Employee Attitudes toward an Internal Employee Assistance Program.

Science.gov (United States)

Harlow, Kirk C.

1998-01-01

Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

Type of employment relationship and mortality: prospective study among Finnish employees in 1984-2000.

Science.gov (United States)

Nätti, Jouko; Kinnunen, Ulla; Mäkikangas, Anne; Mauno, Saija

2009-04-01

The study investigated the relationship between the type of employment (permanent/temporary) contract and mortality. Factors through which temporary employment was expected to be associated with increased mortality were the degree of satisfaction with the uncertainty related to temporary work situation (Study 1) and the voluntary/involuntary basis for temporary work (Study 2). In Study 1 the data consisted of representative survey on Finnish employees in 1984 (n = 4502), which was merged with register-based follow-up data in Statistics Finland covering years 1985-2000. In Study 2 the data consisted of representative survey on Finnish employees in 1990 (n = 3502) with register-based follow-up data covering years 1991-2000. The relative risk of death was examined by conducting Cox proportional hazards analyses for the permanent and the two temporary employment groups, respectively. In Study 1 temporary employees feeling the insecure situation unsatisfactory had a 1.95-fold higher risk of mortality than permanent employees (95% CI 1.13-3.35) after adjusted for background, health- and work-related factors. In Study 2 employees in the position of having a temporary job on the involuntarily basis had a 2.59-fold higher risk of mortality than permanent employees (95% CI 1.16-5.80). The present study confirmed that temporary employees are not a homogeneous group, which holds true even for mortality. Those temporary employees, who either felt the insecure situation unsatisfactory or who worked in temporary work involuntarily, had higher risk of mortality than permanent employees.

Object permanence in lemurs.

Science.gov (United States)

Deppe, Anja M; Wright, Patricia C; Szelistowski, William A

2009-03-01

Object permanence, the ability to mentally represent objects that have disappeared from view, should be advantageous to animals in their interaction with the natural world. The objective of this study was to examine whether lemurs possess object permanence. Thirteen adult subjects representing four species of diurnal lemur (Eulemur fulvus rufus, Eulemur mongoz, Lemur catta and Hapalemur griseus) were presented with seven standard Piagetian visible and invisible object displacement tests, plus one single visible test where the subject had to wait predetermined times before allowed to search, and two invisible tests where each hiding place was made visually unique. In all visible tests lemurs were able to find an object that had been in clear view before being hidden. However, when lemurs were not allowed to search for up to 25-s, performance declined with increasing time-delay. Subjects did not outperform chance on any invisible displacements regardless of whether hiding places were visually uniform or unique, therefore the upper limit of object permanence observed was Stage 5b. Lemur species in this study eat stationary foods and are not subject to stalking predators, thus Stage 5 object permanence is probably sufficient to solve most problems encountered in the wild.

Precarious work among young Danish employees- a permanent or transitory condition?

DEFF Research Database (Denmark)

Nielsen, Mette Lykke; Dyreborg, Johnny; Lipscomb, Hester

2018-01-01

employees aged 18–24 in the healthcare sector, the metal industry and retail trade captured in 46 interviews involving 74 participants. Results are discussed taking into consideration the Nordic welfare model with an active labour marked policy. We conclude that precarious work is not, in fact, simply......There is broad agreement that precarious work is a growing problem, and that it is highly prevalent among young employees. The financial crisis in 2008 has reinforced the need for knowledge about how precarious work affects young employees. This paper explores how the concept of precarious work may...... a characteristic of young employees’ work as such, but rather it is related to their position in the labour market and the type of jobs in which they are employed. While some are in transition, others are at risk of being trapped in precarious and risky working conditions....

Validation of an employee satisfaction model: A structural equation model approach

OpenAIRE

Ophillia Ledimo; Nico Martins

2015-01-01

The purpose of this study was to validate an employee satisfaction model and to determine the relationships between the different dimensions of the concept, using the structural equation modelling approach (SEM). A cross-sectional quantitative survey design was used to collect data from a random sample of (n=759) permanent employees of a parastatal organisation. Data was collected using the Employee Satisfaction Survey (ESS) to measure employee satisfaction dimensions. Following the steps of ...

Characteristics and Pay of Federal Civilian Employees

National Research Council Canada - National Science Library

2007-01-01

...) examined the attributes of a subset of the government's civilian workforce: the roughly 1.4 million salaried workers not including employees of the Postal Service who fill full-time permanent positions in the executive branch...

Aspects of industrial psychology in power plant operation from the employee's point of view

Energy Technology Data Exchange (ETDEWEB)

Heppner, J

1980-08-01

The working-psychological stress of the colleagues during their duty hours in a nuclear power plant is lined out with respect to education, maintenance and proof of the technical qualification. Of special significance is the behaviour of the staff during pre-commissioning, commissioning, normal operation and abnormal operation of a nuclear power plant. In line of duty special stress is added for employees by the strange behaviour of politicians, mass-media and neighbours. The proposals for modification in relation to the education of shift supervisors are shown in a critical view.

Aspects of industrial psychology in power plant operation from the employee's point of view

International Nuclear Information System (INIS)

Heppner, J.

1980-01-01

The working-psychological stress of the colleagues during their duty hours in a nuclear power plant is lined out with respect to education, maintenance and proof of the technical qualification. Of special significance is the behaviour of the staff during pre-commissioning, commissioning, normal operation and abnormal operation of a nuclear power plant. In line of duty special stress is added for employees by the strange behaviour of politicians, mass-media and neighbours. The proposals for modification in relation to the education of shift supervisors are shown in a critical view. (orig.) [de

Interaction effect of job insecurity and role ambiguity on psychological distress in Japanese employees: a cross-sectional study.

Science.gov (United States)

Inoue, Akiomi; Kawakami, Norito; Eguchi, Hisashi; Tsutsumi, Akizumi

2018-05-01

We examined the interaction effect of job insecurity (JI) and role ambiguity (RA) on psychological distress in Japanese employees. Overall, 2184 male and 805 female employees from two factories of a manufacturing company in Japan completed a self-administered questionnaire comprising the scales measuring JI (Job Content Questionnaire), RA (National Institute for Occupational Safety and Health Generic Job Stress Questionnaire), psychological distress (K6 scale), and potential confounders (i.e., age, education, family size, occupational class, and work shift). Taking psychological distress as a dependent variable, hierarchical multiple regression analyses were conducted by gender and employment status (i.e., permanent and non-permanent employees). An interaction term of JI × RA was included in the model. After adjusting for potential confounders, the main effects of JI and RA on psychological distress were significant regardless of gender or employment status. Furthermore, the significant interaction effect of JI × RA on psychological distress was observed among permanent male employees (β = 0.053, p = 0.010). Post hoc simple slope analyses showed that the simple slope of JI was greater at higher levels of RA (i.e., one standard deviation [SD] above the mean) (β = 0.300, p female employees. The present study suggests that higher levels of RA strengthen the association of JI with psychological distress, at least among Japanese permanent male employees.

Return to work with chronic pain: employers' and employees' views.

Science.gov (United States)

Wainwright, E; Wainwright, D; Keogh, E; Eccleston, C

2013-10-01

The sickness certification and return to work (RTW) of people with chronic pain are important health and economic issues for employees, employers, taxpayers and the UK government. The 'fit note' and a national educational programme promoting RTW were introduced in 2010 to curb rising rates of sickness absence. To investigate employers' and employees' experiences of managing RTW when someone has taken sick leave for chronic pain and to explore the perceived efficacy of the fit note. A qualitative study, comprising semi-structured interviews with employers who had managed sick leave cases and employees who had experienced sick leave for chronic pain. Interviews were recorded, transcribed and the data analysed using constructivist grounded theory principles. Five themes were elicited. Firstly, frequent enquiry after health status was seen as intrusive by some employees but part of good practice by employers and acknowledging this difference was useful. Secondly, being able to trust employees due to their performance track record was helpful for employers when dealing with complex chronic pain conditions. Thirdly, feeling valued increased employees' motivation to RTW. Fourthly, guidelines about maintaining contact with absent employees were useful if used flexibly. Finally, both parties valued the fit note for its positive language, interrogative format and biomedical authority. The fit note was perceived to be helpful if used in combination with other strategies for managing sick leave and RTW for people with chronic pain. These strategies may be applicable to other fluctuating, long-term conditions with medically unexplained elements.

The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh

OpenAIRE

Minhajul Islam Ukil

2016-01-01

Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item st...

Precarious work among young Danish employees- a permanent or transitory condition?

DEFF Research Database (Denmark)

Nielsen, Mette Lykke; Dyreborg, Johnny; Lipscomb, Hester

2018-01-01

There is broad agreement that precarious work is a growing problem, and that it is highly prevalent among young employees. The aim of this paper is to examine the discursive representations of precarious work among young employees aged 18-24 in the healthcare sector, the metal industry and retail...... their position and how they position themselves in relation to uncertainty and vulnerability at work. We conclude that precarious work is not, in fact, simply a characteristic of young employees’ work as such, but rather it is related to their position in the labor market and the type of jobs in which...... they are employed. While some are in transition, others are at risk of being trapped in precarious work....

The views of low-income employees regarding mandated comprehensive employee benefits for the sake of health.

Science.gov (United States)

Adikes, Katherin A; Hull, Sara C; Danis, Marion

2010-01-01

Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers.

The Views of Low-Income Employees Regarding Mandated Comprehensive Employee Benefits for the Sake of Health

Science.gov (United States)

Adikes, Katherin A.; Hull, Sara C.; Dams, Marion

2013-01-01

Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers. PMID:20391255

Improving Employee Benefits: Doing the Right Thing.

Science.gov (United States)

Perreault, Joe

1990-01-01

With some exceptions, child care workers receive fewer employee benefits than workers in other occupations. The employer's and the employee's point of view on employee benefits are discussed. Also considers availability of benefits in child care and the obstacles to improved benefits for workers. (DG)

Working hours, work-life conflict and health in precarious and "permanent" employment.

Science.gov (United States)

Bohle, Philip; Quinlan, Michael; Kennedy, David; Williamson, Ann

2004-12-01

The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary) employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.

Employee Motivation at IKEA Espoo

OpenAIRE

Thapa, Kumar; Adhikari, Devendra

2013-01-01

How to motivate employees and the factors affecting motivation have been subjects of concern for many researchers and practitioners for decades. Until recently employees were primarily regarded as a factor of production (i.e. labor), and not, as in the current view, as an integral part of all businesses. Therefore, motivating employees has become essential in order to achieve the strategic goals of any company. However, due to the current state of competition in the job markets it has increas...

The Role of Performance Appraisals in Motivating Employees

OpenAIRE

Jurjen J.A. Kamphorst; Otto H. Swank

2012-01-01

textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess him. The manager gives an employee a performance appraisal with a view of affecting the employee's self perception, and the employee's perception of the manager's ability to assess performance. We...

Experimental Forests and climate change: views of long-term employees on ecological change and the role of Experimental Forests and Ranges in understanding and adapting to climate change

Science.gov (United States)

Laurie Yung; Mason Bradbury; Daniel R. Williams

2012-01-01

In this project, we examined the views of 21 long-term employees on climate change in 14 Rocky Mountain Research Station Experimental Forests and Ranges (EFRs). EFRs were described by employees as uniquely positioned to advance knowledge of climate change impacts and adaptation strategies due to the research integrity they provide for long-term studies, the ability to...

Effect of working hours and precarious employment on depressive symptoms in South Korean employees: a longitudinal study.

Science.gov (United States)

Kim, Woorim; Park, Eun-Cheol; Lee, Tae-Hoon; Kim, Tae Hyun

2016-12-01

Long working hours and precarious employment are relatively common in South Korea. Since both can impact on mental health, this study examined their independent and combined effects on depressive symptoms of employees. Data were from the Korean Welfare Panel Study (KOWEPS), 2010-2013. A total of 2733 full-time employees without depressive symptoms were analysed. Hierarchical logistic regression models were used to investigate the effect of the number of working hours per week (eg, 35-40 hours, 41-52 hours, 53-68 hours, and >68 hours) and employment status (permanent vs precarious employment) on depressive symptoms, measured using the Center for Epidemiological Studies Depression (CES-D) 11 scale. Compared with individuals working 35-40 hours/week, employees working above 68 hours (OR 1.57, 95% CI 1.05 to 2.34) had higher odds of depressive symptoms after full adjustment. Similarly, precarious employees (OR 1.34, 95% CI 1.02 to 1.75) showed worse mental health than permanent employees. In the combined effect model, employees in precarious employment who worked above 68 hours/week (OR, 2.03 95% CI 1.08 to 3.83) exhibited the highest odds of depressive symptoms compared with permanent employees working 35 to 40 hours/week. Long work hours and precarious employment status were associated with higher odds of depressive symptoms. The findings highlight the importance of monitoring and addressing the vulnerable groups of employees to reduce the mental health burden of economically active individuals. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Employee Spirituality in the Workplace: A Cross-Cultural View for the Management of Spiritual Employees.

Science.gov (United States)

Lewis, Jeffrey S.; Geroy, Gary D.

2000-01-01

Discusses six entry points to initiate discussion of employee spirituality in management education: cross-cultural management, workplace diversity, leadership, team management, organizational culture, and human resource development. (SK)

Financial Participation of Employees in Lithuania

DEFF Research Database (Denmark)

Darskuviené, Valdoné; Hanisch, Stefan; Mygind, Niels

2006-01-01

Participation of employees in decision-making in Lithuanian companies has its roots in trade union movement as well as in the practice of managing companies under Soviet rule. After Lithuania regained independence, employee ownership was used to facilitate privatization. A notable success...... as participation in decision-making - is not well developed and does not provide for stronger incentives. The solution of current employment and social problems by the Government, ruling parties as well as social partners is not associated with a higher level of participation of employees. Financial participation...... is viewed mainly as a way of employee motivation as initiated by managers and current owners of companies....

Part-time Employment, Gender and Employee Participation in the Workplace: An Illawarra Reconnaissance

OpenAIRE

Markey, R.; Kowalczyk, J.; Pomfret, S.

2001-01-01

The growth in non-standard forms of employment has major implications for the effectiveness of employee participation mechanisms in the workplace, whether direct or indirect (representative). This seems to be especially the case with representative forms, such as consultative committees, because they effectively assume permanent or long-term employment and are not as easily accessible to part-time employees. However, the literature on participation rarely addresses this major contextual aspec...

An empirical study on measuring the impact of personality type on employee capabilities

Directory of Open Access Journals (Sweden)

N. Sha’bani

2011-04-01

Full Text Available Personality is a stable set of characteristics and tendencies, which specifies similarities, and differences of people' psychological behavior. Personality is normally a permanent behavior through time and may not be comprehended easily or recognized as immediate or direct situations due to some environmental and social stresses. In this paper, we study the relationship between employees' personality and ability types. The paper identifies that there are some relationships between employees' personality type and their ability. There is also a relationship between introvert, extrovert, sensitive, emotive, thoughtful, considerate and judging personality type and employees' ability.

Employee-driven innovation

DEFF Research Database (Denmark)

Kesting, Peter; Ulhøi, John Parm

2015-01-01

Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...

Validation of an employee satisfaction model: A structural equation model approach

Directory of Open Access Journals (Sweden)

Ophillia Ledimo

2015-01-01

Full Text Available The purpose of this study was to validate an employee satisfaction model and to determine the relationships between the different dimensions of the concept, using the structural equation modelling approach (SEM. A cross-sectional quantitative survey design was used to collect data from a random sample of (n=759 permanent employees of a parastatal organisation. Data was collected using the Employee Satisfaction Survey (ESS to measure employee satisfaction dimensions. Following the steps of SEM analysis, the three domains and latent variables of employee satisfaction were specified as organisational strategy, policies and procedures, and outcomes. Confirmatory factor analysis of the latent variables was conducted, and the path coefficients of the latent variables of the employee satisfaction model indicated a satisfactory fit for all these variables. The goodness-of-fit measure of the model indicated both absolute and incremental goodness-of-fit; confirming the relationships between the latent and manifest variables. It also indicated that the latent variables, organisational strategy, policies and procedures, and outcomes, are the main indicators of employee satisfaction. This study adds to the knowledge base on employee satisfaction and makes recommendations for future research.

School Employee Assistance Programs in New York State.

Science.gov (United States)

Stevens, R. Craig

1986-01-01

The article reports on the following aspects of employee assistance programs (EAPs), which are designed to counter employee personal problems that could impair work performance: 1) administrative views on EAPs; 2) district ratings of EAPs; 3) funding; 4) types of problems handled; and 5) success of the programs. (PS)

26 CFR 1.414(q)-1T - Highly compensated employee (temporary).

Science.gov (United States)

2010-04-01

...-10Definition of officer and rules on inclusion of officers in highly compensated group. Q&A-11Rules with... rules for permanent and total disability and employee stock ownership plans respectively). (c) Other... pursuant to section 401(c)(1). This rule with respect to the inclusion of certain self-employed individuals...

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

Science.gov (United States)

Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

2015-04-22

We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

Employee benefits under IAS/IFRS and the Czech accounting legislation, the tax point of view including

OpenAIRE

Milena Otavová; Jana Gláserová

2009-01-01

The regulation of employee benefit is limited in the Czech Accounting Legislation. There are only short-term employee benefits – wages, salaries, when employees has rendered services to an entity during a period – month. Entities could create funds from a net profit –fund for social and cultural benefits which could serve as source of social services financing for employees. There are employee benefits defined very extensive in IAS/IFRS. It is IAS 19 – Employee Benefits which defines four Gro...

What employees with diabetes mellitus need to cope at work: views of employees and health professionals

NARCIS (Netherlands)

Detaille, Sarah I.; Haafkens, Joke A.; Hoekstra, Joost B.; van Dijk, Frank J. H.

2006-01-01

OBJECTIVE: To identify and compare patient and professional perspectives on what enables employees with diabetes mellitus (DM) to maintain their position in the workplace. To provide information on how professionals can help DM patients cope at work. METHODS: Qualitative study using concept-mapping

Analysis of employee satisfaction with benefits

OpenAIRE

Málková, Eliška

2013-01-01

This bachelor thesis is focused on an issue of providing employee benefits. The first part describes the benefits from a theoretical point of view, here is also mentioned a research about the benefits and an impact of the economic crisis on providing the benefits. The second part is focused on describing the benefits of a particular company, KOMIX Inc., an analysis of an employee satisfaction with the benefits with using a questionnaire survey and suggestion of ways to improve the current sys...

Employer-Sponsored Health Insurance: Are Employers Good Agents for Their Employees?

OpenAIRE

Peele, Pamela B.; Lave, Judith R.; Black, Jeanne T.; Evans III, John H.

2000-01-01

Employers in the United States provide many welfare-type benefits, such as life insurance, disability insurance, health insurance, and pensions, to their employees. Employers can be viewed as performing an agency role in purchasing pension, health, and other welfare benefits for their employees. An exploration of their competence in this role as agents for their employees indicates that large employers are very helpful to their employees in this arena. They seem to contribute to individual em...

Psychological vulnerability, burnout, and coping among employees of a business process outsourcing organization.

Science.gov (United States)

Machado, Tanya; Sathyanarayanan, Vidya; Bhola, Poornima; Kamath, Kirthi

2013-01-01

The business process outsourcing (BPO) sector is a contemporary work setting in India, with a large and relatively young workforce. There is concern that the demands of the work environment may contribute to stress levels and psychological vulnerability among employees as well as to high attrition levels. As part of a larger study, questionnaires were used to assess psychological distress, burnout, and coping strategies in a sample of 1,209 employees of a BPO organization. The analysis indicated that 38% of the sample had significant psychological distress on the General Health Questionnaire (GHQ-28; Goldberg and Hillier, 1979). The vulnerable groups were women, permanent employees, data processors, and those employed for 6 months or longer. The reported levels of burnout were low and the employees reported a fairly large repertoire of coping behaviors. The study has implications for individual and systemic efforts at employee stress management and workplace prevention approaches. The results point to the emerging and growing role of mental health professionals in the corporate sector.

The Culture of Employee Learning--Which Way for South Africa?

Science.gov (United States)

Mavunga, George; Cross, Michael

2015-01-01

Employee learning which is known by terms such as "human capital development" and "lifelong learning" is an aspect of post-school learning which people engage in for purposes of enhancing their work-related competencies and possibly achieve upward professional mobility. There are different views on how best employee learning…

Perspectives on workplace health promotion among employees in low-wage industries

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2016-01-01

Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321

Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2015-01-01

Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.

The application of social responsibility in Jordanian banks and its impact on the competitive feature from the point of view of banks’ employees

Directory of Open Access Journals (Sweden)

Morad Khaled Radaideh

2015-10-01

Full Text Available The study aims to identify the reality of the application of social responsibility in Jordanian banks, and its impact on competitive advantage. It also seeks to determine the most important pillars of the Jordanian banks that facilitate the success of social responsibility with a view to achieve its objectives in favor of the related parties. This happens through trying to identify the extent of the application of social responsibility within the nine following dimensions: community, environment, customers, employees, shareholders, government, suppliers, competitors, minorities and people with special needs. In order to achieve that, the researchers selected a random sample of 170 employees of the study population and the bank employees in the scope of various aspects of their work. Questionnaires were also distributed to managers of banks directorates and branches; they included 45 paragraphs about social responsibility and 16 paragraphs about competitive advantage. Data were integrated into the computer and processed using SPSS statistical program. The study concluded that social responsibility is a subject of interest, along with competitive advantage for banks. It also found out that there is a relationship between social responsibility and competitive advantage among directorates and branches under study.

5 CFR 2641.201 - Permanent restriction on any former employee's representations to United States concerning...

Science.gov (United States)

2010-01-01

... electronic media, or by any other means. This includes only those communications with respect to which the... personally and substantially. 2641.201 Section 2641.201 Administrative Personnel OFFICE OF GOVERNMENT ETHICS GOVERNMENT ETHICS POST-EMPLOYMENT CONFLICT OF INTEREST RESTRICTIONS Prohibitions § 2641.201 Permanent...

Employee participation in decision-making in architectural firms

Directory of Open Access Journals (Sweden)

Adedapo Oluwatayo

2017-06-01

Full Text Available In this study, the participation of employee architects in decision-making in architectural firms is investigated. This is with a view to identifying the organisational contexts that enhance employee participation in decision making. The impact of such participation on the performances of the firms was also assessed. This study was carried out through a questionnaire survey of employers of architects in Nigeria. In agreement with findings of previous studies, participation of the employees of the architectural firms in the study in decision making is low. Employee participation in decision making in the firms was dependent on the staffing strategy and proportion of junior staff in many cases. The positive impact of employee participation in decision making on firm performance varied with the nature of the decision. This study concludes that there is need for employers in architectural firms to identify the categories of decision that employees should be involved in and to modify their firm contexts to encourage participation where desired.

Survey of Employees' Safety Attitude in a Teaching Hospital Tehran 2010

Directory of Open Access Journals (Sweden)

M. Mahmmoudi

2011-01-01

Full Text Available Background and aimsThe Medical Errors and the potential unsafe actions are always regarded as a serious trouble by the managers and health care providers. Using the employees' attitude data as a measurement criterion in the evaluation of the hospitals performance in the field of the “Safety” can improve the safety level among the personnel and patients . Survey of employees' attitude about safety and its comparison with different groups of offering health services in a teaching Hospital was the main objective of present study.   MethodsIn order to specify patient safety culture in Moddares hospital, all employees including physicians, nurses, managers and employees of Para-clinic, a volume sample consisting of 212 persons were selected. Then it was used from questionnaire of safety attitude within 6 dimensions including Teamwork climate, Safety climate, perceptions of Management , Job Satisfaction, Working Conditions and Stress Recognition. At first this questionnaire was gone under assessing validity and trust. The scale of measuring, Likert was 5 grades. In order to specify difference between groups under study it was used from ANOVA test.   Results Positive safety culture within 6 dimensions including Teamwork Climate, Safety climate, Job Satisfaction, Stress Recognition, Perception of Management , Working Conditions for doctors were 3, 4.13, 17.4, 0, 4.3, and 8.7 respectively; the aforesaid Dimensions for nurses were 19, 2.6, 10.3, 7.8, 2.6 and 15.5 respectively, the aforesaid Dimensions for managers were 30.3, 6.1, 33.3, 0, 18.2 and 21.2 respectively and the aforesaid Dimensions for employees of Para-clinic Were 50, 12.5, 25, 12.5, 10 and 37.5 respectively. There was Significant difference from View Point of statistics (p<0.5 from Dimensions of Job satisfaction among managers and nurses, employees of Para-clinic and nurses this difference Were zero and 0.001. From View Point of Stress recognition among managers and employees of Para

Correlation between Employee Participation and Organizational Information Security Management in Community College Districts

Science.gov (United States)

Powell, Roger

2013-01-01

The dominant view of the relationship between employees and information security (InfoSec) is that employees are the weakest link. This research investigates the relationship between employees and InfoSec from a positive perspective. User buy-in is the theoretical framework of this study and Western U.S. Community Colleges (WUCCs) are the setting.…

What diversity management practices do hotel managers and employees view as important for retaining employees?

OpenAIRE

Twum, Sophia Araba

2015-01-01

Master's thesis in International hotel and tourism management Abstract Research shows that the hotel industry is noted for high rate of turnover. Again, diversity management practices have been found to be a good human resource tool helping to manage and retain diverse workforce. A lot of studies have been done on employee retention and diversity management separately but the two concepts are related therefore there is the need to look at them together. This thesis aims...

Evolution strategies and multi-objective optimization of permanent magnet motor

DEFF Research Database (Denmark)

Andersen, Søren Bøgh; Santos, Ilmar

2012-01-01

When designing a permanent magnet motor, several geometry and material parameters are to be defined. This is not an easy task, as material properties and magnetic fields are highly non-linear and the design of a motor is therefore often an iterative process. From an engineering point of view, we...... of evolution strategies, ES to effectively design and optimize parameters of permanent magnet motors. Single as well as multi-objective optimization procedures are carried out. A modified way of creating the strategy parameters for the ES algorithm is also proposed and has together with the standard ES...

Acquisition and Merger Process Through the Eyes of Employees : A Case Study on How Change Management and Integration Process Affected the Employees of Company X

OpenAIRE

Maidell, Terhi

2015-01-01

This study is a case study about acquisition and merger process, which took place in February 2014, when Company X(name changed) bought three magazines and 42 employees were transferred from Company Y (name changed). The topic covers such issues as; change management during acquisition and merger from the employees’ point of view, how employees react to change and how they experience the change management process. The aim of the study is to understand the employee side of the story during cha...

Psychological vulnerability, burnout, and coping among employees of a business process outsourcing organization

Directory of Open Access Journals (Sweden)

Tanya Machado

2013-01-01

Full Text Available Background: The business process outsourcing (BPO sector is a contemporary work setting in India, with a large and relatively young workforce. There is concern that the demands of the work environment may contribute to stress levels and psychological vulnerability among employees as well as to high attrition levels. Materials and Methods: As part of a larger study, questionnaires were used to assess psychological distress, burnout, and coping strategies in a sample of 1,209 employees of a BPO organization. Results: The analysis indicated that 38% of the sample had significant psychological distress on the General Health Questionnaire (GHQ-28; Goldberg and Hillier, 1979. The vulnerable groups were women, permanent employees, data processors, and those employed for 6 months or longer. The reported levels of burnout were low and the employees reported a fairly large repertoire of coping behaviors. Conclusions: The study has implications for individual and systemic efforts at employee stress management and workplace prevention approaches. The results point to the emerging and growing role of mental health professionals in the corporate sector.

The Effectiveness of Employee Assistance Program Supervisor Training: An Experimental Study.

Science.gov (United States)

Schneider, Robert J.; Colan, Neil B.

1992-01-01

A total of 291 supervisors were assigned to 3 groups (in-house training, external training, no training) for training in management of troubled employees. Both forms of training were effective in improving supervisors' knowledge of employee assistance programs. Supervisory training was best viewed as a process, not a single event. (SK)

CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2014-12-01

Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success

Differing professional views or opinions: 1994 Special Review Panel

International Nuclear Information System (INIS)

1996-09-01

In July 1994, the Executive Director for Operations of the US Nuclear Regulatory Commission (NRC) appointed a Special Review Panel to assess the Differing Professional View or Opinion (DPV/DPO) process, including its effectiveness, how well it is understood by employees, and the organizational climate for having such views aired and properly decided. An additional area within this review was to address the effectiveness of the DPO procedures as they pertain to public access and confidentiality. Further, the Panel was charged with the review of the submittals completed since the last review to identify employees who made significant contributions to the agency or to the public health and safety but had not been adequately recognized for this contribution. The report presents the Special Review Panel's evaluation of the NRC's current process for dealing with Differing Professional Views or Opinions. Provided in this report are the results of an employee opinion survey on the process; highlights and suggestions from interviews with individuals who had submitted a Differing Professional View or Opinion, as well as with agency managers directly involved with the Differing Professional Views or Opinions process; and the Special Review Panel's recommendations for improving the DPV/DPO process

Sickness absence among young employees: trends from 2002 to 2013.

Science.gov (United States)

Sumanen, Hilla; Pietiläinen, Olli; Lahti, Jouni; Lahelma, Eero; Rahkonen, Ossi

2015-01-01

Young adults entering employment are a key group in extending work careers, but there is a lack of research on trends in work ability among young employees. Prolonged sickness absence (SA) constitutes a risk for permanent work disability. We examined 12-year trends in SA spells among young female and male municipal employees. The data were obtained from the employers' registers in the City of Helsinki, Finland. The data included employees aged 18-24, 25-29, 30-34, and 35-54 from 2002 to 2013 (the average number for each year was 31,600). Self-certified (1-3 days) and medically certified intermediate (4-14 days) and long (15+ days) SAs were examined. Joinpoint regression models were used to identify major changes in SA trends. Younger employees had more short SAs but fewer long SAs than older employees. During the study period, SAs of almost any length first increased and later decreased among both genders, except for young men. The turning points for short SA were in 2007-2011 among younger and older employees. In intermediate and long SAs the respective turning points were in 2008-2009 and 2005-2009. Women had more SAs in all categories. Age is related to the length of absences. Given the relatively low chronic morbidity among younger employees, it is likely that reasons other than ill health account for increased SA. More evidence on factors behind the changing trends is needed in order to reduce SA and extend the working careers of young people.

Professional pilots' views of alcohol use in aviation and the effectiveness of employee-assistance programs.

Science.gov (United States)

Ross, S M; Ross, L E

1995-01-01

Pilots holding the Airline Transport Pilot certificate were surveyed about the seriousness of the alcohol problem in various areas of aviation and about the importance of a number of possible reasons why a pilot might drink and fly. They also rated a number of actions in terms of their potential effectiveness for reducing inappropriate alcohol use, and they evaluated a number of characteristics of employee-assistance programs. Respondents judged employee-assistance programs to be the best way to reduce problem drinking. They also identified areas in which currently available employee-assistance programs could be improved.

29 CFR 2509.94-3 - Interpretive bulletin relating to in-kind contributions to employee benefit plans.

Science.gov (United States)

2010-07-01

... employee benefit plans. 2509.94-3 Section 2509.94-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO...-kind contributions to employee benefit plans. (a) General. This bulletin sets forth the views of the...

Lowering the Permanent Establishment Threshold via the Anti-BEPS Convention: Much Ado about Nothing?

OpenAIRE

Wilde, Maarten

2017-01-01

textabstractThe author examines the lowering of the threshold at which commissionaire, auxiliary, and building site and construction activities qualify as a permanent establishment under the Multilateral anti-BEPS Convention (MLI). With a view to countries planning to implement the provisions in this convention on permanent establishments within their tax treaty networks, the author argues for exercising a degree of caution. Some caution may be worthwhile to be exercised specifically with reg...

Drawing the critical distinction between independent contractors and permanent employees : the tax implications

International Nuclear Information System (INIS)

Bodie, J.S.; Haymour, J.

1999-01-01

The many factors that should be considered when distinguishing between an independent contractor and an employee from the perspective of tax laws were discussed. Some of the major areas where disputes regarding relationships between the employee and the independent contractor arise were reviewed with particular emphasis on some of the dangers associated with a change in characterization of these types of relationships. Ways in which to guard against these dangers were also presented. The courts have established the following four tests to determine a contractor's status: (1) the control test, (2) the economic reality test, (3) the business integration test, and (4) the ownership of tools test. The control tests looks to the degree of control that an employer/recipient of services possesses over the work that is to be performed. The economic reality test looks to whether the contractor is actually in business for himself and is risking a loss. The business integration test examines the relationship between employer and contractor in terms of how economically dependent the contractor is on the employer and whether the task the contractor carries on forms an integral part of the business of the employer. The last test examines who owns the tools used by the contractor to carry out his duties. This presentation also reviewed how employers and contractors are responsible for adhering to Revenue Canada tax laws and certain liabilities regarding income taxes, Employment Insurance (EI) premiums, Canada Pension Plan (CPP) contributions and other amounts

Drawing the critical distinction between independent contractors and permanent employees : the tax implications

Energy Technology Data Exchange (ETDEWEB)

Bodie, J.S.; Haymour, J. [Fraser Milner, Calgary, AB (Canada)

1999-10-01

The many factors that should be considered when distinguishing between an independent contractor and an employee from the perspective of tax laws were discussed. Some of the major areas where disputes regarding relationships between the employee and the independent contractor arise were reviewed with particular emphasis on some of the dangers associated with a change in characterization of these types of relationships. Ways in which to guard against these dangers were also presented. The courts have established the following four tests to determine a contractor`s status: (1) the control test, (2) the economic reality test, (3) the business integration test, and (4) the ownership of tools test. The control tests looks to the degree of control that an employer/recipient of services possesses over the work that is to be performed. The economic reality test looks to whether the contractor is actually in business for himself and is risking a loss. The business integration test examines the relationship between employer and contractor in terms of how economically dependent the contractor is on the employer and whether the task the contractor carries on forms an integral part of the business of the employer. The last test examines who owns the tools used by the contractor to carry out his duties. This presentation also reviewed how employers and contractors are responsible for adhering to Revenue Canada tax laws and certain liabilities regarding income taxes, Employment Insurance (EI) premiums, Canada Pension Plan (CPP) contributions and other amounts.

Drawing the critical distinction between independent contractors and permanent employees : the tax implications

Energy Technology Data Exchange (ETDEWEB)

Bodie, J.S.; Haymour, J. [Fraser Milner, Calgary, AB (Canada)

1999-07-01

The many factors that should be considered when distinguishing between an independent contractor and an employee from the perspective of tax laws were discussed. Some of the major areas where disputes regarding relationships between the employee and the independent contractor arise were reviewed with particular emphasis on some of the dangers associated with a change in characterization of these types of relationships. Ways in which to guard against these dangers were also presented. The courts have established the following four tests to determine a contractor's status: (1) the control test, (2) the economic reality test, (3) the business integration test, and (4) the ownership of tools test. The control tests looks to the degree of control that an employer/recipient of services possesses over the work that is to be performed. The economic reality test looks to whether the contractor is actually in business for himself and is risking a loss. The business integration test examines the relationship between employer and contractor in terms of how economically dependent the contractor is on the employer and whether the task the contractor carries on forms an integral part of the business of the employer. The last test examines who owns the tools used by the contractor to carry out his duties. This presentation also reviewed how employers and contractors are responsible for adhering to Revenue Canada tax laws and certain liabilities regarding income taxes, Employment Insurance (EI) premiums, Canada Pension Plan (CPP) contributions and other amounts.

The Impact of Leader-member Exchange (LMX and Empowerment on Employee Voice Behavior

Directory of Open Access Journals (Sweden)

Chan Simon C. H.

2016-06-01

Full Text Available This study examines the impact of leader-member exchange (LMX and the moderating role of empowerment on employee voice behavior. A sample of 314 supervisor-subordinate dyadic exchanges was collected from a manufacturing firm in Mainland China. The results provided support the view that LMX and empowerment were both significantly associated with employee voice behavior. The positive relationship between LMX and employee voice behavior was stronger when employees received higher levels of empowerment. Theoretical and managerial implications of the research are discussed.

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees.

Science.gov (United States)

von Hippel, Courtney; Kalokerinos, Elise K; Zacher, Hannes

2016-01-01

In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces "family-friendly." Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers ( N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child ( N = 65). In Study 2 ( N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide.

Employers' experience of employees with cancer: trajectories of complex communication.

Science.gov (United States)

Tiedtke, C M; Dierckx de Casterlé, B; Frings-Dresen, M H W; De Boer, A G E M; Greidanus, M A; Tamminga, S J; De Rijk, A E

2017-10-01

Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the employers' needs for support regarding this process. Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee's passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer's and the employee's interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have

Employment type, workplace interpersonal conflict, and insomnia: a cross-sectional study of 37,646 employees in Japan.

Science.gov (United States)

Sakurai, Kenji; Nakata, Aknori; Ikeda, Tomoko; Otsuka, Yasumasa; Kawahito, Junko

2014-01-01

This study explored whether workplace interpersonal conflict (WIC) is associated with insomnia, and whether the relationship between WIC and insomnia differs across different employment groups. A total of 37,646 Japanese full-time employees participated in a cross-sectional survey. Employment types included permanent employment and 2 forms of temporary employment: direct-hire and temporary work agent (TWA). Insomnia symptoms, including difficulty initiating sleep, difficulty maintaining sleep, and early morning awakening were measured. Insomnia was defined as having experienced 1 or more of these symptoms on ≥3 nights per week over the past 12 months. Results showed that WIC was significantly associated with an increased risk of insomnia (odds ratio OR = 1.63; 95% confidence interval CI = 1.55-1.71), controlling for confounders. However, the relationship between WIC and the risk of insomnia was significantly stronger for TWAs than for permanent employees (OR = 1.97; 95% CI = 1.13-3.45). A frequent exposure to WIC may increase the risk of insomnia, particularly for TWAs.

Motivation of employees and employee benefits

OpenAIRE

Haninger, David

2011-01-01

This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

Permanent Training of Teachers as a Reference to Educational Quality

Directory of Open Access Journals (Sweden)

Johana Carolina Peña Lozada

2017-08-01

Full Text Available The present article of bibliographical revision intends to make a reflection to characterize the Permanent Formation of the Teachers as Referent of the Educational Quality, through a documentary revision, in order to realize an evaluation of the component permanent formation under the scheme of the educational quality, The analysis points to considerations made by different authors, in the most relevant aspects, it becomes notorious and imperative to include policies, plans and programs according to the ongoing training of the teacher to achieve all the objectives pursued by education in the Different spaces that comprise it involving the praxis of the teacher in its action with a view to a better educational quality.

The internal career orientation of permanent and contracting information technology staff

Directory of Open Access Journals (Sweden)

Hilda Havran

2003-10-01

Full Text Available The primary aim of the study was to investigate the relationship between types of employment (permanent or contracting for two variables: flow and career success orientation in an information technology environment. The study was performed in a sub-division of a large telecommunications company that focuses on software development and implementation. Two questionnaires measuring flow and career success orientation, were administered to groups of 150 permanent and 150 contracting staff respectively. Factor analyses indicated that the career success orientation questionnaire measured two dimensions labeled as ‘work focus’ and ‘self focus’, and the flow questionnaire measured ‘enjoyment’ and ‘control of consciousness’. Contracting and permanent employees were compared with regard to the four dimensions and it was found that contract workers experienced their work more optimally than the permanent workers did, because they obtained higher scores on the ‘control of consciousness scale’. Opsomming Die primêre doel van die ondersoek was om die verwantskap tussen tipes indiensneming (permanent en kontraktering te ondersoek vir twee veranderlikes: vloei en beroepsuksesoriëntasie in ’n inligtingstegnologieomgewing. Die ondersoek is uitgevoer in ’n onderafdeling van ’n groot telekommunikasiemaatskappy wat fokus op programmatuurontwikkeling en -implementering. Twee vraelyste wat vloei en beroepsuksesoriëntasie meet, is toegepas op 150 permanente werknemers en 150 kontrakteurs. Faktorontledings het aangedui dat die beroepsuksesoriënteringsvraelys twee dimensies gemeet het, naamlik ‘werkfokus’ en ‘selffokus’. Die vloei-vraelys het ‘werksgenot’ en ‘bewustsheidbeheer’ gemeet. Kontrakteurs en permanente werknemers is met mekaar vergelyk in terme van die vier dimensies en die uitslae van die bewustheids beheerskaal het aangedui dat kontrakteurs hul werk meer optimaal ervaar in teenstelling met permanente werkers.

The relationship between employee motivation, job satisfaction and corporate culture

Directory of Open Access Journals (Sweden)

Wanda Roos

2008-05-01

Full Text Available In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ, the Experience of Work and Life Circumstances Questionnaire (WLO and the Corporate Culture Questionnaire (CCQ. Pearson product-moment coeffcients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The fndings provided support for the linear relationships and, more importantly, identifed the drivers of these relationships. The fndings did not support the moderator effect. Using these fndings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial infuence.

Managing Reward Strategy to Enhance Employee Performance

African Journals Online (AJOL)

Prof

strategy in organizations with a view to ascertaining its efficacy on ... (contingent or variable pay), or for their services in the job (service-related pay). ... The concepts of rewards and incentives are interchangeably used by .... employee's base salary or in most cases organization use a combination of ... to the market values.

Learning style and confidence: an empirical investigation of Japanese employees

OpenAIRE

Yoshitaka Yamazaki

2012-01-01

This study aims to examine how learning styles relate to employees' confidence through a view of Kolb's experiential learning theory. For this aim, an empirical investigation was conducted using the sample of 201 Japanese employees who work for a Japanese multinational corporation. Results illustrated that the learning style group of acting orientation described a significantly higher level of job confidence than that of reflecting orientation, whereas the two groups of feeling and thinking o...

Employment contracts and health selection: unhealthy employees out and healthy employees in?

Science.gov (United States)

Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth N J; Taris, Toon W

2012-10-01

The healthy worker effect implies that healthy workers go "up" in employment status whereas less healthy workers go "down" into precarious temporary employment or unemployment. These hypotheses were tested during an economic recession, by predicting various upward and downward contract trajectories, based on workers' health status, work-related well-being, and work ability. Two waves (2008 and 2009) of the Netherlands Working Conditions Cohort Study (N = 7112) were used and logistic regression analyses were performed to test the hypothesis of this study. Lower general health and higher emotional exhaustion at baseline predicted future unemployment among permanent employees. Various downward trajectories were also predicted by lower work-related well-being and lower work ability, whereas the opposite was true for one of the upward trajectories. Workers with lower health, lower work-related well-being, or lower work ability are at risk for ending up in precarious temporary employment or unemployment.

The permanent process

DEFF Research Database (Denmark)

Møller, Jesper; McCullagh, Peter

We extend the boson process first to a large class of Cox processes and second an even larger class of infinitely divisible point processes. Density and moment results are studied in detail. These results are obtained in closed form as weighted permanents, so the extension is called a permanent...... process. Temporal extensions and a particularly tractable case of the permanent process are also studied. Extensions of the ferminon process along similar lines, leading to so-called determinant processes, are discussed at the end. While the permanent process is attractive, the determinant process...

Comparing the perspectives of managers and employees of teaching hospitals about job motivation.

Science.gov (United States)

Mohebbifar, Rafat; Zakaria Kiaei, Mohammad; Khosravizadeh, Omid; Mohseni, Mohammad

2014-07-15

Recognition of career motivators and understanding of managers and employees in prioritizing them, in order to plan incentives for this understanding, can play an important role in increasing productivity and creating harmony between the goals of the organization and staff. This study was done to survey the importance of career motivating factors from perspective of employees and managers in educational hospitals of Iran. In this study 269 from a total of 1843 employees of educational hospitals in Qazvin province of Iran were selected through Quota-Random sampling and studied along with all 49 Managers. Lawrence Lindale questionnaire with 10 factors where used in order to determine motivational priorities. The results indicated that among the 10 studied motivational factors, from employees' viewpoint; "Good wages", "Good Working Conditions" and "Job Security" have the greatest roles in motivating employees. In the context of perspective agreement amongst employees and managers, the results showed 20 percent agreement. In this study, results of "Independent T" test showed a significant difference in comparison, between prioritizing employees' view and prediction of managers in the factors of "Job Security" (p = 0/031) and "Interesting Work" (p = 0/001). With respect to increase disagreement in the views of managers and employees as compared to previous studies, Managers need to pay more attention to cognition of motivational factors and make their viewpoints closer to actual motivational need of their employees. Attention to this fact can be a great help to the growth and productivity of the organization, making the organizational and individual goals closer and also keeping managers safe from execution of constant and undue motivational patterns.

Who pays for public employee health costs?

Science.gov (United States)

Clemens, Jeffrey; Cutler, David M

2014-12-01

We analyze the incidence of public-employee health benefits. Because these benefits are negotiated through the political process, relevant labor market institutions deviate significantly from the competitive, private-sector benchmark. Empirically, we find that roughly 15 percent of the cost of recent benefit growth was passed onto school district employees through reductions in wages and salaries. Strong teachers' unions were associated with relatively strong linkages between benefit growth and growth in total compensation. Our analysis is consistent with the view that the costs of public workers' benefits are difficult to monitor, contributing to benefit oriented, and often under-funded, compensation schemes. Copyright © 2014 Elsevier B.V. All rights reserved.

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

Science.gov (United States)

von Hippel, Courtney; Kalokerinos, Elise K.; Zacher, Hannes

2017-01-01

In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces “family-friendly.” Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers (N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child (N = 65). In Study 2 (N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide. PMID:28111560

Work characteristics and determinants of job satisfaction in four age groups: university employees' point of view.

NARCIS (Netherlands)

Bos, J.T.; Donders, N.C.G.M.; Bouwman-Brouwer, K.M.; Gulden, J.W.J. van der

2009-01-01

PURPOSE: To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups. METHODS: A cross-sectional questionnaire was filled in by 1,112 university employees, classified into four age groups. (a) Work characteristics were

Mobbing, threats to employees

Directory of Open Access Journals (Sweden)

Tatjana Vene

2012-02-01

Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

Radiological control of contractors' employees - an independent RPA's view

International Nuclear Information System (INIS)

Ellis, J.O.; Webb, C.A.

1995-01-01

The changing structure of the nuclear industry in the UK is resulting in a significant increase in the number of contracting companies whose employees are engaged in work that would previously have been the sole responsibility of the workforce directly employed by the Site Licence holder. This trend is being given added impetus by the move towards contractorisation and privatisation of significant portions of the industry; for example, the UKAEA is, at the time of writing, divided into three separate organisations responsible for the work in Controlled Areas at several sites. This paper seeks to set out some of the potential and actual radiological problems encountered, together with some suggested solutions. (author)

26 CFR 1.401-14 - Inclusion of medical benefits for retired employees in qualified pension or annuity plans.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 5 2010-04-01 2010-04-01 false Inclusion of medical benefits for retired...-Sharing, Stock Bonus Plans, Etc. § 1.401-14 Inclusion of medical benefits for retired employees in... employer providing such medical benefits by reason of permanent disability. For purposes of the preceding...

Reversal permanent charge and reversal potential: case studies via classical Poisson–Nernst–Planck models

International Nuclear Information System (INIS)

Eisenberg, Bob; Liu, Weishi; Xu, Hongguo

2015-01-01

In this work, we are interested in effects of a simple profile of permanent charges on ionic flows. We determine when a permanent charge produces current reversal. We adopt the classical Poisson–Nernst–Planck (PNP) models of ionic flows for this study. The starting point of our analysis is the recently developed geometric singular perturbation approach for PNP models. Under the setting in the paper for case studies, we are able to identify a single governing equation for the existence and the value of the permanent charge for a current reversal. A number of interesting features are established. The related topic on reversal potential can be viewed as a dual problem and is briefly examined in this work too. (paper)

When and which employees feel obliged: A personality perspective of how organizational identification develops

Directory of Open Access Journals (Sweden)

Muhammad Ali Asadullah

2017-07-01

Full Text Available This paper examines the indirect effect of interpersonal and informational justice on organizational identification through psychological contract fulfillment across different levels of equity sensitivity. The data were collected using self-reported measures from 656 permanent employees working in five commercial banks in Pakistan. The statistical results of the study confirmed that the indirect effect of interpersonal and informational justice on organizational identification through psychological contract fulfillment is significant. However, the statistical results of the study also demonstrated that the indirect effect of interpersonal and informational justice does not differ across different levels of equity sensitivity. This study offers some implications for managers to maintain an effective employment relationship with the employees inside the organizations.

Effects of Scheduling Perceptions on Attitudes and Mobility in Different Part-Time Employee Types

Science.gov (United States)

Wittmer, Jenell L. S.; Martin, James E.

2011-01-01

Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the…

Diversity management: the treatment of HIV-positive employees.

Science.gov (United States)

Yap, Matthew H T; Ineson, Elizabeth M

2012-01-01

Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

The Question of Decalage Between Object Permanence and Person Permanence

Science.gov (United States)

And Others; Jackson, Elaine

1978-01-01

Presents a study of decalage between object permanence and person permanence. Decalage was influenced by environmental as well as stimulus factors with infants tested between 6- and 81/4-months/of-age. (BD)

Ethical considerations of worksite health promotion: an exploration of stakeholders' views.

Science.gov (United States)

van Berkel, Jantien; Meershoek, Agnes; Janssens, Rien M J P A; Boot, Cécile R L; Proper, Karin I; van der Beek, Allard J

2014-05-16

Developing, implementing and evaluating worksite health promotion requires dealing with all stakeholders involved, such as employers, employees, occupational physicians, insurance companies, providers, labour unions and research and knowledge institutes. Although worksite health promotion is becoming more common, empirical research on ethical considerations of worksite health promotion is scarce. We explored the views of stakeholders involved in worksite health promotion in focus group discussions and we described the ethical considerations that result from differences between these views. The focus group discussions were organised per stakeholder group. Data were analysed according to the constant comparison method. Our analyses show that although the definition of occupational health is the same for all stakeholders, namely 'being able to perform your job', there seem to be important differences in the views on what constitutes a risk factor to occupational health. According to the employees, risk factors to occupational health are prevailingly job-related. Labour unions agree with them, but other stakeholders, including the employer, particularly see employee-related issues such as lifestyle behaviour as risk factors to occupational health. The difference in definition of occupational health risk factors translates into the same categorisation of worksite health promotion; employee-related activities and work-related activities. The difference in conceptualisation of occupational health risk factors and worksite health promotion resonates in the way stakeholders understand 'responsibility' for lifestyle behaviour. Even though all stakeholders agree on whose responsibility lifestyle behaviour is, namely that of the employee, the meaning of 'responsibility' differs between employees, and employers. For employees, responsibility means autonomy, while for employers and other stakeholders, responsibility equals duty. This difference may in turn contribute to

Ethical considerations of worksite health promotion: an exploration of stakeholders’ views

Science.gov (United States)

2014-01-01

Background Developing, implementing and evaluating worksite health promotion requires dealing with all stakeholders involved, such as employers, employees, occupational physicians, insurance companies, providers, labour unions and research and knowledge institutes. Although worksite health promotion is becoming more common, empirical research on ethical considerations of worksite health promotion is scarce. Methods We explored the views of stakeholders involved in worksite health promotion in focus group discussions and we described the ethical considerations that result from differences between these views. The focus group discussions were organised per stakeholder group. Data were analysed according to the constant comparison method. Results Our analyses show that although the definition of occupational health is the same for all stakeholders, namely ‘being able to perform your job’, there seem to be important differences in the views on what constitutes a risk factor to occupational health. According to the employees, risk factors to occupational health are prevailingly job-related. Labour unions agree with them, but other stakeholders, including the employer, particularly see employee-related issues such as lifestyle behaviour as risk factors to occupational health. The difference in definition of occupational health risk factors translates into the same categorisation of worksite health promotion; employee-related activities and work-related activities. The difference in conceptualisation of occupational health risk factors and worksite health promotion resonates in the way stakeholders understand ‘responsibility’ for lifestyle behaviour. Even though all stakeholders agree on whose responsibility lifestyle behaviour is, namely that of the employee, the meaning of ‘responsibility’ differs between employees, and employers. For employees, responsibility means autonomy, while for employers and other stakeholders, responsibility equals duty. This

Critical incidents and critical incident stress management (CISM) - an employee assistance programme (EAP) perspective

OpenAIRE

Terblanche, Lourie; van Wyk, André

2014-01-01

Employees are increasingly becoming victims of critical incidents. From a systems theory point of view, it is necessary to acknowledge the impact of critical incidents not only on the personal life of the employee, but on the workplace itself. Employees respond differently to critical incidents, which makes it even more complicated when this reaches the point of requiring therapeutic intervention. The most common response to critical incidents may be the risk of developing post-traumatic s...

Essure Permanent Birth Control

Science.gov (United States)

... Prosthetics Essure Permanent Birth Control Essure Permanent Birth Control Share Tweet Linkedin Pin it More sharing options ... Print Essure is a a permanently implanted birth control device for women (female sterilization). Implantation of Essure ...

Lowering the Permanent Establishment Threshold via the Anti-BEPS Convention: Much Ado about Nothing?

NARCIS (Netherlands)

M.F. de Wilde (Maarten)

2017-01-01

textabstractThe author examines the lowering of the threshold at which commissionaire, auxiliary, and building site and construction activities qualify as a permanent establishment under the Multilateral anti-BEPS Convention (MLI). With a view to countries planning to implement the provisions in

Inter-trading permanent emissions credits and rented temporary carbon emissions offsets. Some issues and alternatives

International Nuclear Information System (INIS)

Sedjo, Roger A.; Marland, Gregg

2003-01-01

Permit trading among polluting parties is now firmly established as a policy tool in a range of environmental policy areas. The Kyoto Protocol accepts the principle that sequestration of carbon in the terrestrial biosphere can be used to offset emissions of carbon from fossil fuel combustion and outlines mechanisms. Although the lack of guaranteed permanence of biological offsets is often viewed as a defect, this paper argues that the absence of guaranteed permanence need not be a fundamental problem. We view carbon emissions as a liability issue. One purpose of an emissions credit system is to provide the emitter with a means to satisfy the carbon liability associated with her firm's (or country's) release of carbon into the atmosphere. We have developed and here expand on a rental approach, in which sequestered carbon is explicitly treated as temporary: the emitter temporarily satisfies his liability by temporarily 'parking' his liability, for a fee, in a terrestrial carbon reservoir, or 'sink,' such as a forest or agricultural soil. Finally, the paper relates the value of permanent and temporary sequestration and argues that both instruments are tradable and have a high degree of substitutability that allows them to interact in markets

Employee Perception of the Impact of Information Technology Investment in Organisations: a survey of the hotel industry

Directory of Open Access Journals (Sweden)

Bruce Lo

2000-05-01

Full Text Available To improve their operational efficiency and to maintain their competitiveness in the market place many organisations continue to invest substantially in their Information Technology (IT capability. But how do the employees themselves view the impact and the value of IT investment? This paper considers this question in the context of the hospitality industry. More specifically, it investigates the different perception of hotel employees on the impact of organisational IT investment on (a IT usage by employees, (b employee satisfaction with the IT systems, (c changes in the level of employee performance, and (d organisational performance of the hotel. 945 hotel employees in Bali, Indonesia were surveyed to assess their perception of the organisational impact of IT. Factor analysis, analysis of variance and regression analysis were performed on the data to examine the' range of employee viewpoints. Results showed that there were significant differences among the employees' perception with respect to age, educational level, position in the hotel, and individual income. These findings suggest that even senior management may regard the investment in IT is worthwhile, there may be a divergence of opinion among the employees as to what are the real benefits of IT. In order to fully leverage the potential of their IT investment, managers should pay particular attention to shaping the views of the employees who ultimately determine whether the IT capabilities in an organisation are put to use.

Creating a Culture: A Longitudinal Examination of the Influence of Management and Employee Values on Communication Rule Stability and Emergence.

Science.gov (United States)

Shockley-Zalabak, Pamela; Morley, Donald Dean

1994-01-01

Provides an examination of management and employee values as influential for organizational rule formation. Demonstrates that management values are directly related to employee values but indirectly influence the evolution of organization rules. Supports a view of rule emergence based on management and employee values. (HB)

Religion, an obstacle to workplace spirituality and employee wellness?

Directory of Open Access Journals (Sweden)

Alan Bester

2017-01-01

Full Text Available A desperate need for employee wellness is echoed in work-related stories. Workplace spirituality is presented as an integral part of achieving and maintaining employee wellness. However, there is an observed gap of spirituality in employee wellness programmes and in the absence of the workplace spiritual helper in multidisciplinary wellness teams. Using a postfoundational notion of practical theology, I have explored one of the reasons for this gap, namely workplace spirituality�s association to religion. When spirituality is viewed through the lens of religion, it is overlooked as a vehicle of help. This is a consequence of the obstacles of the taboo of religious discussion, the complexity of religious plurality, the dominant voice of secularism and unhelpful religiosity. A proposal is made for a definition of spirituality that describes the relationship between spirituality and religion that overcomes the religionrelated obstacles to the development of workplace spirituality and so enable spirituality�s contribution in wellness.Intradisciplinary and/or interdisciplinary implications: The research includes an interdisciplinary collaboration with a Human Resource (HR manager, social worker, arts therapist, clinical pastoral counsellor, medical practitioner, psychologist, businessperson and two psychiatrists that underscores the collaborative effort in wellness. There is an intradisciplinary challenge to those who restrict the view of spirituality to the experience of religion.

Permanences GAG-EPA

CERN Document Server

GAC-EPA

2015-01-01

Le GAC organise chaque mois des permanences avec entretiens individuels. La prochaine permanence se tiendra le : Mardi 5 mai de 13 h 30 à 16 h 00 Salle de réunion de l’Association du personnel Les permanences suivantes auront lieu les mardis 2 juin, 1er septembre, 6 octobre, 3 novembre et 1er décembre 2015. Les permanences du Groupement des Anciens sont ouvertes aux bénéficiaires de la Caisse de pensions (y compris les conjoints survivants) et à tous ceux qui approchent de la retraite. Nous invitons vivement ces derniers à s’associer à notre groupement en se procurant, auprès de l’Association du personnel, les documents nécessaires.

Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value

NARCIS (Netherlands)

Meijerink, Jeroen Gerard; Bondarouk, Tatiana; Lepak, David P.

2016-01-01

Recognizing the importance for companies of having high-quality employment relationships with employees, previous studies have sought to explain the variability in employees’ perceptions of HRM service value. However, most of these studies view employees as inactive in employment relationships and,

Funeral Benefits in Public Higher Education Institutions: How Do They Explain Employees' Perception of Equity?

Science.gov (United States)

Komba, Aneth Anselmo

2016-01-01

The study examined the government and three campuses of a higher public education institution's funeral policies with a view to determining how these policies explain employees' equity perception. Three research questions guided the study: (1) what does the government's funeral policy say about the burial of government employees and their…

Conversion of a Temporary Tent with Steel Frame into a Permanent Warehouse

Science.gov (United States)

Georgescu, Mircea; Ungureanu, Viorel; Grecea, Daniel; Petran, Ioan

2017-10-01

The paper is dealing with the problem of a functional conversion (involving both architectural and structural issues) applied to the case of an industrial building. As well known, temporary tents, designed according to the European Code EN13782, represent a remarkable stake on the building market and a fast and practical solution for some situations. It is exactly the case approached by the paper, where the investor has initially decided to erect on his platform a provisional shelter for agricultural machines and subsequent staff, built of a light steel structure covered by PVC roofing and cladding. This temporary tent has been acquired from a specialized supplier in form of a series product. After using the tent for a number of years, the investor has decided to convert the existing structure from architectural and structural point of view by switching to a permanent structure designed accordingly. Important changes were thus imposed both to the architectural part (technological flows, openings, facades) and especially to the structural part where this switch imposed a re-design to the codes of permanent structures (especially as far as climatic loadings are concerned). The required architectural change implied the building of a 70 cm high concrete plinth and replacing the PVC membrane temporary roofing and cladding by permanent 60 mm thick PUR sandwich panels. Together with a new system of openings this has led to renewed facades of the buildings. As for the structural change, the required conversion has imposed a thorough checking of the existing steel structure (very slender and typical to a tent) in view of transforming it into a permanent structure. The consolidation measures of the existing galvanized steel structure are described, together with the measures applied at infrastructure level in order to implement the required conversion.

Employee Care

OpenAIRE

Zavadilová, Eva

2014-01-01

The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

Employee Benefit Status from E-Employee Service

Science.gov (United States)

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

Privacy Issues of Electronic Monitoring Of Employees: A Cross-Cultural Examination Of Gender Differences

Directory of Open Access Journals (Sweden)

Raymond E. Taylor

2013-07-01

Full Text Available This manuscript presents the results of a study which examined the privacy issues of electronic monitoring of employees from a cross-cultural perspective comparing participants from Taiwan with those from the United States. The results of the study suggest that gender differences exist between Taiwanese and American respondents’ attitudes concerning privacy issues of electronic monitoring of employees. The study suggests that monitoring with notice was an important parameter in determining how privacy issues of electronic monitoring of employees were viewed by the participants.

Human Capital Quality and Development: An Employers' and Employees' Comparative Insight

Directory of Open Access Journals (Sweden)

Neagu Olimpia

2016-09-01

Full Text Available The aim of the paper is to compare the employers' and employees' insights on human capital quality defining and human capital development at organisational level, based on a survey carried out in the county of Satu Mare, Romania. Our findings show that as human capital buyers, employers understand by human capital quality professional background and skills, professional behaviour and efficiency and productivity for the organisation. As human capital sellers, for employees human capital quality means health and the ability to learn and to be suitable to the job requirements. Regarding the opportunities to develop the organisational human capital, the views of employers and employees are very different when the level of discussion is international (macro-level. Employees consider that the international environment has a greater impact on human capital development in their organisation as the employers.

International employee perspectives on disability management.

Science.gov (United States)

Wagner, Shannon; Buys, Nicholas; Yu, Ignatius; Geisen, Thomas; Harder, Henry; Randall, Christine; Fraess-Phillips, Alex; Hassler, Benedikt; Scott, Liz; Lo, Karen; Tang, Dan; Howe, Caroline

2018-05-01

To provide an international analysis of employees' views of the influence of disability management (DM) on the workplace. An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Multiple linear (enter) regression was also employed to predict DM's influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents' perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers. Implications for Rehabilitation Rehabilitation efforts should continue to focus attention on the value of disability management (DM). In particular, DM that is fully committed to the biopsychosocial model would be supported by this research. Employees reported the most value in the psychosocial variables addressed by DM, such that rehabilitation professionals could focus on these valued aspects to improve buy-in from employees. The interest in

Norton Healthcare's campaign strategy: focus on employees. They appear in commercials and attend preview showings.

Science.gov (United States)

Botvin, Judith D

2002-01-01

Norton Healthcare, a 2,000-bed system with headquarters in Louisville, Ky., previewed its big branding campaign with its 8,000 employees. During National Hospital Week, employees viewed a five-minute behind-the-scenes video showing more than 50 of their colleagues serving as actors and models in the TV, radio and print ads.

THE INFLUENCE OF EMPLOYEE JOB SATISFACTION AND SERVICE QUALITY ON PROFITABILITY IN PT. BANK JATIM: CUSTOMER SATISFACTION AS THE INTERVENING VARIABLE

Directory of Open Access Journals (Sweden)

Finanda Y.D.

2018-02-01

Full Text Available This research aimed to examine the influence of employee job satisfaction and service quality on profitability in PT. Bank Jatim, in which customer satisfaction was the intervening variable. According to literature review, the hypothesis of the research stated that employee job satisfaction and service quality influenced the profitability of the Bank and customer satisfaction as intervening variable proved to affect the relationship between independent variable and dependent variable. The data of the research were collected by using questionnaire from respondents that consisted of 92 permanent employees of PT. Bank Jatim in Gresik City. The technique of hypothesis testing was performed by using Multiple Regression Analysis (MRA and Path Analysis using SPSS 24 statistical application. The findings of the research indicated that employee job satisfaction and service quality have positive effect to profitability and customer satisfaction was shown as intervening variable. Specifically, this research found that employee satisfaction and service quality will improve the profitability of the company.

3-D analysis of eddy current in permanent magnet of interior permanent magnet motors

International Nuclear Information System (INIS)

Kawase, Yoshihiro; Yamaguchi, Tadashi; Fukanaga, Hiromu; Ito, Shokichi

2002-01-01

Interior permanent magnet motors are widely used in various fields. However, in high-speed operations, it is important to decrease the eddy current loss in the permanent magnet. In order to decrease the eddy current loss, we propose to divide the permanent magnet. In this paper, we clarified the effect of division of permanent magnet on the eddy current loss using the 3-D finite element method. (Author)

Comparison of torque capability of three-phase permanent magnet synchronous motors with different permanent magnet arrangement

International Nuclear Information System (INIS)

Stumberger, Bojan; Stumberger, Gorazd; Hadziselimovic, Miralem; Hamler, Anton; Gorican, Viktor; Jesenik, Marko; Trlep, Mladen

2007-01-01

The paper presents a comparison of torque capability of three-phase permanent magnet synchronous motors with different permanent magnet arrangement. Motors with the following permanent magnet topologies were accounted for in the comparison: the surface-mounted permanent magnet synchronous motor (SMPMSM), the interior permanent magnet synchronous motor (IPMSM), the permanent magnet-assisted synchronous reluctance motor (PMASRM) and the flux reversal permanent magnet motor (FRPMM). Finite element method analysis is employed to determine the performance of each motor. Calculated performance of four-pole IPMSM determined by finite element method calculation is confirmed with the measurements at nearly constant nominal output power in the range of speed 3000-10,000 rpm

Permanent quadrupole magnets

International Nuclear Information System (INIS)

Bush, E.D. Jr.

1976-01-01

A family of quadrupole magnets using a soft iron return yoke and circular cross-section permanent magnet poles were fabricated to investigate the feasibility for use in ion or electron beam focusing applications in accelerators and transport lines. Magnetic field measurements yielded promising results. In fixed-field applications, permanent magnets with sufficient gradients would be a low cost substitute for conventional electromagnets, eliminating the need for power supplies, associated wiring, and cooling. Based on preliminary tests, it was seen that permanent quadrupole magnets can offer a low cost, reliable solution in applications requiring small, fixed-field focusing devices for use in ion or electron-beam transport systems. Permanent magnets do require special considerations in design, fabrication, handling, and service that are different than encountered in conventional quadrupole magnets. If these basic conditions are satisfied, the resulting beam-focusing device would be stable, maintenance free, with virtually an indefinite lifetime

A spirited workplace: Employee perspectives on the meaning of workplace spirituality

Directory of Open Access Journals (Sweden)

Christian L. van Tonder

2009-11-01

Full Text Available Although views on the nature of workplace spirituality abound, the meaning of the concept and its relatedness to other organisational constructs are everything but clear. Using a qualitative approach, the current study set out to explore the meaning of workplace spirituality among a group comprising 31 employees of a South African manufacturing concern. The findings derived through content analysis align well with literature perspectives on the phenomenon. The findings however also reveal that employee awareness and understanding of workplace spirituality are limited.

Implementation of Siemens USS protocol into LabVIEW.

Science.gov (United States)

Hosek, P; Diblik, M

2011-10-01

This article gives basic overview of the USS protocol as a communication interface to drive Siemens frequency inverters. It presents our implementation of this protocol into LabVIEW, as there was permanent demand from the community of the users to have native LabVIEW implementation of the USS protocol. It also states encountered problems and their solutions. Copyright © 2011 Society for Laboratory Automation and Screening. Published by Elsevier Inc. All rights reserved.

Education as Employee Motivation and Retention Factor of the Companies Operating in the Czech Republic

Directory of Open Access Journals (Sweden)

Iveta Němečková

2012-06-01

Full Text Available The initial part of the article addresses the human potential of companies as well as the motivation and retention of employees, which play a key role in reaching a company’s commercial and financial goals. The article’s objective is answering questions concerning the importance of employee education as a significant tool of employee motivation and retention. The article’s author has set two hypotheses:H1: It is possible to identify common factors having an impact on employee motivation and retention from job descriptions and position in the management hierarchy’s point of view. It is also possible to find out and name the key factors in motivation and retention preferred by employees in the Czech Republic.H2: The possibility of further education and professional growth is a very important motivational factor for employees.The hypotheses were verified and confirmed through an anonymous questionnaire; the author conducted the research among employees of Czech companies. The research, which was of key importance for data collection, was supplemented by round table discussions with the respondents, helping to confirm and to be more accurate in interpretation of results delivered by the research.A clear result has come of the research; respondents valued further education the most out of sixteen offered benefits provided by employers. The article’s conclusion – referring to the fact of a drop in education investments by companies due to cost cutting pressures (a very dangerous and unhealthy trend from the long-term point of view, according to the article’s author – provides managers with recommendations.

29 CFR 776.18 - Employees of producers for commerce.

Science.gov (United States)

2010-07-01

... productive operations or at most as a dispensable, collateral incident to them and not with a view to any... the operation of a cookhouse may in fact be “closely related” and “directly essential” or, indeed..., including restaurants, cafeterias, and snack bars, for the producer's employees in a factory, or in...

On a neutral particle with permanent magnetic dipole moment in a magnetic medium

Science.gov (United States)

Bakke, K.; Salvador, C.

2018-03-01

We investigate quantum effects that stem from the interaction of a permanent magnetic dipole moment of a neutral particle with an electric field in a magnetic medium. We consider a long non-conductor cylinder that possesses a uniform distribution of electric charges and a non-uniform magnetization. We discuss the possibility of achieving this non-uniform magnetization from the experimental point of view. Besides, due to this non-uniform magnetization, the permanent magnetic dipole moment of the neutral particle also interacts with a non-uniform magnetic field. This interaction gives rise to a linear scalar potential. Then, we show that bound states solutions to the Schrödinger-Pauli equation can be achieved.

BENEFICIAL COALITIONS: KNOWLEDGE MANAGEMENT AND DEVELOPMENT OF EMPLOYEE COMMITMENT

Directory of Open Access Journals (Sweden)

Renata Winkler

2015-06-01

Full Text Available Presently, knowledge is considered as the most strategic resource of organizations. The literature on the subject often raises the issues of commitment. The purpose of the article was to discuss the associations between knowledge management and employee commitment. The article presents the stages of knowledge management and describes the category of commitment, taking account of several criteria. In the opinion of the authors, from the point of view of knowledge management particular importance can be attained to the way qualifications, skills, predispositions and knowledge of employees will be used, which, in turn, depends on "quality" of their commitment (its type, intensity, dimension and direction in achieving organizational goals.

CRITICAL INCIDENTS AND CRITICAL INCIDENT STRESS MANAGEMENT (CISM – AN EMPLOYEE ASSISTANCE PROGRAMME (EAP PERSPECTIVE

Directory of Open Access Journals (Sweden)

Terblanche, Lourie

2014-04-01

Full Text Available Employees are increasingly becoming victims of critical incidents. From a systems theory point of view, it is necessary to acknowledge the impact of critical incidents not only on the personal life of the employee, but on the workplace itself. Employees respond differently to critical incidents, which makes it even more complicated when this reaches the point of requiring therapeutic intervention. The most common response to critical incidents may be the risk of developing post-traumatic stress disorder (PTSD and/or depression. This reality requires management – through the Employee Assistance Programme (EAP – to be able to effectively deal with such critical incidents.

Trade unionism in the information technology (IT) industry: an employee's perspective.

Science.gov (United States)

Dhar, Rajib Lochan

2012-01-01

This research aimed to understand the information technology (IT) employees' perception and approach towards union formation in the Indian IT Industry. Fifty IT professionals from three different organizations participated in this study who were dispersed throughout the organizational hierarchy and were selected via randomized quota sampling to reflect a mix of age, experience, gender and position they held with the organization. Qualitative methods were used in order to collect the data, through phenomenological principles. Discussion with the participants led to the emergence of four themes which influence the employees' perception of trade union formation the Indian IT industry. These were: (a) feeling of a blue collar, (b) collective to individual bargaining, (c) changing role of HR and (d) other reasons. This study provided a tentative starting point towards the greater understanding of the employee's perceived notion of organizational life that influences employee's outlook towards trade unionism. Based on the study findings, there is an imperative that the human resource department, organizational forerunners and trade union philosophers continue to use research findings to understand employees' views about union formation in the IT industry.

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

OpenAIRE

von Hippel, Courtney; Kalokerinos, Elise K.; Zacher, Hannes

2017-01-01

In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces ?family-friendly.? Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers (N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for util...

Employee assistance programs in the new millennium.

Science.gov (United States)

Masi, Dale A

2005-01-01

This article presents an overall view of Employee Assistance Programs (EAPs). Beginning with the history, this article describes various models and essential ingredients of EAPs. It then discusses current trends including integration with Work/Life, web-based services, EAP accreditation, and the growth of international programs. Several issues are discussed including the need for licensing done nationally rather than by states and the effect the lack of substance abuse and brief counseling education has had on the delivery of EAP services. Future directions for EAPs emphasize the importance of quality assurance and the development of performance measurements, performance guarantees, and outcome measurements. The formation of the Alliance for Employee Assistance Advancement, an organization of organizations, completes the description and shows a new direction for EAPs in the next millennium.

Who gets fired, who gets re-hired: the role of workers' contract, age, health, work ability, performance, work satisfaction and employee investments.

Science.gov (United States)

Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth N J; Taris, Toon W

2015-04-01

Many workers have been dismissed in the past few years, either becoming unemployed or finding re-employment. The current study examined whether dismissal and its follow-up for the employee (re-employment versus unemployment) could be predicted from workers' employment contract and age, and their health status, work ability, work performance, work satisfaction and employee investments at baseline. Our sample comprised a selection of participants from the Netherlands Working Conditions Survey 2010 who participated in a follow-up questionnaire in 2012 (N = 2,644). We used logistic regression analyses to test our hypotheses. Temporary employment, low health status, low work ability, poor work performance, low work satisfaction and no employee investments in terms of training predicted future dismissal. Furthermore, older workers and workers reporting decreased work performance due to impaired health at baseline had a lower chance of re-employment after being dismissed. Interestingly, after taking into account all predictors, former temporary workers without permanent employment prospects had much better chances of re-employment after their dismissal than former permanent workers. Temporary, less healthy, low work ability, poor performing, dissatisfied and "under-invested" workers are at risk for dismissal, whereas older and less healthy workers are (also) at risk for long-term unemployment after being dismissed.

Employee Motivation, Recruitment Practices and Banks Performance in Nigeria

Directory of Open Access Journals (Sweden)

Adeola Mukarramah Modupe

2016-12-01

Full Text Available Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable

Association of occupation, employment contract, and company size with mental health in a national representative sample of employees in Japan.

Science.gov (United States)

Inoue, Akiomi; Kawakami, Norito; Tsuchiya, Masao; Sakurai, Keiko; Hashimoto, Hideki

2010-01-01

The purpose of this study was to investigate the cross-sectional association of employment contract, company size, and occupation with psychological distress using a nationally representative sample of the Japanese population. From June through July 2007, a total of 9,461 male and 7,717 female employees living in the community were randomly selected and surveyed using a self-administered questionnaire and interview including questions about occupational class variables, psychological distress (K6 scale), treatment for mental disorders, and other covariates. Among males, part-time workers had a significantly higher prevalence of psychological distress than permanent workers. Among females, temporary/contract workers had a significantly higher prevalence of psychological distress than permanent workers. Among males, those who worked at companies with 300-999 employees had a significantly higher prevalence of psychological distress than those who worked at the smallest companies (with 1-29 employees). Company size was not significantly associated with psychological distress among females. Additionally, occupation was not significantly associated with psychological distress among males or females. Similar patterns were observed when the analyses were conducted for those who had psychological distress and/or received treatment for mental disorders. Working as part-time workers, for males, and as temporary/contract workers, for females, may be associated with poor mental health in Japan. No clear gradient in mental health along company size or occupation was observed in Japan.

Promised and Delivered Inducements and Contributions: An Integrated View of Psychological Contract Appraisal

Science.gov (United States)

Lambert, Lisa Schurer

2011-01-01

The reciprocal exchange of employees' work for pay that is central to employment relationships is viewed here through the lens of the psychological contract. A psychological contract involves promised inducements, promised contributions, delivered inducements, and delivered contributions: How an employee cognitively integrates these 4 elements is…

Deformation of ferrofluid marbles in the presence of a permanent magnet.

Science.gov (United States)

Nguyen, Nam-Trung

2013-11-12

This paper investigates the deformation of ferrofluid marbles in the presence of a permanent magnet. Ferrofluid marbles are formed using a water-based ferrofluid and 1 μm hydrophobic polytetrafluoride particles. A marble placed on a Teflon coated glass plate deforms under gravity. In the presence of a permanent magnet, the marble is further deformed with a larger contact area. The geometric parameters are normalized by the radius of an undistorted spherical marble. The paper first discusses a scaling relationship between the dimensionless radius of the contact area as well as the dimensionless height and the magnetic Bond number. The dimensionless contact radius is proportional to the fourth root of the magnetic bond number. The dimensionless height scales with the inverse square root of the magnetic Bond number. In the case of a moving marble dragged by a permanent magnet, the deformation is evaluated as the difference between advancing and receding curvatures of the top view. The dimensionless height and the contact diameter of the marble do not significantly depend on the speed or the capillary number. The scaling analysis and experimental data show that the deformation is proportional to the capillary number.

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

PERMANENT MIGRANTS TO CITIES IN CHINA: HUKOU ORIGIN AND EARNINGS AMONG MEN IN AN ERA OF ECONOMIC TRANSFORMATION.

Science.gov (United States)

Wang, Xiaozhou; Oropesa, R S; Firebaugh, Glenn

2013-01-01

The massive volume of internal migration in China since the late 1970s has attracted considerable research attention. However, the integration of permanent migrants in cities during a time of economic transformation is understudied. Using information on earnings from the 2003 General Social Survey of China, this research examines whether permanent migrants are economically advantaged or disadvantaged in comparison to non-migrants in cities. We find that permanent migrants in cities tend to be economically advantaged and that their advantage depends more on human capital than on political capital. Nevertheless, this does not mean that political capital can be ignored. A nuanced view requires attention to how political and human capital jointly affect earnings in specific economic sectors.

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

Vaccination perceptions of school employees in a rural school district.

Science.gov (United States)

Macintosh, Janelle; Luthy, Karlen E; Beckstrand, Renea L; Eden, Lacey M; Orton, Jennifer

2014-08-20

There continues to be a need for increases in adult vaccination rates, especially among those working in environments which may easily become communicable disease outbreak centers, such as school employees in the school environment. The purpose of this study was to evaluate why rural Utah school employees were non-compliant with the influenza and measles, mumps, and rubella (MMR) vaccines, as well as to identify their views on mandatory vaccination policies. A questionnaire was distributed to all school employees in a rural Utah school district. Data analysis included frequencies and measures of central tendency and dispersion for quantitative items and theme identification for qualitative items. Only 51% of school employees were adequately vaccinated for influenza. Reasons for noncompliance with the influenza vaccine included inconvenience, lack of perceived need, and questionable vaccine efficacy. There were 39.3% school employees who had not received an MMR during adulthood, which was commonly attributed to lack of knowledge regarding the need for this vaccine. Almost half (45.7%) of school employees believed a mandatory vaccination policy should be instituted, although 24.2% of school employees were opposed to mandatory adult vaccination policies. Reasons for opposing vaccination mandates included violation of personal choice, lack of perceived vaccination safety and efficacy, lack of perceived need for adult vaccines, and vaccine cost. Suboptimal vaccination rates of school employees may negatively affect the health and well-being of individuals in the school environment. School employees report a variety of beliefs regarding the influenza and MMR vaccines. While over half of school employees support mandatory vaccination policies for adults working in the school environment, those opposing such a policy report concerns regarding violation of personal choice. Public health officials and school administrators should coordinate efforts to increase vaccination

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

Science.gov (United States)

Carroll, Brian J.

1989-01-01

Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

Science.gov (United States)

Nordby, Halvor

2015-01-01

Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services.

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

Science.gov (United States)

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

An Experienced Worker's View of the Workplace: Caring about Employees Brings Success to Companies.

Science.gov (United States)

Alvarez, Carl

1992-01-01

A bakery foreman states that employers need (1) a sustained standard of living; (2) job security; (3) creativity; and (4) dignity in work. He suggests that foreman must find ways to increase productivity while treating employees as individuals. (SK)

Perceptions of Chinese and Tanzanian employees regarding intercultural collaboration

Directory of Open Access Journals (Sweden)

Claude-Hélène Mayer

2017-10-01

Full Text Available Orientation: Chinese organisations have a long tradition of operating in Tanzania, and even today, Tanzania is the gateway for Chinese interests entering sub-Saharan markets. Research purpose: The purpose of this article was to explore and understand the perceptions of Chinese and Tanzanian employees working in a private Chinese organisation in Tanzania. Motivation for the study: The authors would like to contribute to the discourse on Chinese and Tanzanian collaboration in southern Africa to improve context-based intercultural collaboration from a human resource management perspective. Research design, approach and method: The study used a case study approach within a hermeneutical research paradigm. Data were collected through semi-structured interviews and observation in a selected private Chinese organisation. Data were analysed by content analysis using Terre Blanche’s five-step model of content analysis. Main findings: The findings show that intercultural collaboration is a challenge for both Chinese and Tanzanian employees. Chinese employees share a mostly positive view of their organisation, while Tanzanians tend to be more critical. Members of both groups, however, feel that intercultural collaboration could improve if members of ‘the other group’ made recommended changes. Despite this, both groups adhere to their perceptions of ‘the other’ and maintain a favourable view of the self. Practical/managerial implications: Chinese organisations need to create opportunities for the improvement of intercultural collaboration by reflecting on the self and ‘the other’ in terms of understanding thought styles, experiences, knowledge, and the impact of cultural values on collaboration behaviour. As such, cultural knowledge-sharing might contribute to a sustainable long-term intercultural collaboration. Contribution: The study contributes to filling the gap of in-depth qualitative research on perceptions of Chinese and Tanzanian

Retention of key employees in the oil field service sector

International Nuclear Information System (INIS)

Lee, S.

1999-01-01

Before 1994, Core Laboratories Canada Ltd. adopted local country benefit plans as stipulated by the government of the day. This approach meant that the company had many different benefit plans in place or in some situations no benefit plans at all, if the law of the land allowed such an approach. The company at this time viewed the lack of or minimal benefit plans as a cost saving venture. The parent company did not take onto account the effect on morale, employee retention and loyalty that these limited plans provided. A change in ownership in 1994 presented the opportunity for Core to re-assess its benefits package and introduce an incentive plan for its worldwide employees. The introduction of a pension with profits plan proved to be satisfying to employees, and the manager's incentive plan enabled the company to retain, with the exception of people who retired from the business, its entire management staff over a four year period. The stock option plan led to the retention of essential employees and reduced the turnover in this area. Discretionary bonuses succeeded in promoting recognition amongst employees as well as providing monetary reward, and the combination of benefits, incentive and stock option plans enabled the company to retain the vast majority of key employees and to entice selected individuals to the company from other organizations. 3 refs

Evaluation by employees of employee management on large US dairy farms.

Science.gov (United States)

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

Science.gov (United States)

Moore, T

1989-12-01

Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

Extrinsic and Intrinsic Factors Influencing Employee Motivation: Lessons from AMREF Health Africa in Kenya

Directory of Open Access Journals (Sweden)

Stephen Morangi Nyambegera

2016-10-01

Full Text Available The purpose of the study was to determine the factors that influence employee motivation in Kenyan Organizations. The study was guided by the following research questions: (i what are the extrinsic factors that influence employee motivation in AMREF Health Africa in Kenya? (ii what intrinsic factors influence employee motivation in AMREF Health Africa in Kenya? A descriptive research design was adopted. Stratified random sampling technique was used to draw a sample size of 96 respondents. The data collection instrument was a structured questionnaire developed by the researchers.  A set of descriptive and correlation statistics were adopted for analysis. The study identified several intrinsic factors that influence employee motivation. These included employee achievements, recognition, work itself, responsibility and advancement, salary structure, the level to which the employees feel appreciated, and the employee perception of their jobs among other factors. The study further, established that the intrinsic factors that influence employee motivation include empowerment and autonomy, employees’ view of their work, organization trust, skill variety requirements among others. The study recommends that the organization should acknowledge and make use of a proper mix of extrinsic and intrinsic factors in their human resource management practices to ensure that employees are well motivated to perform their tasks.

Stabilization of magnet assemblies of permanent magnet sodium flowmeters used in fast breeder reactors

Energy Technology Data Exchange (ETDEWEB)

Rajan, K.K., E-mail: kkrajan@igcar.gov.in; Vijayakumar, G.

2014-08-15

Highlights: • Stabilization procedure for ALNICO-5 permanent magnet material is evolved. • Effect of time and temperature on ALNICO-5 assembly is determined. • Suitability of ALNICO-5 flowmeters at high temperatures is established. • Temperature coefficient of flux density is determined. - Abstract: Permanent magnet flow meters (PMFMs) are used to measure the sodium flow in sodium cooled Fast Breeder Reactor Circuits. Prototype fast breeder reactor (PFBR) which is under construction at Kalpakkam is a 500 MWe, sodium cooled, pool type reactor. Sodium flow measurement in various loops of the reactor is of prime importance from operational and safety point of view. To measure the flow of electrically conducting liquid sodium, in primary and secondary circuit pipe lines of PFBR, permanent magnet flow meters are used. PMFM is a non-invasive device, which works on the principle of generation of motional EMF by magnetic forces exerted on the charges in a moving conductor. Flowmeters of different pipe sizes ranging from 10 mm to 200 mm pipe diameter are required for PFBR. Long term performance of the flowmeters mainly depends on stability of permanent magnets used in flowmeters to generate constant magnetic field in stainless steel (SS) pipes. This paper describes the effects of time and temperature on permanent magnet assemblies made of ALNICO-V used in PFBR flowmeters. The stabilization methodology for ALNICO-V permanent magnet assemblies is evolved and established. Loss of magnetic field strength with respect to time and temperatures is determined by experiments and found negligible.

Permanent magnets including undulators and wigglers

CERN Document Server

Bahrdt, J

2010-01-01

After a few historic remarks on magnetic materials we introduce the basic definitions related to permanent magnets. The magnetic properties of the most common materials are reviewed and the production processes are described. Measurement techniques for the characterization of macroscopic and microscopic properties of permanent magnets are presented. Field simulation techniques for permanent magnet devices are discussed. Today, permanent magnets are used in many fields. This article concentrates on the applications of permanent magnets in accelerators starting from dipoles and quadrupoles on to wigglers and undulators.

2003 Employee Attitude Survey: Analysis of Employee Comments

Science.gov (United States)

2005-06-01

171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

Employee Assistance Programs: Effective Tools for Counseling Employees.

Science.gov (United States)

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

A study of workplace satisfaction among hotel employees

OpenAIRE

Skeie, Thomas

2011-01-01

Master's thesis in International hotel and tourism management This research paper is a descriptive case study of 10 hotel employees collected through in-depth interviews in Stavanger region. The study is focusing on hotel employee’s view of workplace satisfaction and what they think contributes to workplace satisfaction. The study indicates that organizational culture, fair treatment, stress, salary, communication, relationship between co-workers is factors among others which influence emp...

Marxism as permanent revolution

NARCIS (Netherlands)

van Ree, E.

2013-01-01

This article argues that the 'permanent revolution' represented the dominant element in Karl Marx and Friedrich Engels' political discourse, and that it tended to overrule considerations encapsulated in 'historical materialism'. In Marx and Engels's understanding, permanent revolution did not

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

[Mental health at the workplace - the view of companies].

Science.gov (United States)

Hamann, Johannes; Mendel, Rosmarie; Kissling, Werner

2013-11-01

To assess the views of employees (human resource, works council, supervisors, and executives) of German business companies and administrations toward the issue of mental health at the workplace. Cross sectional survey of N = 348 employees with staff responsibility. Employees of German companies see their colleagues as moderately mentally stressed. About 14 % of all employees are judged to suffer from a mental disease. These numbers have risen in recent years. About 37 % of all mental illnesses are seen as caused by work conditions. The handling of mental illness at the workplace is seen as insufficient and in many cases stigmatizing. At least subjectively the issue of mental illness in the workplace has gained in importance in recent years. Possible interventions should especially address executives and supervisors. © Georg Thieme Verlag KG Stuttgart · New York.

The perceptions of employees towards tipping and motivation in the hotel industry

Directory of Open Access Journals (Sweden)

Kazembe Clotildah

2014-01-01

Full Text Available Restaurant tipping has been taken as a bone of contention which discriminates front and back employees involved with the service delivery in a hotel set- up. Monetary benefits affect worker motivation to some extent. Hence the study sought to analyze employee views on tipping and motivation. A lot of confusion and abhorrence has been created as to whom exactly should benefit from the tips servers get from guests. Qualitative research design was used to assess the extent to which tips are perceived as a reward for good service and how this influences worker motivation. Results showed that tipping is a two barreled tool where it can be a motivational tool to those who are tipped and a demotivator to those who are not tipped. The implication of the study is a service charge system to share tips is required to motivate all employees since the guest experience is a product of collective effort from almost all the employees in a hotel establishment.

Rotatable Small Permanent Magnet Array for Ultra-Low Field Nuclear Magnetic Resonance Instrumentation: A Concept Study.

Science.gov (United States)

Vogel, Michael W; Giorni, Andrea; Vegh, Viktor; Pellicer-Guridi, Ruben; Reutens, David C

2016-01-01

We studied the feasibility of generating the variable magnetic fields required for ultra-low field nuclear magnetic resonance relaxometry with dynamically adjustable permanent magnets. Our motivation was to substitute traditional electromagnets by distributed permanent magnets, increasing system portability. The finite element method (COMSOL®) was employed for the numerical study of a small permanent magnet array to calculate achievable magnetic field strength, homogeneity, switching time and magnetic forces. A manually operated prototype was simulated and constructed to validate the numerical approach and to verify the generated magnetic field. A concentric small permanent magnet array can be used to generate strong sample pre-polarisation and variable measurement fields for ultra-low field relaxometry via simple prescribed magnet rotations. Using the array, it is possible to achieve a pre-polarisation field strength above 100 mT and variable measurement fields ranging from 20-50 μT with 200 ppm absolute field homogeneity within a field-of-view of 5 x 5 x 5 cubic centimetres. A dynamic small permanent magnet array can generate multiple highly homogeneous magnetic fields required in ultra-low field nuclear magnetic resonance (NMR) and magnetic resonance imaging (MRI) instruments. This design can significantly reduce the volume and energy requirements of traditional systems based on electromagnets, improving portability considerably.

Application Profile Matching Method for Employees Online Recruitment

Science.gov (United States)

Sunarti; Rangga, Rahmadian Y.; Marlim, Yulvia Nora

2017-12-01

Employees is one of the determinant factors of company’s success. Thus, reliable human resources are needed to support the survival of the company. This research takes case study at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch. Employee recruitment system at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch still uses manual system as seen in application letter files file so it needs long time to determine accepted and rejected the application. For that it needs to built a system or application that allows companies in determining employees who accepted or rejected easily. Pofile Matching Method is a process of competency assessment that is done by comparing the value of written, psychological and interview test between one applicationt with other. PT. Asuransi Bina Dana Arta, Tbk Pekanbaru branch set the percentage to calculate NCF (Core Factor Value) by 60% and NSF (Secondary Factor Value) by 40%, and set the percentage to calculate the total value of written test by 40%, the total value of psycho test by 30%, and the total value of interview 30%. The final result of this study is to determine the rank or ranking of each applicant based on the greater value which, the greater that score of final result of an application get, the greater the chance of the applicant occupy a position or vacancy. Online Recruitment application uses profile matching method can help employee selection process and employee acceptance decisions quickly. This system can be viewed by directors or owners anywhere because it is online and used for other company branch

Predictors of transitions from single to multiple job holding: Results of a longitudinal study among employees aged 45-64 in the Netherlands.

Science.gov (United States)

Bouwhuis, Stef; Geuskens, Goedele A; Boot, Cécile R L; Bongers, Paulien M; van der Beek, Allard J

2017-08-01

To construct prediction models for transitions to combination multiple job holding (MJH) (multiple jobs as an employee) and hybrid MJH (being an employee and self-employed), among employees aged 45-64. A total of 5187 employees in the Netherlands completed online questionnaires annually between 2010 and 2013. We applied logistic regression analyses with a backward elimination strategy to construct prediction models. Transitions to combination MJH and hybrid MJH were best predicted by a combination of factors including: demographics, health and mastery, work characteristics, work history, skills and knowledge, social factors, and financial factors. Not having a permanent contract and a poor household financial situation predicted both transitions. Some predictors only predicted combination MJH, e.g., working part-time, or hybrid MJH, e.g., work-home interference. A wide variety of factors predict combination MJH and/or hybrid MJH. The prediction model approach allowed for the identification of predictors that have not been previously studied. © 2017 Wiley Periodicals, Inc.

Delivering ideal employee experiences.

Science.gov (United States)

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

Stress, health and well-being: the mediating role of employee and organizational commitment.

Science.gov (United States)

Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-11

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment

Directory of Open Access Journals (Sweden)

Sabir I. Giga

2013-10-01

Full Text Available This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

Science.gov (United States)

Hoxsey, Dann

2010-01-01

In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.

Permanent quadrupole magnets

International Nuclear Information System (INIS)

Bush, E.D. Jr.

1976-01-01

A family of quadrupole magnets using a soft iron return yoke and circular cross-section permanent magnet poles were fabricated to investigate the feasibility for use in ion or electron beam focusing applications in accelerators and transport lines. Magnetic field measurements yielded promising results. In fixed-field applications, permanent magnets with sufficient gradients would be a low cost substitute for conventional electromagnets, eliminating the need for power supplies, associated wiring, and cooling. (author)

Temporary credits. A solution to the potential non-permanence of carbon sequestration in forests?

International Nuclear Information System (INIS)

Marechal, Kevin; Hecq, Walter

2006-01-01

The potential non-permanence of sequestered CO 2 emissions is a crucial issue to tackle in order to safely include forestry activities among eligible activities for the Clean Development Mechanism (CDM). Rather than looking at accurate ways of securing permanent reductions, some experts studied the possibility of delivering temporary licenses as a way of circumventing the respective drawbacks of previously proposed approaches (e.g. Ton-Year Accounting). This paper focuses on this concept of temporary (or expiring) credits and tries to assess its financial viability using different scenario assumptions while bearing in mind the need to protect the CDM's environmental integrity. Our main finding is that the concept of expiring credits (EC) provides a convincing answer to the issue of non-permanence both from an environmental perspective and from a strictly financial point of view (as it has the property of efficiently dealing with uncertainties and therefore hedges the risk). However, given the specific nature of forestry activities compared with other types of CDM projects, the EC concept should be complemented with additional rules and modalities. (author)

Harmonic Fluxes and Electromagnetic Forces of Concentric Winding Brushless Permanent Magnet Motor

Science.gov (United States)

Ishibashi, Fuminori; Takemasa, Ryo; Matsushita, Makoto; Nishizawa, Takashi; Noda, Shinichi

Brushless permanent magnet motors have been widely used in home applications and industrial fields. These days, high efficiency and low noise motors are demanded from the view point of environment. Electromagnetic noise and iron loss of the motor are produced by the harmonic fluxes and electromagnetic forces. However, order and space pattern of these have not been discussed in detail. In this paper, fluxes, electromagnetic forces and magneto-motive forces of brushless permanent magnet motors with concentric winding were analyzed analytically, experimentally and numerically. Time harmonic fluxes and time electromagnetic forces in the air gap were measured by search coils on the inner surface of the stator teeth and analyzed by FEM. Space pattern of time harmonic fluxes and time electromagnetic forces were worked out with experiments and FEM. Magneto motive forces due to concentric winding were analyzed with equations and checked by FEM.

Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

Directory of Open Access Journals (Sweden)

Susi A. Rahayu

2012-09-01

Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

Employee satisfaction and employee retention: catalysts to patient satisfaction.

Science.gov (United States)

Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

2008-01-01

Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

Permanent magnet steerers for canted undulators at the ESRF

Energy Technology Data Exchange (ETDEWEB)

Le Bec, G., E-mail: lebec@esrf.fr [ESRF, 6 r. J. Horowitz, BP 220, 38043 Grenoble Cedex 9 (France); Chavanne, J. [ESRF, 6 r. J. Horowitz, BP 220, 38043 Grenoble Cedex 9 (France)

2012-02-01

A number of canted undulators will be installed at the ESRF. Permanent Magnet Steerers will be used for providing canting angles up to 5.4 mrad. These steerers have been optimized in view of the limited space available and the required field quality. The magnetic interaction between the steerers and the undulators may lead to additional optical phase errors: auxiliary poles have been added to obtain a fast decrease of the fringe field. The transverse homogeneity of the magnetic field integral is another strong design constraint. Good homogeneity was reached by optimizing the profiles of the iron poles. Eight steerers have been constructed and magnetic measurements have been performed.

31 CFR 515.335 - Permanent resident alien.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 3 2010-07-01 2010-07-01 false Permanent resident alien. 515.335... Definitions § 515.335 Permanent resident alien. As used in § 515.208, the term permanent resident alien means an alien lawfully admitted for permanent residence into the United States. [61 FR 37386, July 18...

Lawful Permanent Residents - Annual Report

Data.gov (United States)

Department of Homeland Security — A lawful permanent resident (LPR) or 'green card' recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

OpenAIRE

Upma Goel

2014-01-01

Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

21 CFR 886.4445 - Permanent magnet.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 8 2010-04-01 2010-04-01 false Permanent magnet. 886.4445 Section 886.4445 Food... DEVICES OPHTHALMIC DEVICES Surgical Devices § 886.4445 Permanent magnet. (a) Identification. A permanent magnet is a nonelectric device that generates a magnetic field intended to find and remove metallic...

French views on the nuclear fuel cycle

International Nuclear Information System (INIS)

Chavardes, D.

1986-01-01

Fuel cycle activities are viewed in France as a very important and indissociable part of our nuclear program. Supply of material and services are firmly assured for domestic needs and overcapacities provide opportunities for industry to compete on the international market. A permanent and consistent R and D effort is continuously undertaken, aiming to apply new advanced technologies improving safety, economy and reliability of fuel cycle installations

Object permanence in marine mammals using the violation of expectation procedure.

Science.gov (United States)

Singer, Rebecca; Henderson, Elizabeth

2015-03-01

Object permanence refers to the ability to process information about objects even when they are not visible. One stage of object permanence, called visible displacement, involves being able to find an object that has been fully hidden from view. Visible displacement has been demonstrated in many animal species, yet very little is known about object permanence in marine mammals. In addition, the methodology for testing visible displacement has sometimes been called into question because alternative explanations could account for subjects' success. The current study investigated visible displacement in Atlantic bottlenose dolphins and California sea lions using a methodology called violation of expectation, in which the animal's fish bucket was placed on a table surrounded on three sides by curtains. A solid screen placed in front of the bucket was then rotated in an arc from front to back. The screen was rotated either 120° (possible event) or 180° (surprising event), appearing as if the bucket disappeared. Both dolphins and sea lions looked significantly longer during the 180°, unexpected, trials than the expected event trials. Results suggest that both dolphins and sea lions pass visible displacement tests without the use of perceptual cues. This article is part of a Special Issue entitled: Tribute to Tom Zentall. Copyright © 2014 Elsevier B.V. All rights reserved.

A Novel Modular-Stator Outer-Rotor Flux-Switching Permanent-Magnet Motor

Directory of Open Access Journals (Sweden)

Jing Zhao

2017-07-01

Full Text Available A novel modular-stator outer-rotor flux-switching permanent-magnet (MSOR-FSPM motor is proposed and studied in this paper. Structure, operation and design principles of the MSOR-FSPM motor are introduced and analyzed. Considering that the combination of different pole number and slot number has a great influence on the motor performance, the optimum rotor pole number for the 12-stator-slot MSOR-FSPM motor is researched to obtain good performance and make full use of the space in the MSOR-FSPM motor. The influences of rotor pole number on cogging torque, torque ripple and electromagnetic torque are analyzed and a 12-slot/10-pole MSOR-FSPM motor was chosen for further study. Then, several main parameters of the 12-slot/10-pole MSOR-FSPM motor were optimized to reduce the torque ripple. Finally, the utilization of permanent magnet (PM in the MSOR-FSPM motor and a conventional outer-rotor flux-switching permanent-magnet (COR-FSPM motor are compared and analyzed from the point of view of magnetic flux path, and verified by the finite element method (FEM. The FEM results show that the PM volume of MSOR-FSPM motor is only 54.04% of that in a COR-FSPM motor, but its average electromagnetic torque can reach more than 75% of the torque of COR-FSPM motor.

[Permanent education in health: a review].

Science.gov (United States)

Miccas, Fernanda Luppino; Batista, Sylvia Helena Souza da Silva

2014-02-01

To undertake a meta-synthesis of the literature on the main concepts and practices related to permanent education in health. A bibliographical search was conducted for original articles in the PubMed, Web of Science, LILACS, IBECS and SciELO databases, using the following search terms: "public health professional education", "permanent education", "continuing education", "permanent education health". Of the 590 articles identified, after applying inclusion and exclusion criteria, 48 were selected for further analysis, grouped according to the criteria of key elements, and then underwent meta-synthesis. The 48 original publications were classified according to four thematic units of key elements: 1) concepts, 2) strategies and difficulties, 3) public policies and 4) educational institutions. Three main conceptions of permanent education in health were found: problem-focused and team work, directly related to continuing education and education that takes place throughout life. The main strategies for executing permanent education in health are discussion, maintaining an open space for permanent education , and permanent education clusters. The most limiting factor is mainly related to directly or indirect management. Another highlight is the requirement for implementation and maintenance of public policies, and the availability of financial and human resources. The educational institutions need to combine education and service aiming to form critical-reflexive graduates. The coordination between health and education is based as much on the actions of health services as on management and educational institutions. Thus, it becomes a challenge to implement the teaching-learning processes that are supported by critical-reflexive actions. It is necessary to carry out proposals for permanent education in health involving the participation of health professionals, teachers and educational institutions. To undertake a meta-synthesis of the literature on the main concepts and

Employee recruitment: using behavioral assessments as an employee selection tool.

Science.gov (United States)

Collins, Sandra K

2007-01-01

The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

Periodic permanent magnet focused klystron

Science.gov (United States)

Ferguson, Patrick; Read, Michael; Ives, R Lawrence

2015-04-21

A periodic permanent magnet (PPM) klystron has beam transport structures and RF cavity structures, each of which has permanent magnets placed substantially equidistant from a beam tunnel formed about the central axis, and which are also outside the extent of a cooling chamber. The RF cavity sections also have permanent magnets which are placed substantially equidistant from the beam tunnel, but which include an RF cavity coupling to the beam tunnel for enhancement of RF carried by an electron beam in the beam tunnel.

Reducing suboptimal employee decisions can build the business case for employee benefits.

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

Evaluation of spontaneous space closure and development of permanent dentition after extraction of hypomineralized permanent first molars.

Science.gov (United States)

Jälevik, Birgitta; Möller, Marie

2007-09-01

The aim of this study was to evaluate spontaneous space closure, development of the permanent dentition, and need for orthodontic treatment after extraction of permanent first molars due to severe molar-incisor hypomineralization (MIH). Twenty-seven children aged 5.6-12.7 (median 8.2) years had one to four permanent first molars extracted due to severe MIH. Each case was followed up on individual indications 3.8-8.3 (median 5.7) years after extractions. The eruption of the permanent dentition, and space closure were documented by orthopantomograms, casts, photographs, and/or bitewings. Fifteen children were judged to have a favourable spontaneous development of their permanent dentition without any orthodontic intervention. Seven children were or should be subjected to orthodontic treatment for other reasons registered prior to the extraction. Five children were judged to have a treatment at least caused by the extractions, but three of them abstained because of no subjective treatment need. Extraction of permanent first molars severely affected by MIH is a good treatment alternative. Favourable spontaneous space reduction and development of the permanent dentition positioning can be expected without any intervention in the majority of cases extracted prior to the eruption of the second molar.

Modern permanent magnetic materials - preparation and properties

International Nuclear Information System (INIS)

Rodewald, W.

1989-01-01

First of all, the basic properties of the classical (steel, AlNiCo) permanent magnetic materials and the modern rare-earth (RE) permanent magnetic materials are compared. Since the properties of RE permanent magnets depend on the particular production process, the fundamentals of the main industrial processes (powder metallurgy, rapid-solidification technique) are described and the typical properties are explained. Furthermore the production processes in development such as mechanical alloying, melt spinning technique and extrusion upsetting are briefly outlined. For applying the permanent magnets, they have to be completely magnetized. The magnetization behaviour of the various RE permanent magnets is discussed by means of the internal demagnetization curve. Finally the various influences on the temperature stability of RE permanent magnets are compiled. (orig./MM) [de

Lawful Permanent Residents Fiscal Year 2015 State

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

Lawful Permanent Residents Fiscal Year 2014 Country

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

Lawful Permanent Residents Fiscal Year 2011 State

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

Lawful Permanent Residents Fiscal Year 2015 Country

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

Lawful Permanent Residents Fiscal Year 2016 State

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

Lawful Permanent Residents Fiscal Year 2014 State

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs) are foreign nationals who have been granted the right to reside permanently in the United States. LPRs are also known as 'permanent...

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

Construction of a NMR permanent magnet; Construcao de um ima permanente para RMN

Energy Technology Data Exchange (ETDEWEB)

Colnago, Luiz Alberto; Martins Neto, Ladislau; Oste, Rene de [Empresa Brasileira de Pesquisa Agropecuaria (EMBRAPA), Sao Carlos, SP (Brazil). Nucleo de Pesquisa e Desenvolvimento de Instrumentacao Agropecuaria

1992-12-31

Viewing the development of the pulsed, low resolution NMR spectrometers for quantitative analysis, the electronic part of a NMR spectrometer has first been constructed, based on a 1.4 Tesla magnet of a 60 MHz Varian device, with a gap increased to 23 mm, therefore reducing the field to .66 Tesla (28 MHz for the hydrogen). For the complete construction of the spectrometer in Brazil, a permanent magnet for NMR has also been constructed 9 refs., 3 figs.

Re-thinking employee recognition: understanding employee experiences of recognition

OpenAIRE

Smith, Charlotte

2013-01-01

Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

Topology optimized permanent magnet systems

DEFF Research Database (Denmark)

Bjørk, Rasmus; Bahl, Christian; Insinga, Andrea Roberto

2017-01-01

Topology optimization of permanent magnet systems consisting of permanent magnets, high permeability iron and air is presented. An implementation of topology optimization for magnetostatics is discussed and three examples are considered. The Halbach cylinder is topology optimized with iron...... and an increase of 15% in magnetic efficiency is shown. A topology optimized structure to concentrate a homogeneous field is shown to increase the magnitude of the field by 111%. Finally, a permanent magnet with alternating high and low field regions is topology optimized and a ΛcoolΛcool figure of merit of 0...

Object permanence in cats: Analysis in locomotor space.

Science.gov (United States)

Thinus-Blanc, C; Poucet, B; Chapuis, N

1982-04-01

Stages IV and V object permanence were studied with 38-40-week-old cats. A constraining apparatus preventing animals from pursuing the bowl containing meat before it was concealed was used. Either the bowl was seen moving and disappeared from view behind a screen (stage IV trials), or after this sequence, it reappeared from behind the first screen and disappeared behind a second screen (stage V trials). In both situations cats performed significantly above chance but the paths taken to reach the food were different according to the stage. In stage V trials, cats expressed a preference for the path leading to the end of the second screen where the food was last seen disappearing. Copyright © 1982. Published by Elsevier B.V.

The business case: collaborating to help employees maintain their mental well-being.

Science.gov (United States)

Sairanen, Sari; Matzanke, Deanna; Smeall, Doug

2011-01-01

There has been a change in the mindset of businesses in recent years. Companies are starting to realize that proactively helping their employees to maintain mental health is beneficial, both for their workers and their business. In this article, we present three different but complementary views - those of an advocate, an employer and a provider - on helping employees maintain mental, and physical, health. In the first section, Sari Sairanen outlines programs and services to manage stress and maintain mental health that have been developed by the Canadian Auto Workers' union and implemented in partnership with employers, wellness providers, service agencies and other community partners. The union focuses on raising awareness and providing education, as well as removing the stigma associated with mental illness. Deanna Matzanke, in her section, discusses the commitment of a company, Scotiabank, to create and maintain an inclusive and accessible workplace for all its employees. It has recently worked with providers to develop and implement integrated services dealing specifically with mental health illness and addiction, which aid not only its current employees but also possible future employees. Finally, Doug Smeall shares his observations as an insurer at Sun Life Financial, who has seen the rates of both short-term and long-term disabilities increase. He elaborates on the collaborative work between insurers and employers to help employees maintain their mental health, and to return to work sooner when issues do occur. Ultimately, this article argues that unions, employers and insurers can work together with partners and employees to promote and maintain employee health because, as Sairanen asserts, "preventing a problem in the first place is the best strategy." Copyright © 2011 Longwoods Publishing.

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

Directory of Open Access Journals (Sweden)

M. M. C. De Silva

2014-10-01

Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

Science.gov (United States)

Gerstein, Lawrence; And Others

1993-01-01

Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

Professional Exam as a Tool for Forming the Trajectory of Improving the Qualification of an Employee

Directory of Open Access Journals (Sweden)

Egorov I.

2017-11-01

Full Text Available The results of the study of the provisions of the Federal Law "On Independent Qualification Assessment", of an explanatory note to the draft of the Federal Law "On Independent Qualification Assessment", of a number of other normative legal acts regarding the objectives and procedure for the implementation of an independent assessment of qualifications, including a professional exam, the use of its results, are described. On the basis of the analysis of a number of research works on the improvement of the qualifications of employees and the development of the system of continuous education, conclusions were drawn on an objective assessment by the legislator of a permanent increase in the requirements for the qualification of workers and the consequent need for continuous improvement of their qualifications, including the development of a continuous education system. Proposals have been formulated to introduce amendments to the legislation of the Russian Federation aimed at forming a recommendation for an employee to select existing resources for the self-alignment of an individual set of competences with a personalized offer of support options from the educational and professional structures - the trajectory of improving the qualification of an employee..

Breast cancer risk among female employees of the Australian Broadcasting Corporation in Australia.

Science.gov (United States)

Sitas, Freddy; O'Connell, Dianne L; van Kemenade, Cathelijne H; Short And, Mark W; Zhao, Kun

2010-06-07

To determine whether there is an excess risk of breast cancer among female employees of the Australian Broadcasting Corporation (ABC), especially outside Queensland, compared with women in the general populations of the states and territories. We used an occupational cohort design. Information from ABC staff records was linked with data from state and territory cancer registries to identify female employees of the ABC with an incident, histologically confirmed breast cancer. Data linkage was complemented by a self-report method. We included a cohort of ABC female employees who had developed breast cancer at any time between 1994 and 2005, during their employment or after cessation of employment with the ABC. The standardised incidence ratio (SIR) was calculated as the number of women at the ABC observed with breast cancer divided by the expected number based on population rates in each state and territory. Tests for heterogeneity were performed to examine the variation of breast cancer risk between states and territories. Out of 5969 women who were permanently employed either part-time or full-time at the ABC between 1994 and 2005, 48 eligible women with breast cancer were identified. An excess risk of breast cancer among ABC female employees in Queensland (identified in an earlier study) was reconfirmed. No excess risk of breast cancer was observed among ABC staff diagnosed in states outside Queensland (SIR, 1.01 [95% CI, 0.72-1.38]), or in Australia as a whole (including Queensland) (SIR, 1.12 [95% CI, 0.83-1.49]). There was no significant heterogeneity in breast cancer risk among states and territories once Queensland was excluded from the analysis (P = 0.39). No statistically significant excess risk of breast cancer in ABC female employees was found across the Australian states and territories as a whole compared with their respective population incidences. A statistically significant increased risk of breast cancer was found among ABC female employees in

20 CFR 439.640 - Employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

Marxism as permanent revolution

OpenAIRE

van Ree, E.

2013-01-01

This article argues that the 'permanent revolution' represented the dominant element in Karl Marx and Friedrich Engels' political discourse, and that it tended to overrule considerations encapsulated in 'historical materialism'. In Marx and Engels's understanding, permanent revolution did not represent a historical shortcut under exceptional circumstances, but the course revolutions in the modern era would normally take. Marx and Engels traced back the pattern to the sixteenth century. It is ...

Russian RSC Energia employees inspect DM in SSPF

Science.gov (United States)

1995-01-01

Employees of the Russian aerospace company RSC Energia prepare to conduct final inspections of the Russian-built Docking Module in the Space Station Processing Facility at KSC. The module will fly as a primary payload on the second Space Shuttle/Mir space station docking mission, STS-74, which is now scheduled for liftoff in the fall of 1995. During the mission, the module will first be attached with the orbiter's robot arm to the Orbiter Docking System (ODS) in the payload bay of the orbiter Atlantis and then be docked with the Mir. When Atlantis undocks from the Mir, it will leave the new docking module permanently attached to the space station for use during future Shuttle Mir docking missions. The new module will simplify future Shuttle linkups with Mir by improving orbiter clearances when it serves as a bridge between the two space vehicles.

How employees perceive risks and safety in nuclear installations

International Nuclear Information System (INIS)

Barny, M.-H.; Brenot, J.; Moreau, A.

1992-01-01

Employees of the French centre of Saclay have been interviewed twice in November 1984 and March 1987 about their risks at the workplace, their views on safety, their protective attitudes, and also about the Chernobyl accident in the second survey. Perceived risks are compared, safety measures and protection teams are judged, importance of the Chernobyl accident is appreciated. Differences in perception between the various professional groups are pointed out. The main results are briefly presented hereafter. (author)

Canadian Eskimo permanent tooth emergence timing.

Science.gov (United States)

Mayhall, J T; Belier, P L; Mayhall, M F

1978-08-01

To identify the times of emergence of the permanent teeth of Canadian Eskimos (Inuit), 368 children and adolescents were examined. The presence or absence of all permanent teeth except the third molars was recorded and these data subjected to probit analysis. Female emergence times were advanced over males. Generally, the Inuit of both sexes showed statistically significant earlier emergence times than Montreal children, except for the incisors. The present results do not support hypotheses indicating that premature extraction of the deciduous teeth advances the emergence of their succedaneous counterparts. There is some indication the controls of deciduous tooth emergence continue to play some part in emergence of the permanent dentition, especially the first permanent teeth that emerge.

Leadership in a (permanent) crisis.

Science.gov (United States)

Heifetz, Ronald; Grashow, Alexander; Linsky, Marty

2009-01-01

The current economic crisis is not just another rough spell. Today's mix of urgency, high stakes, and uncertainty will continue even after the recession ends. The immediate crisis--which we will get through with policy makers' expert technical adjustments--sets the stage for a sustained, or even permanent, crisis, a relentless series of challenges no one has encountered before. Instead of hunkering down and relying on their familiar expertise to deal with the sustained crisis, people in positions of authority--whether they are CEOs or managers heading up a company initiative--must practice what the authors call adaptive leadership. They must, of course, tackle the underlying causes of the crisis, but they must also simultaneously make the changes that will allow their organizations to thrive in turbulent environments. Adaptive leadership is an improvisational and experimental art, requiring some new practices. Like Julie Gilbert, who overcame internal resistance to reorient Best Buy toward female purchasers, adaptive leaders get things done to meet today's challenges and then modify those things to thrive in tomorrow's world. They also embrace disequilibrium, using turbulence as an opportunity to build crucial new capacities, as Paul Levy did to rescue Beth Israel Deaconess Medical Center from a profound financial crisis. Finally, adaptive leaders, such as Egon Zehnder, the founder of an executive search firm, draw out the leadership skills that reside deep in the organization, recognizing the interdependence of all employees and mobilizing everyone to generate solutions.

13 CFR 120.900 - Sources of permanent financing.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Sources of permanent financing... Development Company Loan Program (504) Permanent Financing § 120.900 Sources of permanent financing. Permanent financing for each Project must come from three sources: the Borrower's contribution, Third-Party Loans, and...

Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University.

Directory of Open Access Journals (Sweden)

J Y Eng

Full Text Available Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university.In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model.The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001. There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001. The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001 and 0.56 mmHg/year (p<0.001, respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period.This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.

[The Object Permanence Fallacy.] Commentary.

Science.gov (United States)

Bradley, Ben S.

1996-01-01

Suggests that Greenberg's challenge to the centrality of object permanence in developmental thinking reveals that developmentalists' theories about childhood speak about their own self-images. Notes that developmentalists have been guilty of not only the object permanence fallacy but also the genetic fallacy, or the mistaken belief that describing…

Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies

Directory of Open Access Journals (Sweden)

Sungchan KIM

2016-10-01

Full Text Available Diversity management has been implemented vigorously in organizations with workforce diversity practices. One of the possible outcomes of diversity management is increased fairness in the organization. However, women perceive organizations as still being unfair, even though diverse managerial practices have been adopted to address equity related problems. In this article, we examine how female employees in federal agencies view diversity management and whether they believe that diversity management can lead to organizational justice. By using the 2013 Federal Employee Viewpoint Survey (FEVS data, we found that diversity management leads to a higher level of organizational justice for female employees. However, white female employees have a higher agreement on the effi cacy of diversity management in producing procedural and interactional justice than do non-white female employees. Also, female employees in the regulatory or redistributive agency category perceive less that diversity management leads to organizational justice than those in other agencies. We therefore conclude that diversity management is an effective tool to achieve organizational justice for particular groups.

31 CFR 20.640 - Employee.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

7 CFR 3021.640 - Employee.

Science.gov (United States)

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

14 CFR 1267.640 - Employee.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

DEVELOP CREATIVE EMPLOYEES

DEFF Research Database (Denmark)

Hertel, Frederik

2016-01-01

THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

Determinants of employee punctuality.

Science.gov (United States)

Dishon-Berkovits, Miriam; Koslowsky, Meni

2002-12-01

Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

15 CFR 29.640 - Employee.

Science.gov (United States)

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Topology optimized permanent magnet systems

Science.gov (United States)

Bjørk, R.; Bahl, C. R. H.; Insinga, A. R.

2017-09-01

Topology optimization of permanent magnet systems consisting of permanent magnets, high permeability iron and air is presented. An implementation of topology optimization for magnetostatics is discussed and three examples are considered. The Halbach cylinder is topology optimized with iron and an increase of 15% in magnetic efficiency is shown. A topology optimized structure to concentrate a homogeneous field is shown to increase the magnitude of the field by 111%. Finally, a permanent magnet with alternating high and low field regions is topology optimized and a Λcool figure of merit of 0.472 is reached, which is an increase of 100% compared to a previous optimized design.

Spatially Dispersed Employee Recovery

DEFF Research Database (Denmark)

Hvass, Kristian Anders; Torfadóttir, Embla

2014-01-01

Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

Employee and work-related predictors for entering rehabilitation: a cohort study of civil servants.

Science.gov (United States)

Lamminpää, Anne; Kuoppala, Jaana; Väänänen-Tomppo, Irma; Hinkka, Katariina

2012-07-01

The aim of this study was to determine how employee well-being, psychosocial factors at work, leadership and perceived occupational health services predict entering rehabilitation as modelled in the Job Well-being Pyramid. A random population of 967 civil servants participated in a survey on psychosocial factors and health at work in 2000 in Finland. A total of 147 employees entered rehabilitation during the median follow-up time of 7 years. Permanent employment, large organizations, feedback from supervisors, client violence and physically monotonous work were associated with an increased rate of entering rehabilitation, whereas physical jobs, clear aims, high appreciation, job satisfaction and job enjoyment were associated with a decreased rate of entering rehabilitation. Employee well-being in general was also associated with entering rehabilitation, and this was decreased by good work ability, good health, mental well-being and physical fitness and increased by constant musculoskeletal symptoms. On the other hand, support from supervisors, job control, work pressure, team climate at work, communication, bullying and discrimination, physical work environment, and sense of coherence appeared to have no association. Various psychosocial factors at work and job well-being predict entering rehabilitation. The association between employee health and entering rehabilitation refers to the fact that the selection process for rehabilitation works reasonably well and those in need of rehabilitation are also granted it. In general, these findings coincide well with the Job Well-being Pyramid model. Improving job conditions and well-being at work is likely to decrease the need for rehabilitation.

Teaching Object Permanence: An Action Research Study

Science.gov (United States)

Bruce, Susan M.; Vargas, Claudia

2013-01-01

"Object permanence," also known as "object concept" in the field of visual impairment, is one of the most important early developmental milestones. The achievement of object permanence is associated with the onset of representational thought and language. Object permanence is important to orientation, including the recognition of landmarks.…

Employee motivation and benefits

OpenAIRE

Březíková, Tereza

2009-01-01

The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

Analysis of Employee Benefits

OpenAIRE

Burešová, Lenka

2013-01-01

The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

Skills and Learning Styles of Innovative Companies’ Employees

Directory of Open Access Journals (Sweden)

Agnieszka Sitko-Lutek

2016-12-01

Full Text Available When faced with various challenges, modern organizations must be able to function effectively. These challenges include globalization, technological advancements, necessity to operate in the state of permanent flux, and finally, generation of intellectual capital, which delivers the competitive edge. As a consequence, the management of a modern organization and its diverse staff, which enables the company to operate effectively without generating losses or conflicts, becomes critical. Nowadays, organizations have to constantly look for innovative ways of conducting business. The conclusion drawn from observing successes of such organizations proves that taking a closer look at the issue of Human Resources (HR diversity’s role is worthwhile. Especially the analysis of managerial skills and learning styles in the context of companies’ innovation seems of particular relevance. The managerial skills and their development are the basis for successful management processes in a modern company. The aim of this study was to identify and assess skills and learning styles of innovative companies’ employees. The empirical material was collected in 2016 on the basis of a research conducted among employees of innovative companies established in Poland. The results of the present research allowed to analyze the impact of the respondents’ independent variables on their skills and learning styles. As a result of the study, recommendations for managers and Human Resources Management (HRM specialists were formulated on how to successfully manage employees’ various skills and learning styles.

Intrusive luxation of 60 permanent incisors

DEFF Research Database (Denmark)

Tsilingaridis, Georgios; Malmgren, Barbro; Andreasen, Jens O

2012-01-01

  Intrusive luxation in the permanent dentition is an uncommon injury but it is considered one of the most severe types of dental trauma because of the risk for damage to the periodontal ligament, pulp and alveolar bone. Management of intrusive luxation in the permanent dentition is controversial....... The purpose of this study was to evaluate pulp survival and periodontal healing in intrusive luxated permanent teeth in relation to treatment alternatives, degree of intrusion and root development....

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

Science.gov (United States)

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Permanent magnet materials and their application

International Nuclear Information System (INIS)

Campbell, P.

1994-01-01

Permanent magnets are of great industrial importance in industrial drives, consumer products, computers, and automobiles. Since 1970, new classes of magnet materials have been developed. This book reviews the older and newer materials and is presented as a comprehensive design text for permanent magnets and their applications. After an initial chapter on the fundamentals of magnetism, the author discusses magnetic physics considerations specific to permanent magnets and describes the fabrications and characteristics of commercial materials: alnico, samarium-cobalt, ferrite, and neodymium-iron-boron. Thermal stability, magnet design procedures, magnetic field analysis methods, and measurement methods are discussed in subsequent chapters, followed by a concluding chapter reviewing commercial and industrial products that use permanent magnets. The chapter on thermal properties of magnet materials is of particular interest, bringing together information not readily found elsewhere. The review of applications is also deserving of attention, specifically the sections on motors and actuators. Although particle accelerator applications are discussed, the use of permanent magnet sextuples in modern ECR ion sources is not mentioned

Role of employee benefits in the motivation of employees at H1.cz

OpenAIRE

Hrubá, Markéta

2012-01-01

This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...

The impact of resilience and perceived organisational support on employee engagement in a competitive sales environment

Directory of Open Access Journals (Sweden)

Anel Meintjes

2018-05-01

Full Text Available Orientation: Understanding the impact of resilience and perceived organisational support on employee engagement in a competitive sales environment. Research purpose: The aim of this study was to explore the relationship between resilience, perceived organisational support and employee engagement among pharmaceutical sales employees in a competitive sales environment; and to establish whether resilience and perceived organisational support hold predictive value for employee engagement. Motivation for the study: Limited research has focused on the unique context of employee engagement as a construct in professional sales. A broader understanding of resilience and perceived organisational support can provide sales organisations with a lever to create an environment where sales employees are more fully engaged. Research design, approach and method: A quantitative, exploratory, cross-sectional survey approach was used. A sample of 125 sales representatives from a South African pharmaceutical organisation participated in the research. The measuring instruments included the Utrecht Work Engagement Scale (UWES, Brief Resilience Scale (BRS and the Perceived Organisational Support Scale (POS. Main findings: Perceived organisational support, but not resilience impacted employee engagement in a competitive sales environment. Practical and managerial implications: Sales organisations’ interventions to improve sales employee engagement should focus on perceived organisational support. Contribution: The individual role of each construct provided insight into the sales context. The relationship between the constructs offered a different lens through which the drivers of employee engagement in sales can be viewed. This study contributes towards sales literature by including positive psychology and organisational support in a model of employee engagement.

Russian RSC Energia employees attach trunnions to DM

Science.gov (United States)

1995-01-01

Employees of the Russian aerospace company RSC Energia attach trunnions to the Russian-built docking module in the Space Station Processing Facility at KSC so that it can be mounted in the payload bay of the Space Shuttle orbiter Atlantis. The module will fly as a primary payload on the second Space Shuttle/Mir space station docking mission, STS-74, which is now scheduled for liftoff in the fall of 1995. During the mission, the module will first be attached with the orbiter's robot arm to the Orbiter Docking System (ODS) in the payload bay of the orbiter Atlantis and then be docked with the Mir. When Atlantis undocks from the Mir, it will leave the new docking module permanently attached to the space station for use during future Shuttle Mir docking missions. The new module will simplify future Shuttle linkups with Mir by improving orbiter clearances when it serves as a bridge between the two space vehicles.

Costs of employee turnover

Directory of Open Access Journals (Sweden)

Jiří Duda

2013-01-01

Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

An analysis of the relation between employee-organization value congruence and employee attitudes.

Science.gov (United States)

Amos, Elizabeth A; Weathington, Bart L

2008-11-01

Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

13 CFR 147.640 - Employee.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

28 CFR 83.640 - Employee.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 210.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

49 CFR 32.640 - Employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

10 CFR 607.640 - Employee.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 312.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 133.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 1008.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

How do employers cope with an ageing workforce?: Views from employers and employees

Directory of Open Access Journals (Sweden)

Hendrik P. Van Dalen

2010-06-01

Full Text Available How age-conscious are human resource policies? Using a survey of Dutch employers, we examine how employers deal with the prospect of an ageing work force. We supplement our analysis with an additional survey of Dutch employees to compare human resource policies to practices. Results show that a small minority of employers are taking measures to enhance productivity (training programmes or bring productivity in line with pay (demotion. Personnel policies tend to 'spare' older workers: giving them extra leave, early retirement, or generous employment protection: older workers who perform poorly are allowed to stay, whereas younger workers under similar conditions are dismissed.

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

Cylindrical Hall Thrusters with Permanent Magnets

International Nuclear Information System (INIS)

Raitses, Yevgeny; Merino, Enrique; Fisch, Nathaniel J.

2010-01-01

The use of permanent magnets instead of electromagnet coils for low power Hall thrusters can offer a significant reduction of both the total electric power consumption and the thruster mass. Two permanent magnet versions of the miniaturized cylindrical Hall thruster (CHT) of different overall dimensions were operated in the power range of 50W-300 W. The discharge and plasma plume measurements revealed that the CHT thrusters with permanent magnets and electromagnet coils operate rather differently. In particular, the angular ion current density distribution from the permanent magnet thrusters has an unusual halo shape, with a majority of high energy ions flowing at large angles with respect to the thruster centerline. Differences in the magnetic field topology outside the thruster channel and in the vicinity of the channel exit are likely responsible for the differences in the plume characteristics measured for the CHTs with electromagnets and permanent magnets. It is shown that the presence of the reversing-direction or cusp-type magnetic field configuration inside the thruster channel without a strong axial magnetic field outside the thruster channel does not lead to the halo plasma plume from the CHT.

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

29 CFR 94.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

34 CFR 84.640 - Employee.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

Macroscopic simulation of isotropic permanent magnets

International Nuclear Information System (INIS)

Bruckner, Florian; Abert, Claas; Vogler, Christoph; Heinrichs, Frank; Satz, Armin; Ausserlechner, Udo; Binder, Gernot; Koeck, Helmut; Suess, Dieter

2016-01-01

Accurate simulations of isotropic permanent magnets require to take the magnetization process into account and consider the anisotropic, nonlinear, and hysteretic material behaviour near the saturation configuration. An efficient method for the solution of the magnetostatic Maxwell equations including the description of isotropic permanent magnets is presented. The algorithm can easily be implemented on top of existing finite element methods and does not require a full characterization of the hysteresis of the magnetic material. Strayfield measurements of an isotropic permanent magnet and simulation results are in good agreement and highlight the importance of a proper description of the isotropic material. - Highlights: • Simulations of isotropic permanent magnets. • Accurate calculation of remanence magnetization and strayfield. • Comparison with strayfield measurements and anisotropic magnet simulations. • Efficient 3D FEM–BEM coupling for solution of Maxwell equations.

Reactor safety review of permanent changes

International Nuclear Information System (INIS)

Lam, K.F.

1997-01-01

Operational compliance engineers review all changes as part of a change control process. Each change, permanent or temporary, is required to undergo an intricate review process to ensure that the benefits associated with the change outweigh the risk. For permanent changes, it is necessary to ensure that the proposed design meets the nuclear safety requirements, conforms to the licensing requirements and complies with regulatory requirements. In addition, during installation of the permanent change and prior to in-service, a configuration management process is in place to align the change with operating and maintenance documents. (author)

Permanent multipole magnets with adjustable strength

International Nuclear Information System (INIS)

Halbach, K.

1983-01-01

Preceded by a short discussion of the motives for using permanent magnets in accelerators, a new type of permanent magnet for use in accelerators is presented. The basic design and most important properties of a quadrople will be described that uses both steel and permanent magnet material. The field gradient produced by this magnet can be adjusted without changing any other aspect of the field produced by this quadrupole. The generalization of this concept to produce other multipole fields, or combination of multipole fields, will also be presented

Nanocrystalline permanent magnets with enhanced properties

International Nuclear Information System (INIS)

Leonowicz, M.

2002-01-01

Parameters of permanent magnets result from the combination of intrinsic properties such as saturation magnetization, magnetic exchange, and magnetocrystalline energy, as well as microstructural parameters such as phase structure, grain size, and orientation. Reduction of grain size into nanocrystalline regime (∼ 50 nm) leads to the enhanced remanence which derives from ferromagnetic exchange coupling between highly refined grains. In this study the fundamental phenomena, quantities, and structure parameters, which define nanophase permanent magnets are presented and discussed. The theoretical considerations are confronted with experimental data for nanocrystalline Sm-Fe-N type permanent magnets. (author)

Permanent multipole magnets with adjustable strength

International Nuclear Information System (INIS)

Halbach, K.

1983-03-01

Preceded by a short discussion of the motives for using permanent magnets in accelerators, a new type of permanent magnet for use in accelerators is presented. The basic design and most important properties of a quadrupole will be described that uses both steel and permanent magnet material. The field gradient produced by this magnet can be adjusted without changing any other aspect of the field produced by this quadrupole. The generalization of this concept to produce other multipole fields, or combination of multipole fields, will also be presented

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

Directory of Open Access Journals (Sweden)

Fangtao Liu

2017-11-01

Full Text Available This study analyzes the effects of employee satisfaction and demographic indicators on employee commitment to organizational culture at the enterprise level. With data from a survey of 3029 employees from 27 state-owned enterprises (SOEs, a hierarchical linear model (HLM is used to identify the influencing factors of employee commitment to organizational culture at the enterprise level. An empirical study indicates that apart from the factors of employee satisfaction and demographic background, four contextual variables of enterprises, namely, comprehensive management, energy intensity, cost-income ratio, and capacity-load ratio, also influence commitment to organizational culture levels. Results show that applying HLM can substantially improve the explanatory power of employee satisfaction factors on commitment to organizational culture using nested enterprise contextual variables. Although measurement scales and satisfaction models have been proposed over the years, only a few studies have addressed the particular nature inherent in Chinese SOEs. HLM, which accounts for the nested data structure and determines the effects of employee satisfaction factors on commitment to organizational culture without bias, is developed in this study. Through an insider view based on empirical work, this research can improve the ability of senior managers to understand the culture and dynamics of organizations, to deliver strong leadership, and to enhance corporate internal management.

INJURIES AMONG THE HEALTH AND THERAPEUTIC EMPLOYEES IN A GENERAL HOSPITAL IN TEHRAN

Directory of Open Access Journals (Sweden)

J. Adl F. Fayaz

2008-04-01

Full Text Available The health and therapeutic employees are facing with some particular hazards. The existing insurance system has a lot of different shortcomings. Determination of the frequency and type of accidents in a hospital was the main objective. All accidents were recorded and the study period was divided in to 3 periods. The victims who reported their accident were classified from personality point of view and the accidents of highly reliable employees were analyzed. Although number of needle-stick was relatively high (4.5%, cuts (45.4% were on top. Youngsters had the highest injury rate. Creation of a unique record keeping system for the country or even for the world was the final conclusion.

Organizational Stressors and Related Stress Intensities in Tehran\\'s Comprehensive Rehabilitation Centers: From the Employees\\' Point of View

Directory of Open Access Journals (Sweden)

Nayyereh Tavafi

2007-01-01

Full Text Available Objective: Rehabilitation services employees are exposed to stressors at everyday work because they are in touch with people who disability and problems have associated with. Inappropriate policies and processes in work place aggravate stress and would adversely affect mental and physical health of this population which in turn would affect their quality of work. Materials & Methods: In order to determine the status of inappropriate organizational policies and processes as organizational stressors and related stress intensities in Tehran’s comprehensive rehabilitation centers, in a descriptive study all of the personnel were asked to fill a questionnaire which consisted of 32 questions. Content validity was approved by expertise people and reliability was 0.83. Results: Revealed that misevaluation of employees (%98 and using unclear and inappropriate criteria for evaluating personal (%95 were the most prevalent inappropriate organizational policy and process that personnel confronted with. Also we found that exposure to "inequality of payment for similar jobs" and "invalidity of criteria which were used for personnel evaluation", induced highest degree of stress on employees (2.64 from 4 & 1.71from 4 respectively. Conclusion: We conclude that as the most prevalent factor which induced stress in personnel is misevaluation, correction of personnel evaluation system should be over emphasized.

Employee Ownership and Perceptions of Work: The Effect of an Employee Stock Ownership Plan.

Science.gov (United States)

Tucker, James; And Others

1989-01-01

A small company was studied before and after introduction of an employee stock ownership plan. Employees' commitment to the organization and job satisfaction were higher after plan implementation, while perceived worker influence levels did not change. Findings suggest that ownership changes employees' attitudes without changing employees'…

Employee Handbook

Energy Technology Data Exchange (ETDEWEB)

Bello, Madelyn

2008-09-05

Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

Attachment and Interpersonal Specifics if Well-Being in Relation to Employee Job Performance of Contact Centres

Directory of Open Access Journals (Sweden)

Ivana Tomanová Čergeťová

2015-01-01

Full Text Available The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one ́s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, but also as many different aspects of human life. This study is focused on working environment as one of thesignificant parts of life. Our sample consisted of 176 employees of contact centres, 116 of them were women (65,91% and 60 men (34,09%. The age range was from 21 to 56 years (average –29,78 years. The average length of employment of a telephone operator was 14 months. The major part of workforce were workers in permanent employment – 54,55% (N = 96, performance contract employees – 40,91% (N = 72, students employed based on agreement on temporary job of student – 3,41% (N = 6 and freelancers / self-employed – 1,14% (N = 2. The quantitative and qualitative data were obtained using standardised questionnaires. A short form of Egna Minnen Beträffande Uppfostran (s-E.M.B.U.; Willem et al., 1999, which is bas ed on Bowlby attachment theory, was used to measure attachment style. The interpersonal characteristics were measured by Interpersonal Check List (ICL; Kožený & Ganický, 1976. The job performance was measured by means of a call centre software system called Aheeva CCS Manager. Other questionnaires were focused on job satisfaction and well-being. The evaluation of job satisfaction was realised by means of Minnesota Satisfaction Questionnaire (MSQ; Weiss et al., 1967 and well-being was measured by means of two questionnaires - Satisfaction with Life Scale (SWLS; Diener, Emmons, Larsen, & Griffin, 1985 and Scales of Psychological Well-Being (SPWB; Ryff, 1989. The results of this study

Introduction to permanent magnets

International Nuclear Information System (INIS)

Zijlstra, H.

1985-01-01

Some general considerations concerning the application of permanent magnets are developed. The relevant magnet properties are discussed, with particular reference to Nd-Fe-B alloy. The author comes to the following conclusions; the air gap field B should be high, for high electrical efficiency; the magnet should face the air gap, for efficient use of the magnet material; the magnet material should therefore have a high remanence; and the new Nd-Fe-B magnet fits in nicely, having (potentially) the highest remanence ever reported in permanent magnets, combined with sufficient coercivity to sustain it

Family employees and absenteeism

OpenAIRE

Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

2014-01-01

Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

Permanent education

International Nuclear Information System (INIS)

Gardien, S.; Kirsch, R.

1998-01-01

The permanent education of the IPN-Lyon inscribes itself completely in the priorities of the tri-annual plan of education of CNRS. These priorities contribute to evolution of research, evaluation of the professions, integration during the professional carriers of the personnel and form the frame for new management practice implementation

Permanent molars: Delayed development and eruption

Directory of Open Access Journals (Sweden)

Arathi R

2006-05-01

Full Text Available Delayed development and eruption of all the permanent molars is a rare phenomenon, which can cause disturbance in the developing occlusion. The eruption of permanent first and second molars is very important for the coordination of facial growth and for providing sufficient occlusal support for undisturbed mastication. In the case described, the first permanent molars were delayed in their development and were seen erupting at the age of nine and a half years. Severe disparity between the left and the right side of the dentition with respect to the rate of development of molars were also present.

Demagnetization fault diagnosis in permanent magnet synchronous motors: A review of the state-of-the-art

Energy Technology Data Exchange (ETDEWEB)

Moosavi, S.S., E-mail: anchepoli@gmail.com [University of Technology Belfort Montbeliard (UTBM), Laboratory of IRTES-SET, Belfort (France); Engineering Department, Amol University of Special Modern Technology, Amol (Iran, Islamic Republic of); Djerdir, A. [University of Technology Belfort Montbeliard (UTBM), Laboratory of IRTES-SET, Belfort (France); Amirat, Y.Ait. [Laboratory of Femto-ST, University of Franche-Comte (France); Khaburi, D.A. [Center of Excellence for Power System Automation and Operation, Iran University of Science and Technology (IUST), Tehran (Iran, Islamic Republic of)

2015-10-01

There are a lot of research activities on developing techniques to detect permanent magnet (PM) demagnetization faults (DF). These faults decrease the performance, the reliability and the efficiency of permanent magnet synchronous motor (PMSM) drive systems. In this work, we draw a broad perspective on the status of these studies. The advantages, disadvantages of each method, a deeper view investigated and a comprehensive list of references are reported. - Highlights: • A review of state of the art on demagnetization fault diagnosis was studied deeply. • Critical points in fault diagnosis are discussed aiming to safety and cost management. • Critical comparison on all existent demagnetization diagnosis methods was done. • It is proved that DE and UL have the same signature frequencies as partial demagnetization. • MCSA have some limitations in frequency component under uniform demagnetization.

Demagnetization fault diagnosis in permanent magnet synchronous motors: A review of the state-of-the-art

International Nuclear Information System (INIS)

Moosavi, S.S.; Djerdir, A.; Amirat, Y.Ait.; Khaburi, D.A.

2015-01-01

There are a lot of research activities on developing techniques to detect permanent magnet (PM) demagnetization faults (DF). These faults decrease the performance, the reliability and the efficiency of permanent magnet synchronous motor (PMSM) drive systems. In this work, we draw a broad perspective on the status of these studies. The advantages, disadvantages of each method, a deeper view investigated and a comprehensive list of references are reported. - Highlights: • A review of state of the art on demagnetization fault diagnosis was studied deeply. • Critical points in fault diagnosis are discussed aiming to safety and cost management. • Critical comparison on all existent demagnetization diagnosis methods was done. • It is proved that DE and UL have the same signature frequencies as partial demagnetization. • MCSA have some limitations in frequency component under uniform demagnetization

The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

Science.gov (United States)

Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

2016-09-01

A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

Superconducting permanent magnets

International Nuclear Information System (INIS)

Wipf, S.L.; Laquer, H.L.

1989-01-01

The concept of superconducting permanent magnets with fields trapped in shells or cylinders of Type II superconductors is an old one. Unfortunately, the low values of 0.5 to 1T for the first flux jump field, which is independent of the actual current density, have frustrated its implementation with classical Type II superconductors. The fact that the flux jump fields for high temperature superconductors should be an order of magnitude larger at liquid nitrogen temperatures allows us to reconsider these options. Analysis of the hysteresis patterns, based on the critical state model, shows that, if the dimensions are chosen so that the sample is penetrated at a field B/sub p/, which is equal to or just less than the first flux jump field, B/sub fj/, a temporarily applied field of 2B/sub fj/ will trap 0.5 B/sub fj/. Thus for a 90 K superconductor with a B/sub fj/ of 6T, a permanent field of 3 T should be trapped, with an energy product of 1.8 MJ/m/sup 3/ (225 MG . Oe). This is five times as large as for the best permanent magnet materials. The authors discuss means to verify the analysis and the limitations imposed by the low critical current densities in presently available high temperature superconductors

Differences in self-rated health by employment contract and household structure among Japanese employees: a nationwide cross-sectional study.

Science.gov (United States)

Kachi, Yuko; Inoue, Mariko; Nishikitani, Mariko; Yano, Eiji

2014-01-01

The aim of this study was to examine whether the association between employment contract and self-rated health differs by household structure in a representative sample of employees in Japan. The participants were 81,441 male and 64,471 female employees aged 18-59 years who had participated in the 2010 Comprehensive Survey of Living Conditions. We assessed the interactive effect of employment contract (permanent or precarious) and household structure (couple only, couple with children, single parent, single person, or other multi-person) on fair/poor health, adjusting for covariates by using logistic regression. We then calculated the relative poverty rate by employment contract and household structure. The interaction effect was significant for women (p<0.001) but not for men (p=0.413). A higher percentage of female precarious workers who lived in single-parent households (20.2%) reported fair/poor health compared with those in other types of households (10.4-13.2%), although the prevalence of fair/poor health did not differ substantially by household structure among female permanent workers. The relative poverty rates of female precarious workers who lived in single-parent households were higher compared with those of other female workers. Our results suggest that female precarious workers are not a homogeneous group and that those living in single-parent households suffer from poor health due to low income and insufficient coverage by insurance firms and family-based safety nets.

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...

Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health.

Science.gov (United States)

Karanika-Murray, Maria; Bartholomew, Kimberley J; Williams, Glenn A; Cox, Tom

2015-01-02

Leader-Member Exchange (LMX) theory suggests that the quality of the leader-employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed.

Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health

Science.gov (United States)

Karanika-Murray, Maria; Bartholomew, Kimberley J.; Williams, Glenn A.; Cox, Tom

2015-01-01

Leader-Member Exchange (LMX) theory suggests that the quality of the leader–employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed. PMID:25999635

Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

Science.gov (United States)

McCroskey, James C.; And Others

Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

29 CFR 2582.8478-3 - Permanent bonding requirements.

Science.gov (United States)

2010-07-01

.... For example, the phrase “every administrator, officer and employee of any employee welfare benefit....8478-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR FIDUCIARY RESPONSIBILITY UNDER THE FEDERAL EMPLOYEES' RETIREMENT SYSTEM ACT OF 1986 RULES...

38 CFR 48.640 - Employee.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1472.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

The employee motivation and benefits

OpenAIRE

Fuhrmannová, Petra

2013-01-01

The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

Lawful Permanent Residents Fiscal Year 2011 Country

Data.gov (United States)

Department of Homeland Security — Lawful permanet residents (LPRs) are foreign nationals who have been gratned the right to reside permanently in the United States. LPRs are also known as 'permanent...

Influence of mobbing (workplace bullying) on depressive symptoms: a longitudinal study among employees working with people with intellectual disabilities.

Science.gov (United States)

Figueiredo-Ferraz, H; Gil-Monte, P R; Olivares-Faúndez, V E

2015-01-01

The problem of mobbing has attracted a great deal of attention over the past few years. This concern has increased the study of the phenomena, which has resulted in many scientific publications. Mobbing has been characterised as an emerging risk at work. The aim of this longitudinal study was to analyse the influence of mobbing on depressive symptoms in a sample of employees working with people with intellectual disabilities (ID). The sample consisted of 372 Spanish employees working with people with ID at 61 job centres in the Valencian Community (Spain). Seventy-nine (21.2%) participants were men, and 293 were (78.8%) women. Mobbing was evaluated by the Mobbing-UNIPSICO scale, and depressive symptoms were measured using the Zung Self Rating Depression Scale. Using analyses of variance (anova), we tested the differences in depressive symptoms according to the mobbing criteria indicated by Leymann, that is, frequency and duration at Time 1 and Time 2. Employees who met the mobbing criteria: frequency (at least once a week) and duration (at least 6 months) at the two study times presented significantly higher levels of depressive symptoms than employees who met mobbing criteria at Time 1, but did not meet any criteria for mobbing at Time 2, and employees who did not meet any criteria for mobbing at Time 1 or Time 2. We conclude that permanence of mobbing from Time 1 to Time 2 increases depressive symptoms. © 2013 MENCAP and International Association of the Scientific Study of Intellectual and Developmental Disabilities and John Wiley & Sons Ltd.

32 CFR 26.640 - Employee.

Science.gov (United States)

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

2 CFR 182.640 - Employee.

Science.gov (United States)

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1201.4 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...

24 CFR 21.640 - Employee.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

40 CFR 36.640 - Employee.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers.

Science.gov (United States)

Haafkens, Joke A; Kopnina, Helen; Meerman, Martha G M; van Dijk, Frank J H

2011-05-17

Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should address in developing job retention

Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

Directory of Open Access Journals (Sweden)

Meerman Martha GM

2011-05-01

Full Text Available Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs and human resource managers (HRM. Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health

How to Keep Gen X Employees from Becoming X-Employees.

Science.gov (United States)

Ruch, Will

2000-01-01

Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

Recognition & Respect. Standards of Good Practice in the Employment of Graduate Employees. Item Number 36-0716

Science.gov (United States)

American Federation of Teachers, 2004

2004-01-01

A growing component of the instructional workforce in higher education, graduate teaching and research assistants are frequently viewed by university administrators and trustees as students rather than employees, according to this American Federation of Teachers (AFT) report. As the number of new full-time faculty hired decreases, an increased…

The Organizational Justice of the Administrative Leaders and its Impact on Employees' Career Performance

Directory of Open Access Journals (Sweden)

Zaid Yaseen Saud Al-Dulaimi

2017-03-01

• What is level of work or Career Performance of employees from the point of view of their leaders? The study's society is formed from administrative leaders, heads of departments and discussed faculties. Researchers will use a questionnaire for data collection and it will include, the responder's demographic information, the measuring tool for the Organizational Justice practiced by the administrative leaders, the measurement of Career Performance of their employees. Study Tools has been verified by bringing it to the attention of the arbitrators of jurisdiction, and verification of the appropriateness of using the test method and the test. For answering the questions of the study researchers will use arithmetic averages, standard deviations and Pearson Linklabs.

Views of health journalists, industry employees and news consumers about disclosure and regulation of industry-journalist relationships: an empirical ethical study.

Science.gov (United States)

Lipworth, Wendy; Kerridge, Ian; Morrell, Bronwen; Forsyth, Rowena; Jordens, Christopher F C

2015-03-01

Bioethicists and policymakers are increasingly concerned about the effects on health journalism of relationships between journalists and private corporations. The concern is that relationships between journalists and manufacturers of medicines, medical devices, complementary medicines and food can and do distort health reporting. This is a problem because health news is known to have a major impact on the public's health-related expectations and behaviour. Commentators have proposed two related approaches to protecting the public from potential harms arising from industry-journalist interactions: greater transparency and external regulation. To date, few empirical studies have examined stakeholders' views of industry-journalist relationships and how these should be managed. We conducted interviews with 13 journalists and 12 industry employees, and 2 focus groups with consumers. Our findings, which are synthesised here, provide empirical support for the need for greater transparency and regulation of industry-journalist relationships. Our findings also highlight several likely barriers to instituting such measures, which will need to be overcome if transparency and regulation are to be accepted by stakeholders and have their intended effect on the quality of journalism and the actions of news consumers. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Permanent magnet design for high-speed superconducting bearings

Science.gov (United States)

Hull, John R.; Uherka, Kenneth L.; Abdoud, Robert G.

1996-01-01

A high temperature superconducting bearing including a permanent magnet rotor levitated by a high temperature superconducting structure. The rotor preferably includes one or more concentric permanent magnet rings coupled to permanent magnet ring structures having substantially triangular and quadrangular cross-sections. Both alternating and single direction polarity magnet structures can be used in the bearing.

A Method to Determine Supply Voltage of Permanent Magnet Motor at Optimal Design Stage

Science.gov (United States)

Matustomo, Shinya; Noguchi, So; Yamashita, Hideo; Tanimoto, Shigeya

The permanent magnet motors (PM motors) are widely used in electrical machinery, such as air conditioner, refrigerator and so on. In recent years, from the point of view of energy saving, it is necessary to improve the efficiency of PM motor by optimization. However, in the efficiency optimization of PM motor, many design variables and many restrictions are required. In this paper, the efficiency optimization of PM motor with many design variables was performed by using the voltage driven finite element analysis with the rotating simulation of the motor and the genetic algorithm.

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

OpenAIRE

Sutjitra, Devilan

2015-01-01

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

Employees as social intrapreneurs

DEFF Research Database (Denmark)

Kristensen, Catharina Juul

2016-01-01

Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

Permanent magnet design for high-speed superconducting bearings

International Nuclear Information System (INIS)

Hull, J.R.; Uherka, K.L.; Abdoud, R.G.

1996-01-01

A high temperature superconducting bearing including a permanent magnet rotor levitated by a high temperature superconducting structure is disclosed. The rotor preferably includes one or more concentric permanent magnet rings coupled to permanent magnet ring structures having substantially triangular and quadrangular cross-sections. Both alternating and single direction polarity magnet structures can be used in the bearing. 9 figs

The radiation protection officer as a temporary employee in foreign industrial facilities - A statement commenting on a former contribution

International Nuclear Information System (INIS)

Hoegl, A.

1998-01-01

As the AKR sees it, the author of the contribution published in SSP 1/98, page 37 et seq., wishes to enhance the requirements to be met by a radiation protection officer performing his functions as a temporary employee in a facility subject to licensing of activities according to section 20 of the StrlSchV (Radiation protection ordinance), so as to adjust them to the standards of a permanently employed radiation protection officer in a nuclear power plant. For the AKR however, the reasons stated by the author are not convincing. Amendment of the legal requirements and duties of an external radiation protection officer according to the proposals of the author might create the situation that exclusively external radiation protection officers will be legally authorized to perform the activities required for licensing, so that permanently employed radiation protection officers in such facilities might become redundant. This would mean an undesirable development. (orig./CB) [de

Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

Directory of Open Access Journals (Sweden)

Tehmina Fiaz Qazi

2014-12-01

Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

Motivation of Employees of Transport and Logistics Companies in the Czech Republic and in a Selected Region of the PRC

Directory of Open Access Journals (Sweden)

Ližbetinová Lenka

2017-01-01

Full Text Available Improvement of employee performance is an inseparable part of an enterprise. It ensures the fulfilment of goals and the company profitability. The main goal of the paper is to present the results of a research focused on comparison of the motivation factors of employees of transport and logistics companies in selected regions. The research carried out in 2017 examined the level of the motivation in the conditions of transport and logistics companies in the Czech Republic and the Peking Municipality in the PRC. These territories have different historic and cultural backgrounds, which leads to a high assumption of the existence of different views of the importance of motivation factors not only in the sphere of transport. The contribution also brings comparison of the preferences from the gender point of view.

GDOT employee survey.

Science.gov (United States)

2017-07-04

The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

Employees with Epilepsy

Science.gov (United States)

... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

Safety effects of permanent running lights for bicycles

DEFF Research Database (Denmark)

Madsen, Jens Chr. Overgaard; Andersen, T.; Lahrmann, Harry

2013-01-01

, including all recorded bicycle accidents with personal injury to the participating cyclist, is 19% lower for cyclists with permanent running lights mounted; indicating that the permanent bicycle running light significantly improves traffic safety for cyclists. The study shows that use of permanent bicycle......Making the use of daytime running lights mandatory for motor vehicles is generally documented to have had a positive impact upon traffic safety. Improving traffic safety for bicyclists is a focal point in the road traffic safety work in Denmark. In 2004 and 2005 a controlled experiment including...... 3845 cyclists was carried out in Odense, Denmark in order to examine, if permanent running lights mounted to bicycles would improve traffic safety for cyclists. The permanent running lights were mounted to 1845 bicycles and the accident rate was recorded through 12 months for this treatment group...

Engaging Employees: The Importance of High-Performance Work Systems for Patient Safety.

Science.gov (United States)

Etchegaray, Jason M; Thomas, Eric J

2015-12-01

To develop and test survey items that measure high-performance work systems (HPWSs), report psychometric characteristics of the survey, and examine associations between HPWSs and teamwork culture, safety culture, and overall patient safety grade. We reviewed literature to determine dimensions of HPWSs and then asked executives to tell us which dimensions they viewed as most important for safety and quality. We then created a HPWSs survey to measure the most important HPWSs dimensions. We administered an anonymous, electronic survey to employees with direct patient care working at a large hospital system in the Southern United States and looked for linkages between HPWSs, culture, and outcomes. Similarities existed for the HPWS practices viewed as most important by previous researchers and health-care executives. The HPWSs survey was found to be reliable, distinct from safety culture and teamwork culture based on a confirmatory factor analysis, and was the strongest predictor of the extent to which employees felt comfortable speaking up about patient safety problems as well as patient safety grade. We used information from a literature review and executive input to create a reliable and valid HPWSs survey. Future research needs to examine whether HPWSs is associated with additional safety and quality outcomes.

29 CFR 1917.122 - Employee exits.

Science.gov (United States)

2010-07-01

... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

25 CFR 700.549 - Employee organizations.

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

Employee benefits or wage increase?

Directory of Open Access Journals (Sweden)

Jiří Duda

2011-01-01

Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

Employee Engagement: A Literature Review

Directory of Open Access Journals (Sweden)

Dharmendra MEHTA

2013-12-01

Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

Analysis Of Employee Engagement And Company Performance

OpenAIRE

Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

2014-01-01

Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

Nonuniform radiation damage in permanent magnet quadrupoles.

Science.gov (United States)

Danly, C R; Merrill, F E; Barlow, D; Mariam, F G

2014-08-01

We present data that indicate nonuniform magnetization loss due to radiation damage in neodymium-iron-boron Halbach-style permanent magnet quadrupoles. The proton radiography (pRad) facility at Los Alamos uses permanent-magnet quadrupoles for magnifying lenses, and a system recently commissioned at GSI-Darmsdadt uses permanent magnets for its primary lenses. Large fluences of spallation neutrons can be produced in close proximity to these magnets when the proton beam is, intentionally or unintentionally, directed into the tungsten beam collimators; imaging experiments at LANL's pRad have shown image degradation with these magnetic lenses at proton beam doses lower than those expected to cause damage through radiation-induced reduction of the quadrupole strength alone. We have observed preferential degradation in portions of the permanent magnet quadrupole where the field intensity is highest, resulting in increased high-order multipole components.

Nonuniform radiation damage in permanent magnet quadrupoles

International Nuclear Information System (INIS)

Danly, C. R.; Merrill, F. E.; Barlow, D.; Mariam, F. G.

2014-01-01

We present data that indicate nonuniform magnetization loss due to radiation damage in neodymium-iron-boron Halbach-style permanent magnet quadrupoles. The proton radiography (pRad) facility at Los Alamos uses permanent-magnet quadrupoles for magnifying lenses, and a system recently commissioned at GSI-Darmsdadt uses permanent magnets for its primary lenses. Large fluences of spallation neutrons can be produced in close proximity to these magnets when the proton beam is, intentionally or unintentionally, directed into the tungsten beam collimators; imaging experiments at LANL’s pRad have shown image degradation with these magnetic lenses at proton beam doses lower than those expected to cause damage through radiation-induced reduction of the quadrupole strength alone. We have observed preferential degradation in portions of the permanent magnet quadrupole where the field intensity is highest, resulting in increased high-order multipole components

Nonuniform radiation damage in permanent magnet quadrupoles

Energy Technology Data Exchange (ETDEWEB)

Danly, C. R.; Merrill, F. E.; Barlow, D.; Mariam, F. G. [Los Alamos National Laboratory, Los Alamos, New Mexico 87544 (United States)

2014-08-15

We present data that indicate nonuniform magnetization loss due to radiation damage in neodymium-iron-boron Halbach-style permanent magnet quadrupoles. The proton radiography (pRad) facility at Los Alamos uses permanent-magnet quadrupoles for magnifying lenses, and a system recently commissioned at GSI-Darmsdadt uses permanent magnets for its primary lenses. Large fluences of spallation neutrons can be produced in close proximity to these magnets when the proton beam is, intentionally or unintentionally, directed into the tungsten beam collimators; imaging experiments at LANL’s pRad have shown image degradation with these magnetic lenses at proton beam doses lower than those expected to cause damage through radiation-induced reduction of the quadrupole strength alone. We have observed preferential degradation in portions of the permanent magnet quadrupole where the field intensity is highest, resulting in increased high-order multipole components.

Globally Optimal Segmentation of Permanent-Magnet Systems

DEFF Research Database (Denmark)

Insinga, Andrea Roberto; Bjørk, Rasmus; Smith, Anders

2016-01-01

Permanent-magnet systems are widely used for generation of magnetic fields with specific properties. The reciprocity theorem, an energy-equivalence principle in magnetostatics, can be employed to calculate the optimal remanent flux density of the permanent-magnet system, given any objective...... remains unsolved. We show that the problem of optimal segmentation of a two-dimensional permanent-magnet assembly with respect to a linear objective functional can be reduced to the problem of piecewise linear approximation of a plane curve by perimeter maximization. Once the problem has been cast...

Employee Engagement Factor for Organizational Excellence

Directory of Open Access Journals (Sweden)

Tzvetana Stoyanova

2017-03-01

Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

A Research on Employee Ethnocentrism

Directory of Open Access Journals (Sweden)

Alptekin Sökmen

2010-09-01

Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.

Object permanence in adults : a cross-cultural perspective

OpenAIRE

Subbotski, Eugene; Trommsdorff, Gisela

1992-01-01

Soviet and German adult subjects observed the phenomenon of object non-permanence (destruction, reconstruction, or transformation of a physical object). Both samples attributed an equal degree of probability to real existence of object non-permanence. However, Soviet subjects attributed a significantly higher probability to the existence of "religion-independent" non-permanent mysterious phenomena, (e.g., "unidentified flying objects", "abominable snowman", "Loch Ness monster") while attribut...

Employee resistance and injury during commercial robberies.

Science.gov (United States)

Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

2015-05-01

To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

Generation of magnetic fields for accelerators with permanent magnets

International Nuclear Information System (INIS)

Meinander, T.

1994-01-01

Commercially available permanent magnet materials and their properties are reviewed. Advantages and disadvantages of using permanent magnets as compared to electromagnets for the generation of specific magnetic fields are discussed. Basic permanent magnet configurations in multipole magnets and insertion devices are presented. (orig.)

Employee Assistance Programs.

Science.gov (United States)

Levine, Hermine Zagat

1985-01-01

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

Permanent scatterer InSAR processing: Forsmark

International Nuclear Information System (INIS)

Dehls, John F.

2006-04-01

It has been speculated that slow, aseismic movement may be occurring along some of the fracture zones crosscutting the Forsmark area. The purpose of this study is to determine if it is possible to measure such movement using dInSAR. Differential SAR Interferometry (DInSAR) is a technique that compares the phases of multiple radar images of an area to measure surface change. The method has the potential to detect millimetric surface deformation along the sensor - target line-of-sight. Differences in phase between two images are easily viewed by combining, or interfering, the two phase-images. In the resulting image, the waves will either reinforce or cancel one another, depending upon the relative phases. The resulting image is called an interferogram and contains concentric bands of colour, or fringes, that are related to topography and/or surface deformation. New algorithms use many images acquired over a long time period to determine the movement history of individual objects, referred to as permanent scatterers. In the current project, standard PSInSAR processing was performed on 40 ERS-1 and ERS-2 scenes. The total area processed is approximately 1,500 km 2 . Slightly less than 20,000 permanent scatterers were identified.The highest densities were obtained along the coast and on the islands, where natural outcrops are more abundant. Two main classes of objects act as permanent scatterers in this area. The first are natural reflectors, such as rocks. The second are man-made reflectors, such as parts of buildings. Numerous local movements were found in the study area, relating to building subsidence, or compaction of anthropogenic fill. The dataset was divided into three groups for analysis, based upon the location of regional lineaments provided by SKB. Both statistical and geostatistical techniques were used. The median velocity of the three blocks did not differ by more than 0.2 mm/yr. This is not considered significant, given the possible magnitude of errors

Permanent scatterer InSAR processing: Forsmark

Energy Technology Data Exchange (ETDEWEB)

Dehls, John F [Geological Survey of Norway, Trondheim (Norway)

2006-04-15

It has been speculated that slow, aseismic movement may be occurring along some of the fracture zones crosscutting the Forsmark area. The purpose of this study is to determine if it is possible to measure such movement using dInSAR. Differential SAR Interferometry (DInSAR) is a technique that compares the phases of multiple radar images of an area to measure surface change. The method has the potential to detect millimetric surface deformation along the sensor - target line-of-sight. Differences in phase between two images are easily viewed by combining, or interfering, the two phase-images. In the resulting image, the waves will either reinforce or cancel one another, depending upon the relative phases. The resulting image is called an interferogram and contains concentric bands of colour, or fringes, that are related to topography and/or surface deformation. New algorithms use many images acquired over a long time period to determine the movement history of individual objects, referred to as permanent scatterers. In the current project, standard PSInSAR processing was performed on 40 ERS-1 and ERS-2 scenes. The total area processed is approximately 1,500 km{sup 2}. Slightly less than 20,000 permanent scatterers were identified.The highest densities were obtained along the coast and on the islands, where natural outcrops are more abundant. Two main classes of objects act as permanent scatterers in this area. The first are natural reflectors, such as rocks. The second are man-made reflectors, such as parts of buildings. Numerous local movements were found in the study area, relating to building subsidence, or compaction of anthropogenic fill. The dataset was divided into three groups for analysis, based upon the location of regional lineaments provided by SKB. Both statistical and geostatistical techniques were used. The median velocity of the three blocks did not differ by more than 0.2 mm/yr. This is not considered significant, given the possible magnitude of

Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

Directory of Open Access Journals (Sweden)

Dilhani Anuradha Akuratiya

2017-08-01

Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

Impact of corporate social responsibility on employee engagement: A case of Eskom in South Africa

Directory of Open Access Journals (Sweden)

Fortunate Slindile Kweyama

2015-07-01

Full Text Available The emergence of Corporate Social Responsibility (CSR as a business management concept in the fifties ushered in a new error in the way business view its various stakeholders. Chief among the stakeholders are the employees by virtue of being the brains behind the organization. This study assesses the impact of CSR programmes on Employee Engagement (EE in the South African State Owned Power Company, Eskom. In particular, the study interrogates the impact of the three CSR dimensions of awareness, involvement and environmental awareness vis-a-vis the two dimensions of EE, namely, Job Engagement (JE and Organizational Engagement (OE. A total of 380 Eskom employees were used as participants. The major findings were that organizational leaders are eager to implement CSR strategies. The study further revealed realistic and practical practises to broaden understanding of the current status of the organization, understanding EE and understanding the role CSR could play as a potential Human Resources (HR tool to engage employees for Eskom and other organizations in general. The study concludes by recommending further research across industries to address the relationship between CSR initiatives and EE.

Does employee involvement work? Yes, sometimes.

Science.gov (United States)

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

A qualitative evidence synthesis of employees’ views of workplace smoking reduction or cessation interventions

Science.gov (United States)

2013-01-01

Background The need to reduce smoking rates is a recognised public health policy issue in many countries. The workplace offers a potential context for offering smokers’ programmes and interventions to assist smoking cessation or reduction. A qualitative evidence synthesis of employees’ views about such programmes might explain why some interventions appear effective and others not, and can be used to develop evidence-based interventions for this population and setting. Methods A qualitative evidence synthesis of primary research exploring employees’ views about workplace interventions to encourage smoking cessation, including both voluntary programmes and passive interventions, such as restrictions or bans. The method used was theory-based “best fit” framework synthesis. Results Five relevant theories on workplace smoking cessation were identified and used as the basis for an a priori framework. A comprehensive literature search, including interrogation of eight databases, retrieved 747 unique citations for the review. Fifteen primary research studies of qualitative evidence were found to satisfy the inclusion criteria. The synthesis produced an evidence-based conceptual model explaining employees’ experiences of, and preferences regarding, workplace smoking interventions. Conclusion The synthesis suggests that workplace interventions should employ a range of different elements if they are to prove effective in reducing smoking among employees. This is because an employee who feels ready and able to change their behaviour has different needs and preferences from an employee who is not at that stage. Only a multi-faceted intervention can satisfy the requirements of all employees. PMID:24274158

Employee retention: a customer service approach.

Science.gov (United States)

Gerson, Richard F

2002-01-01

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

Dovetail spoke internal permanent magnet machine

Science.gov (United States)

Alexander, James Pellegrino [Ballston Lake, NY; EL-Refaie, Ayman Mohamed Fawzi [Niskayuna, NY; Lokhandwalla, Murtuza [Clifton Park, NY; Shah, Manoj Ramprasad [Latham, NY; VanDam, Jeremy Daniel [West Coxsackie, NY

2011-08-23

An internal permanent magnet (IPM) machine is provided. The IPM machine includes a stator assembly and a stator core. The stator core also includes multiple stator teeth. The stator assembly is further configured with stator windings to generate a stator magnetic field when excited with alternating currents and extends along a longitudinal axis with an inner surface defining a cavity. The IPM machine also includes a rotor assembly and a rotor core. The rotor core is disposed inside the cavity and configured to rotate about the longitudinal axis. The rotor assembly further includes a shaft. The shaft further includes multiple protrusions alternately arranged relative to multiple bottom structures provided on the shaft. The rotor assembly also includes multiple stacks of laminations disposed on the protrusions and dovetailed circumferentially around the shaft. The rotor assembly further includes multiple pair of permanent magnets for generating a magnetic field, which magnetic field interacts with the stator magnetic field to produce a torque. The multiple pair of permanent magnets are disposed between the stacks. The rotor assembly also includes multiple middle wedges mounted between each pair of the multiple permanent magnets.

Some key principles in implementing knowledge management: the views of employees in a small software company

Directory of Open Access Journals (Sweden)

Clair Wagner

2002-09-01

Full Text Available As the Knowledge Era replaces the Information Age the challenge is to transform information into knowledge and use this knowledge to create and sustain the competitive advantage of organisations. In this article four key principles for implementing knowledge management are discussed. These principles were derived from a survey and discussions with employees at a small software company. The four principles are: the need for a common definition of and vision for knowledge management, the interdependence between the human and technology track, the way employees punctuate ‘knowing’ and the structure of a reward system for sharing knowledge. Opsomming Organisasies word gekonfronteer met unieke uitdagings soos wat die Kennisera die Inligtingsera vervang. Een van die grootste uitdagings is om inligting te verander na betekenisvolle kennis en om die kennis te gebruik om ‘n kompeterende voorsprong te skep en te bou. In hierdie artikel word vier kern beginsels vir die implementering van kennisbestuur bespreek. Die beginsels is geskoei op ‘n opname van en onderhoude met werknemers in ‘n klein sagteware besigheid. Die vier beginsels is: die behoefte aan ‘n definisie en visie van kennisbestuur, die interafhanklikheid tussen mense en tegnologie, die wyse waarop werknemers kennis punktueer en die skep van ‘n beloningstruktuur vir die deel van kennis.

Permanent Magnet Eddy Current Loss Analysis of a Novel Motor Integrated Permanent Magnet Gear

DEFF Research Database (Denmark)

Zhang, Yuqiu; Lu, Kaiyuan; Ye, Yunyue

2012-01-01

In this paper, a new motor integrated permanent magnet gear (MIPMG) is discussed. The focus is on eddy current loss analysis associated to permanent magnets (PMs). A convenient model of MIPMG is provided based on 2-D field-motion coupled time-stepping finite element method for transient eddy...... current analysis. The model takes the eddy current effect of PMs into account in determination of the magnetic field in the air-gap and in the magnet regions. The eddy current losses generated in the magnets are properly interpreted. Design improvements for reducing the eddy current losses are suggested...

Employees' motivation and emloyees' benefits

OpenAIRE

Nedzelská, Eva

2014-01-01

The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

Employee Engagement: A Literature Review

OpenAIRE

Dharmendra MEHTA; Naveen K. MEHTA

2013-01-01

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and...

Permanent isolation surface barrier development plan

International Nuclear Information System (INIS)

Wing, N.R.

1994-01-01

The exhumation and treatment of wastes may not always be the preferred alternative in the remediation of a waste site. In-place disposal alternatives, under certain circumstances, may be the most desirable alternatives to use in the protection of human health and the environment. The implementation of an in-place disposal alternative will likely require some type of protective covering that will provide long-term isolation of the wastes from the accessible environment. Even if the wastes are exhumed and treated, a long-term barrier may still be needed to adequately dispose of the treated wastes or any remaining waste residuals. Currently, no open-quotes provenclose quotes long-term barrier is available. The Hanford Site Permanent Isolation Surface Barrier Development Program (BDP) was organized to develop the technology needed to provide a long-term surface barrier capability for the Hanford Site. The permanent isolation barrier technology also could be used at other sites. Permanent isolation barriers use engineered layers of natural materials to create an integrated structure with redundant protective features. Drawings of conceptual permanent isolation surface barriers are shown. The natural construction materials (e.g., fine soil, sand, gravel, riprap, asphalt) have been selected to optimize barrier performance and longevity. The objective of current designs is to use natural materials to develop a maintenance-free permanent isolation surface barrier that isolates wastes for a minimum of 1,000 years by limiting water drainage to near-zero amounts; reducing the likelihood of plant, animal, and human intrusion; controlling the exhalation of noxious gases; and minimizing erosion-related problems

Permanent isolation surface barrier development plan

Energy Technology Data Exchange (ETDEWEB)

Wing, N.R.

1994-01-01

The exhumation and treatment of wastes may not always be the preferred alternative in the remediation of a waste site. In-place disposal alternatives, under certain circumstances, may be the most desirable alternatives to use in the protection of human health and the environment. The implementation of an in-place disposal alternative will likely require some type of protective covering that will provide long-term isolation of the wastes from the accessible environment. Even if the wastes are exhumed and treated, a long-term barrier may still be needed to adequately dispose of the treated wastes or any remaining waste residuals. Currently, no {open_quotes}proven{close_quotes} long-term barrier is available. The Hanford Site Permanent Isolation Surface Barrier Development Program (BDP) was organized to develop the technology needed to provide a long-term surface barrier capability for the Hanford Site. The permanent isolation barrier technology also could be used at other sites. Permanent isolation barriers use engineered layers of natural materials to create an integrated structure with redundant protective features. Drawings of conceptual permanent isolation surface barriers are shown. The natural construction materials (e.g., fine soil, sand, gravel, riprap, asphalt) have been selected to optimize barrier performance and longevity. The objective of current designs is to use natural materials to develop a maintenance-free permanent isolation surface barrier that isolates wastes for a minimum of 1,000 years by limiting water drainage to near-zero amounts; reducing the likelihood of plant, animal, and human intrusion; controlling the exhalation of noxious gases; and minimizing erosion-related problems.

Adjustable permanent magnet assembly for NMR and MRI

Science.gov (United States)

Pines, Alexander; Paulsen, Jeffrey; Bouchard, Louis S; Blumich, Bernhard

2013-10-29

System and methods for designing and using single-sided magnet assemblies for magnetic resonance imaging (MRI) are disclosed. The single-sided magnet assemblies can include an array of permanent magnets disposed at selected positions. At least one of the permanent magnets can be configured to rotate about an axis of rotation in the range of at least +/-10 degrees and can include a magnetization having a vector component perpendicular to the axis of rotation. The single-sided magnet assemblies can further include a magnet frame that is configured to hold the permanent magnets in place while allowing the at least one of the permanent magnets to rotate about the axis of rotation.

Method and apparatus for assembling permanent magnet rotors

Science.gov (United States)

Hsu, J.S.; Adams, D.J.

1999-06-22

A permanent magnet assembly for assembly in large permanent magnet motors and generators includes a two-piece carrier that can be slid into a slot in the rotor and then secured in place using a set screw. The invention also provides an auxiliary carrier device with guide rails that line up with the teeth of the rotor, so that a permanent magnet assembly can be pushed first into a slot, and then down the slot to its proper location. An auxiliary tool is provided to move the permanent magnet assembly into position in the slot before it is secured in place. Methods of assembling and disassembling the magnet assemblies in the rotor are also disclosed. 2 figs.

Corporate Policies with Permanent and Transitory Shocks

NARCIS (Netherlands)

J-P. Decamps (Jean-Paul); S. Gryglewicz (Sebastian); E. Morellec (Erwan); S. Villeneuve (Stephane)

2016-01-01

textabstractWe model the financing, cash holdings, and hedging policies of a firm facing financing frictions and subject to permanent and transitory cash flow shocks. We show that permanent and transitory shocks generate distinct, sometimes opposite, effects on corporate policies and use the model

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Connecting Temporary and Permanent Organizing

DEFF Research Database (Denmark)

Stjerne, Iben Sandal; Velikova, Silviya Svejenova

2016-01-01

This paper investigates the relationship between a permanent organization and a series of temporary organizations. It draws on an in-depth study of the process through which a Danish film production company, seeking to balance innovation and persistence in a troubled industry, struggles to realize...... a novel children’s film and its sequels. The study reveals tensions at different levels as well as boundary work and boundary roles that address them, bringing in shadows of past and future projects. The study extends the understanding of the dialectic between temporary and permanent organizing...

Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

DEFF Research Database (Denmark)

Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

2017-01-01

analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...

CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2016-07-01

Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

The history of permanent magnet materials

International Nuclear Information System (INIS)

Livingston, J.D.

1990-01-01

Permanent-magnet materials play a large and growing, but largely unseen, role in today's technology. Many common devices in the home and elsewhere, including appliances, computers and printers, contain permanent-magnet motors and actuators. The growth of applications for permanent magnets results in large part from the improvements in magnetic properties, which allow the engineer to design smaller, lighter and more efficient devices. The properties of the greatest technological interest are remanence, coercivity and maximum energy product. All are non-equilibrium and high structure-sensitive. Coercivity is particularly sensitive to microstructure, while remanence is sensitive to texture (crystallographic alignment). The energy product depends on both coercivity and remanence. The more than one hundredfold increase in the available energy product in this century, and the corresponding amount of magnet required for a specific application, are shown

Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

6 CFR 7.29 - Documents of permanent historical value.

Science.gov (United States)

2010-01-01

... 6 Domestic Security 1 2010-01-01 2010-01-01 false Documents of permanent historical value. 7.29... NATIONAL SECURITY INFORMATION Classified Information § 7.29 Documents of permanent historical value. The... contained in records determined to have permanent historical value under 44 U.S.C. 2107 before they are...

Laced permanent magnet quadrupole drift tube magnets

International Nuclear Information System (INIS)

Feinberg, B.; Behrsing, G.U.; Halbach, K.; Marks, J.S.; Morrison, M.E.; Nelson, D.H.

1988-10-01

A laced permanent magnet quadrupole drift tube magnet has been constructed for a proof-of-principle test. The magnet is a conventional tape-wound quadrupole electromagnet, using iron pole- pieces, with the addition of permanent magnet material (neodymium iron) between the poles to reduce the effects of saturation. The iron is preloaded with magnetic flux generated by the permanent magnet material, resulting in an asymmetrical saturation curve. Since the polarity of the quadrupole magnets in a drift tube linac is not reversed we can take advantage of this asymmetrical saturation to provide greater focusing strength. The magnet configuration has been optimized and the vanadium permendur poles needed in a conventional quadrupole have been replaced with iron poles. The use of permanent magnet material has allowed us to increase the focusing strength of the magnet by about 20% over that of a conventional tape-wound quadrupole. Comparisons will be made between this magnet and the conventional tape-wound quadrupole. 3 refs., 5 figs

Micromagnetics of rare-earth efficient permanent magnets

Science.gov (United States)

Fischbacher, Johann; Kovacs, Alexander; Gusenbauer, Markus; Oezelt, Harald; Exl, Lukas; Bance, Simon; Schrefl, Thomas

2018-05-01

The development of permanent magnets containing less or no rare-earth elements is linked to profound knowledge of the coercivity mechanism. Prerequisites for a promising permanent magnet material are a high spontaneous magnetization and a sufficiently high magnetic anisotropy. In addition to the intrinsic magnetic properties the microstructure of the magnet plays a significant role in establishing coercivity. The influence of the microstructure on coercivity, remanence, and energy density product can be understood by using micromagnetic simulations. With advances in computer hardware and numerical methods, hysteresis curves of magnets can be computed quickly so that the simulations can readily provide guidance for the development of permanent magnets. The potential of rare-earth reduced and rare-earth free permanent magnets is investigated using micromagnetic simulations. The results show excellent hard magnetic properties can be achieved in grain boundary engineered NdFeB, rare-earth magnets with a ThMn12 structure, Co-based nano-wires, and L10-FeNi provided that the magnet’s microstructure is optimized.

78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

Science.gov (United States)

2013-10-30

... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

Business Ethics & Employee Turnover: CAFE Matrix

OpenAIRE

Sapovadia, Vrajlal; Patel, Sweta

2013-01-01

Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

Variable Permanent Magnet Quadrupole

International Nuclear Information System (INIS)

Mihara, T.; Iwashita, Y.; Kyoto U.; Kumada, M.; NIRS, Chiba; Spencer, C.M.; SLAC

2007-01-01

A permanent magnet quadrupole (PMQ) is one of the candidates for the final focus lens in a linear collider. An over 120 T/m strong variable permanent magnet quadrupole is achieved by the introduction of saturated iron and a 'double ring structure'. A fabricated PMQ achieved 24 T integrated gradient with 20 mm bore diameter, 100 mm magnet diameter and 20 cm pole length. The strength of the PMQ is adjustable in 1.4 T steps, due to its 'double ring structure': the PMQ is split into two nested rings; the outer ring is sliced along the beam line into four parts and is rotated to change the strength. This paper describes the variable PMQ from fabrication to recent adjustments

20 CFR 229.45 - Employee benefit.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

10 CFR 72.10 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

20 CFR 404.1045 - Employee expenses.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

U.S. Lawful Permanent Residents: Fiscal Year 2014

Data.gov (United States)

Department of Homeland Security — Lawful permanent residents (LPRs), also known as “green card” holders, are non-citizens who are lawfully authorized to live permanently within the United States.

High performance work systems and employee well-being: a two stage study of a rural Australian hospital.

Science.gov (United States)

Young, Suzanne; Bartram, Timothy; Stanton, Pauline; Leggat, Sandra G

2010-01-01

This paper aims to explore the attitudes of managers and employees to high performance work practices (HPWS) in a medium sized rural Australian hospital. The study consists of two stages. Stage one involved a qualitative investigation consisting of interviews and focus group sessions with senior, middle and line management at the hospital. Bowen and Ostroffs framework was used to examine how strategic HRM was understood, interpreted and operationalised across the management hierarchy. Stage one investigates the views of managers concerning the implementation of strategic HRM/HPWS. Stage two consisted of a questionnaire administered to all hospital employees. The mediation effects of social identification on the relationship between high performance work systems and affective commitment and job satisfaction are examined. The purpose of stage two was to investigate the views and effects of SHRM/HPWS on employees. It should be noted that HPWS and strategic HRM are used inter-changeably in this paper. At the management level the importance of distinctiveness, consistency and consensus in the interpretation of strategic HRM/HPWS practices across the organization was discovered. Findings indicate that social identification mediates the relationship between HPWS and affective commitment and also mediates the relationship between HPWS and job satisfaction. High performance work systems may play a crucial role facilitating social identification at the unit level. Such practices and management support is likely to provide benefits in terms of high performing committed employees. The paper argues that team leaders and managers play a key role in building social identification within the team and that organizations need to understand this role and provide recognition, reward, education and support to their middle and lower managers.

10 CFR 61.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 70.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 60.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 50.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 63.9 - Employee protection.

Science.gov (United States)

2010-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

10 CFR 52.5 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 30.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

29 CFR 2200.38 - Employee contests.

Science.gov (United States)

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

29 CFR 779.114 - Transportation employees.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...

Hiring the right employees.

Science.gov (United States)

Reigle, Dale A

2014-01-01

Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

Analysis of employee benefits in company

OpenAIRE

Burda, Tomáš

2011-01-01

The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...

U.S. Lawful Permanent Residents: Fiscal Year 2013

Data.gov (United States)

Department of Homeland Security — A lawful permanent resident (LPR) or 'green card' recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

41 CFR 105-74.640 - Employee.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

28 CFR 97.12 - Employee training.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...

17 CFR 204.34 - Employee response.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...

OAS :: Authorities : Permanent Representatives to the OAS

Science.gov (United States)

Rights Actions against Corruption C Children Civil Registry Civil Society Contact Us Culture Cyber Representative of Belize Diego Pary Rodríguez Bolivia Diego Pary Rodríguez Ambassador, Permanent Representative of Bolivia José Luiz Machado Brazil José Luiz Machado e Costa Ambassador, Permanent Representative

Professional Employees Turn to Unions

Science.gov (United States)

Chamot, Dennis

1976-01-01

White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

Static devices with new permanent magnets

International Nuclear Information System (INIS)

Chavanne, J.; Laforest, J.; Pauthenet, R.

1987-01-01

The high remanence and coercivity of the new permanent magnet materials are of special interest in the static applications. High ordering temperature and are uniaxial anisotropy at the origin of their good permanent magnet properties are obtained in rare earth-transition metal compounds. Binary SmCo/sub 5/ and Sm/sub 2/Co/sub 17/ and ternary Nd/sub 2/Fe/sub 14/B compounds are the basis materials of the best permanent magnets. new concepts of calculations of static devices with these magnets can be applied: the magnetization can be considered as ridig, the density of the surface Amperian current is constant, the relative permeability is approximately 1 and the induction calculations are linear. Examples of hexapoles with Sm-Co and NdFeB magnets are described and the performances are compared. The problems of temperature behavior and corrosion resistance are underlined

Nature Contacts: Employee Wellness in Healthcare.

Science.gov (United States)

Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

2016-04-01

This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

Deterring and remedying employee theft.

Science.gov (United States)

Buzogany, Bill; Mueller, Michael J

2010-01-01

Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

Employee wellness program evaluation.

Science.gov (United States)

2008-12-01

Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

Science.gov (United States)

Harter, James K; Schmidt, Frank L; Hayes, Theodore L

2002-04-01

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

U.S. Legal Permanent Residents: Fiscal Year 2007

Data.gov (United States)

Department of Homeland Security — A legal permanent resident (LPR) or “green card” recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

U.S. Legal Permanent Residents: Fiscal Year 2010

Data.gov (United States)

Department of Homeland Security — A legal permanent resident (LPR) or “green card” recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

U.S. Legal Permanent Residents: Fiscal Year 2008

Data.gov (United States)

Department of Homeland Security — A legal permanent resident (LPR) or “green card” recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

U.S. Legal Permanent Residents: Fiscal Year 2012

Data.gov (United States)

Department of Homeland Security — A legal permanent resident (LPR) or “green card” recipient is defined by immigration law as a person who has been granted lawful permanent residence in the United...

Samarium-cobalt type rare earth permanent magnets

International Nuclear Information System (INIS)

Kamat, S.V.

2014-01-01

Permanent magnets are one of the oldest and largest applications of magnetic materials and form an integral part of our modern industrial society. They belong to a special class of functional materials and are characterized for remanence (flux output from the magnet), coercivity (resistance to demagnetization) and energy product (material energy density) from the second quadrant of the magnetic hysteresis loop. The reliability, stability, size, weight, cost and performance of many electro-technical devices depend mainly on the properties of permanent magnets used in them. There are three important families of permanent magnets viz., Ferrites, Alnicos and Rare Earth Permanent Magnets (REPMs) with energy product values ranging from 3 to 50 MGOe and among the front ranking high performance REPMs, SmCo 5 , Sm 2 Co 17 type and NdFeB alloys are technologically the most important materials. They are used in a wide range of applications ranging from consumer products to very specialized areas of tele-communications, microelectronics, defence, space, avionics etc. While NdFeB has the highest energy product, Sm-Co based magnets are preferred for most critical applications where temperature stability of magnetic properties is essential because of their significantly higher Curie temperatures. In this presentation some of the key challenges associated with these Sm-Co based rare earth permanent magnets will be highlighted. (author)

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

Employees´ Job Satisfaction in Company

OpenAIRE

Václavková, Barbora

2015-01-01

This Master´s thesis Employees´ Job Satisfaction in Company is focused on job satisfaction of employees in a particular company. The aim of this thesis is to analyse the current level of employees´ satisfaction, factors that affect the degree of satisfaction and weak segments propose recommendations to increase the level of satisfaction among employees. The first part is theoretical and deals with the approach of the topic employees´ job satisfaction describe theoretical methods that are in p...

Job stress among Iranian prison employees.

Science.gov (United States)

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

2014-10-01

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

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

Directory of Open Access Journals (Sweden)

Michael M. Mackay

2016-09-01

Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an employer...

The Effect of strategic leadership and empowerment on job satisfaction of the employees of Guilan University

Directory of Open Access Journals (Sweden)

Mostafa Ebrahimpour Azbari

2015-12-01

Full Text Available The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

Measuring the value of nonwage employee benefits: building a model of the relation between benefit satisfaction and value.

Science.gov (United States)

Weathington, Bart L; Jones, Allan P

2006-11-01

Researchers have commonly assumed benefits that employees view as more valuable have a greater influence on their attitudes and behaviors. Researchers have used 2 common methods to measure benefit value: attaching a monetary value to benefits and using self-reports of benefit importance. The present authors propose that the 2 approaches are conceptually distinct and have different implications. They use a social exchange perspective to justify this distinction and integrate both approaches and benefit satisfaction into a more comprehensive model of benefit perception. Results suggest that both measures have practical applications depending on the nature of the exchange relationship between the organization and employees. However, this relationship depends on the specific benefit and on employee satisfaction with that benefit. Some benefits lend themselves to a monetary estimate, whereas others lend themselves more to a nonmonetary valuation.

34 CFR 32.4 - Employee response.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office... FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement. Within 7 days of receipt of the written notice under § 32.3, the employee may submit a request to the...

49 CFR 218.22 - Utility employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22... employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements for... parts 217, 219, and 228 of this chapter. (b) A utility employee shall perform service as a member of...

MR angiography of eddy-current-free MR imaging system with a 3T permanent magnet

International Nuclear Information System (INIS)

Nishimura, H.; Watanabe, S.; Takeuchi, H.

1991-01-01

This paper reports that, the authors main purpose was to evaluate two-dimensional time flight MR angiography in the visualization of vascular structure by using an eddy-current-free 0.3-T permanent magnet MR imaging system. The authors have developed multisection acquisition technique for two-dimensional time-of-flight MR angiography with the use of velocity-compensated gradient echoes. MR angiograms were obtained with a ray-tracing algorithm of the new modified maximum intensity projection at various viewing angles. These angiograms are displayed on cathode-ray tubes in a high-speed cyclic mode to depict the front-rear relation of vessels for better recognition. With an eddy-current-free permanent magnet system, two-dimensional time-of-flight angiography could clearly depict intracranial vascular structure, cervical vessels, and vessels of the extremities with thin-section (2 or 3 mm) acquisition. A high flip angle (90 degrees) with a short TR enabled better differentiation between blood flow and stationary tissues. Stenosis of the carotids could be detected in accordance with digital subtraction angiography

49 CFR 199.113 - Employee assistance program.

Science.gov (United States)

2010-10-01

... TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee assistance program (EAP) for its employees and supervisory personnel who will determine whether an employee... 49 Transportation 3 2010-10-01 2010-10-01 false Employee assistance program. 199.113 Section 199...

Occupational status and nutrition profile and health of public municipal employees

Directory of Open Access Journals (Sweden)

Patrícia Pinheiro de Freitas

Full Text Available Abstract Background: Unhealthy lifestyles occur more often in low-socioeconomic status (SES groups. The assessment of isolated factors reduces the understanding of the problem instead of clarifying the dynamic interaction of these factors in influencing the health. Objective: To study the relationship between nutrition habits and health, and the coexistence of dietary risk factors, according to the occupational status of public municipal employees. Materials and Methods: An electronic epidemiological survey was conducted from September to December 2009. In total, 5,646 public municipal employees (temporary and permanent of the municipality (14.7% answered the questionnaire. Sociodemographic information, health, physical activity, nutritional profile, and working conditions related to eating were investigated. Occupational status was defined by the International Socio-Economic Index. The coexistence of dietary risk factors (low consumption of fruits and vegetables, high consumption of chicken skin and meat fat, and insufficient time to eat at work were evaluated using Venn diagrams. Results: Arterial hypertension, diabetes mellitus and overweight were more frequently reported in the low occupational status, and positive self-reported health was directly related to the occupational status of participants. Conclusion: Differences in health conditions and in the dietary habits of individuals according to occupational status indicate its relevance in the development of public and institutional policies that aim to promote health and reduce inequalities and the need for greater focus on those with lower occupational status.

29 CFR 825.110 - Eligible employee.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Eligible employee. 825.110 Section 825.110 Labor... employee. (a) An “eligible employee” is an employee of a covered employer who: (1) Has been employed by the... worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. (See...

25 CFR 502.14 - Key employee.

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee. [57 FR 12392, Apr. 9...

Milton Friedman and the Emergence of the Permanent Income Hypothesis

OpenAIRE

Hsiang-Ke Chao

2001-01-01

The purpose of this paper is to investigate the evolution of MiltonFriedman's permanent income hypothesis from the 1940s to 1960s, andhow it became the paradigm of modern consumption theory. Modellingunobservables, such as permanent income and permanent consumption, isa long-standing issue in economics and econometrics. While theconventional approach has been to set an empirical model to make"permanent income" measurable, the historical change in the meaningof that theoretical construct is al...

Working hours, work-life conflict and health in precarious and "permanent" employment

Directory of Open Access Journals (Sweden)

Philip Bohle

2004-12-01

Full Text Available OBJECTIVE: The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. METHODS: Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. RESULTS: Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. CONCLUSIONS:This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.OBJETIVOS: O crescimento do número de empregos precários em países da OECD está largamente associado a efeitos negativos à saúde e segurança. Embora muitos

Hydrogen stability of SmCo5 permanent magnet

International Nuclear Information System (INIS)

Lukin, A.; Rabinovich, Y.; Bala, H.

2001-01-01

The present work has been performed with purpose to determine the level of hydrogen stability of sintered SmCo 5 permanent magnets by means of accelerated tests, to study the effect of hydrogen on the magnetic and mechanical properties of the permanent magnets and to establish the criteria of hydrogenation level and the activation energy of this process. In addition, the effect of hydrogen on the properties of sintered SmCo 5 permanent magnets in specific conditions of exploitation and storage durability of instruments was studied

Every employee an owner. Really.

Science.gov (United States)

Rosen, Corey; Case, John; Staubus, Martin

2005-06-01

Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

Science.gov (United States)

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

Directory of Open Access Journals (Sweden)

Ante eGlavas

2016-05-01

Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Ethical considerations of worksite health promotion: an exploration of stakeholders’ views

OpenAIRE

van Berkel, Jantien; Meershoek, Agnes; Janssens, Rien MJPA; Boot, Cécile RL; Proper, Karin I; van der Beek, Allard J

2014-01-01

Background: Developing, implementing and evaluating worksite health promotion requires dealing with all stakeholders involved, such as employers, employees, occupational physicians, insurance companies, providers, labour unions and research and knowledge institutes. Although worksite health promotion is becoming more common, empirical research on ethical considerations of worksite health promotion is scarce. Methods. We explored the views of stakeholders involved in worksite health promotion ...

Strategies for improving employee retention.

Science.gov (United States)

Verlander, Edward G; Evans, Martin R

2007-03-28

This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

Science.gov (United States)

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

45 CFR 7.0 - Who are employees.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian or...

How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

Science.gov (United States)

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

2013-04-01

Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

20 CFR 226.14 - Employee regular annuity rate.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee regular annuity rate. 226.14 Section... COMPUTING EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.14 Employee regular annuity rate. The regular annuity rate payable to the employee is the total of the employee tier I...

Employees with Sleep Disorders

Science.gov (United States)

... syndrome was often 10-15 minutes late for work every day due to amount and quality of sleep. The employer provided this employee with a half an hour flexible start time. Depending on when the employee arrived, ...

ETHICAL LEADERSHIP AND EMPLOYEE VOICE: EMPLOYEE SELF-EFFICACY AND SELF-IMPACT AS MEDIATORS.

Science.gov (United States)

Wang, Duanxu; Gan, Chenjing; Wu, Chaoyan; Wang, Danqi

2015-06-01

Previous studies have used social learning theory to explain the influence of ethical leadership. This study continues the previous research by using social learning theory to explain the mediating effect of self-efficacy on the relationship between ethical leadership and employee voice. In addition, this study extends previous studies by introducing expectancy theory to explore whether self-impact also mediates the relationship between ethical leadership and employee voice. Ethical leadership, self-efficacy, self-impact, and employee voice were assessed using paired surveys among 59 supervisors and 295 subordinates employed at nine firms in the People's Republic of China. Using HLM and SEM analyses, the results revealed that ethical leadership was positively related to employee voice and that this relationship was partially mediated by both self-efficacy and self-impact.

THE EVALUATION OF THE INTERNET USAGE HABITS OF PUBLIC EMPLOYEES IN KASTAMONU

Directory of Open Access Journals (Sweden)

ERSIN KAVI

2011-04-01

Full Text Available Changes in the last 10 years in information technology have increased the use of computers and internet. The changes brought about fundamental changes the way we do business and behave in social life from communication and reaching information to daily habits. Effective use of the information technology, which has become the main condition of being competitive at work, has required all employees in public and private sectors to improve themselves in the computer and internet usage. In addition, the public sector also encourages the use of internet via e-government applications. Thus, the computers and internet play a big part in the work of public sector and its employees as well. The usage of computers and the internet in working places not only have changed the way we do business also have changed some ethical rules and issues. They brought some complicated problems for people, organizations and states. Online fraud, carelessness, negligence, viruses, system crashing, broadcasting personal information are among the most well-known ethical problems related to computers and internet and caused by employees. In addition to these, personal use of computers and internet by employees for their private usage during working hours create another problem. The objective of the study is to reveal the internet usage habits and behaviors of public employees at work, using a field research that was carried out in Kastamonu that is a city of north of Turkey. It is especially of interest how and for what purposes the chat programs, which encourage the use of internet, are used. The results are analyzed from the point of view of public ethics. The data is collected from the state servants in Kastamonu and is analyzed on SPSS statistic program.

Elective extractions of first permanent molars: a review

Directory of Open Access Journals (Sweden)

Melike Kiraz

2018-05-01

Full Text Available Permanent first molar teeth possess a key role in the setting-up of the occlusion, contribute significantly to the chewing function and serve as a guide for other teeth. However, it is frequently encountered that permanent first molar teeth are extracted due to the predicted negative prognoses of caries or developmental defects. As a result of the uncontrolled extraction of the permanent first molar teeth during the growth and development period, drifting of adjacent teeth, continued eruption of the opposing teeth and displacements can be seen. Furthermore, following one-sided extraction, midline deviations, oppositional tooth eruption, skeletal and dental asymmetry, unilateral chewing habits, and temporo-mandibular joint disorders may occur. To prevent these pathological conditions and to maintain the stability of the occlusal relation, it is necessary to do compensation and balancing extractions of the permanent first molar teeth on the opposite/symmetric arc, assuming mesial drag of the permanent second and third molar teeth. With such controlled-extractions, especially in Class I cases, orthodontic or prosthetic treatments, which may require extra time, cost and effort, could be prevented and a conceivable occlusion can be established.

20 CFR 404.1007 - Common-law employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Common-law employee. 404.1007 Section 404... Common-law employee. (a) General. The common-law rules on employer-employee status are the basic test for.... Even though you are considered self-employed under the common-law rules, you may still be an employee...

20 CFR 222.4 - Homicide of employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's earnings...

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

Science.gov (United States)

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

Multicultural Nursing: Providing Better Employee Care.

Science.gov (United States)

Rittle, Chad

2015-12-01

Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. © 2015 The Author(s).

Job Stress among Iranian Prison Employees

Directory of Open Access Journals (Sweden)

J Akbari

2014-09-01

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

PENGUKURAN PERMANENT EARNINGS PADA HUBUNGAN DENGAN KEBIJAKAN DIVIDEND PERUSAHAAN : REVIEW PENELITIAN

Directory of Open Access Journals (Sweden)

Wahyu Manuhara Putra

2016-02-01

Full Text Available Corporate earnings divided into a permanent component of earnings and transitory earnings will be very useful in estimating the future value of the company, that will be useful in decision making stock return. Be more relevant for investors and financial analysts in analyzing the earnings based on the permanent and transitory earnings. On permanent earnings will be more focused to get the gain from investments. One focus of research is based on this component is to test the relationship with the earnings dividend payment policy. Based on several studies obtained different results concerning the relationship with the permanent earnings dividend policy. Research that focuses on permanent earnings using two approaches to determine the accuracy of the proxy of permanent earnings. Determination of permanent earnings through the stock price and the latter by using the accounting profit.

Employee motivation and employee benefits in Henkel s.r.o.

OpenAIRE

Svobodová, Martina

2015-01-01

The goal of this bachelor´s study is connection of theme of employee motivation and employee benefits through the theoretical and practical parts. In theoretical part, I general summarize the knowledge, which were written in professional publications, where are explained the definitions of motivation, sources of motivation, theories of motivation. This part will be finished by summary of facts about reward system by benefits, I also explain the advanatages and disadvantages of benefits, which...

The impact of Privatisation and Employee Share-Ownership on Employee Commitment and Citizen Behaviour

OpenAIRE

McCarthy, Dermot; Reeves, Eoin; Turner, Tom

2010-01-01

Based on a survey of employees in a large telecommunications company, we examine the means through which privatisation, accompanied by an Employee Share-Ownership Plan (ESOP), impact on employee commitment and organisational citizenship behaviour. Findings show that although the ESOP has in some way moderated outcomes, privatisation has had negative consequences for commitment. Despite this, 50 percent of respondents report an increased level of citizenship behaviour. In determining changes i...

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

Science.gov (United States)

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

76 FR 78698 - Proposed Revocation of Permanent Variances

Science.gov (United States)

2011-12-19

... Administration (``OSHA'' or ``the Agency'') granted permanent variances to 24 companies engaged in the... DEPARTMENT OF LABOR Occupational Safety and Health Administration [Docket No. OSHA-2011-0054] Proposed Revocation of Permanent Variances AGENCY: Occupational Safety and Health Administration (OSHA...

Permanent magnet based dipole magnets for next generation light sources

Directory of Open Access Journals (Sweden)

Takahiro Watanabe

2017-07-01

Full Text Available We have developed permanent magnet based dipole magnets for the next generation light sources. Permanent magnets are advantageous over electromagnets in that they consume less power, are physically more compact, and there is a less risk of power supply failure. However, experience with electromagnets and permanent magnets in the field of accelerators shows that there are still challenges to replacing main magnets of accelerators for light sources with permanent magnets. These include the adjustability of the magnetic field, the temperature dependence of permanent magnets, and the issue of demagnetization. In this paper, we present a design for magnets for future light sources, supported by experimental and numerical results.

Essays on Employee Ownership

DEFF Research Database (Denmark)

Faigen, Benjamin

This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...

EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

Directory of Open Access Journals (Sweden)

VNOUČKOVÁ, Lucie

2013-09-01

Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.

Managing employee well-being: A qualitative study exploring job and personal resources of at-risk employees

Directory of Open Access Journals (Sweden)

Cecile Gauche

2017-11-01

Full Text Available Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout. Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout. Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being. Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis. Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources. Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being. Contribution: This study contributes to the limited research available in the South African context

Employee Engagement Factor for Organizational Excellence

OpenAIRE

Tzvetana Stoyanova; Ivaylo Iliev

2017-01-01

Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the fac...

Permanent tracheostomy: Its social impacts and their management ...

African Journals Online (AJOL)

Background: Upper respiratory tract obstruction resulting from bilateral recurrent laryngeal nerve damage is commonly managed with permanent tracheostomy in our environment. Objective: To evaluate the social impacts of permanent tracheostomy and its management in Ondo State, Southwest Nigeria. Materials and ...

Stimulation of Efficient Employee Performance through Human Resource Management Practices: A Study on the Health Care Sector of Bangladesh

Directory of Open Access Journals (Sweden)

Fatema Nusrat

2018-01-01

Full Text Available As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240 working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees,  and employees participation in decision making.

Special-Purpose High-Torque Permanent-Magnet Motors

Science.gov (United States)

Doane, George B., III

1995-01-01

Permanent-magnet brushless motors that must provide high commanded torques and satisfy unusual heat-removal requirement are developed. Intended for use as thrust-vector-control actuators in large rocket engines. Techniques and concepts used to design improved motors for special terrestrial applications. Conceptual motor design calls for use of rotor containing latest high-energy-product rare-earth permanent magnets so that motor produces required torque while drawing smallest possible currents from power supply. Torque generated by electromagnetic interaction between stator and permanent magnets in rotor when associated electronic circuits applied appropriately temporally and spatially phased currents to stator windings. Phase relationships needed to produce commanded torque computed in response to torque command and to electronically sensed angular position of rotor relative to stator.

Modeling demagnetization effects in permanent magnet synchronous machines

NARCIS (Netherlands)

Kral, C.; Sprangers, R.L.J.; Waarma, J.; Haumer, A.; Winter, O.; Lomonova, E.

2010-01-01

This paper presents a permanent magnet model which takes temperature dependencies and demagnetization effects into account. The proposed model is integrated into a magnetic fundamental wave machine model using the model- ing language Modelica. For different rotor types permanent magnet models are

Modeling of ironless permanent magnet planar motor structures

NARCIS (Netherlands)

Boeij, de J.; Lomonova, E.A.; Vandenput, A.J.A.

2006-01-01

This paper describes an analytical model that includes end effects for ironless synchronous permanent-magnet planar actuators. Because of its flexibility, the model can be used to predict the performance of various permanent-magnet array and coil array topologies and commutation schemes. Moreover,

An Employee-Centered Care Model Responds to the Triple Aim: Improving Employee Health.

Science.gov (United States)

Fox, Kelly; McCorkle, Ruth

2018-01-01

Health care expenditures, patient satisfaction, and timely access to care will remain problematic if dramatic changes in health care delivery models are not developed and implemented. To combat this challenge, a Triple Aim approach is essential; Innovation in payment and health care delivery models is required. Using the Donabedian framework of structure, process, and outcome, this article describes a nurse-led employee-centered care model designed to improve consumers' health care experiences, improve employee health, and increase access to care while reducing health care costs for employees, age 18 and older, in a corporate environment.

Work Satisfaction Influence Toward Employee Prosperity

OpenAIRE

Indryawati, Rini; Widiyarsih, Widiyarsih

2007-01-01

Work satisfaction has an effect to employee wealthy at PT. Nagaraja Lestari in taking the policy and to motivate employee to enhancing the work performance in giving wages, salary, incentives, job promotion and employee healthy. This research is using qualitative approach and using observation and interview as tool research. Data collecting is in naration, description, story, written and unwritten documents. When employee has higher work satisfaction they will psychological wealthy fullfilness.

Does an employee assistance programme benefit employers and employees alike?

Science.gov (United States)

MacAlister, E

1999-09-01

EAPs are not a psychological sticking plaster. They are a clinically and corporately balanced service which benefits the employee, via the direct services and the employer, via the feedback in the form of usage statistics derived from the continuous tracking of the account through which organizational and employment issues are identified. Well positioned EAPs offer employees confidential counselling, and information services including legal, financial and child-based issues and are able to offer employers tailored training and consultancy.

Ombuds’ corner: Employee silence

CERN Multimedia

Vincent Vuillemin

2013-01-01

Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct.   For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...

Preserving Employee Privacy in Wellness.

Science.gov (United States)

Terry, Paul E

2017-07-01

The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program.

Science.gov (United States)

Quick, R. C.; And Others

1987-01-01

Outlines Cornell University's Employee Assistance Education and Research Program, which uses an academic curriculum and field experience to further develop the Employee Assistance Program (EAP) profession. Addresses the dilemma of personnel executives in ensuring quality in EAP programs and staff. (JOW)

EAP Service Use in a Managed Behavioral Health Care Organization: From the Employee Perspective

OpenAIRE

Merrick, Elizabeth L.; Hodgkin, Dominic; Hiatt, Deirdre; Horgan, Constance M.; McCann, Bernard

2011-01-01

Contemporary employee assistance program (EAP) services are typically provided in broad-brush programs delivered by large external vendors in a network model. Yet research has not kept pace with EAP evolution, including in terms of how EAP clients themselves view services. We surveyed a random sample of EAP service users from a national provider (361 respondents). About one-third of respondents reported getting help for workplace issues. Most learned about the EAP through employer communicati...

[Object permanence in children with neurological and psychomotor disorders].

Science.gov (United States)

Pisaturo, C; Frassoni, S; Borreani, A; Battaglia, F; Meruzzi, B

1995-06-01

The aim of this research was to investigate whether the development of object permanence is an available sign of the cognitive development in infants with psychomotor handicaps. Subjects consisted of 5 males, ranging in age from 12 to 33 months, with handicaps as a result of perinatal brain injury. Four were preterm infants. All of the children received psychomotor treatment. Their stage of object permanence was assessed using traditional (B-L) and non traditional test (U-H). (The children's performances on the U-H scales have an "Intrinsic validity"). Four children achieved the first stages of the development of object permanence. The acquisition of object permanence was delayed in comparison with the age-appropriated time, but it may be considered adequate in comparison with the "developmental age" (B-L). One children with severe mental and motor disorders solved no task, the findings suggest that the children with psychomotor handicaps may gain the concept of object permanence and that psychomotor treatment may assist them in the development of the concept. This performance is not age-dependent. So the acquisition of the concept of object permanence may be considered an accurate and sensitive tool for the follow-up of the sensorimotor development in the handicapped children.

Employee motivation in health care

Directory of Open Access Journals (Sweden)

Joanna Rosak-Szyrocka

2015-03-01

Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.

30 CFR 57.18006 - New employees.

Science.gov (United States)

2010-07-01

... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006...

Permanent magnets and its production by powder metallurgy

Directory of Open Access Journals (Sweden)

Enrique Herraiz Lalana

2018-06-01

Full Text Available In this work, the historical relationship between permanent magnets and powder metallurgy is reviewed. Powder metallurgy is a manufacturing technique based on the compaction of powders that are sintered to create a solid product. This technique was used in the production of permanent magnets for the first time in the 18th century and, nowadays, most permanent magnetic materials are manufacturing by this mean. Magnetic properties are highly dependent on the microstructure of the final product, the magnetic alignment of domains and presence of porosity, to mention a few, and powder metallurgy enables fine control of these factors.

The Influences of Transformational Leaderships on Employees Performance (A Study of the Economics and Business Faculty Employee at University of Muhammadiyah Malang)

OpenAIRE

Kamel Saleh Khalifa Elgelal; Noermijati Noermijati

2015-01-01

This study aims at investigating the effect of direct transformational leadership on employee motivation, jobs satisfaction, and employee performance. Then investigating the effect of direct employee satisfaction and motivation on employee job performance and employee's performance, and to know that job satisfaction gives direct influence on employee performance. Than in this study also investigates the influence of indirect transformational leadership on employee performance through employee...

Topology optimization for design of segmented permanent magnet arrays with ferromagnetic materials

Science.gov (United States)

Lee, Jaewook; Yoon, Minho; Nomura, Tsuyoshi; Dede, Ercan M.

2018-03-01

This paper presents multi-material topology optimization for the co-design of permanent magnet segments and iron material. Specifically, a co-design methodology is proposed to find an optimal border of permanent magnet segments, a pattern of magnetization directions, and an iron shape. A material interpolation scheme is proposed for material property representation among air, permanent magnet, and iron materials. In this scheme, the permanent magnet strength and permeability are controlled by density design variables, and permanent magnet magnetization directions are controlled by angle design variables. In addition, a scheme to penalize intermediate magnetization direction is proposed to achieve segmented permanent magnet arrays with discrete magnetization directions. In this scheme, permanent magnet strength is controlled depending on magnetization direction, and consequently the final permanent magnet design converges into permanent magnet segments having target discrete directions. To validate the effectiveness of the proposed approach, three design examples are provided. The examples include the design of a dipole Halbach cylinder, magnetic system with arbitrarily-shaped cavity, and multi-objective problem resembling a magnetic refrigeration device.

How to measure employee satisfaction

International Nuclear Information System (INIS)

Castillejo, A.

1998-01-01

Competitiveness is impossible without satisfied employees. Excellent organisations base their success on customer loyalty, providing products and services which exceed expectations, which are always increasing. For this reason it is necessary to continually improve the organisation's performance and, therefore the activities which lead to this performance. This is not possible to do without the involvement and commitment of the persons carrying out the activities: employees. The presentation places employee satisfaction within the EFQM Business Excellent Model. The persons most adequate for improving the activities carried out by the organisation are those most familiar with them: employees. To bring this about it is necessary to develop capacities, provide tools necessary for improvement, and provide adequate motivation; indeed, satisfy them. In a society such as today's human resources are the most valuable asset. The aim of the presentation is to introduce the Coopers and Lybrand-Galdano model to measure employee satisfaction, based on the comparison of expectations and perceptions with respect to the organisation. (Author)

Crustal deformations at permanent GPS sites in Denmark

DEFF Research Database (Denmark)

Khan, Shfaqat Abbas; Knudsen, Per; Tscherning, Carl Christian

2005-01-01

The National Survey and Cadastre (KMS) is responsible for the geodetic definition of the reference network in Denmark. Permanent GPS stations play an important role in the monitoring and maintenance of the geodetic network. During 1998 and 1999 KMS established three permanent GPS station in Denma...

The Impact of Motivation on Employees Effectiveness

Directory of Open Access Journals (Sweden)

Andreja Kušar

2014-09-01

Full Text Available Research Question (RQ: How does Motivation Impact Employees Effectiveness? Purpose: The purpose of the study is to determine how motivation contributes to greater work efficiency. Method: Qualitative method was used, specifically, interviews with five individuals, two leaders and three employees in different organizations. Results: The research study provides findings on how motivation affects theeffective work of employees and how employees are encouraged to maximize work motivation. The results also present which demotivating factors are most present at work. Organization: The findings assist management staff to understand their rolein motivating their employees and how much it is important that leaders themselves should be the most motivated. Society: Results show that employee motivation is very important at the workplace. Because of this, employees have to take care of a good work climate within the organization and for good interpersonal relationships with fellow employees. Originality: Certain motivators were ranked differently in the review of literature, because many respondents in this study favored intangible motivating factors before tangible ones. Limitations/further research: The study is limited to employees of different ages, gender and years of service in various organizations. One of the limitations is the time determination, because I was interviewing employees at a specific time (now and not for the past.

Safety climate and self-reported injury: assessing the mediating role of employee safety control.

Science.gov (United States)

Huang, Yueng-Hsiang; Ho, Michael; Smith, Gordon S; Chen, Peter Y

2006-05-01

To further reduce injuries in the workplace, companies have begun focusing on organizational factors which may contribute to workplace safety. Safety climate is an organizational factor commonly cited as a predictor of injury occurrence. Characterized by the shared perceptions of employees, safety climate can be viewed as a snapshot of the prevailing state of safety in the organization at a discrete point in time. However, few studies have elaborated plausible mechanisms through which safety climate likely influences injury occurrence. A mediating model is proposed to link safety climate (i.e., management commitment to safety, return-to-work policies, post-injury administration, and safety training) with self-reported injury through employees' perceived control on safety. Factorial evidence substantiated that management commitment to safety, return-to-work policies, post-injury administration, and safety training are important dimensions of safety climate. In addition, the data support that safety climate is a critical factor predicting the history of a self-reported occupational injury, and that employee safety control mediates the relationship between safety climate and occupational injury. These findings highlight the importance of incorporating organizational factors and workers' characteristics in efforts to improve organizational safety performance.

Comparing superconducting and permanent magnets for magnetic refrigeration

DEFF Research Database (Denmark)

Bjørk, Rasmus; Nielsen, Kaspar Kirstein; Bahl, C. R. H.

2016-01-01

We compare the cost of a high temperature superconducting (SC) tape-based solenoidwith a permanent magnet (PM) Halbach cylinder for magnetic refrigeration.Assuming a five liter active magnetic regenerator volume, the price of each type ofmagnet is determined as a function of aspect ratio...... of the regenerator and desiredinternal magnetic field. It is shown that to produce a 1 T internal field in theregenerator a permanent magnet of hundreds of kilograms is needed or an area ofsuperconducting tape of tens of square meters. The cost of cooling the SC solenoidis shown to be a small fraction of the cost...... of the SC tape. Assuming a cost ofthe SC tape of 6000 $/m2 and a price of the permanent magnet of 100 $/kg, thesuperconducting solenoid is shown to be a factor of 0.3-3 times more expensive thanthe permanent magnet, for a desired field from 0.5-1.75 T and the geometrical aspectratio of the regenerator...

Added Value of Employee Financial Participation

NARCIS (Netherlands)

Poutsma, F.; Kaarsemaker, E.C.A.; Andresen, M.; Nowak, C.

2015-01-01

This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee

Stimulating Strategically Aligned Behaviour among Employees

NARCIS (Netherlands)

C.B.M. van Riel (Cees); G.A.J.M. Berens (Guido); M. Dijkstra (Majorie)

2008-01-01

textabstractStrategically aligned behaviour (SAB), i.e., employee action that is consistent with the company’s strategy, is of vital importance to companies. This study provides insights into the way managers can promote such behaviour among employees by stimulating employee motivation and by

48 CFR 725.703 - Contractor employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an USAID...

5 CFR 410.303 - Employee responsibilities.

Science.gov (United States)

2010-01-01

... Establishing and Implementing Training Programs § 410.303 Employee responsibilities. Employees are responsible... training needed to improve individual and organizational performance and identify methods to meet those... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee responsibilities. 410.303...

Employee voice and engagement : Connections and consequences

NARCIS (Netherlands)

Rees, C.; Alfes, K.; Gatenby, M.

2013-01-01

This paper considers the relationship between employee voice and employee engagement. Employee perceptions of voice behaviour aimed at improving the functioning of the work group are found to have both a direct impact and an indirect impact on levels of employee engagement. Analysis of data from two

Employee Characteristics as Predictors of Turnover among Female Clerical Employees in Two Organizations

Science.gov (United States)

Mowday, Richard T.; And Others

1978-01-01

Female clerical employees (N=314) in two regional offices of a large insurance company were administered Jackson's Personality Research Form. Turnover data were collected up to eight months following administration of the questionnaire. Relationships were found between employee characteristics and turnover in both samples. (Author)

Influence of repeated permanent coloring and bleaching on ethyl glucuronide concentrations in hair from alcohol-dependent patients.

Science.gov (United States)

Crunelle, Cleo L; Yegles, Michel; De Doncker, Mireille; Dom, Geert; Cappelle, Delphine; Maudens, Kristof E; van Nuijs, Alexander L N; Covaci, Adrian; Neels, Hugo

2015-02-01

Ethyl glucuronide (EtG), a minor metabolite of alcohol, is used as a sensitive marker in hair to detect the retrospective consumption of alcohol. The proximal 0-3 cm hair segment is often used for analysis, providing information on alcohol consumption over the past 3 months. Using more distal segments would allow the detection of alcohol consumption over longer time periods, thereby addressing the chronicity of the consumption. In view of this, permanent coloring and bleaching were shown in vitro to alter EtG concentrations in hair, but no in vivo studies are available to prove or disprove this. To investigate the influence of repeated bleaching and permanent coloring on EtG concentrations in vivo and to assess the stability of EtG concentrations in distal compared to proximal hair segments. Hair samples from alcohol-dependent patients with uncolored/unbleached (N=4), permanent coloration (N=5) and bleached hair (N=5) were analyzed in two to six 3 cm long segments for EtG concentrations, and alcohol consumption and hair cosmetic treatments were assessed. We observed that hair bleaching and permanent coloring reduces EtG concentrations by 82±11% and 65±24%, respectively, with correlations between the number of cosmetic treatments and the decrease in EtG concentrations. EtG remained stable in untreated hair samples up to 18 cm. EtG is a sensitive marker to assess chronic alcohol consumption up to 18 months in alcohol-dependent patients with no cosmetic hair treatments. However, in alcohol-dependent patients who color or bleach their hair, care should be taken when interpreting EtG measurements. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

Speaking more broadly: an examination of the nature, antecedents, and consequences of an expanded set of employee voice behaviors.

Science.gov (United States)

Maynes, Timothy D; Podsakoff, Philip M

2014-01-01

Scholarly interest in employee voice behavior has increased dramatically over the past 15 years. Although this research has produced valuable knowledge, it has focused almost exclusively on voice as a positively intended challenge to the status quo, even though some scholars have argued that it need not challenge the status quo or be well intentioned. Thus, in this paper, we create an expanded view of voice; one that extends beyond voice as a positively intended challenge to the status quo to include voice that supports how things are being done in organizations as well as voice that may not be well intentioned. We construct a framework based on this expanded view that identifies 4 different types of voice behavior (supportive, constructive, defensive, and destructive). We then develop and validate survey measures for each of these. Evidence from 5 studies across 4 samples provides strong support for our new measures in that (a) a 4-factor confirmatory factor analysis model fit the data significantly better than 1-, 2-, or 3-factor models; (b) the voice measures converged with and yet remained distinct from conceptually related comparison constructs; (c) personality predictors exhibited unique patterns of relationships with the different types of voice; (d) variations in actual voice behaviors had a direct causal impact on responses to the survey items; and (e) each type of voice significantly impacted important outcomes for voicing employees (e.g., likelihood of relying on a voicing employee's opinions and evaluations of a voicing employee's overall performance). Implications of our findings are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved

Improve employee engagement to retain your workforce.

Science.gov (United States)

Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

2016-01-01

Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

Magnetic guns with cylindrical permanent magnets

DEFF Research Database (Denmark)

Vokoun, David; Beleggia, Marco; Heller, Luděk

2012-01-01

The motion of a cylindrical permanent magnet (projectile) inside a tubular permanent magnet, with both magnets magnetized axially, illustrates nicely the physical principles behind the operation of magnetic guns. The force acting upon the projectile is expressed semi-analytically as derivative...... of the magnetostatic interaction energy. For comparison, the forces involved are also calculated numerically using finite elements methods. Based on the conservation of the magnetostatic and kinetic energies, the exit and asymptotic velocities are determined. The derived formulas can be used to optimize the generated...... forces and motion of the inner cylindrical magnet....

Design of permanent magnet synchronous motor within minimum cost

OpenAIRE

Півняк, Геннадій Григорович; Бешта, Олександр Степанович; Фурса, Сергій Григорійович; Neuberger, Nikolaus; Nolle, N.

2010-01-01

The article describes design and simulation experience of permanent magnet synchronous motor (PMSM). The design goal is to develop PMSM of the least possible cost. For that purpose the standard induction motor stator was applied as a basic solution and permanent magnets were installed in rotor. Simulation results are presented, the dependence of efficiency and total loss on magnet material mass are obtained. The optimal value of permanent magnets is estimated for the given electric motor frame.

Employee recognition: a key to motivation.

Science.gov (United States)

Magnus, M

1981-02-01

Productivity--why it's low and how to enhance it--is on everyone's mind these days. A major component of productivity is employee satisfaction. If an employee is dissatisfied, feels unappreciated or under-compensated, that employee will not perform to the best of his or her ability. How is the personnel administrator to address this pressing problem? One answer that emerges is employee recognition programs. In many cases, properly run recognition programs can boost awareness of the organization, build employee pride, raise morale and, ultimately, increase productivity. As some of our respondents observed, higher salary is not the best answer. While a larger paycheck is always appreciated, everyone's pride is boosted by a public demonstration of appreciation.

The M/G/1 queue with permanent customers

NARCIS (Netherlands)

Boxma, O.J.; Cohen, J.W.

1991-01-01

The authors examine an M/G/1 FCFS (first come, first served) queue with two types of customers: ordinary customers, who arrive according to a Poisson process, and permanent customers, who immediately return to the end of the queue after having received a service. The influence of the permanent

40 CFR 273.36 - Employee training.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...

A view to the new safeguards system

International Nuclear Information System (INIS)

Tsuboi, Hiroshi