WorldWideScience

Sample records for legitimate job opportunities

  1. Reciprocal relationships between job demands, job resources, and recovery opportunities

    NARCIS (Netherlands)

    A. Rodríguez-Muñoz (Alfredo); A.I. Sanz-Vergel (Ana Isabel); E. Demerouti (Eva); A.B. Bakker (Arnold)

    2012-01-01

    textabstractThe aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job

  2. 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...

  3. 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...

  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. Perception of Job Opportunities and Entrepreneurial Skills in Library ...

    African Journals Online (AJOL)

    The study examined the perception of job opportunities and entrepreneurial skills in library and information science. This study investigated librarians' perception of job opportunities and entrepreneurial skills in Library and Information Science LIS). Investigative survey design was adopted in which a sample of ten selected ...

  7. Analysis of job opportunities in the tourism industry

    OpenAIRE

    Kudláčková, Lucie

    2009-01-01

    The main objective of this thesis is to define and describe in detail job opportunities in the tourism industry and to research current employer needs. The first part of the thesis focuses on defining of job opportunities in the tourism industry and on determination of factors and subjects which influence the labour market in the tourism industry. One of the chapters explains the meaning of the education in the tourism and compares the education system with labour market needs. The second par...

  8. 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…

  9. Job Opportunities for Master's Prepared Nurses.

    Science.gov (United States)

    Balint, Jane; And Others

    1983-01-01

    There is a sharp discrepancy between the number of nurses getting master's degrees focusing on advanced clinical practice and the availability of jobs in that area. If master's-prepared clinicians are not needed, graduate curricula must be evaluated in terms of the types of roles for which they are preparing students. (JOW)

  10. 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.

  11. 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...

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

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

    2010-12-16

    Dec 16, 2010 ... These jobs, however, have been primarily geared toward India's well educated and highly skilled urban workforce. What has been absent during this period of growth is the development of mid-sized manufacturing enterprises that can provide labour-intensive jobs for India's less-skilled workers — the ...

  13. 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)

  14. Design of a system for recommending job opportunities

    OpenAIRE

    Paulavets, Anastasiya

    2014-01-01

    This thesis deals with recommender systems in the field of e-recruitment. The main objective is to design a job recommender system for career portal UNIjobs.cz. First, the theoretical background of recommender systems is provided. In the following part, specific properties of job recommender systems are discussed, as well as existing approaches to recommendation in the e-recruitment environment. The last part of the thesis is dedicated to designing a recommender system for career portal UNIjo...

  15. Opportunity and Attitudes toward Job Advancement in a Manufacturing Firm.

    Science.gov (United States)

    Harlan, Sharon L.

    1989-01-01

    Examines the relation between opportunity for promotion in work organizations and promotion attitudes. Reveals that effects of opportunity variables on promotion attitudes are significant even when age, education, and gender are controlled. Argues that one dimension of opportunity is embodied in workers perceptions of fairness and accessibility of…

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

    African Journals Online (AJOL)

    2018-02-01

    Feb 1, 2018 ... (2009) posits that digital economy-defined as that realm of economy that creates employment, businesses and industries for professionals with digital competencies and qualifications not only enables LIS students to enter the job market and develop private enterprise but also creates wealth that is both ...

  17. The impact of stuttering on employment opportunities and job performance.

    Science.gov (United States)

    Klein, Joseph F; Hood, Stephen B

    2004-01-01

    The purpose of this study was to examine the impact that stuttering has on job performance and employability. The method involved administration of a 17-item survey that was completed by 232 people who stutter, age 18 years or older. Results indicated that more than 70% of people who stutter agreed that stuttering decreases one's chances of being hired or promoted. More than 33% of people who stutter believed stuttering interferes with their job performance, and 20% had actually turned down a job or promotion because of their stuttering. Results also indicated that men and minorities were more likely to view stuttering as handicapping than were women and Caucasians. These findings suggest that people who stutter believe stuttering to be handicapping in the workplace. The results may be helpful for clinicians who work with people who stutter. The reader will be able to: (1) describe the impact that stuttering can have on employability and job performance and (2) be better able to explain how factors such as gender, ethnicity, and stuttering severity can impact the belief that stuttering is a handicapping condition.

  18. 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

  19. 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

  20. International New Venture Legitimation

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    2013-01-01

    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...... 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....

  1. 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

  2. The job search and information systems opportunities for nurses.

    Science.gov (United States)

    Hersher, B S

    1985-09-01

    It is important to continually upgrade your skills and goals, examine career options, and be flexible. This is an ideal point in the growth of health care information systems for nurses to consider before becoming actively involved. The future of our industry will be total health care systems expanding far beyond hospitals. There is and will be a greater need to provide information for decision making in the vast areas of alternative delivery, preventative medicine, industrial and occupational medicine, and the adult long-term care market. Large, non-health care corporations and business coalitions will have a strong influence on our industry. Terminals will be set up in the workplace for early detection of disease and to provide wellness programs. Due to severe financial pressures, we will finally be forced to use our technology for medical research and to provide access to national data bases to provide better health care and allow for prevention, early detection, and a faster cure of some diseases. The nurse consultant will play a major role in this area. This evolution will happen only over time. As many mergers take place among the major health care vendors, we can only wonder what this does to our industry. As larger consolidated corporations sort their priorities, entrepreneurs will have the ideal opportunity to use their creative ability to provide products and services to the industry. The survivors will be those firms and institutions providing the best and most flexible service at a competitive price. What is important in this market is the people. They must be global thinkers with an understanding of the present and future of the health care market. They must be managers who are flexible and able to creatively use resources and technology. In both a profit and nonprofit environment, these leaders will be required to be risk takers, decision makers, and operate in a proactive manner. They will need to be entreprenurial and be open to joint venturing. The

  3. 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....

  4. 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";}

  5. 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

  6. 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

  7. Technologies for utilizing natural resources create new job opportunities in the geosciences in developing countries

    Science.gov (United States)

    Aswathanarayana, U.

    Water, soils, minerals, and biota constitute a community's most significant natural resources. Innovations in technology are generating new jobs in converting into a resource what was yesterday a non-resource; in developing process and control technologies to minimize wastes; and in waste recycling.“Resources are not, they become,” in the words of Zimmerman. In the case of the developing countries, the technologies of choice have not only to be ecologically sustainable and economically viable, but more importantly, employment generating. The new kinds of jobs—for example, in poverty alleviation projects via micro-enterprises based on value-added processing of natural resources—have a strong environmental relevance and tend to lie at the interface of several traditional scientific disciplines. Geoscience graduates in the developing countries are best placed to take advantage of these new job opportunities involving Earth materials, but only if they are exposed to broad-based geoscience instruction.

  8. 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

  9. 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

  10. 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.

  11. 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.

  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. 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...

  14. 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.

  15. 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.

  16. 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

  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. 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.

  20. 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.

  1. Legitimate Allocation of Public Healthcare

    DEFF Research Database (Denmark)

    Lippert-Rasmussen, Kasper; Lauridsen, Sigurd

    2009-01-01

    Citizens' consent to political decisions is often regarded as a necessary condition of political legitimacy. Consequently, legitimate allocation of healthcare has seemed almost unattainable in contemporary pluralistic societies. The problem is that citizens do not agree on any single principle...... governing priorities among groups of patients. The Accountability for Reasonableness (A4R) framework suggests an ingenious solution to this problem of moral disagreement. Rather than advocating any substantive distributive principle, its advocates propose a feasible set of conditions, which, if met...... by decision makers at the institutional level, provide, so it is promised, legitimate decisions. While we agree that A4R represents an important contribution to the priority-setting debate, we challenge the framework in two respects. First, we argue that A4R, and more specifically the relevance condition of A...

  2. 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.

  3. 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.

  4. 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.

  5. Job Patterns for Minorities and Women in Private Industry: Equal Employment Opportunity Report, 1969. Volume 1: The Nation, States, Industries. Volume 2: Metropolitan Areas.

    Science.gov (United States)

    Equal Employment Opportunity Commission, Washington, DC.

    The Equal Employment Opportunity Report for 1969 documents the results of job discrimination, based on more than 150,000 reports submitted by 44,000 employers covering more than 28 million workers. These reports provide statistics of employment by sex, race, and national origin in nine standard occupational categories: officials and managers,…

  6. 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,

  7. Development of Career Opportunities for Technicians in the Nuclear Medicine Field, Phase I. Interim Report Number 1: Survey of Job Characteristics, Manpower Needs and Training Resources, July 1969.

    Science.gov (United States)

    Technical Education Research Center, Cambridge, MA.

    Phase I of a multiphase research program in progress at the Technical Education Research Center, Inc., was conducted to analyze needs and resources in terms of job performance tasks, career opportunities, and training requirements for nuclear medical technicians. Data were gathered through personal interviews with 203 persons, mostly physicians,…

  8. 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.

  9. 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

  10. 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

  11. 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

  12. 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.

  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

    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.

  15. 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.

  16. 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

  17. 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.

  18. 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.

  19. On new industry creation and legitimation

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Fraser, Norman

    an initial condition in which an industry does not exist to a final condition in which it is institutionalized. We ground our discussion in a typology of legitimation. Both authors bring to the discussion their ethnographic experience in creating and legitimating new industries and new ventures......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...

  20. Ethic diversity and the Norwegian workforce : a qualitative study of how people with ethnic minority background living in Norway experience their job opportunities

    OpenAIRE

    Ng, Mei Ying

    2009-01-01

    Through the use of focus group interviewing and grounded theory, this study seeks to examine how people with ethnic minority background living in Norway experience their job opportunities in the Norwegian workforce. A total of 21 participants with various ethnic backgrounds were divided into 5 focus groups. From the thematic analysis of focus group data emerged four main themes, which concerned: perception biases, emotions, qualifications and competence, and integration. Negative feelings and...

  1. 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...

  2. Tourism, development and job opportunities in the Quebrada de Humahuaca [province of Jujuy, Argentina]: Asymmetry and contradictions

    Directory of Open Access Journals (Sweden)

    Claudia Alejandra Troncoso

    2012-01-01

    Full Text Available The Quebrada de Humahuaca [Jujuy] has recently experienced an increase in tourism accompanied and fostered by national and provincial public policies which aimed at consolidating it as a heritage destination. One of the objectives of this study was promoting and consolidating tourism in order to face the labor and economic crises which affected the area over the past decades. The aim of this paper is to analyze the changes experienced by the local job market due to the arrival of tourism. Particularly, we are trying to account for the complexities related to: a] how this job market is actually organized and b] those organization methods connected with the ideas that locals have about the job options provided by tourism

  3. Improving Job Opportunities for Low-Income People: The Hope of the Workforce Investment Act of 1998.

    Science.gov (United States)

    Beaulieu, Lionel J.

    1999-01-01

    The Workforce Investment Act of 1998 (WIA) makes it possible to build human capital resources by providing employment services and training to youth and adult dislocated workers. Such services are particularly needed in the rural South, where those affected by welfare reform have few job skills or educational credentials. WIA calls for the…

  4. 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

  5. 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 le...... in terms of rationalization and normalization. Italian and Austrian actors more frequently resort to authorization strategies to explain accounting change....

  6. Professionalism as an Agent of Legitimation.

    Science.gov (United States)

    Tuchman, Gaye

    1978-01-01

    Criticizes Elihu Katz's understanding of professionalism in media journalism as used in his report to the British Broadcasting Corporation (on social research on broadcasting), on the grounds that reporting the news should not be the agent for legitimizing the event. (JMF)

  7. The effect of multimedia stories about American deaf celebrities on Taiwanese hearing students' attitudes toward job opportunities for the deaf.

    Science.gov (United States)

    Ju, Jing-Ming

    In Taiwan, hearing people generally think deaf individuals can only do jobs requiring minimal communication. The present study was planned to help change hearing people's attitudes toward deaf people's job competence. Multimedia stories of deaf celebrities, e.g., physicians, lawyers, university presidents, professors, senior government officials, and movie stars, were developed. A multimedia computer reading program was developed in which graphic organizers, picture clues, video, and voice were integrated to make reading more exciting and pleasant. Materials were developed to be suitable for dissemination on CD. Regarding attitude change, all differences between pretests and posttests were statistically significant: Hearing students' attitudes toward deaf and hard of hearing people changed positively and significantly. It is recommended that the CD featuring American deaf celebrities be distributed to make hearing people understand deaf people's potential, and to contribute to an environment conducive to their employment in Taiwan.

  8. Tourism, development and job opportunities in the Quebrada de Humahuaca [province of Jujuy, Argentina]: Asymmetry and contradictions

    OpenAIRE

    Claudia Alejandra Troncoso

    2012-01-01

    The Quebrada de Humahuaca [Jujuy] has recently experienced an increase in tourism accompanied and fostered by national and provincial public policies which aimed at consolidating it as a heritage destination. One of the objectives of this study was promoting and consolidating tourism in order to face the labor and economic crises which affected the area over the past decades. The aim of this paper is to analyze the changes experienced by the local job market due to the arrival of tourism. Par...

  9. 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...

  10. Broadening opportunities for job seekers with disabilities: strategies to effectively provide assistive technology in One-Stop centers.

    Science.gov (United States)

    Timmons, Jaimie Ciulla; Boeltzig, Heike; Fesko, Sheila Lynch; Cohen, Allison; Hamner, Doris

    2007-01-01

    The Workforce Investment Act (WIA) of 1998 mandates that partners in the One-Stop Career Center (One-Stop) system be prepared to serve a diverse customer base, including job seekers with disabilities. For many such individuals, effective service delivery depends in part on the existence of appropriate and efficient assistive technology (AT) options. This article presents challenges experienced by One-Stop partners related to AT provision as well as strategies for providing effective AT support. Findings from case study research conducted in several One-Stops across the country revealed three strategies that have enhanced employment services and addressed barriers. These are (a) an accurate assessment of AT needs, (b) staff training and practice using the equipment, and (c) the ability to make the most of limited financial resources. Implications for the most efficient ways to provide AT options are discussed.

  11. External legitimation in international new ventures

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    2012-01-01

    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......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...

  12. A Legitimate Freedom Approach to Sustainability

    DEFF Research Database (Denmark)

    Crabtree, Andrew

    2012-01-01

    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...... reject. Thus, Sen's vision of development as freedom is amended to suggest limits to freedoms. Forms of development which are not sustainable can be reasonably rejected due, at least, to the harm and blighting entailed. Based on this, it is argued that at country level of comparison the Human Development...

  13. The impact of IRCA on the job opportunities and earnings of Mexican-American and Hispanic-American workers.

    Science.gov (United States)

    Davila, A; Pagan, J A; Viladrich Grau, M

    1998-01-01

    The 1986 Immigration Reform and Control Act (IRCA) introduced substantial civil and/or criminal penalties to employers who hire illegal workers, with the main goal of reducing the demand for undocumented labor. However, in the interest of addressing certain concerns about the law, the Immigration Act of 1990 was passed to require various branches of the federal government to intensify efforts to disseminate the antidiscrimination provisions of IRCA. The authors studied the earnings gap between Mexican, Hispanic, and non-Hispanic white male workers which resulted from changes in both the wage structure and immigration laws of the 1980s. It appears that Mexican and Hispanic workers were adversely affected by the changes. The analysis of data from the 1980 and 1990 1% Public Use Microdata Samples determined that Mexican and Hispanic labor were adversely affected by the increase in the returns to skills during the 1980s given their relatively lower levels of educational attainment and labor market experience. At-risk workers increased their work effort and level of productivity to reduce the effects of legislation-induced employment losses. Data were also used from the National Longitudinal Survey of Youth and the Equal Employment Opportunity Commission for the period 1983-92.

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

    DEFF Research Database (Denmark)

    Creamer, Cosette; Godzimirska, Zuzanna

    2016-01-01

    ) judicial bodies have relied largely on theoretical or normative priors about what makes these institutions legitimate. In contrast, this paper directly connects the study of courts' legitimating efforts with their effects by empirically mapping how the WTO Dispute Settlement Mechanism's (DSM) exercise......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...

  15. 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

  16. 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.

  17. 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

  18. 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.

  19. 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...... not exist to a final condition in which it is institutionalized. The model addresses the case where the initial catalyst is the formation of an international new venture that is the seed for the birth of the industry. Since both the new venture and the new industry lack cognitive and socio...... building approach, data were collected over an eleven year period via in-depth interviews, participant observations, and unobtrusive data. The study puts forward a process model of new industry legitimation. The model theorizes the process of change from an initial condition in which an industry does...

  20. 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....

  1. 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...

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

    DEFF Research Database (Denmark)

    Olesen, Kristian

    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...... railway and Loop City planning processes together with document analysis of background reports and analyses from the last 10-15 years, the paper investigates to what extent the vision of a Loop City has played an important role in legitimizing the need for a light railway in the outer suburbs...

  3. 41 CFR 60-2.12 - Job group analysis.

    Science.gov (United States)

    2010-07-01

    ... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... responsibilities of the job titles which make up the job group. Similarity of opportunities refers to training... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2...

  4. A future for the doctrine of substantive legitimate expectation? The ...

    African Journals Online (AJOL)

    I consider the implications of the creative approach in KZN JLC for the development of the doctrine of substantive legitimate expectation under administrative law in future. Finally I discuss how the creation of a new legal mechanism to enforce publicly promulgated promises to pay was "subversive of PAJA and the scheme in ...

  5. 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.

  6. 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)

  7. "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…

  8. 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…

  9. Building a Legitimate and Accountable State in South Sudan ...

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

    Building a Legitimate and Accountable State in South Sudan: Political Dimensions Beyond the Comprehensive Peace Accord. Policymakers and researchers believe that inclusive political settlements are vital to avoiding a relapse into violence in conflict-affected and fragile contexts. Despite numerous comparative ...

  10. 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.

  11. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct...... high-skilled jobs. Moreover, start-ups “only” create around half of the surplus jobs, and even less of the high-skilled surplus jobs. Finally, our approach allows us to characterize and identify differences across industries, educational groups and regions....

  12. 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...

  13. 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 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 2002–2007 that identify the start-ups and that 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 in previous studies. Our findings show that although start-ups are responsible for the entire overall net job creation, incumbents account for more than one-third of net job creation...

  14. National HIV treatment guidelines in Tanzania and Ethiopia: are they legitimate rationing tools?

    Science.gov (United States)

    Johansson, K A; Jerene, D; Norheim, O F

    2008-06-01

    To provide an ethical analysis of whether the Ethiopian and Tanzanian national HIV/AIDS treatment guidelines can be considered legitimate and fair rationing tools. Qualitative study and ethical analysis involving guideline documents and interviews with nine key members involved in the development of the guidelines. The analysis followed an editing organising style. The theoretical framework was a guideline-specific framework based on theories of just resource allocation in healthcare and conditions that ensure fair processes in guideline development. According to this framework, legitimate rationing requires reasons for patient selection to be explicit, public and relevant, and decisions must be open to question and revision. The only explicit rationing criteria that both guidelines recommended were clinical antiretroviral treatment indications. Explicit non-clinical rationing criteria were expressed in a separate Ethiopian implementation guideline. Neither of the guideline development processes fully satisfies minimal requirements of procedural fairness. There is a lack of transparency. The reasons for decisions are rarely given and are not publicly available. This reduces the opportunity for public questioning, debate and revisions. The guidelines were based on expert opinion and consensus. Recommendations from the WHO were copied without much discussion, disagreement or adjustment. The two national HIV treatment guidelines discussed are de facto mechanisms for rationing but were developed using methods that do not fully satisfy the requirements of fair processes.

  15. 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...

  16. Workers' intrinsic work motivation when job demands are high : The role of need for autonomy and perceived opportunity for blended working

    NARCIS (Netherlands)

    Van Yperen, Nico W.; Wörtler, Burkhard; de Jonge, Kiki M.M.

    2016-01-01

    Work overload or work pressure may undermine workers' intrinsic motivation. In the present research, we tested the conditions under which this may (not) occur, including the perceived opportunity to blend on-site and off-site working through the effective use of computers and modern information and

  17. Job Satisfaction

    OpenAIRE

    MANDELÍČKOVÁ, Nikola

    2016-01-01

    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...

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

    African Journals Online (AJOL)

    significant relationship between job training and workplace behaviour of employees (r = .648, n= 235, P < .05). The study therefore recommends that employers should assure their employees of their job security, given opportunities for job engagement. Also, employees should be trained to improve their skills and ...

  19. 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…

  20. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

    of congruence between the job and the reward that the job provides.1 Job satisfaction can be viewed in the context of two decisions people make about their work in joining and remaining in the organization (decision to feel belonged) and working hard in pursuit of high levels of task performance (decision to perform).1.

  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. 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...

  3. Legitimation, Kooptation und Repression in der Volksrepublik China

    OpenAIRE

    Goebel, Christian

    2012-01-01

    "This article examines the interaction of legitimation, cooptation, and repression in China's authoritarian consolidation. It shows that the totalitarian regime under Mao Zedong was characterized by a low degree of performance and cooptation and that it had to rely on extreme repression and ideological indoctrination to stay in power. After the death of Mao Zedong, the character of the regime changed markedly. The new elites made sparing use of repression and indoctrination but did not compen...

  4. 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...

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

    DEFF Research Database (Denmark)

    Turcan, Romeo V.

    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...

  6. 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,

  7. 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

  8. 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

  9. 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,…

  10. Legitimate workplace roles and activities for early learners.

    Science.gov (United States)

    Chen, H Carrie; Sheu, Leslie; O'Sullivan, Patricia; Ten Cate, Olle; Teherani, Arianne

    2014-02-01

    Given the calls for earlier student engagement in clinical experiences, educators are challenged to define roles for pre-clerkship students that enable legitimate participation in clinical practice. This study aimed to determine the student roles and activities, as well as the clinic characteristics, that allow early student engagement within a specific clinical experience. The authors conducted semi-structured interviews in December 2011 and January 2012 with a purposive sample of medical student and faculty volunteers at student-run clinics (SRCs). They were asked to discuss and compare student roles in SRCs with those in the core curriculum. An inductive approach and iterative process were used to analyse the interview transcripts. Themes identified from initial open coding were organised using the sensitising concepts of workplace learning and communities of practice and subsequently applied to code all transcripts. A total of 22 medical students and four faculty advisors were interviewed. Thematic analysis revealed pre-clerkship student roles in direct patient care (patient triage, history and physical examinations, patient education, laboratory and immunisation procedures) and in clinic management (patient follow-up, staff management, quality improvement). Students took ownership of patients and occupied central roles in the function of the clinic, with faculty staff serving as peripheral resources. Clinic-related features supporting this degree of legitimate participation included defined scopes of practice, limited presenting illnesses, focused student training, and clear protocols and operations manuals. Pre-clerkship students are capable of legitimately participating in patient care experiences to an extent not usually available to them. The SRC represents one example of how early clinical experiences in the core curriculum might be transformed through the provision of patient care activities of narrow scope. © 2014 John Wiley & Sons Ltd.

  11. 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, job-hunting through the ...

  12. Public Relations and CSR as a Part of Corporate Legitimation

    Directory of Open Access Journals (Sweden)

    Irene Buhăniță

    2015-10-01

    Full Text Available This article provides a review of public relations literature in relation with CSR, through an analysis of academic research done in 1999-2014 period and published in three main scientific journals. The content of this literature shows that researchers looked for new perspectives along the years, broadening Clark’s approach (2000 of communication management to encompass management function and relationship management as well. The findings of the study suggest that the accent on processes may address ethics or legitimation topics in public relation as well as in CSR, because of the improved relationships they can establish between organizations, stakeholders and society.

  13. Institutions and Legitimations in Finance for the Arts

    DEFF Research Database (Denmark)

    Lunde Jørgensen, Ida

    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...... support; the industrial, market, inspired, family, renown, civic, projective, emotional and temporal. Most central to the foundations’ operation are the professional (industrial), artistic (inspired) and civic logics. The thesis shows that the invocations of these logics are highly reflective upon wider...

  14. Benefits of Job Clubs for Executive Job Seekers: A Tale of Hares and Tortoises

    Science.gov (United States)

    Kondo, Christopher T.

    2009-01-01

    This qualitative research study compares the experiences of 2 groups of executive job seekers--job club members and nonmembers--through thematic analysis of open-ended interviews. The findings indicated that job club members benefited from group learning, increased accountability, networking opportunities, emotional support, helping other members,…

  15. 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.

  16. 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.

  17. 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.

  18. 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

  19. Job characteristics and job satisfaction among physicians involved with research in the veterans health administration.

    Science.gov (United States)

    Mohr, David C; Burgess, James F

    2011-08-01

    Research conducted by physicians generates knowledge and has led to important advances and changes in the health care system. Physician retention is a concern facing many health care systems, and job satisfaction and attitudes play a role in retention. This study examined whether physicians who are involved with research have greater job satisfaction and more positive job characteristics perceptions. Cross-sectional analysis examined this research question using a sample of 7,734 physicians across 135 medical centers in the Department of Veterans Affairs (VA) in 2008. Using existing survey results, ratings on job characteristics (job autonomy, skill development opportunities, work and family balance, and performance feedback) and job satisfaction were regressed on research involvement in a multilevel hierarchical generalized linear model. The model controlled for physician-level characteristics and organization-level characteristics related to research activities. Analyses revealed that physicians who spent part of their time involved with research activities were more likely to report favorable job characteristics ratings. Physicians involved with research were also more likely to be satisfied with their job. Physicians who worked in medical centers with greater levels of research funding were more likely to report favorable ratings for job characteristics and job satisfaction. Involvement with research was associated with more favorable job characteristics and job satisfaction perceptions among physicians in VA. Although there is a time and opportunity cost involved with research, medical centers that provide physicians with the opportunity to conduct research may have a more satisfied workforce.

  20. Job Attitudes of Workers with Two Jobs

    Science.gov (United States)

    Zickar, Michael J.; Gibby, Robert E.; Jenny, Tim

    2004-01-01

    This article examines the job attitudes of people who hold more than one job. Satisfaction, stress, and organizational (continuance and affective) commitment were assessed for both primary and secondary jobs for 83 full-time workers who held two jobs concurrently. Consistency between job constructs across jobs was negligible, except for…

  1. Representation, Legitimation, and Autoethnography: An Autoethnographic Writing Story

    Directory of Open Access Journals (Sweden)

    Nicholas L. Holt

    2003-03-01

    Full Text Available The purpose of this article is to critique representation and legitimation as they relate to the peer review process for an autoethnographic manuscript. Using a conversation derived from seven reviewers' comments pertaining to one autoethnographic manuscript, issues relating to (a the use of verification strategies in autoethnographic studies; and, (b the use of self as the only data source are discussed. As such, this paper can be considered as an autoethnographic writing story. The problematic nature of autoethnography, which is located at the boundaries of scientific research, is examined by linking the author's experiences of the review process with dominant research perspectives. Suggestions for investigators wishing to produce autoethnographic accounts are outlined along with a call for the development of appropriate evaluative criteria for such work.

  2. Chronic mentally ill women: emergence and legitimation of program issues.

    Science.gov (United States)

    Bachrach, L L

    1985-10-01

    Program development for chronic mentally ill women is emerging in a climate where more general concerns relating to women's health and mental health are increasingly being examined. Although in the past the special needs of chronic mentally ill women have received scant attention in the professional literature, there is evidence today of a growing commitment to serving this population. The author traces the emergence and legitimation of three specific issues--homelessness, skills training, and family planning--that reflect the complexity of program development for this population. As specific issues in service delivery to chronic mentally ill women come to the fore and move toward relevant solutions, we may anticipate a sharpening of planning concepts. Both male and female chronic mental patients stand to benefit from these developments.

  3. 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.

  4. 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.

  5. Job hazards and job security.

    Science.gov (United States)

    Robinson, J C

    1986-01-01

    This paper studies the link between occupational health hazards and job security. Consistent with the underlying hypothesis that firms utilizing hazardous technologies tend to employ low-skilled workers who can be discharged easily in case of a downturn in business, the analysis indicates that workers in hazardous positions are more likely to face involuntary job loss than are those in safe positions. These workers may be particularly sensitive to political arguments that efforts to reduce exposure to toxins in the workplace and the general environment are responsible for layoffs and plant closures. The paper discusses policy alternatives that could reduce the impact of health regulations on job security.

  6. 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

  7. The principle of legitimate expectations in Dutch constitutional and administrative law

    NARCIS (Netherlands)

    Berge, Gio ten; Widdershoven, R.J.G.M.

    1998-01-01

    “An important function of the law is to provide certainty by making possible legitimate expectations”.1 “The law cannot be based on trust and expectations, however reasonable and fair they may be”.2 These are just two quotations from Dutch literature on the principle of legitimate

  8. 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.

  9. Men's and Women's Definitions of "Good" Jobs.

    Science.gov (United States)

    Tolbert, Pamela S.; Moen, Phyllis

    1998-01-01

    Data from the General Social Survey 1973-94 (n=5,320) on men's and women's preferences for job attributes (short hours, high income, meaningful work, promotion opportunities, job security) show that gender differences have been both stable and limited. There is some evidence that a gender gap in preferences has widened recently among younger…

  10. Opportunities provision for preventing youth gang involvement for children and young people (7-16).

    Science.gov (United States)

    Fisher, H; Montgomery, P; Gardner, F E M

    2008-04-16

    Youth gangs have long been studied in the United States and interest elsewhere is increasing. Many studies document a robust and consistent relationship between gang membership and elevated delinquency. One theory of gang involvement, drawing on anomie and strain theories, proposes that the gang provides a means of fulfilling the economic needs of youth excluded from legitimate labour markets. Opportunities provision is a gang prevention strategy based on this theory and the principle that providing youth with educational and employment opportunities may reduce gang involvement. Common techniques within opportunities provision include tutoring, remedial education, job training, and job placement. To determine the effectiveness of opportunities provision for preventing youth gang involvement for children and young people aged 7 to 16. Electronic searches were conducted of ASSIA, CINAHL, CJA, Cochrane Library, Dissertations Abstracts, EMBASE, ERIC, IBSS, LILACs, LexisNexis Butterworths, MEDLINE, NCJR Service Abstracts Database, PsycINFO, and Sociological Abstracts, to April 2007. Reviewers contacted relevant organisations, individuals and list-servs and searched pertinent websites and reference lists. All randomised controlled trials or quasi-randomised controlled trials of interventions that have opportunities provision as the majority component, delivered to children and youths aged 7 to 16 not involved in a gang, compared to any other or no intervention. Searches yielded 2,696 unduplicated citations. 2,676 were excluded based on title and abstract. Two were excluded based on personal communication with study authors. Full-text reports for 18 citations were retrieved. 16 were excluded because they were not evaluations, did not address a gang prevention programme, did not include gang-related outcomes, did not include opportunities provision intervention components, or presented preliminary findings for outcomes reported in another citation. The remaining two

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

    Directory of Open Access Journals (Sweden)

    Klas Grinell

    2015-04-01

    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?

  12. Legitimizing Private Actors in Global Governance: From Performance to Performativity

    Directory of Open Access Journals (Sweden)

    Elke Krahmann

    2017-03-01

    Full Text Available Global governance is frequently criticised because of major legitimacy deficits, including lack of public accountability and democratic control. Within this context, questions about the legitimacy of non-state governance actors, such as non-governmental organizations, transnational corporations and private security companies, are neither an exception nor a surprise. Many actors have, therefore, turned to the measurement of performance, defined as publicly beneficial outcomes, in order to gain legitimacy. However, the rise of performance assessments as legitimizing practice is not without problems. Taking global security and health interventions as examples, this article contends that the immaterial, socially constructed and inherently contested nature of such public goods presents major obstacles for the assessment of performance in terms of observable, measurable and attributable outcomes. Performance is therefore frequently replaced by performativity, i.e. a focus on the repetitive enactment of specific forms of behaviour and capabilities, which are simply equated with the intended results. The implications for how global public goods are conceptualized and, ultimately, implemented are profound.

  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. 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...

  15. Operation Job Start. Final Report.

    Science.gov (United States)

    Human Development and Education Corp., Patterson, NJ.

    Operation Job Start is an experimental project which seeks to reconcile the opposing attitudes of unemployed youth, who feel that no meaningful employment opportunities exist for them, and the employers who believe that these youth would not make good employees. In order to bring the two groups together, four major areas are emphasized: (1)…

  16. Job Prospects for Petroleum Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1988-01-01

    Describes petroleum engineering as one area in industry where job opportunities are few but where the worst of the declines has been seen. Discusses the causes of the decline. Lists several areas where petroleum engineers have found alternatives including environmental projects, water supply projects, and computer applications. (CW)

  17. Tomorrow's Jobs

    Science.gov (United States)

    Today's Education, 1972

    1972-01-01

    Synopsis of Department of Labor projections for coming decade shows continuing growth in professional, service, clerical, sales employment, slower growth rate for craftsmen, mechanics, managers and proprietors with relatively same demand for semi-skilled, laborers and farmers. By 1980 labor force and job seekers will increase approximately 17…

  18. Job autonomy and job satisfaction: new evidence

    OpenAIRE

    J Taylor; S Bradley; A N Nguyen

    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, ...

  19. 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 ...

  20. 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.

  1. 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.

  2. 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...... talk happens at a microlevel and is used as a particular mode of strategic communication....

  3. 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

  4. 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

  5. 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.

  6. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    job satisfaction. The job demand resource model was used to characterize working conditions by two categories: job demands and job resources. Job demands refer to organizational, physical, psychological or social characteristics of work environment, demanding one's time and cognitive or physical efforts.(5) Examples of ...

  7. Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

    Science.gov (United States)

    Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

    2017-09-01

    To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well

  8. 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.

  9. 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)

  10. Job Satisfaction and Stress.

    Science.gov (United States)

    Davis, F. William

    1981-01-01

    Sources of job satisfaction and job related stress among public school physical educators are examined. Recommended techniques are offered for physical education administrators to reduce their employees' job-related stress and to improve the quality of worklife. (JN)

  11. 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 ...

  12. 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.

  13. 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.

  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. 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.

  16. 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.

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. Radioisotopes "economy of promises": on the limits of biomedicine in public legitimization of nuclear activities.

    Science.gov (United States)

    Boudia, Soraya

    2009-01-01

    This paper aims to examine the rise and the fall of biomedicine in the public legitimization of the development of nuclear energy. Until the late 1950s, biological and medical applications of radioisotopes were presented as the most important successes of the peaceful uses of atomic energy. I will argue that despite the major financial investment, the development of the uses of radioisotopes and their important impact on biology and clinical practices, the assessment of medical uses remained relatively limited. As consequence, the place of biomedicine in the public legitimization of financial investment and civilian uses of nuclear energy began to decline from the late 1950s.

  2. 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…

  3. 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.

  4. Low Job Satisfaction Among Physicians in Egypt

    Directory of Open Access Journals (Sweden)

    Amira Gamal Abdel-Rahman

    2008-04-01

    Full Text Available AIM/BACKGROUND: Physician’s job satisfaction is a cornerstone for improving the quality of health care, and its continuity. To identify the extent of job satisfaction and explain its main components among physicians, together with finding out the main indicators for job satisfaction. METHODS: We randomly selected physicians from the Egyptian Ministry of Health and Population Hospitals. All participants were asked to fill a self administrated questionnaire which included data pertaining socio-demographic characteristics and job satisfaction regarding salaries/incentives, monitoring, administration system, management, career satisfaction, relationship with colleagues, social support, opportunities for promotion, and job responsibilities. Satisfied was defined as satisfaction of>60%. RESULTS: Two hundred and thirty eight physicians participated in this study; with mean age of 37.1+ 9.4 years, and 70.2% were males. Only 42.9% of the physicians’ reported job satisfaction. Relationship with colleagues was the most important component of satisfaction with mean of 81.3+19.6 while, salaries/incentives were the least one with mean of 16.2+ 14. The overall current satisfying domains were not significantly associated with marital status or educational level, however it was significantly associated with specialty. Neither age nor gender was significantly associated with the degree of job satisfaction. CONCLUSION: Our results call for paying more attention to improve physicians’ job satisfaction in Egypt, to meet needed higher standards in health care. [TAF Prev Med Bull. 2008; 7(2: 91-96

  5. 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

  6. 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

  7. 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 ...

  8. 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...

  9. Legalization, Expertise, and Participation: Strategies of Compensatory Legitimation in Educational Policy.

    Science.gov (United States)

    Weiler, Hans N.

    1983-01-01

    Shows how the concept of legitimacy and, in particular, the theoretical construct of compensatory legitimation as a determinant of policy strategies may be useful for the comparative analysis of educational policy in advanced capitalist societies. Uses examples of educational policy in the Federal Republic of Germany and the United States. (BRR)

  10. 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…

  11. Central Practitioners' Developing Legitimate Peripheral Participation in a Community of Practice for Changing Schools

    Science.gov (United States)

    Woo, David James

    2015-01-01

    As new technologies continue to shape society, there has been a greater need for communities of practice to facilitate changing teaching and learning practices through technology in schools. Legitimate peripheral participation through these communities of practice has become an essential means to spread and support this technology integration…

  12. 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…

  13. 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...

  14. Health librarians: developing professional competence through a 'legitimate peripheral participation' model.

    Science.gov (United States)

    Clarke, Sara; Thomas, Zoe

    2011-12-01

    This feature considers the legitimate peripheral participation model in developing professional competencies in health librarianship. It is described how this model was used in the development of a framework for mapping and recognising the competencies gained by new health librarians at the Royal Free Hospital Medical Library. HS. © 2011 The authors. Health Information and Libraries Journal © 2011 Health Libraries Group.

  15. 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.

  16. "I Don't Want to Hear That!": Legitimating Whiteness through Silence in Schools

    Science.gov (United States)

    Castagno, Angelina E.

    2008-01-01

    In this article, I examine the ways in which silences around race contribute to the maintenance and legitimation of Whiteness. Drawing on ethnographic data from two demographically different schools, I highlight patterns of racially coded language, teacher silence, silencing students' race talk, and the conflating of culture with race, equality…

  17. 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

  18. The Evolution of the Quality Agenda in Higher Education: The Politics of Legitimation

    Science.gov (United States)

    Filippakou, Ourania

    2017-01-01

    Taking the evolution of the quality agenda in the UK as its centrepiece, this article analyses the politics of legitimation accompanying the emergence of quality assurance and the contribution of quality enhancement to the power play therein. This article argues that over the last 25 years the quality agenda has been used as a proxy--a state…

  19. Job Satisfaction: An Imperative for the Coming Teacher Shortage.

    Science.gov (United States)

    Shreeve, William C.; And Others

    1988-01-01

    Discusses the importance of teachers' job satisfaction in light of a teacher shortage. Recommends ways in which principals, school districts, education schools, and teachers can collaborate to provide opportunities for teacher satisfaction. (RJC)

  20. 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...

  1. [Psychological Distress and Acceptance of Violence Legitimizing Masculinity Norms among Adolescents].

    Science.gov (United States)

    Klein, Eva M; Wölfling, Klaus; Beutel, Manfred E; Dreier, Michael; Müller, Kai W

    2017-04-01

    The proportion of adolescent migrants in Germany aged 15-20 years has risen to about 29.5% in 2014 according to Federal census statistics. The purpose of the current study was to describe and to compare the psychological strains of adolescent 1 st and 2 nd generation migrants with non-migrants in a representative school survey. Acceptance of violence legitimizing masculinity norms was explored and its correlation with psychological strain was analyzed. Self-reported data of psychological strain (internalizing and externalizing problems) and acceptance of violence legitimizing masculinity were gathered among 8 518 pupils aged 12-19 years across different school types. Among the surveyed adolescents, 27.6% reported a migration background (5.8% 1 st generation migrants; 21.8% 2 nd generation migrants). Particularly 1 st generation migrants scored higher in internalizing and externalizing problems than 2 nd generation migrants or non-migrants. The differences, however, were small. Adolescents with migration background suffered from educational disadvantage, especially 1 st generation migrants. Male adolescents reported significantly higher acceptance of violence legitimizing masculinity norms than their female counterparts. Strong agreement with the measured concept of masculinity was found among pupils of lower secondary school and adolescents reported regularly tobacco and cannabis consumption. The acceptance of violence legitimizing masculinity norms was greater among migrants, particularly 1 st generation migrants, than non-migrants. Overall, high acceptance of violence legitimizing masculinity norms was related to externalizing problems, which can be understood as dysfunctional coping mechanisms of social disadvantage and a lack of prospects. © Georg Thieme Verlag KG Stuttgart · New York.

  2. Better jobs for Asia | IDRC - International Development Research ...

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

    2018-03-02

    Mar 2, 2018 ... Asian economies are rapidly transforming from East to West, creating jobs for a growing population of young workers. But can working conditions keep pace? IDRC-supported research is building an evidence base that shows how creating better job opportunities can go hand in hand with sustaining growth.

  3. 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.

  4. Reclaim your job.

    Science.gov (United States)

    Ghoshal, Sumantra; Bruch, Heike

    2004-03-01

    Ask most managers what gets in the way of their success, and you'll hear the familiar litany of complaints: Not enough time. Limited resources. No clear sense of how their work fits into the grand corporate scheme. These are, for the most part, excuses. What really gets in the way of managers' success is fear of making their own decisions and acting accordingly. Managers must overcome the psychological desire to be indispensable. In this article, the authors demonstrate how managers can become more productive by learning to manage demands, generate resources, and recognize and exploit alternatives. To win the support they want, managers must develop a long-term strategy and pursue their goals slowly, steadily, and strategically. To expand the range of opportunities, for their companies and themselves, managers must scan the environment for possible obstacles and search for ways around them. Fully 90% of the executives the authors have studied over the past few years wasted their time and frittered away their productivity, despite having well-defined projects, goals, and the necessary knowledge to get their jobs done. Such managers remain trapped in inefficiency because they assume they do not have enough personal discretion or control. They forget how to take initiative--the most essential quality of any truly successful manager. Effective managers, by contrast, are purposeful corporate entrepreneurs who take charge of their jobs by developing trust in their own judgment and adopting long-term, big-picture views to fulfill personal goals that match those of the organization.

  5. 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

  6. 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.

  7. Opportunity Design

    DEFF Research Database (Denmark)

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

    2013-01-01

    Entrepreneurship is about transforming novel ideas into future business, but it requires an entrepreneurial opportunity to be exploited via an effective strategic and organizational design. While the entrepreneurship literature says much about how to implement and organize new opportunities...... in a market setting (the back-end of entrepreneurial processes), it pays less attention to how entrepreneurs purposely design opportunities (the front-end of entrepreneurial processes). Drawing on methods and processes from the creative design literature, the paper introduces a framework of “opportunity...... 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...

  8. 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

  9. 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.

  10. 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.

  11. 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)

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

    Science.gov (United States)

    Schmidt, Steven W.

    2007-01-01

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

  13. 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

  14. Bangladesh Jobs Diagnostic

    OpenAIRE

    Farole, Thomas; Cho, Yoonyoung

    2017-01-01

    This Jobs Diagnostic presents the characteristics and constraints of the labor market in Bangladesh, identifies the objectives of the jobs agenda, and proposes a policy framework to progress toward them. This multisectoral diagnostic assesses the relationships between supply- and demand-side factors that interact to determine job creation, quality, and inclusion outcomes. Understanding the...

  15. Practical job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1998-01-01

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

  16. 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...

  17. 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.

  18. 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.

  19. [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.

  20. 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?

  1. Legitimizing policies

    DEFF Research Database (Denmark)

    Jørgensen, Martin Bak

    2012-01-01

    , political and economic rights, of moral obligations, of sovereignty, and of equity, as well as of how to define target groups and legal and categorical statuses into the debates. Having a backdrop in the theoretical framework of Carol Bacchi, Anne Schneider and Helen Ingram and Giorgio Agamben, this article...

  2. Crisis of youth or youth in crisis? Education, employment and legitimation crisis

    OpenAIRE

    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 people classified as NEET (not in education, employment or training), or at risk of becoming so to challenge dominant discourses about youth unemploymen...

  3. Market Legitimacy: An Investigation into the Legitimation of Hispanic Cultural Markets

    OpenAIRE

    Ruvalcaba, Cecilia

    2015-01-01

    This study explores the processes involved in the evolution of cultural markets as legitimate institutional arrangements in the context of the U.S. Hispanic market. This research consists of a historical analysis of newspaper articles from 1984 to 2010 in the Wall Street Journal and USA Today in order to obtain a view of the processes involved in the evolution of the Hispanic market as a viable entity. The research uncovers the industry, marketing and societal processes which contribute to t...

  4. 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.

  5. Legitimizing the Educational Experience in the context of the Didactic Methodology

    OpenAIRE

    Marius-Costel ESI

    2010-01-01

    The didactic methodology reminds of the idea of an efficient functioning of the education process. In this way, the systemic perspective of the didactic methodology illustrates the way in which the educational experience transposed at the level of the teaching-learning-evaluating activity. Thus, the didactic courses of action initiated in the context of the educational reality emphasize an image that legitimizes the experience of learning itself in general. Therefore, from a pragmatic perspec...

  6. The Political Opportunity of the Outsider

    DEFF Research Database (Denmark)

    Lubinski, Christina

    This paper examines the political strategies of two German firms—Siemens and I.G. Farben—in interwar India as a way to consider how multinational enterprises (MNEs) deal with political risk. The interwar period was characterized by rising political risks throughout the global economy, as conflicts...... contexts but actively shaping political identities and processes of legitimization. This paper uses this case to argue for a rethink of political risk in international business, to regard it as a source of political opportunities that multinationals can capitalize on, and not exclusively as a source...

  7. Job turnover and regional attrition among physiotherapists in northern Ontario.

    Science.gov (United States)

    Noh, S; Beggs, C E

    1993-01-01

    Results of an initial study indicated that the most significant factor affecting retention for Physiotherapists in Northern Ontario was perceived opportunity for career development. A follow-up study was completed two years later to determine: 1) actual job turnover and regional attrition among physiotherapists in Northern Ontario; and 2) the predictive validity of variables identified in the first study regarding job turnover and regional attrition. Job turnover occurred in 29.5% of those sampled and the regional attrition rate was 12%. Discriminant function analysis revealed factors affecting job turnover and regional attrition including professional experience, practice location, opportunity for career development and size of community of residence. Based on previous intention, indicated by participants, follow-up revealed that the initial study correctly predicted 77.5% of those who changed their jobs and 74.1% of those who left Northern Ontario. Identified factors provide direction for the development of strategies for recruitment and retention of physiotherapists.

  8. 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.

  9. A Reciprocal Turn in Criminal Justice? Shifting Conceptions of Legitimate Authority

    Directory of Open Access Journals (Sweden)

    Ferry de Jong

    2013-01-01

    Full Text Available The past decade has seen the rise of a fierce, ongoing controversy concerning the authority of criminal courts and the legitimacy of the criminal justice system as such. This article aims to provide some much needed conceptual clarity regarding the primal subjects under discussion: To what do we actually refer when we are using the words 'authority' and 'legitimacy'? What is 'legitimate authority'? For an answer to this question, reference is made to a number of theoretical developments within (political philosophy. The article investigates how developments within the doctrines of the general part of substantive criminal law are related to shifting contemporary views on the general conditions for a legitimate exercise of practical authority. An account of a number of interlocking developments within the doctrinal system of Dutch substantive criminal law serves as a starting point for the subsequent inquiry. It is argued that these developments exemplify shifts in the way authority is distributed over various agents involved in criminal proceedings. It is further argued that these shifts in the distribution of authority parallel notable movements within the philosophical literature on the concept of legitimate authority, that is: a movement from a rationalistic and top-down approach toward a reciprocal, bottom-up approach.

  10. A Study of Job Satisfaction - Comparison between the Auditors of Supreme Audit Court and CPAs. An Iranian evidence

    Directory of Open Access Journals (Sweden)

    Mahdi Salehi

    2013-06-01

    Full Text Available In the current study, the job satisfaction of the auditors from the supreme audit court and from CPAs in Iran has been compared in terms of welfare factors, development and promotion opportunities, innovation and creativity possibility, manager and colleague behaviour, job security and passing services. Research findings show that job satisfaction of CPAs depends on the promotion and development opportunities, passing services, on the job training and its quality, on the creativity and innovation possibilities and on job diversity. The results illustrates that there is no meaningful differences in terms of welfare factors, manager and colleague behaviour, job security and social position.

  11. 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

  12. Estimating job runtime for CMS analysis jobs

    CERN Document Server

    Sfiligoi, Igor

    2013-01-01

    The basic premise of pilot systems is to create an overlay scheduling system on top of leased resources. And by definition, leases have a limited lifetime, so any job that is scheduled on such resources must finish before the lease is over, or it will be killed and all the computation wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the CMS Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  13. A multidisciplinary conceptualization of conservation opportunity.

    Science.gov (United States)

    Moon, Katie; Adams, Vanessa M; Januchowski-Hartley, Stephanie R; Polyakov, Maksym; Mills, Morena; Biggs, Duan; Knight, Andrew T; Game, Edward T; Raymond, Christopher M

    2014-12-01

    An opportunity represents an advantageous combination of circumstances that allows goals to be achieved. We reviewed the nature of opportunity and how it manifests in different subsystems (e.g., biophysical, social, political, economic) as conceptualized in other bodies of literature, including behavior, adoption, entrepreneur, public policy, and resilience literature. We then developed a multidisciplinary conceptualization of conservation opportunity. We identified 3 types of conservation opportunity: potential, actors remove barriers to problem solving by identifying the capabilities within the system that can be manipulated to create support for conservation action; traction, actors identify windows of opportunity that arise from exogenous shocks, events, or changes that remove barriers to solving problems; and existing, everything is in place for conservation action (i.e., no barriers exist) and an actor takes advantage of the existing circumstances to solve problems. Different leverage points characterize each type of opportunity. Thus, unique stages of opportunity identification or creation and exploitation exist: characterizing the system and defining problems; identifying potential solutions; assessing the feasibility of solutions; identifying or creating opportunities; and taking advantage of opportunities. These stages can be undertaken independently or as part of a situational analysis and typically comprise the first stage, but they can also be conducted iteratively throughout a conservation planning process. Four types of entrepreneur can be identified (business, policy, social, and conservation), each possessing attributes that enable them to identify or create opportunities and take advantage of them. We examined how different types of conservation opportunity manifest in a social-ecological system (the Great Barrier Reef) and how they can be taken advantage of. Our multidisciplinary conceptualization of conservation opportunity strengthens and

  14. Job-related motivational factors among Malaysian employees.

    Science.gov (United States)

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

    This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

  15. 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…

  16. Are healthcare middle management jobs extreme jobs?

    Science.gov (United States)

    Buchanan, David A; Parry, Emma; Gascoigne, Charlotte; Moore, Cíara

    2013-01-01

    The purpose of this paper is to explore the incidence of "extreme jobs" among middle managers in acute hospitals, and to identify individual and organizational implications. The paper is based on interviews and focus groups with managers at six hospitals, a "proof of concept" pilot with an operations management team, and a survey administered at five hospitals. Six of the original dimensions of extreme jobs, identified in commercial settings, apply to hospital management: long hours, unpredictable work patterns, tight deadlines with fast pace, broad responsibility, "24/7 availability", mentoring and coaching. Six healthcare-specific dimensions were identified: making life or death decisions, conflicting priorities, being required to do more with fewer resources, responding to regulatory bodies, the need to involve many people before introducing improvements, fighting a negative climate. Around 75 per cent of hospital middle managers have extreme jobs. This extreme healthcare management job model was derived inductively from a qualitative study involving a small number of respondents. While the evidence suggests that extreme jobs are common, further research is required to assess the antecedents, incidence, and implications of these working practices. A varied, intense, fast-paced role with responsibility and long hours can be rewarding, for some. However, multi-tasking across complex roles can lead to fatigue, burnout, and mistakes, patient care may be compromised, and family life may be adversely affected. As far as the authors can ascertain, there are no other studies exploring acute sector management roles through an extreme jobs lens.

  17. 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

  18. Cultural Mediators Seduced by Mad Men::How cultural journalists legitimized a quality TV series in the Nordic Region

    OpenAIRE

    Kristensen, Nete Nørgaard; Hellman, Heikki; Riegert, Kristina

    2017-01-01

    Based on theories about the role of cultural mediators in cultural production and using the TV series Mad Men as a case, this article investigates how cultural journalists in the Nordic countries have contributed to legitimizing “quality TV series” as a worthy field of aesthetic consumption. Key analytical points are as follows: (1) cultural journalists legitimize Mad Men’s quality by addressing aspects internal (aesthetic markers) and aspects external (culture industry markers) to the series...

  19. The Institute of Legitimation of Possession in The New Pará Lands Law N ° 7289/2009

    Directory of Open Access Journals (Sweden)

    Flavio Ricardo Albuquerque Azevedo

    2016-10-01

    Full Text Available This article analyzes the Institute of Legitimation of Possession, as a form of public land acquisition in the State of Pará and investigates the applicable regulations, since the State Law of Para n. 7.289 / 2009 established the legitimacy as a mean of public land alienation, without expressly mentioning the State Decree no. 1054/1996, which declared the forfeiture of the possession of records made before the state land agencies, whose areas were not legitimized.

  20. The Institute of Legitimation of Possession in The New Pará Lands Law N ° 7289/2009

    OpenAIRE

    Azevedo, Flavio Ricardo Albuquerque; da Fonseca, Luciana Costa

    2016-01-01

    This article analyzes the Institute of Legitimation of Possession, as a form of public land acquisition in the State of Pará and investigates the applicable regulations, since the State Law of Para n. 7.289 / 2009 established the legitimacy as a mean of public land alienation, without expressly mentioning the State Decree no. 1054/1996, which declared the forfeiture of the possession of records made before the state land agencies, whose areas were not legitimized.

  1. Wedded to the job: moderating effects of job involvement on the consequences of job insecurity.

    Science.gov (United States)

    Probst, T M

    2000-01-01

    Two hundred eighty-three public-sector employees experiencing a workplace reorganization completed surveys assessing the relationships between job involvement and job insecurity on self-report measures of psychological, behavioral, and physical outcomes. Using C. L. Hulin's (1991) job adaptation theory, differential predictions were made regarding the specific outcomes of job insecurity for high job involvement versus low job involvement employees. Results indicate that employees who were highly invested in their jobs were most adversely affected by job insecurity. Specifically, they reported more negative job attitudes, more health problems, and a higher level of psychological distress than their less involved counterparts when they perceived their jobs to be threatened.

  2. 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...

  3. Low Job Satisfaction Among Physicians in Egypt

    Directory of Open Access Journals (Sweden)

    Amira Gamal Abdel-Rahman

    2008-04-01

    Full Text Available AIM/BACKGROUND: Physician’s job satisfaction is a cornerstone for improving the quality of health care, and its continuity. To identify the extent of job satisfaction and explain its main components among physicians, together with finding out the main indicators for job satisfaction. METHODS: We randomly selected physicians from the Egyptian Ministry of Health and Population Hospitals. All participants were asked to fill a self administrated questionnaire which included data pertaining socio-demographic characteristics and job satisfaction regarding salaries/incentives, monitoring, administration system, management, career satisfaction, relationship with colleagues, social support, opportunities for promotion, and job responsibilities. Satisfied was defined as satisfaction of>60%. RESULTS: Two hundred and thirty eight physicians participated in this study; with mean age of 37.1+ 9.4 years, and 70.2% were males. Only 42.9% of the physicians’ reported job satisfaction. Relationship with colleagues was the most important component of satisfaction with mean of 81.3+19.6 while, salaries/incentives were the least one with mean of 16.2+ 14. The overall current satisfying domains were not significantly associated with marital status or educational level, however it was significantly associated with specialty. Neither age nor gender was significantly associated with the degree of job satisfaction. CONCLUSION: Our results call for paying more attention to improve physicians’ job satisfaction in Egypt, to meet needed higher standards in health care. [TAF Prev Med Bull 2008; 7(2.000: 91-96

  4. Job security and job satisfaction among Greek fitness instructors.

    Science.gov (United States)

    Koustelios, Athanasios; Kouli, Olga; Theodorakis, Nicholas

    2003-08-01

    In analyzing the relation between job satisfaction and job security, a sample of 97 Greek fitness instructors, 18 to 42 years of age, showed statistically significant positive correlations between job security and job satisfaction (pjob security was correlated with pay .54, promotion .43, job itself .41, and the organization as a whole .43.

  5. Job stress and job involvement of professionals and ...

    African Journals Online (AJOL)

    Job stress and job involvement of professionals and paraprofessionals in academic libraries: A case study of University of Ibadan, Nigeria and Obafemi Awolowo ... between job stress and job involvement of library professionals and Para profe ssionals, no significant difference in job involvement of professionals and Para ...

  6. Does Technology Create Jobs?

    OpenAIRE

    Henderson, David R.; Krugman, Paul

    1997-01-01

    Two leading economists, MIT's Paul Krugman and the Hoover Institution's David R. Henderson, debate whether jobs lost to technology are met by a net increase in jobs elsewhere in a more productive economy. Krugman, a noted liberal, says maybe in the long run, but for now ordinary workers see their wages falling. Henderson, a conservative, says that the problem is not the elimination of jobs through technology but a workforce with inadequate skills.

  7. Declining job security

    OpenAIRE

    Robert G. Valletta

    1998-01-01

    Although common belief and recent evidence point to a decline in "job security," the academic literature to date has been noticeably silent regarding the behavioral underpinnings of declining job security. In this paper, I define job security in the context of implicit contracts designed to overcome incentive problems in the employment relationship. Contracts of this nature imply the possibility of inefficient separations in response to adverse shocks, and they generate predictions concerning...

  8. 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...

  9. Career Opportunities in Science and Technology. LC Science Tracer Bullet.

    Science.gov (United States)

    Cadoree, Michelle, Comp.

    This guide is intended for those who wish to investigate career possibilities and opportunities in science and technology. Sources providing descriptions of jobs and careers in these areas, and training and courses of study required, the potential job markets, and the rewards that are possible in choosing such a career are given. This Tracer…

  10. 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…

  11. 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.

  12. 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.

  13. 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.

  14. The Relationship between Job Involvement, Job Satisfaction and Organizational Factors.

    Science.gov (United States)

    Porat, A. Ben

    1979-01-01

    The relationship between job involvement and satisfaction in white collar employees of an industrial organization in Israel was studied. Job involvement was related significantly to job satisfaction; however, the relationship was mediated by organizational factors. (Author/BEF)

  15. Life and Job Satisfaction: Is the Job Central?

    Science.gov (United States)

    Schmitt, Neal; Mellon, Phyllis M.

    1980-01-01

    The nature of the causal relationship between life and job satisfaction in males and females working in a variety of jobs was investigated. Results suggest that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse. (Author)

  16. 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

  17. Job characteristics: their relationship to job satisfaction, stress and depression

    OpenAIRE

    Steyn, Renier; Vawda, Naseema

    2014-01-01

    This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task signi...

  18. 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…

  19. 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 know when ... effects of stress at work. Effectively coping with job stress can benefit both your professional and personal ...

  20. 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...

  1. 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

    2015-06-01

    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. © The American Society of Tropical Medicine and Hygiene.

  2. 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.

  3. Is Contact with Children Related to Legitimizing Beliefs Toward Sex with Children Among Men with Pedophilia?

    Science.gov (United States)

    Geradt, Max; Jahnke, Sara; Heinz, Julia; Hoyer, Jürgen

    2018-02-01

    Among pedophilic men, social contact with children has been discussed as creating a risk situation for sexual abuse. Also, pedophilic men searching for such contact are seen as harboring more beliefs legitimizing sexual contact with children. However, social contact may also decrease false beliefs. We tested these competing views in an anonymous Internet survey with a non-forensic, non-clinical sample of 104 self-classified pedophilic men. Results showed that both increased social and physical contact were significantly linked to fewer legitimizing beliefs toward sex with children, even when controlling for past psychotherapy, educational level, social desirability, and age. Controlling for previous conviction for child sexual offenses reduced the effect for physical contact, but not for social contact. Exploratory analyses showed that either type of contact had no significant effect on total self-perceived risk of offending. However, pedophilic men with physical contact with children perceived a higher risk of more direct (i.e., child abuse) than indirect offenses (i.e., child pornography offenses) compared to pedophilic men without physical contact. Despite limitations of the correlational design and the only small to moderate effects, the results challenge the assumption that complete avoidance of contact with children is necessary for persons with pedophilia to reduce the risk of abusive behavior.

  4. 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...

  5. 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...

  6. 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 heterogeneous 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 we...

  7. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    2008-01-01

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JSpreferences 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 wea...

  8. 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.

  9. 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.

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

    Science.gov (United States)

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

    2013-01-01

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

  11. Job Satisfaction Among Gerontological Social Workers in Ontario, Canada.

    Science.gov (United States)

    Simons, Kelsey; An, Sofiya

    2015-01-01

    Little is known about job satisfaction among Canada's social work workforce in aging, although social workers remain a key component of interdisciplinary care in health and social service settings. This study begins to address this gap in knowledge by examining individual, interpersonal, and job-design factors influencing the job satisfaction of gerontological social workers in Ontario. Data were collected via two online surveys with a sample drawn from the Ontario Association of Social Workers' membership list (N = 104). A multiple regression model explained 37% of the variance in job satisfaction, F = 5.47[10, 93], p job satisfaction, advancing promotional opportunities for social work clinicians, and providing educational and clinical supports to clinicians.

  12. 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...

  13. 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.

  14. 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…

  15. 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 ...

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

    African Journals Online (AJOL)

    North–West geo–political zone of Nigeria should implement work motivational strategies such as good salary package, regular staff training and development, job security and provision of adequate working materials to enhance job involvement of the respondents. KEYWORDS: Job Involvement; Job Satisfaction; Motivation; ...

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

    African Journals Online (AJOL)

    Background: The relationship that exists between job stress and job satisfaction has been investigated across several professional groups. Aim: The study assessed the job satisfaction, perception of job stress and psychological morbidity among journalists in a state in the Southern part of Nigeria. Methods: The ...

  18. [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

  19. Decommissioning and jobs

    International Nuclear Information System (INIS)

    John, B.S.

    1990-01-01

    One aspect of the decommissioning web is its effect on socioeconomics, particularly jobs. What will reactor retirement mean to jobs, especially in rural communities where power plant operations may be the most reliable and dominant source of direct and indirect employment in the area? The problems which any plant closure produces for job security are generally understood, but the decommissioning of nuclear power plants is different because of the residual radioactivity and because of the greater isolation of the power plant sites. For example, what will be the specific employment effects of several possible decommissioning scenarios such as immediate dismantlement and delayed dismantlement? The varying effects of decommissioning on jobs is discussed. It is concluded that the decommissioning of nuclear power plants in some areas such as Wales could bring benefits to the surrounding communities. (author)

  20. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    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...... 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...... status and earnings. While our treatment yields overall positive effects, these tend to be concentrated among job seekers who are at risk of being unemployed for an extended period of time. Specifically, the treatment effects in our overall sample are moderately positive but mostly insignificant...

  1. Management job ads

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2014-01-01

    The article asks whether it is not the responsibility of corporations to address the issue of women being underrepresented in Danish management jobs. In other words, it is argued that corporations should be encouraged to engage more actively in the recruitment of both men and women for management...... 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...

  2. UNIVERSITY, RELIGION AND THE COMPANIES: A STUDY OF RELIGIOUS LEGITIMATION LOGIC OF CAPITAL IN HIGHER EDUCATION

    Directory of Open Access Journals (Sweden)

    Evandro Ricardo Guindani

    2014-06-01

    Full Text Available This work results from a study at the doctoral level who investigated how the university helps to legitimize the logic of capital, through research in religious studies. Seven dissertations produced in two Brazilian universities were analyzed. While focusing on the creation of this issue today, we have not lost sight of how, since the Middle Ages, theology was used by the nobility and the clergy, preceding or current way of announcing the appropriation of this knowledge by the hegemonic class. Detected in the current context or a resumption of the tightening relationship between religion and market mediation University, now no longer in the service of the nobility and the clergy, but of entrepreneurs.

  3. 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.

  4. 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".

  5. "An object of vulgar curiosity": legitimizing medical hypnosis in Imperial Germany.

    Science.gov (United States)

    Wolffram, Heather

    2012-01-01

    During the late nineteenth and early twentieth centuries, German medical hypnotists sought to gain a therapeutic and epistemological monopoly over hypnosis. In order to do this, however, these physicians were required to engage in a complex multi-dimensional form of boundary-work, which was intended on the one hand to convince the medical community of the legitimacy and efficacy of hypnosis and on the other to demarcate their use of suggestion from that of stage hypnotists, magnetic healers, and occultists. While the epistemological, professional, and legal boundaries that medical hypnotists erected helped both exclude lay practitioners from this field and sanitize the medical use of hypnosis, the esoteric interests, and sensational public experiments of some of these researchers, which mimicked the theatricality and occult interests of their lay competitors, blurred the distinctions that these professionals were attempting to draw between their "legitimate" medical use of hypnosis and the "illegitimate" lay and occult use of it.

  6. 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.

  7. 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.

  8. Legitimate family violence as represented in the print media: textual analysis.

    Science.gov (United States)

    Redman, Susan; Taylor, Julie

    2006-10-01

    This paper reports a study of how issues around the use of smacking by parents are represented in the print media. Our purpose was not to state a case for or against the use of smacking. Rather, within the contemporary social context we sought to answer the question, 'Why is smacking considered to be a legitimate part of parenting in the United Kingdom?' Although a number of government proposals aiming to ban the use of smacking by parents have been presented in the United Kingdom parliament and Scottish Executive, current legislation allows parents to use this form of physical discipline as long as it does not result in physical injury to the child. For the purposes of this discussion, smacking is considered as a social phenomenon rather than an activity simply to be favoured or to be opposed. A sample of 244 articles from five different United Kingdom newspapers was examined during 2004. Schema analysis that drew upon semiotics was used to analyse these print media representations about the use of legitimate violence by parents towards children. Newspaper reportage about the parental use of physical discipline has increased over the past 20 years. Only one newspaper (The Independent) published on this topic prior to 1994. The discourse about the use of physical discipline by parents has changed over time from one that focuses on the effectiveness of smacking to one that about the human rights of the child. The main themes identified in the print media discourse were the rights of the child, the effectiveness of smacking, long-term effects and consequences, and the role of the state. Media texts can influence and reinforce social dimensions of the label. The beliefs and attitudes of healthcare professionals and parents about smacking may be influenced by such representations.

  9. Legitimering gjennom (selektiv felles fortid: russisk bruk av historie i Ukraina-konflikten

    Directory of Open Access Journals (Sweden)

    Minda Holm

    2016-12-01

    Full Text Available Abstract: Legitimation Through a (Selective Shared Past: Russia's Use of History in the Conflict in UkraineHow has Russia used history to justify its actions in the conflict in Ukraine? Through an analysis of official statements of the Ministry of Foreign Affairs, as well as speeches and remarks by Putin, this article argues that history has played an important but varying role in official rhetoric. With Crimea, the emphasis was on the ‘sanctity’ of the territory for Russian Orthodox identity, drawing on history dating back to the baptism of Prince Vladimir in 10th century AC. The shared past of the two states has not been as central in official Russian policy justification regarding Ukraine outside Crimea: the ‘brotherhood’ of the two nations has been noted repeatedly, but usually secondary to arguments pertaining to economic and political interests. The two world wars have been used as a cautionary tale, with Russia effectively seeking to delegitimize the new Ukrainian government by evoking carefully selected elements of its past. Finally, the author looks at the use of international precedence as a form of justification, turning the history of Western – US in particular – actions back on Russia’s critics. The official usage of history is placed within broader strategies of legitimation, as it is not enough to study propaganda and manipulation strategies as part of information warfare to explain how the Kremlin achieves support for its policies. The ‘thick’ historical narratives of Crimea play on elements linked to issues of national identity, making it difficult to dispute using the type of counter-propaganda and rebuttal of disinformation proposed by some.

  10. Jobs and welfare in Mozambique

    DEFF Research Database (Denmark)

    Jones, Sam; Tarp, Finn

    , this study focuses on labour market trends. We ask: (a) what has happened to jobs in Mozambique over the past 15 years; (b) what has been the link between jobs and development outcomes; and (c) where should policymakers focus to create more good jobs? We conclude that jobs policy must seek to raise...

  11. 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

  12. 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.

  13. 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.

  14. JOB SATISFACTION OF UNIVERSITY GRADUATES

    OpenAIRE

    ALEKSANDER KUCEL; MONTSERRAT VILALTA-BUFÍ

    2013-01-01

    This paper investigates the determinants of job satisfaction of university graduates in Spain. We base our analysis on Locke’s discrepancy theory [Locke (1969)] and decompose subjective evaluation of job characteristics into surplus and deficit levels. We also study the importance of overeducation and over-skilling on job satisfaction. We use REFLEX data, a survey of university graduates. We conclude that job satisfaction is mostly determined by the subjective evaluation of intrinsic job char...

  15. 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...

  16. 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

  17. 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.

  18. 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...

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

    African Journals Online (AJOL)

    2018-02-01

    Feb 1, 2018 ... Investigative survey design was adopted in which a sample of ten selected libraries in Kwara State using purposive sampling techniques ... developing countries have similar economic conditions whereby government is heavily ..... the use of touch boards, E-mail. System and video conferencing etc. These.

  20. Towards a protocol on fair compensation in cases of legitimate land tenure changes : Input document for a participatory process

    NARCIS (Netherlands)

    Verstappen, Leonardus; Galgani, Pietro; de Adelhart Toorop, Reinier; de Groot Ruiz, Adrian; van Maanen, Eise

    2016-01-01

    The Organising Committee of the Dutch Land Governance Multi-Stakeholder Dialogue has commissioned an investigation into the need and possibility to develop a protocol on fair compensation in cases of legitimate land tenure changes, with a focus on expropriation. This is in line with the Ministry’s

  1. 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

  2. '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

  3. The Three Faces of Power: The U.S. Supreme Court's Legitimization of School Authority's Parental, Police, and Pedagogic Roles.

    Science.gov (United States)

    Ehrensal, Patricia A.

    2003-01-01

    Examines legal and ethical ramifications of three roles of school authorities (agents-of-state, custodial, tutelary) legitimated in two Supreme Court decisions: "New Jersey v. T.L.0." (search and seizure) and "Vernonia v. Action" (drug use testing). (Contains 34 references.)(PKP)

  4. 76 FR 6309 - Establishment of the President's Council on Jobs and Competitiveness

    Science.gov (United States)

    2011-02-03

    ... Competitiveness By the authority vested in me as President by the Constitution and the laws of the United States... competitiveness of the United States and to create jobs, opportunity, and prosperity for the American people by... the Treasury the President's Council on Jobs and Competitiveness (PCJC). The PCJC shall consist of...

  5. Child Care in JOBS Employment and Training Program: What Difference Does Quality Make?

    Science.gov (United States)

    Meyers, Marcia K.

    1993-01-01

    Examined data from Job Opportunities and Basic Skills program. Found that participants increased their use of substitute child care and of licensed day-care homes/centers, after beginning job readiness activities. Child care was found to be highly variable in terms of convenience and program quality. Problems with child care increased…

  6. 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…

  7. Effectiveness of a Career Development Course on Students' Job Search Skills and Self-Efficacy

    Science.gov (United States)

    McDow, Lauren W.; Zabrucky, Karen M.

    2015-01-01

    In the current economic landscape, most college students' primary goal for obtaining an undergraduate degree is an increase in job opportunities and salary potential. Additionally, the average combined result of graduates' job searches is one of the primary factors in rankings of higher education institutions. In this study we assessed the…

  8. 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...

  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. Factors Influencing Overall Job Satisfaction and Organizational Commitment in Early Childhood Work Environments.

    Science.gov (United States)

    Jorde-Bloom, Paula

    1988-01-01

    A fairly stable set of job clusters was identified as contributing sources of satisfaction and frustration to early childhood edcators in center-based programs. These job clusters were: co-worker relations; supervisor relations; the nature of the work; pay and opportunities for promotion; and general working conditions. Related findings are…

  11. 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.

  12. 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.

  13. 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

  14. 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 organisation, embedded social structures of inequality may pose a significant threat to the realisation of this goal. References Acker, J. 1990. Hierarchies, jobs, bodies: A theory of gendered organizations. Gender and Society 4(2): 139-58. Benschop, Y. and Dooreward, H. 1998. Covered by equality: The gender...

  15. 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

    ... is discarded material and is a solid waste. In determining if their recycling is legitimate, persons....43 Section 260.43 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED) HAZARDOUS WASTE MANAGEMENT SYSTEM: GENERAL Rulemaking Petitions § 260.43 Legitimate recycling of...

  16. 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.

  17. 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

  18. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2007-01-01

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

  19. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    This paper matches a comprehensive Danish employer-employee data set with individual crime information (timing of offenses, charges, convictions, and prison terms by crime type) to estimate the impact of job displacement on an individual’s propensity to commit crime. We focus on displaced...... no significantly increasing trend prior to displacement; and the crime rate of workers who will be displaced is not significantly higher than the crime rate of workers who will not be displaced. In contrast, displaced workers’ probability to commit any crime increases by 0.52 percentage points in the year of job...

  20. 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....

  1. 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....

  2. 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,…

  3. 76 FR 12395 - Small Business Jobs Act Implementation

    Science.gov (United States)

    2011-03-07

    ... CONTACT: Andrew D. Cutillo, Office of Government Contracting and Business Development, at (202)-205-6280... Obama signed into law the Small Business Jobs Act (SBJA). The new law provides critical resources to... opportunities, including provisions affecting government contracting programs for small business owners. SBA...

  4. Job factors related to employees‟ persistence in work-related ...

    African Journals Online (AJOL)

    One of the major findings was that there is a significant relationship between employees‟ persistence and job factors (supervisory support and coaching, task design and organizational culture). KIE leaders should use this opportunity to increase their efforts with regard to employees‟ persistence while at the same time ...

  5. 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)

  6. 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...

  7. 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...

  8. 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.

  9. 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.

  10. The relation between the substantial law and procedural law in defending subjective rights and legitimate interests

    Directory of Open Access Journals (Sweden)

    Petronela-Adriana Cernat

    2007-12-01

    Full Text Available Taking into account that the Romanian Constitution mentions the "state of law" and "constitutional democracy", concomitantly specifying the essential values- human dignity, citizens' rights and freedoms, the free development of human personality, justice and political pluralism- defended by the domestic legal order, it seems of a real practical interest to notice the concrete means established in order to protect the above mentioned values. As it has been mentioned before, the contentious administrative represents one of the most efficient ways under which the values constitutionally affirmed are guaranteed and defended. The contentious administrative basically answers the old question: "Quis custodiet custodes?", question that comprises one of the most difficult obstacles against the state of law actualization: to find the most efficient procedural ways for the state bodies able to use, directly or indirectly, the coercion force in order to make the citizens observe the laws, to be in their turn under the situation to observe the same laws. As the contentious administrative represents the courts of law activity meant to settle the conflicts whereas at least one of the parties is a public authority, we will try, while evoking procedural aspects, procedural means available for someone prejudiced by a public authority, to stress the weight of the procedural rules in guarantying and defending effectively the citizens' rights and legitimate interests.

  11. 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.

  12. 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.

  13. Medical pluralism and medical marginality: bone doctors and the selective legitimation of therapeutic expertise in India.

    Science.gov (United States)

    Lambert, Helen

    2012-04-01

    Current health policy initiatives in India advocate medical pluralism and seek to address a lack of skilled human resources for health care provision. This qualitative study investigated a form of indigenous therapy that does not fit into officially recognised categories of 'Indian medicine' but is a popular source of informal medical care. Semi-structured interviews and ethnographic observations of 30 'bone doctor' (haad vaidya) practices were conducted in the capital city of Rajasthan, north India in 2009-2010 together with historical analysis of changes in state policies for the registration of Indian medicine practitioners. Contestations over legitimacy among individual practitioners and hierarchies of authority between different medical traditions are shown to rest on conceptions of what constitutes authentic 'expertise'. The findings demonstrate a progressive restriction over time in official definitions of medical expertise, towards a reliance exclusively on formal qualifications rather than experientially acquired and inherited skills to demarcate legitimate therapeutic knowledge. This case study contributes to our understanding of the nature of non-professional expertise and its implications for pluralistic health care policy and the human resourcing of Indian health systems. Copyright © 2012 Elsevier Ltd. All rights reserved.

  14. 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

  15. 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

  16. 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…

  17. 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.

  18. 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 factors influencing empowerment were 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.

  19. 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

  20. 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…

  1. 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.

  2. Better jobs for Asia

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

    are coming up, in all the billing counters. The new jobs […] need basic competencies, some basic level of education, maybe graduation and even beyond. ... pool of workers have helped Cambodia,. Laos, Vietnam, and more recently Burma connect with global value chains in fash- ion, electronics, food processing, and.

  3. Historians' Rocky Job Market

    Science.gov (United States)

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

    In this article, the authors discuss how the historians' job market is perennially rocky. The history profession had its "golden age" in the 1950s and early 1960s when a generation born in the demographic trench of the Depression entered the market just as the first of the baby boomers began to swell college enrollments. But that moment was…

  4. Job Involvement of Teachers.

    Science.gov (United States)

    Knoop, Robert

    This study investigated the relationship between job involvement and three sets of variables: nine personal (age, sex, marital status, education, overall experience, nonteaching experience, present school experience, income, and locus of control), three structural (size of school, location of school, and hierarchical position), and eight job…

  5. 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...

  6. 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...

  7. 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…

  8. 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 &

  9. Job scheduling, cooperation and control

    NARCIS (Netherlands)

    Calleja, P.; Estevez Fernandez, M.A.; Borm, P.; Hamers, H.

    2006-01-01

    This paper studies one machine job scheduling situations where clients can have more than one job to be processed and where a job can be of interest for different players. Corresponding cooperative games are introduced and a result on balancedness is provided. © 2005 Elsevier B.V. All rights

  10. [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.

  11. 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...

  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. 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....

  14. Nursing assistants' job commitment: effect of nursing home organizational factors and impact on resident well-being.

    Science.gov (United States)

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

    2008-07-01

    The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. A qualitative exploration of management philosophy and practice and of CNAs' views of their jobs in 18 Massachusetts nursing homes formed the basis for a survey administered to 255 CNAs in 15 homes. A quality-of-life questionnaire was administered to 105 residents. Logistic regression accounting for clustering estimated the effect of personal characteristics, satisfaction with tangible job rewards, and aspects of job design on CNAs' intent to stay in current jobs. A general linear model estimated the effect of job commitment on residents' satisfaction with their relationship to nursing staff. After we accounted for satisfaction with wages, benefits, and advancement opportunities, good basic supervision was most important in affecting CNAs' intent to stay in their jobs. Job enhancements were not significantly related to intent to stay. Residents were more satisfied with their relationships to nursing staff and their quality of life on units where a higher proportion of CNAs were committed to their jobs. The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care. Culture change transformation that increases CNA autonomy, knowledge input, and teamwork may not increase workers' commitment to jobs without improvements in basic supervision.

  15. Determinants of job satisfaction and effectiveness among health information administration professionals in Kuwait.

    Science.gov (United States)

    Al Enezi, Naser; Ali Shah, Makhdoom; Islam, Rafiqul Chowdhury; Amatayakul, Margret

    Job satisfaction and organisational effectiveness among health information administration professionals were analysed in relation to selected background, work environment and organisational characteristics. The data comprised a 15% (n = 171) random sample of health information administration professionals in Kuwait, of whom 91.2% (n = 156) responded. It was found that remuneration compatible with qualifications, opportunity for continuing education, and work experience had a significant and positive relationship to job satisfaction. It was concluded that the provision of continuing education, availability of orientation and job description, effective supervision, and remuneration compatible with qualifications are facilitators of job satisfaction and organisational effectiveness.

  16. 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.

  17. 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.

  18. 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.

  19. 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

  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. 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.

  2. 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

  3. 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...

  4. 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.

  5. 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 ...

  6. Dimensions of Job Performance

    Science.gov (United States)

    1988-04-01

    Ed.), Handbook of industrial and organizational psychology. Chicago: Rand McNally. Sutermeister , R. A. (1976). People and productivity . New... productivity undefined (cf., Sutermeister , 1976), (2) to admit that the concept is ill-defined and propose a vague definition (cf., Muckler, 1982), or (3...performance, job performance, and productivity ; in all three areas, there is little agreement concerning the variables that underlie and define the meaning of

  7. 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.

  8. A communication competence approach to healthcare worker conflict, job stress, job burnout, and job satisfaction.

    Science.gov (United States)

    Wright, Kevin B

    2011-01-01

    The purpose of the current study was to examine the role of communication competence in terms of predicting conflict style, job satisfaction, job stress, and job burnout among 221 healthcare workers. The results indicated that higher communication competence scores were predictive of integrating and obliging conflict styles among healthcare workers although lower communication competence scores were predictive of dominating and avoiding conflict styles. In addition, an integrating conflict style was predictive of reduced stress and increased job satisfaction whereas dominating and avoiding conflict styles were predictive of increased job burnout among the participants. The implications of these findings as well as study limitations are discussed. © 2010 National Association for Healthcare Quality.

  9. 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.

  10. 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

  11. 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.

  12. Institutional loyalty and job satisfaction among nurse aides in nursing homes.

    Science.gov (United States)

    Grau, L; Chandler, B; Burton, B; Kolditz, D

    1991-02-01

    The high rate of turnover among nurse aides employed in nursing homes has been associated with the low job status and the poor job benefits accorded workers. However, this is not always the case. Competitive benefit packages and limited labor market opportunities increase the likelihood that nurse aides in some nursing homes may stay on the job despite their dissatisfaction with it. The present study investigated "institutional loyalty," an attitudinal proxy for job turnover, among 219 nurse aides for its relationship to a number of job-related factors. Somewhat unexpectedly, the quality of the social environment of the nursing home was found to be as important as attitudes toward job benefits in accounting for institutional loyalty.

  13. 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).

  14. 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.

  15. Dealing with a changing work environment: hospital job type contingencies.

    Science.gov (United States)

    van Harten, Jasmijn; Knies, Eva; Leisink, Peter

    2017-09-18

    Purpose The purpose of this paper is twofold: first, to examine whether workers in various hospital job groups differ in their perceptions of the provision of managerial support, and of their up-to-date expertise (UDE), willingness to change (WTC) and employment opportunities (EO). Second, to examine whether and how the relationships between managerial support, workers' UDE, WTC and their EO are moderated by hospital job type. Design/methodology/approach Survey data were collected from 1,764 employees of three Dutch hospitals. ANOVAs and structural equation modeling were used to test the hypotheses. Findings The research findings indicate significant differences between the hospital job groups with regard to UDE, WTC and EO. No support was found for differences on managerial support nor for a moderating effect of hospital job type. The latter means that the relationships of managerial support with workers' UDE, WTC and EO are independent of job type. Originality/value Based on the findings, a classification system is constructed that shows how hospital workers' UDE, WTC and EO can be explained by the combination of the educational level required by a job and its degree of specialization.

  16. 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.

  17. 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...

  18. 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…

  19. 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

  20. [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.

  1. 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.

  2. 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...

  3. Job demands, job resources, and behavior in times of sickness

    DEFF Research Database (Denmark)

    Schneider, Daniel; Winter, Vera; Schreyögg, Jonas

    2017-01-01

    of investigation. PURPOSE: The aim of our study is to analyze the effect of job demands and job resources on absenteeism, presenteeism, and the tendency to choose one behavior (being absent or being present in times of sickness) rather than the other over the last 12 months. To do so, we identify the determinants...... of absenteeism and/or presenteeism behavior based on theory and existing research about absenteeism, presenteeism, and job demands and job resources. After our empirical analysis, we provide explanations for our findings and offer practical suggestions for how to decrease the frequencies of absenteeism...

  4. 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.

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

    Science.gov (United States)

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

    2016-03-01

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

  6. 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

  7. [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.

  8. 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.

  9. “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.

  10. Co-operatives as a development mechanism to support job creation and sustainable waste management in South Africa

    CSIR Research Space (South Africa)

    Godfrey, Linda K

    2017-06-01

    Full Text Available great sustainability challenge. However, the waste sector can provide significant opportunities for improving livelihoods, generating jobs and developing enterprises, through the recovery of valuable recyclables. Co-operatives are recognised as a means...

  11. MUJER: Mothers United for Jobs, Education, and Results. 1997-8 Project FORWARD Project-based Learning Project Summary.

    Science.gov (United States)

    Green, Anson M.

    Students in the Culebra Road GED/JOBS (General Educational Development/Job Opportunities and Basic Skills) class, an adult education class for Temporary Assistance for Needy Families (TANF) students, created their own website. First, students completed a computer literacy survey to gauge their computer skills. Next, students were encouraged to…

  12. 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

  13. Turning the tide: Registered nurses' job withdrawal intentions in a Finnish university hospital

    Directory of Open Access Journals (Sweden)

    Hanna M. Salminen

    2012-02-01

    Research purpose: The objective was to examine the intentions for job withdrawal of ageing and younger nurses, and the antecedents of these intentions, with special reference to job control and perceived development opportunities. The age of 45 was adopted as a starting point when referring to ageing employees. Motivation for the study: Different forms of job withdrawal have rarely been studied together and associated. Research design, approach and method: A quantitative study was applied with logistic regression analyses. Respondents were registered nurses working in a university hospital in Finland. The response rate was 46.1% (N = 343. Main findings: A quarter (25% of the nurses had frequently thought about leaving the profession and 19% of the nurses had thought about taking early retirement. Factors that increased the likelihood of intentions for occupational turnover were young age, low job satisfaction, low organisational commitment, low work ability and skills in balance with or above present work demands. The intention to take early retirement was increased with older age, being male, working shifts, low work ability, low job satisfaction and poor job control. Practical/managerial implications: A nurse’s job satisfaction and work ability should be regularly monitored and opportunities should be offered them, to apply their skills and to control their work, in order to retain them. Contribution/value–added: The article added information about the factors that contribute to a nurse’s intentions for job withdrawal.

  14. Job Creation and Petroleum Independence with E85 in Texas

    Energy Technology Data Exchange (ETDEWEB)

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

    2014-08-08

    Protec Fuel Management project objectives are to help design, build, provide, promote and supply biofuels for the greater energy independence, national security and domestic economic growth through job creations, infrastructure projects and supply chain business stimulants. Protec Fuel has teamed up with station owners to convert 5 existing retail fueling stations to include E85 fuel to service existing large number of fleet FFVs and general public FFVs. The stations are located in high flex fuel vehicle locations in the state of TX. Under the project name, “Job Creation and Petroleum Independence with E85 in Texas,” Protec Fuel identified and successfully opened stations strategically located to maximize e85 fueling success for fleets and public. Protec Fuel and industry affiliates and FFV manufacturers are excited about these stations and the opportunities as they will help reduce emissions, increase jobs, economic stimulus benefits, energy independence and petroleum displacement.

  15. Job satisfaction of college graduates with learning disabilities.

    Science.gov (United States)

    Witte, R H; Philips, L; Kakela, M

    1998-01-01

    Job satisfaction, as assessed via five scales that posed questions concerning colleagues, work, supervision, pay, and promotion, as well as overall total job satisfaction, was examined for 55 self-identified college graduates with learning disabilities (LD) and 55 control graduates matched by gender, major, degree, and graduation year. All participants graduated from a competitive midwestern university from 1987 to 1994 and represented advantaged groups when compared to both LD and non-LD populations. The graduates with LD required significantly more time to complete their degrees and showed significantly lower CPAs. Data analysis indicated that the graduates with LD perceived themselves as receiving significantly less pay and promotion opportunities, and reported less total job satisfaction, than graduates without LD. However, no significant salary differences between the groups were found. The implications of these findings are examined.

  16. 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.

  17. 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.

  18. The relationship between job satisfaction and job loyalty among ...

    African Journals Online (AJOL)

    The purpose of this study was to examine the relationship between job satisfaction and job loyalty among municipal sports officers in South Africa. With the rise in the popularity of sport in South Africa, municipalities throughout the country face the challenge of providing improved sports services. To meet this challenge, ...

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... Job satisfaction therefore is theoretically capable of boosting or harming the journalism industry, where product quality is largely dependent on the individual talents and motivations of key personnel.[3]. Reports have it that journalists experience a higher level of job stress compared to workers in other fields ...

  20. 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...

  1. 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…

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

    NARCIS (Netherlands)

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

    2017-01-01

    Background: Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and

  3. 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 ...

  4. 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

  5. Jobs in Business and Office. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes business and office occupations related to management (including personnel), records planning and control, clerical and secretarial jobs, owning your own business, and the teaching of business subjects. For each occupation, duties are outlined and working conditions discussed. Techniques used to complete the job descriptions…

  6. 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 ...

  7. 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...

  8. 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...

  9. 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)

  10. 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

  11. 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.

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

    OpenAIRE

    Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy

    2017-01-01

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

  13. 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...

  14. A Comparison of Female and Male Professors on Participation in Decision Making, Job Related Tension, Job Involvement, and Job Satisfaction

    Science.gov (United States)

    Hollon, Charles J.; Gemmill, Gary R.

    1976-01-01

    Female teaching professionals report experiencing less perceived participation in decision-making, less job involvement, less overall job satisfaction, and more job-related tension than do their male counterparts. (Author)

  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. The Imminent Manpower Crisis: An Opportunity for Society's Rejects.

    Science.gov (United States)

    Blake, Larry J.

    Despite predictions in the 1950's and 1960's that computer technology would reduce job opportunities by 90%, historical data published by the Department of Labor reveal that total manpower demands accelerated from 1947 through 1977 and were primarily satisfied by a decreased demand for farm laborers, an increase in percentage of women in the…

  17. 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.

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

    Science.gov (United States)

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

    2015-01-01

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

  19. 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

  20. [Influencing factors for job satisfaction in train drivers in a railway bureau: an analysis of 1413 cases].

    Science.gov (United States)

    Gu, G Z; Yu, S F; Zhou, W H; Wu, H; Kang, L; Chen, R

    2017-01-20

    Objective: To investigate the influencing factors for job satisfaction in train drivers. Methods: In March 2012, cluster sampling was used to conduct a cross-sectional survey in 1413 male train drivers (including 301 passenger train drivers, 683 freight train drivers, 350 passenger shunting train drivers, and 79 high-speed train drivers) from a locomotive depot of a railway bureau. The occupational stress instruments, job content questionnaire, and effort-reward imbalance questionnaire were used to analyze job satisfaction, occupational stress factors, stress reaction, individual characteristics, coping strategies, and social support. Results: There were significant differences in job satisfaction score between the drivers with different posts, working years, ages, smoking status, and drinking status ( P job satisfaction score was positively correlated with reward, working stability, promotion opportunity, positive emotion, social support, self-esteem, and coping strategy scores ( P job satisfaction groups, the high job satisfaction group had significantly higher reward, positive emotion, promotion opportunity, and role ambiguity scores ( P job satisfaction groups the low job satisfaction group had significantly higher scores of psychological needs, effort, role conflict, sleep disorders, daily stress, depressive symptom, negative emotion, drug use, intragroup conflict, and social support ( P job satisfaction group had a significantly higher score of self-esteem than the other two groups ( P job dissatisfaction in the drivers with low so-cial support and high daily stress was more than 2 times that in those with high social support and low daily stress ( OR =2.176 and 2.171) , and sleep disorders, effort, depressive symptom, low self-esteem, and role conflict were risk factors for job dissatisfaction ( OR =1.48-1.625). Conclusion: Occupational stress, stress re-sponse, emotion, individual characteristics, and social support have great influence on job satisfaction

  1. 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...

  2. 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…

  3. 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…

  4. 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…

  5. 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

  6. 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.

  7. Job search and academic achievement

    NARCIS (Netherlands)

    van der Klaauw, B.; van Vuuren, A.P.

    2010-01-01

    The paper develops a structural model for the labor market behavior of students entering the labor market. We explicitly model the trade-off between devoting effort to studying and to job search. Furthermore, we allow for on-the-job search. The model is estimated using a unique data set of

  8. Job satisfaction in fisheries compared

    NARCIS (Netherlands)

    Pollnac, R.; Bavinck, M.; Monnereau, I.

    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

  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. Benchmark job – Watch out!

    CERN Multimedia

    Staff Association

    2017-01-01

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

  11. 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…

  12. 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.

  13. BUSINESS ETIQUETTE IN JOB INTERVIEW

    Directory of Open Access Journals (Sweden)

    AGEEVA JULIA VICTOROVNA

    2015-01-01

    Full Text Available The article presents the analysis of job interview transcripts from the perspective of dominant communicant’s (HR manager communicative behavior. The interviewer uses various etiquette forms that facilitate a more productive dialogue and stipulate cooperative strategies and tactics in order to achieve the main goal - to determine whether the job applicant meets the requirements of the employer.

  14. 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

  15. Gender, job authority, and depression.

    Science.gov (United States)

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

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

  16. Job satisfaction of nursing assistants.

    Science.gov (United States)

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

    2011-11-01

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

  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. 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

  19. Job Heterogeneity and Coordination Frictions

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Daniel

    the job ladder, how the identification of assortative matching is fundamentally different in directed and undirected search models, how our theory accounts for business cycle facts related to inter-temporal changes in job offer distributions, and how our model could also be used to identify...

  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)

  1. 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

    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....

  2. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

    This paper develops and extends a dynamic, discrete time, job to worker matching model in which jobs are heterogeneous in equilibrium. The key assumptions of this economic environment are (i) matching is directed and (ii) coordination frictions lead to heterogeneous local labor markets. We de- rive...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...

  3. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

    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......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...... Oy and University of Aarhus. The project was commissioned by the Working Group on Environment and Economy under the Nordic Council of Ministers....

  4. 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.

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

    OpenAIRE

    Adrianna Potocka; Małgorzata Waszkowska

    2013-01-01

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

  6. The European Court legitimates access of Italian couples to assisted reproductive techniques and to pre-implantation genetic diagnosis.

    Science.gov (United States)

    Turillazzi, Emanuela; Frati, Paola; Busardò, Francesco Paolo; Gulino, Matteo; Fineschi, Vittorio

    2015-07-01

    On 28 August 2012, the European Court of Human Rights (ECHR) issued a judgment regarding the requirements for the legitimate access of couples to assisted reproductive techniques (ART) and to pre-implantation genetic diagnosis (PGD). This judgment concerns the case of an Italian couple who found out after their first child was born with cystic fibrosis that they were healthy carriers of the disease. When the woman became pregnant again in 2010 and underwent fetal screening, it was found that the unborn child also had cystic fibrosis, whereupon she had the pregnancy terminated on medical grounds. In order to have the embryo genetically screened prior to implantation under the procedure of PGD, the couple sought to use in vitro fertilisation to have another child. Since article 1 of the Italian law strictly limits access to ART to sterile/infertile couples or those in which the man has a sexually transmissible disease, the couple appealed to the European court, raising the question of the violation of articles 8 and 14 of the European Convention on Human Rights. The applicants lodged a complaint that they were not allowed legitimate access to ART and to PGD to select an embryo not affected by the disease. The European Court affirmed that the prohibition imposed by Italian law violated article 8 of the European Convention on Human Rights. Focusing on important regulatory and legal differences among EU Nations in providing ART treatments and PGD, we derived some important similarities and differences. © The Author(s) 2014.

  7. 77 FR 38833 - Job Accommodation Network

    Science.gov (United States)

    2012-06-29

    ... assistance center that facilitates the employment and retention of workers with disabilities. Created in 1983... job accommodations and workplace strategies for job applicants and employees with disabilities is...

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

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

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

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

    Science.gov (United States)

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

    2018-01-01

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

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

    Science.gov (United States)

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

    2018-01-01

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

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

    Science.gov (United States)

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

    2002-06-01

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

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

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2014-01-01

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

  13. 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 social...... constructionism. It is argued that opportunity theory needs to be rewritten....

  14. Opportunity Cost: A Reexamination

    Science.gov (United States)

    Parkin, Michael

    2016-01-01

    Is opportunity cost an ambiguous and arbitrary concept or a simple, straightforward, and fruitful one? This reexamination of opportunity cost addresses this question, and shows that opportunity cost is an ambiguous concept because "two" definitions are in widespread use. One of the definitions is indeed simple, fruitful, and one that…

  15. Job Quality in the Crisis

    DEFF Research Database (Denmark)

    Leschke, Janine; Watt, Andrew; Finn, Mairéad

    This paper is an update of the synthetic job quality index (JQI) for the EU27 countries which has been created in 2008 (see ETUI Working paper 2008.03 and 2008.07) in an attempt to shed light on the question of how European countries compare with each other and how they are developing over time...... in terms of job quality. The results point out that the crisis seems to have affected different dimensions of job quality in different ways. Overall, there is a decline in measured job quality and job quality levels in Europe remain highly diverse. There is a clear increase in the use of part......-time and fixed-term contracts and/or in the extent to which workers reported that they were working in such jobs involuntarily. Moreover, the numbers of workers who are afraid to lose their job have increased markedly which are clear signs of the declining bargaining power of labour brought on by the crisis....

  16. Job-hopping and New Firm Survival

    DEFF Research Database (Denmark)

    Failla, Virgilio

    The paper builds on Lazear´s (2005) jack-of-all-trades theory according to which individuals who invest in a balanced set of skills become entrepreneurs, while workers who specialize in a particular skill prefer to choose wage employment. Although a number of studies provide empirical support...... for this theory, little is known about the characteristics of this so called `balanced´ skills set. Do entrepreneurial outcomes of individuals presenting a highly varied work experiences differ from entrepreneurs with a less varied career' In particular, how do the characteristics of the entrepreneurs´ job......-hopping experience prior to the founding affect the growth of the new venture' It is well established that the industry and managerial pre-entry experience of the founder is beneficial. Experienced entrepreneurs are better at identifying opportunities (Shane, 2000), learning (Dencker, Gruber and Shah 2008), and have...

  17. “Geophysical couples” Discuss jobs, marriage

    Science.gov (United States)

    Some 90 participants attended an open forum, “Dual Career Couples: Challenges and Opportunities,” on December 9 at the AGU Fall 1991 Meeting in San Francisco. Several couples summarized their experiences in “geophysical marriages” while the audience contributed questions and comments.Being forced to live apart was a common complaint among the married panelists. One couple on the panel—Karen Prestegaard of the University of Maryland and Jim Luhr of the Smithsonian Institution's Department of Mineral Physics—have been able to live together only 2 years out of the last 10. Although employer guidelines do not officially prohibit hiring couples, Prestegaard and Luhr expressed frustration that many institutions not only will not do so, but also will not help the second partner find a job nearby.

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

    Science.gov (United States)

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

    2014-02-17

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

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

    Science.gov (United States)

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

    2015-01-01

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

  20. Are peer specialists happy on the job?

    Science.gov (United States)

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2018-03-01

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

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

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2002-01-01

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

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

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

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

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

    Directory of Open Access Journals (Sweden)

    Visakaruban Maithili

    2014-12-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2009-05-15

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

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

    International Nuclear Information System (INIS)

    Probst, Heidi; Griffiths, Sue

    2009-01-01

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

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

    Science.gov (United States)

    Campbell, P C; Ebuehi, O M

    2011-01-01

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

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

    Science.gov (United States)

    Joyce, Catherine; Wang, Wei Chun

    2015-10-01

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

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

    Directory of Open Access Journals (Sweden)

    Annette Biegger

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

  9. Unions, Within-Workplace Job Cuts and Job Security Guarantees

    OpenAIRE

    Alex Bryson; Michael White

    2006-01-01

    Using data from the Workplace Employment Relations Survey 1998, this paper shows that unionisation increased the probability of within-workplace job cuts and the incidence of job security guarantees. As theory predicts, both are more prevalent among market-sector workplaces with higher union density and multi-unionism. Expectations that these effects would be more muted in the public sector were also confirmed.

  10. The job involvement and job satisfaction of traffic officers and bus drivers

    OpenAIRE

    2012-01-01

    M.A. The purpose of the study was to investigate the relationship between job involvement and job satisfaction between the traffic officers and bus drivers of the Germiston Transitional Local Council. The following research questions were addressed: What are the levels of job involvement and job satisfaction that traffic officers and bus drivers experience? How does job involvement and job satisfaction of traffic officers and bus drivers compare? What is the relationship between job involv...

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

    OpenAIRE

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

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between...

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

    OpenAIRE

    Colin Green

    2012-01-01

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

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

    NARCIS (Netherlands)

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

    2002-01-01

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

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

    NARCIS (Netherlands)

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

    2002-01-01

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

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

    Science.gov (United States)

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

    2015-01-01

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

  16. What do peer support workers do? A job description.

    Science.gov (United States)

    Jacobson, Nora; Trojanowski, Lucy; Dewa, Carolyn S

    2012-07-19

    The extant literature suggests that poorly defined job roles make it difficult for peer support workers to be successful, and hinder their integration into multi-disciplinary workplace teams. This article uses data gathered as part of a participatory evaluation of a peer support program at a psychiatric tertiary care facility to specify the work that peers do. Data were gathered through interviews, focus groups, and activity logs and were analyzed using a modified grounded theory approach. Peers engage in direct work with clients and in indirect work that supports their work with clients. The main types of direct work are advocacy, connecting to resources, experiential sharing, building community, relationship building, group facilitation, skill building/mentoring/goal setting, and socialization/self-esteem building. The main types of indirect work are group planning and development, administration, team communication, supervision/training, receiving support, education/awareness building, and information gathering and verification. In addition, peers also do work aimed at building relationships with staff and work aimed at legitimizing the peer role. Experience, approach, presence, role modeling, collaboration, challenge, and compromise can be seen as the tangible enactments of peers' philosophy of work. Candidates for positions as peer support workers require more than experience with mental health and/or addiction problems. The job description provided in this article may not be appropriate for all settings, but it will contribute to a better understanding of the peer support worker position, the skills required, and the types of expectations that could define successful fulfillment of the role.

  17. What do peer support workers do? A job description

    Directory of Open Access Journals (Sweden)

    Jacobson Nora

    2012-07-01

    Full Text Available Abstract Background The extant literature suggests that poorly defined job roles make it difficult for peer support workers to be successful, and hinder their integration into multi-disciplinary workplace teams. This article uses data gathered as part of a participatory evaluation of a peer support program at a psychiatric tertiary care facility to specify the work that peers do. Methods Data were gathered through interviews, focus groups, and activity logs and were analyzed using a modified grounded theory approach. Results Peers engage in direct work with clients and in indirect work that supports their work with clients. The main types of direct work are advocacy, connecting to resources, experiential sharing, building community, relationship building, group facilitation, skill building/mentoring/goal setting, and socialization/self-esteem building. The main types of indirect work are group planning and development, administration, team communication, supervision/training, receiving support, education/awareness building, and information gathering and verification. In addition, peers also do work aimed at building relationships with staff and work aimed at legitimizing the peer role. Experience, approach, presence, role modeling, collaboration, challenge, and compromise can be seen as the tangible enactments of peers’ philosophy of work. Conclusions Candidates for positions as peer support workers require more than experience with mental health and/or addiction problems. The job description provided in this article may not be appropriate for all settings, but it will contribute to a better understanding of the peer support worker position, the skills required, and the types of expectations that could define successful fulfillment of the role.

  18. Information and manipulative techniques as a part of the process of legitimation of political power in Ukraine: an attempt to analyze

    Directory of Open Access Journals (Sweden)

    Havrylyuk Svitlana Ivanivna

    2016-12-01

    Full Text Available The author of the article attempts to analyse the impact of information and manipulative technologies in the process of legitimation of the political power in Ukraine. It is proved that implemented information-manipulative technologies are the key factors of political legitimation and influence the political behaviour of citizens. The article analyses relationship between the applied information and manipulative technologies and perception of political reality of citizens, their political behaviour, electoral results. The necessity of changing the paradigm of legitimacy achieve of political actors in Ukraine is substantiated because of the refusal of politicians, technologists, media (and their owners from destructive legitimation technologies based on the use of information and manipulation technologies. It revealed the importance of a joint search for the subjects of democratic policy instruments of political consolidation of the Ukrainian society.

  19. Supporting SMEs in creating jobs

    Directory of Open Access Journals (Sweden)

    Daniela PASNICU

    2018-03-01

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

  20. Job Orders (Ordres de mission)

    CERN Multimedia

    Organisation & Procedures, FI Department, Tel. 73905

    2005-01-01

    Please note that individual job orders and continuous job orders (valid for one calendar year, i.e. from 1st January to 31st December) must henceforth be completed via EDH and approved by the Department Leader concerned (or the person appointed by him via EDHAdmin). Once approved, the form must be printed and kept for the duration of the mission by the driver to whom the job order is issued. You will find the icon for this document on the EDH Desktop, as well as on-line help on how to use it. In emergencies, paper copies of individual job orders (SCEM 54.50.20.168.5) may be issued outside normal working hours by the Fire Brigade (Meyrin Site, Building 65). Organisation & Procedures, FI Department, Tel. 73905 Relations with the Host States Service, Tel. 72848

  1. Job Quality by Entrepreneurial Spinoffs

    DEFF Research Database (Denmark)

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

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

  2. Job Assignments under Moral Hazard

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

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

  3. Planning for the Job Interview.

    Science.gov (United States)

    Close, Elizabeth, Ed.; Ramsey, Katherine, Ed.

    2000-01-01

    Offers advice from middle school educators (a principal, a supervisor, and a teacher) on job interviews for teaching positions: how applicants are selected from the stack of applications, what happens during an interview, and what truly makes a difference. (SR)

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

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

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

  5. Employee motivation and job satisfaction

    OpenAIRE

    Ionova, Daria

    2016-01-01

    One of the purposes of this research was to explore the topics of employee motivation and job satisfaction along with finding out key motivational factors for employees in two case companies. The idea behind the thesis was to check whether Frederick Herzberg’s opinion regarding money not being the most important motivating factor at work is applicable to the two case companies. The author attempted to answer the following questions: - Which motivators affect job performance and employe...

  6. Transformational leadership and job satisfaction.

    Science.gov (United States)

    Medley, F; Larochelle, D R

    1995-09-01

    The relationship of head nurse leadership style to staff nurse job satisfaction was investigated using the leadership paradigm of transformational and transactional leadership. The Multifactor Leadership Questionnaire and the Index of Work Satisfaction were completed by 122 staff nurses employed throughout acute care community hospitals in many patient care areas. Correlations showed a significant positive relationship between those head nurses exhibiting a transformational leadership style and the job satisfaction of their staff nurses.

  7. Women, Men, and Job Satisfaction

    OpenAIRE

    Cheryl J Carleton; Suzanne Heller Clain

    2012-01-01

    We examine job satisfaction to determine whether gender differences found by previous researchers could be explained by constraints imposed by the specifications used. Applying those specifications to recent US data yields results similar to those previously found. However, clarification comes from applying specifications that allow for gender differences in sample selectivity and in the relative weights (\\[betacrc]′s) of personal/job characteristics in evaluating satisfaction. We find that g...

  8. Motivators of teacher job satisfaction

    OpenAIRE

    Juozaitienė, Agnė; Simonaitienė, Berita

    2011-01-01

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

  9. Job loss and broken partnerships

    DEFF Research Database (Denmark)

    Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

    2008-01-01

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

  10. 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.

  11. Job strain and time to pregnancy

    DEFF Research Database (Denmark)

    Hjollund, N H; Jensen, Tina Kold; Bonde, J P

    1998-01-01

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

  12. 32 CFR 1656.10 - Job placement.

    Science.gov (United States)

    2010-07-01

    ... will be reassigned in accordance with § 1656.12. (c) In making job interview referrals and in making... 32 National Defense 6 2010-07-01 2010-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing...

  13. [Pressure or legitimization? Power and alternatives in the planning and adoption of health reforms in Costa Rica, 1988-1998].

    Science.gov (United States)

    Franzoni, Juliana Martínez

    2006-01-01

    Policies are made in response to the rationale of pressure and legitimization, which join forces in many different ways. This work analyzes the planning and adoption of the health reforms undertaken in Costa Rica between 1988 and 1998. It questions whether political parties, international financial institutions and the technical and bureaucratic elites in each sector can be taken as sufficiently explanatory of themselves. Empirical evidence would suggest that apart from investigating the individual interests of the agents involved, one must also consider the sector reforms that are actually available internationally. The paper draws this discussion into the larger scenario of policy making in Latin America and draws links between this and other stages in policy making and other moments in the construction of the State.

  14. Revealing smuggled nuclear material covered by a legitimate radioisotope shipment using CdTe-based gamma-ray spectrometry

    CERN Document Server

    Lakosi, L; Zsigrai, J; Safar, J

    2003-01-01

    Illicit trade of nuclear materials (NM) represents a serious challenge to radiation monitoring upon scenarios, when legitimate radioisotope shipments are used to obscure the weak radiation of NM. Planar and hemispherical Cd(Zn)Te detectors with a portable mini-multichannel analyzer were proven to be suitable, in measuring times of 10 min order, for revealing the presence of low-enriched or natural U-bearing reactor fuel pellets in amounts of kg order, placed beside transport containers of lead or depleted uranium, which contain high activity sup 6 sup 0 Co (10 GBq range) or sup 1 sup 9 sup 2 Ir (TBq range) radioisotope sources. Such a hand-held or portable device may help authorities combating illicit trafficking of nuclear materials.

  15. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

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

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

    Science.gov (United States)

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

    2018-01-01

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

  17. The Road to Become a Legitimate Scholar: A Case Study of International PhD Students in Science and Engineering

    Directory of Open Access Journals (Sweden)

    Pia Bøgelund

    2015-11-01

    Full Text Available The purpose of the doctoral education process is to create and legitimize scholarly researchers. This transformation, from student to scholar, is widely discussed in the literature. However, recent rapid changes in university culture have resulted in less time for supervision, stricter completion deadlines, and a greater focus on efficiency and productivity. This has had an impact on this transition process, and this impact has not been widely studied. The aim of this article is to understand the consequences of the current trends for PhD students and the education of PhD students in general. The article is based on interviews with 14 international students from two different research programs at the Faculty of Engineering and Science at Aalborg University in Denmark. The case of international PhD students in a western setting is singled out as a challenging case for becoming a legitimate scholar, since they face the additional challenge of becoming socialised into their new foreign setting. Overall, the study concludes that the transition process of doctoral students is affected by the way different supervisors deal with current university trends and how PhD students fit or do not fit into their knowledge production practices. The study identifies matches or mismatches in a knowledge production perspective, quality of contact, and degree of independence of the PhD student as factors that influence whether a transition process can be marked as sound, troublesome, or lacking. Finally, the study identifies an overall risk of neglecting the more interdependent types of international PhD students. Suggestions are given as how to address this risk.

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

    Science.gov (United States)

    Schmidt, Steven W.

    2010-01-01

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

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

    Science.gov (United States)

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

    2014-01-01

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

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

    Science.gov (United States)

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

    2014-09-01

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

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

    Directory of Open Access Journals (Sweden)

    Marcham Darokah

    2012-04-01

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

  2. Why Do Some Employees Fall into and Fail to Exit a Job-Lock Situation?

    Directory of Open Access Journals (Sweden)

    Anna Huysse-Gaytandjieva

    2013-01-01

    Full Text Available Previous studies have paid little attention to the employees’ ability to exit a job-lock situation and factors that determine this ability. It remains unclear why some employees who experience job lock are able to exit this state while others remain in job lock. We use longitudinal data to identify employees who have fallen in the state of job lock and their subsequent behavior—exiting or remaining in job lock. By use of a first-order Markov transition models, we analyze the relevance of sociodemographic features, employment, occupational, sectoral, and contextual factors, as well as personality characteristics in explaining the transition or its absence. Overall the results show that both demographic factors and work-related aspects increase the likelihood that an employee enters the long-term job lock state (especially for older, married, full-time employed, those in a craft occupation and governmental sector, and in a region with high unemployment. Mental health problems and personality characteristics (low peak-end self-esteem and decisional procrastination have a significant effect on the probability to stay in long-term job lock. On the contrary, having a managerial, service, or associate occupation, working in the private sector, and having promotion opportunities increase the chance of an exit from the state of job lock.

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

    Science.gov (United States)

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

    2013-01-09

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

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

    Science.gov (United States)

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

    2015-05-01

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

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

    Science.gov (United States)

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

    2014-10-01

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

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

    Science.gov (United States)

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

    2017-09-01

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

  7. 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...... effect of home ownership on the unemployment risk and a positive impact on wages. These results are robust to differentstrategies for correcting for the possible endogeneity of the home owner variable....

  8. Job Satisfaction of Spanish University Graduates

    OpenAIRE

    Kucel, Aleksander; Vilalta-Bufí, Montserrat

    2013-01-01

    This paper investigates the determinants of job satisfaction of university graduates in Spain. We base our analysis on Locke"s discrepancy theory [Locke (1969)] and decompose subjective evaluation of job characteristics into surplus and deficit levels. We also study the importance of overeducation and over-skilling on job satisfaction. We use REFLEX data, a survey of university graduates. We conclude that job satisfaction is mostly determined by the subjective evaluation of intrinsic job char...

  9. ATLAS job monitoring in the Dashboard Framework

    OpenAIRE

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

    2012-01-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Work...

  10. Green opportunities : occupations in the wind industry

    Energy Technology Data Exchange (ETDEWEB)

    Aguidelo, M.; Alvarez, C.; Zhang, Z. [Niagara College, St. Catharines, ON (Canada)

    2010-03-15

    This paper examined potential employment occupations in the wind industry for the region of Niagara, Ontario. The report was presented as part of a labour market plan designed to identify strategies for strengthening Niagara's economic base and promoting regional prosperity. Studies have indicated that wind energy represents a significant opportunity to create new green jobs in Canada's manufacturing sector. It is estimated that more than 2 million jobs will be created in the global wind energy sector by 2020. The green energy deal between the Government of Ontario and the Korean consortium is expected to create over 16,000 jobs. Business in the Niagara region that were related to the wind power sector were presented, and details of the Niagara Development Corridor were provided. The different types of wind occupation and employment data for the region were included along with education and training requirements. The report demonstrated that Ontario universities and colleges must respond to the education and workforce training demands of the green economy. Increased communication between industry, trade unions, and wind training program developers is required. 26 refs., 3 tabs., 2 figs., 2 appendices.

  11. Hunting the Opportunity

    DEFF Research Database (Denmark)

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

    2017-01-01

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

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

    Science.gov (United States)

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

    2015-05-01

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

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

    Science.gov (United States)

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

    2017-05-30

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

  14. What Opportunities, When?: A Framework for Student Career Development

    Science.gov (United States)

    MacDonald, H.

    2007-12-01

    Geoscience faculty and departments have an important role to play in the professional development of their students for careers in the geosciences or other fields. We can promote career development of students at different career stages (e.g., first year students, geoscience majors, and graduate students) and in various ways by 1) providing information about jobs and careers, 2) encouraging exploration of options, 3) providing experiences throughout their program that develop skills, knowledge, and attitudes, and 4) supporting students in their job search. For example, in teaching general education classes, we can provide information about jobs and careers in the geosciences, showing images of specific geoscientists and discussing what they do, providing examples of practical applications of course content, and describing job prospects and potential salaries. For majors, this type of information could be presented by seminar speakers, through career panels, and via alumni newsletters. Exploration of options could include research and/or teaching experiences, internships, informational interviews, and involvement with a campus career services center. Courses throughout the curriculum as well as co-curricular experiences serve to provide experiences that develop skills, knowledge, and attitudes that will be useful for a range of jobs. Departments can support the job search by providing networking opportunities for students and alumni, widely distributing job announcements and encouraging individual students, offering departmental sessions on graduate school, different career options, and /or the job search process, conducting mock interviews and resume review sessions, and fostering connections between students and alumni. In all of this, we need to be supportive of student choices. Overall, faculty can help students make more informed career decisions and develop skills that will be of value in their career through a variety of strategies, work with students as an

  15. Architects of postmodern information society and opportunities of its users

    Directory of Open Access Journals (Sweden)

    Senka Hočevar Ciuha

    2010-12-01

    The strengths of the presented mental models rest in their potential to provide sufficient complexity and challenge to engage participants in lively, thought-provoking exercises, with which they can search for legitimate answers to real-world problems. Mental models provide opportunities for students to practice and become familiar with tools and resources, engage them with a variety of problem-solving strategies, and create the next best thing to workplace experience. Teaching with mental models for a positive learning experience may require usually unfamiliar and difficult facilitation skills and flexibility to walk students through unfamiliar processes with a great number of possibilities and vagaries. An evolving perspective of mental models is based on new paradigms of the theory of lifelong education.

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

    Science.gov (United States)

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

    2014-04-01

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

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

    Directory of Open Access Journals (Sweden)

    C. Selebi

    2007-09-01

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

  18. Job and life satisfaction among remote physicians in Taiwan.

    Science.gov (United States)

    Lee, M C; Chou, M C

    1991-07-01

    To determine the nature and current level of job and life satisfaction among remote physicians in Taiwan, 115 physicians practicing in 31 aboriginal townships and on 3 offshore islands were interviewed through a mail survey. Out of 95 respondents, 93% were male. The average age was 46.0 years, and 82% of the physicians practiced only primary care. About half of the respondents had not received any residency training prior to their beginning practice. Physicians aboriginal areas and on offshore islands appear to be moderately satisfied with their jobs and with their lives in general. In aggregate, the areas of greatest job satisfaction included their contacts with other physicians and their relationships with other health care workers. Areas of least satisfaction included physicians' salary/income and their opportunities for promotion in the future. Most respondents felt that the greatest causes of work stress were the realities of medical practice and the time pressures. Areas of least stress included clinical competence/interpersonal relations and anxieties about the future. In aggregate, the areas of lowest life satisfaction included the physicians' incomes and the lack of leisure activities. It is suggested that a family practice residency training course prior to practice and access to continuing medical education programs are urgently needed for remote physicians in Taiwan. On the other hand, economic incentives seem to be the best strategy to increase the job and life satisfaction of these physicians.

  19. Co-worker perceptions of return-to-work opportunities for Japanese cancer survivors.

    Science.gov (United States)

    Eguchi, Hisashi; Wada, Koji; Higuchi, Yoshiyuki; Smith, Derek R

    2017-03-01

    This study examined workplace factors and perceptions of Return-to-Work (RTW) opportunities for colleagues with cancer-related symptoms and/or treatment side effects in Japan. We conducted an online, cross-sectional survey of 3710 employed Japanese individuals of working age. Colleagues' perceptions of RTW opportunities for cancer survivors were examined (using a Japanese questionnaire), along with workplace factors such as job demand, job control and workplace social support (using the Brief Job Stress Questionnaire). Associations between workplace factors and RTW opportunities were evaluated using multiple logistic regression analysis, with participants stratified in tertiles (low, middle and high) according to their levels of workplace social support and job control. Colleagues' perceptions of inadequate RTW opportunities were associated with low workplace social support (middle tertile: Odds Ratio [OR] 1.22, 95% Confidence Interval [CI]: 1.08-1.36; low tertile: OR 1.43, 95%CI: 1.30-1.57; p for trend working with a cancer survivor (OR 2.08, 95%CI: 1.83-2.31). This study suggests that workplace factors and prior experience of working with a cancer survivor may affect a colleagues' perception of RTW opportunities in Japanese workplaces. Consideration of workplace social factors (workplace support and job control), as well as increased openness and awareness of the particular needs of cancer survivors, is therefore essential to facilitate successful RTW in Japan, as elsewhere.Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  20. Job satisfaction in psychiatric nursing.

    Science.gov (United States)

    Ward, M; Cowman, S

    2007-08-01

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