers / 23 Technicians / 15 Administrative work For further information and to apply, please go to: http://www.cern.ch/jobs HR Department

  2. Stand out in the scientific job market

    Science.gov (United States)

    Kuchner, Marc J.

    2016-04-01

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

  3. Job satisfaction in Japanese nurses.

    Science.gov (United States)

    Yamashita, M

    1995-07-01

    This study investigated job satisfaction among nurses in Japan. The instrument for measuring occupational satisfaction of hospital nurses developed by Stamps and her associates was used. Initial items were reviewed by content experts who were familiar with measurement of work satisfaction among health professionals and nursing practice in Japan. Based on the item analysis in the cultural context, several items were reworded or eliminated from the original version. Twenty-five items were retained and translated into English by bilingual professionals. The questionnaire was administered to 613 nurses practising in a large, acute-care hospital in a southern part of Japan. The results from testing psychometric properties of the translated version of the instrument were satisfactory. It may be concluded that nurses in the study were not satisfied but not dissatisfied either. On all items, they showed relatively strong commitment to their work. However, extrinsic factors such as having little opportunities for promotion or less favourable working conditions appeared to negatively influence job satisfaction in the study. The findings support the dual factor theory of Herzberg and also Maslow's theory. Considering the lowest scored item, little opportunities for promotion, which reflects the employment system in Japan, administrators, who are usually male medical practitioners, should be made aware of a need for creating clinical ladder opportunities for nurses who would be promoted based on a merit system, instead of the current practice of a seniority system.

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

    Science.gov (United States)

    Wong, Carol M.; Tetrick, Lois E.

    2017-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Carol M. Wong

    2017-09-01

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

  6. Nursing satisfaction and job enrichment in Turkey.

    Science.gov (United States)

    Oztürk, Havva; Bahcecik, Nefise; Baumann, Steven L

    2006-10-01

    Survey research was conducted with the aim of better understanding nurses' perceptions of organizational factors which relate to their job satisfaction and motivation in Turkey. Nurses (N = 290) who were employed at a training and research hospital, part of the Turkish Republic Ministry of Health, were included. The questionnaire used was developed for this study based on Hackman and Oldman's job enrichment theory. The results showed that only one third of the nurse leaders and one in five of the staff nurses reported being satisfied with their job. The participants saw the five core job dimensions of Hackman and Oldman's work design model: skill variety, task identity, task significance, autonomy, and feedback as important for nurses. Nursing was described by the participants as hard and challenging, but they also found it meaningful and said that it gave them the opportunity to use their skills and abilities.

  7. Higher Education and the Professional Job Market

    Directory of Open Access Journals (Sweden)

    Alejandro Mungaray Lagarda

    2001-05-01

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

  8. 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)

  9. Welfare to Work: Effectiveness of Tribal JOBS Programs Unknown. Briefing Report to Congressional Committees.

    Science.gov (United States)

    General Accounting Office, Washington, DC. Div. of Human Resources.

    This report presents the results of a study of the Job Opportunities and Basic Skills Training (JOBS) programs operated by Indian tribes and Alaska Native organizations. Congress established the JOBS program to give recipients of Aid to Families with Dependent Children (AFDC) the education, training, work experience, and supportive services they…

  10. New approaches to job-sharing of training posts in the North Thames region.

    Science.gov (United States)

    Goldberg, I; Paice, E

    This paper proposes a new way of managing the provision of flexible training opportunities by job-sharing. It shows how the difficulties of implementing job-sharing can be overcome, and gives an example of implementation of job-sharing in the context of flexible training.

  11. Time Out with Half-Time: Job Sharing in the Nineties.

    Science.gov (United States)

    Turner, Linda

    1996-01-01

    Job sharing is a form of employment often overlooked by the average worker. Eight women were interviewed for this qualitative research study on the benefits and drawbacks of job sharing. Rather than simply allowing more time for them to spend with their children or on domestic chores, job sharing provided unanticipated opportunities to enjoy a…

  12. The Relationship between Satisfaction with Workplace Training and Overall Job Satisfaction

    Science.gov (United States)

    Schmidt, Steven W.

    2007-01-01

    Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction…

  13. 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)

  14. 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

  15. 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

  16. 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

  17. 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...

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

    Science.gov (United States)

    Chen, Sue-Hui; Chiou, Chii-Jun

    2010-04-01

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

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

    Science.gov (United States)

    Arnold, Anne Jurmu

    1983-01-01

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

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

    Science.gov (United States)

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

    2015-12-01

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

  1. A Case Study of Job-Embedded Learning

    Science.gov (United States)

    Hess, Amanda Nichols

    2016-01-01

    Librarians recognize the importance of professional learning as their roles and responsibilities evolve in the shifting teaching and learning environments of the twenty-first century. However, the literature on meaningful, job-embedded learning opportunities for academic librarians is scant, and opportunities are especially scarce in the fields of…

  2. Age, wage, and job placement: older women's experiences entering the retail sector.

    Science.gov (United States)

    Frank-Miller, Ellen G; Lambert, Susan J; Henly, Julia R

    2015-01-01

    Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women's apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women's job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18-22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.

  3. Horticultural Careers for Persons with Mental Retardation. Expanding Opportunities.

    Science.gov (United States)

    Dehart-Bennett, Mary E.; Relf, Diane

    1990-01-01

    Horticulture careers provide therapeutic, rewarding employment for persons with mental retardation. Rehabilitation experts should become aware of the potential employment opportunities in horticulture so that individuals with disabilities can receive the training and job placement support they need. (Author)

  4. Turning palm leaves into wood: Opportunities for Egypt's rural ...

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

    2016-04-27

    Apr 27, 2016 ... Bedouin women weave handmade baskets, hats, and lamps using dried palm leaves. ... palm tree leaves into hardwood and high-quality wooden products, ... of wood and open doors to job opportunities for rural communities.

  5. 28 CFR 42.303 - Evaluation of employment opportunities.

    Science.gov (United States)

    2010-07-01

    ... job categories; (2) An analysis of all recruitment and employment selection procedures for the... methods and sources, interview procedures, test administration and test validity, educational prerequisites, referral procedures and final selection methods, to insure that equal employment opportunity is...

  6. 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:.

  7. Wider Opportunities for Women Nontraditional Work Programs: A Guide.

    Science.gov (United States)

    Wider Opportunities for Women, Inc., Washington, DC.

    Since 1970, Wider Opportunities for Women (WOW), in Washington, D.C., has conducted programs to train and place disadvantaged women in nontraditional jobs. The results have been record-breaking: high placement rates, high job retention rates, good starting salaries, and upward mobility for women who seemed doomed to a life of poverty and…

  8. 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.

  9. 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.

  10. Jobs: women's double burden.

    Science.gov (United States)

    1995-01-01

    Whereas international conventions and national laws provide equal opportunities for women in employment, the reality of women's lives keeps a disproportionate number of women unemployed, underemployed, and living in poverty. The UN itself, which officially is working toward equity among its employees, has a staff composed of just 32.6% women, and women comprise only 10.5% of the top end of the hierarchy. In areas where women's labor force participation has increased dramatically, women typically earn 30-40% less than men doing the same job or else their employment is limited to "traditional female" service positions. The fact that women and girls have received an inadequate education makes it extremely difficult to break the barriers of discrimination in developing countries. The empowerment of women will break the education barrier, and, when that falls, many other barriers will follow suit. Efforts are already underway to break structural barriers caused by economic and social policies. For example, a more flexible pattern of work has been proposed which will include the voluntary assumption of flexible hours, job-sharing, and part-time work. The concept of work is also being broadened to include the important human services that women traditionally provide on a volunteer basis. This will lead to a valuation of women's contribution to society which can be added to calculations of gross domestic product. Women also need protection as they attempt to eke out a living in the informal sector which has been the traditional avenue for women to earn money. This sector is not protected by law and is subject to extortion by officials and by male competitors. A variety of measures is under consideration to increase the protection of informal sector workers. Women also need protection in the conventional work place, especially as they enter fields traditionally reserved for men. These questions are important even in the context of global unemployment because these issues

  11. Job demands as a moderator of the political skill-job performance relationship

    DEFF Research Database (Denmark)

    Blickle, G.; Kramer, J.; Zettler, Ingo

    2009-01-01

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

  12. 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...

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

    Science.gov (United States)

    Iguchi, Aya

    2016-01-01

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

  14. 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

  15. 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.

  16. 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.

  17. 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…

  18. Career Opportunities in Chemistry and Chemical Engineering.

    Science.gov (United States)

    Glover, Trienne

    This pamphlet discusses career and employment opportunities in chemical engineering. Necessary college preparation is described and median salaries by degree are tabulated. Nontraditional careers in chemistry are also described. Future demand for chemists and chemical engineers is projected to 1985 and the availability of jobs for women and…

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

    Science.gov (United States)

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

    2015-01-01

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

  20. Attrition, burnout, job dissatisfaction and occupational therapy managers.

    Science.gov (United States)

    Kraeger, M M; Walker, K F

    1992-01-01

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

  1. Job satisfaction of Slovenian hospital nursing workforce.

    Science.gov (United States)

    Prosen, Mirko; Piskar, Franka

    2015-03-01

    To test the psychometric properties of the McCloskey-Mueller Satisfaction Scale and to assess which of the McCloskey-Mueller Satisfaction Scale dimensionalities have a considerable impact on job satisfaction of nursing employees in three public Slovenian hospitals. Job satisfaction of nurses is linked to productivity, turnover, absenteeism and patient outcomes. Little is known about the factors contributing to job satisfaction among Slovenian hospital nurses. Understanding the contributing factors could help nurse managers to take appropriate measures. A cross-sectional survey study was used to obtain a sample of 169 registered nursing assistants and 74 registered nurses working in three public hospitals in Slovenia, from which data was obtained using the McCloskey-Mueller Satisfaction Scale. Dimensionality was tested using exploratory factor analysis. A seven-factor structure of 29 items was obtained, which accounted for 54.3% of the total variance in job satisfaction, and was internally consistent (Cronbach's alpha coefficient of the instrument was 0.78). The first factor 'Satisfaction with Interaction Opportunities', which is a component of the social rewards dimension in the McCloskey-Mueller Satisfaction Scale, explained 30.6% of the variation. The registered nursing assistants' job dissatisfaction was higher than that of the registered nurses. Both were mostly dissatisfied with professional opportunities. Using the factor analysis, a seven-factor structure was found instead of the originally introduced eight-factor model, which suggests a need for further redevelopment of the McCloskey-Mueller Satisfaction Scale. The results suggest that operational management needs to revitalize the work environment by ensuring proactive leadership and allowing participation in the decision-making process, while health-care organisations need to support the professional development of registered nursing assistants and registered nurses in order to achieve sustainable effects

  2. 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.

  3. 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…

  4. 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.

  5. Job satisfaction among health care workers in Serbia.

    Science.gov (United States)

    Korac, Vesna; Vasic, Milena; Krstic, Maja; Markovic, Roberta

    2010-01-01

    According to literature review there seems to be a general agreement that job satisfaction among doctors is declining. This study's objective was to identify job satisfaction levels and their causes among health care workers, employed at the public health institutions. A job satisfaction survey of health care workers was therefore carried out in 197 public health centers in the Republic of Serbia, 157 primary health care centers and 40 general hospitals, in 2008. A satisfaction questionnaire, containing 24 items was used to investigate job satisfaction. Respondents (23.259), working in primary health care, indicated an average job satisfaction level of 3.08 +/- 0.67 on a 5-point scale. Respondents (11.302), working in general hospitals, indicated a lower average job satisfaction level of 2.96 +/- 0.63. The reported level of satisfaction was the highest for their opportunities to use their abilities, cooperation with colleagues and fellow workers, and freedom to choose their own methods of work. Doctors, working in primary health care centers, reported higher level of job satisfaction than hospital doctors. Overall, job satisfaction of doctors and nurses is relatively low. Increased pay rate and more adequate equipment, as well as possibilities for education and career improvement, would enhance their job satisfaction.

  6. 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...

  7. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

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

  8. 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…

  9. Gender inequality and the gender job satisfaction paradox in Europe

    OpenAIRE

    Vladisavljević, Marko; Perugini, Cristiano

    2018-01-01

    Although women are paid less than men, face worse working conditions, lower promotion opportunities, and work-place discrimination, they typically report job satisfaction higher or similar to men's. Twenty years ago Clark (Clark, 1997) suggested that the reason behind women's higher job satisfaction are their lower expectations, driven by a number of factors related to current and past positions of women on the labour market. Although this hypothesis is one of the leading explanations of the ...

  10. Productivity improvement opportunities at Navy public works activities

    OpenAIRE

    Dieffenbach, Richard Jacob

    1992-01-01

    Approved for public release; distribution is unlimited This study identifies six principal opportunities for productivity improvement at Navy Public Works in-house maintenance activities: improving work assignment, increasing shop supervisor effectiveness, reducing long lunches and early quits (through understanding of work impediments as demotivational contributors), improving service order management, improving job quality and miscellaneous opportunities. Activity "productivity opportu...

  11. Women at Work: The Myth of Equal Opportunity.

    Science.gov (United States)

    Piercy, Day; Krieter, Nancy

    The advances women have made in the past decade have created the myth that women have achieved equal opportunity in the job market. In reality, the opposite is true. The current economic status of women demonstrates the need for strict enforcement of equal opportunity laws. Department of Labor data indicate that the wage gap between men and women…

  12. Fair Equality of Opportunity in Our Actual World

    Science.gov (United States)

    Sachs, Benjamin

    2016-01-01

    Fair equality of opportunity, a principle that governs the competition for desirable jobs, can seem irrelevant in our actual world, for two reasons. First, parents have broad liberty to raise their children as they see fit, which seems to undermine the fair equality of opportunity-based commitment to eliminating the effects of social circumstances…

  13. 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.

  14. Sectoral job training as an intervention to improve health equity.

    Science.gov (United States)

    Tsui, Emma K

    2010-04-01

    A growing literature on the social determinants of health strongly suggests the value of examining social policy interventions for their potential links to health equity. I investigate how sectoral job training, an intervention favored by the Obama administration, might be conceptualized as an intervention to improve health equity. Sectoral job training programs ideally train workers, who are typically low income, for upwardly mobile job opportunities within specific industries. I first explore the relationships between resource redistribution and health equity. Next, I discuss how sectoral job training theoretically redistributes resources and the ways in which these resources might translate into improved health. Finally, I make recommendations for strengthening the link between sectoral job training and improved health equity.

  15. 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.

  16. Job satisfaction as a matter of time, team, and trust

    DEFF Research Database (Denmark)

    Uhrenfeldt, Lisbeth; Hall, Elisabeth

    2015-01-01

    Support and variety regarding work, autonomy, organizational constraints, and promotion opportunities are factors contributing to job satisfaction or lack thereof among hospital nurses together with self-perceived health, education and career orientation. The aim of this study was to explore public...... hospital nurses’ experiences of job satisfaction. This qualitative study was undertaken in a caring theory context. Ten proficient Danish hospital nurses were interviewed twice and data were analysed using a hermeneutic approach. The analysis revealed that time, team, and trust were essential components...... in job satisfaction. Time, team and trust helped the nurses collaborate with patients, care for relatives, and work in teams with other hospital staff members. Lack of job satisfaction occurred when time was to short or quality care was threatened, when the nurses felt alone and had to finish their job...

  17. 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.

  18. The challenges and benefits of job sharing in palliative care education.

    Science.gov (United States)

    Cooper, J; Spencer, D

    This article examines the authors' experience of job sharing a post in palliative care education. It discusses the concept of job sharing and examines factors such as power sharing, compatibility and other people's perception of the job sharing role. Effective communication is identified as a key issue. Benefits such as reduced professional isolation, increased job satisfaction and the opportunity to offer the knowledge and skills of two people are highlighted. The authors identify the factors which they consider to be crucial to the success of job sharing.

  19. 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...

  20. 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...

  1. Construction and Validation of the Perceived Opportunity to Craft Scale.

    Science.gov (United States)

    van Wingerden, Jessica; Niks, Irene M W

    2017-01-01

    We developed and validated a scale to measure employees' perceived opportunity to craft (POC) in two separate studies conducted in the Netherlands (total N = 2329). POC is defined as employees' perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale (POCS) was developed and tested for its factor structure and reliability in an explorative way. Study 2 consisted of confirmatory analyses of the factor structure and reliability of the scale as well as examination of the discriminant and criterion-related validity of the POCS. The results indicated that the scale consists of one dimension and could be reliably measured with five items. Evidence was found for the discriminant validity of the POCS. The scale also showed criterion-related validity when correlated with job crafting (+), job resources (autonomy +; opportunities for professional development +), work engagement (+), and the inactive construct cynicism (-). We discuss the implications of these findings for theory and practice.

  2. 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…

  3. 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 ...

  4. 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 ...

  5. [Relationship between job satisfaction and occupational stress in the workers of a thermal power plant].

    Science.gov (United States)

    Gu, Gui-zhen; Yu, Shan-fa; Zhou, Wen-hui

    2011-12-01

    To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant. The cluster sampling method was used to investigate 875 workers in a thermal power plant. The job satisfaction, occupational stressors, strains, personalities, meeting strategy and social support were measured using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire. There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking (P > 0.05). But there were significant differences of job satisfaction scores between different age groups or between different service length groups (P responsibility for persons and things, promotion opportunity, job control, job stabilization, rewards, mental health, positive affectivity, self-esteem, superior support and coworker support scores (P responsibility for persons and things, promotion opportunity, job control, job stabilization, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satisfaction scores were significantly higher than those of workers with moderate and lower job satisfaction scores (P four times as high as that for workers with high reward (OR = 3.773), the risks of job dissatisfaction for workers with low social support and mental locus of external work control were about two times as high as that for workers with high social support or mental locus of internal work control (OR = 2.419 and 2.219, respectively). The daily life stress, low control strategy, low support strategy, low job control and negative affectivity were risk factors of job dissatisfaction (OR = 1.125 approximately 1.790), but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction. Increasing the decision level, social support, meeting strategy and reward or decreasing the role conflict and

  6. Many Jobs, Few Opportunities: Can Uneven Growth Help India's ...

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

    2010-12-16

    Dec 16, 2010 ... Over the last ten years, the number of people living in poverty has diminished. ... India must reduce “disguised unemployment” – where more people are engaged ... These unequal employment and wage indicators are clearly ... as an important step in the process of economic growth and poverty reduction.

  7. perception of job opportunities and entrepreneurial skills in library ...

    African Journals Online (AJOL)

    2018-02-01

    Feb 1, 2018 ... entrepreneurial skills in Library and Information Science LIS). Investigative ... such as acquisition of documents, management ... centers as effective communication system, the ... but because of economic contributions of the.

  8. 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 ...

  9. 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....

  10. "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.)

  11. Innovation and Job Creation in a Small Open Economy Evidence from Norwegian Manufacturing Plants 1982-92

    OpenAIRE

    Tor Jakob Klette; Svein Erik Førre

    1995-01-01

    It is often claimed that the opportunities to create new manufacturing jobs in open, high-cost economies such as Norway, are concentrated in products which are technologically advanced and knowledge intensive. This paper examines the relationship between job creation and innovation, as measured by R&D investments, in Norwegian manufacturing. We compare job creation in plants belonging to R&D firms to plants belonging to firms without R&D. We also compare job creation in plants belonging to hi...

  12. 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

  13. 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

  14. Procurement and participation opportunities onshore

    International Nuclear Information System (INIS)

    Norcia, J.

    1998-01-01

    Maritimes and Northeast Pipelines Company is constructing a 1048 km underground gas transmission pipeline that will transport Sable natural gas to markets in Nova Scotia, New Brunswick and New England. The Sable Offshore Energy Project brings opportunities for new industries to Atlantic Canada, including the potential for future Sable gas exploration, development and production which will provide thousands of jobs and benefits for local businesses during the construction phase. Maritimes and Northeast Pipelines plan to maximize local content for the construction of the 565 km Canadian portion of the pipeline. The construction phase alone should create about 1,500 jobs during peak times. Seventy per cent of the labour will be sourced locally. Clean-up, landscaping, fencing and tile repair, monitoring services and pipeline inspection are some of the other opportunities that will be contracted to local businesses. Major long-term benefits of the project are expected to be in the construction of lateral or feeder pipelines and in the construction of gas distribution utilities

  15. 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.

  16. 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.

  17. Where Are the Academic Jobs? Interactive Exploration of Job Advertisements in Geospatial and Topical Space

    Science.gov (United States)

    Zoss, Angela M.; Conover, Michael; Börner, Katy

    This paper details a methodology for capturing, analyzing, and communicating one specific type of real time data: advertisements of currently available academic jobs. The work was inspired by the American Recovery and Reinvestment Act of 2009 (ARRA) [2] that provides approximately 100 billion for education, creating a historic opportunity to create and save hundreds of thousands of jobs. Here, we discuss methodological challenges and practical problems when developing interactive visual interfaces to real time data streams such as job advertisements. Related work is discussed, preliminary solutions are presented, and future work is outlined. The presented approach should be valuable to deal with the enormous volume and complexity of social and behavioral data that evolve continuously in real time, and analyses of them need to be communicated to a broad audience of researchers, practitioners, clients, educators, and interested policymakers, as originally suggested by Hemmings and Wilkinson [1].

  18. Influence of working conditions on job satisfaction in anaesthetists.

    Science.gov (United States)

    Kinzl, J F; Knotzer, H; Traweger, C; Lederer, W; Heidegger, T; Benzer, A

    2005-02-01

    We studied job satisfaction, physical health, emotional well-being and working conditions in 125 Austrian and Swiss anaesthetists. Responses to self-reporting questionnaires were evaluated. Dependent variables included job satisfaction, emotional well-being and physical health. Independent variables included age, sex, marital status, position and working conditions as assessed by the Instrument for Stress-related Job Analysis. Control over work shows a strong effect on job satisfaction in anaesthetists, for example influence on handling tasks (P=0.001), time control (P=0.002) and participation (P=0.001), whereas task demands and task-related problems did not have any effect. Anaesthetists in leading positions and specialists reported lower job satisfaction (P=0.012) than did anaesthetists in non-leading positions. Job satisfaction was associated with better physical health (P=0.001) and better emotional well-being (P=0.005). Our results suggest that a high level of job satisfaction in anaesthetists correlates with interesting work demands and the opportunity to contribute skills and ideas. To improve job satisfaction, more attention should be paid to improving working conditions, including control over decision-making, and allowing anaesthetists to have more influence on their own work pace and work schedule.

  19. 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.

  20. 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 ...

  1. 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...

  2. 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

  3. Measurement of nurse practitioner job satisfaction in a Midwestern state.

    Science.gov (United States)

    Kacel, Barbara; Millar, Mary; Norris, Diane

    2005-01-01

    To describe the current level of job satisfaction of nurse practitioners (NPs) in one Midwestern state. This study utilized descriptive correlation design to examine factors that lead to job satisfaction and dissatisfaction among a randomized sample of licensed NPs from a Midwestern state. The sample of 147 NPs (63% return rate) completed self-administered questionnaires about various characteristics of their jobs. Descriptive statistics and correlations were used to analyze the data. The theoretical foundation for the study was Herzberg's Dual Factor Theory of Job Satisfaction. Overall job satisfaction of NPs was minimally satisfied to satisfied. NPs were most satisfied with intrinsic factors and least satisfied with extrinsic factors of their jobs. Factors NPs were most satisfied with were sense of accomplishment, challenge in work, level of autonomy, patient mix, and ability to deliver quality care. NPs were least satisfied with time off to serve on professional committees, reward distribution, amount of involvement in research, opportunity to receive compensation for services outside normal duties, and monetary bonuses available in addition to salary. NPs with 0-1 year practice experience were the most satisfied with their jobs, but satisfaction scores fell steadily with each additional year of experience, reaching a plateau between the 8th to 11th years of practice. Improving job satisfaction for NPs is critical to recruit and retain advanced practice nurses to enhance access to quality, cost-effective care for all patient populations. Satisfied NPs can potentially reduce healthcare costs associated with employee turnover. Employers must look at extrinsic factors such as compensation and opportunities for professional growth to enhance NP job satisfaction.

  4. 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...

  5. Jobs for Shared Prosperity : Time for Action in the Middle East and North Africa

    OpenAIRE

    Gatti, Roberta; Morgandi, Matteo; Grun, Rebekka; Brodmann, Stefanie; Angel-Urdinola, Diego; Moreno, Juan Manuel; Marotta, Daniela; Schiffbauer, Marc; Mata Lorenzo, Elizabeth

    2013-01-01

    In the aftermath of the Arab Spring, when thousands of young women and men fought for the opportunity to realize their aspirations and potential, the question of jobs continues to be crucial in the Middle East and North Africa region. This report uses jobs as a lens to weave together the complex dynamics of employment creation, skills supply, and the institutional environment of labor markets. Consistent with the framework of the 2013 World Development Report on jobs, of which this report is...

  6. Jobs at the Borders: What policies can promote gender equality and ...

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

    Jobs at the Borders: What policies can promote gender equality and growth ... The development of border economic zones represents an important ... provides opportunities for two of its poor neighbouring countries, Cambodia and Myanmar.

  7. Simulated Job Samples: A Student-Centered Approach to Vocational Exploration and Evaluation.

    Science.gov (United States)

    Richter-Stein, Caryn; Stodden, Robert A.

    1981-01-01

    Incorporating simulated job samples into the junior high school curriculum can provide vocational exploration opportunities as well as assessment data on special needs students. Students can participate as active learners and decision makers. (CL)

  8. 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...

  9. Are Green Jobs Career Pathways a Path to a 21st-Century Workforce Development System?

    Science.gov (United States)

    Scully-Russ, Ellen

    2013-01-01

    This article examines policy reports that advocate for new green jobs career pathways to help grow the green economy and create new opportunity structures in the green labor market. The reports are based on a series of propositions about the nature of green jobs and the existence of the political will to invest in new green education programs to…

  10. The U.S. Forest Service Job Corps 28 Civilian Conservation Centers

    Science.gov (United States)

    Larry J. Dawson; Alicia D. Bennett

    2011-01-01

    In 1964, President Lyndon B. Johnson laid out his plan for the Great Society. His vision for America was one in which all segments of society could participate equally. To this end, the Economic Opportunity Act, which created Job Corps, was passed. The Job Corps program provides economically disadvantaged youth, ages 16-24, with the academic, vocational, and social...

  11. Job Satisfaction, Recruitment, and Retention of Entry-Level Residence Life and Housing Staff

    Science.gov (United States)

    Davidson, Denise L.

    2012-01-01

    Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Studies have shown that job satisfaction has the potential to reduce absenteeism and employee turnover, but we still know little about the specific satisfaction levels of…

  12. Job Satisfaction in Health Education and the Value of Added Credentialing.

    Science.gov (United States)

    Prelip, Michael L.

    2001-01-01

    Surveyed 267 health educators to measure job satisfaction in the profession and investigate whether individual credentialing affected overall job satisfaction and satisfaction with work, pay, opportunity for promotion, coworkers, and supervision. Results indicated satisfaction with coworkers, work, supervision, and pay, but dissatisfaction with…

  13. 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....

  14. Assessment of pharmacists' job satisfaction and job related stress in Amman.

    Science.gov (United States)

    Al Khalidi, Doaa; Wazaify, Mayyada

    2013-10-01

    The myriad changes in pharmacy practice in Jordan have transformed the pharmacist's role to be more focused on the patient and his/her therapeutic needs than on just the traditional dispensing. This, in addition to other possible factors, is believed to have influenced pharmacists' job satisfaction and stress level in different practice settings in Jordan. This study aimed to determine the level of job satisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies. The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. The significance level was set at P marital status (P = 0.023). Moreover, job related stress situations like patient care responsibility have been associated significantly with the type of pharmacy practice settings (P = 0.043) and pharmacists' registration year (P = 0.013). Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists' relationship have also been reported by participants. The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital counterparts. Pharmacists' job satisfaction should be enhanced to improve pharmacists' motivation and competence. Consequently, this will improve their productivity and provision of pharmaceutical care.

  15. Green jobs in tourism: The potential of the Savinja region

    Directory of Open Access Journals (Sweden)

    Cvikl Darija

    2015-01-01

    Full Text Available Green jobs are considered to be the jobs of the future due to their substantial contribution to preserving or restoring the quality of the environment. These jobs imply protection of ecosystems and conservation of biodiversity since they facilitate reduction of waste and pollution. Among the existing natural resources of the Savinja Region, there are huge potentials for the new green jobs around the sites such as thermal springs and forests as natural habitats since the fertile soil provides opportunities for organic farming as well as the use of solar, water and wind energy for generating power from renewable natural resources. The principles of sustainable tourism development in the Republic of Slovenia dictating the principles of 'green, active and healthy' are 100% compatible with the exploitation of natural resources for tourism purposes. Sustainable tourism in the Savinja Region will yield the best possible results only if synergies are achieved in the interaction, in establishing and exploiting leverage to create green jobs, organic farming as well as the offer of the local cultural heritage. The Savinja Region has recognized this opportunity, but it is necessary to put in a lot of work in the first phase at raising awareness of individuals, households and businesses, whereas in the second, the efforts should be made towards the implementation and standardization of green jobs in practice.

  16. 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.

  17. Job demands, job resources, burnout and engagement of employees in the mining industry in South Africa / Marthie van der Walt

    OpenAIRE

    Van der Walt, Martha Johanna Rieker

    2008-01-01

    The mining industry has been the bedrock of South African economy for more than a century, making an important contribution to employment opportunities, the gross domestic product and export earnings in the South African economy. Globally the mining industry is faced with a shortage of qualified talent to meet its production needs. Every year there are more people leaving than entering the mining industry to pursue job and career opportunities. The mining industry has to focus a lot on safety...

  18. Are Generation Y Nurses Satisfied on the Job? Understanding Their Lived Experiences.

    Science.gov (United States)

    Anselmo-Witzel, Sonia; Orshan, Susan A; Heitner, Keri L; Bachand, Jeanie

    2017-04-01

    The purpose of this study was to explore the lived experiences of job satisfaction among Generation Y nurses in the workplace. Job satisfaction in nursing is at an all-time low. With an increasing shortage of nurses, there is a need for more awareness and understanding of job satisfaction and intent to stay among Generation Y nurses who are the future generation of nurses. Descriptive phenomenology-guided, in-depth semistructured interviews were conducted to explore the lived experiences of job satisfaction among 10 Generation Y nurses. Four main themes and 6 subthemes that emerged brought meaning to the nurses' experiences. The 4 main themes were experiences of feeling good, relationships, job strain, and having choices. Findings indicated Generation Y nurses want to fulfill inner feelings of job satisfaction. If these inner feelings are not met, they will seek other opportunities to fulfill job satisfaction.

  19. 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.

  20. The challenge of a meaningful job

    DEFF Research Database (Denmark)

    Jepsen, Ingrid

    and the feeling of doing high quality care generate job satisfaction. The obligation and pressure to perform well and the disadvantages on the midwives’ private lives is counterbalanced by the feeling of doing a meaningful and important job. Working in caseload midwifery creates a feeling of working in a self....... The methodology was inspired by ethnography, and applied methods were field observations followed by interviews. Participants: Thirteen out of eighteen midwives working in caseloads were observed during one or two days in the antenatal clinic and interviewed at a later occasion. Findings: The recognition......-governing model within the public hospital, without losing the technological benefits of a modern birth unit. For pregnant women with a challenging personality or attitude towards others, Caseload midwifery may provide an extra opportunity to feel recognized and respected. Key conclusions: Caseload midwifery...

  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. 29 CFR 1620.14 - Testing equality of jobs.

    Science.gov (United States)

    2010-07-01

    ... Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.14... must be met in order for the equal pay standard to apply. It should be kept in mind that “equal” does..., or responsibility required for the performance of jobs will not render the equal pay standard...

  3. Effects of Teacher Rewards on Recognition and Job Enrichment.

    Science.gov (United States)

    Frase, Larry E.

    1989-01-01

    Implications of Herzberg's motivation-hygiene theory for teacher reward programs were tested by comparing changes in teachers' (N=38) job-enrichment opportunities and recognition after the teachers had chosen one of two rewards (travel to professional training conferences or cash). Results were consistent with the motivation-hygiene theory. (IAH)

  4. Implications of Job Rotation Literature for Performance Improvement Practitioners

    Science.gov (United States)

    Casad, Scott

    2012-01-01

    Job rotations have existed as a means of developing individual knowledge and skills since the industrial revolution, and in today's dynamic global workplace, they afford organizations an opportunity to manage changing psychological work contracts and employee desires for self-managed careers. Through the systematic mining of psychology, business,…

  5. Teachers' Perception of the Factors Affecting Job Satisfaction in ...

    African Journals Online (AJOL)

    Toshiba

    perception of salary as a factor affecting job satisfaction. Also, there .... Thus workers now have higher purchasing power, are given opportunity to use their .... Z-Cal. Z-Crit Significant. Level decision. Female. 70 12.73 3.23. Teachers. 0.32. 1.96.

  6. 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,…

  7. The Triget Factory: A Simulation Exercise of Job Behavior.

    Science.gov (United States)

    Gade, Eldon

    1980-01-01

    This simulation activity brings experiential learning opportunities into the classroom. The activity includes Dictionary of Occupational Titles worker traits, a job satisfaction perception, and a research study. This exercise is effective in helping prospective counselors learn the realities of working conditions. (Author/BEF)

  8. A social work study on different entrepreneurship opportunities

    Directory of Open Access Journals (Sweden)

    Zahra Zakeri Nasrabadi

    2012-10-01

    Full Text Available Entrepreneurs are big potentials for developing economy in any countries. They provide new job opportunities and help economy boost. There are literally many industries, which rely on new these people and they are considered as the primary source of generating new jobs. In this paper, we discuss three entrepreneurship opportunities including universities, technical and vocational centers and women. Universities are able to educate highly skilled people and send them to business and they are able to create new ideas. Technical and vocational centers are, in fact, the best place for training basic or recent advances in technological skills through short term or long term planning. The survey also indicates that women can be considered as a good source of job creation. In this paper, we review the recent related literature on entrepreneurship opportunities in the world and discuss some of the related issues more specifically in Iran.

  9. 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...

  10. 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....

  11. 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....

  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 Satisfaction of Information Technology Faculty in Educational Institutions: A Regression Analysis Based on the Job Satisfaction Survey

    Science.gov (United States)

    Bazil, Sharon Nesbitt

    2017-01-01

    In the 21st century, business settings are more dynamic and more thought provoking than in previous years because lately information technology (IT) has dominated all aspects of the business field. For this reason, this study involved examining job satisfaction of IT professionals paying particular attention to the opportunity for advancement and…

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

    Science.gov (United States)

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

    2018-05-14

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

  18. Job sharing at a children's hospital: evaluation by medical staff.

    Science.gov (United States)

    Valentine, J P; Martin, C J

    1996-01-13

    To evaluate job sharing for registrars at Princess Margaret Hospital for Children, Perth, by seeking responses from members of the relevant medical teams. A questionnaire was sent to all 126 medical staff within the hospital (and three managers in medical administration) asking their views on job sharing for registrars. Whether job sharing should continue, who should do it, at what stage of training, and the effects on patient care. Among the 77 respondents (60%) there was broad support for the continuation of job sharing at the hospital: only 5 of 37 consultants and 2 of 19 non-job sharing registrars rejected the idea (with a further 4 consultants uncertain). 43% Of the consultants who had worked with job sharing registrars thought continuity of care was adversely affected. The committee for physician training of the Royal Australasian College of Physicians emphasises that advanced training should be flexible, with a wide range of opportunities for individuals to plan an appropriate training programme in line with their personal goals. This study has shown that job sharing for registrars at Princess Margaret Hospital for Children allows this choice. Action on concerns over any adverse effects on patient care should resolve any persisting disquiet.

  19. The impact of nurse empowerment on job satisfaction.

    Science.gov (United States)

    Ning, Sun; Zhong, He; Libo, Wang; Qiujie, Li

    2009-12-01

    This paper is a report of a study conducted to test Kanter's organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Empowerment has become an increasingly important factor in determining nurses' job satisfaction in current restructured work environments in China. A correlational, cross-sectional design was used to test Kanter's organizational empowerment model with a sample of 650 full-time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire-II, and Job Satisfaction Scale. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire-II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0.547, P work objectives and age. The influencing factors for job satisfaction were work objectives and education level. The results provide support for Kanter's organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.

  20. 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…

  1. 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.

  2. 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.

  3. 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

  4. 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

  5. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

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

  6. Books for the Job Hunt.

    Science.gov (United States)

    Saltzman, Amy

    1992-01-01

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

  7. 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)

  8. 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...

  9. 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...

  10. 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...

  11. 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…

  12. 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…

  13. 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…

  14. 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)

  15. Stress Management: Job Stress

    Science.gov (United States)

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

  16. What is Job Satisfaction?

    Science.gov (United States)

    Locke. Edwin A.

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

  17. 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...

  18. 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....

  19. 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...

  20. 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...

  1. “Making our job hospitable” – Assessment of job-crafting behavior among dental academic faculty in South India

    Directory of Open Access Journals (Sweden)

    V Siva Kalyan

    2018-01-01

    Full Text Available Introduction: Employees are regularly offered opportunities to make their work more appealing and rewarding. These opportunities might be as simple as making fine changes to their daily tasks to boost happiness and to connect with more people at vocation. Hence, an attempt is made to assess job-crafting behavior among the dental academic faculty. Materials and Methods: A cross-sectional study was conducted among dental academic faculty from five dental colleges. Job Crafting Questionnaire (JCQ was used to assess the job-crafting behavior. Mean scores were calculated for different domains of JCQ. Gender differences were analyzed using Student's “t-” test and one-way ANOVA to test the difference between different academic positions of the faculty members. Results: A total of 228 dental faculty members with a mean age of 34.43 ± 6.13 years participated in the study. The mean value of job-crafting behavior was found to be highest among female faculty (60.07 ± 8.38 and professors (61.35 ± 8.30. Male faculty scored higher in task-crafting domain and female faculty scored higher in both cognitive- and relational-crafting domains. The professors scored highest in all the three domains of job-crafting behavior as compared to that of senior lecturers and readers. Conclusion: Job crafting is an effectual workplace intervention, where employees assume an active role in shaping their work experience to enhance their job satisfaction and well-being. The overall score of job-crafting behavior was found to be highest among both professors and female faculty members. Male faculty members scored higher in task-crafting domain. With regard to individual domains, the participants scored highest in cognitive crafting followed by task and relational crafting.

  2. 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…

  3. 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.

  4. 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

  5. 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 &

  6. 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…

  7. [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.

  8. 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...

  9. 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.

  10. 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....

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

    Science.gov (United States)

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

    2012-04-01

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

  12. Green ergonomics: challenges and opportunities.

    Science.gov (United States)

    Hanson, Margaret A

    2013-01-01

    Addressing the causes and consequences of environmental degradation presents significant challenges for humankind. This paper considers what ergonomics/human factors (E/HF) professionals can contribute to understanding and tackling some of the issues that arise through the movement towards a more environmentally sustainable economy. These issues are considered in relation to work in green industries (specifically, sustainable energy production, recycling and organic food production), and there is a need to ensure that these jobs are safe and healthy; the design of products and systems that are 'environmentally friendly' to facilitate their acceptability and use and how E/HF professionals can contribute to understanding and promoting behavioural change relating to environmental choices. The activities of some international organisations in this area are identified and the potential for E/HF involvement is considered. The implications for the E/HF profession are discussed. This paper considers how ergonomics/human factors professionals can contribute to the movement towards more sustainable and 'environmentally friendly' design and work. Potential challenges and opportunities are discussed in relation to jobs in green industries, products and systems and behaviour change.

  13. Job crafting among health care professionals: The role of work engagement.

    Science.gov (United States)

    Bakker, Arnold B

    2018-04-01

    The aim of this study was to examine the impact of job crafting on the quality of the work environment of health care professionals. Job crafting refers to proactive behavior aimed at optimizing the fit between person and job. Using job demands-resources theory, we hypothesized that job crafting would be positively related to job resources and person-organisation fit, and negatively to hindrance demands. Furthermore, we hypothesized that these relationships would be qualified by work engagement. A total of 5,272 health care professionals from one of 35 different organisations filled out an electronic questionnaire (response is 55%). Regression analyses were used to test hypotheses. Consistent with hypotheses, job crafting in the form of increasing job resources was positively related to opportunities for development, performance feedback and P-O fit; and negatively related to hindrance job demands - particularly when work engagement was high. The combination of job crafting and work engagement is important for the realization of a resourceful work environment and fit between person and organisation. Interventions aimed at fostering job crafting should be tailored to the motivation of health care professionals. © 2017 John Wiley & Sons Ltd.

  14. 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...

  15. Social capital and job satisfaction among substance abuse treatment employees.

    Science.gov (United States)

    Tsounis, Andreas; Niakas, Dimitris; Sarafis, Pavlos

    2017-02-15

    Job satisfaction is an important predictor for management and clinical ratios. Although it is accepted that is affected by many aspects, the influence of social capital remains to be determined. The main purpose of the article is to examine the relationship between job satisfaction and individual social capital for employees offering services in the treatment of addiction. A cross-sectional study was conducted on 239 employees from 14 therapeutic programs at KETEA (Therapy Center for Dependent Individuals in Greece) (KETHEA). A revised Greek Version of the Social Capital Questionnaire (SCQ-G) for the individual social capital measurement, and of the Job Satisfaction Survey (JSS) for the job satisfaction measurement, were used. Individual Social Capital ranged in medium levels. We observed a significant positive association between social capital and its' different aspects and gender, age, place of residence and working experience. Men, older employees, those who lived in smaller places, and those working more years, reached higher levels of individual social capital. Concerning overall job satisfaction most of the participants were ambivalent (61.5%), while 21.8% were satisfied and 16.7% were dissatisfied. Concerning its separate aspects, 77% were least satisfied with pay, 69.9% were least satisfied with advancement opportunities, 60.3% were least satisfied with fringe benefits, 85.8% were most satisfied with the nature of their work, 80.8% with their relationship with colleagues, and 77.8% were satisfied with supervision. Total Job Satisfaction was positively associated with place of residence and monthly salary. A significant positive correlation between social capital and job satisfaction was also observed. Early evidence suggests that social capital is associated with job satisfaction of employees providing services in the treatment of substance abuse. Further research, regarding social capital on job satisfaction, is suggested. We need to design and implement

  16. Opportunities for career advancement found to be very important to truckload drivers

    Science.gov (United States)

    1993-02-01

    This study was conducted to determine what contributes and detracts from job satisfaction for drivers as a means of addressing the driver turnover/retention issue. One factor is that drivers' perception : of the opportunities for advancement within t...

  17. The jobs behind the science

    CERN Multimedia

    Stefania Pandolfi

    2015-01-01

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

  18. 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…

  19. 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.

  20. 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

  1. An Assessment of Future Employment Opportunities for Individuals Trained in the Automotive Trades. Working Paper.

    Science.gov (United States)

    California State Dept. of Employment Development, Sacramento.

    The California Youth Authority (CYA) planned to offer a training program covering all aspects of the automotive trades to wards during their incarceration. Through analysis, it showed future job opportunities exist, due to increased job numbers and high turnover rate, for persons trained in the automotive trades in California over a 10-year period…

  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. An interactive approach for new careers: The role of learning opportunities and learning behavior

    OpenAIRE

    van der Sluis, E.C.; Peiperl, M.A.

    2000-01-01

    This study examined the learning process at work from an individual perspective. Different kinds of learning opportunities and learning behavior were examined as (a) predictors of career development and (b) moderators of the development process on the job. Survey data from early-career MBAs were analyzed by performing hierarchical regressions and difference-of-means tests. Results indicated that the total amount of developmental job opportunities has a positive influence on individual percept...

  6. 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...

  7. 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 ...

  8. Job satisfaction among primary health care physicians and nurses in Al-madinah Al-munawwara.

    Science.gov (United States)

    Al Juhani, Abdullah M; Kishk, Nahla A

    2006-01-01

    Job satisfaction is the affective orientation that an employee has towards his work. Greater physician satisfaction is associated with greater patient adherence and satisfaction. Nurses' job satisfaction, have great impact on the organizational success. Knowing parts of job dissatisfaction among physicians and nurses is important in forming strategies for retaining them in primary health care (PHC) centers. Therefore, this study aimed at assessing the level of job satisfaction among PHC physicians and nurses in Al- Madina Al- Munawwara. Also, to explore the relationship of their personal and job characteristics with job satisfaction. A descriptive cross- sectional epidemiological approach was adopted. A self completion questionnaire was distributed to physicians and nurses at PHC centers. A multi-dimensional job scale adopted by Traynor and Wade (1993) was modified and used. The studied sample included 445 health care providers, 23.6% were physicians and 76.4% were nurses. Job dissatisfaction was highly encountered where 67.1% of the nurses & 52.4% of physicians were dissatisfied. Professional opportunities, patient care and financial reward were the most frequently encountered domains with which physicians were dissatisfied. The dissatisfying domains for majority of nurses were professional opportunities, workload and appreciation reward. Exploring the relation between demographic and job characteristics with job satisfaction revealed that older, male, non-Saudi, specialists physicians had insignificantly higher mean score of job satisfaction than their counterparts. While older, female, non-Saudi, senior nurses had significantly higher mean score than their counterparts. It is highly recommended to reduce workload for nurses and provision of better opportunities promotional for PHC physicians and nurses.

  9. The logic of job-sharing in the provision and delivery of health care.

    Science.gov (United States)

    Branine, M

    1998-01-01

    By definition the practice of job-sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service (NHS), where most employees are female, it seems logical to believe that a job-sharing policy would be able to promote equal opportunities, to increase employee job satisfaction and to reduce labour costs. Hence, this paper attempts to discuss the advantages and disadvantages of having a job-sharing policy, and to analyse the reasons for the limited number of job-sharers in the NHS despite the apparent benefits of job-sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job-sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment. They saw job-sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job-sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies. Therefore, it is concluded that, in the NHS, there is a need for a more active and creative approach to job-sharing, rather than the reactive and passive approach that has dominated the practice so far.

  10. The logic of job-sharing in the provision and delivery of health care.

    Science.gov (United States)

    Branine, M

    1998-01-01

    By definition the practice of job-sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service (NHS), where most employees are female, it seems logical to believe that a job-sharing policy would be able to promote equal opportunities, to increase employee job satisfaction and to reduce labour costs. Hence, this paper attempts to discuss the advantages and disadvantages of having a job-sharing policy, and to analyse the reasons for the limited number of job-sharers in the NHS despite the apparent benefits of job-sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job-sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment. They saw job-sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job-sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies. Therefore it is concluded that, in the NHS, there is a need for a more active and creative approach to job-sharing rather than the reactive and passive approach that has dominated the practice so far.

  11. 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.

  12. The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: the buffering effect of job control

    Science.gov (United States)

    2014-01-01

    Background Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations. Methods The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25–63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector. Results The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Conclusions Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work. PMID:24438449

  13. The prospective effects of workplace violence on physicians' job satisfaction and turnover intentions: the buffering effect of job control.

    Science.gov (United States)

    Heponiemi, Tarja; Kouvonen, Anne; Virtanen, Marianna; Vänskä, Jukka; Elovainio, Marko

    2014-01-17

    Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians' turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations. The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25-63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector. The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work.

  14. 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.

  15. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

    Science.gov (United States)

    De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

    2017-08-24

    We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  16. Job satisfaction and intention to stay within community and residential aged care employees.

    Science.gov (United States)

    Radford, Katrina; Meissner, Ellen

    2017-09-01

    This study investigated the different facets of job satisfaction that influence community care and residential care employees' intention to stay in the aged care workforce. A survey of four organisations in Australia was undertaken. t-Tests were conducted to analyse differences between groups. Regression analyses were performed to examine the factors influencing intentions to stay in the workforce. Community care workers were more satisfied with various facets of job satisfaction including work on their present job, supervision, people in their present job and the job in general. There was a difference between how the various facets of job satisfaction influenced intentions to stay for residential care compared to community care workers. Both workers were satisfied with their work conditions and work to different extents. There is an opportunity for residential care to look to the practices within the community care sector to improve employees' intentions to stay. © 2017 AJA Inc.

  17. The Influence of Social Network Sites on the Job Application Process

    DEFF Research Database (Denmark)

    Ben Allouch, Somaya; Kotamraju, Nalini Panchita

    2011-01-01

    The popularity of social network sites has given rise to concerns about the amount and nature of information that people disclose on them. While the media has publicized several high-profile instances of people losing their jobs because they had disclosed inappropriate job-related, empirical......, but when tested experimentally, the results show that recruiters do rely more on information derived from others than on self-reported information. This research confirms the popular suspicion that social network sites influence job applicants’ career opportunities, but also goes further to demonstrate...... research about the use of social network sites by job recruiters is almost non-existing. Social network sites are nowadays tools for recruiters to screen job applicants during the job application procedure. This study examined what specific information on social network sites recruiters use to form...

  18. 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.

  19. [Job satisfaction among the professionals of AceS Baixo Vouga II].

    Science.gov (United States)

    Santana, Silvina; Cerdeira, José

    2011-12-01

    Job satisfaction is a measure of quality of life at work and is related to emotional states. The interest for this theme is increasing and, in the last years, many studies have attempted to demonstrate its relation with professional performance. Primary care professionals are in the first line of the Serviço Nacional de Saúde (SNS). Therefore, it is necessary that they feel satisfaction with their jobs, in order to perform the tasks with the quality required. Several factors seem to have impact in the satisfaction of these professionals, such as payment, promotion, recognition from supervisors and peers, physical conditions at work and available resources, opportunities for personal development, among others. Insatisfaction may lead to absentism and in the limit to job quit. The main objective of this work is to study job satisfaction among the professionals working at the health centers of ACeS Baixo Vouga II, namely, the relationship between job characteristics and job satisfaction and between job characteristics and considering job quit as a serious option. All the professionals working in the four health centers were inquired. Results show that job characteristics are defined by six dimensions: leadership and supervision, task characteristics and autonomy, payment, personal and professional development and promotion, peers and relations inside the organization and work environment. Globally, payment and opportunities for personal and professional development and promotion are perceived at low level by all the professional groups. Results also show that there are differences by gender and professional groups regarding job satisfaction and the will to quit job. Considering the specificity of the tasks performed by these professionals, measures should be taken in order to improve job satisfaction in the Portuguese health centers.

  20. 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...

  1. Technological Advances and Opportunities for the Development of Sustainable Biorefineries

    DEFF Research Database (Denmark)

    Mussatto, Solange I.

    to generate new jobs and new opportunities for entrepreneurship, with further benefits to the global economy and the society. Biomass can be used to replace fossil feedstocks for the production of different products, among of which, chemicals are particularly very attractive due to their high market value...

  2. Opportunities in Biological Sciences; [VGM Career Horizons Series].

    Science.gov (United States)

    Winter, Charles A.

    This book provides job descriptions and discusses career opportunities in various fields of the biological sciences. These fields include: (1) biotechnology, genetics, biomedical engineering, microbiology, mycology, systematic biology, marine and aquatic biology, botany, plant physiology, plant pathology, ecology, and wildlife biology; (2) the…

  3. 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...

  4. Job satisfaction and retention of health-care providers in Afghanistan and Malawi

    Science.gov (United States)

    2014-01-01

    Background This study describes job satisfaction and intention to stay on the job among primary health-care providers in countries with distinctly different human resources crises, Afghanistan and Malawi. Methods Using a cross-sectional design, we enrolled 87 health-care providers in 32 primary health-care facilities in Afghanistan and 360 providers in 10 regional hospitals in Malawi. The study questionnaire was used to assess job satisfaction, intention to stay on the job and five features of the workplace environment: resources, performance recognition, financial compensation, training opportunities and safety. Descriptive analyses, exploratory factor analyses for scale development, bivariate correlation analyses and bivariate and multiple linear regression analyses were conducted. Results The multivariate model for Afghanistan, with demographic, background and work environment variables, explained 23.9% of variance in job satisfaction (F(9,73) = 5.08; P job satisfaction. The multivariate model for intention to stay for Afghanistan explained 23.6% of variance (F(8,74) = 4.10; P job satisfaction (F(8,332) = 4.19; P job satisfaction and intention to stay on the job, differed substantially. These findings demonstrate the need for more detailed comparative human resources for health-care research, particularly regarding the relative importance of different determinants of job satisfaction and intention to stay in different contexts and the effectiveness of interventions designed to improve health-care worker performance and retention. PMID:24533615

  5. Job satisfaction of Department of Veterans Affairs peer mental health providers.

    Science.gov (United States)

    Chang, Bei-Hung; Mueller, Lisa; Resnick, Sandra G; Osatuke, Katerine; Eisen, Susan V

    2016-03-01

    Department of Veterans Affairs (VA) peer specialists and vocational rehabilitation specialists are Veterans employed in mental health services to help other Veterans with similar histories and experiences. Study objectives were to (a) examine job satisfaction among these employees, (b) compare them to other VA mental health workers, and (c) identify factors associated with job satisfaction across the 3 cohorts. The study sample included 152 VA-employed peer specialists and 222 vocational rehabilitation specialists. A comparison group included 460 VA employees from the same job categories. All participants completed the Job Satisfaction Index (11 aspects and overall satisfaction ratings). Linear regression was used to compare job satisfaction and identify its predictors among the 3 cohorts. Job satisfaction was fairly high, averaging "somewhat satisfied" to "very satisfied" in 6 (peer specialists) and 9 (vocational rehabilitation specialists) of the 11 aspects and overall job ratings. Adjusting for length of employment, age and gender resulted in no significant group differences with 2 exceptions: White peer specialists were less satisfied with pay and promotion opportunities than vocational rehabilitation specialists and comparison-group employees. Across all cohorts, shorter length of time employed in the job was associated with higher job satisfaction. The high job satisfaction levels among the 2 peer cohorts suggest support for the policy of hiring peer specialists in the VA. Furthermore, the results are consistent with those of the nonveteran samples, indicating that integrating peer providers into mental health care is possible in VA and non-VA settings. (c) 2016 APA, all rights reserved).

  6. [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.

  7. 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.

  8. 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...

  9. 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...

  10. A preliminary study to measure and develop job satisfaction scale for medical teachers

    Science.gov (United States)

    Bhatnagar, Kavita; Srivastava, Kalpana; Singh, Amarjit; Jadav, S.L.

    2011-01-01

    Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care. In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. Materials and Methods: To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. The job satisfaction questionnaire was developed and rated on Likert type of rating scale. Both quantitative and qualitative methods were used to ascertain job satisfaction among 245 health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected. Data were statistically evaluated. Results: Average job satisfaction score was 53.97 on a scale of 1–100. The Cronbach's alpha reliability coefficient was 0.918 for entire set of items. There was statistically significant difference in job satisfaction level across different age groups (P 0.0358) showing a U-shaped pattern and fresh entrants versus reemployed faculty (P 0.0188), former showing lower satisfaction. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security. Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Conclusion: Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional. Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care. PMID:23271862

  11. A preliminary study to measure and develop job satisfaction scale for medical teachers.

    Science.gov (United States)

    Bhatnagar, Kavita; Srivastava, Kalpana; Singh, Amarjit; Jadav, S L

    2011-07-01

    Job satisfaction of medical teachers has an impact on quality of medical education and patient care. In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. The job satisfaction questionnaire was developed and rated on Likert type of rating scale. Both quantitative and qualitative methods were used to ascertain job satisfaction among 245 health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected. Data were statistically evaluated. Average job satisfaction score was 53.97 on a scale of 1-100. The Cronbach's alpha reliability coefficient was 0.918 for entire set of items. There was statistically significant difference in job satisfaction level across different age groups (P 0.0358) showing a U-shaped pattern and fresh entrants versus reemployed faculty (P 0.0188), former showing lower satisfaction. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security. Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional. Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care.

  12. A preliminary study to measure and develop job satisfaction scale for medical teachers

    Directory of Open Access Journals (Sweden)

    Kavita Bhatnagar

    2011-01-01

    Full Text Available Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care. In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. Materials and Methods: To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. The job satisfaction questionnaire was developed and rated on Likert type of rating scale. Both quantitative and qualitative methods were used to ascertain job satisfaction among 245 health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected. Data were statistically evaluated. Results: Average job satisfaction score was 53.97 on a scale of 1-100. The Cronbach′s alpha reliability coefficient was 0.918 for entire set of items. There was statistically significant difference in job satisfaction level across different age groups (P 0.0358 showing a U-shaped pattern and fresh entrants versus reemployed faculty (P 0.0188, former showing lower satisfaction. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security. Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Conclusion: Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional. Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care.

  13. 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.

  14. 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...

  15. A social work study on job placement and dropout

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Iravani

    2012-04-01

    Full Text Available For many decades, women were discriminated against men for paying less in equal job positions. Most high-level positions were assigned among men and women were considered in lower social position. However, during the past few decades, there have been tremendous efforts to provide equal job opportunity among people with different gender and race in various countries. The proposed study of this paper attempt to investigate women's position in terms of two aspects of economic and education for the people who live in a city of Esfahan, Iran. We design a questionnaire and distribute among 880 people who are randomly chosen from a population of 441782 residence. The result of our survey confirms that Iranian women are placed well and job placement of the Iranian women is low. The second part of our survey concludes that Iranian women were quite forward and there will be definite reasons for drop out.

  16. 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

  17. Rewriting the Opportunity Theory

    DEFF Research Database (Denmark)

    Korsgaard, Steffen T.

    The aim of this paper is to further the discussion of opportunity theory by discussing its ontological and epistemological underpinnings, which have been neglected in previous discussions. The idea that opportunities have an objective component is critically examined drawing on insights from soci...... constructionism. It is argued that opportunity theory needs to be rewritten.......The aim of this paper is to further the discussion of opportunity theory by discussing its ontological and epistemological underpinnings, which have been neglected in previous discussions. The idea that opportunities have an objective component is critically examined drawing on insights from social...

  18. 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…

  19. 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

  20. 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

  1. 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.

  2. 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

  3. 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.…

  4. 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...

  5. 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.

  6. 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 ...

  7. 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

  8. 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...

  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 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...

  10. 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...

  11. 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 ...

  12. 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...

  13. 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)

  14. 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...

  15. 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...

  16. Quotas, Relocation and Jobs

    Science.gov (United States)

    Blumrosen, Alfred

    1975-01-01

    This testimony, before a public hearing of the New York City Commission on Human Rights in May 1974, has two express focuses: one is the question of quotas, and the other is the problem of relocation of plants and facilities in the suburban areas and the consequent difficulties minorities face in retaining equal employment opportunities.…

  17. 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.

  18. 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

  19. 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.

  20. 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.

  1. 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.

  2. 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...

  3. Organizational Structure as a Determinant of Job Burnout.

    Science.gov (United States)

    Bilal, Atif; Ahmed, Hafiz Mushtaq

    2017-03-01

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

  4. 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…

  5. 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…

  6. 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…

  7. 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...

  8. Dining Services offers new jobs for the new year

    OpenAIRE

    Gehrt, Katie

    2006-01-01

    Virginia Tech's Dining Services will hold its first one-stop job fair from 10 a.m. to 7 p.m. Jan. 12, 2007 in Shultz Dining Center. The fair will provide an opportunity for wage and student position applicants to apply, interview, and receive a decision all in the same day. There are a wide variety of positions available at dining locations across campus.

  9. 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)

  10. 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)…

  11. 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)

  12. 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)

  13. 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…

  14. 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…

  15. 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.

  16. 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

  17. 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…

  18. 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.

  19. 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…

  20. 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.

  1. 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

  2. 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

  3. 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

  4. 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.

  5. 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…

  6. 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)

  7. 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

  8. 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.

  9. 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....

  10. 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...

  11. 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)

  12. Job-sharing: an innovative approach for administration.

    Science.gov (United States)

    Foster, D; Wilcox, C; Gibson, H

    1992-01-01

    A job-sharing arrangement for the Assistant Directors of Physiotherapy at the Royal Jubilee Hospital proved to be an innovative and successful experience demonstrating the feasibility of job-sharing at administrative levels in rehabilitation. Physiotherapy is traditionally a female dominated profession. By the time therapists are most highly skilled and clinically experienced, they have arrived at prime marriage and child-bearing years. Many valuable members are lost to the profession each year as therapists leave the work force to take care of their families, continue their education and participate in recreational activities. Alternative employment opportunities are needed to retain and return therapists to the work force. Convenience of work time is often important. Financial expectations may become a secondary consideration. A search of the literature revealed that while job-sharing has much to recommend it, it is not yet generally accepted in most health professional situations. A few anecdotal references described job-sharing in nursing. An industry-wide literature search revealed few references to the application of job-sharing at administrative levels.

  13. Job satisfaction and social rewards in the social services

    Directory of Open Access Journals (Sweden)

    Jorunn Theresia Jessen

    2015-03-01

    Full Text Available This article investigates the sources of job satisfaction among practitioners and managers employed in the Norwegian public social services and the professionals ´ perception of social rewards in particular. Being valued, receiving praise and positive feedback are considered to be important aspects of job satisfaction. Nevertheless the expertise and competence of social workers is not always acknowledged. A central question raised is whether the workers ´ job satisfaction is influenced by their opportunities for support and recognition, compared to other (intrinsic and organisational rewarding aspects available to social service workers. The empirical data come from a 2004 quantitative survey among social workers in local welfare agencies. Despite conflicting demands and lack of resources in the front line services, findings indicate that managers and practitioners perceive their work as overall equally satisfying. Still, the managers find their job more interesting and challenging due to their position, reporting higher feelings of accomplishment and control over work. Receiving public approval and co-worker support are positively associated with job satisfaction within both work positions, while superior support and client recognition were found to be significantly rewarding aspects to the practitioners only. The final discussion addresses the challenges for an organizational climate that sustain the worth and contribution of social professionals.

  14. Factors associated with job satisfaction by Chinese primary care providers.

    Science.gov (United States)

    Shi, Leiyu; Song, Kuimeng; Rane, Sarika; Sun, Xiaojie; Li, Hui; Meng, Qingyue

    2014-01-01

    This study provides a snapshot of the current state of primary care workforce (PCW) serving China's grassroots communities and examines the factors associated with their job satisfaction. Data for the study were from the 2011 China Primary Care Workforce Survey, a nationally representative survey that provides the most current assessment of community-based PCW. Outcome measures included 12 items on job satisfaction. Covariates included intrinsic and extrinsic factors associated with job satisfaction. In addition, PCW type (i.e., physicians, nurses, public health, and village doctors) and practice setting (i.e., rural versus urban) were included to identify potential differences due to the type of PCW and practice settings. The overall satisfaction level is rather low with only 47.6% of the Chinese PCW reporting either satisfied or very satisfied with their job. PCW are least satisfied with their income level (only 8.6% are either satisfied or very satisfied), benefits (12.8%), and professional development (19.5%). They (particularly village doctors) are also dissatisfied with their workload (37.2%). Lower income and higher workload are the two major contributing factors toward job dissatisfaction. To improve the general satisfaction level, policymakers must provide better pay and benefits and more opportunities for career development, particularly for village doctors.

  15. Potential for renewable energy jobs in the Middle East

    International Nuclear Information System (INIS)

    Zwaan, Bob van der; Cameron, Lachlan; Kober, Tom

    2013-01-01

    Based on employment factors derived from a recent review of publications investigating opportunities for work associated with the diffusion of renewable energy technology, we here present an analysis of the potential for renewable energy jobs in the Middle East. We use energy system optimisation results from the regionally disaggregated TIAM-ECN model as input to our study. This integrated assessment model is utilised to inspect the energy technology requirements for meeting a stringent global climate policy that achieves a stabilisation of greenhouse gas concentrations in the atmosphere with a maximum additional radiative forcing of 2.9 W/m 2 . This climate control target implies a massive deployment of renewable energy in the Middle East, with wind and solar power accounting for approximately 60% of total electricity supply in 2050: 900 TWh of an overall level of 1525 TWh would be generated from 210 GW of installed renewable energy capacity by the middle of the century. For this pervasive renewables diffusion scenario for the Middle East we estimate a total required local work force of ultimately about 155,000 direct and 115,000 indirect jobs, based on assumptions regarding which components of the respective wind and solar energy technologies can be manufactured in the region itself. All jobs generated through installation and O and M activities are assumed to be domestic. - Highlights: • An analysis of the potential for renewable energy jobs in the Middle East is presented. • With the TIAM-ECN model we inspect the technology requirements for meeting a radiative forcing of 2.9 W/m 2 . • Wind and solar power account for approximately 60% of total electricity supply in 2050. • We estimate a total required local work force of ultimately about 155,000 direct and 115,000 indirect jobs. • Manufacturing jobs are assumed to be partly local, while installation and O and M jobs are all domestic

  16. 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...

  17. 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,...

  18. Job performance evaluations as gender barriers in male dominated organizations and occupations

    OpenAIRE

    Serghini Idrissi, Aïcha

    2016-01-01

    In an effort to make documented and fair decisions on work‐related opportunities and career progressions, job performance has emerged as a pivotal Human Resource tool due to its link to quasi‐every career‐related decision in the organization. Indeed, differences in performance evaluations can influence a number of career advancement variables. Performance measurement differences can impart both pay and promotions (Roth, Purvis & Bobko, 2012), lead to lower levels of job satisfaction (Colquitt...

  19. Striving for Better Jobs : The Challenge of Informality in the Middle East and North Africa

    OpenAIRE

    Gatti, Roberta; Angel-Urdinola, Diego F.; Silva, Joana; Bodor, Andras

    2014-01-01

    Economic growth has been sustained for many years pre-crisis in the region, but this has not resulted in the creation of an adequate number of jobs and has succeeded, at best, in generating low-quality, informal jobs. The report addresses one margin of exclusion: informal employment and the vulnerabilities and lack of opportunities associated with it. The report analyzes the constraints that ...

  20. 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.

  1. Hunting the Opportunity

    DEFF Research Database (Denmark)

    Løwe Nielsen, Suna; Rind Christensen, Poul; Lassen, Astrid Heidemann

    2017-01-01

    This paper bring together the two research fields of design and entrepreneurship in order to stimulate new knowledge on opportunity creation. A shared theoretical framework on new opportunity creation that illustrates that design and entrepreneurship can advantageously complement each other in th...... in the opportunity design process. Practical insights into the robustness of the framework are provided by a short illustrative case on electric cars....

  2. Career development. Opportunity 2000.

    Science.gov (United States)

    Adams, J

    Opportunity 2000 is an initiative designed to increase the role of women in the workforce and to promote equal opportunities in the workplace. The NHS Management Executive has set up a women's unit to put Opportunity 2000 into practice and to develop more 'women-friendly' working practices. The unit has produced a good practice handbook. The article discusses the eight goals produced by the NHSME to be achieved by health authorities and trusts by this year.

  3. 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....

  4. Organizational and individual factors influencing job satisfaction and burnout of mental health workers.

    Science.gov (United States)

    Martin, U; Schinke, S P

    1998-01-01

    Job satisfaction and burnout are important areas of study because of the financial and social effects of job satisfaction and the damaging physical/psychological impacts of burnout. Two hundred family/children and psychiatric workers of seven social service organizations were surveyed. Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach Burnout Inventory, and the Staff Burnout Scale for Health Professionals. Reported levels of job satisfaction and burnout are within normal limits. Psychiatric and family/children workers report equal job satisfaction levels, but the latter group reports significantly higher burnout levels. Both groups are particularly satisfied with the amount of praise delivered by supervisors and are reportedly dissatisfied with salary levels and promotional opportunities. These three factors are strongly associated with job satisfaction and burnout levels of both groups. Findings have practical implications for social service administrators and practitioners. Correlates of satisfaction and burnout can be altered in order to maintain employee satisfaction and reduce burnout, absenteeism and turnover.

  5. 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.

  6. 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

  7. 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.

  8. 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.

  9. Job satisfaction and retention of health-care providers in Afghanistan and Malawi.

    Science.gov (United States)

    Fogarty, Linda; Kim, Young Mi; Juon, Hee-Soon; Tappis, Hannah; Noh, Jin Won; Zainullah, Partamin; Rozario, Aleisha

    2014-02-17

    This study describes job satisfaction and intention to stay on the job among primary health-care providers in countries with distinctly different human resources crises, Afghanistan and Malawi. Using a cross-sectional design, we enrolled 87 health-care providers in 32 primary health-care facilities in Afghanistan and 360 providers in 10 regional hospitals in Malawi. The study questionnaire was used to assess job satisfaction, intention to stay on the job and five features of the workplace environment: resources, performance recognition, financial compensation, training opportunities and safety. Descriptive analyses, exploratory factor analyses for scale development, bivariate correlation analyses and bivariate and multiple linear regression analyses were conducted. The multivariate model for Afghanistan, with demographic, background and work environment variables, explained 23.9% of variance in job satisfaction (F(9,73) = 5.08; P job satisfaction. The multivariate model for intention to stay for Afghanistan explained 23.6% of variance (F(8,74) = 4.10; P job satisfaction (F(8,332) = 4.19; P job are highly dependent on the local context. Although health-care workers in both Afghanistan and Malawi reported satisfaction with their jobs, the predictors of satisfaction, and the extent to which those predictors explained variations in job satisfaction and intention to stay on the job, differed substantially. These findings demonstrate the need for more detailed comparative human resources for health-care research, particularly regarding the relative importance of different determinants of job satisfaction and intention to stay in different contexts and the effectiveness of interventions designed to improve health-care worker performance and retention.

  10. Predictors of global job satisfaction among Saudi physiotherapists: a descriptive study.

    Science.gov (United States)

    AlEisa, Einas; Tse, Cynthia; Alkassabi, Othman; Buragadda, Syamala; Melam, Ganeswara Rao

    2015-01-01

    Job satisfaction is an important consideration in the recruitment and retention of physiotherapists (PTs). To date, the job satisfaction of PTs working in Saudi Arabia has not been investigated. The aim of this study was to measure the level of job satisfaction of PTs working in Saudi Arabia and evaluate predictors of job satisfaction. This was a cross-sectional observational study among licensed physical therapists working across 11 health care centers and university hospitals in Riyadh between 2013 and 2014. A total of 183 physical therapists participated in the survey. Level of job satisfaction and factors influencing satisfaction were explored using a purpose-designed job satisfaction questionnaire. It consisted of 8 survey domains, and the scores were normalized to allow between-domain comparison. Global job satisfaction was 37%. The highest levels of job satisfaction were seen in the domains of professional development and teamwork and the lowest levels of job satisfaction in the domains of supervisory/ management relationship (75%) and working environment (60%). Predictors of job satisfaction were gender (OR [odds ratio] 1.4, 95% CI 1.1-2.3), age (OR 0.7, 95% CI 0.5-0.9), relationships with supervisors and managers (OR 1.3, 95% CI 1.2-1.9), working environment (OR 1.2, 95% CI 1.0-2.3), and opportunities for professional development (OR 1.4, 95% CI 1.2-3.7). Saudi PTs were moderately satisfied with their job; strategies should be designed in such a way that they experience a high level of job satisfaction and retention thus resulting in improved rehabilitation services in Saudi Arabia.

  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. Burnout: Job Resources and Job Demands Associated With Low Personal Accomplishment in United States Radiology Residents.

    Science.gov (United States)

    Guenette, Jeffrey P; Smith, Stacy E

    2018-06-01

    We aimed to identify job resources and job demands associated with measures of personal accomplishment (PA) in radiology residents in the United States. A 34-item online survey was administered between May and June 2017 to U.S. radiology residents and included the 8 Likert-type PA questions from the Maslach Burnout Inventory-Human Services Survey, 19 visual analog scale job demands-resources questions, and 7 demographic questions. Multiple linear regression was calculated to predict PA based on job demands-resources. Effects of binomial demographic factors on PA scores were compared with independent-samples t tests. Effects of categorical demographic factors on PA scores were compared with one-way between-subjects analysis of variance tests. A linear regression was calculated to evaluate the relationship of age on PA scores. "The skills and knowledge that I am building are important and helpful to society" (P = 2 × 10 -16 ), "I have good social support from my co-residents" (P = 4 × 10 -5 ), and "I regularly receive adequate constructive feedback" (P = 4 × 10 -6 ) all positively correlated with PA. PA scores were significantly lower for individuals who were single vs those married or partnered (P = .01). Radiology residents score higher in the PA domain of burnout when they receive adequate constructive feedback, have good co-resident social support, and feel that the skills and knowledge they are building are important to society. Improving constructive feedback mechanisms, enabling resident-only social time, and supporting opportunities that reinforce the importance of their contributions may therefore improve radiology residents' sense of PA. Copyright © 2018. Published by Elsevier Inc.

  13. Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

    Energy Technology Data Exchange (ETDEWEB)

    Probst, Heidi [Sheffield Hallam University, Faculty of Health and Wellbeing, Collegiate Crescent Campus, Robert Winston Building, 11-15 Broomhall Road, Sheffield, S10 2BP (United Kingdom)], E-mail: h.probst@shu.ac.uk; Griffiths, Sue [Leeds Teaching Hospitals NHS Trust (United Kingdom)

    2009-05-15

    Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

  14. Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

    International Nuclear Information System (INIS)

    Probst, Heidi; Griffiths, Sue

    2009-01-01

    Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

  15. Job satisfaction: rural versus urban primary health care workers' perception in Ogun State of Nigeria.

    Science.gov (United States)

    Campbell, P C; Ebuehi, O M

    2011-01-01

    Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one' efforts. Several factors affect job satisfaction. To compare factors influencing job satisfaction amongst rural and urban primary health care workers in southwestern Nigeria. A cross sectional comparative study recruited qualified health workers selected by multi stage sampling technique from rural and urban health facilities in four local government areas (LGAs) of Ogun State in Southwestern Nigeria. Data were collected and analysed using Epi info V 3.5.1 RESULTS: The response rates were 88(88%) and 91(91%) respectively in the rural and urban areas. While urban workers derived satisfaction from availability of career development opportunities, materials and equipment, in their current job, rural workers derived satisfaction from community recognition of their work and improved staff relationship. Major de-motivating factors common to both groups were lack of supportive supervision, client-provider relationship and lack of in-service training. However more rural 74(84.1%) than urban 62(68.1%) health workers would prefer to continue working in their present health facilities (p=0.04). There was a statistically significant difference between the two groups in job satisfaction with respect to tools availability and career development opportunities (pfactors influencing job satisfaction between rural and urban healthcare workers. There is need for human resource policy to be responsive to the diverse needs of health workers particularly at the primary level.

  16. Job satisfaction among Australian doctors: the use of latent class analysis.

    Science.gov (United States)

    Joyce, Catherine; Wang, Wei Chun

    2015-10-01

    To identify patterns of job satisfaction among Australian doctors using latent class analysis, and to determine the relationships of these patterns to personal and professional characteristics so as to improve satisfaction and minimize medical wastage. MABEL (Medicine in Australia: Balancing Employment and Life) data in 2011 were used. The study collected information on 5764 doctors about their job satisfaction, demographic characteristics, their health, country of medical training, opportunities for professional development and social interaction, taking time off work, views of patients' expectations, unpredictable working hours, hours worked per week, preference to reduce hours and intention to leave the medical workforce. Four latent classes of job satisfaction were identified: 5.8% had high job satisfaction; 19.4% had low satisfaction with working hours; 16.1% had high satisfaction with working hours but felt undervalued; and 6.5% had low job satisfaction. Low job satisfaction was associated with reporting poor health, having trained outside Australia, having poor opportunities for professional development and working longer hours. Low satisfaction was associated with a preference to reduce work hours and an intention to leave the medical workforce. To improve job satisfaction and minimize medical wastage, policies need to address needs of overseas trained doctors, provide continuing professional development and provide good health care for doctors. © The Author(s) 2015.

  17. The ‘magnetic forces’ of Swiss acute care hospitals: A secondary data analysis on nurses׳ job satisfaction and their intention to leave their current job

    Directory of Open Access Journals (Sweden)

    Annette Biegger

    Full Text Available Aims: (1 To describe nurses׳ job satisfaction and intention to leave their current employer; and (2 to explore the associations between nine aspects of job satisfaction (i.e., motivators and hygiene factors and nurses’ intentions to leave their current employer. Background: Increasing nurse shortages and accelerating personnel turnover are global healthcare issues. Improving nurses׳ job satisfaction and reducing their intentions to leave are crucial to nurse workforce stability. Methods: Secondary analysis of nurse survey data from the Swiss arm of the Nurse Forecasting in Europe (2009/2010 study. Associations between aspects of nurses׳ job satisfaction and intentions to leave were analyzed via multiple logistic regression analyses. Results: Overall, nurses reported being very satisfied with their jobs and with ‘independence at work’, but less satisfied with the possibility for ‘study leave’. A total of 27.4% intended to leave their current jobs, with lower ratings of ‘opportunities for advancement’ as the most relevant factor explaining these intentions. Conclusion: In view of predicted nurse shortages, Swiss acute care hospitals’ might improve their success regarding nurse job satisfaction and retention by offering nursing career models with more opportunities for clinical advancement. Keywords: Nursing, Job satisfaction, Job leaving intention, Acute care hospitals, Switzerland

  18. 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).

  19. 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...

  20. 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...

  1. The effect of discrimination on job performance and job satisfaction

    OpenAIRE

    Tesfaye, Yodit

    2011-01-01

    Discrimination is one of the most controversial phenomena to challenge the Human Resources (HR) function in the work place. It has been discussed in depth by sociologists, politicians and lawyers and remains a topical issue. Despite advances gender discrimination still persists, and continues to be experienced by women in the contemporary work space. Purpose - As job satisfaction has been shown to directly affect business performance, there has been increased interest in how job satisfact...

  2. Seizing Political Opportunity

    DEFF Research Database (Denmark)

    Citi, Manuele; Justesen, Mogens Kamp

    2016-01-01

    Political actors need to be nimble and respond to the opportunity to reform old policies and initiate new ones. The article looks at how the European Commission takes advantage of politically opportune moments (the ‘gridlock interval’) in the European Parliament to put forward new legislation...

  3. Opportunity identification competence

    NARCIS (Netherlands)

    Baggen, Yvette

    2017-01-01

    Opportunities and their identification are of significant importance for competitiveness in today’s complex and turbulent business environment because they serve as a key influencing factor for new value-creation. Opportunity identification (OI) is interesting not only from the perspective of new

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

    OpenAIRE

    Colin Green

    2012-01-01

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

  5. Measuring job satisfaction of advanced nurse practitioners and advanced midwife practitioners in the Republic of Ireland: a survey.

    Science.gov (United States)

    O'Keeffe, Anne Paula; Corry, Margarita; Moser, Debra K

    2015-01-01

    To describe the level of job satisfaction of advanced nurse practitioners (ANP) and advanced midwife practitioners in the Republic of Ireland (RoI). Job satisfaction is related to productivity, performance, turnover and health, and thus is a challenge for nursing and healthcare organisations. Job satisfaction data were collected from 47 ANPs using the Misener Nurse Practitioner Job Satisfaction Scale. High levels of global job satisfaction were reported. All ANPs reported satisfaction with autonomy, sense of accomplishment, challenge, social interaction and status in the organisation. Lower levels of job satisfaction were attributed to the amount of involvement in research (55%), opportunities to receive compensation for services provided outside normal working hours (55%), the amount (44%) and the quality of administrative support (51%), and the opportunity to negotiate bonuses and resources in return for productivity (36%). Advanced nurse practitioners in RoI have high levels of job satisfaction with areas relating to clinical practice but are dissatisfied with areas that lead to empowerment within organisations. Efforts to improve the negotiating and leadership skills of ANPs may improve job satisfaction. Enhancing inter-professional collegial relationships and improving managerial recognition of the role within nursing are key areas to be targeted to promote job satisfaction of ANPs. © 2013 John Wiley & Sons Ltd.

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

    NARCIS (Netherlands)

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

    2002-01-01

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

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

    NARCIS (Netherlands)

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

    2002-01-01

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

  8. Equal opportunities in diversity

    CERN Multimedia

    Laëtitia Pedroso

    2010-01-01

    Promoting equal opportunities at CERN and advising the Director-General on all related matters is the task of the Equal Opportunities Officer, Doris Chromek-Burckhart, and Tim Smith, chair of the Equal Opportunities Advisory Panel. Changes are being introduced: in future, the focus of their work will be broadened to cover all aspects of diversity promotion.   The term "equal opportunities" has always been broader in scope than the equal treatment of men and women but this is what it has traditionally been confined to in practice. "We wanted to change how people see our mission", explains Doris Chromek-Burckhart. The word "diversity" has much wider connotations than "equal opportunities" and makes it clearer that we are also dealing with differences in nationality, religion, age, culture and physical ability”. Getting away from the old clichés is vital to ensuring equal treatment for everyone. The diversit...

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

    Science.gov (United States)

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

    2014-01-01

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

  10. Supporting SMEs in creating jobs

    Directory of Open Access Journals (Sweden)

    Daniela PASNICU

    2018-03-01

    Full Text Available SMEs are the most dynamic sector of the economy, representing a key factor in employment growth. Although SMEs have been severely affected by the economic crisis from 2008, they continue to be a more and more important source of generating jobs, regardless of size class. Given the differentiated contribution of SMEs to job creation as a result of their heterogeneity, the article analyses the dynamics of staff in enterprises by size classes and activities of the national economy. The statistical analysis is followed by a SWOT analysis of policies and tools to support SMEs in creating jobs both with direct action - management, recruitment, training and indirectly action by addressing general business issues. Measures that support the economic growth of SMEs through internationalization, innovation and improved access to finance foster competitiveness and, implicitly, the creation of new jobs.

  11. Job Quality by Entrepreneurial Spinoffs

    DEFF Research Database (Denmark)

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

    We study whether entrepreneurial spinoffs are important drivers of industry dynamics. More precisely, we investigate whether the quality of jobs in spinoff entrepreneurs are higher than for other entrepreneurs. We distinguish spinoff firms by different types and distinguish between growing...

  12. Job Assignments under Moral Hazard

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

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

  13. Job market signals and signs

    OpenAIRE

    Streb, Jorge M.

    2006-01-01

    What happens to job market signaling under two-dimensional asymmetric information? With 2 types of productivity and noise, the equilibrium remains separating if an extended single-crossing condition is satisfied. If not, there are partially pooling equilibria where only extreme types can be distinguished, and supplementary information is needed. On-the-job interaction gives employers private information on productivity, which employment relationships may reveal to the market. While sticky wag...

  14. Job loss and broken partnerships

    DEFF Research Database (Denmark)

    Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

    2008-01-01

    The aim of this study was to investigate the effects of the accumulated number of job losses and broken partnerships (defined as the end of cohabitation) on the risk of fatal and nonfatal events of ischemic heart disease (IHD).......The aim of this study was to investigate the effects of the accumulated number of job losses and broken partnerships (defined as the end of cohabitation) on the risk of fatal and nonfatal events of ischemic heart disease (IHD)....

  15. Motivators of teacher job satisfaction

    OpenAIRE

    Juozaitienė, Agnė; Simonaitienė, Berita

    2011-01-01

    Article is seeking to answer these questions: what factors function as motivators and enhance teacher job satisfaction and which of the motivators are manifested at school? These questions are significant from a theoretical as well as practical point of view. The research problem addressed in the article encompasses three fields and is revealed in three parts of the article. The first part analyzes the notion of teacher job satisfaction and influencing factors. The second part is dedicated to...

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

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

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

  17. Job strain and time to pregnancy

    DEFF Research Database (Denmark)

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

    1998-01-01

    The association between fertility and job strain defined as high job demands and low job control has not previously been studied. A follow-up study was conducted with prospective collection of information on job strain among women, achievement of pregnancy, and potential confounding variables....

  18. Job satisfaction and its relationship to Radiation Protection Knowledge, Attitude and Practice (RPKAP) of Iranian radiation workers.

    Science.gov (United States)

    Alavi, S S; Dabbagh, S T; Abbasi, M; Mehrdad, R

    2017-01-23

    This study aimed to find the association between job satisfaction and radiation protection knowledge, attitude and practice of medical radiation workers occupationally exposed to ionizing radiation. In this crosssectional study, 530 radiation workers affiliated to Tehran University of Medical Sciences completed a knowledge, attitude and practice questionnaire on protecting themselves against radiation and Job Descriptive Index as a job satisfaction measure during May to November 2014. Opportunities for promotion (84.2%) and payment (91.5%) were the most important factors for dissatisfaction. Radiation workers who were married, had more positive attitudes toward protecting themselves against radiation, and had higher level of education accounted for 15.8% of the total variance in predicting job satisfaction. In conclusion, medical radiation workers with a more positive attitude toward self-protection against radiation were more satisfied with their jobs. In radiation environments, improving staff attitudes toward their safety may be considered as a key strategy to increase job satisfaction.

  19. The impact of intrinsic and extrinsic factors on the job satisfaction of dentists.

    Science.gov (United States)

    Goetz, K; Campbell, S M; Broge, B; Dörfer, C E; Brodowski, M; Szecsenyi, J

    2012-10-01

    The Two-Factor Theory of job satisfaction distinguishes between intrinsic-motivation (i.e. recognition, responsibility) and extrinsic-hygiene (i.e. job security, salary, working conditions) factors. The presence of intrinsic-motivation facilitates higher satisfaction and performance, whereas the absences of extrinsic factors help mitigate against dissatisfaction. The consideration of these factors and their impact on dentists' job satisfaction is essential for the recruitment and retention of dentists. The objective of the study is to assess the level of job satisfaction of German dentists and the factors that are associated with it. This cross-sectional study was based on a job satisfaction survey. Data were collected from 147 dentists working in 106 dental practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Organizational characteristics were measured with two items. Linear regression analyses were performed in which each of the nine items of the job satisfaction scale (excluding overall satisfaction) were handled as dependent variables. A stepwise linear regression analysis was performed with overall job satisfaction as the dependent outcome variable, the nine items of job satisfaction and the two items of organizational characteristics controlled for age and gender as predictors. The response rate was 95.0%. Dentists were satisfied with 'freedom of working method' and mostly dissatisfied with their 'income'. Both variables are extrinsic factors. The regression analyses identified five items that were significantly associated with each item of the job satisfaction scale: 'age', 'mean weekly working time', 'period in the practice', 'number of dentist's assistant' and 'working atmosphere'. Within the stepwise linear regression analysis the intrinsic factor 'opportunity to use abilities' (β = 0.687) showed the highest score of explained variance (R(2) = 0.468) regarding overall job satisfaction. With respect to the Two

  20. Equal Opportunities Questionnaire

    CERN Multimedia

    2007-01-01

    The initiative to promote Equal Opportunities at CERN started in 1993. The first Equal Opportunities Officer was appointed in 1996, which was followed by the creation of the Equal Opportunities Advisory Panel in 1998. Initially the concern was mainly the fair treatment of women in the work-place. Today the emphasis has evolved to ensuring that diversity is used to increase creativity and productivity in the work-place. In order to ensure that all aspects of Equal Opportunities and Diversity are covered, CERN’s Equal Opportunities team has prepared a survey to obtain your input. Your answers are confidential and will only be used for generating statistics. The questionnaire is on-line and can be accessed via: https://espace.cern.ch/EOQ. We hope that you will take a few minutes of your time to give your input and would be grateful if you could reply before 15/10/07. For further information about Equal Opportunities at CERN see: http://cern.ch/equal-opportunities The Equa...

  1. Equal Opportunities Questionnaire

    CERN Multimedia

    2007-01-01

    The initiative to promote Equal Opportunities at CERN started in 1993. The first Equal Opportunities Officer was appointed in 1996 followed by the creation of the Equal Opportunities Advisory Panel in 1998. Initially the concern was mainly the fair treatment of women in the work-place. Today the emphasis has evolved to ensuring that diversity is used to increase creativity and productivity in the work-place. In order to ensure that all aspects of Equal Opportunities and Diversity are covered, CERN’s Equal Opportunities team has prepared a survey to obtain your input. Your answers are confidential and will only be used for generating statistics. The questionnaire is on-line and can be accessed via: https://espace.cern.ch/EOQ. We hope that you will take a few minutes of your time to give your input and would be grateful if you could reply before 15/10/07. For further information about Equal Opportunities at CERN see: http://cern.ch/equal-opportunities The Equal Opportuni...

  2. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

    Full Text Available Education is an effective vehicle for producing the required skills to maintain economic growth. The benefits of education range from human to economic, social and cultural. In Pakistan, there is significant rise in the average level of education, but over time, more and more workers incapable to use their educational background on the job. Supply of labor may have outstripped the demand of labor in some professions, and high qualified peoples taking job on low positions. Such underemployment/overeducation has not been fully explored in Pakistan. The theme of paper is “underemployment symbolizes an inefficient usage of human resources and lost output for society”.The research is based on case study on clerical workers of SNGPL. By comparing their educational backgrounds with their nature of job, this paper examines the impact of overeducation on job satisfaction. Our results show that underemployment/overeducation is correlated with higher level of job dissatisfaction, reduced job involvement, impaired co-worker relationship, and more emphasis on future aspirations.

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

    Science.gov (United States)

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

    2018-01-01

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

  4. Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study.

    Science.gov (United States)

    Atefi, N; Abdullah, K L; Wong, L P; Mazlom, R

    2014-09-01

    The purpose of this qualitative descriptive study was to explore factors related to critical care and medical-surgical nurses' job satisfaction as well as dissatisfaction in Iran. Job satisfaction is an important factor in healthcare settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. A convenient sample of 85 nurses from surgical, medical and critical care wards of a large hospital was recruited. Ten focus group discussions using a semi-structured interview guide were conducted. Interviews were audio-recorded, transcribed verbatim and analysed using a thematic approach. The study identified three main themes that influenced nurses' job satisfaction and dissatisfaction: (1) spiritual feeling, (2) work environment factors, and (3) motivation. Helping and involvement in patient care contributed to the spiritual feeling reported to influence nurses' job satisfaction. For work environment factors, team cohesion, benefit and rewards, working conditions, lack of medical resources, unclear nurses' responsibilities, patient and doctor perceptions, poor leadership skills and discrimination at work played an important role in nurses' job dissatisfaction. For motivation factors, task requirement, professional development and lack of clinical autonomy contributed to nurses' job satisfaction. Nurse managers should ensure a flexible practice environment with adequate staffing and resources with opportunities for nurses to participate in hospital's policies and governance. Policy makers should consider nurses' professional development needs, and implement initiatives to improve nurses' rewards and other benefits as they influence job satisfaction. © 2014 International Council of Nurses.

  5. Determinants of staff job satisfaction of caregivers in two nursing homes in Pennsylvania

    Directory of Open Access Journals (Sweden)

    Degenholtz Howard

    2006-05-01

    Full Text Available Abstract Background Job satisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. Methods In this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides to examine: job satisfaction scores of these caregivers and what characteristics of these caregivers are associated with job satisfaction. The data were collected from two nursing homes over a two and a half year period with five waves of data collection at six-month intervals. The Job Description Index was used to collect job satisfaction data. Results We find that, overall nursing home caregivers are satisfied with the work and coworkers, but are less satisfied with promotional opportunities, superiors, and compensation. From exploratory factor analysis three domains represented the data, pay, management, and work. Nurse aides appear particularly sensitive to the work domain. Of significance, we also find that caregivers who perceived the quality of care to be high have higher job satisfaction on all three domains than those who do not. Conclusion These results may be important in guiding caregiver retention initiatives in nursing homes. The finding for quality may be especially important, and indicates that nursing homes that improve their quality may have a positive impact on job satisfaction of staff, and thereby reduce their turnover rates.

  6. The Meaning of Career Success among Job-Hopper in The Boundaryless Career (Phenomenological Research

    Directory of Open Access Journals (Sweden)

    Marcham Darokah

    2012-04-01

    Full Text Available Abstract This phenomenology qualitative research was conducted in order to examine the dynamics of career success among job hopper and how did job hoppers interpret the meaning career success in boundaryless career. This research used in-depth interview for collecting the data and supported by the data from the documents. The respondents involved in this research were fours job hoppers in the level of manager, five significant others, such as family, workmate, and a steady career. The findings revealed that: the job-hoppers individuals who frequently movement of job from one place to another place because of intrinsic factors (financial, interpersonal conflict, alternative employment opportunities, etc., extrinsic factors (challenges, willing to learn, personal characteristics, family, etc., proponent factors (networking, family support, and media. The meanings of career success among job-hopper in the boundaryless career namely; self-fulfillment (job satisfaction, life satisfaction, meeting personal goals, adding value to others, and work/life balance (family satisfaction and quality time with family. This study showed that being a job-hopper was a tool for pursuing the meaning of career success

  7. Job satisfaction among public health professionals working in public sector: a cross sectional study from Pakistan.

    Science.gov (United States)

    Kumar, Ramesh; Ahmed, Jamil; Shaikh, Babar Tasneem; Hafeez, Rehan; Hafeez, Assad

    2013-01-09

    Job satisfaction largely determines the productivity and efficiency of human resource for health. It literally depicts the extent to which professionals like or dislike their jobs. Job satisfaction is said to be linked with the employee's work environment, job responsibilities and powers and time pressure; the determinants which affect employee's organizational commitment and consequently the quality of services. The objective of the study was to determine the level of and factors influencing job satisfaction among public health professionals in the public sector. This was a cross sectional study conducted in Islamabad, Pakistan. Sample size was universal including 73 public health professionals, with postgraduate qualifications and working in government departments of Islamabad. A validated structured questionnaire was used to collect data from April to October 2011. Overall satisfaction rate was 41% only, while 45% were somewhat satisfied and 14% of professionals highly dissatisfied with their jobs. For those who were not satisfied, working environment, job description and time pressure were the major causes. Other factors influencing the level of satisfaction were low salaries, lack of training opportunities, improper supervision and inadequate financial rewards. Our study documented a relatively low level of overall satisfaction among workers in public sector health care organizations. Considering the factors responsible for this state of affairs, urgent and concrete strategies must be developed to address the concerns of public health professionals as they represent a highly sensitive domain of health system of Pakistan. Improving the overall work environment, review of job descriptions and better remuneration might bring about a positive change.

  8. Job satisfaction and work related variables in Chinese cardiac critical care nurses.

    Science.gov (United States)

    Liu, Yun-E; While, Alison; Li, Shu-Jun; Ye, Wen-Qin

    2015-05-01

    To explore critical care nurses' views of their job satisfaction and the relationship with job burnout, practice environment, coping style, social support, intention to stay in current employment and other work-related variables. Nurse shortage is a global issue, especially in critical care. Job satisfaction is the most frequently cited factor linked to nurses' turnover. A convenience sample of cardiac critical care nurses (n = 215; 97.7% response rate) from 12 large general hospitals in Shanghai was surveyed from December 2010 to March 2011. Over half of the sample reported satisfaction with their jobs. Nurses with 10-20 years of professional experience and those who had taken all their holiday entitlement reported higher levels of job satisfaction. The independent variables of practice environment, intention to stay, emotional exhaustion, personal accomplishment and positive coping style explained about 55% of the variance in job satisfaction. Chinese cardiac critical care nurses' job satisfaction was related to work related variables, which are amenable to managerial action. Our findings highlight the imperative of improving intrinsic and extrinsic rewards, together with the flexibility of work schedules to promote job satisfaction and staff retention. A clinical ladder system is needed to provide promotion opportunities for Chinese nurses. © 2013 John Wiley & Sons Ltd.

  9. The influence of achievement before, during and after medical school on physician job satisfaction.

    Science.gov (United States)

    Schmit Jongbloed, Lodewijk J; Schönrock-Adema, Johanna; Borleffs, Jan C C; Stewart, Roy E; Cohen-Schotanus, Janke

    2014-10-01

    In this longitudinal study, we investigated the relationship between physicians' prior achievements (before, during and after medical school) and job satisfaction, and tested the two lines of reasoning that prior achievements influence job satisfaction positively or negatively, respectively. The participants were graduates who started their medical training in 1982 (n = 147), 1983 (n = 154), 1992 (n = 143) and 1993 (n = 153). We operationalised job satisfaction as satisfaction (on a 10-point scale) with 13 cognitive, affective and instrumental aspects of the participants' jobs. The measures of achievement before, during and after medical school included pre-university grade point average, study progress and a residency position in the specialty of first choice, respectively. We included the effect of curriculum type (problem-based learning versus traditional), gender and years of experience as moderator variables. Higher achievers before and during medical school were more satisfied about their income (β = .152, p job satisfaction. The direction of the influences depended on the job satisfaction aspect in question, which indicates that it is important to distinguish between aspects of job satisfaction. To optimize job satisfaction of high achievers, it is important for graduates to obtain their preferred specialty. Furthermore, it is vital to provide them with enough opportunities for further development.

  10. Professional values, job satisfaction, career development, and intent to stay.

    Science.gov (United States)

    Yarbrough, Susan; Martin, Pam; Alfred, Danita; McNeill, Charleen

    2017-09-01

    Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse-an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

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

    Science.gov (United States)

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

    2014-01-01

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

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

    NARCIS (Netherlands)

    Tooren, van den M.

    2011-01-01

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

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

    Science.gov (United States)

    Schmidt, Steven W.

    2010-01-01

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

  14. Opportunities for First Nations

    Energy Technology Data Exchange (ETDEWEB)

    Moura, Rodrigo [Anaia Global (Canada)

    2011-07-01

    The recent development of wind energy project creates opportunities for First Nations. Although they are interested by such projects, First Nations nevertheless have questions such about how they can be a part of the wind industry, what are their rights, what investment would they need to make, and how to judge if they are getting a favourable deal. This presentation aimed at answering those questions an maintained that wind energy would bring social and economic development to First Nations communities as well as diversifying their sources of revenue. Several companies offer their services to First Nations and Anaia Global is a company which helps aboriginal people identify to promote their investment opportunities in renewable energy projects and benefit from the technology transferred to them. This presentation showed that there are significant opportunities for First Nations in the wind energy sector and that Anaia Global is focusing on helping them seize these opportunities.

  15. Identifying Strategic Scientific Opportunities

    Science.gov (United States)

    As NCI's central scientific strategy office, CRS collaborates with the institute's divisions, offices, and centers to identify research opportunities to advance NCI's vision for the future of cancer research.

  16. Opportunities in biotechnology.

    Science.gov (United States)

    Gartland, Kevan M A; Gartland, Jill S

    2018-06-08

    Strategies for biotechnology must take account of opportunities for research, innovation and business growth. At a regional level, public-private collaborations provide potential for such growth and the creation of centres of excellence. By considering recent progress in areas such as genomics, healthcare diagnostics, synthetic biology, gene editing and bio-digital technologies, opportunities for smart, strategic and specialised investment are discussed. These opportunities often involve convergent or disruptive technologies, combining for example elements of pharma-science, molecular biology, bioinformatics and novel device development to enhance biotechnology and the life sciences. Analytical applications use novel devices in mobile health, predictive diagnostics and stratified medicine. Synthetic biology provides opportunities for new product development and increased efficiency for existing processes. Successful centres of excellence should promote public-private business partnerships, clustering and global collaborations based on excellence, smart strategies and innovation if they are to remain sustainable in the longer term. Copyright © 2018. Published by Elsevier B.V.

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

    Science.gov (United States)

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

    2012-01-01

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

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

    Science.gov (United States)

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

    2015-05-01

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

  19. Health professionals' job satisfaction and associated factors at public health centers in West Ethiopia.

    Science.gov (United States)

    Deriba, Beyazin Kebede; Sinke, Shimele Ololo; Ereso, Berhane Megersa; Badacho, Abebe Sorsa

    2017-05-30

    Human resources are vital for delivering health services, and health systems cannot function effectively without sufficient numbers of skilled, motivated, and well-supported health workers. Job satisfaction of health workers is important for motivation and efficiency, as higher job satisfaction improves both employee performance and patient satisfaction. Even though several studies have addressed job satisfaction among healthcare professionals in different part of the world, there are relatively few studies on healthcare professionals' job satisfaction in Ethiopia. A facility-based cross-sectional study was conducted among health professionals working in health centers in April 2015 using self-administered structured questionnaires. All 322 health professionals working in 23 randomly selected public health centers were included. Factor scores were computed for the identified items by varimax rotation to represent satisfaction. Multivariate linear regression analysis was performed, and the effect of independent variables on the regression factor score quantified. Three hundred eight respondents participated with a response rate of 95.56%. The overall level of job satisfaction was 41.46%. Compensation (benefits) (beta 0.448 [95% CI 0.341 to 0.554]), recognition by management (beta 0.132 [95% CI 0.035 to 0.228]), and opportunity for development (beta 0.123 [95% CI 0.020 to 0.226]) were associated with job satisfaction. A unit increase in salary and incentives and recognition by management scores resulted in 0.459 (95% CI 0.356 to 0.561) and 0.156 (95% CI 0.065 to 0.247) unit increases in job satisfaction scores, respectively. The overall level of job satisfaction in health professionals was low. Salary and incentives, recognition by management, developmental opportunities, and patient appreciation were strong predictors of job satisfaction.

  20. Job satisfaction and subjective well-being among Czech nurses.

    Science.gov (United States)

    Gurková, Elena; Haroková, Sylvie; Džuka, Jozef; Žiaková, Katarína

    2014-04-01

    The aim of the present study was to investigate the relationship between domains of the job satisfaction and components of subjective well-being in nurses. A convenience sample of hospital nurses was recruited from six hospitals in Czech Republic. Data were collected using a set of questionnaires that included the McCloskey/Mueller Satisfaction Scale, the Positive Affect Scale, the Negative Affect Scale and the Personal Well-being Index. We confirmed low association between job satisfaction and subjective well-being of nurses. Satisfaction with extrinsic rewards, co-workers and family/work balance accounted for only a small percentage of variance in cognitive component of subjective well-being. Positive affect was predicted by interaction opportunities and scheduling. Negative affect was predicted by interaction opportunities and scheduling and intention to leave the actual workplace. Low percentage of the variance suggests that subjective well-being is not strongly influenced by job satisfaction. © 2013 Wiley Publishing Asia Pty Ltd.

  1. Job satisfaction among nurses in a public hospital in Gauteng

    Directory of Open Access Journals (Sweden)

    C. Selebi

    2007-09-01

    Full Text Available Introduction: The nursing profession in South Africa has lost skilled nurses due to intense international recruitment drives. The public hospital in this study has also failed to recruit and retain skilled nurses. The shortage of skilled nurses has led to deterioration in patient nursing care. The aim of this study: The aim of this study was to describe the level of job satisfaction among nurses in a public hospital. The methodology: A quantitative, descriptive survey was conducted. The data were collected using the Minnesota Satisfaction Questionnaire. The sample included nurses working in a specific public hospital. Results: Generally all the nurses experienced low satisfaction (42% with the motivational aspects of their job, such as motivation, responsibility, opportunity for creativity and innovation, independence, and recognition. Nurses also experienced very low levels of satisfaction (22% with the hygiene aspects of their job, namely, relationships in the workplace, supervisors’ decision-making skills, supervision, working conditions, policies, job security, and salaries. Conclusions: Health services need to be made aware of the high level of dissatisfaction of nurses. The hospital struggles to keep nurses in their posts, and could benefit from taking note of the results of this study. The findings indicate some of the aspects which need to be considered in a human resource planning strategy for nurses. The hospital and nursing management needs to rethink nurses’ salaries, supervision methods and relationships, and also how the Department of Health policies are implemented.

  2. Technological Advances and Opportunities for the Development of Sustainable Biorefineries

    OpenAIRE

    Mussatto, Solange I.

    2017-01-01

    Moving to a more sustainable economy, where renewable biomass is used to produce fuels, chemicals, energy and materials, is one of the main challenges faced by the society nowadays in order to ensure a sustainable low-carbon economy for the future. In addition, a bio-based economy has the potential to generate new jobs and new opportunities for entrepreneurship, with further benefits to the global economy and the society. Biomass can be used to replace fossil feedstocks for the production of ...

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

    Science.gov (United States)

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

    2017-01-01

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

  4. The Influence of Organizational Commitment, Job Commitment and Job Satisfaction on Professionalism Perceived by Radiotechnologists Working in the Department of Radiation Oncology

    Energy Technology Data Exchange (ETDEWEB)

    Gim, Yang Soo; Lee, Sun Young; Lee, Joon Seong; Gwak, Geun Tak; Park, Ju Gyeong; Lee, Seung Hoon; Hwang, Ho In; Cha, Seok Yong [Dept. of Radiation Oncology, Chunbuk National University Hospital, Jeonju (Korea, Republic of)

    2012-09-15

    The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. There are subdivisions in the professionalism informing us of the self-regulation 17.74{+-}2.32/3.55{+-}46, a sense of calling 17.58{+-}2.63/3.52{+-}53, reference of the professional 17.14{+-}2.39/3.43{+-}48, service to the public 15.97{+-}2.48/3.19{+-}50, and autonomy 15.68{+-}2.28/3.14{+-}46. Grand mean turns out to be 83.89{+-}7.63(Summation of items)/ 3.37{+-}0.49(Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be 81.10{+-}8.15/3.34{+-}34. There are subvisions showing affective commitment 28.64{+-}4.61/3.58, continuance commitment 27.54{+-}4.22/3.44{+-}53, and normative commitment

  5. Job satisfaction in psychiatric nursing.

    Science.gov (United States)

    Ward, M; Cowman, S

    2007-08-01

    In recent years, mental health services across Europe have undergone major organizational change with a move from institutional to community care. In such a context, the impact of change on the job satisfaction of psychiatric nurses has received little attention in the literature. This paper reports on the job satisfaction of psychiatric nurses and data were collected in 2003. The population of qualified psychiatric nurses (n = 800) working in a defined geographical health board area was surveyed. Methodological triangulation with a between-methods approach was used in the study. Data were collected on job satisfaction using a questionnaire adopted from the Occupational Stress Indicator. A response rate of 346 (43%) was obtained. Focus groups were used to collect qualitative data. Factors influencing levels of job satisfaction predominantly related to the nurses work location. Other factors influencing job satisfaction included choice of work location, work routine, off duty/staff allocation arrangements, teamwork and working environment. The results of the study highlight to employers of psychiatric nurses the importance of work location, including the value of facilitating staff with choices in their working environment, which may influence the recruitment and retention of nurses in mental health services.

  6. Running jobs in the vacuum

    International Nuclear Information System (INIS)

    McNab, A; Stagni, F; Garcia, M Ubeda

    2014-01-01

    We present a model for the operation of computing nodes at a site using Virtual Machines (VMs), in which VMs are created and contextualized for experiments by the site itself. For the experiment, these VMs appear to be produced spontaneously 'in the vacuum' rather having to ask the site to create each one. This model takes advantage of the existing pilot job frameworks adopted by many experiments. In the Vacuum model, the contextualization process starts a job agent within the VM and real jobs are fetched from the central task queue as normal. An implementation of the Vacuum scheme, Vac, is presented in which a VM factory runs on each physical worker node to create and contextualize its set of VMs. With this system, each node's VM factory can decide which experiments' VMs to run, based on site-wide target shares and on a peer-to-peer protocol in which the site's VM factories query each other to discover which VM types they are running. A property of this system is that there is no gate keeper service, head node, or batch system accepting and then directing jobs to particular worker nodes, avoiding several central points of failure. Finally, we describe tests of the Vac system using jobs from the central LHCb task queue, using the same contextualization procedure for VMs developed by LHCb for Clouds.

  7. Job satisfaction in nurses working in tertiary level health care settings of Islamabad, Pakistan.

    Science.gov (United States)

    Bahalkani, Habib Akhtar; Kumar, Ramesh; Lakho, Abdul Rehman; Mahar, Benazir; Mazhar, Syeda Batool; Majeed, Abdul

    2011-01-01

    Job satisfaction greatly determines the productivity and efficiency of human resource for health. It literally means: 'the extent to which Health Professionals like or dislike their jobs'. Job satisfaction is said to be linked with employee's work environment, job responsibilities, and powers; and time pressure among various health professionals. As such it affects employee's organizational commitment and consequently the quality of health services. Objective of this study was to determine the level of job satisfaction and factors influencing it among nurses in a public sector hospital of Islamabad. A cross sectional study with self-administered structured questionnaire was conducted in the federal capital of Pakistan, Islamabad. Sample included 56 qualified nurses working in a tertiary care hospital. Overall 86% respondents were dissatisfied with about 26% highly dissatisfied with their job. The work environments, poor fringe benefits, dignity, responsibility given at workplace and time pressure were reason for dissatisfaction. Poor work environment, low salaries, lack of training opportunities, proper supervision, time pressure and financial rewards reported by the respondents. Our findings state a low level of overall satisfaction among workers in a public sector tertiary care health organization in Islamabad. Most of this dissatisfaction is caused by poor salaries, not given the due respect, poor work environment, unbalanced responsibilities with little overall control, time pressure, patient care and lack of opportunities for professional development.

  8. What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labor Turnover in China

    OpenAIRE

    Nie, Peng; Sousa-Poza, Alfonso

    2017-01-01

    This study uses data from the 2012 China Labor Force Dynamics Survey and 2010–2012 China Family Panel Studies to investigate job satisfaction and job expectations, as well as the association between job satisfaction and job turnover by gender among employees aged 16–65. We find not only that job satisfaction levels are relatively low, with only 46% of workers explicitly satisfied, but also that worker expectations differ significantly from what their jobs actually provide. In particular, many...

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

    OpenAIRE

    Hetschko, Clemens; Chadi, Adrian

    2014-01-01

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

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

    OpenAIRE

    Dina Maria LUT

    2012-01-01

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

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

    OpenAIRE

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

    2016-01-01

    Background: Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. Methods: In this study, 125 randomly selected employees of an Iranian petrochemic...

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

    Science.gov (United States)

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

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

    OpenAIRE

    Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long

    2014-01-01

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

  14. Is informality a good measure of job quality? Evidence from job satisfaction data

    OpenAIRE

    Pagés, Carmen; Madrigal, Lucía

    2008-01-01

    The formality status of a job is the most widely used indicator of job quality in developing countries. However, a number of studies argue that, at least for some workers, the informality status may be driven by choice rather than exclusion. This paper uses job satisfaction data from three low-income countries (Honduras, Guatemala and El Salvador) to assess whether informal jobs are less valued than formal jobs. The paper finds substantial differences in job satisfaction within different type...

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

    OpenAIRE

    Arceo-Gómez, Eva Olimpia

    2012-01-01

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

  16. ATLAS job monitoring in the Dashboard Framework

    CERN Document Server

    Sargsyan, L; The ATLAS collaboration; Campana, S; Karavakis, E; Kokoszkiewicz, L; Saiz, P; Schovancova, J; Tuckett, D

    2012-01-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  17. The Fate of Job in Jewish Tradition

    DEFF Research Database (Denmark)

    Schleicher, Marianne

    2008-01-01

    to a few examples of the fate of Job in Jewish tradition and concerned with Scripture's role with respect to religious normativity, this article will be guided by the following question: How can The Book of Job maintain its role within Jewish tradition as a normative text? My reading suggests that The Book......Job's piety in The Book of Job is so ideal that it becomes problematic on two levels. First, it renders God a tyrant. Second, no one can fully identify with Job. Surely, we may suffer just as much as Job does and even feel that God is unjust, but no man can ever claim to be as pious as Job. Limited...... of Job in itself is not normative. Rather, it serves as a counterpoint up against which the reception and transformation of Jewish theology can unfold and as such The Book of Job exerts its function on Jewish religiosity....

  18. ATLAS job monitoring in the Dashboard Framework

    International Nuclear Information System (INIS)

    Andreeva, J; Campana, S; Karavakis, E; Kokoszkiewicz, L; Saiz, P; Tuckett, D; Sargsyan, L; Schovancova, J

    2012-01-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from the PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  19. Analysis of wind energy market and jobs in France

    International Nuclear Information System (INIS)

    Perot, Olivier; Autier, Emmanuel

    2014-10-01

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

  20. Industrial opportunities - offshore

    International Nuclear Information System (INIS)

    Gerrits, D.J.

    1998-01-01

    Industrial opportunities available in the Canadian offshore petroleum industry are discussed. Oil has been produced offshore from Nova Scotia since 1992, and offshore from Newfoundland since 1997. Special needs that must be addressed in offshore operations in eastern Canada such as the cold North Atlantic environment, isolation, logistics, safety, and quality assurance, are examined. The most obvious opportunities lie with the designing, building and installing the facilities needed to extract oil and gas from beneath the sea floor and transport it to market. However, there are also opportunities in designing and fabricating clothing, customized food containers and other equipment for offshore needs. Short term opportunities also exist in the decommissioning of depleted production fields and their facilities. One of the greatest obstacles facing new entrants into the offshore oil and gas industry is the lack of a track record. To meet this challenge, the ability to seek out partners to pursue local and international opportunities through joint ventures, strategic alliances and technology sharing partnering arrangements is of great importance. It may be the difference between success and failure. 6 figs

  1. Education Reform and Equal Opportunity in Japan

    Directory of Open Access Journals (Sweden)

    Akito Okada

    2012-10-01

    Full Text Available Recently, there have been concerns that equality of educational opportunity has been lost and that this is leading to the stratification of Japanese society through the widening of income differentials, in a 'gap society'. In such a disparity society, secure full- time jobs are increasingly becoming limited to those who graduate from prestigious universities, and entry into those institutions is becoming connected more clearly with family income and investments. Parental attitudes towards their children taking extra lessons after school, going to cram schools, getting into university, and getting into a relatively highly-ranked university have influenced educational costs. This article examines the historical formation of the concept of equality of opportunity, which has been applied to the educational policy in Japan, particularly from the end of World War II to the new millennium. This paper also expands on the existing literature on educational policies in contemporary Japan by examining how the current educational reform efforts have affected equality of educational opportunity among children from different family backgrounds.

  2. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

    be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... of these results preserve the essential tractability of the baseline model with aggregate shocks. Therefore, we o¤er a parsimonious, general equilibrium framework in which to study the process by which the contin- uous dispersion of wages and productivities varies over the business cycle for a large population...

  3. The Machine / Job Features Mechanism

    Energy Technology Data Exchange (ETDEWEB)

    Alef, M. [KIT, Karlsruhe; Cass, T. [CERN; Keijser, J. J. [NIKHEF, Amsterdam; McNab, A. [Manchester U.; Roiser, S. [CERN; Schwickerath, U. [CERN; Sfiligoi, I. [Fermilab

    2017-11-22

    Within the HEPiX virtualization group and the Worldwide LHC Computing Grid’s Machine/Job Features Task Force, a mechanism has been developed which provides access to detailed information about the current host and the current job to the job itself. This allows user payloads to access meta information, independent of the current batch system or virtual machine model. The information can be accessed either locally via the filesystem on a worker node, or remotely via HTTP(S) from a webserver. This paper describes the final version of the specification from 2016 which was published as an HEP Software Foundation technical note, and the design of the implementations of this version for batch and virtual machine platforms. We discuss early experiences with these implementations and how they can be exploited by experiment frameworks.

  4. When the job is boring: the role of boredom in organizational contexts.

    Science.gov (United States)

    Guglielmi, Dina; Simbula, Silvia; Mazzetti, Greta; Tabanelli, Maria Carla; Bonfiglioli, Roberta

    2013-01-01

    The present study investigates the role of boredom within the Job Demands-Resources model. Although empirical evidence suggests that the incidence of boredom at work is widespread, the study of job boredom remains neglected today. Data were collected from 269 mass-retail workers, by means of structured face-to-face interviews. Results of multiple mediation analyses partially supported our hypotheses. Boredom mediates the relationship between transformational leadership, low learning opportunities and general dysphoria, while work engagement mediates the relationship between transformational leadership, low learning opportunities and job satisfaction as well as general dysphoria. Taken together, our results confirm the suitability of conceptualizing boredom within the JD-R model and contribute to the ongoing conceptualization of both the boredom literature and the JD-R literature.

  5. Swedish Cleantech Opportunities 2010

    Energy Technology Data Exchange (ETDEWEB)

    2011-07-01

    A market overview from the Swedish Energy Agency. 'Cleantech (short for clean technologies) refers to energy and environmentally friendly related technologies. Global demand for this kind of products continues to grow and cleantech can thus generate new jobs, growth and tax revenues. The Swedish Energy Agency is active in the energy segment of cleantech and support companies in their early stages of development. This market overview outlines the current status of the sector, in Sweden and globally. It also presents business leaders and innovators in this field.'

  6. Swedish Cleantech Opportunities 2010

    Energy Technology Data Exchange (ETDEWEB)

    2011-07-01

    A market overview from the Swedish Energy Agency. 'Cleantech (short for clean technologies) refers to energy and environmentally friendly related technologies. Global demand for this kind of products continues to grow and cleantech can thus generate new jobs, growth and tax revenues. The Swedish Energy Agency is active in the energy segment of cleantech and support companies in their early stages of development. This market overview outlines the current status of the sector, in Sweden and globally. It also presents business leaders and innovators in this field.'

  7. Markets: challenge and opportunity

    International Nuclear Information System (INIS)

    Lemagnen, M.

    2005-01-01

    The potential for exploitation of renewable sources of energy in Europe is discussed. It is suggested that Europe represents a largely untapped source of renewables, to such a degree that the next four years could see an upsurge in job creation and foreign investment. Data for installed wind power capacity in the EU member states are given. The need for firm government commitment to support the development of renewables in individual states is emphasised. Factors influencing where and what type of renewable technologies should be developed for maximum advantage are discussed. The document is based on data assembled by Oxford Intelligence, UK

  8. 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.

  9. Capacity factors and solar job creation

    International Nuclear Information System (INIS)

    Croucher, Matt

    2011-01-01

    We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: → Solar generation is labor intensive. → Jobs per gigawatt hour statistics are often mis-leading. → The lower the capacity factor the higher the jobs per gigawatt. → Reliance on job creation statistics may lead to inefficient deployment.

  10. Capacity factors and solar job creation

    Energy Technology Data Exchange (ETDEWEB)

    Croucher, Matt, E-mail: matthew.croucher@asu.edu [Department of Economics, L. William Seidman Research Institute, W.P. Carey School of Business, Arizona State University, P.O. Box 873806, Tempe, AZ 85287 (United States)

    2011-11-15

    We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: > Solar generation is labor intensive. > Jobs per gigawatt hour statistics are often mis-leading. > The lower the capacity factor the higher the jobs per gigawatt. > Reliance on job creation statistics may lead to inefficient deployment.

  11. The Contribution of Extracurricular Coaching on High School Teachers' Job Satisfaction

    Science.gov (United States)

    Rocchi, Meredith; Camiré, Martin

    2018-01-01

    The purpose of the present study was to explore the contribution of extracurricular coaching on high school teachers' job satisfaction. Specifically, the study looked at how perceptions of the coaching environment (athlete relationships, colleague relationships and opportunities through coaching) influenced teachers' perceptions of stressors…

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

    Science.gov (United States)

    Dobbins, Tony; Plows, Alexandra

    2017-01-01

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

  13. Shopping for Jobs: Mall Internship Program Opens Doors for HVAC Students.

    Science.gov (United States)

    Nolot, Terry

    1995-01-01

    Ivy Tech State College uses River Falls, a shopping mall, as an enormous heating, ventilation, and air conditioning laboratory. Students spend Saturdays working with full-time technicians getting invaluable training and experience. Students see the program as a professional opportunity and a direct route to jobs. (JOW)

  14. Factors That Influence Self-Disclosure for Job Seekers Using Social Networking: A Qualitative Case Study

    Science.gov (United States)

    Moss, Michael D.

    2013-01-01

    This study investigated factors that influence the extent and type of information job seekers reveal about themselves when using social networking to search for employment opportunities and advance their careers. It examined how user concerns regarding privacy influence the level of content they provide and their interactions with fellow community…

  15. International oil opportunities

    International Nuclear Information System (INIS)

    Hares, T.N.D.; Mann, D.W.

    1995-01-01

    Some of the key issues to be addressed when selecting international opportunities, were discussed. The ideal opportunity should have the following characteristics: (1) large, low risk (2) high percentage of rent available to the investor, (3) low cost and low technical requirements, (4) low country risk, (5) low competition, (6) easy to access, and (7) favorable environment in which to work. Entering an international opportunity can be achieved by competitive bidding, direct negotiation, partnership, corporate and/or asset acquisition, and long-term relationships. Key success factors were identified as (1) applying technical financial and commercial skills in the international environment, (2) speedy response, (3) excellent relationships in the foreign country, (4) understanding the local culture, and (5) keeping a good track record. 6 figs

  16. Koherensi Dalam Pidato Steve Jobs

    OpenAIRE

    ARINA, ARTEN RISKI

    2016-01-01

    This study entitled ‘Coherence in Steve Jobs Speech' Coherence is a study about relation of meaning between sentence in the text, and coherence is one of the seven norms in discourse analysis. This study is attempt to identify, classify, and analyze the relation of meaning of coherence contained in the speech. The data collected, the writer reads the speech of Steve Jobs for several times deep understanding. The writer used the theory of Alba-Juez and supported the theory by Van Dijk the theo...

  17. Job Heterogeneity and Coordination Frictions

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Daniel

    We develop a new directed search model of a frictional labor market with a continuum of heterogenous workers and firms. We estimate two versions of the model - auction and price posting - using Danish data on wages and productivities. Assuming heterogenous workers with no comparative advantage, we...... the job ladder, how the identification of assortative matching is fundamentally different in directed and undirected search models, how our theory accounts for business cycle facts related to inter-temporal changes in job offer distributions, and how our model could also be used to identify...

  18. Opportunities to Improve Skills and to Teach and Train Others: Employee Outcomes in the United States and Japan

    Science.gov (United States)

    Lee, HaeNim; McNamara, Tay K.; Pitt-Catsouphes, Marcie; Lee, Jungui

    2014-01-01

    Opportunities to improve skills and opportunities to teach or train others may be associated with job satisfaction, work engagement and organizational commitment. The analysis reported in this paper used a subsample of 823 employees within two Japanese and three American worksites. We tested not only the direct relationships of each type of…

  19. Relationship Between Employee Job Satisfaction and Turnover Intention in Microfinance Banks in Pakistan

    Directory of Open Access Journals (Sweden)

    Saghir Ahmed

    2015-12-01

    Full Text Available This study is conducted to analyse the factors, which significantly affect employee job satisfaction in Microfinance Banks of Pakistan. Furthermore, the impact of employee job satisfaction is evaluated on employee turnover intentions. Reward system and training opportunities are taken as independent variables. Primary data is used for this research, which was collected through questionnaire and the reliability of instrument is checked using Cronbach’s alpha. Statistical Package for Social Sciences (SPSS is used to process the collected data. Descriptive statistics are determined and correlation among variables is also calculated. OLS method is applied to find out the impact of independent variables and the results show that there is a significant positive correlation among training, reward system and employee job satisfaction, while a negative relationship is found between employee job satisfaction and employee turnover intention.

  20. The E-learning system used in the civil servants' job-training

    Science.gov (United States)

    Yang, Rui; Ruan, Jianhai

    The Chinese government is pursuing e-learning policies which makes job-training with a knowledge-based society. To explain more fully the important role of the e-learning environment, this article undertakes some typical examples of the governments' job-training under e-learning environment. The main problems in servants' job-training in China are the low quantity in the servants' training, short of restriction, the uniform manner in the training and less fairness and availability of opportunities for educational training. In order to develop the e-learning system, the civil servant's job-training policies are provided and the measures of the effective e-learning system are designed.

  1. Finding value in waste: Identifying opportunities for growth in a secondary resources economy

    CSIR Research Space (South Africa)

    Godfrey, Linda K

    2015-10-01

    Full Text Available manufacturing economy (strengthening the local economy) o Create new jobs in an emerging secondary resources economy o Create job opportunities for low skilled, unemployed citizens o Through low barriers to entry, establish new enterprises, including co... in waste • Waste provides not only economic but also social opportunities • The 2015 Q1 unemployment rate for South Africa was 26.4% (12 year high) (StatsSA, 2015) • With an expanded unemployment rate (1) of 36.1% • ~60% of the unemployed have less...

  2. PV opportunities in India

    Science.gov (United States)

    Stone, Jack L.; Ullal, Harin S.

    1996-01-01

    The growing middle class in India, coupled with a need for electricity to provide basic services to the masses, provides an opportunity to deploy photovoltaic systems in cost-effective applications ranging from grid-connected to isolated location requirements. This need is being satisfied by aggressive government programs, the availability of funds from agencies such as the World Bank, and the desire of Indian industries to form joint ventures for in-country manufacturing. The relaxed restrictions on doing business in India makes today's opportunities timely indeed.

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

    Directory of Open Access Journals (Sweden)

    Marić Zorica

    2005-01-01

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

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

    Science.gov (United States)

    Turner, Nick; Chmiel, Nik; Walls, Melanie

    2005-10-01

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

  5. Exploring employer job requirements: An analysis of pharmacy job announcements.

    Science.gov (United States)

    Wheeler, James S; Ngo, Tien; Cecil, Jasmine; Borja-Hart, Nancy

    Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications

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

    Science.gov (United States)

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

    2017-03-01

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

  7. Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature.

    Science.gov (United States)

    Hayes, Bronwyn; Bonner, Ann; Pryor, Julie

    2010-10-01

    To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting. Nursing dissatisfaction is linked to high rates of nurses leaving the profession, poor morale, poor patient outcomes and increased financial expenditure. Understanding factors that contribute to job satisfaction could increase nurse retention. A literature search from January 2004 to March 2009 was conducted using the keywords nursing, (dis)satisfaction, job (dis)satisfaction to identify factors contributing to satisfaction for nurses working in acute hospital settings. This review identified 44 factors in three clusters (intra-, inter- and extra-personal). Job satisfaction for nurses in acute hospitals can be influenced by a combination of any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction, direct patient care, organizational policies, resource adequacy and educational opportunities. Research suggests that job satisfaction is a complex and multifactorial phenomenon. Collaboration between individual nurses, their managers and others is crucial to increase nursing satisfaction with their job. Recognition and regular reviewing by nurse managers of factors that contribute to job satisfaction for nurses working in acute care areas is pivotal to the retention of valued staff. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

  8. Job satisfaction of practice assistants in general practice in Germany: an observational study.

    Science.gov (United States)

    Goetz, Katja; Campbell, Stephen; Broge, Bjoern; Brodowski, Marc; Steinhaeuser, Jost; Wensing, Michel; Szecsenyi, Joachim

    2013-08-01

    Job satisfaction of practice staff is important for optimal health care delivery and for minimizing the turnover of non-medical professions. To document the job satisfaction of practice assistants in German general practice and to explore associations between job satisfaction, staff characteristics and culture in general practice organizations. The study was based on data from the European Practice Assessment accreditation scheme for general practices and used an observational design. The study population consisted of 1158 practice assistants from 345 general practices across Germany. Job satisfaction was measured with the 10-item Warr-Cook-Wall questionnaire. Organizational culture was evaluated with four items. A linear regression analysis was performed in which each of the job satisfaction items was handled as dependent variable. Out of 1716 staff member questionnaires handed out to practice assistants, 1158 questionnaires were completed (response rate: 67.5%). Practice assistants were most satisfied with their colleagues and least satisfied with their income. Higher job satisfaction was associated with issues of organizational culture, particularly a good working atmosphere, opportunities to suggest and influence areas for improvement and clear responsibilities within the practice team. Prioritizing initiatives to maintain high levels of, or to improve the job satisfaction of practice assistants, is important for recruitment and retention. It will also help to improve working conditions for both practice assistants and GPs and create an environment to provide better quality care.

  9. The role of workaholism in the job demands-resources model.

    Science.gov (United States)

    Molino, Monica; Bakker, Arnold B; Ghislieri, Chiara

    2016-07-01

    The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work-family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.

  10. Job satisfaction of nurses in Jimma University Specialized Teaching Hospital, Ethiopia.

    Science.gov (United States)

    Negussie, Nebiat

    2016-03-01

    In Ethiopia nurses have played a very important role in providing timely and quality health service in healthcare organizations. However, there is a limited literature in the area of nurses' job satisfaction in Ethiopian public hospitals. The objective of this research is to measure job satisfaction of nurses in Jimma University Specialized Teaching Hospital and to determine the influencing factors. A cross-sectional survey was conducted from January 2012 to June 2012 in Jimma University Specialized Teaching Hospital. All full-time nurses with nonsupervisory management position and more than 1 year of work experience were invited to participate in the study. Minnesota Satisfaction Questionnaire was used to collect the data. A total of 175 copies of the questionnaires were returned out of 186 copies distributed to the respondents. The results indicated that nurses were not satisfied by their job (mean=2.21, SD=0.52). Remuneration (r=0.71, Pjob advancement (r=0.69, Pjob satisfaction. Job security was associated with highest satisfaction (r=0.41, Pjob advancement were the most important factors for nurses' job satisfaction. Hospital administrators as well as health policy makers need to address the two major identified sources of nurses' job dissatisfaction in the study (i.e. remuneration and narrow opportunity of job advancement) and take appropriate measures to overcome their consequences.

  11. Work motivation and job satisfaction of health workers in urban and rural areas

    Directory of Open Access Journals (Sweden)

    Grujičić Maja

    2016-01-01

    Full Text Available Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

  12. Work motivation and job satisfaction of health workers in urban and rural areas.

    Science.gov (United States)

    Grujičić, Maja; Jovičić-Bata, Jelena; Rađen, Slavica; Novaković, Budimka; Šipetić-Grujičić, Sandra

    2016-08-01

    Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

  13. Job satisfaction, work environment and successful ageing: Determinants of delaying retirement among acute care nurses.

    Science.gov (United States)

    Wargo-Sugleris, Michele; Robbins, Wendie; Lane, Christianne Joy; Phillips, Linda R

    2018-04-01

    To determine the relationships between job satisfaction, work environment and successful ageing and how these factors relate to Registered Nurses' intent to retire. Although little studied, retention of older nurses by delaying early retirement, before age 65, is an important topic for research. Qualitative and quantitative studies have indicated that job satisfaction work environment and successful ageing are key motivators in acute care Registered Nurses retention and/or delaying retirement. This study was designed to provide information to administrators and policy makers about retaining older, experienced RNs longer and more productively. This was a correlational, descriptive, cross-sectional study. An online survey of acute care Registered Nurses (N = 2,789) aged 40 years or older working in Florida was conducted from September - October 2013. Participants completed items related to job satisfaction, work environment, successful ageing and individual characteristics. Hypotheses derived from the modified Ellenbecker's Job Retention Model were tested using regression analysis. Job satisfaction scores were high. Highest satisfaction was with scheduling issues and co-workers; lowest with advancement opportunities. Successful ageing scores were also high with 81% reporting excellent or good health. Work environment explained 55% of the variance in job satisfaction. Years to retirement were significantly associated with successful ageing (p income (p job satisfaction and delay of retirement in older nurses and further studies in these areas are warranted to expand on this knowledge. © 2017 John Wiley & Sons Ltd.

  14. The More, the Better?! Multiple vs. Single Jobholders’ Job Satisfaction as a Matter of Lacked Information

    Science.gov (United States)

    Kottwitz, Maria U.; Hünefeld, Lena; Frank, Benjamin P.; Otto, Kathleen

    2017-01-01

    In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of) job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women), including 1,084 multiple jobbers (59% women). Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees’ holding more than one job. These results were

  15. The More, the Better?! Multiple vs. Single Jobholders’ Job Satisfaction as a Matter of Lacked Information

    Directory of Open Access Journals (Sweden)

    Maria U. Kottwitz

    2017-07-01

    Full Text Available In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women, including 1,084 multiple jobbers (59% women. Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees’ holding more than one job. These

  16. The More, the Better?! Multiple vs. Single Jobholders' Job Satisfaction as a Matter of Lacked Information.

    Science.gov (United States)

    Kottwitz, Maria U; Hünefeld, Lena; Frank, Benjamin P; Otto, Kathleen

    2017-01-01

    In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of) job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women), including 1,084 multiple jobbers (59% women). Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees' holding more than one job. These results were

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

    NARCIS (Netherlands)

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

    2003-01-01

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

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

    NARCIS (Netherlands)

    Janssen, O

    2001-01-01

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

  19. Raiding Opportunities and Unemployment

    DEFF Research Database (Denmark)

    Tranæs, Torben

    2001-01-01

    , all types of workers experience unemployment, high-ability workers involuntarily. The raiding opportunities give rise to involuntary unemployment without changing the basic properties of the competitive model and thus suggest new implications of various institutional parameters on unemployment......, in particular, unemployment compensation, minimum wages, wage taxation, and search requirements....

  20. Essays on Character & Opportunity

    Science.gov (United States)

    Center on Children and Families at Brookings, 2014

    2014-01-01

    These essays provide richer set of writings on the philosophical, empirical and practical issues raised by a focus on character, and in particular its relationship to questions of opportunity. Each one is an intellectual pemmican: sharp and to the point. Two scholars draw attention to the gendered nature of character formation (Segal and Lexmond);…