WorldWideScience

Sample records for legitimate 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. Legitimate Learning.

    Science.gov (United States)

    Stevenson, John

    1997-01-01

    What is considered legitimate learning is culturally and contextually specific, depending on what values are involved. Different values are engaged depending on whether legitimate learning is considered transformation of the individual in relation to self, in relation to society, or in relation to the workplace. (SK)

  8. 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.

  9. Legitimizing policies

    DEFF Research Database (Denmark)

    Jørgensen, Martin Bak

    2012-01-01

    The focus of this article is on representations of irregular migration in a Scandinavian context and how irregular migrants are constructed as a target group. A common feature in many (Western-)European states is the difficult attempt to navigate between an urge for control and respecting......, upholding and promoting humanitarian aspects of migration management. Legitimizing policies therefore become extremely important as governments have to appease national voters to remain in power and have to respect European regulations and international conventions. Doing so raises questions of social...

  10. 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...

  11. 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)

  12. 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)

  13. 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...

  14. 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

  15. International New Venture Legitimation

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    2013-01-01

    the process of their emergence. It is a longitudinal, multiple-case study research that employs critical incident technique for data collection, analysis and interpretation. Following theory driven sampling, five international new ventures were selected that were operating in the software sector in the UK......There is limited theoretical understanding and empirical evidence for how international new ventures legitimate. Drawing from legitimation theory, this study fills in this gap by exploring how international new ventures legitimate and strive for survival in the face of critical events during......, and had internationalized and struggled for survival during the dotcom era. Grounded in data, this study corroborates a number of legitimation strategies yielded by prior research and refutes others. It further contributes to our understanding of international new venture legitimation by suggesting new...

  16. 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

  17. 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.

  18. 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

  19. 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

  20. 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";}

  1. 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....

  2. 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

  3. 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

  4. 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...

  5. 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...

  6. 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

  7. The Legitimation of Violence

    Directory of Open Access Journals (Sweden)

    Geraldo Miniuci

    2012-09-01

    Full Text Available This text is oriented by the following questions: What is terrorism? How does it differ from other legitimized violent acts committed during war or in the course of a revolution? In order to answer them, this article discusses, first, the legitimacy of violence and the moral judgment of it; second, it will address the distinction between terrorist acts, acts of war, common crimes and revolutionary action, on the one hand, and the concept of innocent victim and the legitimacy of the target, on the other. In short, a new classification for terrorism will be seen, which will appear as a tactic used by political groups, as well as by public authorities, in the course of a revolution or during a war.

  8. Legitimizing Blacks in Philosophy

    Directory of Open Access Journals (Sweden)

    Jameliah Shorter-Bourhanou

    2017-12-01

    Full Text Available In its efforts toward improving diversity, the discipline of philosophy has tended to focus on increasing the number of black philosophers. One crucial issue that has received less attention is the extent to which black philosophers are delegitimized in the discipline because their philosophical contributions challenge the status quo. A systematic problem that bars black philosophers from equal and full participation, this delegitimization precludes the emergence of genuine diversity and reveals the importance of interrogating broader attitudes toward black philosophical contributions. In this essay, I argue for radical systematic changes to disciplinary hallmarks of professionalization such as pedagogy, mentoring, publishing, and hiring practices with the aim of legitimizing black philosophers and their contributions.

  9. Legitimation in Discourse and Communication

    DEFF Research Database (Denmark)

    van Leeuwen, Theo

    2013-01-01

    , and of persons in whom institutional authority is vested, (2) moral evaluation, legitimation by reference to discourses of value, (3) rationalization, legitimation by reference to the goals and uses of institutionalized social action and to the social knowledges that endow them with cognitive validity, and (4...

  10. 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

  11. 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

  12. 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

  13. 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.

  14. 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.

  15. 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

  16. Legitimation Crises in Premodern Worlds

    Directory of Open Access Journals (Sweden)

    Peter N. Peregrine

    2015-08-01

    Full Text Available Scholars employing world-system theory have tended to examine how world-systemsdevelop and expand, while few have addressed the fragmentation or collapse of world-systems. This paper explores the conditions of world-system collapse using Habermas's concept of legitimation crisis as a starting point. The paper posits that legitimation crises are a recurring problem in world-systems and have led to collapse in a number of cases. Prehistoric North American and Pacific world-systems are used as examples.

  17. Legitimate Permissions And Specifity Of Their Enforceability In Modern Russia

    Directory of Open Access Journals (Sweden)

    Vitaly Subochev

    2014-01-01

    Full Text Available Northern Caucasus Institute of Advanced Training (branch of Krasnodar University of Ministry of Internal Affairs of Russia, 123, Malbahova Street, Nalshik, 360016, Russia. Abstract: The article investigates the basic legal permissions in Russian law - legal rights, freedoms and legitimate interests. Potential of these means of legal regulation is examined as well as their common features and essential differences. Authors argue that the effectiveness of the mechanism of legal regulation largely depends on the proper use of legal permissions. Particular attention is paid to such kind of legal mean as a legitimate interest. The article draws attention to the fact that if a legal right or freedom are such kind of permissions which are guaranteed by the law in order to sustain certain demands of subjects of law, the legitimate interest is qualitatively different mean of regulation. The authors suggest considering a legitimate interest as reflected in the objective law legal possibility of subjects of law to enjoy certain social benefits and to seek protection from the state authorities in order to meet their interests which are not contradictory to provisions of law. Qualitative difference between legitimate interest and legal right and freedom is that the legitimate interest is an opportunity, guaranteed to a lesser extent than the permitted behavior within a legal right or freedom. Legitimate interest is a mere permission, admitted by the state and to some extent supported by it. But legal right and freedom - are those means of regulation, which are directly approved and sanctioned by the state which presuppose duty of a person to a particular behavior. The author's vision of the specifity of legal enforcement of legitimate admissions is presented.

  18. LEGITIMATE PERMISSIONS AND SPECIFITY OF THEIR ENFORCEABILITY IN MODERN RUSSIA

    Directory of Open Access Journals (Sweden)

    Vitaly Subochev

    2014-01-01

    Full Text Available Northern Caucasus Institute of Advanced Training (branch of Krasnodar University of Ministry of Internal Affairs of Russia, 123, Malbahova Street, Nalshik, 360016, Russia. Abstract: The article investigates the basic legal permissions in Russian law - legal rights, freedoms and legitimate interests. Potential of these means of legal regulation is examined as well as their common features and essential differences. Authors argue that the effectiveness of the mechanism of legal regulation largely depends on the proper use of legal permissions. Particular attention is paid to such kind of legal mean as a legitimate interest. The article draws attention to the fact that if a legal right or freedom are such kind of permissions which are guaranteed by the law in order to sustain certain demands of subjects of law, the legitimate interest is qualitatively different mean of regulation. The authors suggest considering a legitimate interest as reflected in the objective law legal possibility of subjects of law to enjoy certain social benefits and to seek protection from the state authorities in order to meet their interests which are not contradictory to provisions of law. Qualitative difference between legitimate interest and legal right and freedom is that the legitimate interest is an opportunity, guaranteed to a lesser extent than the permitted behavior within a legal right or freedom. Legitimate interest is a mere permission, admitted by the state and to some extent supported by it. But legal right and freedom - are those means of regulation, which are directly approved and sanctioned by the state which presuppose duty of a person to a particular behavior. The author's vision of the specifity of legal enforcement of legitimate admissions is presented.

  19. 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)

  20. 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 ...

  1. Entrepreneurship as a legitimate field of knowledge.

    Science.gov (United States)

    Sánchez, José C

    2011-08-01

    Entrepreneurship as a research topic has been approached from disciplines such as economics, sociology or psychology. After justifying its study, we define the domain of the field, highlighting what has currently become its dominant paradigm, the process of the discovery, assessment and exploitation of opportunities. We then describe the main perspectives and offer an integrated conceptual framework that will allow us to legitimize the study of entrepreneurship as a field of knowledge in its own right. We believe that this framework will help researchers to better recognize the relations among the many factors forming part of the study of entrepreneurship. Lastly, we conclude with some brief reflections on the potential value of the framework presented.

  2. 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

  3. 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…

  4. 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.

  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.

    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.

  6. 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.

  7. Legitimate data in remote monitoring.

    Science.gov (United States)

    Schilling, J D

    2009-01-01

    An approach for ensuring legitimate data transfers of an individual within a remote healthcare solution. Biometric traits and networking are discussed for clarification of the approach. In this approach, a biometric solution is identified as a fingerprint scanner for use in a personal area network of the patient's home. Secure data exchange is acknowledged as a potential weakness in the transferring of patient data within this network. Some options are discussed to ensure security of data for the review by the caregiver. Example approaches regarding legitimacy are identified using a pulse oximeter [1], a blood pressure meter, and a weight scale as the remote patient devices in the remote healthcare solution.

  8. [Dutch parliament legitimizes harmful quackery].

    Science.gov (United States)

    van Dam, Frits S A M; Renckens, Cees N M

    2010-01-01

    The Dutch parliament has recently accepted a tax law in which certain groups of alternative therapists can be exempt from VAT. To be eligible for this VAT exemption, the disciplines to which the therapists belong have to meet certain training requirements. In this article it is contended, in agreement with the Royal College of Physicians in the UK, that statutory regulation is inappropriate for disciplines whose therapies are neither of proved benefit nor appropriately tested. It legitimizes harmful therapies. This is illustrated by two serious accidents, previously described in this journal, caused by a chiropractor and a craniosacral therapist.

  9. 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.

  10. “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.

  11. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    HR Division

    2000-01-01

    Members of the personnel, holders ofSWISS LEGITIMATION CARDSdue to expire during the year 2000, need to change them.Those concerned should bring:a recent passport photo (with NAME and first name on the back)the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to:Bureau des cartes, Bât 33.1-009/1-011.HR Division will notify members of personnel as soon as the new cards are available.Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organisation will not take any responsibility in case of difficulties with the customs authorities or the police.Human Resources DivisionTel. 79494-74683

  12. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    Division des Ressources Humaines; Human Resources Division; Tel. 79494-74683

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDS due to expire during the year 2000, need to change them. Those concerned should bring: - a recent passport photo (with NAME and first name on the back) - the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to: Bureau des cartes, bldg 33.1-009/1-011. HR Division will notify members of personnel as soon as the new cards are available.Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organisation will not take any responsibility in case of difficulties with the customs authorities or the police.

  13. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    Division des Ressources Humaines; Human Resources Division; Tel. 79494-74683

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDS due to expire during the year 2000, need to change them. Those concerned should bring : a recent passport photo (with NAME and first name on the back) the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication)to: Bureau des cartes, Bât 33.1-009/1-011. Members of personnel will be notified by HR Division as soon as the new cards are available. Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organization will not take any responsibility in case of difficulties with the customs authorities or the police.

  14. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    Human Resources Division; Human Resources Division; Tel. 79494-74683

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDS due to expire during the year 2000, need to change them. Those concerned should bring: ­ a recent passport photo (with NAME and first name on the back) ­ the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to: Bureau des cartes, Bât 33.1-009/1-011 Members of the personnel will be notified by HR Division as soon as the new cards are available. Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organization will not take any responsability in case of difficulties with the customs authorities or the police.

  15. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    HR Division

    2001-01-01

    Members of the personnel and their families, holders of SWISS LEGITIMATION CARDS due to expire during the year 2001, need to change them. Those concerned should bring : a recent passport photo (with NAME and first name on the back) the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to Bureau des cartes, building 33/1-009/1-015. Members of the personnel will be notified by the Social and Statutary Conditions Group, HR Division as soon as the new cards are available. Be careful: If you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organization will not take any responsibility in case of difficulties with the customs authorities or the police.

  16. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    Division des Ressources Humaines; Human Resources Division; Tel. 79494-74683

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDS due to expire during the year 2000, need to change them. Those concerned should bring : - a recent passport photo (with NAME and first name on the back) - the expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to: Bureau des cartes, bât 33.1-009/1-011. HR Division will notify members of personnel as soon as the new cards are available. Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organization will not take any responsibility in case of difficulties with the customs authorities or the police.

  17. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    HR DIVISION

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDSdue to expire during the year 2000, need to change them.Those concerned should bring:a recent passport photo (with NAME and first name on the back)the expired (or due to expire) card and a photocopy (for certified authentication)to: Bureau des cartes, building 33/1-025Members of personnel will be notified by HR Division as soon as the new cards are available.Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organization will not take any responsibility in case of difficulties with the customs authorities or the police.Human Resources DivisionTel. 79494-74683

  18. RENEWAL OF SWISS LEGITIMATION CARDS

    CERN Multimedia

    Division des Ressources Humaines

    2000-01-01

    Members of the personnel, holders of SWISS LEGITIMATION CARDSdue to expire during the year 2000, need to change them.Those concerned should bring:-\ta recent passport photo (with NAME and first name on the back)-\tthe expired (or due to expire) card and a recto-verso photocopy on A4 size paper (for certified authentication) to:Bureau des cartes, bât 33.1-009/1-011.HR Division will notify members of personnel as soon as the new cards are available.Be careful: if you are in possession of expired cards (Swiss or French), or if you present non-certified copies, the Organisation will not take any responsibility in case of difficulties with the customs authorities or the police.Human Resources DivisionTel. 79494-74683

  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. International New Venture Legitimation: An Exploratory Study

    Directory of Open Access Journals (Sweden)

    Romeo V. Turcan

    2013-11-01

    Full Text Available There is limited theoretical understanding and empirical evidence for how international new ventures legitimate. Drawing from legitimation theory, this study fills in this gap by exploring how international new ventures legitimate and strive for survival in the face of critical events during the process of their emergence. It is a longitudinal, multiple-case study research that employs critical incident technique for data collection, analysis, and interpretation. Following theory driven sampling, five international new ventures were selected that were operating in the software sector in the UK, and had internationalized and struggled for survival during the dotcom era. Grounded in data, this study corroborates a number of legitimation strategies yielded by prior research and refutes others. It further contributes to our understanding of international new venture legitimation by suggesting new types of legitimation strategies: technology, operating, and anchoring. Studying international new ventures through theoretical lenses of legitimation is a promising area of research that would contribute to the advancement of international entrepreneurship theory.

  4. Legitimating Change in the Public Sector

    DEFF Research Database (Denmark)

    Hyndman, Noel; Liguori, Mariannunziata; Meyer, Renate E.

    2017-01-01

    This paper explores the deployment of rhetorical legitimation strategies during public-sector accounting reforms by investigating how organizational actors justify related changes in the central governments of the United Kingdom (UK), Italy and Austria. The study shows that changes are largely...... legitimated (and rarely delegitimated) by key actors, with authorization strategies dominating. Country differences and actors’ professional backgrounds also impact upon the use of legitimation strategies, with those from an accounting background and working in the UK being more likely to justify change...... in terms of rationalization and normalization. Italian and Austrian actors more frequently resort to authorization strategies to explain accounting change....

  5. 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...

  6. 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.

  7. 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...

  8. 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…

  9. 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...

  10. [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.

  11. On new industry creation and legitimation

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Fraser, Norman

    The purpose of this paper is to discuss the process of creation and legitimation of new industries. Specifically, the question we address is how to cross the gulf between no industry and embryonic industry in order for a new industry to emerge. In this, our focus is on the process of change from...

  12. 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

  13. External legitimation in international new ventures

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    2012-01-01

    This paper explores within the framework of new venture legitimation how and why international new ventures acquire external legitimacy and strive for survival in the face of critical events. Following a longitudinal multiple-case study methodology that was adopted for the purpose of theory...... building, the paper introduces the typology of captivity, and the four types that have emerged: captive industry supplier, captive dyadic partner, captive market leader, and free market leader. The effects of captivity types on the acquisition of external legitimacy and its survival, on reaching legitimacy...

  14. 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...

  15. INV Market Entry: Legitimation and Capability

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    and concerns. The author of this paper was hired as CEO in September 2005 by INV-NGO to start-up, grow and lead its branch in an emerging market. The events and incidents occurred between 2005 and 2009. The approach of narrating organization is employed to present, analyze and interpret the data. A number......This paper explores external and internal critical incidents that shape the emergence of new forms and ways of organizing in a new venture that was launched in an emerging market by an international new non-for-profit organization. The paper responds to extant criticism that most of the knowledge...... about the internal organization of firms comes from the research on large established organizations and that the research aimed to understand internal organization of entrepreneurial ventures is scarce. Theoretically the paper is grounded within legitimation and dynamic capability theories of the firm...

  16. The challenge of legitimizing spatially differentiated regulation

    DEFF Research Database (Denmark)

    Thorsøe, Martin Hvarregaard; Graversgaard, Morten; Noe, Egon

    2017-01-01

    Differentiating regulation is a promising approach to agri-environmental regulation that may potentially reduce the environmental impact of agriculture at the lowest possible costs for the farmers and society, but also possesses a number of challenges. In this article, we explore the challenges...... to the legitimacy of agri-environmental regulation that occurs when the regulatory regime changes from general regulation to differentiated regulation. The analysis is based on a case study of the implementation of the Buffer zone act in Denmark – a regulation that prevents agricultural production in a 10 (later 9......) meter fringe around selected waterbodies. We distinguish between two different ways of legitimizing: Producing knowledge and participation. We conclude that to harvest some of the obvious benefits of differentiated regulation a number of challenges must be resolved, 1) ensuring legitimacy...

  17. A Legitimate Freedom Approach to Sustainability

    DEFF Research Database (Denmark)

    Crabtree, Andrew

    2012-01-01

    Although the capability approach has had a tremendous impact on the development debate, it has had little to say about sustainable development. As several Human Development Reports have maintained, the last twenty years' gains in human development are not sustainable. The failure to include...... Index should be combined with the Ecological Footprint to reflect sustainability, and that the Human Development Reports should give way to Sustainable Development Reports...... an integrate sustainability into the Human Development Index would thus give the wrong policy message. Drawing on the works of Amartya Sen and Thomas Scanlon, this article argues that sustainable development can be seen as a process of increasing legitimate freedoms, the freedoms that others cannot reasonably...

  18. Art and technology: A comparative study of policy legitimation

    NARCIS (Netherlands)

    N.M. Wijnberg (Nachoem)

    1994-01-01

    textabstractThe legitimation of technology policy is discussed from the point of view of the neoclassical and of the dynamic, Schumpeterian, approach. The results are presented, using the traditional categories of policy legitimation in welfare theory: public goods, externalities, and merit goods.

  19. Legitimation and the Party of Power in Kazakhstan

    NARCIS (Netherlands)

    Del Sordi, A.; Brusis, M.; Ahrens, J.; Schulze Wessel, M.

    2016-01-01

    This chapter surveys the legitimation strategies enacted by the political leadership of the contemporary post-Soviet republic. While showing that Kazakhstan bases its legitimation primarily on international recognition and the country’s economic performance, it also focuses on an institutional

  20. (De)Legitimation at the WTO Dispute Settlement Mechanism

    DEFF Research Database (Denmark)

    Creamer, Cosette; Godzimirska, Zuzanna

    2016-01-01

    Similar to many types of legal institutions, international courts employ a wide variety of legitimation strategies in order to establish and maintain a sound basis of support among their constituents. Existing studies on the legitimacy or legitimating efforts of the World Trade Organization's (WTO...

  1. Branding, legitimation and the power of museums: The case of the Louvre Abu Dhabi

    Directory of Open Access Journals (Sweden)

    Btihaj Ajana

    2015-07-01

    Full Text Available Museums and cultural developments are on the rise in the Gulf region. The United Arab Emirates is home to some of the most ambitious and extravagant museum projects in the world. In this article, I consider the example of the Louvre Abu Dhabi, exploring some of its underlying dynamics and context. I focus mainly on the relationship between branding and legitimation while placing my analysis within a wider critical debate, which includes discussions on the link between museums and identity, the legitimizing role of architecture, and the various contentious concerns and controversies surrounding the Louvre Abu Dhabi project. I conclude that the United Arab Emirates and other neighbouring countries have an excellent opportunity for innovation in the cultural field if they are willing to critically and ethically found their cultural developments on an ethos of inclusivity, openness, experimentation, non-exploitation and curatorial courage.

  2. An Ethnographic Study of New Venture and New Sector Legitimation

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Fraser, Norman

    2016-01-01

    This study explores the process of legitimation of international new ventures from an emerging economy and the effect such ventures have on the process of creation and legitimation of a new industry in that economy. It is a longitudinal ethnographic case study. Following an inductive theory......-political legitimacies, the model theorizes temporal emergence of these at organizational and industry levels, leading ultimately to institutionalization. The authors advocate for further research at the intersection between legitimation, international entrepreneurship and emerging markets in order to further advance...

  3. Linguistic Legitimation of Political Events in Newspaper Discourse

    Directory of Open Access Journals (Sweden)

    Marwah Kareem Ali

    2016-08-01

    Full Text Available This paper examines the discursive structures employed in legitimizing the event of U.S. forces withdrawal from Iraq and identifies them in relation to linguistic features. It attempts to describe the relation between language use and legitimation discursive structures in depicting political events. The paper focuses on the political event of U.S. forces’ withdrawal from Iraq in the English newspaper issued in Iraq. The study shows the way in which journalists express their values and attitudes concerning this critical event. Consequently, this requires a critical discourse analysis (henceforth, CDA to analyse news articles in the Iraqi English newspaper: The Kurdish Globe (henceforth, KG newspaper. Accordingly, the study presents a qualitative content analysis of newspaper articles to identify the legitimation discursive structures and their linguistic features. It is found that the main discursive structures of legitimation employed in the KG newspaper are: authorization, rationalization, and moral evaluation. Besides, there were five verb processes used to represent this legitimation, including material, verbal, relational, mental, and existential. Keywords: Critical discourse analysis, legitimation discursive structures, linguistic features, newspaper discourse, systemic functional linguistics

  4. 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)

  5. 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...

  6. LEGITIMIZATION OF OWNERSHIP IN THE CONDITIONS OF TRANSITION ECONOMY

    Directory of Open Access Journals (Sweden)

    V. Branovitskiy

    2015-03-01

    Full Text Available This article studies the problem of structural deformations of property in post-privatization period, via the lack of public awareness ofthe property legitimacy that constantly produces utopian political slogans and public dissatisfaction with the current redistribution of property. Two completely opposite instruments of legitimization of property by means of nationalization and constitutional reform are examined. Conclusions are focused on the implementation of economic constitutionalism policy as a way of legitimizing the owner in Ukraine and building democratic and legal state. Emphasis is put on the confidence improvement of authority agents and counteract of the crisis of neoliberal capitalism, when rich people grow rich thanks to the poor segment of population as an essential mechanisms for public perception of property legalization and providing them with status quo. Legitimization of owner is objectively necessary condition for society reconstruction on the way of entrenchment of fundamental dominants of markets and civil society.

  7. Empirical Studies on Legitimation Strategies: A Case for International Business Research Extension

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Marinova, Svetla Trifonova; Rana, Mohammad Bakhtiar

    2012-01-01

    The paper focuses on legitimation and legitimation strategies applied by companies. Following the process of systematic review, we analyze empirical studies exploring legitimation and legitimation strategies from different theoretical perspectives. Using the key findings by reconnoitering and com...... and comparing the theoretical background, approaches, methodologies, and findings of these empirical studies, we outline potential directions for research in the legitimation strategies of firms engaged in international business operations....

  8. The Monopoly of Legitimate Force : Denationalization, or Business as Usual?

    OpenAIRE

    Jachtenfuchs, Markus

    2014-01-01

    As Max Weber and many others in his tradition have argued, the monopoly of the legitimate use of physical force is the core of the modern state. What counts here is not the frequency of the actual use of force but the fact that only the state has the legitimate right to use such force. The military and the police are the most concrete expressions of this monopoly. In recent decades, the use of the military and the police has been subject to external challenges – ‘globalization’ – and new idea...

  9. Strategic Spatial Planning's Role in Legitimizing Investments in Transport Infrastructure

    DEFF Research Database (Denmark)

    Olesen, Kristian

    This paper discusses to what extent spatial visions might play an important role in not only supporting, but also legitimizing the need for investments in transport infrastructures. Drawing on discussion of an ‘infrastructure turn’ in strategic spatial planning (Dodson 2009), this paper explores...... how the recently proposed vision of a Loop City for the Danish/Swedish Øresund Region has played an important role in legitimizing and building political support for a light railway connecting the outer suburbs of Copenhagen. It is not unusual for large investments in new transport infrastructures...

  10. British nuclear power: protest and legitimation 1945 - 1980

    International Nuclear Information System (INIS)

    Welsh, I.

    1988-02-01

    This thesis traces the development of British civil nuclear power policy between 1945 and 1982. Throughout particular attention is paid to the methods of legitimation which have been used to justify this policy in the public arena. By tracing this legitimation process, and public responses to it, the modern anti nuclear movement and crisis of public acceptability are placed within an historical context. It is argued that public concern and disquiet have always required the active legitimation of nuclear policy from the inception of the technology. The initial base of this legitimation was largely symbolic and associated nuclear power with the future of civilisation and a second of Elizabethan splendour for Britain. Symbolic legitimacy was underpinned by the twin pillars of expert hegemony and political authority. As these became increasingly prominent due to internal disputes within the industry secrecy was applied as a means of preserving legitimacy. Having tried conventional avenues of opposition the anti nuclear movement then embarked upon a campaign of direct action. The links between this campaign and the pervasive sense of public unease which had always existed are explored. It is argued here that the anti nuclear movement produces and sustains a cogent critique of nuclear power. Campaigning around this critique wins the movement increasing legitimacy as its arguments are increasingly accepted. (author)

  11. "Roda Boa", "Roda Boa": Legitimate Peripheral Participation in Diasporic "Capoeira"

    Science.gov (United States)

    Stephens, Neil; Delamont, Sara

    2010-01-01

    "Capoeira", the Brazilian dance and martial art, is taught across the world. Learners acquire vital knowledge and are socialised as "capoeiristas" through legitimate peripheral participation, in particular when watching games in the "roda". The "roda", the circle within which the "capoeira" game is played, is a classic place for learning by…

  12. The Legitimization of Dialectic: Socratic Strategy in the "Gorgias."

    Science.gov (United States)

    Palmerton, Patricia

    In the "Gorgias," Plato focuses attention upon the value of dialectic as opposed to rhetoric, as well as the status of orators as opposed to philosophers. Through his agent, Socrates, Plato confirms dialectic as a legitimate endeavor while calling into question the place of rhetoric. Socrates is portrayed as a director who enacts a…

  13. Academic leadership in nursing: legitimating the discipline in contested spaces.

    Science.gov (United States)

    McNamara, Martin S

    2009-05-01

    To investigate the potential of recent conceptual developments in the sociology of education for conceptualising academic leadership in nursing. During an investigation into the current status and future trajectory of academic nursing in Ireland, academic leadership emerged as a major concern for respondents. The languages of legitimation of academic leaders were elicited in in-depth interviews and analysed as expressions of underlying legitimation principles. The concept of legitimation principles provides a way of thinking about how academic nursing is positioned in the health and higher education sectors, how its leaders construct its identity, practices and purposes, and clarifies the proper focus and goals of academic leadership in nursing. Academic leadership is concerned with legitimating the discipline of nursing as an autonomous, coherent and distinctive professional and academic endeavour. This legitimacy must be secured in academic, clinical and wider contexts in which academic nursing is viewed with ambivalence; leaders must take account of the impact of nursing history on the current status and future trajectory of the discipline. The analytic tools facilitate a better understanding of the internal and external conditions under which academic nursing will flourish, or wither, in contemporary higher education.

  14. Legitimating Clinical Research in the Study of Organizational Culture.

    Science.gov (United States)

    Schein, Edgar H.

    1993-01-01

    Argues that traditional research model used in industrial-organizational psychology is not useful in understanding deeper dynamics of organizations, especially those phenomena labeled as "cultural." Contends that use of data obtained during clinical and consulting work should be legitimated as valid research data. Spells out clinical model and…

  15. 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.

  16. 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 ...

  17. Iconic site development and legitimating policies : The changing role of water in Dutch identity discourses

    NARCIS (Netherlands)

    Terlouw, Kees

    2014-01-01

    This paper focusses on the role of iconic sites in the legitimation of policies. Traditionally the legitimation of administrations is based on national communities. The undermining of these territorial communities, through globalisation and individualisation, make iconic sites more important to

  18. 78 FR 75910 - Impact of the Implementation of the Chemical Weapons Convention (CWC) on Legitimate Commercial...

    Science.gov (United States)

    2013-12-13

    ... (CWC) on Legitimate Commercial Chemical, Biotechnology, and Pharmaceutical Activities Involving... legitimate commercial activities and interests of chemical, biotechnology, and pharmaceutical firms are being... commercial activities and interests of chemical, biotechnology, and pharmaceutical firms in the United States...

  19. Institutions and Legitimations in Finance for the Arts

    DEFF Research Database (Denmark)

    Lunde Jørgensen, Ida

    The thesis contributes to a more nuanced understanding of art support by investigating the underlying legitimations and institutional logics of two of the most significant foundations supporting visual art, in Denmark, the private New Carlsberg Foundation and public Danish Arts Foundation. Drawing......, cultural and institutional entrepreneurship, institutional logics, and rhetorical work to address a number of key debates in cultural policy pertaining to the evaluation of aesthetic performance, the justification of investment in the arts and how ideas and meanings become taken for granted in the cultural...... of art support in the New Carlsberg Foundation and the Danish Arts Foundation at critical points in time, drawing on and contributing to the literature on institutional logics and convention theory. Specifically, the thesis shows the importance of nine particular logics of legitimation underlying art...

  20. Legitimizing ESS Big Science as a collaboration across boundaries

    CERN Document Server

    O'Dell, Tom

    2013-01-01

    Legitimizing ESS 'Big Science' is a broad epithet that can be associated with research projects as different as the Manhattan Project, the Hubble Telescope-construction, and the CERN-establishment in Geneva. While the science produced by these projects is vastly different, they have in common the fact that they all involve huge budgets, big facilities, complex instrumentation, years of planning, and large multidis...

  1. Science, consumerism and bureaucracy: the new legitimations of medical professionalism

    OpenAIRE

    Harrison, Stephen; Mcdonald, Ruth

    2003-01-01

    This paper argues that the means by which the profession of medicine has to legitimise itself in the context of state‐provided health services is changing in a way that may be summarised in Weberian terms as a shift from substantive to formal rationality. The traditional model for such legitimations, evident in the UK over the last 50 years, relied heavily on professional interpretation of emergent patient needs, on professional pragmatism as a means of coping with resource limitations, on un...

  2. Human trafficking: fighting the illicit economy with the legitimate economy

    OpenAIRE

    Shelley, Louise; Bain, Christina

    2015-01-01

    Since the beginning of research on human trafficking, there has been attention paid to the challenges surrounding the illicit economy. In creating new strategies and initiatives on combatting human trafficking, there needs to be more discussion surrounding the legitimate economy and how the business sector can make an impact in the fight against trafficking. Currently, there is a growing movement of businesses that are looking to address human trafficking through training, education, and lead...

  3. Ways of explaining sexual harassment: motivating, enabling and legitimizing processes

    OpenAIRE

    Diehl, Charlotte

    2014-01-01

    This dissertation aims to contribute to a comprehensive explanation of sexual harassment by the investigation of three social-psychological processes, which seem to crucially contribute to the etiology of sexual harassment: motivation to sexually harass (e.g., power or sexuality), enabling processes (e.g., through diverse situational cues), and legitimization of sexually harassing behavior (e.g., by applying myths about sexual harassment). By consolidating these three processes into one multi...

  4. Institutionalizing telemedicine applications: the challenge of legitimizing decision-making.

    Science.gov (United States)

    Zanaboni, Paolo; Lettieri, Emanuele

    2011-09-28

    During the last decades a variety of telemedicine applications have been trialed worldwide. However, telemedicine is still an example of major potential benefits that have not been fully attained. Health care regulators are still debating why institutionalizing telemedicine applications on a large scale has been so difficult and why health care professionals are often averse or indifferent to telemedicine applications, thus preventing them from becoming part of everyday clinical routines. We believe that the lack of consolidated procedures for supporting decision making by health care regulators is a major weakness. We aim to further the current debate on how to legitimize decision making about the institutionalization of telemedicine applications on a large scale. We discuss (1) three main requirements--rationality, fairness, and efficiency--that should underpin decision making so that the relevant stakeholders perceive them as being legitimate, and (2) the domains and criteria for comparing and assessing telemedicine applications--benefits and sustainability. According to these requirements and criteria, we illustrate a possible reference process for legitimate decision making about which telemedicine applications to implement on a large scale. This process adopts the health care regulators' perspective and is made up of 2 subsequent stages, in which a preliminary proposal and then a full proposal are reviewed.

  5. 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.

  6. 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...

  7. 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...

  8. Sentiments that Affect Sociopolitical Legitimation of TNCs in Bangladesh, India, and Pakistan

    DEFF Research Database (Denmark)

    Bakhtiar Rana, Mohammad; Sørensen, Olav Jull

    2014-01-01

    Our study investigates the transnational enterprises' (TNCs’) socio-political legitimization in Bangladesh, India, and Pakistan with a view to ensuring sustainability in the institutional context. We took institutional perspective as a theoretical lens, used a grounded theory method, and employed...... and patriotism,’ and ‘ecological balance’, and suggest that tensions stemming from these three sentiments can be managed and often turned into opportunities if appropriate strategies are applied. Eight types of strategies derived from the nine case studies are presented in order to mitigate, manage, and cash...... in on the REN-sentiments in South Asian markets. These strategies include collaboration strategy, local development strategy, strategy of alignment with socio-political actors, local name and staffing strategy, hibernation strategy, sentiment-focused strategy, isomorphism strategy, and openness strategy....

  9. 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...

  10. 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

  11. 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...

  12. 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…

  13. Libertarianism and the Possibility of the Legitimate State

    Directory of Open Access Journals (Sweden)

    Nicolás Maloberti

    2009-01-01

    Full Text Available The classical formulation of libertarianism seems to be incompatible with the requirements of political legitimacy. Some libertarians have endorsed this result, denying that the state is legitimate. This paper argues, however, that the particular nature of that incompatibility represents a problem for the classical formulation of libertarianism. It is argued that acknowledging the existence of a particular minimal form of positive rights might overcome the problem in question. It is further argued that acknowledgment of such positive rights would seem to provide a more adequate normative ground for making sense of some central libertarian insights and concerns.

  14. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

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

  15. Job Analysis

    OpenAIRE

    Bravená, Helena

    2009-01-01

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

  16. 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

  17. 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,

  18. Smart meter data: Balancing consumer privacy concerns with legitimate applications

    International Nuclear Information System (INIS)

    McKenna, Eoghan; Richardson, Ian; Thomson, Murray

    2012-01-01

    Smart meters are being rolled out in large numbers throughout the world, with proponents claiming they are a critical step in the transition to a low-carbon economy. Yet there are significant unresolved negative reactions to smart meters, principally based on the concern that smart meters might be used to infer the private activities that occur within a dwelling. Though smart meter data is classified as personal data, and as such protected under existing data protection frameworks in the EU, there are relevant exceptions, notably where the data is required for legitimate applications associated with the performance of 'regulated duties'. This paper contributes to this debate by examining the data requirements for some of the proposed applications of smart meter data within the electricity supply industry, and investigates whether the use of personal data can be minimized or even avoided. The discussion includes system balancing, demand reduction, demand response and distribution network operation and planning, and indicates that, for most of these applications, the requirements for personal data can indeed be minimized. 'Privacy friendly' alternatives are discussed. - Highlights: ▶ Current smart meter systems provide a strong indication of occupancy. ▶ This will have important implications for external and internal home privacy. ▶ Personal data requirements within legitimate applications are discussed. ▶ 'Privacy friendly' techniques are suggested that minimize the use of personal data. ▶ Distribution network operator has strongest claim for data from each household.

  19. 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,…

  20. The Legitimation of Novel Technologies: The Case of Nanotechnology

    Science.gov (United States)

    Thyroff, Anastasia E.

    Nanotechnology is the control, manipulation, and application of matter on an atomic and molecular level. The technology is complex and confusing to consumers, and its long-term safety and effect on the human body, as well as the environment, are unknown. However, for the past decade, nanotechnology has been used to develop consumer products and food with novel and attractive attributes. Since nanotechnology is still not well known, it is not legitimized; that is, it has not been deemed safe and accepted by society. However, the market for nanotechnology is in the legitimation process. It will take an entire network of key stakeholders playing a specific roles for nanotechnology to legitimize. Specifically, each key stakeholder will align with a certain cultural discourse to frame nanotechnology in a particular way that complements their values. In Essay 1, I follow previous market system dynamic's literature and combine Actor Network Theory (ANT), Foucault's Discourse on Power and Goffman's Frame analysis to theoretically explore what the actor network for nanotechnology looks like. Four dominate frames are identified: 1) Advancement (i.e., government), 2) Management (i.e., industry), 3) Development (i.e., academia/scientists), and 4) Informant (i.e., NGO). Essay 2 empirically explores each actor's perspective on the nanotechnology network through a total of 24 interviews. A hermeneutic approach is used to analyze the 208 page text and themes describing each actor's role from a self and other's perspective are discussed. Additionally, three overarching themes (i.e., contradiction, constance, and cutoff) emerge; these themes describe the degree of similarity in how actors view their role in the nanotechnology network compared to how other actor's view that actor's role. In Essay 3, I bring critical theory into market system's research to better contextualize market formation theories. Specifically, I discuss how critical theory can be used to supplement ANT. I

  1. Illegal or legitimate use? Precursor compounds to amphetamine and methamphetamine.

    Science.gov (United States)

    Musshoff, F

    2000-02-01

    The interpretation of methamphetamine and amphetamine positive test results in biological samples is a challenge to clinical and forensic toxicology for several reasons. The effects of pH and dilution of urine samples and the knowledge about legitimate and illicit sources have to be taken into account. Besides a potentially legal prescription of amphetamines, many substances metabolize to methamphetamine or amphetamine in the body: amphetaminil, benzphetamine, clobenzorex, deprenyl, dimethylamphetamine, ethylamphetamine, famprofazone, fencamine, fenethylline, fenproporex, furfenorex, mefenorex, mesocarb, and prenylamine. Especially the knowledge of potential origins of methamphetamine and amphetamine turns out to be very important to prevent a misinterpretation of the surrounding circumstances and to prove illegal drug abuse. In this review, potential precursor compounds are described, including their medical use and major clinical effects and their metabolic profiles, as well as some clues which help to identify the sources.

  2. Human Trafficking: Fighting the Illicit Economy with the Legitimate Economy

    Directory of Open Access Journals (Sweden)

    Louise Shelley

    2015-02-01

    Full Text Available Since the beginning of research on human trafficking, there has been attention paid to the challenges surrounding the illicit economy. In creating new strategies and initiatives on combatting human trafficking, there needs to be more discussion surrounding the legitimate economy and how the business sector can make an impact in the fight against trafficking. Currently, there is a growing movement of businesses that are looking to address human trafficking through training, education, and leadership initiatives; codes of conduct; supply chain management; and financial analysis. This paper will examine the latest in these strategies and approaches by businesses in the global war against human trafficking, in addition to a discussion of a new initiative engaging the private sector co-led by Dr. Louise Shelley and Christina Bain through the World Economic Forum’s Global Agenda Council Network.

  3. 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…

  4. 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.

  5. 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.

  6. 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.

  7. 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...

  8. 38 CFR 10.42 - Claim of child other than legitimate child.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Claim of child other than legitimate child. 10.42 Section 10.42 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS ADJUSTED COMPENSATION Adjusted Compensation; General § 10.42 Claim of child other than legitimate child. A...

  9. Carbon footprints and legitimation strategies: Symbolism or action?

    Energy Technology Data Exchange (ETDEWEB)

    Hrasky, S. [Univ. of Tasmania (Australia)

    2009-07-01

    The term 'carbon footprint' is now firmly entrenched in the common vernacular where it tends to function ideographically, representing a range of concerns about environmental impacts and degradation. Political and consumer concern about the related issues of carbon emissions, climate change and global warming has been heightened by a number of factors. It is often claimed that, along with the US, Australia has one of the heaviest carbon footprints. However, according to KPMG's (2008) survey results only 32 per cent of the Australian companies included in its survey report specifically on their carbon footprints. Nonetheless, KPMG (2007) reports that around 85 per cent of the 500 largest listed Australian companies do report on the related issues of climate change and greenhouse gas emissions. Motivations for making such disclosures can vary widely but legitimacy theory has been used extensively to explain environmental disclosure decisions in the context of maintaining an implicit social contract between the company and its stakeholders. While, prima facie, increased levels of voluntary disclosures may be a constructive outcome there is the associated risk that, in pursuit of legitimation, such disclosure can actually 'thicken' the corporate veil. This can occur because organizational action to maintain the social contact can be both symbolic and behavioral. That is, the disclosure response might be calculated to create a positive impression of the firm's activities with no associated change in operations (symbolism) or it might convey a message about how operational changes have been effected that are more consistent with societal expectations. This study examines the disclosure strategies of large Australian companies in light of the heightened societal awareness and concern about issues related to carbon footprints. This first aim is to determine whether, consistent with a general need for legitimation, companies are addressing

  10. Legitimating New Forms of Organizing and New International Activities in the Eyes of Multiple Stakeholders

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    The research on new venture legitimation strategies is emerging; although, it is yet to form a central line of enquiry in entrepreneurship research. To contribute to this development, this paper explores the process of legitimation in a non-for-profit venture (hereafter as NGO, non-governmental...... organization). The paper explores (1) how this NGO acquired cognitive legitimacy, defined as knowledge about the new form of organizing and new activity and what is needed to succeed in respective sector, and socio-political legitimacy, defined as the value placed on the new form of organizing and new activity...... by its multiple stakeholders; and (2) what legitimation strategies it developed and adopted to legitimate itself in the eyes of its multiple stakeholders. Theoretically, the paper is grounded within legitimation theory. The empirical context is defined by a new, international NGO entering an established...

  11. Legitimation documents issued by the French Ministry of Foreign Affairs

    CERN Multimedia

    2006-01-01

    New rules and reminder The French Ministry of Foreign Affairs (hereinafter referred to as 'MAE') has informed CERN of the following solution to a problem that has existed for over 30 years: from now on, members of the personnel residing in France and holding a full-time contract of between three and six months will be entitled to a special EM-type residence permit that does not confer any privileges (see Paragraph 2 below). Furthermore, the MAE has stated that it is willing to request the competent authorities to look favourably on applications for work permits by a member of the personnel's family members who reside in France and wish to take up gainful employment, although it is unable to guarantee the outcome (see Paragraph 7 below). The MAE also wishes to draw attention to the following rules concerning the legitimation documents it issues and to point out that compliance with these rules is essential for the proper operation of all international organisations established in France. This communicatio...

  12. The myth of the state, or the state's religious legitimation

    Directory of Open Access Journals (Sweden)

    Carl-Martin Edsman

    1972-01-01

    Full Text Available The myth of the state is used for legitimating certain actions. For example, the ideologist of National Socialism, A. Rosenberg, used the term myth for the belief or conception of life which was to sustain the new state. The Third Reich's myth was the superiority and glory of the Aryan' race. In addition, Hitler compared the requisite official ideology or philosophy to a religion. It must be intolerant like a religion; it demanded total submission, organization and devotion to struggle. Even Hitler's comrade in arms, Mussolini, used similar language, although the substance was partially different. Thus in a speech at Naples in 1922, Mussolini said: "We have created our myth. The myth is a faith, it is passion. It is not necessary that it shall be a reality. It is a reality by the fact that it is a goad, a hope, a faith, that it is courage. Our myth is the nation, our myth is the greatness of the nation ! In the Third World, besides native traditions, there are ideas taken from the Christian or secularized West. The first type of appropriation may have taken place long ago or in our own time. Within Islam, an offshoot from Judaism and Christianity, the theocratic consciousness is highly evident. The holder of political power is the instrument of God and shall therefore be obeyed. The ruler, on the other hand, shall consult his subjects, and the believers shall do the same among themselves and assist each other in word and deed.

  13. LEGITIMATION DOCUMENTS ISSUED BY THE FRENCH MINISTRY OF FOREIGN AFFAIRS

    CERN Multimedia

    2003-01-01

    The French Ministry of Foreign Affairs (hereinafter referred to as "MAE") has sent a reminder of the following rules relating to legitimation documents (special cards, henceforth called "special residence permits" (titres de séjour spéciaux), and attestations de fonctions) that it issues. The Ministry has specified that compliance with these rules is essential to the proper functioning of any International Organization established in France. 1. Types of document and use a) Special CD, FI and AT residence permits They serve as residence permits for members of the personnel and the members of their families who are not of French nationality and who do not have the status of permanent resident (see N.B. below). Vis-à-vis the French authorities, they serve as proof that those holding these cards enjoy the privileges and immunities provided for by the Status Agreement between CERN and France (immunity from legal process in the discharge of their duties, entitlement to drive a vehicle registered in a special ...

  14. When legitimate claims collide: communities, media and dialogue

    Directory of Open Access Journals (Sweden)

    Klas Grinell

    2011-11-01

    Full Text Available This paper discusses the exhibition Jerusalem at the Museum of World Culture (MoWC in Gothenburg, Sweden. The exhibition mixes photographs of LGBTQ (LesbianGayBiTransQueer persons in Jerusalem, with quotes from the three Abrahamitic Holy Scriptures condemning homosexual activities and behaviours. MoWC held dialogues with religious persons. Although no-one wanted to stop the exhibition, many were critical of the artist’s mixing of Holiness and Nudity/Sexuality. The Museum was criticized for bending to fundamentalist pressure, assuming that it had plans to stop the exhibition, and a media debate on censorship and freedom of speech followed. This paper analyzes the situatedness of MoWC, and its discursive belonging. How can a state governed institution deal with legitimate and opposing claims, and counter both heteronormativity and islamophobia? What discourses is the Museum institution inscribed in? What power relations follow from that? Is it, due to historic, bureaucratic, and cultural legacies, tied to certain positions and affiliations in the public space?

  15. 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

  16. 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

  17. 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.

  18. Remarks on the Legitimate Use of Force to Defend the Environment

    Directory of Open Access Journals (Sweden)

    Luciano Pereira de Souza

    2016-10-01

    Full Text Available This article evaluates whether the legitimate defense can be used in the protection of collective environmental rights. Some scholars are contrary to the legitimate defense of those rights in face of an unlawful assault not involving concomitant aggression to individual rights. Given the current risk scenario for the global ecological balance, revealed by the approach of planetary boundaries - and taking into account its fundamental principles of protection and defense of a right – this paper does not exclude legitimate defense as a lawful means of environmental protection, regardless its impact on public order and peace.

  19. 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)

  20. 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…

  1. 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…

  2. Legitimately seeking differences: The case of climate change strategies

    Energy Technology Data Exchange (ETDEWEB)

    Bui, B.; Fowler, C. [Victoria Univ. of Wellington (New Zealand)

    2009-07-01

    In 2002, the New Zealand Government announced its intention to introduce a carbon tax as part of its response to climate change. Following the review of New Zealand climate change policies, the proposed carbon tax was ruled out in 2005 and other measures were investigated. In October 2007, the government announced its new climate change policy package, a fundamental part of which is the domestic cap-and-trade Emissions Trading Scheme (ETS). The scheme is currently being revised by the Government, with a report due August 2009. The government's climate change policy and the ETS in particular, represent significant changes in regulatory and societal expectations of the way in which businesses will account for the impact of their carbon emissions on the natural environment. The New Zealand electricity generators are among the most heavily impacted by the Government's climate change policy due to the scale of carbon emissions from electricity generation. This study utilizes institutional theory and the concept of legitimate differentiation, using a resource-based view, to examine and explain the changes in the electricity generators' carbon-strategy related environmental management and reporting practices as a result of regulatory, societal and financial pressures arising from the Government's climate change policy as it changed between 2002 and 2008. A study of organizations' reactions to climate change regulations is timely because the phenomenon of changing regulation is worldwide and far-reaching in scale. As such, the findings from a New Zealand study of electricity companies are releavant to many countries and organizations. Two generators that are among the firms with highest levels of carbon emissions in the New Zealand electricity industry (NZEI) are selected for in-depth analysis. Each company is first analyzed longitudinally (2001-2008) to discern changes in their internal environmental structures, systems and strategies to account

  3. Legitimation as a particular mode of strategic communication in the public sector

    DEFF Research Database (Denmark)

    Aggerholm, Helle Kryger; Thomsen, Christa

    2016-01-01

    Within the theoretical frameworks of strategic communication and legitimation and through the use of a case study analysis, this article investigates the creation of managerial legitimation towards internal stakeholders in text and talk as a particular mode of strategic communication in a public...... sector organization. Following a theoretical discussion of the interconnectedness of strategic communication and managerial legitimation, we present a case study analysis of management talk at three interrelated management meetings dealing with the implementation of New Public Management-based (NPM......) reforms in a public sector organization. The context of NPM in the case study is particularly relevant for our investigation, because it sets the stage for the creation of legitimation by the public sector managers. Our analysis finds that these public sector managers use the integration of ‘voices...

  4. Legitimate versus illegitimate restrictions – A motivational and physiological approach investigating reactance processes

    Directory of Open Access Journals (Sweden)

    Sandra eSittenthaler

    2015-05-01

    Full Text Available Threats to our freedom are part of our daily social interactions. They are accompanied by an aversive state of motivational arousal, called reactance, which leads people to strive to reestablish their threatened freedom. This is especially the case if the threat seems to be illegitimate in nature. However, reactance theory suggests that reactance should also be aroused when people are exposed to legitimate freedom threats. In this article we first aim to show that both illegitimate and legitimate freedom threats evoke reactance. Second, we aim to extend past work on reactance by exploring the underlying process of experiencing a legitimate versus an illegitimate restriction. In the current study (N = 57 participants were restricted in an illegitimate (unexpected and inappropriate or legitimate (unexpected but appropriate way, or were not restricted at all. We assessed participants’ experience of reactance, their behavioral intentions to restore their freedom, their approach motivational states, as well as their physiological arousal (heart rate. Results indicated that when restricted in an illegitimate or a legitimate way, participants indicated the same amount of reactance as well as anger. However, when looking at people’s physiological reactions, important differences between illegitimate and legitimate restrictions become apparent. Illegitimate restrictions led to an immediate arousal, whereas legitimate restrictions led to a time delayed arousal. This suggests that illegitimate restrictions lead to a sudden increase in aversive arousal. Legitimate restrictions, however, seem to be associated with a more cognitive process in which people first need to structure their thoughts and reflect upon the situation before getting into the feeling of reactance in a physiologically arousing sense. Moreover a mediation analysis could show that behavioral intentions to regain one’s freedom result in positive and negative approach motivation. In sum

  5. The Protection of Legitimate Expectations in Administrative Law: A Horizontal Perspective

    Directory of Open Access Journals (Sweden)

    Parchomiuk Jerzy

    2017-12-01

    Full Text Available The term “protection of legitimate expectations” in administrative law traditionally draws our attention to vertical relationships between the State and an individual. In my text I propose a non-traditional approach to the issue of protection of legitimate expectations in administrative law. Instead of analysing the problem from the perspective of the relationship between the administrative body and the individual, I have attempted to tackle the problem from the perspective of entities involved in peer relationships.

  6. 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.

  7. 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...

  8. 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 ...

  9. 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, ...

  10. 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.

  11. 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...

  12. 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...

  13. 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

  14. 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.

  15. Getting the Measure of Measurement: Global Educational Opportunity

    Science.gov (United States)

    Enslin, Penny; Tjiattas, Mary

    2017-01-01

    Although measurement is widely misused in education, it is indispensable in addressing the problems of injustice in global educational opportunity. Considering how the case can be made for legitimate use of measurement in normative analysis and argument, we explore ways in which metrics have featured in the formulation of theories of justice, with…

  16. Creating a virtual community of practice to investigate legitimate peripheral participation by African American middle school girls in science activities

    Science.gov (United States)

    Edwards, Leslie D.

    How do teenage girls develop an interest in science? What kinds of opportunities can science teachers present to female students that support their engagement with learning science? I studied one aspect of this issue by focusing on ways students could use science to enhance or gain identities that they (probably) already valued. To do that I created technology-rich activities and experiences for an after school class in science and technology for middle school girls who lived in a low socio-economic urban neighborhood. These activities and experiences were designed to create a virtual community of practice whose members used science in diverse ways. Student interest was made evident in their responses to the activities. Four conclusions emerged. (1) Opportunities to learn about the lives and work of admired African American business women interested students in learning by linking it to their middle-class aspirations and their interest in things that money and status can buy. (2) Opportunities to learn about the lives and work of African American women experts in science in a classroom context where students then practiced similar kinds of actual scientific tasks engaged students in relations of legitimate peripheral participation in a virtual and diverse community of practice focused on science which was created in the after-school classes. (3) Opportunities where students used science to show off for family, friends, and supporters of the after-school program, identities they valued, interested them enough that they engaged in long-term science and technology projects that required lots of revisions. (4) In response to the opportunities presented, new and enhanced identities developed around becoming a better student or becoming some kind of scientist.

  17. 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.

  18. 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 ...

  19. 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

  20. 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...

  1. Learning to listen. Institutional change and legitimation in UK radioactive waste policy

    Energy Technology Data Exchange (ETDEWEB)

    Mackerron, G. [SPRU Science and Technology Policy Research, University of Sussex, Brighton (United Kingdom); Berkhout, F. [Institute for Environmental Studies IVM, VU University, Amsterdam (Netherlands)

    2009-04-15

    Over the course of 50 years, UK radioactive waste policy change has been coupled with institutional change, without much progress towards the ultimate goal of safe, long-term stewardship of wastes. We explain this history as a search for legitimacy against a shifting context of legitimation needs and deficits. Following Habermas, we argue that legitimation is derived from a process of justificatory discourse. In principle, there must be a reasonable exchange of arguments between diverse parties in society, based on common norms, for legitimacy to be achieved. We show that the work of legitimation in UK radioactive waste policy has moved from a focus on factual validity claims towards an increasing emphasis on deliberative processes. This reframing of legitimation needs explains institutional and policy changes in UK radioactive waste policy. The most recent phase of policy and institutional change, which placed public deliberation about long-term management and disposal options centre-stage, represents a new step towards bridging legitimation deficits. Plans to build new nuclear reactors in the UK based on a more closed 'streamlined' decision process risk reversing the legitimacy gains that have been achieved through growing openness on radioactive waste management.

  2. 40 CFR 260.43 - Legitimate recycling of hazardous secondary materials regulated under § 260.34, § 261.2(a)(2)(ii...

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 25 2010-07-01 2010-07-01 false Legitimate recycling of hazardous... (CONTINUED) HAZARDOUS WASTE MANAGEMENT SYSTEM: GENERAL Rulemaking Petitions § 260.43 Legitimate recycling of... demonstrate that the recycling is legitimate. Hazardous secondary material that is not legitimately recycled...

  3. 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…

  4. Becoming Socialized into a New Professional Role: LPN to BN Student Nurses' Experiences with Legitimation.

    Science.gov (United States)

    Melrose, Sherri; Miller, Jean; Gordon, Kathryn; Janzen, Katherine J

    2012-01-01

    This paper presents findings from a qualitative descriptive study that explored the professional socialization experiences of Licensed Practical Nurses (LPNs) who attended an online university to earn a Baccalaureate degree in nursing (BN), a prerequisite to writing the Canadian Registered Nurse (RN) qualifying exam. The project was framed from a constructivist worldview and Haas and Shaffir's theory of legitimation. Participants were 27 nurses in a Post-LPN to BN program who came from across Canada to complete required practicums. Data was collected from digital recordings of four focus groups held in different cities. Transcripts were analyzed for themes and confirmed with participants through member checking. Two overarching themes were identified and are presented to explain how these unique adult learners sought to legitimize their emerging identity as Registered Nurses (RNs). First, Post-LPN to BN students need little, if any, further legitimation to affirm their identities as "nurse." Second, practicum interactions with instructors and new clinical experiences are key socializing agents.

  5. Kvalitet, faglighed og legitime videnformer i SSP-samarbejdet under transformation

    DEFF Research Database (Denmark)

    Tamborg, Andreas Lindenskov

    2016-01-01

    Quality, professionalism and legitimate knowledge in a changing SSP-collaboration. This article explores the inter professional collaboration in a crime preventive initiative called SSP, which is a collaboration between school, social work and police. By drawing on interviews of actors from...... the collaboration and on historic sources that document the background of the establishment of SSP, the articles main focus is to explore and explain how the actors in the collaboration view legitimate and valuable knowledge. The article’s main conclusion is that the actors mainly view knowledge legitimate...... to the extent it can be linked to research based models. Consequently, this means that the conception of professional knowledge in SSP is at risk of being reduced to only include their information, which can be linked to these models....

  6. 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...

  7. Science as a Model for Rational, Legitimate Government

    Science.gov (United States)

    Branscomb, Lewis

    2009-05-01

    Before WWII science was largely dependent on support through teaching, and a few foundations. In the last half century, thanks to the contribution of applied science to winning the second world war, government became a deep-pockets source of support for science. While many academic scientists were deeply suspicious of government as a sponsor, the research universities saw an opportunity to build their institutions around government support. Government saw science as a means for sustaining its military primacy. Thus a marriage was consummated by partners -- science and politics -- who needed each other, but for quite different and to some degree conflicting motives. In the U.S. democracy, the relationship between science and politics has never been easy. The search for truth in science and for legitimacy in politics both require systems for generating public trust, but these systems are not the same, and indeed they are often incompatible. The most profound area of mismatch between science and politics is found not in conflicts over what kinds of research are deserving of public funding, but rather in conflicts over the advice government receives from scientific and technical experts. It is no accident that democratic America fostered progress in science and technology. Both American democracy and modern science are products of the Enlightenment, with its emphasis on reason and openness rather than on prejudice and traditional authority. American democracy has always benefited from a pragmatic willingness to learn from experience, very much as science relies on experiment. Progress in science is based transparency and accountability; these are also basic principles of democratic government. If science is corrupted by government, government itself is in danger of becoming corrupt. In recent years we seemed to be going down that path. It is no accident that President Obama and media commentators speak often of the ``new pragmatism,'' or that he appointed exceptionally

  8. 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 ...

  9. 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.

  10. 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)

  11. 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.

  12. 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…

  13. 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...

  14. 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...

  15. Becoming Academics: Experiencing Legitimate Peripheral Participation in Part-Time Doctoral Studies

    Science.gov (United States)

    Teeuwsen, Phil; Ratkovic, Snežana; Tilley, Susan A.

    2014-01-01

    An important element of doctoral studies is identification with the academic community. Such identification is often complicated by part-time student status. In this paper, two part-time doctoral students and their supervisor employ Lave and Wenger's concept of legitimate peripheral participation to explore, through a critical socio-cultural lens,…

  16. Coercive and legitimate authority impact tax honesty: evidence from behavioral and ERP experiments.

    Science.gov (United States)

    Gangl, Katharina; Pfabigan, Daniela M; Lamm, Claus; Kirchler, Erich; Hofmann, Eva

    2017-07-01

    Cooperation in social systems such as tax honesty is of central importance in our modern societies. However, we know little about cognitive and neural processes driving decisions to evade or pay taxes. This study focuses on the impact of perceived tax authority and examines the mental chronometry mirrored in ERP data allowing a deeper understanding about why humans cooperate in tax systems. We experimentally manipulated coercive and legitimate authority and studied its impact on cooperation and underlying cognitive (experiment 1, 2) and neuronal (experiment 2) processes. Experiment 1 showed that in a condition of coercive authority, tax payments are lower, decisions are faster and participants report more rational reasoning and enforced compliance, however, less voluntary cooperation than in a condition of legitimate authority. Experiment 2 confirmed most results, but did not find a difference in payments or self-reported rational reasoning. Moreover, legitimate authority led to heightened cognitive control (expressed by increased MFN amplitudes) and disrupted attention processing (expressed by decreased P300 amplitudes) compared to coercive authority. To conclude, the neuronal data surprisingly revealed that legitimate authority may led to higher decision conflict and thus to higher cognitive demands in tax decisions than coercive authority. © The Author (2017). Published by Oxford University Press.

  17. Group differences in the legitimization of inequality: Questioning the role of social dominance orientation.

    Science.gov (United States)

    Pehrson, Samuel; Carvacho, Héctor; Sibley, Chris G

    2017-03-01

    Social dominance orientation (SDO) is conceived as an individual's level of support for group-based hierarchy in general that causes support for more specific group hierarchies. According to social dominance theory, group differences in SDO underpin ideological and behavioural group differences related to specific group hierarchies. Using representative 5-year longitudinal panel data from New Zealand (N = 3,384), we test whether SDO mediates effects of sex and ethnicity on legitimizing myths (LMs) relating to gender and ethnic hierarchy over time. The SDO mediation hypothesis is supported in the case of hostile sexism. However, it is unsupported in the case of benevolent sexism and LMs relating to ethnic hierarchy, where there was no cross-lagged effect of SDO. Moreover, being in the dominant ethnic group is associated with more legitimization of ethnic hierarchy but less legitimization of gender hierarchy, which is inconsistent with the notion of a general orientation underpinning group differences in legitimation. There was mixed evidence for a reverse path whereby specific LMs mediate group differences in SDO across time. We argue for the need to find alternative ways to theorize ideological consensus and difference between groups. © 2016 The British Psychological Society.

  18. Crisis of Youth or Youth in Crisis? Education, Employment and Legitimation Crisis

    Science.gov (United States)

    Simmons, Robin; Smyth, John

    2016-01-01

    This paper uses the Habermasian concept of legitimation crisis to critique the relationship between post-compulsory education and training and the chronic levels of youth unemployment and under-employment which now characterise post-industrial Western economies, such as the UK. It draws on data from an ethnographic study of the lives of young…

  19. Institutional Tendencies of Legitimate Evaluation: A Comparison of Finnish and English Higher Education Evaluations

    Science.gov (United States)

    Vartiainen, Pirkko

    2005-01-01

    This article analyses institutional evaluations of higher education in England and Finland through the concept of legitimacy. The focus of the article is on the institutional tendencies of legitimacy. This author's hypothesis is that evaluation is legitimate when the evaluation process is of a good quality and accepted both morally and in practice…

  20. The big bug: The legitimation of the edible insect sector in the Netherlands

    NARCIS (Netherlands)

    Marberg, A.L.; Kranenburg, H.L. van; Korzilius, H.P.L.M.

    2017-01-01

    This study analyzes the legitimation process of an emerging novel food sector in the European Union (EU). Current EU policies are cautious with regard to new food sources and new food technology, and we aim to determine how the sector is addressing both this caution as well as a general public that

  1. Stakeholder perspectives on a financial sector legitimation process: the case of NGOs and the Equator Principles

    NARCIS (Netherlands)

    O'Sullivan, N.; O'Dwyer, B.

    2009-01-01

    Purpose - The purpose of this paper is to present an in-depth, context rich, and stakeholder-focused perspective on the legitimation dynamics surrounding the initiation and evolution of one of the key financial sector environmental and social responsibility initiatives in recent years, the Equator

  2. 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.

  3. 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.

  4. 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.

  5. 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...

  6. 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...

  7. 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...

  8. 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.

  9. 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...

  10. 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

  11. 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...

  12. 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

  13. 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 ...

  14. Communicating the right emotion makes violence seem less wrong : Power-congruent emotions lead outsiders to legitimize violence of powerless and powerful groups in intractable conflict

    NARCIS (Netherlands)

    Kamans, Elanor; van Zomeren, Martijn; Gordijn, Ernestine H.; Postmes, Tom

    In intractable intergroup conflicts, groups often try to frame intergroup violence as legitimate through the use of emotional appeals. Two experiments demonstrate that outsiders' perception of which emotion conflict parties communicate influences the extent to which they legitimize their violence.

  15. Hegemony and Humanitarian Norms: The U.S. Legitimation of Toxic Violence

    Directory of Open Access Journals (Sweden)

    Eric Bonds

    2015-08-01

    Full Text Available Despite widespread beliefs that the United States has not used chemical weapons since the distant past of World War I, this study suggests a more complicated history by examining U.S. use of herbicides and incapacitating gases in the Vietnam War and its use of herbicides in the "War on Drugs." This article places such use of toxic violence within a context of U.S. hegemony, by which U.S. officials have used contested forms of violence to secure geopolitical goals, but have also been pressured to comply with humanitarian norms or-when there is a gap between norms and state policy-to do legitimating work in order to maintain domestic and international consent. Based on case study analysis of archival and secondary sources, this article identifies three main techniques U.S. officials use to legitimate contested forms of violence. These techniques are defensive categorization, humanitizing discourse, and surrogacy.

  16. 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…

  17. ISSUES OF LEGITIMIZING POLITICAL POWER IN THE FIRST HALF OF THE TWENTIETH CENTURY: MAX WEBER AND KARL JASPERS

    Directory of Open Access Journals (Sweden)

    Nicolae IUGA

    2012-12-01

    Full Text Available The issue of legitimizing political power has specific dimensions determined by the historical context. In the period following the First World War, democratic regimes dramatically collapsed due to ample protest movements against the political establishment from different countries, but also as a result of a serious political legitimation crisis, thus making way for the rise of totalitarian regimes of Fascism and Nazism. That time debates on the problem of legitimization political power are symptomatic. Due to the general perception regarding corruption in politics and to the political incapacity to deal with social problems, we can witness a decrease of trust in contemporary democratic regimes.In order to exemplify, in a brief expositive manner, my paper will present the topic of political legitimation approached by Max Weber and Karl Jaspers, in a selection of relevant texts issued by both authors during 1919-1931. The aim of this paper is to highlight the actuality, the validity of Weber’s and Jasper’s statements and also their capacity to give pertinent responses to questions such as: What role do the common values play in the legitimating of power in a democratic society? Are there any kinds of limits regarding the electoral legitimation? How can we make the difference between a legitimate appeal and an illegitimate one, between civism and terrorism?

  18. 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...

  19. 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...

  20. 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 ...

  1. 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 ...

  2. Exploring organizational crises from a legitimation perspective: Results from a computer simulation and illustrative cases

    OpenAIRE

    Breitsohl, Heiko

    2008-01-01

    Organizational crises are rare, yet they fundamentally influence the evolution of organizations. An aspect of crises deserving more attention is the interaction of organizations and their stakeholders during a crisis from a legitimation perspective. This paper presents a simulation model mapping causal relationships behind this interaction. Results suggest that the nature and timing of organizational response to crises has considerable effect on the success and duration of attempts of regaini...

  3. Consumption and money: legitimate transactions, agreements and interpersonal conflicts in a microcredit program

    Directory of Open Access Journals (Sweden)

    Adrián Koberwein

    2011-12-01

    Full Text Available The objective of this paper is to analyze the production of legitimate transactions in a microcredit policy and to explore the creation of interpersonal agreements and conflicts related to these transactions. Based on an ethnographic approach, the paper focuses on the meanings that actors give to the allocation of money, emphasizing the creation as well as the expression of both ‘economic’ and ‘non-economic’ debts and obligations.

  4. Legitimation for Early and Rapid Internationalization: A Review of Research in International Entrepreneurship

    DEFF Research Database (Denmark)

    Laine, Igor; Kuivalainen, Olli; Marinova, Svetla Trifonova

    In this paper we respond to Cavusgil and Knight’s call for future research to address the question of born global firms overcome inherent liabilities to achieve legitimacy in foreign markets. To contribute to this call, we have systematically reviewed the extant international entrepreneurship...... literature. By analyzing existing evidence on building organizational legitimacy by early and rapidly internationalizing firms, our review helps to understand reasons and underlying mechanisms of successful legitimation of early and rapid internationalization thus ultimately explaining existence...... entrepreneurship....

  5. 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)

  6. 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…

  7. Methods of legitimation: how ethics committees decide which reasons count in public policy decision-making.

    Science.gov (United States)

    Edwards, Kyle T

    2014-07-01

    In recent years, liberal democratic societies have struggled with the question of how best to balance expertise and democratic participation in the regulation of emerging technologies. This study aims to explain how national deliberative ethics committees handle the practical tension between scientific expertise, ethical expertise, expert patient input, and lay public input by explaining two institutions' processes for determining the legitimacy or illegitimacy of reasons in public policy decision-making: that of the United Kingdom's Human Fertilisation and Embryology Authority (HFEA) and the United States' American Society for Reproductive Medicine (ASRM). The articulation of these 'methods of legitimation' draws on 13 in-depth interviews with HFEA and ASRM members and staff conducted in January and February 2012 in London and over Skype, as well as observation of an HFEA deliberation. This study finds that these two institutions employ different methods in rendering certain arguments legitimate and others illegitimate: while the HFEA attempts to 'balance' competing reasons but ultimately legitimizes arguments based on health and welfare concerns, the ASRM seeks to 'filter' out arguments that challenge reproductive autonomy. The notably different structures and missions of each institution may explain these divergent approaches, as may what Sheila Jasanoff (2005) terms the distinctive 'civic epistemologies' of the US and the UK. Significantly for policy makers designing such deliberative committees, each method differs substantially from that explicitly or implicitly endorsed by the institution. Copyright © 2014 Elsevier Ltd. All rights reserved.

  8. Becoming Socialized into a New Professional Role: LPN to BN Student Nurses' Experiences with Legitimation

    Science.gov (United States)

    Melrose, Sherri; Miller, Jean; Gordon, Kathryn; Janzen, Katherine J.

    2012-01-01

    This paper presents findings from a qualitative descriptive study that explored the professional socialization experiences of Licensed Practical Nurses (LPNs) who attended an online university to earn a Baccalaureate degree in nursing (BN), a prerequisite to writing the Canadian Registered Nurse (RN) qualifying exam. The project was framed from a constructivist worldview and Haas and Shaffir's theory of legitimation. Participants were 27 nurses in a Post-LPN to BN program who came from across Canada to complete required practicums. Data was collected from digital recordings of four focus groups held in different cities. Transcripts were analyzed for themes and confirmed with participants through member checking. Two overarching themes were identified and are presented to explain how these unique adult learners sought to legitimize their emerging identity as Registered Nurses (RNs). First, Post-LPN to BN students need little, if any, further legitimation to affirm their identities as “nurse.” Second, practicum interactions with instructors and new clinical experiences are key socializing agents. PMID:22548165

  9. The role of legitimation in the professional socialization of second-year undergraduate athletic training students.

    Science.gov (United States)

    Klossner, Joanne

    2008-01-01

    Professional socialization during formal educational preparation can help students learn professional roles and can lead to improved organizational socialization as students emerge as members of the occupation's culture. Professional socialization research in athletic training is limited. To present the role of legitimation and how it influences the professional socialization of second-year athletic training students. Modified constructivist grounded theory and case study methods were used for this qualitative study. An accredited undergraduate athletic training education program. Twelve second-year students were selected purposively. The primary sample group (n = 4) was selected according to theoretical sampling guidelines. The remaining students made up the cohort sample (n = 8). Theoretically relevant data were gathered from 14 clinical instructors to clarify emergent student data. Data collection included document examination, observations, and interviews during 1 academic semester. Data were collected and analyzed through constant comparative analysis. Data triangulation, member checking, and peer-review strategies were used to ensure trustworthiness. Legitimation from various socializing agents initiated professional socialization. Students viewed trust and team membership as rewards for role fulfillment. My findings are consistent with the socialization literature that shows how learning a social or professional role, using rewards to facilitate role performance, and building trusting relationships with socializing agents are important aspects of legitimation and, ultimately, professional socialization.

  10. Becoming Socialized into a New Professional Role: LPN to BN Student Nurses' Experiences with Legitimation

    Directory of Open Access Journals (Sweden)

    Sherri Melrose

    2012-01-01

    Full Text Available This paper presents findings from a qualitative descriptive study that explored the professional socialization experiences of Licensed Practical Nurses (LPNs who attended an online university to earn a Baccalaureate degree in nursing (BN, a prerequisite to writing the Canadian Registered Nurse (RN qualifying exam. The project was framed from a constructivist worldview and Haas and Shaffir’s theory of legitimation. Participants were 27 nurses in a Post-LPN to BN program who came from across Canada to complete required practicums. Data was collected from digital recordings of four focus groups held in different cities. Transcripts were analyzed for themes and confirmed with participants through member checking. Two overarching themes were identified and are presented to explain how these unique adult learners sought to legitimize their emerging identity as Registered Nurses (RNs. First, Post-LPN to BN students need little, if any, further legitimation to affirm their identities as “nurse.” Second, practicum interactions with instructors and new clinical experiences are key socializing agents.

  11. Legitimation problems of participatory processes in technology assessment and technology policy.

    Science.gov (United States)

    Saretzki, Thomas

    2012-11-01

    Since James Carroll (1971) made a strong case for "participatory technology", scientists, engineers, policy-makers and the public at large have seen quite a number of different approaches to design and implement participatory processes in technology assessment and technology policy. As these participatory experiments and practices spread over the last two decades, one could easily get the impression that participation turned from a theoretical normative claim to a working practice that goes without saying. Looking beyond the well-known forerunners and considering the ambivalent experiences that have been made under different conditions in various places, however, the "if" and "how" of participation are still contested issues when questions of technology are on the agenda. Legitimation problems indicate that attempts to justify participation in a given case have not been entirely successful in the eyes of relevant groups among the sponsors, participants, organizers or observers. Legitimation problems of participatory processes in technology assessment and technology policy vary considerably, and they do so not only with the two domains and the ways of their interrelation or the specific features of the participatory processes. If we ask whether or not participation is seen as problematic in technology assessment and technology policy-making and in what sense it is being evaluated as problematic, then we find that the answer depends also on the approaches and criteria that have been used to legitimize or delegitimize the call for a specific design of participation.

  12. 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

  13. 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.

  14. Potential predatory and legitimate biomedical journals: can you tell the difference? A cross-sectional comparison.

    Science.gov (United States)

    Shamseer, Larissa; Moher, David; Maduekwe, Onyi; Turner, Lucy; Barbour, Virginia; Burch, Rebecca; Clark, Jocalyn; Galipeau, James; Roberts, Jason; Shea, Beverley J

    2017-03-16

    The Internet has transformed scholarly publishing, most notably, by the introduction of open access publishing. Recently, there has been a rise of online journals characterized as 'predatory', which actively solicit manuscripts and charge publications fees without providing robust peer review and editorial services. We carried out a cross-sectional comparison of characteristics of potential predatory, legitimate open access, and legitimate subscription-based biomedical journals. On July 10, 2014, scholarly journals from each of the following groups were identified - potential predatory journals (source: Beall's List), presumed legitimate, fully open access journals (source: PubMed Central), and presumed legitimate subscription-based (including hybrid) journals (source: Abridged Index Medicus). MEDLINE journal inclusion criteria were used to screen and identify biomedical journals from within the potential predatory journals group. One hundred journals from each group were randomly selected. Journal characteristics (e.g., website integrity, look and feel, editors and staff, editorial/peer review process, instructions to authors, publication model, copyright and licensing, journal location, and contact) were collected by one assessor and verified by a second. Summary statistics were calculated. Ninety-three predatory journals, 99 open access, and 100 subscription-based journals were analyzed; exclusions were due to website unavailability. Many more predatory journals' homepages contained spelling errors (61/93, 66%) and distorted or potentially unauthorized images (59/93, 63%) compared to open access journals (6/99, 6% and 5/99, 5%, respectively) and subscription-based journals (3/100, 3% and 1/100, 1%, respectively). Thirty-one (33%) predatory journals promoted a bogus impact metric - the Index Copernicus Value - versus three (3%) open access journals and no subscription-based journals. Nearly three quarters (n = 66, 73%) of predatory journals had editors or

  15. 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

  16. 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.

  17. 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.

  18. 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

  19. 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.

  20. 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.

  1. 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.

  2. 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)

  3. 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…

  4. 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.

  5. 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…

  6. 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…

  7. 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)

  8. 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

  9. 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

  10. 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

  11. 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...

  12. [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.

  13. 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)

  14. 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.

  15. From Subordination to Hegemony On the Epistemological Legitimation of Mathematics in Natural Philosophy of XVII Century

    Directory of Open Access Journals (Sweden)

    Felipe Ochoa

    2013-12-01

    Full Text Available This article analyzes the epistemological legitimation of mathematics in natural philosophy in the seventeenth century. In the Renaissance it was claimed that mathematics does not meet the Aristotelian criteria of scientificity, and that it did not explain the efficient and final causes. So, its critics, inspired by the Aristotelian tradition, rejected the first attempts to mathematize natural philosophy. The epistemological conditions involved in the debate are examined on the scientific nature of mathematics and its relevance to natural philosophy. A historiographical tour of the mathematization of nature is made to provide new weighing elements with respect to a historically and philosophically more conceptual characterization of the emergence of modern science.

  16. State , Citizenship and Participatory Democracy Between Managerial Reform and Legitimation of Social Power in Public Management

    Directory of Open Access Journals (Sweden)

    Marana Sotero De Sousa

    2016-06-01

    Full Text Available The present article tries to point out the importance of participatory democracy for continuous affirmation of Law Democratic State, shrouded at modifications about citizenship in his evolution between State models following as suffered reforms under Brazilian Public Administration. Through qualitative methodology, especially with historical and hermeneutic procedures and bibliographical sources, the objective is develop the discussion about Popular Participation As legitimation instrument in the decisions that are limited in the administrator space. At the end, show the popular participation and citizens are fundamentals for current democratic model of state.

  17. Crime and Subjectivity: Reflections on the Discourses and Practices of Legitimizing Discriminatory Exercise of Criminal Law

    Directory of Open Access Journals (Sweden)

    Farah de Sousa Malcher

    2016-12-01

    Full Text Available We defend the importance of studying the discriminatory treatment of criminal law from the analysis of discourses on the subjectivities, resulting in dichotomy citizen/enemy. Rationalisations about the category of enemy in so-called "law of risk", seem to justify the unequal exercise of power punitive and the neutralization of individuals labelled as harmful and abnormal behavior, even if this is at the expense of principles, fundamental rights and guarantees of the rule of law. Such discourses also favors the neoliberal environment, to the extent that translate the entire conflitividade on punishment and legitimized stigmatization processes, criminalization of poverty and criminal selectivity.

  18. The modern mental health system in Nepal: organizational persistence in the absence of legitimating myths.

    Science.gov (United States)

    Tausig, M; Subedi, S

    1997-08-01

    This paper advances an organizational explanation for the slow pace of modernization of mental health care systems in developing societies. In complement to cultural and political economic explanations of this condition, we suggest that the value of establishing modern systems in developing societies lies in the legitimation such structures provide for indigenous modernizing efforts vis-a-vis both indigenous and external audiences. The system need not meet actual levels of service demand. Its importance is in its symbolic value as an indicator of modernity. The result is a system in "permanent failure". Implications for institutional theory and the growth of modern mental health systems in developing societies are discussed.

  19. A HOUSE FOR THE REVOLUTION: A PROJECT OF CULTURAL LEGITIMATION IN CUBA (1959-1965

    Directory of Open Access Journals (Sweden)

    GREYSER COTO SARDINA

    2015-06-01

    Full Text Available With the revolutionary triumph I Cuba, a deep transformation of all the socio-economic, political and cultural structures is started. As part of this dynamics a process of institutionalization which finds in the scope of culture one of its higher referents in the creation of Casa de las Americas in July 1959 starts. The needs of legitimation of the new system found in the institution a mechanism to encourage and stimulate the revolutionary ideas and its projections towards Latin-America. In the period from 1959 to 1965, through its main actions, understood as its magazine and contest, the intellectual compromise as principal foundation of its discourse was authenticated.

  20. 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…

  1. 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.

  2. 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)

  3. 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.

  4. 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...

  5. 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:.

  6. 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…

  7. 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.

  8. 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.

  9. Kalla yarning at Matagarup: Televised legitimation and the limits of heritage-making in the city

    Directory of Open Access Journals (Sweden)

    Thor Kerr

    2017-01-01

    Full Text Available This paper is directed towards furthering understandings of popular television news reporting on Aboriginal solidarity gatherings at Matagarup on Heirisson Island, a state-registered Aboriginal Heritage Site in Perth, Western Australia. In doing so, it also seeks to identify the practical limits of heritage making in disrupting the legitimization of state action not recognizing such heritage claims. In 2012 and 2015, Aboriginal citizens gathering and camping at the heritage site were subject to police raids legitimized by popular media organizations reporting a breach of municipal bylaws prohibiting camping and fires on Heirisson Island. This paper examines a shift in popular television reporting over the three years towards acknowledging that Aboriginal people should be able to assemble, without police harassment, around a fire at the site. The most radical shift in reporting is observable in Nine News coverage of events. For this reason, eight televised items from Nine News in 2015 are analysed alongside Nine News reporting described in the authors’ previous study of reporting of events at Matagarup in 2012. The paper identifies and discusses the implications of two key dialogical processes in the news production: Firstly, a process of cross-cultural reading and shared understandings of fire as hearth, and secondly a process of reproducing a dominant discursive tradition locating home for Aboriginal people outside the city.

  10. Counterfeit Drug Penetration into Global Legitimate Medicine Supply Chains: A Global Assessment

    Science.gov (United States)

    Mackey, Tim K.; Liang, Bryan A.; York, Peter; Kubic, Thomas

    2015-01-01

    Counterfeit medicines are a global public health risk. We assess counterfeit reports involving the legitimate supply chain using 2009–2011 data from the Pharmaceutical Security Institute Counterfeit Incident System (PSI CIS) database that uses both open and nonpublic data sources. Of the 1,510 identified CIS reports involving counterfeits, 27.6% reported China as the source country of the incident/detection. Further, 51.3% were reported as counterfeit but the specific counterfeit subcategory was not known or verifiable. The most prevalent therapeutic category was anti-infectives (21.1%) with most reports originating from health-related government agencies. Geographically, Asian and Latin American regions and, economically, middle-income markets were most represented. A total of 127 (64.8%) of a total of 196 countries had no legitimate supply chain CIS counterfeit reports. Improvements in surveillance, including detection of security breaches, data collection, analysis, and dissemination are urgently needed to address public health needs to combat the global counterfeit medicines trade. PMID:25897059

  11. Constructing (IlLegitimate Democracy: Populism and Power Concentration in Newspaper Discourse on Venezuela

    Directory of Open Access Journals (Sweden)

    Ernesto Abalo

    2014-10-01

    Full Text Available Despite scholarly consensus about the importance of the media for democracy, scant attention has been paid to what democracy means to journalistic discourse and how discourses on democracy are interrelated with legitimacy. The aim of this paper is to explore how (illegitimate democracy is constructed in newspaper discourse. By using critical discourse analysis, this paper examines foreign news items about Venezuela, a country that under the presidency of Hugo Chávez has challenged the hegemonic global political and economic orders. The analysis section focuses on two main findings about the Venezuelan government: the constructions of populism and power concentration, which serve to mark deviance from what is perceived as legitimate democracy. This paper argues that a liberal perception of democracy constitutes a central framework for the construction of (illegitimate democracy, which is revealed not least by news discourse’s focus on what is morally unacceptable political conduct according to liberal democratic norms. In this sense, such constructions serve to denounce potential governmental power abuses but also to legitimize the hegemonic economic and political orders.

  12. A tainted trade? Moral ambivalence and legitimation work in the private security industry.

    Science.gov (United States)

    Thumala, Angélica; Goold, Benjamin; Loader, Ian

    2011-06-01

    The private security industry is often represented - and typically represents itself - as an expanding business, confident of its place in the world and sure of its ability to meet a rising demand for security. But closer inspection of the ways in which industry players talk about its past, present and future suggests that this self-promotion is accompanied by unease about the industry's condition and legitimacy. In this paper, we analyse the self-understandings of those who sell security - as revealed in interviews conducted with key industry players and in a range of trade materials - in order to highlight and dissect the constitutive elements of this ambivalence. This analysis begins by describing the reputational problems that are currently thought to beset the industry and the underlying fears about its status and worth that these difficulties disclose. We then examine how security players seek to legitimate the industry using various narratives of professionalization. Four such narratives are identified - regulation, education, association and borrowing - each of which seeks to justify private security and enhance the industry's social worth. What is striking about these legitimation claims is that they tend not to justify the selling of security in market terms. In conclusion we ask why this is the case and argue that market justifications are 'closed-off' by a moral ambivalence that attaches to an industry trading in products which cannot guarantee to deliver the condition that its consumers crave. © London School of Economics and Political Science 2011.

  13. 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

  14. 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...

  15. 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...

  16. 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

  17. Discriminating Between Legitimate and Predatory Open Access Journals: Report from the International Federation for Emergency Medicine Research Committee

    Directory of Open Access Journals (Sweden)

    Bhakti Hansoti

    2016-09-01

    Full Text Available Introduction: Open access (OA medical publishing is growing rapidly. While subscription-based publishing does not charge the author, OA does. This opens the door for “predatory” publishers who take authors’ money but provide no substantial peer review or indexing to truly disseminate research findings. Discriminating between predatory and legitimate OA publishers is difficult. Methods: We searched a number of library indexing databases that were available to us through the University of California, Irvine Libraries for journals in the field of emergency medicine (EM. Using criteria from Jeffrey Beall, University of Colorado librarian and an expert on predatory publishing, and the Research Committee of the International Federation for EM, we categorized EM journals as legitimate or likely predatory. Results: We identified 150 journal titles related to EM from all sources, 55 of which met our criteria for OA (37%, the rest subscription based. Of these 55, 25 (45% were likely to be predatory. We present lists of clearly legitimate OA journals, and, conversely, likely predatory ones. We present criteria a researcher can use to discriminate between the two. We present the indexing profiles of legitimate EM OA journals, to inform the researcher about degree of dissemination of research findings by journal. Conclusion: OA journals are proliferating rapidly. About half in EM are legitimate. The rest take substantial money from unsuspecting, usually junior, researchers and provide no value for true dissemination of findings. Researchers should be educated and aware of scam journals.

  18. 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

  19. Job sharing. Part 1.

    Science.gov (United States)

    Anderson, K; Forbes, R

    1989-01-01

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

  20. Exploring job embeddedness' antecedents

    Directory of Open Access Journals (Sweden)

    Ghadeer Mohamed Badr ElDin Aboul-Ela

    2018-04-01

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

  1. 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…

  2. 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…

  3. 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.

  4. 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.

  5. 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

  6. 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.

  7. Accrual Accounting and the Australian Public Sector – A Legitimation Explanation

    Directory of Open Access Journals (Sweden)

    Nicholas Davis

    2010-06-01

    Full Text Available The move from the cash basis to the accrual basis of accounting in the Australian Public Sector (APS was akey element of the New Public Management (NPM reform program and an event of historical significance.The aim of this paper is to identify key events in this transition and to analyse them through the theoreticallens of Habermas' (1976 theory of legitimation. Key elements of the literature concerning accrualaccounting in the APS are reviewed, together with a discussion of the relevance of Habermas (1976 to thisstudy. These critical historical events are then analysed according to Habermas (1976. The central argumentexpressed within this paper is that accrual accounting can be seen to be a device used by different levels ofgovernment in the APS in an attempt to combat the tendencies for economic, rationality and legitimacydifficulties that are commensurate with welfare state societies such as Australia.

  8. Nationalism and legitimation for authoritarianism: A comparison of Nicholas I and Vladimir Putin

    Directory of Open Access Journals (Sweden)

    Sean Cannady

    2014-01-01

    Full Text Available This article draws parallels between Tsar Nicholas I and current Russian President Vladimir Putin with respect to their use of nationalism to justify statist policies and political authoritarianism. Building upon insights by Alexander Gerschenkron about the economic development of “backwards” states, it argues that both Nicholas and Putin have rhetorically used Western concepts such as nationalism and democracy to legitimize their rule but have modified them to give them more statist content. Under Nicholas, this was exemplified in the tripartite (Orthodoxy, Autocracy, and Nationality Official Nationality policy. Putin has emphasized patriotism, power, and statism to justify centralization of power and authoritarian policies. Putin's policies and rhetoric are strong analogs to those of Nicholas. Ultimately, the goal of this paper is to explain state-inspired Russian nationalism and how it has been aligned with authoritarian politics, as well as specifying similarities between present and past in Russia.

  9. Biofuels are (Not the Future! Legitimation Strategies of Sustainable Ventures in Complex Institutional Environments

    Directory of Open Access Journals (Sweden)

    Neil A. Thompson

    2018-04-01

    Full Text Available Sustainable ventures often lack legitimacy (perceived to be desirable and appropriate because various stakeholder groups use contradictory institutions (rules and norms to make their judgements, which leads to there being fewer resources available and higher failure rates. Using an institutional theory framework and a multi-case research design with 15 biofuel ventures operating in the Netherlands, this study asks how sustainable entrepreneurs attempt to gain legitimacy in these circumstances. Analysis reveals that the entrepreneurs use a combination of rhetorical, reconciliatory and institutional change strategies to obtain legitimacy from different stakeholder groups. These findings further our understanding of sustainable entrepreneurial behavior by revealing how and why different legitimation strategies are used in complex institutional environments.

  10. The legitimating fact in the transcendental deduction of the categories: on Dieter Henrich's reading of Kant

    Directory of Open Access Journals (Sweden)

    Christian Klotz

    Full Text Available This article reconstructs the principal moments of Dieter Henrich's work on Immanuel Kant's theoretical philosophy. Henrich seeks to clarify and regain the fundaments of Kant's theory of knowledge - from which his followers, according to him, have distanced themselves - based on the analysis of the "transcendental deduction of the categories". Firstly, Henrich investigates the proof structure of deduction, comparing the first and the second edition of Critique of Pure Reason. Secondly, he investigates, in the Kantian argument, the relationship between the identity principle of self-consciousness and objectivity. Finally, extending the comparison to Critique of Practical Reason, Henrich elucidates the program and methodology in deduction, showing that the idea of a legitimating fact, borrowed from the juridical notion of a deduction, becomes the fundamental element. We analyse the problems raised by the conception of a philosophical argument based on fundamental "facts".

  11. Compulsory licensing in Canada and Thailand: comparing regimes to ensure legitimate use of the WTO rules.

    Science.gov (United States)

    Lybecker, Kristina M; Fowler, Elisabeth

    2009-01-01

    This paper examines two recent examples of compulsory licensing legislation: one globally embraced regime and one internationally controversial regime operating under the same WTO rules. In particular, we consider Canadian legislation and the use of compulsory licensing for HIV/AIDS drugs destined for a developing country. This is then contrasted with the conditions under which Thai authorities are pursuing compulsory licenses, the outcomes of their compulsory licenses, as well as the likely impact of the Thai policy. Finally, we construct a rubric to evaluate characteristics of a successful regime. This is used to analyze the Canadian and Thai regimes and frame the expected implications of each national policy. It is hoped that the assessment will guide changes to compulsory licensing design to ensure that legitimate regimes are embraced while illegitimate ones are disallowed.

  12. Legitiming psychiatrists rather than curing patients. The shock therapy in Buenos Aires, Argentina (1930-1970

    Directory of Open Access Journals (Sweden)

    Alejandra Golcman

    2017-06-01

    Full Text Available This research aims to explain the theoretical and clinical use of shock therapies in Argentine psychiatric field, particularly in the province of Buenos Aires between 1930 and 1970. It is argued that it is necessary to study the theoretical and clinical psychiatric work, in order to learn how psychiatrists interpreted mental pathology. Thus two distinct scenarios are analyzed: first academia, emphasizing on medical texts expressing discussions held at congresses, conferences, university chairs, and secondly in hospital settings, represented by a population of chronic patients in a hospital on the outskirts of the Capital Federal, the Esteves Hospital of Lomas de Zamora. The use of shock therapy in the hands of psychiatrists, changed the way of understanding madness and transformed the daily course of hospitals. Therefore, the presence of such therapies was relevant to legitimize the discipline, regardless of the “effectiveness” with patients.

  13. 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…

  14. 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.

  15. 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.

  16. 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...

  17. 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...

  18. 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…

  19. 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 ...

  20. 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...

  1. 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…

  2. 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…

  3. 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.

  4. 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.

  5. 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.

  6. 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...

  7. Collective resistance despite complicity : High identifiers rise above the legitimization of disadvantage by the in-group

    NARCIS (Netherlands)

    Jimenez-Moya, Gloria; Rodriguez-Bailon, Rosa; Spears, Russell; de Lemus, Soledad

    How do individuals deal with group disadvantage when their fellow in-group members conceive it as legitimate? Integrating research on the normative conflict model (Packer, 2008, Pers. Soc. Psychol. Rev., 12, 50) and collective action, we expect high identifiers to reject the in-group norm of

  8. Do the disadvantaged legitimize the social system? A large-scale test of the status–legitimacy hypothesis

    NARCIS (Netherlands)

    Brandt, M.J.

    2013-01-01

    System justification theory (SJT) posits that members of low-status groups are more likely to see their social systems as legitimate than members of high-status groups because members of low-status groups experience a sense of dissonance between system motivations and self/group motivations (Jost,

  9. 'and to the Herte She Hireselven Smot' : The Loveris Maladye and the Legitimate Suicides of Chaucer's and Gower's Exemplary Lovers

    NARCIS (Netherlands)

    Sobecki, Sebastian

    2004-01-01

    1. III * Middle English: Excluding Chaucer -- Brown et al., 10.1093 ... In '"And to the herte she hireselven smot": The Loveris Maladye and the Legitimate Suicides of Chaucer's and Gower's Exemplary Lovers' (Mediaevalia ... nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp; 2. Publications of the Medieval

  10. 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.

  11. 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.

  12. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

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

  13. On Job Rotation

    OpenAIRE

    Metin M. Cosgel; Thomas J. Miceli

    1998-01-01

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

  14. 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.

  15. Legitimizing Security in the Ivory Tower: Canadian University Corporate Security Services' Public Quest for Legitimacy.

    Science.gov (United States)

    Wilkinson, Blair

    2016-05-01

    This article examines how university corporate security (UCS) services engage in legitimation work in their attempts to make their university communities (i.e., faculty, staff, students) and political masters (i.e., university administrators, boards of governors, senators) believe that they are honest, trustworthy, and caring and have authority that should be deferred to. This is accomplished through the analysis of interview and observational data collected as part of a research project exploring UCS services at five Canadian universities and an examination of how UCS services at 14 Canadian universities communicate using the social media service Twitter. These UCS services were found to primarily use Twitter for the purposes of soliciting or requesting information and for networking. In communicating through Twitter, UCS services engage in public legitimation work in which they make claims about and attempt to demonstrate their expertise, authority, and accountability. This article argues that both UCS services' particular legitimacy problem (i.e., their possession of both private and public attributes) and the interactive nature of public legitimation work create tensions that may serve to disrupt UCS services' ability to attain legitimacy. Cet article examine la manière dont les services de sécurité d'entreprise à l'université (SEU) s'engagent à légitimer leurs tentatives de persuader leurs communautés universitaires (c'est-à-dire le corps professoral, le personnel et les étudiants) ainsi que la haute administration (c'est-à-dire les administrateurs de l'université, le conseil des gouverneurs et les sénateurs) qu'ils sont honnêtes, attentifs, dignes de confiance, et qu'ils possèdent un niveau d'autorité auquel quiconque devrait se référer. Ceci sera accompli en analysant un corpus d'entrevues et d'observations dans le cadre d'un projet de recherche examinant les services de type SEU dans cinq universités canadiennes, ainsi qu'une étude sur

  16. 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…

  17. 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 ...

  18. 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 ...

  19. [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

  20. Understanding Legitimate Teacher Authority in a Cross-Cultural Teaching Context: Pre-Service Chinese Language Teachers Undertaking Teaching Practicum in International Schools in Hong Kong

    Science.gov (United States)

    Lai, Chun; Gu, Mingyue; Hu, Jingjing

    2015-01-01

    Legitimate teacher authority is fundamental to effective teaching, but is often a thorny issue that teachers need to grapple with when teaching in cross-cultural teaching contexts. By interviewing 18 pre-service Chinese language teachers on their understanding of legitimate teacher authority throughout teaching practicum at international schools…

  1. 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.

  2. 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.

  3. 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 ...

  4. 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....

  5. "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.)

  6. 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...

  7. 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

  8. 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

  9. 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

  10. 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.

  11. 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.

  12. 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].

  13. From performance to performativity: The legitimization of US security contracting and its consequences.

    Science.gov (United States)

    Krahmann, Elke

    2017-12-01

    Discussions about the legitimacy of private security companies (PSCs) in multilateral military interventions abound. This article looks at how the United States has sought to legitimize the outsourcing of security services to PSCs through performance-based contracting and performance assessments. Both mechanisms aim to demonstrate the effective provision of publicly desirable outcomes. However, the immaterial and socially constructed nature of security presents major problems for performance assessments in terms of observable and measurable outcomes. Performance has therefore given way to performativity - that is, the repetitive enactment of particular forms of behaviour and capabilities that are simply equated with security as an outcome. The implications of this development for the ways in which security has been conceptualized, implemented and experienced within US interventions have been profound. Ironically, the concern with performance has not encouraged PSCs to pay increased attention to their impacts on security environments and civilian populations, but has fostered a preoccupation with activities and measurable capabilities that can be easily assessed by government auditors.

  14. The Naturalization of Domination and Legitimate Power in Classical Political Theory

    Directory of Open Access Journals (Sweden)

    Eleni Varikas

    2003-01-01

    Full Text Available The reflection developed here deals with one of the greatest political paradoxes of modern political thought: the turning of a political community into a human artifact while basing it on premisses which are pre-political and therefore precede human action. As it reinvented the political as a free space, modernity reinvented the natural as a limit to this human freedom which religion could no longer contain. In such a context, the witch-hunt is a result both of a religious or superstitious obscurantism and of a rational enterprise based on efficacy. The political implications of cognitive polytheism, which explode in the plurality of scientific perceptions on human nature and on the nature of things, establish a close connection between the authority of modern “science” as a model for the knowledge of nature and that of a religious and temporal kind. The naturalization of the sexual hierarchy in the modern world is at the same time the archetype and the manifestation of this historical process which dislocates the legitimation of domination from the religious to the natural realm.

  15. The mechanisms of constitutional reform in and the legitimation of the peace agreements

    Directory of Open Access Journals (Sweden)

    José Luis Sañudo Ospina

    2017-03-01

    Full Text Available The Colombian state is about to close one of the worst chapters in its history: the war against FARC (Revolutionary Armed Forces of Colombia that has lasted for more than five decades. After more than three years of discussions, the parties have settled on important agreements such as the de-escalation of the armed conflict and transitional justice mechanisms. It is thus time for the State to use constitutional and legal means to incorporate the agreements into the national legal system. President Juan Manuel Santos has called for a plebiscite as the means to legitimate the peace agreements. As a surprise to many, the plebiscite did not obtain the votes needed for its implementation, leaving it’s future in uncertainty. The government is now considering other alternatives, such as pass it through congress, call for an open council meeting and even call for a new plebiscite. The main aim of this article is to analyze the mechanisms of constitutional reform existing in the Colombian legal system to validate the Havana Talks. Some concepts, and constitutional and legal regulations will be studied and various mechanisms of citizen participation and constitutional reform will be contrasted that may help to achieve the government expectations with the peace process.

  16. Alternative Approaches in Evaluating the EU SME Policy: Answers to the Question of Impact and Legitimization

    Directory of Open Access Journals (Sweden)

    Robert K. GRUENWALD

    2014-08-01

    Findings:  OECD  and  EU  evaluations  do  not  determine  causal  relationships  between funding allocation and effects. The evaluations of the KfW and the German Ministry of Economics  use  an  empirical  quantitative  approach  and  determine  direct  causal relations. In  order to fulfil the requirements of legitimizing functions  for  the  SME  policy,  it  is  recommended  to  further  develop  the  EU  funding policy  and  evaluation  according  to  the  “German  model”  both  in  terms  of  the institutional  framework  and  in  terms  of  the  evaluation  of  impacts  through  funding policy measures. Definition  of  minimum  requirements  and  alternative possibilities  for  EU  SME  policy  evaluation  in  order  to  close  the  legitimisation  gap between the allocation of tax money and impact proof (cost-benefit ratio.

  17. Legitimate Peripheral Participation as a Framework for Conversation Analytic Work in Second Language Learning

    Directory of Open Access Journals (Sweden)

    Gitte Rasmussen Hougaard

    2009-03-01

    Full Text Available Since its inception, Conversation Analysis (CA has become not only a framework and a set of methods for studying the generic machinery of talk-in-interaction but also a celebrated, qualitative method for studying a wealth of phenomena and exploring and testing concepts and hypotheses from numerous disciplines, including linguistics, psychology, anthropology and Second Language Acquisition (SLA. CA is often resorted to as the key to resolving knots and dead-ends in these neighboring disciplines. Despite the very interesting results that such work admittedly produces, it is too often not accompanied by focused considerations of how the specific concerns from one field match with the aims that CA procedures have been developed for and hence with the procedures themselves. This paper takes recent applications of CA to the study of SLA as a case in point. It discusses a whether CA can shed light on "learning" as commonly defined in SLA and b whether the resort to a particular model of learning (LAVE & WENGER, 1991, Legitimate Peripheral Participation (LPP helps overcoming some of the problems with which CA work in SLA is confronted. It is hoped that the specific discussions of problems involved in the project, CA-for-SLA, will contribute to the ongoing, general discussion of qualitative research methods and their prospects and problems. URN: urn:nbn:de:0114-fqs090247

  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. Legitimate expectations as an element of the fair and equitable standard of treatment of foreign investments in arbitral practice

    Directory of Open Access Journals (Sweden)

    Đundić Petar

    2014-01-01

    Full Text Available Fair and equitable standard of treatment of foreign investments represents an integral part of all modern international agreements on protection and encouragement of foreign investments. The key element of its contents, according to arbitral practice, is an obligation of the host state to provide the investor with the treatment in accordance with basic expectations that he or she had at the time of the investment with regard to economical and legal conditions in the host state. The paper analyzes the most important awards of arbitral tribunals dealing with legitimate expectations of the investor as a part of the fair and equitable treatment standard. A considerable attention is dedicated to identifying the behavior of the host state capable of creating legitimate expectation which enjoy legal protection as well as to detecting the requirements for the development of reasonable expectations.

  18. The Influence of the Authoritarian Syndrome on the Process of Legitimation of Government Institutions in Today’s Russia

    Directory of Open Access Journals (Sweden)

    Елена Борисовна Григорьева

    2013-12-01

    Full Text Available The article examines the influence of the authoritarian syndrome on the process of legitimization of various bodies and institutions of government, in particular, to establish and maintain a personal type of legitimation. The author offers the analysis of prospects for the transformation of Russian political regime, namely the transfer from the personal type of legitimacy of the political system to the structural type. It shows the dynamics of components of the authoritarian syndrome is widely spread in the mass consciousness of Russians from 1992 to 2012. The article describes a new approach to the authoritarianism, along with cultural, neo-institutional, institutional explanation of the reasons supporting the communication, trust, and an uncritical attitude to the president, stands authoritarian syndrome.

  19. 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...

  20. The proliferation of sexual health: Diverse social problems and the legitimation of sexuality.

    Science.gov (United States)

    Epstein, Steven; Mamo, Laura

    2017-09-01

    Especially since the 1990s, the term sexual health has flourished in professional, commercial, and lay domains. Yet the more the phrase has become visible, the greater the mutability in its meanings. These developments matter for an understanding of healthism-the idea that modern individuals are enjoined to recognize a moral obligation to maximize their health. Theorists of healthism have paid relatively little attention to sexuality and its frequent rendering as controversial, illegitimate, or stigmatizing. We argue that because pairing "sexual" with "health" serves to legitimize and sanitize sexuality, the framing of sexual issues as matters of sexual health is widely appealing across multiple social arenas, and this appeal helps to explain both the proliferation of the term and the diversification of its uses. Secondly, we argue that while the polysemy of sexual health might suggest that the phrase lacks a clear meaning, in another sense the term is quite meaningful: content analysis of journal articles, newspaper articles, and websites shows that the semantics of sexual health can be categorized into six social problem niches, within which sexuality and health are construed in distinctive ways. For each social problem framing, we identify the implied meanings of both sexuality and health, the "opposite" of sexual health, the institutional action plans, the individual injunctions, and the presumed ontologies of bodies and selves. By focusing on how the conjoining of "sexual" and "health" changes the meanings of both terms, our analysis adds nuance to discussions of healthism: it challenges a singular conception of healthism and points to the need for clearer consideration of its different forms. At the same time, we call attention to the significance of "sexual healthism" as a particular example of the "will to health" while also highlighting implications of characterizing sexual issues as matters of health. Copyright © 2017 Elsevier Ltd. All rights reserved.

  1. The Legitimation of Self-Regulation and Co-Regulation in Corporatist Concepts of Legal Scholars in the Weimar Republic

    Directory of Open Access Journals (Sweden)

    Peter Collin

    2017-03-01

    Full Text Available Corporatist regulation has a hybrid structure in that it covers state regulation, regulated self-regulation as well as private-public co-regulation. Notably diverging from the standard mode of state regulation, such arrangements required a higher degree of legitimation. Corporatist concepts flourished in the Weimar Republic. This paper deals with three legal scholars’ considerations regarding how to legitimize corporatist models, namely Edgar Tatarin-Tarnheyden, Heinrich Herrfahrdt, and Friedrich Glum. Their institutional touchstone was the Imperial Economic Council, as provided for by article 165 of the Weimar Constitution. This article envisioned a multi-level system of economic councils ranging from regional economic councils up to the Imperial Economic Council and involving representatives of all occupational groups in the performance of state tasks. However, only a Provisional Imperial Economic Council, with a restricted consultative remit, was ever actually established. Based on this model, Tatarin-Tarnheyden, Heinrich Herrfahrdt, and Friedrich Glum conceptualized organizational structures aiming at the comprehensive inclusion of non-state actors. They were legitimized primarily with reference to their output; that is, these organizational forms were supposed to enable a more appropriate and efficient realization of public interests. The input-based argument was basically a question of participation, which implies considerable proximity to typical topoi of democratic legitimation. This similarity is perhaps counter-intuitive, given that corporatist concepts are traditionally associated with anti-democratic ideologies due to their anti-parliamentarian slant. The numerous points of convergence between corporatist and democratic thought simultaneously reflect the heterogeneity of democratic reasoning in the Weimar period and the openness for ideas that were sceptical of—or even hostile to—parliamentary democracy and the party

  2. 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.

  3. 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.

  4. 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...

  5. 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....

  6. The legitimation of the power process: experiences of small entrepreneurs in the region of Passo Fundo/RS.

    Directory of Open Access Journals (Sweden)

    Daniel Frasson Lima

    2016-10-01

    Full Text Available The legitimation of power among small entrepreneurs toward the employees was analyzed in the region of Passo Fundo/RS; it’s a process in which these entrepreneurs consolidate working relationships to perform their functions with self-confidence. A descriptive qualitative research was done and used as method of data collection a semi-structured interview, with observation and documental analysis. Four directors of franchises in the field of language education in the northern of Rio Grande do Sul participated in the research. The collected data were submitted to an interpretative analysis that made use of the academic frame to rescue the conception of power, its role and its fountainsin the organizations. The results reinforced the difficulties in measuring the legitimation of power. The phenomenon was investigated from an array of angles and a series of related factors were identified, provokingan evolution on its understanding.It was realized that the strategies of legitimation of the power vary according to the history and leadership style of the directors creating similar results in short term, but not always attending to professionalization and expansion matters.

  7. 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...

  8. 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)

  9. 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,…

  10. 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.

  11. 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,…

  12. 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)

  13. 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.

  14. 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...

  15. 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....

  16. 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....

  17. 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...

  18. 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...

  19. 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...

  20. 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.

  1. 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…

  2. 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).

  3. 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.

  4. 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.

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

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... employees, feels a tension of anxiety caused by their jobs.[4] ... [13] High job stress creates negative psychological effects ... where product quality is largely dependent ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  8. 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

  9. 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

  10. 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.

  11. 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)

  12. 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)

  13. 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...

  14. 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...

  15. 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...

  16. 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…

  17. 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…

  18. 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…

  19. 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)

  20. 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 ...

  1. 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…

  2. 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...

  3. 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....

  4. Legality, legitimacy and formal and informal decision-making processes: when does a decision become legitimate?

    International Nuclear Information System (INIS)

    Zwetkoff, C.

    2004-01-01

    A few words on the purpose of this paper are given by way of introduction. A brief analysis will be made of the relationship between legality and legitimacy in relation to decision-making processes and within the context of the policies concerning the public management of technological risks. The aim is to raise questions and outline some reflections based on the theory of the state, from the perspective of the conditions of the institutionalization of power. I shall first clarify a few conceptual points. The notion of legality refers to the notion of compliance with legal standards, that is to say, with the law. Is the decision made by a person empowered by law so do to (legal competence)? Is it taken in compliance with legal procedure? And are the effects implicitly in keeping with the spirit of the law? The legitimacy of the power of those who govern, or the legitimacy of their decisions, is not determined solely by legal standards but rather, is a matter of individual and social representation or view. As Hobbes says, in essence, to govern is to convince: to convince people of the rightfulness of the source of the power of those who govern and of the action or public policies that they formulate. The paper is organised around three propositions: 1. The role of the legitimacy or social acceptability of public policies has always been an element of the way all political systems function. This role, however, occupies an increasingly important place on the political agenda in a societal decision-making context that has undergone irreversible changes. 2. Although the essence of the social legitimacy of public policies remains the same, the conditions, mechanisms and criteria evolve. 3. The critical centrality of social legitimacy, together with the evolution of the criteria for legitimate decision, today modify the decision-making mechanisms that were established in response to the requirements of classical democracy. We observe a political organisation i n the

  5. 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...

  6. 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...

  7. “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.

  8. 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…

  9. 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.

  10. 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

  11. 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 &

  12. 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…

  13. [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.

  14. 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...

  15. 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.

  16. 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....

  17. Searching for a legitimate television journalism: quality criteria in the critic work of Arthur da Távola in the 1970s

    Directory of Open Access Journals (Sweden)

    Fernanda Mauricio da Silva

    2014-07-01

    Full Text Available In the 1970s, the TV reviews published by Artur da Távola rose a new discursive place for TV journalism: instead of the approach with an impoverishing entertainment, a legitimate discourse through technology. This article discusses how Távola legitimated television journalism through a discourse of quality compared to other media, showing power struggles around the representation of reality, emotional speech and compared with everyday life.

  18. 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.

  19. 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.

  20. 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.

  1. “Top-down” vs. “Bottom-up”: A Dichotomy of Paradigms for the Legitimation of Public Power in the EU

    Directory of Open Access Journals (Sweden)

    Dellavalle Sergio

    2017-11-01

    Full Text Available Public power has been justified by resorting to two different kinds of legitimation: one coming from above, the other emerging from the governed. While legitimation “from above” implies that those who are vested with executive power are qualified in their function because of their allegedly higher competences, “bottom-up” legitimacy always presupposes that only citizens can properly decide on their destiny. After giving a brief account of how both legitimation strategies have developed in the history of political ideas, attention is focused on the theories regarding the legitimacy of public power in the European Union. Indeed, both strands of legitimation of public power are represented here with original proposals, according to the specificity of the supranational condition. But even more interesting is that the research into the characteristics of supranational integration has been one of the most significant fields in which the legitimation “from above” has reappeared in Western thought after a rather long period of marginality, now taking the shape of a technocratic justification. In the main section of the article, the reasons in favour of a democratic “bottom-up” legitimation of the European public power are analyzed first, then those which recur to the so-called “output legitimacy” – in other words to technocratic arguments. The last section of the contribution is dedicated to an overall assessment of the different positions.

  2. 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...

  3. 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

  4. 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...

  5. 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...

  6. 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…

  7. 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.

  8. 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

  9. 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…

  10. 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...

  11. 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...

  12. Does the Sole Description of a Tax Authority Affect Tax Evasion? - The Impact of Described Coercive and Legitimate Power

    Science.gov (United States)

    Hartl, Barbara; Hofmann, Eva; Gangl, Katharina; Hartner-Tiefenthaler, Martina; Kirchler, Erich

    2015-01-01

    Following the classic economic model of tax evasion, taxpayers base their tax decisions on economic determinants, like fine rate and audit probability. Empirical findings on the relationship between economic key determinants and tax evasion are inconsistent and suggest that taxpayers may rather rely on their beliefs about tax authority’s power. Descriptions of the tax authority’s power may affect taxpayers’ beliefs and as such tax evasion. Experiment 1 investigates the impact of fines and beliefs regarding tax authority’s power on tax evasion. Experiments 2-4 are conducted to examine the effect of varying descriptions about a tax authority’s power on participants’ beliefs and respective tax evasion. It is investigated whether tax evasion is influenced by the description of an authority wielding coercive power (Experiment 2), legitimate power (Experiment 3), and coercive and legitimate power combined (Experiment 4). Further, it is examined whether a contrast of the description of power (low to high power; high to low power) impacts tax evasion (Experiments 2-4). Results show that the amount of fine does not impact tax payments, whereas participants’ beliefs regarding tax authority’s power significantly shape compliance decisions. Descriptions of high coercive power as well as high legitimate power affect beliefs about tax authority’s power and positively impact tax honesty. This effect still holds if both qualities of power are applied simultaneously. The contrast of descriptions has little impact on tax evasion. The current study indicates that descriptions of the tax authority, e.g., in information brochures and media reports, have more influence on beliefs and tax payments than information on fine rates. Methodically, these considerations become particularly important when descriptions or vignettes are used besides objective information. PMID:25923770

  13. Does the sole description of a tax authority affect tax evasion?--the impact of described coercive and legitimate power.

    Science.gov (United States)

    Hartl, Barbara; Hofmann, Eva; Gangl, Katharina; Hartner-Tiefenthaler, Martina; Kirchler, Erich

    2015-01-01

    Following the classic economic model of tax evasion, taxpayers base their tax decisions on economic determinants, like fine rate and audit probability. Empirical findings on the relationship between economic key determinants and tax evasion are inconsistent and suggest that taxpayers may rather rely on their beliefs about tax authority's power. Descriptions of the tax authority's power may affect taxpayers' beliefs and as such tax evasion. Experiment 1 investigates the impact of fines and beliefs regarding tax authority's power on tax evasion. Experiments 2-4 are conducted to examine the effect of varying descriptions about a tax authority's power on participants' beliefs and respective tax evasion. It is investigated whether tax evasion is influenced by the description of an authority wielding coercive power (Experiment 2), legitimate power (Experiment 3), and coercive and legitimate power combined (Experiment 4). Further, it is examined whether a contrast of the description of power (low to high power; high to low power) impacts tax evasion (Experiments 2-4). Results show that the amount of fine does not impact tax payments, whereas participants' beliefs regarding tax authority's power significantly shape compliance decisions. Descriptions of high coercive power as well as high legitimate power affect beliefs about tax authority's power and positively impact tax honesty. This effect still holds if both qualities of power are applied simultaneously. The contrast of descriptions has little impact on tax evasion. The current study indicates that descriptions of the tax authority, e.g., in information brochures and media reports, have more influence on beliefs and tax payments than information on fine rates. Methodically, these considerations become particularly important when descriptions or vignettes are used besides objective information.

  14. Does the sole description of a tax authority affect tax evasion?--the impact of described coercive and legitimate power.

    Directory of Open Access Journals (Sweden)

    Barbara Hartl

    Full Text Available Following the classic economic model of tax evasion, taxpayers base their tax decisions on economic determinants, like fine rate and audit probability. Empirical findings on the relationship between economic key determinants and tax evasion are inconsistent and suggest that taxpayers may rather rely on their beliefs about tax authority's power. Descriptions of the tax authority's power may affect taxpayers' beliefs and as such tax evasion. Experiment 1 investigates the impact of fines and beliefs regarding tax authority's power on tax evasion. Experiments 2-4 are conducted to examine the effect of varying descriptions about a tax authority's power on participants' beliefs and respective tax evasion. It is investigated whether tax evasion is influenced by the description of an authority wielding coercive power (Experiment 2, legitimate power (Experiment 3, and coercive and legitimate power combined (Experiment 4. Further, it is examined whether a contrast of the description of power (low to high power; high to low power impacts tax evasion (Experiments 2-4. Results show that the amount of fine does not impact tax payments, whereas participants' beliefs regarding tax authority's power significantly shape compliance decisions. Descriptions of high coercive power as well as high legitimate power affect beliefs about tax authority's power and positively impact tax honesty. This effect still holds if both qualities of power are applied simultaneously. The contrast of descriptions has little impact on tax evasion. The current study indicates that descriptions of the tax authority, e.g., in information brochures and media reports, have more influence on beliefs and tax payments than information on fine rates. Methodically, these considerations become particularly important when descriptions or vignettes are used besides objective information.

  15. 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

  16. 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...

  17. 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...

  18. 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 ...

  19. 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.

  20. 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.

  1. 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.

  2. The Virgin of Luján: sacred source of legitimation of the heroes of the Malvinas War

    Directory of Open Access Journals (Sweden)

    Laura Marina Panizo

    2013-07-01

    Full Text Available The loss of a loved one in war, as in the extraordinary losses in general, produces a break in the usual ways of facing death. In this article we will see how relatives of fallen in the Malvinas War were adapted to these changes in a creative way, reformulating conventional models to understand them, through a framework of interpretation of losses where the Virgin of Luján, sacred source of legitimation of the dead and the bereaved, becomes the instrument through which occurs the communion of all Argentineans, both living and dead, and strengthening the national identity.  

  3. 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.

  4. 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

  5. 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.

  6. 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.

  7. 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).

  8. 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.

  9. 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...

  10. Understanding National Trajectories of Regionalism Through Legitimate, Political and Administrative Capital

    DEFF Research Database (Denmark)

    Larsen, Peter Wilgaard; Ferry, Martin

    2015-01-01

    ,2002 & Tomaney, 2002), New Regionalism (Bukve, 2005; Söderbaum et al, 2005; Wheeler, 2002; Tomaney et al,2002; Webb & Collis, 2000 & Hettne, 1999), New Italian Regionalism (Salone, 2010), English Regionalism(Mawson, 2007 & Bond, 2004), City-regionalism (Harrison, 2012 & 2010) or Fragmented Regionalism...... for newthoughts. Stage 2 and 3 gives policy entrepreneurs the opportunity of airing solutions on experienced problemsand realise ideas. At stage 4, institutional elements are created to institutionalise the chosen idea of thepreceding stages. To reach stage 5’s full institutionalisation, the institution...

  11. 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.

  12. [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.

  13. 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...

  14. 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...

  15. 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…

  16. 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...

  17. 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

  18. 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).

  19. [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.

  20. 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.

  1. 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...

  2. 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...

  3. 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

  4. 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.

  5. 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.

  6. 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.

  7. 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...

  8. 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.

  9. 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

  10. 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...

  11. 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…

  12. 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

  13. 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

  14. 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.

  15. 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

  16. 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.…

  17. 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...

  18. 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.

  19. 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 ...

  20. 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

  1. 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...

  2. 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...

  3. 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...

  4. 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 ...

  5. 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...

  6. 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)

  7. 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...

  8. 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...

  9. 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.…

  10. 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.

  11. 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

  12. 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.

  13. 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.

  14. 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.

  15. 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...

  16. 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.

  17. 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…

  18. 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…

  19. 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…

  20. 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...

  1. From legitimate consumers to public relations pawns: the tobacco industry and young Australians.

    Science.gov (United States)

    Carter, S M

    2003-12-01

    To document the Australian tobacco industry's activities regarding youth smoking to support tobacco control. 492 industry documents from primary and secondary websites were abstracted and analysed. Australian legislation and rhetoric on youth and tobacco has changed dramatically over the last 50 years, from an unproblematic association of teenagers and smoking in the 1960s, through the industry's aggressive attacks and denials in the 1980s, to the 1990s, when industry became newly compliant with "societal expectations" and youth became a dominant bargaining issue in the industry's public relations strategy. The industry's current policy is to simultaneously blame others for underage smoking, frame the industry as socially responsible via voluntary marketing codes, youth access programmes, and school education, and market actively to young adults. The arbitrary distinction between 17 and 18 year olds is, particularly in Australia's dark market, a liability for tobacco control and an opportunity for the industry, which is attempting to claim the high moral ground traditionally occupied by tobacco control on the youth issue. The current review of Australia's Tobacco Advertising Prohibition Act of 1992 should prohibit all forms of industry communication targeting young people, including retail access and schools programmes and below-the-line marketing. Tobacco control advocacy should highlight the industry's attempts to use the youth issue in its own favour while laying the blame elsewhere.

  2. 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.

  3. 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)

  4. 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)…

  5. 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)

  6. 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)

  7. 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…

  8. 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…

  9. 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.

  10. 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

  11. 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…

  12. 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.

  13. 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…

  14. 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.

  15. 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

  16. 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

  17. 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

  18. 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.

  19. 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…

  20. 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)