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Sample records for profiles job description

  1. Job Descriptions for Cooperative and Distributive Education

    Science.gov (United States)

    Ricci, Frederick A.

    1977-01-01

    Guidelines for writing job descriptions (with consideration given to cooperative and distributive education) are presented. Areas of discussion are procedure for job analysis, questions that gather information for job descriptions, writing the job description, and validity. A sample job description is included. (TA)

  2. Job Analysis and the Preparation of Job Descriptions. Mendip Papers MP 037.

    Science.gov (United States)

    Saunders, Bob

    This document provides guidelines for conducting job analyses and writing job descriptions. It covers the following topics: the rationale for job descriptions, the terminology of job descriptions, who should write job descriptions, getting the information to write job descriptions, preparing for staff interviews, conducting interviews, writing the…

  3. Output-based Job Descriptions: Beyond Skills and Competencies.

    Science.gov (United States)

    Thomas, Mary Norris

    2000-01-01

    Explains output-based job descriptions, which describe the work rather than the worker. Topics include identifying job outputs; job analyses; identifying skills and competencies as support elements; and benefits over traditional job descriptions, including help in achieving business goals, use in strategic planning, clarifying role relationships,…

  4. Job profile research for the purchasing profession

    NARCIS (Netherlands)

    Mulder, M.; Wesselink, R.; Bruijstens, H.Chr.J.

    2005-01-01

    The study reported in this article is based on theories about job and competence analysis and a project in which job profiles were developed that were aimed at providing a framework of reference for evaluating in-service training programmes for purchasing professionals (professional buyers of goods

  5. Developing and validating a job description for internship preceptors.

    Science.gov (United States)

    Taie, Eman Salman

    2010-01-01

    A job description is a contract between the employer and the employee, which should outline duties, responsibilities, and reporting relationships. In this study, the author designed a job description for internship preceptors working at Alexandria and El-Mansoura university hospitals and examined its validity. The study sample included all available internship preceptors in the university hospitals and their supervisors. The results of study revealed the various components of the job description. Most of the respondents preferred the job title to be internship preceptor.

  6. Nurses with disabilities: their job descriptions and work expectations.

    Science.gov (United States)

    Neal-Boylan, Leslie

    2014-01-01

    To explore whether the job descriptions of registered nurses with disabilities actually match the work required by the job. This exploratory qualitative study used constant comparative analysis to simultaneously collect and analyze the data. Newsletters and magazines for nurses as well as the snowball method were used to advertise for participants. Participants were asked to submit to an in-person or telephone audiotaped interview that utilized an unstructured interview guide. A coding structure was developed as themes emerged. Participant verification helped to ensure trustworthiness of the data. Results confirmed findings from previous studies and found that nurses with disabilities who stay in nursing choose a job they can do, know and accept their limitations, have supervisors who are not nurses or who have a disability, and get accommodations so they can work. They rarely receive job descriptions, but it is assumed they can do the work because they are nurses. Nurse job descriptions are frequently not available or are inaccurate. There are jobs in nursing that nurses with disabilities can do competently and efficiently. Facilities and agencies should strive to retain these nurses and utilize their skills and expertise rather than focusing on what they are unable to do in the same way as a nurse without a disability. Nurses with disabilities are leaving nursing because they are not valued for their knowledge or abilities and are often prejudged because of the disability. The profession cannot afford to lose these nurses. © 2013 Association of Rehabilitation Nurses.

  7. Profile of job coaches in supported employment

    Directory of Open Access Journals (Sweden)

    Esther MERCADO GARCÍA

    2017-02-01

    Full Text Available This study analyzes the figure of the job coach in various Supported Employment services in Spain. A quality-oriented study carried out, based on the case study. Twenty-three semi-structured interviews held with professionals, along with thirtysix participant observations at different stages of Supported Employment. The results show disparity in the profiles associated with various areas of knowledge, as well as a diversity of functions related to the roles performed by the job coach depending on the number of staff taken on. The most significant competencies combined with personal skills and communicative abilities. It recommended that employment programs improve vocational retraining programs to make up for training deficiencies and provide professional skills for intervention in each service.

  8. Practice educators in the United Kingdom: A national job description.

    Science.gov (United States)

    Rowe, John

    2008-11-01

    Much is known about the purpose of practice educators in the United Kingdom, but how their role is implemented is subject to conflicting expectations, partly created by the structure in which they work. Joint appointments between universities and practice are an opportunity for both organisations to collaborate in a partnership to enhance practice learning and fulfill one of the main aims of the practice educator role: to narrow the theory-practice gap. However tensions exist. This paper advocates a national (UK) job description for practice educators to reduce some of the tensions and conflict between the expectations of collaborating partners in practice learning. This would enable practice educators to concentrate on their obligations while employers concentrate on enabling practice educators to fulfill their obligations by upholding their rights to proper preparation, support and career structure.

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

    Directory of Open Access Journals (Sweden)

    Jacobson Nora

    2012-07-01

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

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

    Science.gov (United States)

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

    2012-07-19

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

  11. Strengthening the Role of Part-Time Faculty in Community Colleges. Example Job Description for Part-Time Faculty: Valencia College--Job Description and Essential Competencies

    Science.gov (United States)

    Center for Community College Student Engagement, 2013

    2013-01-01

    In an effort to support college conversations regarding strengthening the role of part-time faculty, this brief document presents the job description for a Valencia College part-time/adjunct professor (revised as of July 19, 2013). The description includes essential functions, qualifications, and knowledge, skills, and abilities. This is followed…

  12. Conducting Job Analyses and Creating Position Descriptions for Student Affairs Professionals.

    Science.gov (United States)

    Raetz, Teresa

    2001-01-01

    Job analysis and its outcome, position descriptions, are two necessary and related staffing functions for any hiring authority. Using a formal job analysis process has many benefits for any student affairs unit. There is, however, a dearth of information on this topic as applied in student affairs work. A model adapted from business is presented…

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

    Science.gov (United States)

    2015-01-01

    This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables. PMID:28781429

  14. A job analysis design for the rail industry : description and model analysis of the job of freight conductor.

    Science.gov (United States)

    2013-10-01

    This document provides a step-by-step description of the design and execution of a strategic job analysis, using the position of Freight Conductor as an example. This document was created to be useful for many different needs, and can be used as an e...

  15. Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study.

    Science.gov (United States)

    Faraji, Obeidollah; Ramazani, Abbas Ali; Hedaiati, Pouria; Aliabadi, Ali; Elhamirad, Samira; Valiee, Sina

    2015-11-01

    Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of "demographic information", "job characteristics model," and "organizational commitment," in 2011. Study data were analyzed using SPSS v. 16. There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). According to the results, managers of the hospitals should increase staff's commitment through paying attention to proper job designing.

  16. Defining the Industrial and Engineering Management Professional Profile: a longitudinal study based on job advertisements

    Directory of Open Access Journals (Sweden)

    Rui Manuel Lima

    Full Text Available Abstract The engineering professional profiles have been discussed by several branches of the engineering field. On the one hand, this discussion helps to understand the professional practice and contributes to the specification of the competences that are suitable for each function and company culture. On the other hand, it is an essential starting point for the definition of curricula in engineering schools. Thus, this study aims to characterize, in an innovative way based on job advertisements, the demand for competences and areas of practice for Industrial Engineering and Management contributing for the definition of a professional profile. This characterization is based on the analysis of 1391 job advertisements, collected during seven years from a Portuguese newspaper. The data analysis takes into account the job description in which two categories were considered: areas of professional practice (e.g. project management and transversal competences (e.g. teamwork. Considering the total number of job advertisements, it was possible to identify 1,962 cumulative references for 11 professional practice areas and 5,261 cumulative references for transversal competences. The contribution of this study lies on the identification of the main areas of practice and the main transversal competences demanded by employers.

  17. Development of a Standardized Job Description for Healthcare Managers of Metabolic Syndrome Management Programs in Korean Community Health Centers

    Directory of Open Access Journals (Sweden)

    Youngjin Lee, RN, PhD

    2014-03-01

    Conclusion: A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs.

  18. Sex effects in leader behavior self-descriptions and job satisfaction.

    Science.gov (United States)

    Bartol, K M; Wortman, M S

    1976-11-01

    This study investigated possible sex differences in leadership among supervisory employees (N = 72) of a large psychiatric hospital by comparing male and female self-descriptions of their own leader behaviors, as well as their satisfaction with various aspects of their jobs. Female leaders described themselves as performing more consideration and tolerance of uncertainty leader behaviors and as being more satisfied with co-workers than male leaders. The possibility, suggested by sex role stereotypes, that self-perceptions of consideration behavior for females and initiating structure for males are related to job satisfaction was not affirmed by the findings. Although some differences were found, the results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders.

  19. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  20. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part J. ACE Competency Based Job Descriptions: Sales Core Job Description; #36--Sales, Automotive Parts; #37--Sales, Retail; #38--Salesperson, Garden & Housewares; #39--Salesperson, Women's Garments.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This seventh of fifteen sets of Adult Competency Education (ACE) Competency Based Job Descriptions in the ACE kit contains job descriptions for Salesperson, Automotive Parts; Sales Clerk, Retail; Salesperson, Garden and Housewares; and Salesperson, Women's Garments. Each begins with a fact sheet that includes this information: occupational title,…

  1. A qualitative analysis of health professionals' job descriptions for surgical service delivery in Uganda.

    Science.gov (United States)

    Buwembo, William; Munabi, Ian G; Galukande, Moses; Kituuka, Olivia; Luboga, Samuel A

    2014-01-01

    The ever increasing demand for surgical services in sub-Saharan Africa is creating a need to increase the number of health workers able to provide surgical care. This calls for the optimisation of all available human resources to provide universal access to essential and emergency surgical services. One way of optimising already scarce human resources for health is by clarifying job descriptions to guide the scope of practice, measuring rewards/benefits for the health workers providing surgical care, and informing education and training for health professionals. This study set out to determine the scope of the mandate to perform surgical procedures in current job descriptions of surgical care health professionals in Uganda. A document review was conducted of job descriptions for the health professionals responsible for surgical service delivery in the Ugandan Health care system. The job descriptions were extracted and subjected to a qualitative content data analysis approach using a text based RQDA package of the open source R statistical computing software. It was observed that there was no explicit mention of assignment of delivery of surgical services to a particular cadre. Instead the bulk of direct patient related care, including surgical attention, was assigned to the lower cadres, in particular the medical officer. Senior cadres were assigned to perform predominantly advisory and managerial roles in the health care system. In addition, a no cost opportunity to task shift surgical service delivery to the senior clinical officers was identified. There is a need to specifically assign the mandate to provide surgical care tasks, according to degree of complexity, to adequately trained cadres of health workers. Health professionals' current job descriptions are not explicit, and therefore do not adequately support proper training, deployment, defined scope of practice, and remuneration for equitable surgical service delivery in Uganda. Such deliberate assignment

  2. A Descriptive Profile of Abused Female Sex Workers in India

    National Research Council Canada - National Science Library

    Panchanadeswaran, Subadra; Johnson, Sethulakshmi C; Sivaram, Sudha; Srikrishnan, A K; Zelaya, Carla; Solomon, Suniti; Go, Vivian F; Celentano, David

    2010-01-01

    This descriptive study presents the profiles of abused female sex workers (FSWs) in Chennai, India. Of 100 abused FSWs surveyed using a structured questionnaire, severe forms of violence by intimate partners were reported...

  3. Delegation in Long-term Care: Scope of practice or job description?

    Science.gov (United States)

    Corazzini, Kirsten N; Anderson, Ruth A; Rapp, Carla Gene; Mueller, Christine; McConnell, Eleanor S; Lekan, Deborah

    2010-05-31

    This study is a qualitative, descriptive study of how registered nurses (RNs) (N=33) in leadership roles in institutionalized long-term care settings delegate care, including their strategies and processes for delegating care, and their perceptions of barriers to effective delegation and potential benefits of delegation. Findings indicate two key approaches to delegation, including the "follow the job description" approach, emphasizing adherence to facility-level roles and job descriptions, and the "consider the scope of practice" approach, emphasizing consideration of multiple aspects of scope of practice and licensure, and the context of care. While the former resulted in more clarity and certainty for the RN, the latter facilitated a focus on quality of resident care outcomes as linked to the delegation process. Barriers to effective delegation were comparable among RNs using either approach to delegation, and almost all RNs could describe benefits of delegation for long-term care.

  4. Changes in accountant’s job description due to digital-isation: Case company VTP Oy

    OpenAIRE

    Maukonen, Jenna

    2017-01-01

    The aim of this thesis is to research the changes in accountant’s job description due to digitalisation specifically in case company. One goal is to find out how the future of the accounting industry will look like. The writer of the thesis will present the accountant’s role in the past and nowadays. The thesis discusses advantages and disadvantages of digitalised financial management. Also, the future of the accounting industry is discussed. The theoretical framework explains traditiona...

  5. Computer-based coding of free-text job descriptions to efficiently identify occupations in epidemiological studies.

    Science.gov (United States)

    Russ, Daniel E; Ho, Kwan-Yuet; Colt, Joanne S; Armenti, Karla R; Baris, Dalsu; Chow, Wong-Ho; Davis, Faith; Johnson, Alison; Purdue, Mark P; Karagas, Margaret R; Schwartz, Kendra; Schwenn, Molly; Silverman, Debra T; Johnson, Calvin A; Friesen, Melissa C

    2016-06-01

    Mapping job titles to standardised occupation classification (SOC) codes is an important step in identifying occupational risk factors in epidemiological studies. Because manual coding is time-consuming and has moderate reliability, we developed an algorithm called SOCcer (Standardized Occupation Coding for Computer-assisted Epidemiologic Research) to assign SOC-2010 codes based on free-text job description components. Job title and task-based classifiers were developed by comparing job descriptions to multiple sources linking job and task descriptions to SOC codes. An industry-based classifier was developed based on the SOC prevalence within an industry. These classifiers were used in a logistic model trained using 14 983 jobs with expert-assigned SOC codes to obtain empirical weights for an algorithm that scored each SOC/job description. We assigned the highest scoring SOC code to each job. SOCcer was validated in 2 occupational data sources by comparing SOC codes obtained from SOCcer to expert assigned SOC codes and lead exposure estimates obtained by linking SOC codes to a job-exposure matrix. For 11 991 case-control study jobs, SOCcer-assigned codes agreed with 44.5% and 76.3% of manually assigned codes at the 6-digit and 2-digit level, respectively. Agreement increased with the score, providing a mechanism to identify assignments needing review. Good agreement was observed between lead estimates based on SOCcer and manual SOC assignments (κ 0.6-0.8). Poorer performance was observed for inspection job descriptions, which included abbreviations and worksite-specific terminology. Although some manual coding will remain necessary, using SOCcer may improve the efficiency of incorporating occupation into large-scale epidemiological studies. 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/

  6. A Survey of the Job Profiles of Biomedical Informatics Graduates.

    Science.gov (United States)

    Macedo, Alessandra A; Ruiz, Evandro E S; Baranauskas, José A

    2016-10-17

    education area. Besides technical adequacy, the diverse job profiles, and the high level of satisfaction of our graduates indicate the importance of undergraduate courses specialized in the BMI domain are of utmost importance.

  7. Development of a Standardized Job Description for Healthcare Managers of Metabolic Syndrome Management Programs in Korean Community Health Centers

    OpenAIRE

    Lee, Youngjin; Choo, Jina; Cho, Jeonghyun; Kim, So-Nam; Lee, Hye-Eun; Yoon, Seok-Jun; Seomun, GyeongAe

    2014-01-01

    Purpose: This study aimed to develop a job description for healthcare managers of metabolic syndrome management programs using task analysis. Methods: Exploratory research was performed by using the Developing a Curriculum method, the Intervention Wheel model, and focus group discussions. Subsequently, we conducted a survey of 215 healthcare workers from 25 community health centers to verify that the job description we created was accurate. Results: We defined the role of healthcare man...

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

    Directory of Open Access Journals (Sweden)

    Wesiana Heris Santy

    2015-11-01

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

  9. Job Profiles of Biomedical Informatics Graduates. Results of a Graduate Survey.

    Science.gov (United States)

    Ammenwerth, E; Hackl, W O

    2015-01-01

    Biomedical informatics programs exist in many countries. Some analyses of the skills needed and of recommendations for curricular content for such programs have been published. However, not much is known of the job profiles and job careers of their graduates. To analyse the job profiles and job careers of 175 graduates of the biomedical informatics bachelor and master program of the Tyrolean university UMIT. Survey of all biomedical informatics students who graduated from UMIT between 2001 and 2013. Information is available for 170 graduates. Eight percent of graduates are male. Of all bachelor graduates, 86% started a master program. Of all master graduates, 36% started a PhD. The job profiles are quite diverse: at the time of the survey, 35% of all master graduates worked in the health IT industry, 24% at research institutions, 9% in hospitals, 9% as medical doctors, 17% as informaticians outside the health care sector, and 6% in other areas. Overall, 68% of the graduates are working as biomedical informaticians. The results of the survey indicate a good job situation for the graduates. The job opportunities for biomedical informaticians who graduated with a bachelor or master degree from UMIT seem to be quite good. The majority of graduates are working as biomedical informaticians. A larger number of comparable surveys of graduates from other biomedical informatics programs would help to enhance our knowledge about careers in biomedical informatics.

  10. Development of a standardized job description for healthcare managers of metabolic syndrome management programs in Korean community health centers.

    Science.gov (United States)

    Lee, Youngjin; Choo, Jina; Cho, Jeonghyun; Kim, So-Nam; Lee, Hye-Eun; Yoon, Seok-Jun; Seomun, GyeongAe

    2014-03-01

    This study aimed to develop a job description for healthcare managers of metabolic syndrome management programs using task analysis. Exploratory research was performed by using the Developing a Curriculum method, the Intervention Wheel model, and focus group discussions. Subsequently, we conducted a survey of 215 healthcare workers from 25 community health centers to verify that the job description we created was accurate. We defined the role of healthcare managers. Next, we elucidated the tasks of healthcare managers and performed needs analysis to examine the frequency, importance, and difficulty of each of their duties. Finally, we verified that our job description was accurate. Based on the 8 duties, 30 tasks, and 44 task elements assigned to healthcare managers, we found that the healthcare managers functioned both as team coordinators responsible for providing multidisciplinary health services and nurse specialists providing health promotion services. In terms of importance and difficulty of tasks performed by the healthcare managers, which were measured using a determinant coefficient, the highest-ranked task was planning social marketing (15.4), while the lowest-ranked task was managing human resources (9.9). A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs. Copyright © 2014. Published by Elsevier B.V.

  11. Informal learning of temporary agency workers in low-skill jobs: The role of self-profiling, career control, and job challenge

    NARCIS (Netherlands)

    Preenen, P.; Verbiest, S.; van Vianen, A.; van Wijk, E.

    2015-01-01

    Purpose: The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach: An

  12. Informal learning of temporary agency workers in low-skill jobs : the role of self-profiling, career control and job challenge

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Verbiest, S.; Vianen, A. van; Wijk, E. van

    2015-01-01

    Purpose. The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach. An

  13. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part G. ACE Competency Based Job Descriptions: #22--Refrigerator Mechanic; #24--Motorcycle Repairperson.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This fourth of fifteen sets of Adult Competency Education (ACE) Competency Based Job Descriptions in the ACE kit contains job descriptions for Refrigerator Mechanic and Motorcycle Repairperson. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE number, career ladder, D.O.T. general educational…

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2015-03-01

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

  15. Generic ICT Skills Profiles: Future Skills for Tomorrow's World.

    Science.gov (United States)

    International Co-operation Europe Ltd. (ICEL), Brussels, Belgium.

    This document describes generic skills profiles relevant to key jobs in information and communications technology (ICT). The profiles cover the main job areas for which the ICT industry is experiencing skills shortages. These types of information are provided for 18 generic job profiles: job description (vision, role, lifestyle); examples of job…

  16. Competencies and Responsibilities of Social Science Data Librarians: An Analysis of Job Descriptions

    Science.gov (United States)

    Xia, Jingfeng; Wang, Minglu

    2014-01-01

    This study examines job announcements for social science data librarians and professionals to identify trends in the profession. A collection of 167 job postings in 2005-2012 from the International Association for Social Science Information Services & Technology website was analyzed on the frequencies of term occurrence and co-occurrence in…

  17. A comparison of job descriptions for nurse practitioners working in out-of-hours primary care services: implications for workforce planning, patients and nursing.

    Science.gov (United States)

    Teare, Jean; Horne, Maria; Clements, Gill; Mohammed, Mohammed A

    2017-03-01

    To compare and contrast job descriptions for nursing roles in out-of-hours services to obtain a general understanding of what is required for a nurse working in this job. Out-of-hours services provide nursing services to patients either through telephone or face-to-face contact in care centres. Many of these services are newly created giving job opportunities to nurses working in this area. It is vital that nurses know what their role entails but also that patients and other professionals know how out-of-hours nurses function in terms of competence and clinical role. Content analysis of out-of-hours job descriptions. Content analysis of a convenience sample of 16 job descriptions of out-of-hours nurses from five out-of-hours care providers across England was undertaken. The findings were narratively synthesised, supported by tabulation. Key role descriptors were examined in terms of job titles, managerial skills, clinical skills, professional qualifications and previous experience. Content analysis of each out-of-hours job description revealed a lack of consensus in clinical competence and skills required related to job title although there were many similarities in skills across all the roles. This study highlights key differences and some similarities between roles and job titles in out-of-hours nursing but requires a larger study to inform workforce planning. Out-of-hours nursing is a developing area of practice which requires clarity to ensure patient safety and quality care. © 2016 John Wiley & Sons Ltd.

  18. Correlation between the quantitative descriptive profile and flash profile of barrilete negro fish (Euthynnus lineatus patties

    Directory of Open Access Journals (Sweden)

    Emmanuel de Jesús Ramírez-Rivera

    2010-12-01

    Full Text Available characterization and correlation degree of the results generated with a trained panel employing the Qualitative Descriptive Analysis (QDA. Flash Profile technique (FO was also employed but with none trained panel. Results were analyzed by Principal Components Analysis (PCA and Generalized Procrustes Analysis (GPA. Correlation was evaluated by a multiple factorial analysis (MFA. Results of PCA and GPA were 85.95 and 83.23 for QDA and FP, respectively, demonstrating a similar classification of the treatments between both techniques. Sensory space of MFA was 0.80 by both panelist groups, indicating a correlation with the characterization technique. Both classification techniques were similar, with a strong correlation in the sensory information structure, indicating that the combination of both sensory techniques improved the product description for the better understanding of the product acceptance or reject, previous to market study.

  19. Profiling nurses' job satisfaction, acculturation, work environment, stress, cultural values and coping abilities: A cluster analysis.

    Science.gov (United States)

    Goh, Yong-Shian; Lee, Alice; Chan, Sally Wai-Chi; Chan, Moon Fai

    2015-08-01

    This study aimed to determine whether definable profiles existed in a cohort of nursing staff with regard to demographic characteristics, job satisfaction, acculturation, work environment, stress, cultural values and coping abilities. A survey was conducted in one hospital in Singapore from June to July 2012, and 814 full-time staff nurses completed a self-report questionnaire (89% response rate). Demographic characteristics, job satisfaction, acculturation, work environment, perceived stress, cultural values, ways of coping and intention to leave current workplace were assessed as outcomes. The two-step cluster analysis revealed three clusters. Nurses in cluster 1 (n = 222) had lower acculturation scores than nurses in cluster 3. Cluster 2 (n = 362) was a group of younger nurses who reported higher intention to leave (22.4%), stress level and job dissatisfaction than the other two clusters. Nurses in cluster 3 (n = 230) were mostly Singaporean and reported the lowest intention to leave (13.0%). Resources should be allocated to specifically address the needs of younger nurses and hopefully retain them in the profession. Management should focus their retention strategies on junior nurses and provide a work environment that helps to strengthen their intention to remain in nursing by increasing their job satisfaction. © 2014 Wiley Publishing Asia Pty Ltd.

  20. Prevalence of severe pelvic organ prolapse in relation to job description and socioeconomic status: a multicenter cross-sectional study.

    Science.gov (United States)

    Woodman, Patrick J; Swift, Steven E; O'Boyle, Amy L; Valley, Michael T; Bland, Deirdre R; Kahn, Margie A; Schaffer, Joseph I

    2006-06-01

    The aim of this study was to determine if certain occupations or socioeconomic levels are associated with pelvic organ prolapse. Investigators at six American sites performed pelvic organ prolapse quantification examinations on women presenting for routine gynecologic care. Between September 1999 and March 2002, 1,004 patients were examined. Severe pelvic organ prolapse was defined as the leading edge being 1 cm or more beyond the hymeneal ring. The data was analyzed with the Kruskal-Wallis analysis of variance, Bonferroni test, multiple logistic regression, and descriptive statistics. The prevalence of severe pelvic organ prolapse in our group was 4.3%. Women who were laborers/factory workers had significantly more severe prolapse than the other job categories (p 30, and smoking status (all p jobs and an annual household income of Dollars 10,000 or less are associated with severe pelvic organ prolapse.

  1. Beyond crosswalks: reliability of exposure assessment following automated coding of free-text job descriptions for occupational epidemiology.

    Science.gov (United States)

    Burstyn, Igor; Slutsky, Anton; Lee, Derrick G; Singer, Alison B; An, Yuan; Michael, Yvonne L

    2014-05-01

    Epidemiologists typically collect narrative descriptions of occupational histories because these are less prone than self-reported exposures to recall bias of exposure to a specific hazard. However, the task of coding these narratives can be daunting and prohibitively time-consuming in some settings. The aim of this manuscript is to evaluate the performance of a computer algorithm to translate the narrative description of occupational codes into standard classification of jobs (2010 Standard Occupational Classification) in an epidemiological context. The fundamental question we address is whether exposure assignment resulting from manual (presumed gold standard) coding of the narratives is materially different from that arising from the application of automated coding. We pursued our work through three motivating examples: assessment of physical demands in Women's Health Initiative observational study, evaluation of predictors of exposure to coal tar pitch volatiles in the US Occupational Safety and Health Administration's (OSHA) Integrated Management Information System, and assessment of exposure to agents known to cause occupational asthma in a pregnancy cohort. In these diverse settings, we demonstrate that automated coding of occupations results in assignment of exposures that are in reasonable agreement with results that can be obtained through manual coding. The correlation between physical demand scores based on manual and automated job classification schemes was reasonable (r = 0.5). The agreement between predictive probability of exceeding the OSHA's permissible exposure level for polycyclic aromatic hydrocarbons, using coal tar pitch volatiles as a surrogate, based on manual and automated coding of jobs was modest (Kendall rank correlation = 0.29). In the case of binary assignment of exposure to asthmagens, we observed that fair to excellent agreement in classifications can be reached, depending on presence of ambiguity in assigned job classification (κ

  2. College students' perceptions of sexual orientation and gender given job descriptions and titles for interior decoration, interior design, and architecture.

    Science.gov (United States)

    Wood-Nartker, B Jeanneane; Sepanski, Jungsywan; McCrady, Joe; Gligor, Andreea

    2007-06-01

    To examine perceptions of design professionals, this study was designed to examine possible gender-bias based on job title and description and whether there is a relationship between the two perceptions. A respondent's sex was significantly related to perceptions of a design professional's sex. Both respondents' sex and the perceived sex of the design professional had significant effects on the perceived sexual orientation of the design professionals. Furthermore, the results also indicated that if the design professional was perceived to be male, there was a higher tendency that he would be perceived as homosexual, especially by a male respondent.

  3. Identification and Description of Novel Mood Profile Clusters

    Science.gov (United States)

    Parsons-Smith, Renée L.; Terry, Peter C.; Machin, M. Anthony

    2017-01-01

    Mood profiling has been a popular assessment strategy since the 1970s, although little evidence exists of distinct mood profiles beyond the realm of sport and exercise. In the present study, we investigated clusters of mood profiles derived from the six subscales of the Brunel Mood Scale using the In The Mood website. Mood responses in three samples (n = 2,364, n = 2,303, n = 1,865) were analyzed using agglomerative, hierarchical cluster analysis, which distinguished six distinct and theoretically meaningful profiles. K-means clustering further refined the final parameter solution. Mood profiles identified were termed the iceberg, inverse iceberg, inverse Everest, shark fin, surface, and submerged profiles. Simultaneous multiple discriminant function analysis showed that cluster membership was correctly classified with a high degree of accuracy. Chi-squared tests indicated that the six mood profiles were unequally distributed according to the gender, age, and education of participants. Future research should investigate the antecedents, correlates and consequences of these six mood profile clusters.

  4. Identification and Description of Novel Mood Profile Clusters

    Directory of Open Access Journals (Sweden)

    Renée L. Parsons-Smith

    2017-11-01

    Full Text Available Mood profiling has been a popular assessment strategy since the 1970s, although little evidence exists of distinct mood profiles beyond the realm of sport and exercise. In the present study, we investigated clusters of mood profiles derived from the six subscales of the Brunel Mood Scale using the In The Mood website. Mood responses in three samples (n = 2,364, n = 2,303, n = 1,865 were analyzed using agglomerative, hierarchical cluster analysis, which distinguished six distinct and theoretically meaningful profiles. K-means clustering further refined the final parameter solution. Mood profiles identified were termed the iceberg, inverse iceberg, inverse Everest, shark fin, surface, and submerged profiles. Simultaneous multiple discriminant function analysis showed that cluster membership was correctly classified with a high degree of accuracy. Chi-squared tests indicated that the six mood profiles were unequally distributed according to the gender, age, and education of participants. Future research should investigate the antecedents, correlates and consequences of these six mood profile clusters.

  5. The modern surgery department chairman: the job description as identified by chairmen.

    Science.gov (United States)

    Slakey, Douglas P; Korndorffer, James R; Long, Kira N; Clark, Tyler; Hidalgo, Marco

    2013-06-01

    The role of the chairman of a surgery department is critical in academic surgery. However, little is known about the variability of job responsibilities. To evaluate chairmen's responsibilities, methods of support, determinants of job performance success, and concerns. Internet-based survey. Electronic survey system. Seventy-two chairmen. Survey data on job responsibilities, methods of support, determinants of job performance success, and concerns. Of 168 chairmen who received the survey, 72 (43%) responded. The mean age of chairmen was 57 years (range, 44-78 years). Of 72 chairmen who responded, 69 (96%) were men, 67 (93%) were white, 65 (90%) were professors, 11 (15%) held a previous chair, 35 (49%) have advanced degrees, and 19 (26%) are program directors. Respondents are responsible for an average of 8.7 divisions, 60 (83%) spent 1 to 10 hours per week in the clinic, 45 (63%) performed surgery 1 to 10 hours per week, 54 (75%) took less than 6 call days per month, 44 (61%) published 1 to 6 papers per year and attended a mean (SD) of 4.3 (1.7) essential meetings per year, and 48 (67%) took 1 to 3 weeks of vacation annually. Chair salary support includes (from least to most) faculty tax, grants, endowment, school, and hospital. Compensation correlates with age, additional degree, specialty, location, contract, and tenure but not clinical hours. Reported compensation was consistent with data from the Association of American Medical Colleges, but 24 (33%) felt undercompensated. Incentives for job performance were given for clinical productivity (34 chairmen [47%]), department performance (50 [70%]), institutional performance (27 [38%]), and personal accomplishment (14 [19%]). Of 72 chairmen, 30 (42%) were concerned about personal liability related to the job, 15 (21%) had purchased personal liability insurance, and 20 (28%) have defended a lawsuit related to nonclinical responsibilities. Academic surgery department chairmen have a wide array of responsibilities that

  6. Job Analysis

    OpenAIRE

    Bravená, Helena

    2009-01-01

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

  7. Career Path Descriptions

    CERN Document Server

    Charkiewicz, A

    2000-01-01

    Before the Career Path system, jobs were classified according to grades with general statutory definitions, guided by the "Job Catalogue" which defined 6 evaluation criteria with example illustrations in the form of "typical" job descriptions. Career Paths were given concise statutory definitions necessitating a method of description and evaluation adapted to their new wider-band salary concept. Evaluations were derived from the same 6 criteria but the typical descriptions became unusable. In 1999, a sub-group of the Standing Concertation Committee proposed a new guide for describing Career Paths, adapted to their wider career concept by expanding the 6 evaluation criteria into 9. For each criterion several levels were established tracing the expected evolution of job level profiles and personal competencies over their longer salary ranges. While providing more transparency to supervisors and staff, the Guide's official use would be by services responsible for vacancy notices, Career Path evaluations and rela...

  8. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part K. ACE Competency Based Job Descriptions: #40--Salesperson, Automobile; #41--Salesperson, Men's Wear; #42--Waiter/Waitress; #45--Janitor; #46--Porter; #48--Pressing Machine Operator.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This eighth of fifteen sets of Adult Competency Education (ACE) Based Job Descriptions in the ACE kit contains job descriptions for Salesperson, Automotive; Salesperson, Men's Wear; Waiter/Waitress; Janitor; Porter; and Pressing Machine Operator. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE…

  9. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part E. ACE Competency Based Job Descriptions: #11--Groundskeeper; #12--Animal Keeper; #15--Tire Repairperson; #16--Muffler Installer; #17--Garage Mechanic.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This second of fifteen sets of Adult Competency Education (ACE) Based Job Descriptions in the ACE kit contains job descriptions for Groundskeeper, Animal Keeper, Tire Repairperson, Muffler Installer, and Garage Mechanic. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE number, career ladder, D.O.T.…

  10. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part R. ACE Competency Based Job Descriptions: #95--Bus Driver; #98--General Loader; #99--Forklift Operator; #100--Material Handler.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This fifteenth of fifteen sets of Adult Competency Education (ACE) Competency Based Job Descriptions in the ACE kit contains job descriptions for Bus Driver, General Loader, Forklift Operator, and Material Handler. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE number, career ladder, D.O.T.…

  11. Rapid descriptive sensory methods – Comparison of Free Multiple Sorting, Partial Napping, Napping, Flash Profiling and conventional profiling

    DEFF Research Database (Denmark)

    Dehlholm, Christian; Brockhoff, Per B.; Meinert, Lene

    2012-01-01

    Two new rapid descriptive sensory evaluation methods are introduced to the field of food sensory evaluation. The first method, free multiple sorting, allows subjects to perform ad libitum free sortings, until they feel that no more relevant dissimilarities among products remain. The second method...... is a modal restriction of Napping to specific sensory modalities, directing sensation and still allowing a holistic approach to products. The new methods are compared to Flash Profiling, Napping and conventional descriptive sensory profiling. Evaluations are performed by several panels of expert assessors...... originating from two distinct research environments. Evaluations are performed on the same nine pâté products and within the same period of time. Results are analysed configurationally (graphically) as well as with RV coefficients, semantically and practically. Parametric bootstrapped confidence ellipses...

  12. #WhoAmI in 160 characters? : Classifying social identities based on Twitter profile descriptions

    NARCIS (Netherlands)

    Priante, Anna; Hiemstra, Djoerd; van den Broek, Tijs Adriaan; Saeed, Aaqib; Ehrenhard, Michel Léon; Need, Ariana

    2016-01-01

    We combine social theory and NLP methods to classify English-speaking Twitter users’ online social identity in profile descriptions. We conduct two text classification experiments. In Experiment 1 we use a 5-category online social identity classification based on identity and self-categorization

  13. The health care and life sciences community profile for dataset descriptions

    Science.gov (United States)

    Alexiev, Vladimir; Ansell, Peter; Bader, Gary; Baran, Joachim; Bolleman, Jerven T.; Callahan, Alison; Cruz-Toledo, José; Gaudet, Pascale; Gombocz, Erich A.; Gonzalez-Beltran, Alejandra N.; Groth, Paul; Haendel, Melissa; Ito, Maori; Jupp, Simon; Juty, Nick; Katayama, Toshiaki; Kobayashi, Norio; Krishnaswami, Kalpana; Laibe, Camille; Le Novère, Nicolas; Lin, Simon; Malone, James; Miller, Michael; Mungall, Christopher J.; Rietveld, Laurens; Wimalaratne, Sarala M.; Yamaguchi, Atsuko

    2016-01-01

    Access to consistent, high-quality metadata is critical to finding, understanding, and reusing scientific data. However, while there are many relevant vocabularies for the annotation of a dataset, none sufficiently captures all the necessary metadata. This prevents uniform indexing and querying of dataset repositories. Towards providing a practical guide for producing a high quality description of biomedical datasets, the W3C Semantic Web for Health Care and the Life Sciences Interest Group (HCLSIG) identified Resource Description Framework (RDF) vocabularies that could be used to specify common metadata elements and their value sets. The resulting guideline covers elements of description, identification, attribution, versioning, provenance, and content summarization. This guideline reuses existing vocabularies, and is intended to meet key functional requirements including indexing, discovery, exchange, query, and retrieval of datasets, thereby enabling the publication of FAIR data. The resulting metadata profile is generic and could be used by other domains with an interest in providing machine readable descriptions of versioned datasets. PMID:27602295

  14. Flash Profile for rapid descriptive analysis in sensory characterization of passion fruit juice

    Directory of Open Access Journals (Sweden)

    Flávia Daiana Montanuci

    2015-07-01

    Full Text Available The Flash Profile is a descriptive analysis method derived from Free-Choice Profile, in which each taster chooses and uses his/her own words to evaluate the product while comparing several attributes. Four passion fruit juices were analyzed, two juices were produced with concentrated juice, one with pulp and one with reconstituted juice; all juices had different levels of sugar, some had gum and dyes. This study aimed to evaluate the physicochemical properties (color, titratable acidity and solid content as well as sensory analysis like Flash profile and affective test. In physicochemical characterization and in Flash Profile, the juice A (pulp had higher solid content and consistence, the juice B (concentrated juice was the least acidic and presented the lowest value of soluble solids and presented strong aroma and flavor of passion-fruit, the juice C (reconstituted juice was pale yellow and showed artificial flavor and the juice D (concentrated juice was the most acidic, consistent with the natural flavor. In the acceptance test, all the juices scored 5-6, indicating that panelists tasters neither liked nor disliked. Flash Profile proved to be an easy and rapid technique showing a good correlation between panelists and the attributes and confirmed the results of physicochemical characterization.

  15. The health care and life sciences community profile for dataset descriptions

    Directory of Open Access Journals (Sweden)

    Michel Dumontier

    2016-08-01

    Full Text Available Access to consistent, high-quality metadata is critical to finding, understanding, and reusing scientific data. However, while there are many relevant vocabularies for the annotation of a dataset, none sufficiently captures all the necessary metadata. This prevents uniform indexing and querying of dataset repositories. Towards providing a practical guide for producing a high quality description of biomedical datasets, the W3C Semantic Web for Health Care and the Life Sciences Interest Group (HCLSIG identified Resource Description Framework (RDF vocabularies that could be used to specify common metadata elements and their value sets. The resulting guideline covers elements of description, identification, attribution, versioning, provenance, and content summarization. This guideline reuses existing vocabularies, and is intended to meet key functional requirements including indexing, discovery, exchange, query, and retrieval of datasets, thereby enabling the publication of FAIR data. The resulting metadata profile is generic and could be used by other domains with an interest in providing machine readable descriptions of versioned datasets.

  16. Marketing the Job Training Partnership Act.

    Science.gov (United States)

    Markowicz, Arlene, Ed.; And Others

    1984-01-01

    This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…

  17. Changing (S)Expectations: How Gender Fair Job Descriptions Impact Children's Perceptions and Interest regarding Traditionally Male Occupations

    Science.gov (United States)

    Vervecken, Dries; Hannover, Bettina; Wolter, Ilka

    2013-01-01

    Children's occupational interests and their perceptions of the divergent occupational successes of women and men reflect cultural gender norms. Since language is a vehicle for transporting gender cues and gender norms, we tested the premise that children's perceptions of stereotypically male jobs can be influenced by the linguistic form used to…

  18. Identifying What Student Affairs Professionals Value: A Mixed Methods Analysis of Professional Competencies Listed in Job Descriptions

    Science.gov (United States)

    Hoffman, John L.; Bresciani, Marilee J.

    2012-01-01

    This mixed method study explored the professional competencies that administrators expect from entry-, mid-, and senior-level professionals as reflected in 1,759 job openings posted in 2008. Knowledge, skill, and dispositional competencies were identified during the qualitative phase of the study. Statistical analysis of the prevalence of…

  19. Sports injuries profile of a first division Brazilian soccer team: a descriptive cohort study

    Directory of Open Access Journals (Sweden)

    Guilherme F. Reis

    2015-10-01

    Full Text Available ABSTRACTObjective:To establish the injury profile of soccer players from a first division Brazilian soccer team. In addition, we investigated the association between the characteristics of the injuries and the player's age and position.Method: Forty-eight players from a Brazilian first division soccer team were followed during one season. Descriptive statistics were used to characterize the injury profile. Spearman's tests were used to verify the association between the number and severity of injuries and the player's age. Chi-square test was used to verify the association between type of injury and player's position. Fisher's exact test was used to verify the association between the severity of injuries and player's position.Results: The incidence of injuries was 42.84/1000 hours in matches and 2.40/1000 hours in training. The injury severity was 19.5±34.4 days off competition or training. Lower limb was the most common location of injury and most injuries were muscular/tendinous, overuse, non-recurrent, and non-contact injuries. Player's age correlated with the amount and severity of muscle and tendon injuries. Defenders had more minimal injuries (1-3 days lost, while forwards had more moderate (8-28 days lost and severe injuries (>28 days lost. Furthermore, wingbacks had more muscle and tendon injuries, while midfielders had more joint and ligament injuries.Conclusion: The injury profile of the Brazilian players investigated in this study reflected regional differences in soccer practices. Results confirm the influence of the player's age and position on the soccer injuries profile.

  20. A DESCRIPTIVE STUDY ON THE PROFILE OF SOME POTENTIAL ENGLISH LANGUAGE TEACHERS

    Directory of Open Access Journals (Sweden)

    İsmail Hakkı Mirici

    2016-01-01

    Full Text Available This study aims to investigate why high school students might wish to choose teaching as a career. Who chooses teaching and why is important for policy makers the teacher is an important variable in determining the quality of education. Countries, especially developing ones, are aware that they need to train better teachers who would educate citizens of the 21st century. Teacher recruitment policies also play a role in the selection and maintenance of practicing teachers. This study aims to (1 investigate the motives of high school students who wish to major in English, and most of whom may become English language teachers as a result of alternative recruitment policies; (2 to find out some information about the student’s language learning beliefs and habits. The opinions of their parents and their language teachers have also been looked into to uncover any persuasion or dissuasion from people around the entrants. Three questionnaires were developed by the researchers to gather information from 86 students, 30 parents and 29 teachers. The data of the study were analyzed via frequency distributions and percentages to demonstrate the motives and profiles of students and the opinions and influence of parents and teachers. The findings suggest that students may choose teaching English as a career because they like it and they are interested in the language and its culture. Teaching is also regarded as an advantageous job by students and their parents. Language teachers persuade students who have some perceived ability to teach and who like languages. The findings show that because of the entrance exam used for selection, students may lack proficiency in skills that are not assessed.

  1. Towards a job competency profile for agricultural extension instructors: A survey of views of experts

    NARCIS (Netherlands)

    Karbasioun, M.; Mulder, M.; Biemans, H.J.A.

    2007-01-01

    A project is carried out for instructors in the agricultural extension service in Esfahan. Part of the project is study, conducted to inform the process of competency profile development for the instructors. The study, reported in this contribution, focuses on views of experts about competencies

  2. Descriptive profile of people with diabetes who use the Puerto Rico Quitline.

    Science.gov (United States)

    Cabrera-Serrano, Alex; Ramos-Colón, Miriam V; Rivera-Alvarado, Abraham; Cases-Rosario, Antonio; Ramos, Jessica Irizarry

    2012-01-01

    To provide a descriptive profile of the people with diabetes (PWD) who received the services of the Puerto Rico Quitline (PRQ) during 2008, compared to non-diabetic people (NDP) to establish a significant statistical difference. Using a cross-sectional study methodology, the Quitline database was analyzed. Ninety-four percent of the 1,137 people who received the services of the PRQ during 2008 and completed all the interviews were included in the analysis. Frequency distributions and means calculation were performed to describe the PWD. Chi-square tests, odds ratio, t test and 95% confidence intervals were calculated to identify statistically significant differences between the PWD and NDP. Nearly 11 percent (10.9%) of the people who received the services of the PRQ during 2008 and completed all the interviews reported a diabetes diagnosis. Health conditions were reported by 95.7% of PWD vs. 62.3% of NDP (P People with diabetes were more likely to have hypertension (P reason for trying to quit smoking with a statically significant difference between the PWD and the NDP (P = .02). The mean number of alcoholic beverages consumed per day for the PWD was 8 and for the NDP it was 5 (P help increase the chances of success in the smoking cessation process in the PWD who access the services of the Quitline program.

  3. The Effects of Heat Stress on Job Satisfaction, Job Performance and Occupational Stress in Casting Workers

    OpenAIRE

    Dehghan; Mobinyzadeh; Habibi

    2016-01-01

    Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...

  4. Probabilistic description of ice-supersaturated layers in low resolution profiles of relative humidity

    Directory of Open Access Journals (Sweden)

    N. C. Dickson

    2010-07-01

    Full Text Available The global observation, assimilation and prediction in numerical models of ice super-saturated (ISS regions (ISSR are crucial if the climate impact of aircraft condensation trails (contrails is to be fully understood, and if, for example, contrail formation is to be avoided through aircraft operational measures. Given their small scales compared to typical atmospheric model grid sizes, statistical representations of the spatial scales of ISSR are required, in both horizontal and vertical dimensions, if global occurrence of ISSR is to be adequately represented in climate models.

    This paper uses radiosonde launches made by the UK Meteorological Office, from the British Isles, Gibraltar, St. Helena and the Falkland Islands between January 2002 and December 2006, to investigate the probabilistic occurrence of ISSR. Each radiosonde profile is divided into 50- and 100-hPa pressure layers, to emulate the coarse vertical resolution of some atmospheric models. Then the high resolution observations contained within each thick pressure layer are used to calculate an average relative humidity and an ISS fraction for each individual thick pressure layer. These relative humidity pressure layer descriptions are then linked through a probability function to produce an s-shaped curve which empirically describes the ISS fraction in any average relative humidity pressure layer. Using this empirical understanding of the s-shaped relationship a mathematical model was developed to represent the ISS fraction within any arbitrary thick pressure layer. Two models were developed to represent both 50- and 100-hPa pressure layers with each reconstructing their respective s-shapes within 8–10% of the empirical curves. These new models can be used, to represent the small scale structures of ISS events, in modelled data where only low vertical resolution is available. This will be useful in understanding, and improving the global distribution, both observed and

  5. An objective and reproducible landform and topography description approach based on digital terrain analysis used for soil profile site characteristics

    Science.gov (United States)

    Gruber, Fabian E.; Baruck, Jasmin; Hastik, Richard; Geitner, Clemens

    2015-04-01

    All major soil description and classification systems, including the World Reference Base (WRB) and the German Soil description guidelines (KA5), require the characterization of landform and topography for soil profile sites. This is commonly done at more than one scale, for instance at macro-, meso- and micro scale. However, inherent when humans perform such a task, different surveyors will reach different conclusions due to their subjective perception of landscape structure, based on their individual mind-model of soil-landscape structure, emphasizing different aspects and scales of the landscape. In this study we apply a work-flow using the GRASS GIS extension module r.geomorphon to make use of high resolution digital elevation models (DEMs) to characterize the landform elements and topography of soil profile sites at different scales, and compare the results with a large number of soil profile site descriptions performed during the course of forestry surveys in South and North Tyrol (Italy and Austria, respectively). The r.geomorphon extension module for the open source geographic information system GRASS GIS applies a pattern recognition algorithm to delineate landform elements based on an input DEM. For each raster cell it computes and characterizes the visible neighborhood using line-of-sight calculations and then applies a lookup-table to classify the raster cell into one of ten landform elements (flat, peak, ridge, shoulder, slope, spur, hollow, footslope, valley and pit). The input parameter search radius (L) represents the maximum number of pixels for line-of-sight calculation, resulting in landforms larger than L to be split into landform components. The use of these visibility calculations makes this landform delineation approach suitable for comparison with the landform descriptions of soil surveyors, as their spatial perception of the landscape surrounding a soil profile site certainly influences their classification of the landform on which the

  6. [Epidemiological profile of hemoglobinopathies: a cross-sectional and descriptive index case study].

    Science.gov (United States)

    Dahmani, Fatima; Benkirane, Souad; Kouzih, Jaafar; Woumki, Aziz; Mamad, Hassan; Masrar, Azlarab

    2017-01-01

    Hemoglobinopathies are congenital disorders resultimg from hemoglobin abnormalities. Major forms are often severe, their management is difficult and associated with a great psychosocial impact on patients and their families. They are classified as rare diseases and are still insufficiently known by health professionals. This lack of knowledge is at the origin of diagnostic errors, delay in their management and therefore high morbidity and mortality rate for these patients. In 2008, the World Health Organization (WHO) has published data on hemoglobinopathies epidemiology: more than 330.000 cases of hemoglobinopathy occur each year (83% of cases of sickle cell anemia, 17 % of cases of thalassemia). Hemoglobin disorders are responsible for approximately 3.4% of deaths among people under the age of 5. At the global level, approximately 7% of pregnant women would be carriers of a form of thalassemia and 1% of couples are at risk. However, they are relatively frequent in some regions of the globe where consanguineous marriages are common. We conducted a descriptive cross-sectional study based on two surveys, the first in May 2015 and the second in June of the same year. It was performed in the immunization days to deliver pneumococcal vaccine to the index cases and it was aimed to describe the epidemiological features of families at risk of hemoglobinopathies (index case study), whose index cases were treated in the Department of Pediatrics at the Provincial Hospital El Idrisi, Kenitra, Morocco. After having collected the epidemiological data from patients, laboratory tests were performed including: blood count with red blood cells morphological assessment using the MGG assay and automatic numbering of reticulocytes; hemoglobin electrophoresis at alkaline pH (8.8) and then at acid pH (5.4) on agarose gel and densitometric integration. 275 patients had laboratory profiles compatible with hemoglobinopathy. The majority of these patients were born to consanguineous

  7. Efficiency assessment of Flash Profiling and Ranking Descriptive Analysis: a comparative study with star fruit-powdered flavored drink

    Directory of Open Access Journals (Sweden)

    Maria Eugênia de Oliveira MAMEDE

    2016-01-01

    Full Text Available Abstract The objective of this study was to assess the efficiency of Flash Profiling (FP and Ranking Descriptive Analysis (RDA methods regarding sensory characterization using star fruit-flavored drink as matrix. Sample A was used as a standard. Other three samples were prepared based on sample A, by adding sugar, citric acid, carboxymethylcellulose or dye. The same panel (twelve assessors was used to carry out FP and, subsequently, RDA analysis. The qualitative training stage used in RDA method showed no difference regarding the assessors’ performance and panel consensus compared to FP. Both methods were efficient and discriminated samples in a similar way and in agreement with the physicochemical characterization. However, astringent and bitter aftertaste attributes were additionally used in sample description by RDA. The latter attribute was also relevant for samples discrimination in RDA. FP application was simpler and faster, mainly regarding time spent by the assessors; however, RDA provided more comprehensive description of samples.

  8. [Factors associated with job satisfaction of human resources in healthcare].

    Science.gov (United States)

    Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В

    Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (pJob satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.

  9. Individual Part Score Profiles of Children with Intellectual Disability: A Descriptive Analysis across Three Intelligence Tests

    Science.gov (United States)

    Bergeron, Renee; Floyd, Randy G.

    2013-01-01

    This study examined the group- and individual-level part score profiles of children with intellectual disability (ID) who participated in clinical validity studies supporting three individually administered intelligence tests. Across tests, children with ID produced group-level profiles comprising mean part scores that fell in the Low to Very Low…

  10. Stem profile description in plantations for different species using artificial neural network

    Directory of Open Access Journals (Sweden)

    Bráulio Pizziôlo Furtado Campos

    2017-06-01

    Full Text Available The objective of this study was to analyze the ability of an artificial neural network (ANN to describe the stem profile of trees of different genera and species in different growing conditions. For comparative purposes, equations were fit, using regression analysis to describe the stem profile. For neural network as well as for the regression equations, evaluation of accuracy was based on correlation coefficient between observed and estimated diameters along the stem, square root of the mean square percentage error (RMSE and graphical analysis. Artificial intelligence methods, especially ANN, can be effective in describing trees bole profile of different species in different growth conditions using only one ANN with similar efficiency as regression models traditionally employed by forestry companies.

  11. Profile of people with hypertension in Nairobi's slums: a descriptive study

    NARCIS (Netherlands)

    Hulzebosch, Annelieke; van de Vijver, Steven; Oti, Samuel O.; Egondi, Thaddaeus; Kyobutungi, Catherine

    2015-01-01

    Cardiovascular disease (CVD) is a rising health burden among the world's poor with hypertension as the main risk factor. In sub-Saharan Africa, hypertension is increasingly affecting the urban population of which a substantial part lives in slums. This study aims to give insight into the profile of

  12. [Descriptive equations of the frontal-facial profile of Australopithecus africanus STS5 (Plesianthropus transvaalensis)].

    Science.gov (United States)

    Pesce Delfino, V; Scattarella, V; De Lucia, A

    1984-01-30

    By means of the method previously carried-out by performing computerized image analysis we obtained three polinomial equations (7 degree) of best curve fitting for total (fronto-facial), frontal and facial profiles respectively of a standard lateral view of the skull Plesianthropus transvaalensis. The smooth function curves approximating the historical data are perfectly coincident with the scatter diagram for frontal (variance = 0,41) and facial (variance = 0,22) equations, while for the total contour variance raises to 90,8. The finding of the best fit equation is performed by analysis of variance simultaneously to the computation of the coefficients of progressively increasing order equations starting from the second. Then coefficient of determination, standard error of estimate. Standard deviations of coefficients and variance/covariance matrix are calculated with some dimensional parameters as length, eight and projections of profile, relate indexes and arc-chord ratio.

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

    Science.gov (United States)

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

    2017-03-01

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

  14. Correlation of colluvial deposits with the modern land surface and the problem of slope profile description

    Science.gov (United States)

    Mitusov, A. V.; Mitusova, O. E.; Wendt, J.; Dreibrodt, S.; Bork, H.-R.

    2014-09-01

    This article focuses on features of spatial distribution of colluvial (slope) deposits on a micro scale. These features were detected by the non-parametric rank correlation of Spearman (rS) between thickness of colluvial layers and morphometric variables (MVs) of the modern land surface. The strongest correlation was found between total thickness of colluvial layers and maximal catchment area (rS = 0.85). A negative correlation was observed between thicknesses of younger and older colluvial layers. Additionally, if young colluvial layers have a negative correlation with slope steepness (GA), relatively old buried colluvial layers have a positive correlation with GA. These facts indicate an inversion of the zones of actual matter accumulation due to transformation of the land surface in profile during long-term sedimentation. Vertical curvature (kv) characterises acceleration and deceleration of surface flow caused by the shape of the slope profile along flow lines. Based on this, it was expected that kv would have a direct impact on the accumulation of colluvium. However, in this study, the correlations between the thickness of colluvial deposits and kv were low. Functional relationships between colluvial accumulation and the shape of profiles along flow lines were reflected by correlations with GA. Based on these observations, it is assumed that the regional nature of surface flow velocity affects the shift between existing accumulation zones reflected by colluvial deposits and potential accumulation zones reflected by MVs. Signs of correlation coefficients between the thickness of colluvial deposits and curvatures reflect the tendency of increased colluvial depositions at three out of 12 local landforms of Shary's classification. These landforms are located in the valley bottom. The mean thickness of colluvial deposits at these three landforms was 167 ± 18.7 cm (error range = standard deviation); the other nine landforms show a mean thickness of 130.1 ± 34.1 cm.

  15. [Job Satisfaction of Young Professionals in Health Care].

    Science.gov (United States)

    Ulrich, Gert; Homberg, Angelika; Karstens, Sven; Goetz, Katja; Mahler, Cornelia

    2017-05-29

    Background Job satisfaction in health care is currently important in view of workforce shortage in the health care area. The purpose of this study was to evaluate job satisfaction in young health professionals and to identify factors possibly influencing overall job satisfaction. Methods About one year after graduating from vocational training, a total of 579 graduates from various health care professions [Nursing (N), Nursing and Geriatric Nursing; Therapy (TP), Physical therapy and Logopaedics; Diagnostics (D), Diagnostic Radiography and Biomedical Science], were invited to participate in an online-survey. Job satisfaction was assessed with the 10-item Warr-Cook-Wall (WCW) job satisfaction questionnaire. Descriptive analysis of the WCW was performed, and the impact of various factors on job satisfaction was determined by stepwise linear regression analysis. Results In total, 189 graduates (N, n=121; TP, n=32; D, n=36) were included in data analysis (32.6% response rate). Overall job satisfaction in all young professionals was 4.9±1.6 (mean±SD) and was slightly higher in TP (5.4±1.4) compared with N (4.7±1.6) and D (5.0±1.5), respectively. Highest satisfaction was identified with "colleagues" and lowest satisfaction with "income" was identified in all professional groups. Colleagues and fellow workers showed the highest score of association regarding overall job satisfaction in regression analysis. Conclusions As a whole, our data suggest good to very good satisfaction in various WCW items of job satisfaction. "Colleagues" were shown to have a high impact on job satisfaction. To improve the attractiveness of job profiles in health care, the presented results may provide a valuable input regarding workforce shortage. © Georg Thieme Verlag KG Stuttgart · New York.

  16. Profile of people with hypertension in Nairobi's slums: a descriptive study.

    Science.gov (United States)

    Hulzebosch, Annelieke; van de Vijver, Steven; Oti, Samuel O; Egondi, Thaddaeus; Kyobutungi, Catherine

    2015-06-27

    Cardiovascular disease (CVD) is a rising health burden among the world's poor with hypertension as the main risk factor. In sub-Saharan Africa, hypertension is increasingly affecting the urban population of which a substantial part lives in slums. This study aims to give insight into the profile of patients with hypertension living in slums of Nairobi, Kenya. Sociodemographic and anthropometric data as well as clinical measurements including BP from 440 adults with hypertension aged 35 years and above living in Korogocho, a slum on the eastern side of Nairobi, Kenya, will be collected at baseline and at the first clinic visit. The study population showed high prevalence of overweight and abdominal obesity as well as behavioral risk factors such as smoking, alcohol and a low vegetable and fruit intake. Furthermore, the majority of hypertensive patients do not take anti-hypertensive medication and the ones who do show little adherence. Current controlled trials ISRCTN84424579 .

  17. Profiles of rural longitudinal integrated clerkship students: a descriptive study of six consecutive student cohorts *.

    Science.gov (United States)

    Brooks, Kathleen D; Eley, Diann S; Zink, Therese

    2014-02-01

    Medical schools worldwide are challenged to address the rural primary care workforce shortage by creating community-engaged curricula to nurture student interest in rural practice. To examine the personal characteristics of six consecutive rural longitudinal integrated clerkship student cohorts to understand whom the programs attract and select and thus inform the development of such programs. A cross-sectional cohort design was used. Six cohorts (2007-2012) completed a survey on demographics and factors that influenced their choice of rural primary care. The Temperament and Character Inventory was used to measure personality. Analysis was mainly descriptive. Where appropriate univariate analysis compared variables between groups. Sample size was 205 with the majority female (61%), between 25 and 29 years (64%), single (60%) and lived longest in rural communities with populations less than 20,000 (60%). Rural lifestyle, background and desire to work in underserved areas were noted to impact rural medicine interest. Professional satisfaction, personal and professional goals and family needs had the highest impact on career decisions, and financial concerns lowest. The stability of students' personal characteristics across cohorts and the workforce outcomes of this program suggest the recruitment process successfully nurtures students who will fit well into future rural practice.

  18. A Descriptive Study of Lower Limb Torsional Kinematic Profiles in Children With Spastic Diplegia.

    Science.gov (United States)

    Simon, Anne-Laure; Ilharreborde, Brice; Megrot, Fabrice; Mallet, Cindy; Azarpira, Reza; Mazda, Keyvan; Presedo, Ana; Penneçot, Georges F

    2015-09-01

    Lower limb rotational anomalies in spastic diplegic children with cerebral palsy (CP) are common and difficult to identify through physical examination alone. The identification and treatment of the overall rotational disorders must be considered to restore physiological lever-arms lengths and lever-arms orientation.The aims of the study were to assess the prevalence of lower limb rotational malalignment and to describe the distribution of the different kinematic torsional profiles in children with spastic diplegia. Instrumented gait analysis data from 188 children with spastic diplegia were retrospectively reviewed. None of the patients had undergone surgery previously or received botulinum toxin treatment within 6 months before the review. Kinematic data, collected at the midstance phase, included: pelvic, hip, and ankle rotation and foot progression angle. The prevalence of kinematic rotational deviations was 98.4%. Sixty-one percent of the children walked with an internal foot progression angle and 21% exhibited external alignment. The pelvis was internally rotated in 41% of the cases and externally in another 27%. Hip rotation was internal in 29% and external in 27% of the cases. Ankle rotation was internal in 55% and external in 16% of the cases. Lower limb rotational anomalies involved more than one level in 77% of the limbs. A kinematic compensatory deviation was identified in at least one level in 48% of the limbs. Kinematic rotational anomalies were identified in nearly all the 188 children in the study. The multilevel involvement of lower limb malalignment was not systematically associated with compensatory mechanisms between the levels. Ankle rotational anomalies were the most frequent cause of lower limb torsional deviations followed by pelvic malalignment. Level IV.

  19. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a mea...

  20. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan Moritz; Malchow-Møller, Nikolaj; Sørensen, Anders

    2016-01-01

    We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct...... a measure of “surplus job creation”, defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002–2007 that identify the start-ups and that cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than in previous studies. Our findings show that although start-ups are responsible for the entire overall net job creation, incumbents account for more than one-third of net job creation...

  1. Are Peer Specialists Happy on the Job?

    Science.gov (United States)

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2017-04-27

    This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  2. Organizational culture as a predictor of job satisfaction: The role of age and gender

    Directory of Open Access Journals (Sweden)

    Pooja Sharma

    2017-01-01

    Full Text Available This paper studies the impact of organizational culture on job satisfaction of the employees taking into account their gender and age. The current study was conducted in three Information Technology companies in the city of Pune, state of Maharashtra (India, with an effective sample of 220 IT professionals. The responses from employees were collected using organizational cultural profile and job descriptive index. Data was analysed using descriptive analyses, stepwise regression and t- test. The findings reveal that organizational cultural values such as fairness, growth opportunities and reputation of organization have a positive effect on the job satisfaction, whereas organizational traits like aggressiveness have a negative influence on job satisfaction. Further analysis revealed that there is a gender difference in the perception of organizational values.

  3. Jobs API

    Data.gov (United States)

    General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...

  4. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

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

  5. [Description of Clinical and Neurocognitive Profiles in Offspring of Bipolar-Type-I Parents From a Multimodal Intervention Program: Prisma].

    Science.gov (United States)

    Palacio-Ortíz, Juan David; Uribe-Villa, Esteban; Duque-Ríos, Paula; Gutiérrez-Briceño, Paola; Zapata-Henao, Violeta; Peña-Quintero, Cristian Esteban; López-Jaramillo, Carlos

    2015-01-01

    Offspring of bipolar parents are a high risk population for the develop of mental diseases, their study allow determining the genetic risk, early symptoms, prodromes and psychopathology of bipolar disorder. To describe the psychopathological characteristics and neurocognitives profiles of the offspring of bipolar type I parents. And to identify the presence of sub-syndromal symptoms in all the symptom domains. A descriptive and cross-sectional study was conducted on 110 offspring between 6 and 30 years old. Semi-structured diagnostic interviews were performed. The intelectual coeficient was determined and a neuropsychological assessment was performed on 89 offspring. The most prevalent disorder in the offspring was ADHD (27.6%), with major depression (15.5%) and separation anxiety (14.1%) also being prevalent. Seven patients of the sample were diagnosed with bipolar disorder. There was a statistically significant difference between the age groups for ADHD prevalence. The most frequent sub-syndromal symptoms were observed in the disruptive group. Alterations in the cognitive domains: attention, verbal fluency, work memory, and speed of information processing, were observed in the group younger than 18 years. The offspring of bipolar parents have an elevated rate of psychopathology and cognitive alterations. They are a high risk population for the development of mental disease. These subjects also require close longitudinal observation and early and preventive therapeuthic interventions. Copyright © 2014 Asociación Colombiana de Psiquiatría. Publicado por Elsevier España. All rights reserved.

  6. Job performance

    OpenAIRE

    Tesařová, Markéta

    2008-01-01

    The goal of diploma thesis is to outline possible connections to job performance and to prove that the job performance issue is more and more actual and over and over discussed in business circles and also among HR managers and firm owners. Job performance management should be always placed in the middle of their concern. Because of permanent changes in business environment where organizations must face the competition managers should make an effort to implement evaluation system and performa...

  7. A Descriptive Study on the Neonatal Morbidity Profile of Autism Spectrum Disorders, Including a Comparison with Other Neurodevelopmental Disorders

    Science.gov (United States)

    Atladóttir, H. Ó.; Schendel, D. E.; Parner, E. T.; Henriksen, T. B.

    2015-01-01

    The aim of this study was to describe the profile of specific neonatal morbidities in children later diagnosed with autism spectrum disorder (ASD), and to compare this profile with the profile of children with hyperkinetic disorder, cerebral palsy, epilepsy or intellectual disability. This is a Danish population based cohort study, including all…

  8. Jobs Bog

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2015-01-01

    Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre.......Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre....

  9. Age and Job Facet Satisfaction: A Conceptual Reconsideration.

    Science.gov (United States)

    Muchinsky, Paul M.

    1978-01-01

    Examines relationship between age and job satisfaction; attempts to explain the divergence found in studies relating age to job satisfaction. Finds those fifty and over experience less job satisfaction on four (of five) job descriptive index measures: supervision, pay, promotion, and co-workers. Work is one facet in which older workers appear…

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

    Science.gov (United States)

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

    2017-03-01

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

  11. THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR

    Directory of Open Access Journals (Sweden)

    I Ketut R Sudiarditha

    2016-09-01

    Full Text Available The purpose of this research are: 1 To know description and how picture level job stress, compensation and job satisfaction at PT Tri Megah Makmur. 2 To know the influence of job stress tojob satisfaction at PT Tri Megah Makmur. 3 To know the influence of compensation to job satisfaction at PT Tri Megah Makmur. 4 To know empirically the influence of job stress and compensation tojob satisfaction at PT Tri Megah Makmur. 5 To know how far the contribution of job stress and compensation to job satisfaction at PT Tri Megah Makmur. This research is using descriptive and explanatory survey analysis. This research is taken to 70 sales employees at PT Tri Megah Makmur, While the data collection technique was carried out by spreading kuisioner, which are then processed using SPSS versi 21.00.The analysis shows that: 1 level of compensation and job satisfaction are on a lower level, while the job stress are high. 2Job stress have negative effects and significantly on job satisfaction. 3 compensation have positive effect and significantly on job satisfaction. 4 job stress and compensation significantly influence on job satisfaction.

  12. Job Satisfaction Level of ICT Coordinators: The case of Hatay Province

    National Research Council Canada - National Science Library

    Hamide Şahinkayası; Özge Kelleci; Yunis Şahinkayası

    2013-01-01

    .... From the particular factors influencing their job satisfaction level, the ambiguity and oldness of the BİTEFO’s job description and working principles seem to be the reasons of low job satisfaction level...

  13. Investigating the Relationship between Sensory Processing and Job Satisfaction in Occupational Therapists Working in Shiraz Cit

    Directory of Open Access Journals (Sweden)

    Sahar Ghanbari

    2015-09-01

    Full Text Available Background: job satisfaction is referred to a set of individual’s positive and negative attitudes toward his/her job. Personality traits of individuals are among the factors contributing to job satisfaction. According to Dunn model, people receive information based on their self-regulatory strategies and sensory thresholds. Then behave accordingly and in response to the environment. This paper examines the relationship between sensory processing and job satisfaction especially in occupational therapist employing in Shiraz (2014. Methods: This study is descriptive-analytic. The sample consisted of all 33 occupational therapists working in Shiraz City who work in private and public sectors, part-time and full-time of both genders. After obtaining written consent, the demographic characteristics questionnaire, adult sensory profile and Minnesota Job Satisfaction Test were obtained. The results were analyzed by SPSS 21 software as well as Spearman’s and Pearson chi square tests. Results: No statistical correlation was found between job satisfaction and all four quadrants including the first quadrant (P=0.441 and second (P=0.943 and third (P=0.650 and fourth (P=0.338. In addition, statistically, there was no relationship between job satisfaction and various variables such as participants’ ages (P=0.51, gender (P=0.401, marital status (P=0.114, educational level (P=0.073, job experience (P=0.403, average of daily work hours (P=0.617 and at end the type of contract (P=0.079. Conclusion: The sensory processing cannot directly determine people’s satisfaction with their jobs. Job satisfaction is a complex issue that is influenced by different internal and external factors, and cannot be considered as an element for determining job satisfaction of therapists.

  14. Metabolite profiling of soy sauce using gas chromatography with time-of-flight mass spectrometry and analysis of correlation with quantitative descriptive analysis.

    Science.gov (United States)

    Yamamoto, Shinya; Bamba, Takeshi; Sano, Atsushi; Kodama, Yukako; Imamura, Miho; Obata, Akio; Fukusaki, Eiichiro

    2012-08-01

    Soy sauces, produced from different ingredients and brewing processes, have variations in components and quality. Therefore, it is extremely important to comprehend the relationship between components and the sensory attributes of soy sauces. The current study sought to perform metabolite profiling in order to devise a method of assessing the attributes of soy sauces. Quantitative descriptive analysis (QDA) data for 24 soy sauce samples were obtained from well selected sensory panelists. Metabolite profiles primarily concerning low-molecular-weight hydrophilic components were based on gas chromatography with time-of-flightmass spectrometry (GC/TOFMS). QDA data for soy sauces were accurately predicted by projection to latent structure (PLS), with metabolite profiles serving as explanatory variables and QDA data set serving as a response variable. Moreover, analysis of correlation between matrices of metabolite profiles and QDA data indicated contributing compounds that were highly correlated with QDA data. Especially, it was indicated that sugars are important components of the tastes of soy sauces. This new approach which combines metabolite profiling with QDA is applicable to analysis of sensory attributes of food as a result of the complex interaction between its components. This approach is effective to search important compounds that contribute to the attributes. Copyright © 2012 The Society for Biotechnology, Japan. Published by Elsevier B.V. All rights reserved.

  15. Biophysical Profile

    Science.gov (United States)

    ... and pregnancy High-risk pregnancy Biophysical profile About Advertisement Mayo Clinic does not endorse companies or products. ... a Job Site Map About This Site Twitter Facebook Google YouTube Pinterest Mayo Clinic is a not- ...

  16. Effect of dry-air chilling on sensory descriptive profiles of cooked broiler breast meat deboned four hours after the initiation of chilling.

    Science.gov (United States)

    Zhuang, H; Savage, E M; Smith, D P; Berrang, M E

    2009-06-01

    The objective of this study was to evaluate the effect of a dry air-chilling (AC) method on sensory texture and flavor descriptive profiles of broiler pectoralis major (fillet) and pectoralis minor (tender). The profiles of the muscles immersion-chilled and deboned at the same postmortem time and the profiles of the muscles hot-boned (or no chill) were used for the comparison. A total of 108 eviscerated carcasses (6-wk-old broilers) were obtained from a commercial processing line before the chillers. Carcasses were transported to a laboratory facility where they were either i) chilled by a dry AC method (0.7 degrees C, 150 min in a cold room), ii) chilled by immersion chilling (IC; 0.3 degrees C, 50 min in a chiller), or iii) not chilled (9 birds per treatment per replication). Both IC and AC fillets and tenders were removed from the bone at 4 h after the initiation of chilling (approximately 4.75 h postmortem) in a processing area (18 degrees C). The no-chill muscles were removed immediately upon arrival. The sensory properties (21 attributes) of cooked broiler breast meat were evaluated by trained panelists using 0- to 15-point universal intensity scales. The average intensity scores of the 9 flavor attributes analyzed ranged from 0.9 to 4.0. Regardless of breast muscle type, there were no significant differences in sensory flavor descriptive profiles between the 3 treatments. The average intensity scores of the 12 texture attributes ranged from 1.5 to 7.5 and there were no significant differences between the AC and IC samples. The average intensity scores of the texture attributes, cohesiveness, hardness, cohesiveness of mass, rate of breakdown, and chewiness of the no chill fillets and tenders were significantly higher than those of either of the chilled samples. These results demonstrate that chicken breast meat from AC retains sensory flavor profile characteristics but AC results in sensory texture profile differences when compared with no-chill meat. Sensory

  17. Job attitudes.

    Science.gov (United States)

    Judge, Timothy A; Kammeyer-Mueller, John D

    2012-01-01

    Job attitudes research is arguably the most venerable and popular topic in organizational psychology. This article surveys the field as it has been constituted in the past several years. Definitional issues are addressed first, in an attempt to clarify the nature, scope, and structure of job attitudes. The distinction between cognitive and affective bases of job attitudes has been an issue of debate, and recent research using within-persons designs has done much to inform this discussion. Recent research has also begun to reformulate the question of dispositional or situational influences on employee attitudes by addressing how these factors might work together to influence attitudes. Finally, there has also been a continual growth in research investigating how employee attitudes are related to a variety of behaviors at both the individual and aggregated level of analysis.

  18. [Job burnout: focusing on occupational differences of enthusiasm for job].

    Science.gov (United States)

    Igawa, Junichi; Nakanishi, Daisuke; Shiwa, Shiro

    2013-10-01

    This study investigates characteristics of burnout, as related to job descriptions in mental hospitals and presuppositions of the concept of burnout (burnout is caused as a result of having enthusiasm for a job). The results of a questionnaire survey (burnout tendency, Japanese Burnout Scale, enthusiasm for a job in the past, modified Enthusiasm scale) with 781 workers at mental hospitals showed that burnout characteristics varied according to job descriptions. Specifically, psychiatric social workers, medical assistants, and nurses fell into the high-burnout category, whereas doctors, occupational therapists, and pharmacists fell into the low-burnout category. In addition, in order to compare enthusiasm for a job in the past with current burnout tendencies, factor scores for the respective scales were classified into a low group or a high group and were cross tabulated. The numbers in the cells of the groups indicating the opposite of the definition of burnout (low enthusiasm-high burnout tendency, high enthusiasm-low burnout tendency) were larger. This indicates that having enthusiasm for a job is not a direct factor for burnout, which is different from the presupposition about burnout.

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

    Science.gov (United States)

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

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years (Mage = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design. PMID:28713322

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

    Science.gov (United States)

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

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years (Mage = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design.

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

    Directory of Open Access Journals (Sweden)

    Hannes Zacher

    2017-06-01

    Full Text Available Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012 proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job on job attraction (i.e., individuals' rating of job attractiveness. Eighty-two employees between 19 and 65 years (Mage = 41, SD = 14 indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings. Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012 lifespan perspective on job design.

  2. The Job Market in Diagnostic Radiology 1999: Updated Findings from a Help Wanted Index of Job Advertisements

    National Research Council Canada - National Science Library

    Covey, Anne M; Sunshine, Jonathan; Forman, Howard P

    2000-01-01

    .... The purpose of this article is to report 1999 data on the job market in diagnostic radiology detected using a help wanted index of job advertisements and to profile trends in practice type, location...

  3. Interrelationships among evaluations of beef longissimus and semitendinosus muscle tenderness by Warner-Bratzler shear force, a descriptive-texture profile sensory panel, and a descriptive attribute sensory panel.

    Science.gov (United States)

    Otremba, M M; Dikeman, M E; Milliken, G A; Stroda, S L; Unruh, J A; Chambers, E

    1999-04-01

    The objective of our study was to examine the interrelationships among Warner-Bratzler shear force (WBSF) determinations, evaluation by a highly trained descriptive-texture-profile (DTP) sensory panel, and evaluation by a trained descriptive attribute (DA) sensory panel as affected by muscle fiber orientation of samples and shear-blade type. Longissimus lumborum and semitendinosus muscles (n = 18 of each) were cut into 2.54-cm steaks, which were cooked to 71 degrees C. Cores were obtained with two methods (parallel to the muscle fiber orientation and perpendicular to the cut steak surface), used for WBSF determinations with the typical V-shaped blade and modified WBSF determinations with a flat blade, and presented to the DTP and DA sensory panels. The V-shaped blade resulted in 1.4 to 2.5 kg lower (P panels detected differences among carcass replications; however, a panelist x replication effect (P panel. Both panels detected differences (P panel scores and WBSF values were dependent on blade type and coring method. Blade type and coring method had greater effects on correlations between sensory scores and WBSF values for the DTP panel than for the DA panel. Correlations between scores by both sensory panels and WBSF values were comparable. The more highly trained DTP panelists were more consistent in their evaluations of texture attributes; however, they were more sensitive to muscle fiber orientation. Both panels were effective in detecting differences among carcass replications.

  4. The Høvsøre Tall Wind-Profile Experiment: A Description of Wind Profile Observations in the Atmospheric Boundary Layer

    DEFF Research Database (Denmark)

    Peña, Alfredo; Floors, Rogier Ralph; Gryning, Sven-Erik

    2014-01-01

    at a meteorological mast. The sonic measurements cover the first 100mand the wind lidar measures above 100m every 50min the vertical. Results of the analysis of observations of the horizontal wind-speed components in the range 10–1200 m and surface turbulence fluxes are illustrated in detail, combined with forcing...... for the analysis of vertical wind-speed profiles under a wide range of atmospheric stability, turbulence, and forcing conditions. One of the objectives of the campaign was to serve as a benchmark for flow over flat terrain models. The observations consist of combined wind lidar and sonic anemometer measurements...

  5. Job Olympics.

    Science.gov (United States)

    Gerweck, Debra R.; Chauza, Phyllis J.

    This document consists of materials on Hiawatha (Kansas) High School's 1993 Job Olympics, a competition for high school students with disabilities. The materials are those included in a packet for student participants. A cover/information sheet details eligibility, entry deadline, date and place of competition, opening ceremonies, events, and a…

  6. Job Burnout.

    Science.gov (United States)

    Angerer, John M.

    2003-01-01

    Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

  7. A Study on the Standard of Optician National Licensing Examination by Job Analysis

    Directory of Open Access Journals (Sweden)

    Won Jin Lee

    2004-01-01

    Full Text Available This study shows the optician's job analysis, some questionaire and their analysis. Job description drafed, the standard of questionaire was fixed. Job description is establised on the results of the job analysis by DACUM(Developing A Curriculum Method. The job description formed above 2.15 referred to the results of survey of the importance and perfomance frequency of the job. These elements made a draft of drawing up standard of the Optician National Licensing Examination by Job Analysis.

  8. Job Hazard Analysis

    National Research Council Canada - National Science Library

    1998-01-01

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

  9. Democratic Teaching: An Incomplete Job Description

    Science.gov (United States)

    Bradshaw, Rachel

    2014-01-01

    The importance of public education in democratic states is almost beyond dispute. Too often, though, discussions of democratic education focus solely on policies and systems, forgetting the individual teachers who are ultimately responsible for educating future citizens. This paper attempts to illustrate just how complex and significant the role…

  10. Job Briefs. Career Education Guide.

    Science.gov (United States)

    Dependents Schools (DOD), Washington, DC. European Area.

    The document contains 288 one-page job descriptions based on 1973 information for the following 11 career clusters: automotive technology, business/clerical/sales, computer technology, electricity/electronics, graphic communications, health/cosmetology, agriculture/conservation, artistic/literary/music, mechanical/transportation/construction,…

  11. A descriptive social and health profile of a community sample of adults and adolescents with Asperger syndrome.

    Science.gov (United States)

    Balfe, Myles; Tantam, Digby

    2010-11-12

    Little is known about the health and social profile of adolescents and adults with Asperger syndrome (AS) living in the community. We conducted a study to describe the living, employment and psycho-social situation of a community sample of forty two adults and adolescents with AS, and to describe these indivdiuals' experiences of accessing health services and taking medication. Most respondents (including those over eighteen years of age) lived at home with their parents. Most had trouble reading and responding to other people's feelings, and coping with unexpected changes. Difficulties with life skills, such as cleaning, washing and hygiene were prevalent. The majority of respondents were socially isolated and a large minority had been sexually or financially exploited. Almost all respondents had been bullied. Mental health problems such as anxiety or depression were common. 30% of respondents said that they regularly became violent and hit other people and 15% had attempted suicide. More positively, the majority of respondents felt that they could access health services if they had a health problem. The results of this study suggest a relatively poor social and health profile for many people with Asperger syndrome living in the community, with high levels of social problems and social exclusion, and difficulties managing day to day tasks such as washing and cleaning; these findings support the results of other studies that have examined psycho-social functioning in this group.

  12. A descriptive social and health profile of a community sample of adults and adolescents with Asperger syndrome

    Directory of Open Access Journals (Sweden)

    Tantam Digby

    2010-11-01

    Full Text Available Abstract Background Little is known about the health and social profile of adolescents and adults with Asperger syndrome (AS living in the community. We conducted a study to describe the living, employment and psycho-social situation of a community sample of forty two adults and adolescents with AS, and to describe these indivdiuals' experiences of accessing health services and taking medication. Findings Most respondents (including those over eighteen years of age lived at home with their parents. Most had trouble reading and responding to other people's feelings, and coping with unexpected changes. Difficulties with life skills, such as cleaning, washing and hygiene were prevalent. The majority of respondents were socially isolated and a large minority had been sexually or financially exploited. Almost all respondents had been bullied. Mental health problems such as anxiety or depression were common. 30% of respondents said that they regularly became violent and hit other people and 15% had attempted suicide. More positively, the majority of respondents felt that they could access health services if they had a health problem. Conclusions The results of this study suggest a relatively poor social and health profile for many people with Asperger syndrome living in the community, with high levels of social problems and social exclusion, and difficulties managing day to day tasks such as washing and cleaning; these findings support the results of other studies that have examined psycho-social functioning in this group.

  13. A descriptive social and health profile of a community sample of adults and adolescents with Asperger syndrome

    Science.gov (United States)

    2010-01-01

    Background Little is known about the health and social profile of adolescents and adults with Asperger syndrome (AS) living in the community. We conducted a study to describe the living, employment and psycho-social situation of a community sample of forty two adults and adolescents with AS, and to describe these indivdiuals' experiences of accessing health services and taking medication. Findings Most respondents (including those over eighteen years of age) lived at home with their parents. Most had trouble reading and responding to other people's feelings, and coping with unexpected changes. Difficulties with life skills, such as cleaning, washing and hygiene were prevalent. The majority of respondents were socially isolated and a large minority had been sexually or financially exploited. Almost all respondents had been bullied. Mental health problems such as anxiety or depression were common. 30% of respondents said that they regularly became violent and hit other people and 15% had attempted suicide. More positively, the majority of respondents felt that they could access health services if they had a health problem. Conclusions The results of this study suggest a relatively poor social and health profile for many people with Asperger syndrome living in the community, with high levels of social problems and social exclusion, and difficulties managing day to day tasks such as washing and cleaning; these findings support the results of other studies that have examined psycho-social functioning in this group. PMID:21070680

  14. Predictors of Job Stress among Secondary School Teachers in ...

    African Journals Online (AJOL)

    Data were analysed using descriptive analysis, t-test and Multiple Regression Statistical Analysis. The findings of this study revealed that situational factors (job demands, role and change) job and dispositional factors (control, relationship, and support) accounted for 78.1% of the variance in the teachers' job stress (R = 795 ...

  15. WORK-FAMILY ROLE CONFLICT AND JOB PERFORMANCE ...

    African Journals Online (AJOL)

    Prof

    jobs, whereas task performance is job specific; (2) task performance is predicted mainly by ability, whereas contextual performance is mainly predicted by motivation and personality; (3) task performance is in-role behaviour and part of the formal job- description, whereas contextual performance is extra-role behaviour and ...

  16. Selection and scheduling of jobs with time-dependent duration

    African Journals Online (AJOL)

    job scheduling where the duration of the jobs is time dependent [1, 6]. A vast number ..... The description of the variables required in modelling the case where the job duration depends on the start times is given .... (8), (18) and (19), that should also be taken into account and that are not reflected in. Table 1. All four of the ...

  17. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience showed significant correlation with job satisfaction. The study also suggested some.

  18. Investigating the effect of job stress and emotional intelligence on job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiee

    2013-09-01

    Full Text Available Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance.

  19. Gender Influence on Job Satisfaction and Job Commitment among Colleges of Education Lecturers

    Science.gov (United States)

    Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

    2015-01-01

    This study examines gender influence on job satisfaction and job commitment among Colleges of Education lecturers. The descriptive survey research design was adopted. The sample consisted of thirty male and thirty female lecturers from Osun State College of Education, Ila-Orangun. Questionnaire was the instrument used to collect data. Two null…

  20. Here Today, Jobs of Tomorrow: Opportunities in Information Technology.

    Science.gov (United States)

    Veneri, Carolyn M.

    This report outlines job opportunities in the field of computer information technology and the requirements for jobs in this field. Jobs profiled include computer programmers, systems analysts, computer engineers, and database administrators, computer support specialists, and other computer scientists. The report then summarizes the labor market…

  1. Overcoming job stress

    Science.gov (United States)

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  2. Descriptive sensory evaluations

    DEFF Research Database (Denmark)

    Dehlholm, Christian

    . The new methods were compared to the Flash Profile, Napping and conventional descriptive profiling. Furthermore, an approach for applying confidence ellipses to Multiple Factor Analysis (MFA) results from the statistical package R were suggested for the graphical validation and comparisons. PN allowed...... descriptive methodology is proposed and, based on the findings and evaluations of the studies, a concept scale that combines holistic and analytic assessor responses is proposed for future evaluations....

  3. How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study.

    Science.gov (United States)

    Giles, Michelle; Parker, Vicki; Mitchell, Rebecca; Conway, Jane

    2017-01-01

    There is a direct link between job satisfaction, nurses' job performance and improved patient outcomes. Understanding what job characteristics influence job satisfaction is vital if health organizations are to optimize individual employee satisfaction and performance. This is particularly necessary in the Nurse Consultant role, which is a multifaceted role that has evolved to meet the dynamic and changing needs of health services. This study aims to examine how job characteristics influence Nurse Consultant job satisfaction and identify differences across metropolitan and rural contexts. This paper presents quantitative findings that are part of a larger prospective cross sectional mixed method study. An online survey consisting of a variety of job characteristic factors was administered to all NCs working in a large Local Health District in New South Wales, Australia over an 8-week period in 2010. Descriptive analysis identified NC's perceptions of job satisfaction and job characteristics in their current role and factor and regression analysis identified relationships between these factors. Job satisfaction was identified as high (mean 4.3) and is strongly correlated with job autonomy, role clarity, role conflict and job support. A high level of role clarity has a moderating effect on the relationship between job autonomy and job satisfaction. Study findings inform how we prepare nurses for the NC role and how managers engage with and support NCs in their role taking into account context. Understanding the factors that influence job satisfaction and role effectiveness gives managers valuable information to assist in positioning and supporting these roles to maximize effectiveness across integrated and contemporary models of health care delivery.

  4. Heterosexual Allies: A Descriptive Profile

    Science.gov (United States)

    Goldstein, Susan B.; Davis, Denise S.

    2010-01-01

    Forty-six heterosexual members of a college-based gay/straight alliance organization were surveyed to investigate characteristics of students who commit to acting as allies in reducing sexual prejudice. Assessment focused on the students' history of intergroup contact and exposure to sexual prejudice prior to joining the gay/straight alliance,…

  5. 40 CFR 123.22 - Program description.

    Science.gov (United States)

    2010-07-01

    ... employees. The State need not submit complete job descriptions for every employee carrying out the State... 40 Protection of Environment 21 2010-07-01 2010-07-01 false Program description. 123.22 Section... PROGRAM REQUIREMENTS State Program Submissions § 123.22 Program description. Any State that seeks to...

  6. Determinants of Indian physicians′ satisfaction & dissatisfaction from their job

    Directory of Open Access Journals (Sweden)

    Meenakshi Sharma

    2014-01-01

    Full Text Available Background & objectives: Physicians′ satisfaction/dissatisfaction from their job is an important factor associated with health service that deals with human life. This study was conducted to ascertain overall level and proportion of physicians′ satisfaction from their job as well as to identify those components that influenced it. Methods: A comprehensive customized questionnaire was used with Section A to assess demographic profile of physicians and Section B to assess satisfaction. Response to each question was devised using Likert scale. Likert scale responses were converted to normal scale so that statistical procedures could be naturally developed. A total of 170 physicians were selected using multistage sampling. Questionnaire was administered on one to one basis to avoid non-response. Precise and contextualized descriptive and inferential statistical procedures were used for analysis. Results: Of the 140 physicians, 103 (74% were satisfied from their job with average score of 19.15 ± 11.46 while 37 (26% were dissatisfied with average score -09.27 ± 06.30. Nine out of 15 components were found significant (P<0.05. Conclusions: Comparative assessment of the present results with those of other studies revealed that satisfaction percentage of Indian physicians and those of the developed countries were almost the same. Perhaps, magnitude of satisfaction level (average score of the Indian physicians were towards the lower side. Nine determinants, identified in this study can be used safely to assess any professionals′ satisfaction.

  7. Job satisfaction survey among health centers staff.

    Science.gov (United States)

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a two-part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains. Reliability was obtained for each domain and its validity was reported 0.93. The results showed an overall satisfaction score averages 43.55 ± 12.8 (from 100). Job satisfaction score was not significantly different between the sexes. However, within the current attitude toward job satisfaction, men scores was better than women (P = 0.001). Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion. The more the years of work, the less the job satisfaction was. The attitude toward the current job had a direct relationship with income (P = 0.01). There was a significant inverse relationship between educational level and job satisfaction in domains promotion, income, and benefits (P = 0.01). The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work.

  8. A Qualitative Study of Job Interviewers’ Implicit Person Theories

    DEFF Research Database (Denmark)

    Lundmann, Lars

    2017-01-01

    Job interviewers’ implicit person theories (i.e., beliefs that personalities are adaptable or fixed) were examined through a qualitative analysis of interviews with job interviewers. The study demonstrates that job interviewers tend to use generalized trait descriptions of applicants when...... determining their selection. This is problematic because it neglects the context’s interference with the applicant—for example, the effect of a new manager, colleagues, or company culture. The study demonstrates that job interviewers implicitly assume that the impressions they form of an applicant during...... the job interview are easily transferrable to the job they are seeking to fill. Thus, job interviewers appear to view applicants as persons with fixed personality traits, despite human adaptability. This is not necessarily because the job interviewer has a stable implicit entity theory of persons; instead...

  9. Relationship Of Core Job Characteristics To Job Satisfaction And ...

    African Journals Online (AJOL)

    In order to clarify the conceptual and empirical distinction between job satisfaction and job involvement constructs, this study investigates the relationship between construction workers core job characteristics, job satisfaction and job involvement. It also investigates the mediating role of job satisfaction between core job ...

  10. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  11. Nurses' exhaustion: the role of flow at work between job demands and job resources.

    Science.gov (United States)

    Zito, Margherita; Cortese, Claudio G; Colombo, Lara

    2016-01-01

    In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.

  12. Job Satisfaction Level of ICT Coordinators: The case of Hatay Province

    Directory of Open Access Journals (Sweden)

    Hamide Şahinkayası

    2013-12-01

    Full Text Available The purpose of this study was to investigate the ICT Coordinators' (BİTEFOs’ level of job satisfaction and to propose a frame of job description and working principles for these coordinators. Population of this study consisted of all BİTEFOs working in the city of Hatay. Analyses of the data showed that BİTEFOs’ job satisfaction level was at medium level. From the sub dimensions of the scale, the lowest job satisfaction level was observed in private life, whereas the highest one was success-motivation. From the particular factors influencing their job satisfaction level, the ambiguity and oldness of the BİTEFO’s job description and working principles seem to be the reasons of low job satisfaction level. Because of that, a new frame of BİTEFO job definition and working principles was offered to remove the determined problems based on job satisfaction level

  13. Investigation of Job Satisfaction Levels of School Administrators and Teachers

    Science.gov (United States)

    Sener, Gönül; Boydak Özan, Mukadder

    2017-01-01

    The main purpose of the research is to determine the job satisfaction levels of school administrators and teachers. The descriptive method based on screening model for revealing the existing situation was used in the study. An attempt to determine the job satisfaction levels of administrators and teachers in educational organizations was made in…

  14. The Separate Constructs of Communication Satisfaction and Job Satisfaction.

    Science.gov (United States)

    Gregson, Terry

    1991-01-01

    A random sample of 889 certified public accountants was administered modified versions of the Job Descriptive Index and the Downs and Hazen Communication Satisfaction Questionnaire. There were 310 (35 percent) usable questionnaires returned. Factor analysis indicated that the accountants viewed job satisfaction and communication satisfaction as…

  15. [Today's jobs in the healthcare sector are comparable to other professions].

    Science.gov (United States)

    Conrad, H-J

    2014-08-01

    By applying current standards of job descriptions and performance profiles in the healthcare sector, this article focuses on the issue whether there are fundamental differences between physicians and other healthcare professionals compared to other professions. There are special requirements for physicians, such as a university degree, but the same also holds true for other professions. The increasing economization of the healthcare sector in recent years has led to a situation where differences in the standards for healthcare professionals when compared to other occupations are no longer apparent. Medical directors at university hospitals also have to conform to standards that are applied to executive managers in other businesses. Besides the obvious professional skills, communication with patients and collaborators, knowledge of economics and leadership competence are also mandatory. This does not exclude the impression that physicians and nurses subjectively see in their profession more than just a job but truly a vocation.

  16. Nurse practitioner's characteristics and job satisfaction.

    Science.gov (United States)

    Wild, Priscilla; Parsons, Virgil; Dietz, Elizabeth

    2006-11-01

    To identify the demographics and job satisfaction levels of currently working nurse practitioners (NPs) in California. The Mueller McCloskey Satisfaction Scale (MMSS) was mailed to a random sample of 200 California NPs with active licensure. Descriptive analysis was employed. The NPs reported high levels of job satisfaction according to the MMSS. Aspects of the job that showed significant levels of satisfaction were schedules, flexibility of hours, and interprofessional relationships. NPs were least satisfied with not having professional opportunities such as participation in nursing research, writing/publishing, and belonging to a department/nursing committee. The findings may be used to guide NP recruitment and retention strategies, influence practice issues, and facilitate job satisfaction for NPs by employing agencies.

  17. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

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

  18. 34 CFR 675.32 - Program description.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Program description. 675.32 Section 675.32 Education..., DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.32 Program description. An institution may expend up to the lesser of $50,000 or 10 percent of its FWS allocation and...

  19. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Science.gov (United States)

    Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  20. Levels of Job Satisfaction and Performance of Sports Officers in Lagos State Secondary Schools

    Science.gov (United States)

    Onifade, Ademola; Keinde, Idou; Kehinde, Eunice

    2009-01-01

    The purpose of this paper was to examine the relationship between job satisfaction levels of sports officers and sports performance of secondary schools in Lagos State. Data were collected from 200 subjects across 10 Local Education Districts. Job Descriptive Index was used to determine job satisfaction while performance in the Principals' Soccer…

  1. An international perspective: job satisfaction among transplant nurses.

    Science.gov (United States)

    Russell, Cynthia L; Van Gelder, Frank

    2008-03-01

    The high demand for transplant nurses across the world leads us to examine job design and job satisfaction because job satisfaction is linked to better outcomes for patients. To describe international transplant nurses' perspectives of job design and job satisfaction by using Herzberg's theory of motivation. Descriptive, correlational design. An electronic version of the Job Design and Job Satisfaction survey was mailed to all members of the International Transplant Nurses Society. A total of 331 members of the International Transplant Nurses Society responded to the survey. The mean age of respondents was 44.12 years, they had worked a mean of 19.12 years in nursing and 10.22 years in transplantation, and 50.6% of respondents were transplant nurse coordinators. Respondents were very satisfied overall with their jobs; they perceived that transplant nursing requires a high level of nonrepetitive, complex skills, autonomy in personal initiative and judgment, cooperation and collaboration with others, and that the job allows for completion of the work. Respondents were satisfied with pay, fringe benefits, and supervision. The feeling that the job could positively and significantly affect others was very strong. Results of this study provide empirical evidence supporting the perceived benefits and challenges of working in transplantation and support Herzberg's theory that motivators leading to job satisfaction include achievement, recognition, the work itself, responsibility, and advancement. Transplant nursing includes many of these motivators and desirable characteristics, including autonomy and working with a multidisciplinary team on a clear, patient-centered goal.

  2. Structural model of certified pharmacy technicians' job satisfaction.

    Science.gov (United States)

    Desselle, Shane P; Holmes, Erin R

    2007-01-01

    To determine the effects of worklife attitudes on certified pharmacy technicians' job satisfaction. Cross-sectional descriptive design. United States in January 2004. Random sample of 3200 certified pharmacy technicians (CPhTs) acquired from the Pharmacy Technician Certification Board. Mail survey. Responses to previously validated instruments measuring quality of worklife attitudes. Hypothesized relationships between these worklife attitudes (job stress, future uncertainty, career commitment, organizational commitment, supervisor support, coworker support, employer support) and job satisfaction were tested with structural equation modeling. The results provided adequate support for the hypothesized, partially mediated (comparative fit index [CFI] = 0.091, root mean square error of approximation [RMSEA] = 0.073), fully mediated (CFI = 0.091, RMSEA = 0.073) and direct effects (CFI = 0.922, RMSEA = 0.066) models, each exhibiting moderate fit. As predicted, job stress negatively affected job satisfaction among CPhTs. However, the negative effects of job stress were mitigated by supervisor support, which, along with employer and coworker support, was positively related to job satisfaction. Future uncertainty also was found to be negatively related to job satisfaction; this relationship was mediated by organizational commitment. Job stress was present in CPhTs, although not to the degree pharmacists have reported it. Job stress negatively affected job satisfaction, but this was mitigated by supervisor support. CPhTs reported uncertainty about their future career plans. Commitment to their current employer lessened this uncertainty. Pharmacy managers should consider including CPhTs in goal setting and career planning.

  3. Determinants of Job Satisfaction among Healthcare Workers at a Tertiary Care Hospital

    Directory of Open Access Journals (Sweden)

    Roopalekha Jathanna

    2011-11-01

    Full Text Available Job satisfaction can be defined as "the extent to which people like or dislike their jobs". This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. Family Roles are patterns of behavior by which individuals fulfill family functions and needs. Family role changes may affect their daily activities including a person’s work. Unlike traditional job satisfaction surveys, this study was trying to explore the correlation between employee’s personal profile and their satisfaction in their job. The personal profile determinants which were compared with overall job satisfaction were - Age, Gender, Work experience, marital status, dependent children and parents. It revealed that majority of the determinants studied were having positive impact on the job satisfaction. It is interesting to note that comparatively young employees with dependents were more satisfied with their job. They were feeling satisfied and motivated to work as they were contributing to the family.

  4. Marco Ontológico para la Gestión de Perfiles de Cargos basada en Competencias Laborales (Ontological Framework for the Management of Job Profiles based on Labor Competencies

    Directory of Open Access Journals (Sweden)

    franklin jose sandoval

    2017-05-01

    vacantes en el contexto de un caso de estudio dentro del dominio de la Administración Pública Nacional (APN. English abstract Due to constant changes in the environment, organizations must adapt to technological advances and changes caused in the associated processes. Accordingly, staff is required highly motivated and qualified to facilitate their adaptation to high variability, it is necessary to improve worker performance by identifying potential that contribute to the formation of career plans and the creation of replacement tables. However, there are limitations that prevent to reach the total talent development, because making a selection, evaluation or training of personnel, it is a complex process due to it being necessary to process large volumes of scattered information, no agreed or standardized, it can also be interpreted in different ways. For this, we propose the construction of an Ontological Framework for Job Profiles Management that provide a generalized solution for the exchange of information and services, inter-operate collaboratively with business systems related to the management of human talent. To this end, we combine three basic components: first, the definition of job profiles management model; Second, the definition and construction of an ontology to share information and build knowledge within an ontological Manager; Finally, the definition of a framework with an approach to identify processes, activities and interfaces related to the job profiles. The union of these components allows systematically support performance evaluation and therefore the development of human talent, reusing knowledge that optimizes the management of organizational talent. Developed functional prototypes allowed share and organize information of: profiles, performance, gaps and vacancies in the context of a case of study within the domain of the national public administration (APN.

  5. The application of subjective job task analysis techniques in physically demanding occupations: evidence for the presence of self-serving bias.

    Science.gov (United States)

    Lee-Bates, Benjamin; Billing, Daniel C; Caputi, Peter; Carstairs, Greg L; Linnane, Denise; Middleton, Kane

    2017-09-01

    The aim of this study was to determine if perceptions of physically demanding job tasks are biased by employee demographics and employment profile characteristics including: age, sex, experience, length of tenure, rank and if they completed or supervised a task. Surveys were administered to 427 Royal Australian Navy personnel who characterised 33 tasks in terms of physical effort, importance, frequency, duration and vertical/horizontal distance travelled. Results showed no evidence of bias resulting from participant characteristics, however participants who were actively involved in both task participation and supervision rated these tasks as more important than those involved only in the supervision of that task. This may indicate self-serving bias in which participants that are more actively involved in a task had an inflated perception of that task's importance. These results have important implications for the conduct of job task analyses, especially the use of subjective methodologies in the development of scientifically defensible physical employment standards. Practitioner Summary: To examine the presence of systematic bias in subjective job task analysis methodologies, a survey was conducted on a sample of Royal Australian Navy personnel. The relationship between job task descriptions and participant's demographic and job profile characteristics revealed the presence of self-serving bias affecting perceptions of task importance.

  6. Job-Structure and Job-Related Information

    OpenAIRE

    川上, 善郎

    1981-01-01

    The requirements of job-related information in many domain, such as personnel selection, placement, training, personnel appraisal, job evaluation, job design etc, have developed many techniques of job analysis.In this paper, several approaches to analyze the job characteristics are reviewed; (a) conventional approach, (b) worker-oriented approach, and (c) perceived job characteristics approach.In addition, new direction of job-related information is discussed.

  7. Are healthcare middle management jobs extreme jobs?

    Science.gov (United States)

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

    2013-01-01

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

  8. Soil profile description and soil moisture determination through time domain reflectometer (TDR) under different conservation agriculture practices in Claveria, Northern Mindanao

    OpenAIRE

    Mercado, Agustin R., Jr.; Gonzaga, A.; Reyes, Manuel R.

    2012-01-01

    Conservation Agriculture Practice Systems (CAPS) is a wholistic system approach that necessitates the understanding of several soil properties and components. A soil profile is a vertical section of the of the soil exposing all of its horizons. Determination of soil profile will characterize the unique individual properties (physical, Chemical and Biological) of each horizon- a vital ingredient for a truly sustainable conservation farming. LTRA-12 (Conservation agriculture for food securit...

  9. Job satisfaction among emergency department staff.

    Science.gov (United States)

    Suárez, M; Asenjo, M; Sánchez, M

    2017-02-01

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

  10. The relationship between personal characteristics, communication, and job satisfaction

    Directory of Open Access Journals (Sweden)

    Masoomeh Arabshahi

    2014-07-01

    Full Text Available In this study, staff job satisfaction were evaluated according to their personality differences by assessing five personality factors, based on NEO-FFI scoring and those components, which are directly associated with job satisfaction. In this regard, three data collection tools including communication satisfaction questionnaires, job descriptions index and five personality trait questionnaire were used. Based on the findings there was a positive and significant relationship between job satisfaction and personality traits (r = 0.97, and job satisfaction was depended on communication satisfaction. This research showed that communication satisfaction and job satisfaction could be predicted based on the five personality traits, which are nervousness, extraversion, empiricism, responsibility, and compatibility with others.

  11. Movie Description

    OpenAIRE

    Rohrbach, A; A Torabi; Rohrbach, M.; Tandon, N.; C.; Pal; Larochelle, H; Courville, A.; Schiele, B.

    2017-01-01

    Audio Description (AD) provides linguistic descriptions of movies and allows visually impaired people to follow a movie along with their peers. Such descriptions are by design mainly visual and thus naturally form an interesting data source for computer vision and computational linguistics. In this work we propose a novel dataset which contains transcribed ADs, which are temporally aligned to full length movies. In addition we also collected and aligned movie scripts used in prior work and co...

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

    African Journals Online (AJOL)

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

  13. Lovely and lousy jobs

    OpenAIRE

    Alan Manning

    2013-01-01

    The phenomenon of 'job polarisation' is increasing inequality as the labour market splits into high- and low-wage work. According to Alan Manning, who coined the term a decade ago, we cannot ignore job polarisation - but with sensible policies, we can manage it. Aiming for greater equality in the distribution of human capital is as important as ever. The most compelling explanation for job polarisation lies in the nature of technical progress: machines and software programs have been replacin...

  14. Job strain among registered nurses and other hospital workers.

    Science.gov (United States)

    Seago, J A; Faucett, J

    1997-05-01

    The authors describe factors associated with job strain for various job titles in the acute care hospital using the Karasek Job Strain Model, discuss the reliability and validity of the Job Content Questionnaire, and discuss use of the model to enhance the work environment. The Karasek Job Strain Model has been used to describe many occupations in the United States and other countries. Some research indicates that occupations that arouse stress hormones are those in which employees have little job control or must complete psychologically demanding tasks, such as those under time pressure, and these positions can be describe as high-strain jobs. This descriptive correlational study was conducted at five tertiary care hospitals on the West Coast. A purposive volunteer sample of staff members working at least 20 hours per week in the adult medical-surgical and specialty nursing units was recruited. Mean scores for each of the nursing units and the overall mean scores for the staff in the initial analysis fell into the Active Work quadrant of the Karasek Job Strain Model. When nursing job titles were analyzed, registered nurses had significantly higher Decision Latitude scores than did nurse assistants (P Working with nurse assistants to appropriately increase decision latitude related to their work has the potential to enhance the work environment by reducing job strain and improving staff health and morale.

  15. Job characteristics and mental health for older workers.

    Science.gov (United States)

    Mc Carthy, V J C; Cronly, J; Perry, I J

    2017-07-01

    Adverse job characteristics have been linked with increased incidence of depression and anxiety in working populations. However, the association between job characteristics and mental health, in an older working population while controlling for personality traits, is less well known. To examine the association between job characteristics (job demands and job control) and mental health (depression and anxiety) for older workers while controlling for personality traits. A sample of workers aged 50-69 years were recruited from a primary health care clinic in Southern Ireland. Job characteristics were measured using the Copenhagen Psychosocial Questionnaire; demands (quantitative and cognitive) and control (influence at work and possibilities for development). Personality traits were measured using the Ten-Item Personality Inventory, depression was measured using the Center for Epidemiological Studies-Depression Scale and anxiety was measured using the Hospital Anxiety and Depression Scale. Descriptive analysis, simple and multiple linear regression analyses were conducted. The final sample size was 1025 with an initial 67% response rate. Multiple linear regression analysis showed job characteristics (in particular, job demands) to be significant positive predictors of symptoms of depression and anxiety. The inverse was true for job control variables and symptoms of depression. Neither possibilities for development nor influence at work were associated with symptoms of anxiety. Our findings indicate that despite potential confounders, higher demands at work can impact the worker's mental health negatively. Reducing job demands and encouraging role development may benefit the mental health of older workers.

  16. The best man (f/m) for the job: The impact of the wording of employment advertisements on students’ inclination to apply for a job.

    NARCIS (Netherlands)

    Born, M.P.; Taris, T.W.

    2010-01-01

    Students' inclination to apply for a job was examined as a function of (1) the wording of the desired candidate's profile specified in the employment advertisement and (2) applicant gender. Previous research found that women are more inclined than men to apply for jobs that include a profile

  17. Perceived job importance and job performance satisfaction of selected clinical nutrition management responsibilities.

    Science.gov (United States)

    Pratt, Peggy E; Kwon, Junehee; Rew, Martha L

    2005-07-01

    A nationwide survey of clinical nutrition managers was conducted to assess perceived importance of selected job responsibilities and perceived performance satisfaction of those job responsibilities. A questionnaire was developed to achieve the study objectives, validated by an expert panel, and pilot-tested prior to data collection. All members of the American Dietetic Association's Clinical Nutrition Management dietetic practice group (N=1,668) were asked to rate the importance of selected job responsibilities and their satisfaction with those responsibilities using Likert-type scales with descriptions. Results revealed that clinical nutrition managers perceived all job responsibilities listed in the questionnaire to be important (ie, the mean score of each responsibility was >3.0 of a 4.0 scale). Respondents rated regulatory-related job responsibilities as most important and were most satisfied with their performance of these responsibilities. Following regulatory-related responsibilities, clinical nutrition managers perceived patient satisfaction and staff retention to be more important than other responsibilities. In general, clinical nutrition managers were more satisfied with their job performance for job responsibilities that they ranked as more important.

  18. Differentiation of Arcobacter species by numerical analysis of AFLP profiles and description of a novel Arcobacter from pig abortions and turkey faeces

    DEFF Research Database (Denmark)

    On, Stephen L.W.; Harrington, C.S.; Atabay, H.I.

    2003-01-01

    revealed five phenons at the 29% similarity level, four of which represented each of the known species studied. The remaining phenon was further characterized by phenotypic and 16S rDNA sequence analyses, the results of which indicated it to be a novel Arcobacter species. The genetically distinct subgroups......, and a previously unclassified porcine abortion strain were studied. AFLP profiling was performed using a BglII-Csp6I-based protocol previously used to characterize Campylobacter species. Duplicate profiles of 20 isolates were 93.25% similar, indicating high reproducibility. Numerical analysis of all 72 strains...

  19. Descriptive Research

    DEFF Research Database (Denmark)

    Wigram, Anthony Lewis

    2003-01-01

    starts will allow effect size calculations to be made in order to evaluate effect over time. Given the difficulties in undertaking controlled experimental studies in the creative arts therapies, descriptive research methods offer a way of quantifying effect through descriptive statistical analysis...

  20. Comparison of cook loss, shear force, and sensory descriptive profiles of broiler breast fillets cooked from a frozen state and cooked after freeze/thaw

    Science.gov (United States)

    Four replications were conducted to compare quality measurements, cook loss, shear force, and sensory quality profiles of cooked broiler breast meat (pectoralis major) prepared directly from a frozen state and prepared after freeze/thaw. In each replication, fresh broiler fillets (removed from carca...

  1. Job characteristics as determinants of job satisfaction and labour mobility

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

    This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel (GSOEP) in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job, which are qualified as status, physical strain, autonomy, advancement opportunities, social relations at the work place, work time and job security. The effects of these facto...

  2. Branding McJobs

    DEFF Research Database (Denmark)

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...

  3. Job control and coworker support improve employee job performance.

    Science.gov (United States)

    Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

    2010-01-01

    We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

  4. Job crafting: Towards a new model of individual job redesign

    Directory of Open Access Journals (Sweden)

    Maria Tims

    2010-12-01

    Full Text Available Orientation: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs.Research purpose: The purpose of the study was to fit job crafting in job design theory.Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences.Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting.Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand.Practical/managerial implications: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics.Contribution/value-add: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.

  5. Job satisfaction and Job stress among various employees of tertiary care level hospital in central Uttar Pradesh, India

    Directory of Open Access Journals (Sweden)

    Ruchi Yadav

    2017-03-01

    Full Text Available Introduction: Job satisfaction defined as the end state of feeling, the feeling that is experienced after a task is accomplished. Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or need of the worker. Objectives: To study the relationship between job satisfaction and job stress among various employees of tertiary care level hospital and to find the co-relates of job stress and job satisfaction. Materials & Methods: A cross sectional study carried out for a period of 2 month among various employees working in Uttar Pradesh University of Medical Sciences, Saifai, Etawah, Uttar Pradesh, a tertiary care level hospital. A total 225 Participants 75 from each medical, paramedical and office staff were selected by purposive sampling technique. The study was conducted using pretested structured questionnaire regarding socio-demographic profile, job satisfaction and job stress. Data was analyzed using chi square test. Result: A total of 225 participants,75 from each medical, paramedical and office staff were interviewed. On doing analysis of questionnaire regarding job satisfaction and job stress it was found that majority believe that their job was well recognized and working in a good institute and were not satisfied with the management and salary and were coping well with their job stress and were having average level of satisfaction. Conclusion: The present study conclude that majority of the participants felt they are well recognized with their job, working in a good institute but not satisfied with the management and salary.

  6. Description, accessibility and usage of SOIR/Venus Express atmospheric profiles of Venus distributed in VESPA (Virtual European Solar and Planetary Access)

    Science.gov (United States)

    Trompet, L.; Geunes, Y.; Ooms, T.; Mahieux, A.; Wilquet, V.; Chamberlain, S.; Robert, S.; Thomas, I. R.; Erard, S.; Cecconi, B.; Le Sidaner, P.; Vandaele, A. C.

    2018-01-01

    Venus Express SOIR profiles of pressure, temperature and number densities of different constituents of the mesosphere and lower thermosphere of Venus are the only experimental data covering the 60 km to 220 km range of altitudes at the terminator of Venus. This unique dataset is now available in the open access VESPA infrastructure. This paper describes the content of these data products and provides some use cases.

  7. Descriptive statistics.

    Science.gov (United States)

    Shi, Runhua; McLarty, Jerry W

    2009-10-01

    In this article, we introduced basic concepts of statistics, type of distributions, and descriptive statistics. A few examples were also provided. The basic concepts presented herein are only a fraction of the concepts related to descriptive statistics. Also, there are many commonly used distributions not presented herein, such as Poisson distributions for rare events and exponential distributions, F distributions, and logistic distributions. More information can be found in many statistics books and publications.

  8. The God of Job

    Directory of Open Access Journals (Sweden)

    Leonard Mare

    2012-02-01

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

  9. The Impact of the Wording of Employment Advertisements on Students’ Inclination to Apply for a Job

    NARCIS (Netherlands)

    Born, M.P.; Taris, T.W.

    2010-01-01

    Students' inclination to apply for a job was examined as a function of (1) the wording of the desired candidate's profile specified in the employment advertisement and (2) applicant gender. Previous research found that women are more inclined than men to apply for jobs that include a profile

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... Background: The relationship that exists between job stress and job satisfaction has been investigated across several professional groups. Aim: The study assessed the job satisfaction, perception of job stress and psychological morbidity among journalists in a state in the Southern part of Nigeria. Methods: ...

  11. Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

    DEFF Research Database (Denmark)

    Munch, Jakob R.

    2010-01-01

    This paper focuses on the adjustment costs of globalisation by studying the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1990-2003. A competing risks duration model that distinguishes between job-to-job and job...

  12. The Job Training and Job Satisfaction Survey Technical Manual

    Science.gov (United States)

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

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

    African Journals Online (AJOL)

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

  14. Designing the organizational creativity based on job characteristics and job involvement among physical education units’ employees of Technology University

    Directory of Open Access Journals (Sweden)

    Seyed Hossein Alavi

    2017-10-01

    Full Text Available The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts and construct validity. The research results were analyzed by Partial Least Square (PLS and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41. However, the job characteristics of autonomy (0.26 and job feedback (.024 had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

  15. The relationshipbetweenjob satisfactionwith general healthand job burnout workers inanautomotive industry

    Directory of Open Access Journals (Sweden)

    2013-02-01

    Material and Method: This study was a descriptive - analytical study conducted among. 120 workers in an automobile manufacturing industry in Tehran.the samples were selected using simple sampling method. Data were collected using, job satisfaction questionnaire Barry field, GHQ-28 and self-evaluation scale questionnaire. The data were analyzed using SPSS software. . Result: In this study 95% of individuals had low job satisfaction and moderated. In addition, 73/6% significant of people were likely to burnout, and 55% were people with mental health disorders. There was Inverse relationship between job satisfaction and general health the whole item. The direct correlation between the variables of general health and burnout, and there was a significant variable. The inverse relationship between job satisfaction and burnout, there was significant. . Conclusion: Given the obvious relationship between burnout and job satisfaction with public health, industry executives need to learn and improve incentive programs to promote employment, human relations and feelings of efficacy and bring into force.

  16. Organizational structure and job satisfaction in public health nursing.

    Science.gov (United States)

    Campbell, Sara L; Fowles, Eileen R; Weber, B Jan

    2004-01-01

    The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

  17. Job satisfaction of Malaysian registered nurses: a qualitative study.

    Science.gov (United States)

    Atefi, Narges; Abdullah, Khatijah L; Wong, Li P

    2016-01-01

    Job satisfaction is an important factor in health care settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. However, there have not been any studies exploring the job satisfaction of Malaysian nurses. The main purpose of this qualitative descriptive study was to explore the factors related to feelings of job satisfaction as well as job dissatisfaction experienced by registered nurses in Malaysia. A convenient sample of 46 Malaysian nurses recruited from a large hospital (number of beds = 895) participated in the study. A total of seven focus group discussions were conducted with nurses from surgical, medical and critical care wards. A semi-structured interview guide was used to facilitate the interviews, which were audio-recorded, transcribed verbatim and checked. The transcripts were used as data and were analysed using a thematic approach. The study identified three main themes that influenced job satisfaction: (1) nurses' personal values and beliefs; (2) work environment factors and (3) motivation factors. Concerning the nurses' personal values and beliefs, the ability to help people made the nurses felt honoured and happy, which indirectly contributed to job satisfaction. For work environment factors, team cohesion, benefit and reward, working conditions play an important role in the nurses' job satisfaction. Motivation factors, namely, professional development and clinical autonomy contributed to job satisfaction. It is important for nurse leaders to provide more rewards, comfortable work environments and to understand issues that affect nurses' job satisfaction. Our findings highlight the importance of factors that can improve nurses' job satisfaction. The study provides basic information for hospital administrators in planning effective and efficient policies to improve nursing job satisfaction in order to increase the quality of patient care and decrease nursing turnover. © 2014

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

    Science.gov (United States)

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

    2016-04-01

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

  19. Illusions of Job Segregation.

    Science.gov (United States)

    Scanlan, James P.

    1988-01-01

    Discusses the use of statistical analysis to identify patterns of discrimination in employment. Analyzes the effects of job segregation on women and minorities at the American Telephone and Telegraph Company. (FMW)

  20. Human Factors Job Aid

    Science.gov (United States)

    1996-12-09

    The purpose of this Human Factors Job Aid is to serve as a desk reference for : human factors integration during system acquisition. The first chapter contains : an overview of the FAA human factors process in system acquisitions. The : remaining eig...

  1. Management job ads

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2014-01-01

    jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate......The article asks whether it is not the responsibility of corporations to address the issue of women being underrepresented in Danish management jobs. In other words, it is argued that corporations should be encouraged to engage more actively in the recruitment of both men and women for management...... the increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means...

  2. "Ruralizing" Presidential Job Advertisements

    Science.gov (United States)

    Leist, Jay

    2007-01-01

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

  3. Steve Jobs: Nobel Laureate

    National Research Council Canada - National Science Library

    Garry Jacobs

    2013-01-01

    .... The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological...

  4. Comparison and Description o f Fitness Level ، Physiological a nd Anthropometric Profiles o f Selected Versus Non Selected Iranian National Team Table Tennis Players

    Directory of Open Access Journals (Sweden)

    Reza BEHDARİ

    2015-08-01

    Full Text Available Objectives: The aims of this study were to comparison and describe the anthropometric characteristics physical fitness and physiological profile of the f irst 5 and the lower ranked elite male Iranian national table tennis players, who participated in table tennis championship, to compare the anthropometric data, physical fitness and physiological profile of the first 5elite tennis players on the ranking wi th the lower ranked players, and to establish an anthropometric and physiological profile chart for elite tennis players. Methods: On the direction of this aim 16 male National table tennis Players' participated in this study. According to ranked some phy sical fitness, physiological and anthropometric variables were recorded of each subject. In this research; Physical fitness was determined using the following test: 1 speed; 36m sprint, 2 shoulder, back and hamstring flexibility; sit and reach, 3 lower limb power; side jump, 4 Anaerobic power; wingate test, 5 Aerobic power; 1600 m running, 6 reaction time; visual reaction time, 7 mussel endurance; sit - ups. In addition to anthropometric analysis (height, weight, siting height, arm length, body com position and somatotype of participants have been assessed. The kolmogorof - smirnov test was applied to determine the nature of data distribution. Since a normal distribution was confirmed, a t - test for independent samples was performed to examine statisti cal differences between groups and p value < 0.05 was considered to be significant. Results: There were no significant differences in height, jump, shoulder, back and hamstring flexibility, speed, visual reaction time, anaerobic power and BMI between th e first 5 and the lower ranked table tennis players, while there were significant differences in weight, side jump, aerobic power, present body fat and somatotype component. A mesomorph – endomorph somatotype was registered for the lower ranked and somat otype of first 5 table tennis players

  5. Jobs and welfare in Mozambique

    DEFF Research Database (Denmark)

    Jones, Sam; Tarp, Finn

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

  6. Job satisfaction of older workers

    NARCIS (Netherlands)

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

    1999-01-01

    Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job

  7. Jordanian Nursing Work Environments, Intent to Stay, and Job Satisfaction.

    Science.gov (United States)

    Al-Hamdan, Zaid; Manojlovich, Milisa; Tanima, Banerjee

    2017-01-01

    The purpose of this study was to examine associations among the nursing work environment, nurse job satisfaction, and intent to stay for nurses who practice in hospitals in Jordan. A quantitative descriptive cross-sectional survey design was used. Data were collected through survey questionnaires distributed to 650 registered nurses (RNs) who worked in three hospitals in Jordan. The self-report questionnaire consisted of three instruments and demographic questions. The instruments were the Practice Environment Scale of the Nursing Work Index (PES-NWI), the McCain Intent to Stay scale, and Quinn and Shepard's (1974) Global Job Satisfaction survey. Descriptive statistics were calculated for discrete measures of demographic characteristics of the study participants. Multivariate linear regression models were used to explore relationships among the nursing work environment, job satisfaction, and intent to stay, adjusting for unit type. There was a positive association between nurses' job satisfaction and the nursing work environment (t = 6.42, p working in teaching hospitals. The nursing work environment was positively associated with nurses' intent to stay (t = 4.83, p work environment was positively associated with nurses' intent to stay and job satisfaction. More attention should be paid to create positive work environments to increase job satisfaction for nurses and increase their intent to stay. Hospital and nurse managers and healthcare policymakers urgently need to create satisfactory work environments supporting nursing practice in order to increase nurses' job satisfaction and intent to stay. © 2016 Sigma Theta Tau International.

  8. Disproportionate Tobacco Use in the Puerto Rico Lesbian, Gay, Bisexual, and Transgender Community of 18 Years and Over-A Descriptive Profile.

    Science.gov (United States)

    Cabrera-Serrano, Alex; Felici-Giovanini, Marcos E; Díaz-Toro, Elba C; Cases-Rosario, Antonio L

    2014-06-01

    Tobacco use is currently one of the most critical public health issues affecting sexual and gender minority individuals. The primary objective of this research was to provide the first population-based epidemiological profile of tobacco use in the LGBT community in Puerto Rico. The secondary objective was to identify differences between LGBT smokers (LGBT-S) versus LGBT nonsmokers (LGBT-NS). We conducted a secondary data analysis of the 2011 Puerto Rico Behavioral Risk Surveillance System database through a cross-sectional study methodology. A univariate analysis was performed to obtain an epidemiological profile of the LGBT-S. Through a bivariate analysis, we compared LGBT-S with LGBT-NS to identify differences. A higher prevalence of tobacco use was found in the Puerto Rico LGBT community (20.8%) compared with the Puerto Rico general population (14.8%). The groups with higher prevalence were females (23.2%), bisexuals (23.9%), people aged 25-34 years (52.0%), people with some years in university or technical school (23.9%), people who reported being out of work for more than 1 year (45.5%), and people who reported an annual income of $50,000 or more (12.5%). LGBT-S were more likely to report a history of cancer, arthritis, kidney disease, overweight or obesity, depressive disorder, and anxiety disorder than LGBT-NS. Health surveys should incorporate sexual and gender identity questions in order to learn more about the health status of the LGBT community, especially given the disproportionate use of tobacco. The data may be useful to implement health promotion strategies related to tobacco control in this community.

  9. The radiology job market: analysis of the ACR jobs board.

    Science.gov (United States)

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  10. Job match and income distributions

    Science.gov (United States)

    Li, Honggang; Wang, Dahui; Chen, Xianggui

    2004-10-01

    This paper studies the income distributions from the view of job match. By numerical simulation, we present different income distributions cases with different degrees of job match. In particular, we analyze the probability distribution of individual income, and we also discuss the economic efficiency and economic equality in different job match cases. Our basic results are that different job matchs can change income distributions, and good job matchs can not only improve economic efficiency but also aggravate economic inequality.

  11. Urine microRNA as potential biomarkers of autosomal dominant polycystic kidney disease progression: description of miRNA profiles at baseline.

    Directory of Open Access Journals (Sweden)

    Iddo Z Ben-Dov

    Full Text Available Autosomal dominant polycystic kidney disease (ADPKD is clinically heterogenic. Biomarkers are needed to predict prognosis and guide management. We aimed to profile microRNA (miRNA in ADPKD to gain molecular insight and evaluate biomarker potential.Small-RNA libraries were generated from urine specimens of ADPKD patients (N = 20 and patients with chronic kidney disease of other etiologies (CKD, N = 20. In this report, we describe the miRNA profiles and baseline characteristics. For reference, we also examined the miRNA transcriptome in primary cultures of ADPKD cyst epithelia (N = 10, normal adult tubule (N = 8 and fetal tubule (N = 7 epithelia.In primary cultures of ADPKD kidney cells, miRNA cistrons mir-143(2 (9.2-fold, let-7i(1 (2.3-fold and mir-3619(1 (12.1-fold were significantly elevated compared to normal tubule epithelia, whereas mir-1(4 members (19.7-fold, mir-133b(2 (21.1-fold and mir-205(1 (3.0-fold were downregulated (P<0.01. Expression of the dysregulated miRNA in fetal tubule epithelia resembled ADPKD better than normal adult cells, except let-7i, which was lower in fetal cells. In patient biofluid specimens, mir-143(2 members were 2.9-fold higher in urine cells from ADPKD compared to other CKD patients, while expression levels of mir-133b(2 (4.9-fold and mir-1(4 (4.4-fold were lower in ADPKD. We also noted increased abundance mir-223(1 (5.6-fold, mir-199a(3 (1.4-fold and mir-199b(1 (1.8-fold (P<0.01 in ADPKD urine cells. In ADPKD urine microvesicles, miR-1(2 (7.2-fold and miR-133a(2 (11.8-fold were less abundant compared to other CKD patients (P<0.01.We found that in ADPKD urine specimens, miRNA previously implicated as kidney tumor suppressors (miR-1 and miR-133, as well as miRNA of presumed inflammatory and fibroblast cell origin (miR-223/miR-199, are dysregulated when compared to other CKD patients. Concordant with findings in the primary tubule epithelial cell model, this suggests roles for dysregulated miRNA in ADPKD

  12. Does low job satisfaction lead to job mobility?

    DEFF Research Database (Denmark)

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

    This paper seeks to analyse the role of job satisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of job satisfaction, which is a subjective measure, does improve...... the ability to predict actual quit behaviour: Low overall job satisfaction significantly increases the probability of quit. Various job satisfaction domains are ranked according to their ability to predict quits. Satisfaction with Type of Work is found to be the most important job characteristic while...... satisfaction with Job Security is found to be insignificant. These results hold across age, gender and education sub-groups and are opposed to results for UK, where job security is found to be the most important job domain. This discrepancy between UK and Denmark might be due to differences in unemployment...

  13. Profiling students using an institutional information portal:a descriptive study of the Bachelor of Arts degree students,University of South Africa

    Directory of Open Access Journals (Sweden)

    Omwoyo Bosire Onyancha

    2010-01-01

    Full Text Available Using data mining techniques, this study examines the Bachelor of Arts (General degree’s data available in the University of South Africa’s institutional information and analysis portal (IP maintained by the Department of Information and Strategic Analysis (DISA. The purpose of this was to draw a demographic profile of the students and demonstrate the potential use of an IP in monitoring and evaluating the performance of individual qualifications as far as registrations, cancellations and graduation rates are concerned. Data were analysed in order to determine the students’ age, gender, occupational, home language and geographic distributions and the relationships between the “incoming”, “re-entering”, “degree completed” and “graduation” headcounts. It was observed, among other findings, that the BA(G degree attracts students with diverse characteristics; there is a general continued decline in the number of students registering as well as completing the qualification; the number of students cancelling registrations in BA(G has continued to grow since 2005; and that there is a significant positive correlation between (a the “incoming” and “graduation” headcounts; (b “incoming” and “degree completed” headcounts; (c “degree completed” and “graduation” headcounts; and (d “graduation” and “total registration” headcounts. Other findings as well as conclusions and recommendations are offered.

  14. Program to Manage New and Expensive Drugs in Pediatrics: Profile of a New Drug Policy and a 12-Month Descriptive Study.

    Science.gov (United States)

    Corny, Jennifer; Cotteret, Camille; Pelletier, Élaine; Ovetchkine, Philippe; Bussières, Jean-François

    2017-01-01

    With growing financial pressure and the range of new and expensive drugs, hospital administrators, clinicians, and pharmacy directors are facing tough decisions on how to manage drug budgets. At a Canadian mother-child hospital, a policy for new and expensive drugs was developed, with the goal of managing their use and costs. To describe the development and implementation of a policy for new and expensive drugs in a mother-child teaching hospital and to describe the profile of requests for these therapies over a 12-month period. A brainstorming session was conducted with members of the pharmacy and therapeutics committee to define the criteria for new and expensive drugs at the study hospital and a new process to evaluate requests for these drugs. Over the 12-month period following implementation of the policy, all requests for new and expensive drugs were evaluated through collection and analysis of relevant data. The new drug policy was launched on October 1, 2014. Over the following 12-month period, a total of 58 requests for new and expensive drugs were discussed, but only 47 request forms were completed and signed by a physician and a clinical pharmacist. New and expensive drugs represent a challenge for clinicians and hospital stakeholders. This study illustrates the implementation of a new policy for these drugs in a mother-child teaching hospital over a 12-month period.

  15. Description of the Retention and Peak Profile for Chromolith Columns in Isocratic and Gradient Elution Using Mobile Phase Composition and Flow Rate as Factors

    Directory of Open Access Journals (Sweden)

    Elsa Cabo-Calvet

    2014-11-01

    Full Text Available The effect of the modifier concentration and flow rate on the chromatographic performance of a second generation Chromolith® RP-18e column, under isocratic and gradient elution with acetonitrile-water mixtures, was examined using four sulphonamides as probe compounds. The acetonitrile concentration was varied between 5 and 55% (v/v, and the flow rate between 0.1 and 5.0 mL/min, keeping the other factors constant. The changes in both retention and peak profile were modelled, and used to build simple plots, where the logarithm of the retention factor was represented against the modifier concentration (in gradient elution, against the initial modifier concentration, and the half-widths or widths against the retention time (in gradient elution, against the time at the column outlet. A particular plot was needed for describing the retention of each sulphonamide, but due to the similar interaction kinetics, a unique plot described the changes in the half-widths for all four sulphonamides. The changes in retention with the flow showed that allegedly in the second generation Chromolith, the column deformation observed for the first generation Chromolith, with the applied pressure at increasing flow, is decreased.

  16. Registered nurse job satisfaction and collective bargaining unit membership status.

    Science.gov (United States)

    Pittman, Jennifer

    2007-10-01

    To examine differences in job satisfaction levels between registered nurses who were or were not members of a nursing collective bargaining unit. The nursing shortage could lead to decreased quality of patient care, heavier workloads, and mandatory overtime, resulting in decreased job satisfaction and increased intent to leave. Nursing collective bargaining units use contracts to help decrease patient workload, decrease and eliminate mandatory overtime, increase pay and benefits, and increase job security. Exploring differences in job satisfaction between nurses who are and are not members of collective bargaining units is pertinent to understanding the retention and recruitment of nurses. A descriptive secondary analysis using a survey database from the Minnesota Department of Health. The survey, which included a job satisfaction section largely based on the Index of Work Satisfaction, was sent in 2002 to 3,645 registered nurses in Minnesota. Members of collective bargaining units had higher satisfaction with wages. Nonmembers had higher satisfaction with nursing supervision, patient care, work setting, professional relationships, and overall job satisfaction. There is a need for interventions in institutions with collective bargaining units to improve job satisfaction, nurse retention, and job recruitment.

  17. Job demands, job control, psychological climate, and job satisfaction: a cognitive dissonance perspective

    OpenAIRE

    Karanika-Murray, M.; Michaelides, George; Wood, S.

    2017-01-01

    Purpose: Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. This study examines the effects of the interaction between job design and psychological climate on job satisfaction.\\ud \\ud Design/approach: Cognitive Dissonance Theory was used to explore the nature of this relationship and its effect on job satisfaction. We hypothesized that psychologic...

  18. Tropospheric ozone profiles by DIAL at Maïdo Observatory (Reunion Island): system description, instrumental performance and result comparison with ozone external data set

    Science.gov (United States)

    Duflot, Valentin; Baray, Jean-Luc; Payen, Guillaume; Marquestaut, Nicolas; Posny, Francoise; Metzger, Jean-Marc; Langerock, Bavo; Vigouroux, Corinne; Hadji-Lazaro, Juliette; Portafaix, Thierry; De Mazière, Martine; Coheur, Pierre-Francois; Clerbaux, Cathy; Cammas, Jean-Pierre

    2017-09-01

    In order to recognize the importance of ozone (O3) in the troposphere and lower stratosphere in the tropics, a DIAL (differential absorption lidar) tropospheric O3 lidar system (LIO3TUR) was developed and installed at the Université de la Réunion campus site (close to the sea) on Reunion Island (southern tropics) in 1998. From 1998 to 2010, it acquired 427 O3 profiles from the low to the upper troposphere and has been central to several studies. In 2012, the system was moved up to the new Maïdo Observatory facility (2160 m a.m.s.l. - metres above mean sea level) where it started operation in February 2013. The current system (LIO3T) configuration generates a 266 nm beam obtained with the fourth harmonic of a Nd:YAG laser sent into a Raman cell filled up with deuterium (using helium as buffer gas), generating the 289 and 316 nm beams to enable the use of the DIAL method for O3 profile measurements. The optimal range for the actual system is 6-19 km a.m.s.l., depending on the instrumental and atmospheric conditions. For a 1 h integration time, vertical resolution varies from 0.7 km at 6 km a.m.s.l. to 1.3 km at 19 km a.m.s.l., and mean uncertainty within the 6-19 km range is between 6 and 13 %. Comparisons with eight electrochemical concentration cell (ECC) sondes simultaneously launched from the Maïdo Observatory show good agreement between data sets with a 6.8 % mean absolute relative difference (D) between 6 and 17 km a.m.s.l. (LIO3T lower than ECC). Comparisons with 37 ECC sondes launched from the nearby Gillot site during the daytime in a ±24 h window around lidar shooting result in a 9.4 % D between 6 and 19 km a.m.s.l. (LIO3T lower than ECC). Comparisons with 11 ground-based Network for Detection of Atmospheric Composition Change (NDACC) Fourier transform infrared (FTIR) spectrometer measurements acquired during the daytime in a ±24 h window around lidar shooting show good agreement between data sets with a D of 11.8 % for the 8.5-16 km partial column

  19. [Descriptive statistics].

    Science.gov (United States)

    Rendón-Macías, Mario Enrique; Villasís-Keever, Miguel Ángel; Miranda-Novales, María Guadalupe

    2016-01-01

    Descriptive statistics is the branch of statistics that gives recommendations on how to summarize clearly and simply research data in tables, figures, charts, or graphs. Before performing a descriptive analysis it is paramount to summarize its goal or goals, and to identify the measurement scales of the different variables recorded in the study. Tables or charts aim to provide timely information on the results of an investigation. The graphs show trends and can be histograms, pie charts, "box and whiskers" plots, line graphs, or scatter plots. Images serve as examples to reinforce concepts or facts. The choice of a chart, graph, or image must be based on the study objectives. Usually it is not recommended to use more than seven in an article, also depending on its length.

  20. Job Hunting, Introduction

    Science.gov (United States)

    Goldin, Ed; Stringer, Susan

    1998-05-01

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

  1. Perfil sensorial de vinhos brancos varietais brasileiros através de análise descritiva quantitativa Sensory profile of brazilian varietal white wines by quantitative descriptive analysis

    Directory of Open Access Journals (Sweden)

    Jorge Herman BEHRENS

    2000-04-01

    Full Text Available Terminologia descritiva e perfil sensorial de três variedades de vinhos brancos varietais brasileiros (Chardonnay, Gewürztraminer e Riesling foram desenvolvidos através de metodologia fundamentada na Análise Descritiva Quantitativa (ADQ. Em consenso, a equipe sensorial definiu os descritores, materiais de referência e a ficha de avaliação das amostras. Após treinamento, dez indivíduos foram selecionados para compor a equipe final de provadores, utilizando-se como critérios o poder discriminativo, reprodutibilidade dos julgamentos e consenso do indivíduo com a equipe. Doze termos descritores definindo as similaridades e diferenças entre as amostras foram gerados. A intensidade de cada descritor foi avaliada em cada amostra através de uma escala não estruturada de nove centímetros, com termos de intensidade ancorados em seus extremos. Os dados foram analisados por ANOVA, Teste de Tukey e Análise de Componentes Principais (ACP. Os resultados indicaram moderada variação entre os perfis sensoriais das amostras dos varietais Gewürztraminer e Riesling e pouca variação entre os perfis sensoriais dos vinhos Chardonnay. A ACP separou as amostras em dois grupos: um primeiro grupo caracterizado por vinhos com maior intensidade de doçura, sabor e aroma frutado e corpo, e um segundo grupo de amostras de maior acidez, adstringência, amargor, sabor alcoólico e sabor fermentado.Descriptive terminology and sensory profile of three varieties of brazilian varietal white wines (cultivars Riesling, Gewürztraminer and Chardonnay were developed by a methodology based on the Quantitative Descriptive Analysis (QDA. The sensory panel consensually defined the sensory descriptors, their respective reference materials and the descriptive evaluation ballot. Ten individuals were selected as judges based on their discrimination, reproducibility and individual consensus with the sensory panel. Twelve descriptors were generated showing similarities and

  2. Relation of Compassionate Competence to Burnout, Job Stress, Turnover Intention, Job Satisfaction and Organizational Commitment for Oncology Nurses in Korea.

    Science.gov (United States)

    Park, Sun-A; Ahn, Seung-Hee

    2015-01-01

    Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

  3. Profile of patients and physiotherapy patterns in intensive care units in public hospitals in Zimbabwe: a descriptive cross-sectional study.

    Science.gov (United States)

    Tadyanemhandu, Cathrine; Manie, Shamila

    2015-10-07

    Physiotherapy is integral to patient management in the Intensive Care Unit. The precise role that physiotherapists play in the critical care differs significantly worldwide. The aim of the study was to describe the profile of patients and the current patterns of physiotherapy services delivered for patients admitted in the five public hospital intensive care units in Zimbabwe. A prospective record review was performed and records of all consecutive patients admitted into the five units during a two months period were included in the analysis. The data was collected using a checklist and the following were recorded for each patient: 1) demographic information, 2) admission diagnoses, 3) surgery classification, 4) method and time of mechanical ventilation 5) physiotherapy techniques and frequency and 6) the length of stay. A total of 137 patients were admitted to five units during the study. The mean age of patients in the study was 36.0 years (SD = 16.6). A mortality rate of 17.5 % was observed with most of the patients being below the age of 45 years. The majority of the patients, 61(45 %) had undergone emergency surgery and were in the ICU for postoperative treatment, whilst only 19(14 %) were in the units for clinical treatment (non-surgical). On admission, 72(52.6 %) of the patients were on mechanical ventilation. The mean duration on mechanical ventilation for patients was 4.0 days (SD =2.7) and a length of stay in the unit of 4.5 days (SD = 3.0). Of the patients who were admitted into the ICU 120 (87.6 %) had at least one session of physiotherapy treatment during their stay. The mean number of days physiotherapy treatment was received was 3.71 (SD = 3.14) days. The most commonly used physiotherapy techniques were active assisted limb movements (66.4 %), deep breathing exercises (65.0 %) and forced expiratory techniques (65.0 %). A young population admitted in the ICU for post-surgical treatment was observed across all hospital ICUs. The techniques which were

  4. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

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

  5. Media Literacy Education Program Evaluators: What's the Job Description, Again?

    Science.gov (United States)

    DaCosta, Kneia Octavia

    2012-01-01

    School program evaluation researchers face a set of overlapping questions concerning our roles in the field: For the sake of "the data" and in quest of "the truth," am I a shrewd researcher before all else? For the sake of community-building and establishing respectful, reciprocal relationships with my school partners, am I first a gracious school…

  6. Academic Superheroes? A Critical Analysis of Academic Job Descriptions

    Science.gov (United States)

    Pitt, Rachael; Mewburn, Inger

    2016-01-01

    For over a decade, debate has raged about the nature and purpose of the PhD, including its role as preparation for working in academia. Academic work has changed a great deal in the last 60 years, yet our doctoral curriculum has remained relatively static. While there is increasing interest in matching PhD programmes to "real world"…

  7. Carpal tunnel syndrome in the Clínica Universitaria San Juan de Dios de Cartagena, Colombia. Epidemiological, clinical profile and therapeutic evolution

    OpenAIRE

    Bedoya-Mosquera Jaddy Sandrey; Vergara-Bonnet Julio; Araujo-Orozco Marco Antonio; Ramos-Clason Enrique Carlos

    2012-01-01

    Introduction: carpal tunnel syndrome (CTS) is one of the major health problems ofworkers who carry out tasks related to intense manual effort and repetitive movementsof the upper limb.Objectives: to determine the epidemiological and clinical profile of patientsattending a pain unit, identify job, clinical and therapeutic characteristicsto compare the clinical course of patients before and after surgery.Methods: a prospective descriptive study. The study population consisted of allworkers who ...

  8. Job satisfaction and intention to quit the job

    DEFF Research Database (Denmark)

    Suadicani, P; Bonde, J P; Olesen, K

    2013-01-01

    Negative psychosocial work conditions may influence the motivation of employees to adhere to their job.......Negative psychosocial work conditions may influence the motivation of employees to adhere to their job....

  9. Job satisfaction among secondary school teachers in Tanzania : the case of Njombe district

    OpenAIRE

    Ngimbudzi, Fredy Wilson

    2009-01-01

    The purpose of this study is to examine the factors that are associated with teachers‟ job satisfaction. A study sample of 162 (N=162) teachers was surveyed. The descriptive statistics techniques revealed that teachers are satisfied with aspects under the following dimensions: social benefits, meaningfulness of the job and support from administration. Conversely, the teachers indicated they are least satisfied with the aspects under the job characteristics dimension. Additionally, the inde...

  10. Functional Communication Profile - Revised: uma proposta de caracterização objetiva de crianças e adolescentes do espectro do autismo Functional Communication Profile - Revised: objective description of children and adolescents of the autism spectrum

    Directory of Open Access Journals (Sweden)

    Thaís Helena Ferreira Santos

    2012-12-01

    Full Text Available OBJETIVO: Caracterizar objetivamente as alterações de crianças e adolescentes incluídos no espectro do autismo de acordo com o grau de severidade definido a partir das respostas ao Functional Communication Profile - Revised (FCP-R. MÉTODOS: Foram selecionadas 50 crianças (idade média 7 anos e 11 meses com diagnósticos no espectro do autismo que foram avaliados segundo os critérios do FCP-R. As respostas obtidas foram pontuadas e classificadas de acordo com a severidade e realizada análise estatística pertinente. RESULTADOS: A caracterização dessa população evidenciou dados concordantes com a literatura, mostrando prejuízos nas áreas de linguagem (expressiva e receptiva, comportamento e pragmática, principalmente. Os indivíduos que não possuem habilidades verbais evidenciaram, ainda, alterações referentes aos domínios fala e fluência. CONCLUSÃO: O FCP-R foi sensível para caracterizar a população estudada, mostrando-se ainda mais eficaz para a avaliação individualizada.PURPOSE: To objectively characterize the alterations of autistic children and adolescents as to their severity degree, according to the answers to the Functional Communication Profile - Revised (FCP-R. METHODS: Subjects were 50 children (mean age 7 years 11 months with diagnosis within the autism spectrum that were assessed according to the FCP-R criteria. Answers were scored and classified according to severity, and the results were statistically analyzed. RESULTS: This group characterization evidenced results that agree with the literature, showing disorders mainly in the areas of language (expressive and receptive, behavior and pragmatics. Individuals without verbal communication also showed speech and fluency disorders. CONCLUSION: The FCP-R was sensitive to characterize the studied population, and even more efficient for individual assessment.

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

    Science.gov (United States)

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

    2017-05-11

    Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

  12. Job Searchers, Job Matches and the Elasticity of Matching

    OpenAIRE

    Broersma, L.; Ours, J.C. van

    1998-01-01

    This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about employed job searchers and job searchers from outside the labour market. In this paper, we specify and estimate matching functions where the flow corresponds to the correct stock. We use several a...

  13. Job Strain in Physical Therapists

    Science.gov (United States)

    Campo, Marc A.; Weiser, Sherri; Koenig, Karen L.

    2009-01-01

    Background: Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. Objective: The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. Design: This was a prospective cohort study with a 1-year follow-up period. Methods: Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Results: Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. Limitations: The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Conclusions: Physical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other

  14. Job Strain and Determinants in Staff Working in Institutions for People with Intellectual Disabilities in Taiwan: A Test of the Job Demand-Control-Support Model

    Science.gov (United States)

    Lin, Jin-Ding; Lee, Tzong-Nan; Yen, Chia-Feng; Loh, Ching-Hui; Hsu, Shang-Wei; Wu, Jia-Ling; Chu, Cordia M.

    2009-01-01

    Little is known about the job strain of staff working in disability institutions. This study investigated the staff's job strain profile and its determinants which included the worker characteristics and the psychosocial working environments in Taiwan. A cross-sectional study survey was carried out among 1243 workers by means of a self-answered…

  15. Job anxiety, organizational commitment and job satisfaction: An ...

    African Journals Online (AJOL)

    The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience ...

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

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

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

    2017-04-01

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

  19. ISOS: A job evaluation system to implement comparable worth

    Directory of Open Access Journals (Sweden)

    Albert Corominas

    2008-01-01

    Full Text Available A fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.

  20. Statistical Analysis of the Impact of Selected Variables on the Job Satisfaction of Medical Technologists.

    Science.gov (United States)

    Spencer, Charles T.; And Others

    Feelings of medical technology graduates about their jobs were studied using the descriptive survey research method. Attention was directed to the relationship of job attitudes to time since graduation, presence/absence of professional development activities, and selected characteristics of the respondents. Questionnaire responses from 186…

  1. A Comparison Between Job Stress and Insulin Resistance Among the Hospital Medical Staff

    OpenAIRE

    Zareian; Ghasemi; Abtahi,; Behzadi

    2016-01-01

    Background One of the important risk factors for insulin resistance is stress and a major source of stress is job stress. Objectives The current study aimed to determine the relationship between job stress score and insulin resistance among medical staff of the Imam Reza hospital, Tehran, Iran Methods The current descriptive cross-sectional study was performed on 97 medical staff o...

  2. Ecobuilding and job creation

    CSIR Research Space (South Africa)

    Kolev, M

    2009-02-01

    Full Text Available The current worldwide economic crisis needs strong global leaders who are able to breath new life into the economy in a way that will focus on the need to create jobs as well as stabilise the climate change, increase food production using less water...

  3. Historians' Rocky Job Market

    Science.gov (United States)

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

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

  4. ATLAS Job Transforms

    CERN Document Server

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

    2013-01-01

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

  5. ATLAS Job Transforms

    CERN Document Server

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

    2013-01-01

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

  6. Better jobs for Asia

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

    perceived skills gaps, to better equip them for the workplace. Yet for many. INTERNATIONAL DEVELOPMENT RESEARCH CENTRE. ILO. □ Counting women into the workforce. □ Strengthening frameworks for fair employment. □ Creating better jobs in ASEAN countries. □ Promoting research leaders in labour issues.

  7. Job prioritization in LHCb

    CERN Document Server

    Castellani, G

    2007-01-01

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

  8. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...

  9. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    no significantly increasing trend prior to displacement; and the crime rate of workers who will be displaced is not significantly higher than the crime rate of workers who will not be displaced. In contrast, displaced workers’ probability to commit any crime increases by 0.52 percentage points in the year of job...

  10. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

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

  11. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    Conclusion: It is urgent and necessary to improve physician working conditions and their working pattern to ... an employee's well-being Examples of job resources ... physicians. In Kuwait, some physicians quit their hospital posts and then open their own clinics or move to other hospitals with better working conditions.(8).

  12. Where the Jobs Are

    Science.gov (United States)

    Gordon, Rachel Singer

    2004-01-01

    Despite the discussion about the greying of the profession, librarians seem to agree on little but this: the jobs being vacated are generally upper-level and the departure of retiring library managers fails to translate into a glut of entry level spots. This article describes how NextGens should prepare to move into management and other upper…

  13. A green jobs primer.

    Science.gov (United States)

    Hendricks, Bracken; Light, Andrew; Goldstein, Benjamin

    2009-01-01

    The authors ask and answer four basic questions about green jobs and their effect on the economy: what are they, will they pay well, do they come at the cost of losses elsewhere in the economy, and do they result from luck in choosing technological "winners."

  14. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2007-01-01

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

  15. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

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

  16. Work-family-conflict and family-work-conflict as correlates of job ...

    African Journals Online (AJOL)

    work-conflict and job performance of working mothers. The descriptive survey research design was used for the study. The population of the study comprised all working mothers in public hospital (nurses) and Local Government (clerical staff) in ...

  17. The relationship between employee motivation and job involvement

    Directory of Open Access Journals (Sweden)

    S Govender

    2010-09-01

    Full Text Available The study aims to assess the current level of, and relationship between, employee motivation and job involvement.  This cross-sectional study was undertaken in a financial institution from which 145 employees were drawn using a simple random sampling technique. Data was collected using the Employee Motivation Questionnaire (Fourie, 1989 and the Job Involvement Questionnaire (Lodahl and Kejner, 1965 and, was analysed using descriptive and inferential statistics.  The results indicate that significant intercorrelations exist amongst the majority of dimensions and sub-dimensions of employee motivation and job involvement.  Recommendations are graphically presented to provide practitioners and managers with guidelines for enhancing employee motivation and job involvement respectively.

  18. Leadership styles and nursing faculty job satisfaction in Taiwan.

    Science.gov (United States)

    Chen, Hsiu-Chin; Beck, Susan L; Amos, Linda K

    2005-01-01

    To examine nursing faculty job satisfaction and their perceptions of nursing deans' and directors' leadership styles, and to explore how the perceptions of leadership styles relate to faculty job satisfaction in Taiwan. Descriptive, correlational, and cross-sectional study with self-administered questionnaires. The sample was recruited from 18 nursing programs, and 286 questionnaires were returned. Faculty perceived that Taiwan's nursing deans and directors showed more transformational than transactional leadership. Taiwan's nursing faculty were moderately satisfied in their jobs, and they were more satisfied with deans or directors who practiced the transactional leadership style of contingent reward and the transformational style of individualized consideration. A style with negative effect was passive management by exception. Three types of leadership behaviors explained significant variance (21.2%) in faculty job satisfaction in Taiwan, indicating the need for further attention to training and development for effective leadership behaviors.

  19. Pencarian Lowongan Pekerjaan Berbasis Agen Berdasarkan Profil Pencari Kerja dengan Pendekatan Semantic Web Service

    Directory of Open Access Journals (Sweden)

    Teguh Susyanto

    2016-01-01

    The designing of the prototype used a multiagent technology whose capability was to call job service provider and run matching process of the job vacancy appropriate with the job seeker’s profile automatically. Algorithm of the service selection used service matching and Simple Additive Weighting. The similary between the job offer and the job seeker’s profile was calculated by using semantic algorithm. Based on the testing carried out to the respondents, it’s stated that this prototype has been able to give recommendation of job appropriate with the job seeker’s.

  20. [Job satisfaction of nursing staff in Spanish prisons].

    Science.gov (United States)

    Vera-Remartínez, E J; Mora Parra, L M; González Gómez, J A; García Jiménez, J; Garcés Pina, E; Domínguez Zamorano, J A; Borraz Fernández, J R; Blanco Quiroga, A; Armenteros López, B

    2009-02-01

    There are no available studies assessing job satisfaction amongst nursing staff in Spanish prisons. The aim of this study is to establish overall levels of job satisfaction and determine each of the components. Cross-sectional and multi-centre descriptive study conducted in Spanish prisons. A Font Roja satisfaction questionnaire adapted by J. Arranz for the study was used to measure degrees of job satisfaction using a Likert's scale. A parametric test was used and a regression model was constructed for predictive ends. 376 nurses answered the questionnaire (Participation Rate 62.7%; Response Rate 76.7%) 67 centres took part (91.8%). The average satisfaction mark was 2.84 (CL 95%: 2.81-2.87). The lowest ranked components were job variety 1.66 (CL 95%: 1.58-1.74), job-related stress 2.15 (CL 95%: 2.08-2.23) and control over job 2.77 (CL 95%: 2.73-2.82). The highest ranked aspect was job satisfaction, averaging 3.52 (CL 95%: 3.44-3.58). The average satisfaction mark for prison nursing staff was low when compared to other groups of health care professionals, which implies the need for corrective measures.

  1. Job satisfaction and acculturation among Filipino registered nurses.

    Science.gov (United States)

    Ea, Emerson E; Griffin, Mary Quinn; L'Eplattenier, Nora; Fitzpatrick, Joyce J

    2008-01-01

    To determine the (a) levels of acculturation and job satisfaction, (b) relationship between acculturation and job satisfaction, and (c) effects of select sociodemographic variables in predicting job satisfaction among Filipino RNs educated in the Philippines who are working in the US. Descriptive correlational. A convenience sample of Filipino RNs (N=96) present during the PNAA Eastern Regional Conference in Baltimore, MD was conducted. A survey was conducted using A Short Acculturation Scale for Filipino Americans (ASASFA) to measure acculturation, Part B of the Index of Work Satisfaction Scale (IWS) to assess job satisfaction, and a participant demographic questionnaire. Data were analyzed using A Pearson correlation coefficient and multiple regression analysis. Participants had a moderate level of job satisfaction that was positively correlated to a level of acculturation that was closer to American than to Filipino culture. Furthermore, age, length of U.S. residency, and acculturation significantly predicted perception of job satisfaction among this group of Filipino RNs. Job satisfaction among Filipino nurses is related to acculturation and select sociodemographic variables. Further research to determine how best to improve acculturation may lead to improved retention rates of Filipino nurses in countries to which they have migrated.

  2. Job demands-resources model

    NARCIS (Netherlands)

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

    2013-01-01

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

  3. [Job satisfaction among Norwegian doctors].

    Science.gov (United States)

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  4. Job Migration: A Collaborative Effort

    Science.gov (United States)

    Wagoner, Cynthia L.

    2012-01-01

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

  5. Job satisfaction among recreation practitioners

    Science.gov (United States)

    Erin Parks; Andrew Holdnak

    2002-01-01

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

  6. From ad-man to digital manager Professionalization through Swedish job advertisements 1960-2010

    OpenAIRE

    Rosén, Maria

    2014-01-01

    Purpose – The purpose of this paper is to describe and analyze changes in the descriptions and requirements of professional communicators in Swedish job advertisements between 1960 and 2010. Design/methodology/approach – Through a quantitative content analysis, this study approaches organizational requirement information in order to better understand changes in the description of the ideal candidate and professionalization. Findings – The results show that job titles h...

  7. extrinsic factors that affect employee job satisfaction in faith based ...

    African Journals Online (AJOL)

    The general objective of this study was to identify the extrinsic factors affect employee job satisfaction at the Faith based organizations. For the research methodology, the study used the descriptive research design. The population for the study was the 161 employees of the Nairobi Chapel. Stratified random sampling ...

  8. Influence of job satisfaction, need achievement and team work on ...

    African Journals Online (AJOL)

    This paper presents the findings of an investigation on how job satisfaction, need achievement and teamwork influence work performance of staff in academic libraries in South West, Nigeria. Descriptive survey research design was used with a total population of 343 librarians and library officers working in 12 libraries in ...

  9. Working Environment as a Motivator for Librarians' Job Performance ...

    African Journals Online (AJOL)

    The study examined working environment as a motivator for librarians' job performance in public libraries in south-east geographical zone of Nigeria. All the libraries in the five public library boards in the South East state formed the population of the study. Description survey design was adopted in the study. With regard to ...

  10. Level Of Job Satisfaction Of Agriculture Teachers In Gaborone ...

    African Journals Online (AJOL)

    The purpose of the study was to determine the level of job satisfaction of agriculture teachers in the Gaborone region of Botswana. This is predicated on the fact that identification of specific factors related to satisfaction of agriculture teachers can foster professional growth and development. This was a descriptive survey ...

  11. Job Satisfaction As A Function Of Demographic Variables: An ...

    African Journals Online (AJOL)

    The purpose of this descriptive-correlational study is to determine the relationship between demographic characteristics of clergy and their overall level of job satisfaction. The demographic factors investigated are gender, age, education, length of service, salary and district size. A slightly modified version of the ...

  12. Job Stress and coping strategies among staff of polytechnic libraries ...

    African Journals Online (AJOL)

    The study investigated the causes and coping strategies of job related stress among library staff of Polytechnics in Nigeria, with particular reference to the entire Southern region of Nigeria. The descriptive research design was used for this study. The population of the study was made up of 452 respondents, comprising 113 ...

  13. Psychosocial factors as predictors of job involvement among ...

    African Journals Online (AJOL)

    The predictive influence of incentives, staff discipline, religiosity, self-esteem, and length of service on job involvement among secondary school teachers was examined in this study. A descriptive research design was employed and data was collected through a structured questionnaire. Eighty (80) teachers comprising of ...

  14. Job Security, Labour-Management Relations and Perceived ...

    African Journals Online (AJOL)

    This Study Investigated The Influence Of Technological Innovation On Job Security, Labour-Management Relations And Perceived Workers` Productivity In Industrial Organizations In Nigeria. The Descriptive Ex-Post-Facto Research Method Was Adopted For The Study. A Total Of 321 Respondents Were Selected For The ...

  15. Factors Affecting on Military Medical Job Satisfaction Staff

    OpenAIRE

    Habibi; Gholami Fesharaki; Jamali; Mohamadian

    2015-01-01

    Background Job satisfaction (JS) in the workplace affects absenteeism, turnover and performance. Objectives Considering the importance of JS, this study conducted with aim studying the factors affecting JS in a military hospital. Patients and Methods This descriptive analytical cross sectional study was carried out on 301 workers who worked in a military hospital in year 2009 using...

  16. Level Of Teachers' Job Satisfaction In Ogun State Secondary Schools

    African Journals Online (AJOL)

    The study determined the level of job satisfaction among Secondary school teachers in Ogun State. Four research questions were raised to guide the study. The descriptive survey research method was used. Four hundred teachers were randomly selected to participate in the study from Ijebu-North and Ijebu-Ode Local ...

  17. Gender Differences in Job Ability Perception and Task Performance

    African Journals Online (AJOL)

    Elizabeth

    Abstract: This study investigated gender differences in Job Ability Perception and Task. Performance among professionals in male dominated professions. The study was a descriptive survey research design. Four professions from the male dominated professions were randomly selected from Lagos and Rivers States.

  18. Motivation and job satisfaction of Health Surveillance Assistants in ...

    African Journals Online (AJOL)

    2013-03-11

    Mar 11, 2013 ... in the local environment. Dissatisfiers that were found were low salary and position, poor access to training, heavy workload and extensive job description, low recognition, lack of supervision, communication and transport. Managers and had a negative opinion of HSA perfomance, the community was much ...

  19. Culinary Arts Profile.

    Science.gov (United States)

    Missouri Univ., Columbia. Instructional Materials Lab.

    This chart is intended for use in documenting the fact that a student participating in a culinary arts program has achieved the performance standards specified in the Missouri Competency Profile for culinary arts. The chart includes space for recording basic student and instructor information and the student's on-the-job training and work…

  20. Table-top job analysis

    Energy Technology Data Exchange (ETDEWEB)

    1994-12-01

    The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.

  1. Impact of financial pressure on unemployed job search, job find success and job quality

    NARCIS (Netherlands)

    Gerards, Ruud; Welters, Ricardo

    2016-01-01

    Research shows that financial pressure – implied as a consequence of benefit sanctions or exhaustion – prompts the unemployed to intensify their job search. However, there is less agreement about whether that intensified job search produces better quality job outcomes. Building on Self-Determination

  2. Job advertisements and personal networks: two specific channels in the Spanish labour market

    OpenAIRE

    Rieucau, Géraldine

    2008-01-01

    Drawing on an employee labour survey, this article explores job-finding channels in the Spanish labour market and points out that social networks are the most important way of finding a job. It focuses on a comparison between an informal channel (relatives and close personal relationships) and a formal one (job advertisements), and demonstrates that these channels serve two specific segments in the labour market. The most important results concern workers' profiles: advertisements are highly ...

  3. The Job of a Performance Consultant: A Qualitative Content Analysis of Job Descriptions

    Science.gov (United States)

    Carliner, Saul; Castonguay, Chantal; Sheepy, Emily; Ribeiro, Ofelia; Sabri, Hiba; Saylor, Chantal; Valle, Andre

    2015-01-01

    Purpose: This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of…

  4. Toward a Descriptive Profile of the Entrepreneur.

    Science.gov (United States)

    Solomon, George T.; Winslow, Erik K.

    1988-01-01

    Sixty-one entrepreneurs were interviewed concerning their reasons for starting their own businesses, advantages of entrepreneurship, risk taking, definitions of success, personal assets and liabilities, ideas for the future, dealing with competition, advice to potential entrepreneurs, socializing, and their hobbies and sports. (JDD)

  5. Science jobs tight

    Science.gov (United States)

    Bell, Peter M.

    In the latest report of the College Placement Council it was noted that a recovery of sorts may be underway for recent graduates in science, engineering, or technology. Based on a survey of 185 placement offices at 160 colleges and universities, the College Placement Survey concluded in its April 1983 report that only one half as many job offers in science, engineering, and technology fields were reported this year, compared with the same time last year. However, although fewer offers were made, more jobs were filled.Petroleum engineering graduates have commanded the highest beginning salaries of all fields this spring. The average salary offered to petroleum engineers in the class of 1983 is $31,044 per year, almost a 2% increase over last year's starting salary for the same discipline. In second place are chemical engineering graduates who are being offered average starting salaries of $27,336 per year, about 1% higher than last year's figure.

  6. Jobs masonry in LHCb with elastic Grid Jobs

    Science.gov (United States)

    Stagni, F.; Charpentier, Ph

    2015-12-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs’ execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) simulation jobs. With our approach, independently of the time available, LHCbDIRAC will always have the possibility to execute a MC job, whose length will be adapted to the available amount of time: therefore the same job, running on different computing resources with different time limits, will produce different amounts of events. The decision on the number of events to be produced is made just in time at the start of the job, when the capabilities of the resource are known. In order to know how many events a MC job will be instructed to produce, LHCbDIRAC simply requires three values: the CPU-work per event for that type of job, the power of the machine it is running on, and the time left for the job before being killed. Knowing these values, we can estimate the number of events the job will be able to simulate with the available CPU time. This paper will demonstrate that, using this simple but effective solution, LHCb manages to make a more efficient use of

  7. Job satisfaction and intention to quit the job.

    Science.gov (United States)

    Suadicani, P; Bonde, J P; Olesen, K; Gyntelberg, F

    2013-03-01

    Negative psychosocial work conditions may influence the motivation of employees to adhere to their job. To elucidate the perception of psychosocial work conditions among Danish hospital employees who would quit their job if economically possible and those who would not. A cross-sectional questionnaire study of hospital employees. The questionnaire gave information on elements of the psychosocial work environment (job demands, job influence, job support, management quality, exposure to bullying), general health status, sick-leave during the preceding year, life style (leisure time physical activity, alcohol intake and smoking habits), age, sex and profession. There were 1809 participants with a response rate of 65%. About a quarter (26%) reported that they would quit their job if economically possible; this rose to 40% among the 17% who considered their health mediocre or bad. In a final logistic regression model, six factors were identified as independently associated with the wish to quit or not: self-assessed health status, meaningfulness of the job, quality of collaboration among colleagues, age, trustworthiness of closest superior(s) and exposure to bullying. Based on these factors it was possible to identify groups with fewer than 15% wishing to quit, and similarly, groups where 50% or more would quit if this was economically possible. Psychosocial work conditions, in particular meaningfulness of the job, were independently associated with intention to quit the job if economically possible and relevant within different job categories.

  8. Job Security at Isfahan University of Medical Sciences: Implications on Employees and Types of Contracts

    Science.gov (United States)

    Alavi, Seyyed Salman; Alaghemandan, Hamed; Jannatifard, Fereshte

    2013-01-01

    Introduction: Medical universities are of those organizations that serve many individuals. As a result, the employees who work at medical universities should have adequate job qualifications and requisite conditions for work. Job security is one of these needed conditions. The current study aims to determine the main components of job security among the employees of Isfahan University of Medical Sciences (IUMS). Method and materials: The study had a cross-sectional design. The sample included 300 employees which were selected from the faculties of IUMS. The sample was recruited using quota sampling. First, demographic and Job security questionnaires were completed by each employee. Then, data was analyzed by descriptive methods and ANOVA in SPSS16. Results: The study results showed that there was no significant difference among five subscales of Job security questionnaire and as a result, job security among the employees of IUMS but there was a significant difference in job security among male and female employees and a significant difference in job security based on type of job contract. Discussion: Lower rate of job security among female employees with temporary job contracts has professional and psychological implication for both females and IUMS which should be considered in designing professional programs of IUMS. PMID:23687464

  9. Job Satisfactions of Nurses and Physicians Working in the Same Health Care Facility in Turkey

    Directory of Open Access Journals (Sweden)

    Züleyha Alper

    2011-01-01

    Full Text Available Background: Job satisfaction is defined as the degree to which employees like or enjoy their jobs and the degreeof satisfaction is based on the importance placed upon this reward and benefit.Objective: Aim of this study was to determine the job satisfaction levels of nurses and physicians working in thesame health care facility, analyze the factors that may affect job satisfaction levels. This study was conducted asa descriptive study and was carried out in one Medical Care Center Northwestern Region of Turkey, Bursa.Results:A job satisfaction scale developed by researchers according to literature review. The scale contained 36items related to measure job satisfaction levels of the participants. Data were collected from 65 nurses and 15physicians. Motivation of nurses is significantly higher than physicians. There is no affect of nurses’ educationlevels on general job satisfaction levels (p>0.05. No significant association was found between gender andmotivation (p>0.05. Payments and organization–related factors affect job satisfaction among nurses andphysicians.Conclusion:This scale yielded significant results in all subgroups except for satisfaction with patient treatment,care services and age. Seniority in the profession and age correlates with general job satisfaction level. Futurestudies need to focus on if job dissatisfaction affects health care workers to quit their jobs, differences amonggenders and profession.

  10. Comparing Jordanian nurses' job stressors in stressful and non stressful clinical areas.

    Science.gov (United States)

    Hamaideh, Shaher H; Ammouri, Ali

    2011-02-01

    To examine if Jordanian nurses' job stressors are different in various practice areas in hospitals, particularly in stressful or non-stressful clinical areas of work. Nursing is a stressful profession. Nurses' job stressors have been studied in Jordan, but none compared job stressors in different clinical areas. There is a need to identify nurses' job stressors in different clinical areas to better manage them. A descriptive correlational design was used. Data about job stressors and demographics were collected from a convenience sample of 464 Jordanian nurses working in Jordanian hospitals. Nursing Stress Scale was used to measure nurses' job stressors. Nurses' job stressors experienced by nurses working in stressful areas were significantly different from those stressors experienced by nurses working in non-stressful areas in five subscales out of seven. Nurses' job stressors in non-stressful areas were best predicted by one variable, 'model of nursing care provision', whereas nurses' job stressors in stressful areas were best predicted by two variables: 'shift worked' and 'level of education'. Providing access to educational programs, not only in clinical areas, but in teamwork, communication, family interactions, and stress management will reduce nurses' job stressors in different clinical areas. Knowing different stressors in different clinical areas among Jordanian nurses help nurse managers and hospital administrators to adopt strategies that manage job stressors effectively in different clinical areas of work. Examples of these strategies are scheduling, reduce workload, and improve work environment.

  11. Development of job standards for clinical nutrition therapy for dyslipidemia patients.

    Science.gov (United States)

    Kang, Min-Jae; Seo, Jung-Sook; Kim, Eun-Mi; Park, Mi-Sun; Woo, Mi-Hye; Ju, Dal-Lae; Wie, Gyung-Ah; Lee, Song-Mi; Cha, Jin-A; Sohn, Cheong-Min

    2015-04-01

    Dyslipidemia has significantly contributed to the increase of death and morbidity rates related to cardiovascular diseases. Clinical nutrition service provided by dietitians has been reported to have a positive effect on relief of medical symptoms or reducing the further medical costs. However, there is a lack of researches to identify key competencies and job standard for clinical dietitians to care patients with dyslipidemia. Therefore, the purpose of this study was to analyze the job components of clinical dietitian and develop the standard for professional practice to provide effective nutrition management for dyslipidemia patients. The current status of clinical nutrition therapy for dyslipidemia patients in hospitals with 300 or more beds was studied. After duty tasks and task elements of nutrition care process for dyslipidemia clinical dietitians were developed by developing a curriculum (DACUM) analysis method. The developed job standards were pretested in order to evaluate job performance, difficulty, and job standards. As a result, the job standard included four jobs, 18 tasks, and 53 task elements, and specific job description includes 73 basic services and 26 recommended services. When clinical dietitians managing dyslipidemia patients performed their practice according to this job standard for 30 patients the job performance rate was 68.3%. Therefore, the job standards of clinical dietitians for clinical nutrition service for dyslipidemia patients proposed in this study can be effectively used by hospitals.

  12. The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

    Science.gov (United States)

    Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

    2014-11-10

    Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

  13. Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

    Science.gov (United States)

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

    According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

  14. The impact of psychological empowerment and organisational commitment on Chinese nurses' job satisfaction.

    Science.gov (United States)

    Ouyang, Yan-Qiong; Zhou, Wen-Bin; Qu, Hui

    2015-01-01

    Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organisational commitment on job satisfaction of Chinese nurses. The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses' job satisfaction. A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Nurses' job satisfaction, psychological empowerment and organisational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction. This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

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

    DEFF Research Database (Denmark)

    Ben Allouch, Somaya; Kotamraju, Nalini Panchita

    2011-01-01

    understand the way recruiters used the profile pages of job applicants and to test whether other-generated information did play a role in the job applicant process. It was quantitative in nature, involving an online survey and consisting of a 2 x 2 factorial design. One variable was self...

  16. Current and Future Value of Human Capital: Predictors of Reemployment Compensation Following a Job Loss

    Science.gov (United States)

    Gowan, Mary A.; Lepak, David

    2007-01-01

    The authors examined the relationship between an individual's human capital profile--knowledge, skills, abilities, and other characteristics--and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre-job-loss salary differ from the types that predict reemployment salary. The…

  17. The relationship betweenmanagers’ leadership styles and emergency medical technicians’ job satisfaction

    Directory of Open Access Journals (Sweden)

    Azimeh Ghorbanian

    2012-01-01

    Full Text Available Background/AimsLeadership plays a crucial role in many professions, especially in challenging positions such as emergency medical service jobs. The purpose of this study was to explore the relationship between managers’ leadership styles and emergency medical technicians’ job satisfaction.MethodThis is a descriptive and cross-sectional study that was carried out in 2010. The research population included 21 managers and 87 emergency medical technicians working in 23 stations in Isfahan city, Iran. The main tools used for data accumulation were the Multiple Leadership Questionnaire for evaluating leadership styles and the Job Descriptive Index for measuring job satisfaction levels. Also, the Pearson correlation analysis test was used to evaluate the relationship between leadership style and job satisfaction.ResultsAmong both managers and technicians, the highest mean score related to the transformational management style, whereas the lowest mean score related to the laissez-faire management style. Moreover, a significant relationship (P<0.01 was found between the transformational and transactional leadership styles and job satisfaction. However, no significant relationship was observed between the laissez-faire management style and job satisfaction.ConclusionConsidering the importance of job satisfaction in medical emergencies, it is recommended that health sector policy makers should provide the groundwork for implementing the transformational leadership style to enhance job satisfaction of the medical emergency staff.

  18. Predicting job stress: a specific case of a female golf caddy in South Korea.

    Science.gov (United States)

    Jung, Hyesun; Lee, Jong-Eun; Kim, Jiyun

    2013-01-01

    The aim of this study was to identify job stress level and to elucidate the factors associated with job stress among female golf caddies as a specific job group in South Korea. The sample included 228 female caddies from 9 golf resorts in this descriptive cross-sectional study. Descriptive analysis and hierarchical regression were conducted to examine significant correlations between variables. The hierarchical regression model for job stress explained 26.8% of the variance among those with a low monthly income (β =-0.151, p=0.021), an irregular diet (β=0.165, p=0.014), and high daily work hours (β=0.380, p=0.000), showing that these respondents were more likely to report high job stress levels. The findings of this study underscore the urgent need to improve job stress levels and factors related to job stress among female golf caddies. Future intervention programs for this job of specific case should focus on improving job stress and coping strategies.

  19. Perfil profissional e mercado de trabalho: relação com formação acadêmica pela perspectiva de estudantes universitários Professional profile and job market: relationship with college education from the undergraduate students' perspective

    Directory of Open Access Journals (Sweden)

    Sônia Maria Guedes Gondim

    2002-07-01

    Full Text Available O artigo apresenta uma pesquisa qualitativa que utilizou a técnica dos grupos focais com o objetivo de investigar as expectativas de inserção futura no mercado de trabalho de estudantes universitários em fase de conclusão de curso. Foram compostos 13 grupos heterogêneos, de 2 a 6 participantes cada um, provenientes de 26 cursos. As sessões variaram de 40 minutos a duas horas, foram gravadas em vídeo cassete e transcritas para posterior análise. Os resultados foram submetidos às técnicas de análise de conteúdo. Destacam-se duas conclusões: i não há clara definição do perfil profissional exigido no mercado de trabalho, o que prejudica a elaboração de planos futuros mais definidos e ii o despreparo profissional está relacionado à qualidade dos estágios curriculares, avaliados como insuficientes e inadequados, o que compromete tanto o perfil profissional, quanto à inserção num mercado que coloca em xeque os limites rígidos entre alguns campos de atuação prática.This paper presents the results of a qualitative research that made use of focus groups in order to investigate the expectations of senior undergraduate students related to their future insertion in the job market. The students, coming from twenty-six different majors, were divided in thirteenth heterogeneous groups, each one composed of two to six members. The sessions, varying from 40 minutes to two hours, were recorded and transcribed for posterior analysis. The results were submitted to content analysis's techniques. Two conclusions deserve special emphasis: 1 there is no clear definition of the professional profile demanded by the job market, which makes the elaboration of future plans harder; 2 the lack of professional preparation is related to the insufficient and inadequate quality of the internship programs. This fact disqualifies the professionals, either in their profile or in their insertion in a job market that questions the rigid demarcations

  20. Temporary jobs in Ireland: does class influence job quality?

    OpenAIRE

    Richard Layte; Philip O'Connell; Helen Russell

    2008-01-01

    Fixed term and casual employment have become increasingly common in OECD countries in the last decade. Research suggests that non-permanent contracts are associated with lower job quality. This paper examines differentials in three indicators of job quality in Ireland: hourly wage, probability of training and level of autonomy. The paper also examines four hypotheses on job quality derived from transaction cost and insider-outsider theories which suggest an important interaction between socia...

  1. INVESTIGATION THE RELATIONSHIP BETWEEN JOB TRAITS AND JOB STRESS

    OpenAIRE

    GholamReza Jandagh; Sayed Mojtaba Hosseini Fard; Mohammad Saadatmand; Ismaeil Chezani Sharahi; Mahtab Rajabi

    2011-01-01

    Stress is a highly serious problem in today world which endangers physical and mental health of individuals. Today organization is a location seriously influenced by stress. As a calamity, stress in organizations weakens and destroys operations and also can promote the organization. There are paramount evidences on the destructive effects of job stress on physical and mental health as well as organizational productivity. Job or job traits are factors that highly impact on stress at organizati...

  2. Effects of stress on auditors' organizational commitment, job satisfaction, and job performance

    Directory of Open Access Journals (Sweden)

    Abolghasem Masihabadi

    2015-09-01

    Full Text Available This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational commitment and job satisfaction and there was not a negative correlation between job stress and job performance. Job stress via organizational commitment and job satisfaction affected job performance negatively. Also, job stress had a negative impact on job satisfaction via organizational commitment.

  3. Job Difficulty Data as an Indicator of Job Complexity,

    Science.gov (United States)

    Military training, *Military personnel, *Research management, * Job analysis, *Aptitudes, Work measurement, Stress (Psychology), Instrumentation, Motivation, Skills, Data acquisition, Sampling, Methodology, Correlation techniques

  4. An Evaluation of Teacher Stress and Job Satisfaction.

    Science.gov (United States)

    Sutton, Geoffrey W.; Huberty, Thomas J.

    1984-01-01

    The Wilson Stress Profile for Teachers was administered to 10 public school teachers and 10 teachers of the severely handicapped in private schools to explore differences in stress. No differences existed in sources of stress or strategies for coping with stress; an inverse relationship between job satisfaction and stress levels existed. (JHZ)

  5. Meet the Power Brokers: They Control School Jobs.

    Science.gov (United States)

    Cramer, Jerome

    1982-01-01

    Describes the "old boys network" of power brokers, consultants, educational administration schools, and administrator organizations that help place superintendents and other school administrators around the country. Profiles several organizations and regional job brokers and consultants and discusses charges that the network is racist,…

  6. Impact of Caring Climate, Job Satisfaction, and Affective Commitment on Employees’ Performance in the Banking Sector of Bosnia and Herzegovina

    Directory of Open Access Journals (Sweden)

    M. Sait DINC

    2016-11-01

    Full Text Available The main purpose of this paper is to examine the impact of caring climate, employees' job satisfaction, and affective commitment on employees' job performance in a banking sector. This study proposes that caring climate has a significant direct effect on overall job satisfaction, affective commitment, and job performance. Moreover, it suggests that caring climate has an influence on job performance through overall job satisfaction and affective commitment. Additionally, affective commitment is considered to be a mediator in the relationship between overall job satisfaction and job performance. In this study, the relationships among the variables were evaluated using factor analysis, descriptive statistics, correlations, and regression. The results based on a sample of 152 employees from one public and three private banks in the Federation of Bosnia and Herzegovina support the hypotheses. This study demonstrates that caring climate has a significant direct influence on overall job satisfaction, affective commitment, and job performance. Furthermore, caring climate has an indirect effect on job performance. Finally, this research discovers an indirect relationship between overall job satisfaction and employees’ job performance through a mediating role of affective commitment.

  7. When Job falls ill: Literary and iconographical study of a biblical scene from the Septuagint

    Directory of Open Access Journals (Sweden)

    Devoge Jeanne

    2009-01-01

    Full Text Available The particular scene from the Book of Job where Job falls ill, struck down by Satan (Job, II, 1-8, is studied from the link between the Septuagint text and the images that illustrate it. The text, transcribed and translated reveals the vocabulary of the body and the disease of Job, supported by the comments of the Greek Fathers that surround it. Compared with the description of some images issued from the iconographical cycles created especially for the Byzantine Books of Job, the text appears clear and concise. Thus, the text offered large scope for interpretation to the manuscript's painters: the numerous variants of the scene where Job falls ill indicate this.

  8. JEMs and incompatible occupational coding systems: effect of manual and automatic recoding of job codes on exposure assignment.

    Science.gov (United States)

    Koeman, Tom; Offermans, Nadine S M; Christopher-de Vries, Yvette; Slottje, Pauline; Van Den Brandt, Piet A; Goldbohm, R Alexandra; Kromhout, Hans; Vermeulen, Roel

    2013-01-01

    In epidemiological studies, occupational exposure estimates are often assigned through linkage of job histories to job-exposure matrices (JEMs). However, available JEMs may have a coding system incompatible with the coding system used to code the job histories, necessitating a translation of the originally assigned job codes. Since manual recoding is usually not feasible in large studies, this is often done by use of automated crosswalks translating job codes from one system to another. We set out to investigate whether automatically translating job codes led to different exposure estimates compared with those resulting from manual recoding using the original job descriptions. One hundred job histories were randomly drawn from the Netherlands Cohort Study on diet and cancer (NLCS), using a sampling strategy designed to oversample potentially exposed jobs. This resulted in 220 job codes that were automatically translated from the original Dutch coding system to the International Standard Classification of Occupations (ISCO)-68 and ISCO-88 as well as manually recoded from the job descriptions in the original questionnaire by two coders. Exposure to several agents (i.e. chromium, asbestos, silica, pesticides, aromatic solvents, and extremely low-frequency magnetic fields) was assigned by JEMs based on job codes resulting from automatic and manual recodings. The agreement between occupational exposure estimates based on the crosswalk versus those based on manual recoding reached a Cohen's Kappa (κ) of 0.66 or higher and were similar to the agreements between the two coders. Results of this study indicate that using automated crosswalks to recode job codes from one occupational classification system to another results only in a limited loss in agreement in assigned occupational exposure estimates compared with direct manual recoding. Therefore, in this case, crosswalks provide an efficient alternative to the costly and time-consuming direct manual recoding from job

  9. Jobs in global supply chains: a macroeconomic assessment

    OpenAIRE

    Kizu, Takaaki; Kühn, Stefan; Viegelahn, Christian

    2016-01-01

    In its recent World Employment and Social Outlook, the ILO published estimates of the number of jobs related to global supply chains (GSCs) for 40 countries in 1995-2013. This paper provides a detailed description of the methodology that was used for the estimation and documents in more detail global linkages in production, becoming apparent on the labour market. The paper also shows new evidence on the number of jobs supported by different export destinations and analyzes the number of GSC-r...

  10. The Entrepreneur's Job

    OpenAIRE

    Volery, Thierry; Müller, Susan; Vonsiemens, Bjoern

    2009-01-01

    Bericht Ernst&Young - (aus dem Vorwort:) "Free time is made, not found. In the manager's job it is forced into the schedule." Dieser von dem kanadischen Managementforscher und Vordenker Henry Mintzberg vor gut 40 Jahren geprägte Satz hat bis heute nicht an Gültigkeit verloren. Noch immer kursieren über die Tätigkeiten von Managern zahlreiche irreführende Legenden. Der klassischen Vorstellung zufolge sind Manager vor allem damit beschäftigt, zu organisieren, zu koordinieren, zu planen un...

  11. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

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

  12. [Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

    Science.gov (United States)

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

    The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p job demands and personal resources [F(3.474) = 3.021; p job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

  13. Job replication on multiserver systems

    OpenAIRE

    Kim, Yusik; Righter, Rhonda; Wolff, Ronald

    2009-01-01

    Parallel processing is a way to use resources efficiently by processing several jobs simultaneously on different servers. In a well-controlled environment where the status of the servers and the jobs are well known, everything is nearly deterministic and replicating jobs on different servers is obviously a waste of resources. However, in a poorly controlled environment where the servers are unreliable and/or their capacity is highly variable, it is desirable to design a system tha...

  14. Association between Metabolic Syndrome and Job Rank.

    Science.gov (United States)

    Mehrdad, Ramin; Pouryaghoub, Gholamreza; Moradi, Mahboubeh

    2018-01-01

    The occupation of the people can influence the development of metabolic syndrome. To determine the association between metabolic syndrome and its determinants with the job rank in workers of a large car factory in Iran. 3989 male workers at a large car manufacturing company were invited to participate in this cross-sectional study. Demographic and anthropometric data of the participants, including age, height, weight, and abdominal circumference were measured. Blood samples were taken to measure lipid profile and blood glucose level. Metabolic syndrome was diagnosed in each participant based on ATPIII 2001 criteria. The workers were categorized based on their job rank into 3 groups of (1) office workers, (2) workers with physical exertion, and (3) workers with chemical exposure. The study characteristics, particularly the frequency of metabolic syndrome and its determinants were compared among the study groups. The prevalence of metabolic syndrome in our study was 7.7% (95% CI 6.9 to 8.5). HDL levels were significantly lower in those who had chemical exposure (p=0.045). Diastolic blood pressure was significantly higher in those who had mechanical exertion (p=0.026). The frequency of metabolic syndrome in the office workers, workers with physical exertion, and workers with chemical exposure was 7.3%, 7.9%, and 7.8%, respectively (p=0.836). Seemingly, there is no association between metabolic syndrome and job rank.

  15. Skill formation and job matching effects in wage growth: the case of manufacturing workers in Ethiopia

    OpenAIRE

    Taye Mengistae

    1998-01-01

    In this paper, I analyse production and labour market data from a random sample of manufacturing firms in Ethiopia in order to test for skill formation and job matching effects in wage growth. Based on estimated labor market experience and job seniority profiles of relative marginal pro¬ductivity and relative wages, I find that both on-the-job skill formation and job matching are significant sources the growth of productivity and wages with time in the labour market. However, there is also ev...

  16. Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses.

    Science.gov (United States)

    Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

    2017-11-01

    To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.

  17. THE ANALYSIS OF JOB SATISFACTION NURSE BASED ON ORGANIZATIONAL CLIMATE

    Directory of Open Access Journals (Sweden)

    Nursalam Nursalam

    2017-04-01

    Full Text Available Introduction: Organizational climate is a perception of the organization's members about their organization and it will be able to influence their attitude. Conducive organizational climate is important to improve job satisfaction. Nurse's job satisfaction is needed to increase quality of health service care. The purpose of the study is to analyze the correlation between organizational climate and job satisfaction of nurse. Method: This study was a quantitative research that used a descriptive method with cross sectional survey design. The population was all nurses in IRNA Bedah of RSUD Kabupaten Sampang that consists of 15 people. The sample were 11 people recruited by using purposive sampling. The data was collected by using organizational climate questionnaire and job satisfaction questionnaire, interval scale was used with Likert scoring. The statistic analysis used Spearman's rho and content analysis. Result: The result of the statistic test shows that organizational climate had p = 0.003 which reveals that there was a correlation between organizational climate and job satisfaction of nurse in IRNA Bedah of RSUD Kabupaten Sampang, with r2 = 0.799 (within a range 0.60–0.799. It means that both variable had a strong positive correlation. Discussion: In conclusion, there was a positive correlation between organizational climate and job satisfaction with strong correlation. The writer suggests the next researchers to study dimension of organizational climate from Pines (1982, and factors to influence job satisfaction from McClelland (1962 so that they will be able to compare the correlation between organizational climate and job satisfaction by using another theory.

  18. Steve Jobs: Nobel Laureate

    Directory of Open Access Journals (Sweden)

    Garry Jacobs

    2013-05-01

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

  19. Testing job typologies and identifying at-risk subpopulations using factor mixture models.

    Science.gov (United States)

    Keller, Anita C; Igic, Ivana; Meier, Laurenz L; Semmer, Norbert K; Schaubroeck, John M; Brunner, Beatrice; Elfering, Achim

    2017-10-01

    Research in occupational health psychology has tended to focus on the effects of single job characteristics or various job characteristics combined into 1 factor. However, such a variable-centered approach does not account for the clustering of job attributes among groups of employees. We addressed this issue by using a person-centered approach to (a) investigate the occurrence of different empirical constellations of perceived job stressors and resources and (b) validate the meaningfulness of profiles by analyzing their association with employee well-being and performance. We applied factor mixture modeling to identify profiles in 4 large samples consisting of employees in Switzerland (Studies 1 and 2) and the United States (Studies 3 and 4). We identified 2 profiles that spanned the 4 samples, with 1 reflecting a combination of relatively low stressors and high resources (P1) and the other relatively high stressors and low resources (P3). The profiles differed mainly in terms of their organizational and social aspects. Employees in P1 reported significantly higher mean levels of job satisfaction, performance, and general health, and lower means in exhaustion compared with P3. Additional analyses showed differential relationships between job attributes and outcomes depending on profile membership. These findings may benefit organizational interventions as they show that perceived work stressors and resources more strongly influence satisfaction and well-being in particular profiles. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

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

    NARCIS (Netherlands)

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

    2017-01-01

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

  1. Jobs masonry in LHCb with elastic Grid Jobs

    CERN Document Server

    Stagni, F

    2015-01-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs' execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) si...

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

    African Journals Online (AJOL)

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

  3. Job Searchers, Job Matches and the Elasticity of Matching

    NARCIS (Netherlands)

    Broersma, L.; van Ours, J.C.

    1998-01-01

    This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about

  4. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

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

  5. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

    2008-01-01

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

  6. A step toward universal competency profiler

    OpenAIRE

    Avsec, Stanislav; Kaučič, Branko; Ramšak, Maja

    2015-01-01

    Last decade, the competences, competency and competency profiling have been recognized as the core information and process to provide basics for implementation of efficient interchangeable widely recognized education and worldwide employment. Competences are components of a job which are reflected in behaviour that are observable in a workplace. A list of the knowledge, skills, and abilities necessary to perform a job well is determined as competency profile. Types of skills li...

  7. Asthma history, job type and job changes among US nurses.

    Science.gov (United States)

    Dumas, Orianne; Varraso, Raphaëlle; Zock, Jan Paul; Henneberger, Paul K; Speizer, Frank E; Wiley, Aleta S; Le Moual, Nicole; Camargo, Carlos A

    2015-07-01

    Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Whether asthma history influences job type or job changes among nurses is unknown. We investigated this issue in a large cohort of nurses. The Nurses' Health Study II is a prospective study of US female nurses enrolled in 1989 (ages 24-44 years). Job status and asthma were assessed in biennial (1989-2011) and asthma-specific questionnaires (1998, 2003). Associations between asthma history at baseline (diagnosis before 1989, n=5311) and job type at baseline were evaluated by multinomial logistic regression. The relations of asthma history and severity during follow-up to subsequent job changes were evaluated by Cox models. The analytic cohort included 98 048 nurses. Compared with nurses in education/administration (likely low disinfectant exposure jobs), women with asthma history at baseline were less often employed in jobs with likely high disinfectant exposure, such as operating rooms (odds ratio 0.73 (95% CI 0.63 to 0.86)) and emergency room/inpatient units (0.89 (0.82 to 0.97)). During a 22-year follow-up, nurses with a baseline history of asthma were more likely to move to jobs with lower exposure to disinfectants (HR 1.13 (1.07 to 1.18)), especially among those with more severe asthma (HR for mild persistent: 1.13; moderate persistent 1.26; severe persistent: 1.50, compared with intermittent asthma, p trend: 0.004). Asthma history was associated with baseline job type and subsequent job changes among nurses. This may partly reflect avoidance of tasks involving disinfectant use, and may introduce bias in cross-sectional studies on disinfectant exposure and asthma in nurses. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  8. Job-demand for Learning and Job-related Learning: the Mediating Effect of Job Performance Improvement Initiatives

    OpenAIRE

    Loon, Mark; Bartram, T.

    2007-01-01

    This study examined whether job-performance-improvementinitiatives mediate the relationship between individuals’ job-demand for learning and job-related learning. Data were obtained from 115 full-time\\ud employees in a diverse range of occupations. A partial least squares analysis revealed that job-performance-improvement-initiatives mediate partially the effects of job-demand for learning on job-related learning. Several implications\\ud for future research and policy are drawn from the findi...

  9. Job search and commuting time

    NARCIS (Netherlands)

    Gorter, C.; Berg, van den G.J.

    1996-01-01

    We structurally analyze a job search model for unemployed individuals that allows jobs to have different wage/commuting-time combinations. Thestructural parameter of interest is the willingness to pay for commuting time. We use a unique dataset containing subjective responses on the optimalsearch

  10. Psychosocial risks and job performance

    NARCIS (Netherlands)

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

    2014-01-01

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

  11. BUSINESS ETIQUETTE IN JOB INTERVIEW

    Directory of Open Access Journals (Sweden)

    AGEEVA JULIA VICTOROVNA

    2015-01-01

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

  12. Job search and academic achievement

    NARCIS (Netherlands)

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

    2010-01-01

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

  13. Job Satisfaction of University Faculty.

    Science.gov (United States)

    Onuoha, Alphonso R. A.

    1980-01-01

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

  14. Job satisfaction and contingent employment

    NARCIS (Netherlands)

    de Graaf-Zijl, M.

    2012-01-01

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

  15. Job Prospects for Industrial Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1988-01-01

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

  16. Job Prospects for Nuclear Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  17. Job Quality in the Crisis

    DEFF Research Database (Denmark)

    Leschke, Janine; Watt, Andrew; Finn, Mairéad

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

  18. Benchmark job – Watch out!

    CERN Multimedia

    Staff Association

    2017-01-01

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

  19. Job Satisfaction in Fisheries Compared

    Science.gov (United States)

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-01-01

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

  20. Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

    Science.gov (United States)

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

    This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

  1. [Job satisfaction: a comparative study between public and private practice].

    Science.gov (United States)

    Cafaro, Giuseppe; Sansoni, Julita

    2010-01-01

    The article describes the results of a study comparing job satisfacion in nurses working in public and private health structures in the same city, in the light of a wider study at national level. Job satisfaction in nurses also affects patients, improving care and preventing stress that may cause burnout, increased turnover or even professional abandonment. Methods and instruments: a quantatitive-descriptive study was performed using a socio-demographical questionnaire composed of 44 items (Index of Work Satisfacion di Stamps, 1972) related to autonomy, professional status, tasks involved , retribution, interaction and organizational policy. the outcome of the study confirmed previous findings and corresponded to national and international averages. The satisfaction/insatisfaction index was 12.75 (range 0.9-37.1) for the public sector and 13.08 (range 0.9-37.1)for the private one, indicating a low to medium job satisfaction rate.

  2. Job Satisfaction Factors Among English Language Teachers In Malaysia

    Directory of Open Access Journals (Sweden)

    Sara Zarisfizadeh

    2012-09-01

    Full Text Available Job satisfaction is very essential to the continuing growth of educational systems around the world and actually nowadays teachers have a very crucial role in the success or failure of each educational system. The present study investigated different job satisfaction and dissatisfaction factors among Malaysian English language teachers. The study is a survey research which has 35 English teachers as its participants. To collect data the questionnaire titled ‘TEJOSAMOQ’ was used. Descriptive analysis method was used to have sum of values, mean and standard deviation for each factor. The result showed that personal growth and achievement is the most important job satisfaction factors while high workload is central source of dissatisfaction for English teachers in Malaysia. The result can be used to make better and more effective policies and administration to have high quality education system in future.

  3. Work context, job satisfaction and suffering in primary health care

    Directory of Open Access Journals (Sweden)

    Greisse da Silveira Maissiat

    Full Text Available OBJECTIVE: To evaluate the work context, job satisfaction and suffering from the perspective of workers in primary health care. METHOD: This cross-sectional study was conducted with 242 employees of a municipality of Rio Grande do Sul, Brazil, from May to July 2012. The adopted instruments were the Work Context Assessment Scale (EACT and the Job Satisfaction and Suffering Indicators Scale (EIPST. Research also included descriptive and inferential statistical analysis. RESULTS: Organization (91.3% and work conditions (64% received the worst scores in terms of context. The indicators of job satisfaction were related to professional achievement (55.8%, freedom of expression (62.4% and recognition (59.9%. However, 64.5% presented professional exhaustion, which had an inverse association with age and years in the institution (p<0.05. CONCLUSION: The workers evaluated their work context as inappropriate and complained of exhaustion, although they claimed their work affords some satisfaction.

  4. [Work context, job satisfaction and suffering in primary health care].

    Science.gov (United States)

    Maissiat, Greisse da Silveira; Lautert, Liana; Pai, Daiane Dal; Tavares, Juliana Petri

    2015-06-01

    To evaluate the work context, job satisfaction and suffering from the perspective of workers in primary health care. This cross-sectional study was conducted with 242 employees of a municipality of Rio Grande do Sul, Brazil, from May to July 2012. The adopted instruments were the Work Context Assessment Scale (EACT) and the Job Satisfaction and Suffering Indicators Scale (EIPST). Research also included descriptive and inferential statistical analysis. Organization (91.3%) and work conditions (64%) received the worst scores in terms of context. The indicators of job satisfaction were related to professional achievement (55.8%), freedom of expression (62.4%) and recognition (59.9%). However, 64.5% presented professional exhaustion, which had an inverse association with age and years in the institution (psatisfaction.

  5. Influencia de la insatisfacción laboral en las demandas de cambio de puesto de trabajo por motivos de salud Influence of the job dissatisfaction in the demands of the job change for reasons of health

    Directory of Open Access Journals (Sweden)

    Fernando Mansilla Izquierdo

    2010-06-01

    Full Text Available Introducción: Las patologías de los trabajadores como consecuencia directa del trabajo o que padecía anteriormente y se ve agravada por el mismo son diversas, entre otras las patologías musculoesqueléticas y psíquicas. Sin duda todo este ámbito de patología del trabajador se ve influenciada por su nivel de satisfacción/insatisfacción laboral. Objetivo: Conocer si la insatisfacción laboral del trabajador influye en la demanda de adaptación/cambio de puesto de trabajo por motivos de salud. Método: La muestra del presente estudio descriptivo ha estado formada por trabajadores municipales (funcionarios y contratados laborales del Ayuntamiento de Madrid, que han solicitado cambio de puesto de trabajo por motivos de salud. Los instrumentos utilizados han sido: la entrevista, la revisión de informes de especialistas, un cuestionario sociodemográfico y la Escala General de Satisfacción Laboral Resultado: El perfil de que solicita cambio de puesto por motivos de salud con patología psíquica esquelética es mujer de 31 a 50 años casada/en pareja o separada/divorciada, con nivel educativo de Bachiller/Formación Profesional o Universitario Grado Medio, categoría Agente de Movilidad y Grupo C1, C2.Introduction: The conditions of workers as a direct result of work or suffered earlier and exacerbated by it are various, including musculoskeletal diseases and mental health. Without doubt this whole area of worker's disease is influenced by their level of satisfaction / job dissatisfaction. Objective: To determine whether the worker's job satisfaction influences the demand for adaptation / change of job for health reasons. Method: The sample of this descriptive study has been formed by municipal workers (staff and contract work of the City of Madrid, who have applied for change of job for health reasons. Instruments used were: the interview, review of reports of specialists, a sociodemographic questionnaire and the General Job Satisfaction

  6. The relationship between managers' leadership styles and emergency medical technicians' job satisfaction.

    Science.gov (United States)

    Ghorbanian, Azimeh; Bahadori, Mohammadkarim; Nejati, Mostafa

    2012-01-01

    Leadership plays a crucial role in many professions, especially in challenging positions such as emergency medical service jobs. The purpose of this study was to explore the relationship between managers' leadership styles and emergency medical technicians' job satisfaction. This is a descriptive and cross-sectional study that was carried out in 2010. The research population included 21 managers and 87 emergency medical technicians working in 23 stations in Isfahan city, Iran. The main tools used for data accumulation were the Multiple Leadership Questionnaire for evaluating leadership styles and the Job Descriptive Index for measuring job satisfaction levels. Also, the Pearson correlation analysis test was used to evaluate the relationship between leadership style and job satisfaction. Among both managers and technicians, the highest mean score related to the transformational management style, whereas the lowest mean score related to the laissez-faire management style. Moreover, a significant relationship (Pjob satisfaction. However, no significant relationship was observed between the laissez-faire management style and job satisfaction. Considering the importance of job satisfaction in medical emergencies, it is recommended that health sector policy makers should provide the groundwork for implementing the transformational leadership style to enhance job satisfaction of the medical emergency staff.

  7. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

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

  8. An Investigation of the Relationship between Teachers' Ratings of Their Principals' Leadership Style and Teachers' Job Satisfaction in Public Education

    Science.gov (United States)

    Shead, Lisa M.

    2010-01-01

    This study examined the relationship between principals' leadership styles and teachers' job satisfaction. A demographic survey, the School-Level Environment Questionnaire (Fisher and Fraser, 1990), and the Job Descriptive Index (Smith, et, al. 1969) were administered to 232 teachers representing the San Antonio Independent School District. The…

  9. Contributions of Self-Efficacy and Problem Solving Skills on Secretaries' Job Performance in Ogun State Public Service, Nigeria

    Science.gov (United States)

    Abosede, Subuola Catherine; Adesanya, Adebimpe Olusola

    2017-01-01

    This study is aimed at determining the contributions of self-efficacy and problem solving skills to the job performance of secretaries. The study also ascertained the relationship among self-efficacy, problem solving skills and job performance of the secretaries. The study employed the descriptive research design. Ten (10) secretaries were…

  10. A first-line nurse manager's goal-profile.

    Science.gov (United States)

    Johansson, Gunilla; Pörn, Ingmar; Theorell, Töres; Gustafsson, Barbro

    2007-01-01

    The aim of this case study was to acquire understanding concerning the first-line nurse manager's goal-profile, i.e. prioritization of goals in her work as a first-line nurse manager, through use of an action-theoretic and confirmatory theory. The first-line nurse manager's pivotal role regarding quality of care and development in relation to on-going changes in the health care sector is stressed by many researchers and the transition from nurse to manager is described as a demanding challenge for the first-line nurse manager. The case study described in this paper concerns a first-line nurse manager in an actual working environment in care of older people. Data collection comprised interviews, observations, a job description and policy documents. A hermeneutic interpretation was used for data analysis. The results showed that the first-line nurse manager had three goals in her goal-profile, in the following order of priority: (i) a nurse goal that she had strongly accepted and in which she had excellent control, (ii) an administrator goal that she had accepted and in which she had control, (iii) a leadership goal that she had not accepted and in which she did not have control. Both the administrator and leadership goals were based on her job description, but the nurse goal was a personally chosen goal based on her own self-relation/goal-fulfillment. The first-line nurse manager's prioritized self-identity, based on successful realization of goals in her goal-profile, was decisive in the manifestation of her work. This study contributes to a new understanding of the first-line nurse manager's self-identity related to work in terms of goal acceptance and goal control of prioritized goals. This action-theoretic approach could be a valuable 'key' for understanding leadership (or lack of leadership) in clinical practice.

  11. Examining the effect of emotional intelligence on socio-demographic variable and job stress among retail employees

    National Research Council Canada - National Science Library

    Shukla, Abhishek; Srivastava, Rajeev

    2016-01-01

    ... on the relationship between socio-demographic variable and job stress. The data were analyzed on the sample of 564 retail employees using descriptive statistics, Pearson correlations, and hierarchical multiple regression...

  12. An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates

    Science.gov (United States)

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Background: Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction. Design: A cross-sectional, descriptive survey study was conducted. Methods: By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. Results: With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and

  13. An Investigation of Nurses' Job Satisfaction in a Private Hospital and Its Correlates.

    Science.gov (United States)

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Nurses' job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. To investigate nurses' job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses' job satisfaction. A cross-sectional, descriptive survey study was conducted. By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses' job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses' job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with 'Pay' and 'Autonomy'. The findings suggest that the nurses in the private hospital are

  14. Personal traits as predictor of job satisfaction

    National Research Council Canada - National Science Library

    Petrushikhina Elena Borisovna

    2013-01-01

    .... The Five-Factor model is well-founded for predicting job satisfaction. Correlation analysis indicates high influence of Neuroticism, Extraversion, Agreeableness, Conscientiousness on job satisfaction...

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

    Directory of Open Access Journals (Sweden)

    Jelena Ćulibrk

    2018-02-01

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

  16. Ethical sensitivity, burnout, and job satisfaction in emergency nurses.

    Science.gov (United States)

    Palazoğlu, Cansu Atmaca; Koç, Zeliha

    2017-01-01

    Rising levels of burnout and decreasing job satisfaction can inhibit healthcare professionals from providing high-quality care due to a corresponding decrease in their ethical sensitivity. This study aimed to determine the relationship between the level of ethical sensitivity in emergency service nurses and their levels of burnout and job satisfaction. This research employed a descriptive and cross-sectional design. Participants and research context: This study was conducted with a sample of 236 nurses, all of whom worked in emergency service between 24 July 2015 and 28 April 2016. Data were collected using the Moral Sensitivity Questionnaire, Maslach Burnout Inventory, and Minnesota Job Satisfaction Scale. Ethical considerations: This study was approved by the Institutional Ethics Review Board of Ondokuz Mayıs University. There was a weak and negative correlation (r = -0.158, p = 0.015) between Moral Sensitivity Questionnaire and Maslach Burnout Inventory scores. There was also a weak and negative correlation (r = -0.335, p Burnout Inventory and Minnesota Job Satisfaction Scale scores. Decreased job satisfaction and increased burnout levels among emergency service nurses might result in them indulging in improper practices, frequently facing ethical problems, and a decrease in the overall quality of service in hospitals. In order for emergency service nurses to recognize ethical problems and make the most accurate decisions, a high level of ethical sensitivity is critical. In this respect, it is suggested that continuing education after graduation and training programs should be organized.

  17. Determined persistence: achieving and sustaining job satisfaction among nurse practitioners.

    Science.gov (United States)

    Shea, Mary L

    2015-01-01

    Job satisfaction of nurse practitioners (NPs) has been studied using quantitative methods. A grounded theory approach was used in this study to understand the contextual nature of the NPs' description of job satisfaction from a personal perspective. A grounded theory approach as described by Glaser and Strauss was used in this study. The study took place in a rural northeastern state. The researcher conducted face-to-face interviews using open-ended questions with 15 participants. Constant comparative method was utilized to analyze data culminating in a basic social process. The participants described holistic care as the foundation of their work and their relationship with patients as determining factors of job satisfaction. When NPs felt as though patient care was compromised, they became dissatisfied. NPs were highly satisfied when providing holistic care and within an environment that respected their professional values. In order to maintain accessibility to high-quality health care, it is imperative to understand the factors that contribute to job satisfaction of NPs. As the healthcare system evolves, healthcare policymakers and healthcare organizations must develop strategies to ensure job satisfaction among NPs. ©2014 American Association of Nurse Practitioners.

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

    Science.gov (United States)

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

    2014-02-17

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

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

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-03-01

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

  20. Professional Values, Job Satisfaction, and Intent to Leave Among Nursing Managers.

    Science.gov (United States)

    Kantek, Filiz; Kaya, Ayla

    2017-08-01

    The professional values that are typically attributed to nursing managers influence the behaviors of staff nurses as well as of nursing managers. Therefore, the efficient planning and implementation of nursing services require that nursing managers raise their awareness of professional nursing values. This study aims to investigate the correlations between professional values, job satisfaction, and intent to leave the job and the institution. This descriptive and cross-sectional study was conducted on 216 nursing managers in nine different hospitals in Turkey. The data were collected using a personal information form, Nursing Professional Values Scale, Minnesota Job Satisfaction Questionnaire, and scales on intent to leave the job and the institution. Results indicate a positive correlation between the professional values of nurses and their job satisfaction and suggest a negative correlation between professional values and intent to leave the job and the institution. Furthermore, agency was found to be a determinant of job satisfaction. Strong professional values were found to increase job satisfaction and decrease the intent to leave the job and the institution.

  1. Relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey.

    Science.gov (United States)

    Sabanciogullari, Selma; Dogan, Selma

    2015-11-01

    The purpose of this study is to investigate the relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey. Although there are many studies on job satisfaction among nurses in Turkey, there is a gap in the literature in relation to professional identity, particularly for intentions to leave the profession. This cross-sectional, descriptive and correlational study was conducted with 2122 nurses from Turkey. A positive and significant correlation was determined between the nurses' job satisfaction and professional identities. It was found that 15.5% of the nurses intended to leave their profession. Intention to leave the profession was greater among the nurses with inadequate professional identity development and low job satisfaction. Professional identity is a factor affecting job satisfaction. Both professional identity and job satisfaction are important factors affecting nurses' intention leaving the profession. Given that professional identity and job satisfaction affect intention to leave the profession and professional identity affects job satisfaction, nurse managers who are mainly responsible for the quality of nursing care should develop strategies that support nurses' professional identity and increase their job satisfaction if they are to prevent nurses from leaving the profession. © 2014 John Wiley & Sons Ltd.

  2. Three components of organizational commitment and job satisfaction of hospital nurses in Iran.

    Science.gov (United States)

    Jahangir, Fridoon; Shokrpour, Nasrin

    2009-01-01

    To measure the relationship between job satisfaction and the 3 components of organizational commitment. Most of the research conducted in the West has shown a positive relationship between organizational commitment and job satisfaction of nurses; however, the relationship between the components of organizational commitment and job satisfaction is not well established in Iranian samples. This study aimed to investigate the level of organizational commitment and job satisfaction of the hospital nurses in Iran and the interrelationship between the 3 components of commitment and job satisfaction among them. Using the organizational commitment questionnaire developed by Meyer et al (J Appl Psychol. 1993;78:538-551), the 3 components of commitment were measured through a descriptive correlational design. Seven hundred eighty-six licensed nurses working in 12 hospitals participated in the study. One hundred ninety-eight of 220 returned questionnaires were identified as appropriate for the analysis. Affective commitment was positively related to job satisfaction, normative commitment, and experience in nursing, but it was negatively related to continuance commitment. Continuance commitment was negatively related to job satisfaction and affective commitment. Normative commitment was positively related to job satisfaction and affective commitment. The 3 components of commitment are variously related to job satisfaction. Nursing managers should pay attention to different components of commitment variously to promote the appropriate type of commitment needed for specific situation in which they work.

  3. In search of the entrepreneurial profile(s) in Luxembourg

    OpenAIRE

    Dimaria, Charles-Henri; Ries, Jean

    2006-01-01

    This article tries to characterize the profiles of entrepreneurs in Luxembourg. First, theoretical benchmark definitions of entrepreneur and entrepreneurship are surveyed and descriptive statistics are computed to define an average profile of the entrepreneur using a new and original dataset for Luxembourg. Then, using the Factors of Business Success survey (FoBS), clustering techniques are used to determine potential entrepreneurial profiles in Luxembourg.

  4. The Impact Of Job Demands And Resources On Job Crafting

    National Research Council Canada - National Science Library

    Sang-Hoon Lee; Yuhyung Shin; Seung Ik Baek

    2017-01-01

    ... grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations...

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

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2002-01-01

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

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

    OpenAIRE

    Tesfaye, Yodit

    2011-01-01

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

  7. Cracking the Hidden Job Market. Pocket Job Series No. 3.

    Science.gov (United States)

    Lindgren, Amy

    This book is the third in a series of six pocket-sized books written for career changers and laid-off workers. Each book is written at a 7th- to 10th-grade reading level and contains examples, hands-on self-discovery exercises, and step-by-step advice for a successful job search. This book identifies steps for finding the unadvertised jobs--80-95…

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

    OpenAIRE

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

    2017-01-01

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

  9. ARE AUTHENTIC LEADERS SATISFIED WITH THEIR JOB?

    Directory of Open Access Journals (Sweden)

    Nebojsa Pavlovic

    2016-06-01

    Full Text Available A crisis in management has led to the appearance of Authentic leadership. The aim of this work is to determine the characteristics of Authentic leadership in educational institutions and to respond to the question as to whether authentic leaders are satisfied with their job. The third aim is to determine differences among the researched regions. The sample included 227 randomly selected directors from primary and secondary schools in Serbia, Montenegro and the Republika Srpska. The research used an ALQ questionnaire for the estimation of leadership behaviour. Descriptions for the results prediction and multiple linear regressions were used. A multivariance analysis of variance was used to compare the groups. The research results showed that every fourth director is an authentic leader. Authentic leadership has a significant influence on job satisfaction through two aspects: internalised perspective and balanced processing. There are no differences in Authentic leadership in the researched areas. The results could be useful for educational institutions in countries where the research was conducted. Further research could be carried out in other countries while cultural differences should be taken into account. One limiting factor consists of the fact that the analysed data are obtained only from school directors. Leaders of educational institutions should provide management through the development of their own authenticity and the authenticity of their followers. The characteristics of Authentic leadership were reviewed and tested practically in the West-Balkan environment.

  10. Relationship between Leader Behaviors and Employees’ Job Satisfaction: A Path-Goal Approach

    Directory of Open Access Journals (Sweden)

    Sikandar Hayyat Malik

    2013-05-01

    Full Text Available This descriptive and cross-sectional study looked at the relationships between leader behavior and employees’ job satisfaction in Pakistan. The data were collected from middle and first line managers through survey questionnaires using a stratified random sampling technique. Employee job satisfaction depends upon the leadership behavior of managers. There was significant correlation between all the four path-goal leader behaviors i.e. directive; supportive; participative; and achievement oriented leader behavior and job in general & supervision were significant. There was a significant correlation between the attributes of subordinate (age, gender, qualification, rank, experience and length of service under the current supervisor and their job satisfaction. Similarly, the correlation between situational factors (locus of control, ability, task structure, role ambiguity, stress, achievement need and autonomy need and subordinates’ job satisfaction was significant.

  11. Work-family conflict, job satisfaction and spousal support: An exploratory study of nurses’ experience

    Directory of Open Access Journals (Sweden)

    CJ Patel

    2008-09-01

    Full Text Available In recognising the highly stressful nature of the nursing profession, the added burden of hospital staff shortages, and patient overload, the present study explored the impact of work on family functioning, its relationship to job satisfaction and the role of spousal support in a group of 80 female nurses working in a government hospital. Using a descriptive, correlational design, the relationships among job satisfaction, work-family conflict (WFC and spousal/partner support were explored. The hypotheses that job satisfaction and WFC would be negatively correlated, that job satisfaction and spousal support would be positively correlated, and that WFC and spousal support would be negatively correlated, were tested using correlation techniques. All hypotheses were confirmed. The role of spousal support in the relationship between job satisfaction and work -family conflict was highlighted.

  12. The effect of structural empowerment and organizational commitment on Chinese nurses' job satisfaction.

    Science.gov (United States)

    Yang, Jinhua; Liu, Yanhui; Chen, Yan; Pan, Xiaoyan

    2014-08-01

    The purposes of this study were (1) to examine the level of structural empowerment, organizational commitment and job satisfaction in Chinese nurses; and (2) to investigate the relationships among the three variables. A high turnover rate was identified in Chinese staff nurses, and it was highly correlated with lower job satisfaction. Structural empowerment and organizational commitment have been positively related to job satisfaction in western countries. A cross-sectional survey design was employed. Data analysis included descriptive statistics and multiple step-wise regression to test the hypothesized model. Moderate levels of the three variables were found in this study. Both empowerment and commitment were found to be significantly associated with job satisfaction (r=0.722, r=0.693, pcommitment were significant predictors of job satisfaction. Support for an expanded model of Kanter's structural empowerment was achieved in this study. Copyright © 2014 Elsevier Inc. All rights reserved.

  13. Exploring pharmacists' perceived job alternatives: Results from the 2014 National Pharmacist Workforce Survey.

    Science.gov (United States)

    Rojanasarot, Sirikan; Gaither, Caroline A; Schommer, Jon C; Doucette, William R; Kreling, David H; Mott, David A

    To examine the association between pharmacists' demographics, practice variables, worklife attitudes (e.g., work environment stress, control in the work environment, professional commitment, work-home conflict, and organizational commitment), and their perceived job alternatives. Cross-sectional descriptive study. A representative nationwide sample of licensed pharmacists in the United States, 2014. A total of 1574 practicing pharmacists. A previously validated Likert-type scale was used to measure perceived job alternatives. Pharmacists reported their perception on how easy it would be to find a better job with the use of 17 common organizational characteristics. The higher the score, the easier they perceived it would be to find a new job. The perceived job alternatives scale manifested 4 constructs: environmental conditions, professional opportunities, compensation, and coworkers. Multivariate regression analysis showed that organizational commitment was the most influential worklife attitude and was negatively associated with all constructs except better compensation. The higher professional commitment and environmental stress, the easier pharmacists perceive it would be to find a new job with better environmental conditions, such as better professional treatment by management. Younger pharmacists indicated higher perceived levels of ease in finding a job with better environmental conditions and professional opportunities. Male pharmacists also reported a higher perceived level of ease in finding an alternate job with better professional opportunities. White pharmacists perceived it would be easier to find a new job with better environmental aspects and compensation. No statistical significance was observed in perceived job alternatives among pharmacists practicing in different primary work settings after adjusting for other variables. Demographics and worklife attitudes were found to affect perceived availability of job alternatives. Organizational commitment

  14. Job Assignments under Moral Hazard

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

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

  15. Job Orders (Ordres de mission)

    CERN Document Server

    Organisation & Procedures, FI Department, Tel. 73905

    2005-01-01

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

  16. Employee motivation and job satisfaction

    OpenAIRE

    Ionova, Daria

    2016-01-01

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

  17. Job loss and broken partnerships

    DEFF Research Database (Denmark)

    Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

    2008-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

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

  19. The 2025 Big "G" Geriatrician: Defining Job Roles to Guide Fellowship Training.

    Science.gov (United States)

    Simpson, Deborah; Leipzig, Rosanne M; Sauvigné, Karen

    2017-10-01

    Changes in health care that are already in progress, including value- and population-based care, use of new technologies for care, big data and machine learning, and the patient as consumer and decision maker, will determine the job description for geriatricians practicing in 2025. Informed by these future certainties, 115 geriatrics educators attending the 2016 Donald W. Reynolds Foundation Annual meeting identified five 2025 geriatrician job roles: complexivist; consultant; health system leader and innovator; functional preventionist; and educator for big "G" and little "g" providers. By identifying these job roles, geriatrics fellowship training can be preemptively redesigned. © 2017, Copyright the Authors Journal compilation © 2017, The American Geriatrics Society.

  20. Special cases of online parallel job scheduling

    NARCIS (Netherlands)

    Hurink, Johann L.; Paulus, J.J.

    2007-01-01

    In this paper we consider the online scheduling of jobs, which require processing on a number of machines simultaneously. These jobs are presented to a decision maker one by one, where the next job becomes known as soon as the current job is scheduled. The objective is to minimize the makespan. For

  1. Job strain and time to pregnancy

    DEFF Research Database (Denmark)

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

    1998-01-01

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

  2. 32 CFR 1656.10 - Job placement.

    Science.gov (United States)

    2010-07-01

    ... a position approved for Alternative Service Work. Selective Service must review the job within 30... 32 National Defense 6 2010-07-01 2010-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing...

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

    African Journals Online (AJOL)

    Job satisfaction broadly is considered to be as attitude of a person reflecting the degree to which his/her important needs are satisfied by this job. To study the job satisfaction level and factors associated with job satisfaction of Extension personnel, a sample of 74 extension personnel from Kurdistan province of Iran were ...

  4. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

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

  5. The Association of Psychological Empowerment and Job Burnout in Operational Staff of Tehran Emergency Center.

    Science.gov (United States)

    Ghaniyoun, Aram; Shakeri, Khosro; Heidari, Mohammad

    2017-09-01

    Workers in social service professions are the first candidates for job burnout. The researchers believe this is due to daily exposure to stressful situations and lack of positive conditions in the workplace. It seems that psychological empowerment of staff can affect their job burnout. This study aimed to investigate the relationship between psychological empowerment and job burnout in operational staff of emergency center. This was a descriptive correlational study. A total of 1100 operational staff of emergency center were evaluated, and of which, 285 persons were selected by simple random sampling method. Data were collected using Spritzer's psychological empowerment and Maslach Burnout Inventory questionnaires. SPSS software, version 18, was used for data analysis along with descriptive analytical tests. The findings of this study revealed that the majority of units (46%) were in intermediate level in terms of empowerment. Similarly, the majority of cases had intermediate level (77.5%), and a minor percentage (8.4%) had low levels of job burnout. Based on Pearson's correlation test, there was a significant invert correlation between psychological empowerment and job burnout. This inverse and significant relationship was also observed between the four components of psychological empowerment (competence, self-determination, impact, and meaning) and job burnout. According to the results of the study, policy makers and health planners can take some measures in enhancing psychological empowerment to prevent problems associated with job burnout, by identifying stressors and strategies to deal with them.

  6. The impact of the wording of employment advertisements on students' inclination to apply for a job.

    Science.gov (United States)

    Born, Marise P; Taris, Toon W

    2010-01-01

    Students' inclination to apply for a job was examined as a function of (1) the wording of the desired candidate's profile specified in the employment advertisement and (2) applicant gender. Previous research found that women are more inclined than men to apply for jobs that include a profile corresponding to their gender (i.e., a profile containing prototypically feminine instead of masculine personal characteristics). Based on Fiedler and Semin's (1996) Linguistic Category Model, we expected that this effect would decrease if the desired profile was worded in terms of behaviors/verbs instead of nouns/ adjectives. ANOVA supported this reasoning for women but not for men. We conclude that organizations may increase the number of women applying for particular jobs by changing the presentation form of the advertisement.

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

    Science.gov (United States)

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

    2018-01-01

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

  8. The Fate of Job in Jewish Tradition

    DEFF Research Database (Denmark)

    Schleicher, Marianne

    2008-01-01

    Job's piety in The Book of Job is so ideal that it becomes problematic on two levels. First, it renders God a tyrant. Second, no one can fully identify with Job. Surely, we may suffer just as much as Job does and even feel that God is unjust, but no man can ever claim to be as pious as Job. Limit...... of Job in itself is not normative. Rather, it serves as a counterpoint up against which the reception and transformation of Jewish theology can unfold and as such The Book of Job exerts its function on Jewish religiosity....

  9. Occupational Profiles in Environmental Protection.

    Science.gov (United States)

    CEDEFOP Flash, 1993

    1993-01-01

    Two pilot projects on environmental profiles in the chemical and metal industries and in the public sector were conducted in four countries. Two aspects were studied: job requirements in selected enterprises and departments of the civil service and the occupational competencies of the staff carrying out these tasks. Studies on the chemical and…

  10. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

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

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobility both in terms of transition into new local jobs and new jobs outside the local labour market. In addition, there is a clear negativ...... effect of home ownership on the unemployment risk and a positive impact on wages. These results are robust to different strategies for correcting for the possible endogeneity of the home owner variable......We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobility both in terms of transition into new local jobs and new jobs outside the local labour market. In addition, there is a clear negative...

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

    Science.gov (United States)

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

    2014-01-01

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

  12. Implementing a Description Grammar Interpreter : A Notation for Descriptions and Description Rules

    NARCIS (Netherlands)

    Stouffs, R.M.F.

    2015-01-01

    Description grammars represent a formalism for generating verbal descriptions of designs, used in conjunction with shape grammars. A description grammar constitutes a set of description rules that define a language of descriptions. A description grammar interpreter implements the mechanisms to

  13. Characterizing Energy per Job in Cloud Applications

    Directory of Open Access Journals (Sweden)

    Thi Thao Nguyen Ho

    2016-12-01

    Full Text Available Energy efficiency is a major research focus in sustainable development and is becoming even more critical in information technology (IT with the introduction of new technologies, such as cloud computing and big data, that attract more business users and generate more data to be processed. While many proposals have been presented to optimize power consumption at a system level, the increasing heterogeneity of current workloads requires a finer analysis in the application level to enable adaptive behaviors and in order to reduce the global energy usage. In this work, we focus on batch applications running on virtual machines in the context of data centers. We analyze the application characteristics, model their energy consumption and quantify the energy per job. The analysis focuses on evaluating the efficiency of applications in terms of performance and energy consumed per job, in particular when shared resources are used and the hosts on which the virtual machines are running are heterogeneous in terms of energy profiles, with the aim of identifying the best combinations in the use of resources.

  14. Structural empirical evaluation of job search monitoring

    OpenAIRE

    van den Berg, Gerard J.; Klaauw, Bas van der

    2015-01-01

    To evaluate search effort monitoring of unemployed workers, it is important to take account of post-unemployment wages and job-to-job mobility. We structurally estimate a job search model with endogenous job search effort by the unemployed along various search channels that deals with this. The data are from an experiment in the Netherlands in which the extent of monitoring is randomized. They include registers of post-unemployment outcomes like wages and job mobility, and survey data on meas...

  15. Flexible Job Shop Scheduling with Multi-level Job Structures

    Science.gov (United States)

    Jang, Yang-Ja; Kim, Ki-Dong; Jang, Seong-Yong; Park, Jinwoo

    This paper deals with a scheduling problem in a flexible job shop with multi-level job structures where end products are assembled from sub-assemblies or manufactured components. For such shops MRP (Material Requirement Planning) logic is frequently used to synchronize and pace the production activities for the required parts. However, in MRP, the planning of operational-level activities is left to short term scheduling. So, we need a good scheduling algorithm to generate feasible schedules taking into account shop floor characteristics and multi-level job structures used in MRP. In this paper, we present a GA (Genetic Algorithm) solution for this complex scheduling problem based on a new gene to reflect the machine assignment, operation sequences and the levels of the operations relative to final assembly operation. The relative operation level is the control parameter that paces the completion timing of the components belonging to the same branch in the multi-level job hierarchy. We compare the genetic algorithm with several dispatching rules in terms of total tardiness and the genetic algorithm shows outstanding performance for about forty modified standard job-shop problem instances.

  16. #JOBS #CERN - hashtags for your career

    CERN Multimedia

    Katarina Anthony

    2011-01-01

    Last year, CERN’s HR Department leapt ahead of the curve in recruitment techniques by moving into the social media scene. Their success is in the numbers, with applications for CERN jobs increasing significantly.   Not long ago, jobseekers had but two tools they could use to find work: a red pen and a recent newspaper. Nowadays, recruitment services are going right up to their virtual doorstep: posting announcements on Twitter, Facebook, LinkedIn, and other social media spheres. The CERN Recruitment Service launched their social media profiles in October 2010, breaking into this new way of recruiting well before many other companies and organisations. This move into the social media scene was driven by needs in the CERN community. “In conversation with Department Heads, we found that the ‘sourcing’ of candidates required real improvement,” explains James Purvis, Head of the Recruitment Programmes and Monitoring (HR-RPM) group in the HR Departmen...

  17. Job stress in the staff of a tire factory

    Directory of Open Access Journals (Sweden)

    marzieh torshizi

    2012-08-01

    Full Text Available Background and Aim: Occupational stress is a major problem in industrial societies. Its relationship with various diseases is increasing ,but it probably has vast socio-economic consequences manifested in the form of absenteeism, labour turnover, loss of productivity and disability pension costs. The present study aimed at determining stress in the staff of a tyre factory.   Materials and Methods: This descriptive-analytical study was done on 196 members of staff from various sections of a tire factory in 2008 through proportional classification and randomized sampling .Data was collected by means of Coudron two questionnaires "demographic" and "standardized job stress" . The obtained data was analyzed using SPSS software (v: 11.5, chi-square test, and Pearson's correlation coefficient (P ≤ 0.05.   Results: It was found that 49.5% of the staff had severe job stress .Severe job stress was 55.8% in the production unit (No. =53, 50% in the administrative unit (No. =16 and 40.6% supporting the backing unit (No=28.   There was a significant relationship between variables income and adequate sleep on one hand and level of job stress on the other (P < 0.001.However, no significant relationship was observed between job stress and age, marital status, education, working record ,and exercise.   Conclusion: Based on the results of the current study, more than half of the employees suffered from job stress. Compared with employees in other industrialized countries, Iranian employees appeared to have much higher prevalence of stress. Therefore, more studies are required in order to reduce the amount of stress and its consequences.

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

    Science.gov (United States)

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

    2017-09-01

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

  19. Quality of life, job satisfaction and their related factors among nurses working in king Abdulaziz University Hospital, Jeddah, Saudi Arabia.

    Science.gov (United States)

    Ibrahim, Nahla Khamis; Alzahrani, Nujood Abdulwahed; Batwie, Afnan Ateeg; Abushal, Razan Abdulaziz; Almogati, Ghazwa Ghazzay; Sattam, Munirah Abdulrahman; Hussin, Bodour Khalid

    2016-08-01

    To assess Quality of Life, job satisfaction and their related factors among nurses working in King Abdulaziz University Hospital, Jeddah, Saudi Arabia. A cross-sectional survey was conducted among 268 nurses, 2014/2015. A validated, confidential data collection sheet was utilized. It contained the World Health Organization Quality of Life-BREF (WHOQOL-BREF), and Job Descriptive Index/Job in General (JDI/JIG) scales. The majority of nurses (83.5%) perceived their general QOL as very good and good. Age, marital status, having children, nationality, income, education, residence, working experience, department and shift time were associated with QOL domains (p income, shifts, working in inpatient and surgical departments were associated with job satisfaction. Positive correlations were found between job satisfaction and different QOL domains, and between different JDI/JIG subscales together. Improvement of the modifiable factors as nurses' income and shift time is needed for better QOL and job satisfaction.

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

    Science.gov (United States)

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

    2017-01-23

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

  1. Spiritual Leadership and Job Involvement of Employees in Selected Hospitals of Isfahan: 2010

    Directory of Open Access Journals (Sweden)

    Hassan Jafari

    2013-09-01

    Full Text Available Background and purpose: The movement of spiritual leadership is a special kind of service-centered leadership which looks forward to progress and staff control. Job involvement also emphasizes timely attendance of staff, feeling successful at work, and sense of optimism and success about the future of the organization. Therefore, this study investigated the relation between spiritual leadership and job involvement of employees in the selected hospitals located in Isfahan. Materials and Methods: This study was descriptive–analytical and was conducted in 7 hospitals of Isfahan in 2010. The instrument used was a valid and reliable questionnaire consisting of three parts of demographic data, spiritual leadership questionnaire, and job involvement. Data was analyzed by SPSS .18 and analytical and descriptive statistics (t-test, ANOVA and Pearson correlation were performed. Results: Results showed that the average score of spiritual leadership and job involvement in entire hospital cases were more than 3. There was a direct correlation between spiritual leadership and job involvement. Also there was a significant relation between the staff work experience and the two studied components. Conclusion: According to the results, it is recommended that organizations authorities involved in health issue provide conditions in addition to focusing on various aspects of spiritual leadership so that the health community rights and especially the staff of this sector be respected and have a sense of job security so that more improvement of job commitment and job involvement be provided for people by enjoying social supports.

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

    Directory of Open Access Journals (Sweden)

    Degenholtz Howard

    2006-05-01

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

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

    Science.gov (United States)

    Castle, Nicholas G; Degenholtz, Howard; Rosen, Jules

    2006-05-24

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

  4. The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

    Directory of Open Access Journals (Sweden)

    Amare Werku Ijigu

    2015-02-01

    Full Text Available Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

  5. The Role of Job Performance on Career Success and Self-esteem of Staff

    Directory of Open Access Journals (Sweden)

    Sadra Ansaripour

    2017-10-01

    Full Text Available Introduction: Human resources are the most valuable assets to any organisation, identifying factors that affect job performance of these resources has become increasingly important. Aim: To determine the relationship between self-esteem and success with job performance in the staff of the Shahrekord University of Medical Sciences (SKUMS Headquarters, Shahrekord, Iran. Materials and Methods: This descriptive-analytical (correlational study, based on structural equation modeling, was conducted in 2015. The study population included 240 of the staff of SKUMS Headquarters, Shahrekord, Iran. From these people, 86 were selected by simple random sampling. A questionnaire of demographic characteristics, Paterson job performance, Radsyp career success and Eysenck selfesteem questionnaire were used to evaluate the concepts of job performance, success and self-esteem. The data were analysed using Statistical Package for the Social Sciences (SPSS version 23.0. Results: A total of 86 out of which 49 were female (57% and 37 (43% male, with a mean age of 39.85±7.6 (range 24-55 years. There was no significant relationship between demographic characteristics and job performance, career success and selfesteem. Self-esteem could be predicted positively and career success could be predicted negatively. Job performance and selfesteem had a significant positive correlation relationship (p<0.05. Conclusion: According to the direct relationship between job performance and self-esteem in this study, officials can improve job performance of staff through supporting them and reinforcing their self-esteem and thus providing career success.

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

    Directory of Open Access Journals (Sweden)

    Abdul Kadar Muhammad Masum

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

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

    Science.gov (United States)

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

    2015-01-01

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

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

    Science.gov (United States)

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

    2015-01-01

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

  9. Investigating the effect of job stress and emotional intelligence on job performance

    National Research Council Canada - National Science Library

    Mojtaba Rafiee; Hojat Kazemi; Mustafa Alimiri

    2013-01-01

    ... and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence...

  10. Running Jobs in the Vacuum

    Science.gov (United States)

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

    2014-06-01

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

  11. Assessing Job Satisfaction and Effective Factors In Health Centers Staff of Paveh, 1387

    Directory of Open Access Journals (Sweden)

    Farid Gharibi

    2015-07-01

    Full Text Available ​Background and Objectives : Human resource is the most important factor in the organization and job satisfaction of staff shows the access to their expectationsthrough their jobs. Since health services staff are directly in contact with people’s health, this study was conducted to determine the job satisfaction of governmental health centers staff and also individual, familial and occupational related factors in Paveh town in order to recommend  practical solutions to improve job satisfaction. Materials and Methods : This was a descriptive-analytical and cross-sectional study. The target group was the staff of studied community in 1387. Questionnaire was used to collect data (Spearman, Man Whitney or Kruskall-Wallis. Data were tested through descriptive and analytical methods. For data analysis, SPSS 12 was employed. In analytical method, depending on the variables, proper tests were used. Results : Among 110 participants in this study, %48.2 were female and %51.8 were male. Results indicated that there is a significant statistical relationship between job satisfaction and spouse’s job (significantly 0.015, employment status (significantly 0.042 and staff income (significantly 0/006. The results showed that% 64.5 were moderately satisfied, %31.8 highly satisfied and %3.7 were unsatisfied.  The researcher achieved valuable results based on descriptive findings. Conclusion: According to the results of this study, by job satisfaction attitude in the studied centers, there is a notable gap between existing and optimum conditions which requires the attention of the organization managers. By using the results of this study, managers can design efficient and effective interventions to improve the level of job satisfaction.

  12. Impact of external job mobility and occupational job mobility on earnings

    OpenAIRE

    Chan Wai Wong; Ming Yu Cheng; Teck Chai Lau

    2016-01-01

    Purpose: The purpose of the study is to examine the relationship between external job mobility and occupational job mobility on earnings among engineers in Malaysia. Design/methodology/approach: Using curricular vitae data from a job agency, this paper tracks job mobility through job histories and examine how it affects earnings. Findings: Results obtained from regression analysis indicate that higher external job mobility will contribute to higher earnings, but occupational mo...

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

    OpenAIRE

    Dina Maria LUT

    2012-01-01

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

  14. Factors Affecting Length of Job Search and Job Switching in Davao City, Philippines

    OpenAIRE

    Deluna, Roperto; Berdos, Kleint

    2015-01-01

    This study was conducted to analyze factors affecting length of job search and job switching in Davao City. Ordinary Least Square (OLS) was used to examine factors affecting length of job search. Factors affecting probability of job switching was examined using logit regression model. Result shows that on the average, length of job search in Davao City is around 5 months. OLS estimation revealed that age of the job seeker and being a household head significantly affects the length of j...

  15. Factors Affecting Job Satisfaction among the Faculty Members at Guilan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Fardin Mehrabian

    2013-08-01

    Full Text Available Introduction: Job satisfaction plays a pivotal role in the performance of university faculty members. Identification of the factors influencing job satisfaction can be useful in advancing the educational and research objectives of the university. The aim of the present study was to analyze the factors influencing job satisfaction among the faculty members of Guilan University of medical sciences. Methods: This study was a descriptive cross-sectional research that was conducted in 2012. The statistical population of the research included 139 faculty members at faculties of Guilan University of Medical Sciences selected using stratified random sampling. The instrument of data collection was a questionnaire consisting of two sections; the first section contained 10 questions about demographic information and the second section comprised of 19 questions which was designed based on Herzberg's two-factor theory. The questionnaire was scored according to 5-point Likert scale. Data were analyzed by SPSS 18 software and descriptive statistics indices of frequency, mean, standard deviation and Pearson correlation coefficient reported.Results: 66.2% of the faculty members were male, 62.6% were clinical faculty members and 37.4% basic sciences faculty members. The most important factors affecting the faculty members’ job satisfaction were job security (4.14±0.96, friendly relationship with colleagues (4.01±0.81, and technology and technical knowledge (3.99±0.87. The most important motivational factors influencing job satisfaction were interest in job (4.24+0.71, achievement (3.99±0.87 and equal opportunities for career promotion (3.95±0.99.Conclusion: stability and job satisfaction, creating friendly working environment, proper environmental conditions, professor’s welfare and providing spiritual and material incentives are factors that influence the professor’s job satisfaction.

  16. [Gender and job satisfaction in stereotypical masculine and feminine occupations].

    Science.gov (United States)

    Lipińska-Grobelny, Agnieszka; Goździk, Iwona

    2012-01-01

    The purpose of this research was to analyze the relationship between gender and job satisfaction among employees involved in a stereotypical masculine (tram driver) and a stereotypical feminine occupation (nurse). It was expected that people with feminine gender schema would be more satisfied with their traditionally feminine occupations compared with those with masculine gender schema and vice versa. A group of 103 individuals, including 47 females (15 tram drivers and 32 nurses) and 56 males (41 tram drivers and 15 nurses) completed the following battery of instruments: The Bem Sex Role Inventory by Kuczyńska, Job Affect Scale by Brief, et al. Job Descriptions Questionnaire by Neuberger and Allerbeck. The results of the study showed that gender proved to be a variable that differentiates the level of job satisfaction (both overall satisfaction and satisfaction with different components) only as regards stereotypical feminine occupations. Moreover, individuals with feminine gender schema working in a stereotypical feminine occupation are more satisfied with co-workers and work conditions, and those with masculine gender schema involved in a stereotypical masculine occupation are more satisfied with a supervisor. The gender analysis can be an important tool for the recruitment and selection procedures and plays an essential role in assessing the person-environment fit.

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

    Directory of Open Access Journals (Sweden)

    C. Selebi

    2007-09-01

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

  18. Acquisition of teleological descriptions

    Science.gov (United States)

    Franke, David W.

    1992-03-01

    Teleology descriptions capture the purpose of an entity, mechanism, or activity with which they are associated. These descriptions can be used in explanation, diagnosis, and design reuse. We describe a technique for acquiring teleological descriptions expressed in the teleology language TeD. Acquisition occurs during design by observing design modifications and design verification. We demonstrate the acquisition technique in an electronic circuit design.

  19. The Machine / Job Features Mechanism

    Energy Technology Data Exchange (ETDEWEB)

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

    2017-11-22

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

  20. An overview of job embeddedness.

    Science.gov (United States)

    Reitz, O Ed; Anderson, Mary Ann

    2011-01-01

    Nursing turnover in health care organizations is a considerable problem that needs to be reframed within the context of "nurse retention" and "job embeddedness" (JE). A construct from the business literature, JE has been associated with "retention" or "antiwithdrawal." Conversely, turnover encompasses the process of quitting. This distinction is significant. JE represents a mediating construct between various "on-the-job" (organizational) factors, "off-the-job" (community) factors, and employee retention. This article presents an overview of JE including the dimensions, the related concepts of turnover and retention, and associated research. JE may be used to develop specific nurse-retention strategies following careful organizational and community assessment. With the current and looming nursing shortage, perhaps it is time for health care institutions to consider the adaptation of JE tenets. Copyright © 2011 Elsevier Inc. All rights reserved.

  1. Leadership's influence on job satisfaction.

    Science.gov (United States)

    Watson, Liana M

    2009-01-01

    To assess the leadership styles of frontline medical imaging supervisors and examine the relationship between leadership behaviors and motivational factors that influence job satisfaction of medical imaging staff in acute care facilities. Three hundred fifty nine staff technologists completed a survey on their supervisors' leadership behaviors and the intrinsic and extrinsic motivating factors that influence job satisfaction and organizational commitment. This study indicates that there are strong, positive relationships between supervisors' transformational and contingent reward behaviors and intrinsic esteem motivators that influence staff members' job satisfaction. The behaviors with the strongest relationship to intrinsic esteem motivators were individualized consideration and contingent rewards. The results of this study provide insight into what employees need from their leader and the organization that employs them. This information can be used to help develop strategies to meet those needs through work redesign and leadership behavior development.

  2. 13 CFR 108.10 - Description of the New Markets Venture Capital Program.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Description of the New Markets... ADMINISTRATION NEW MARKETS VENTURE CAPITAL (âNMVCâ) PROGRAM Introduction to Part 108 § 108.10 Description of the... wealth and job opportunities in low-income geographic areas and among individuals living in such areas...

  3. 7 CFR 4290.10 - Description of the Rural Business Investment Company Program.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Description of the Rural Business Investment Company... INVESTMENT COMPANY (âRBICâ) PROGRAM Introduction to Part 4290 § 4290.10 Description of the Rural Business... Capital program for the purpose of promoting economic development and the creation of wealth and job...

  4. Job satisfaction in nursing: a concept analysis.

    Science.gov (United States)

    Castaneda, Gustavo A; Scanlan, Judith M

    2014-01-01

    Concept analysis and job satisfaction in nursing. In this article, Walker and Avant's concept analysis methodology is used to examine and clarify the phenomenon of job satisfaction in nursing. Published literature. A review of the published nursing literature suggests that job satisfaction is an affective reaction to a job that results from the incumbent's comparison of actual outcomes with those that are desired, expected, and deserved. In health care, specifically nursing in a hospital setting, job satisfaction can be measured and identified. Job satisfaction is compromised of three attributes: autonomy, interpersonal relationships, and patient care. © 2014 Wiley Periodicals, Inc.

  5. Job Heterogeneity and Coordination Frictions

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Daniel

    find that each model gives a reasonable approximation of the statistical moments of both the wage and productivity distribution. A sensitivity analysis then draws out further implications of the theory. We explain how the feasible matchings between workers and firms changes as the worker moves up...... the job ladder, how the identification of assortative matching is fundamentally different in directed and undirected search models, how our theory accounts for business cycle facts related to inter-temporal changes in job offer distributions, and how our model could also be used to identify...

  6. Job Search Skills 101: Helping Students Get the Job

    Science.gov (United States)

    Pucillo, John M.

    2011-01-01

    Technology education can contribute a great deal to preparing students for good employment opportunities. Still, most educators, students, and parents realize that employers are looking for a wide variety of skills in their employees, and education in technology subjects alone is not enough to ensure a good job after graduation. Technology…

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

    African Journals Online (AJOL)

    ... stress with teaching methods and educational system, low peer support) and effort-reward model (including job insecurity and lack of career advancement) were related to stomach ulcer and mental distress. It is recommended that changes to the organization of work with particular attention being paid to increasing control ...

  8. Jobs in Marketing and Distribution. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in marketing and distribution in the following chapter classifications: product development, marketing products and property, salesworkers unlimited, selling intangibles (ideas and services), purchasing and distribution, and management and marketing services. For each occupation duties are outlined and working conditions…

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

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    In this paper, we measure the contribution of match quality to the wage growth experienced by job movers. Using the Danish matched employer-employee data, we reject the exogenous mobility assumption needed to estimate a standard fixedeffects wage regression. To estimate firm fixed effects, we exp...

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

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    We measure the contribution of match quality to the wage growth experienced by job movers. We reject the exogenous mobility assumption needed to estimate a standard fixed-effects wage regression in the Danish matched employer-employee data. We exploit the sub-sample of workers hired from unemploy...

  11. Perceived Job Insecurity, Job Satisfaction And Intention To Quit ...

    African Journals Online (AJOL)

    The researcher adopted an Ex-post facto design and relevant information was collected using a questionnaire that measured job satisfaction, organizational commitment and intention to quit. One hypothesis was tested using multiple regression statistical analysis. The result revealed a significant joint influence of perceived ...

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

    Directory of Open Access Journals (Sweden)

    Marić Zorica

    2005-01-01

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

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

    Science.gov (United States)

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

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

  14. Job satisfaction and organizational citizenship behavior of personnel at one university hospital in Thailand.

    Science.gov (United States)

    Intaraprasong, Bhusita; Dityen, Warunee; Krugkrunjit, Peera; Subhadrabandhu, Thanya

    2012-06-01

    To investigate the relationship between job satisfaction and Organizational Citizenship Behavior (OCB) of the personnel at one university hospital in Thailand. This cross-sectional descriptive study was conducted on 296 respondents who worked in the Office of the Dean, 13 departments and 2 Offices of Research Center and Office of Community Medicine Center. All of them were personnel in one university hospital in Thailand. The Organizational Citizenship Behavior Questionnaire of Niehoff and Moorman using the five dimensions scale developed by Podsakoff and Mackenzie and Job Descriptive Index (JDI) were used for assessing job satisfaction. For inferential statistics, Pearson's product moment correlation coefficient was used for correlation. The percentage mean score of job satisfaction was 58.67 and subscale of job satisfaction was found that satisfaction with supervision held the highest of the mean score, while satisfaction with pay and promotion had the lowest and low of the mean score. The mean score of OCB was high and the facets of OCB was found that conscientiousness had the highest mean score and sportsmanship had the lowest. By using Pearson's Product Moment Correlation Coefficient to analyze the relationships between satisfaction and OCB, it showed that there were statistically significant low positive correlations between job satisfaction and OCB (r = 0.173, p < 0.01). The one university hospital executives should promote the pay, promotion and supervision factors which encourage personnel to be satisfied and demonstrate their OCB as their reciprocal reaction.

  15. Explaining global job satisfaction by facets of job satisfaction: the Japanese civil servants study.

    Science.gov (United States)

    Tatsuse, Takashi; Sekine, Michikazu

    2011-03-01

    Management of job satisfaction is of growing importance in terms of the maintenance of employees' health. This study aimed to evaluate which and to what extent facets of job satisfaction contributed to global job satisfaction. The participants were 4286 employees aged 18-69 years working in local government in Japan. A questionnaire survey was conducted in 1998-1999. Seven facets of job satisfaction were evaluated. Multiple logistic regression analysis was performed to evaluate which facets of job satisfaction contributed to global job satisfaction. For all employees, all of the facets of job satisfaction significantly contributed to global job satisfaction. Among the facets of job satisfaction, 'being satisfied with interests and skills involved in work' and 'how abilities were used' contributed more strongly to global satisfaction than 'being satisfied with how the section is running', 'co-workers', 'work prospects', 'physical working conditions' and 'payment'. The differing associations of facets of job satisfaction with global job satisfaction did not change substantially in stratified analysis by occupation, with one exception that only three facets of job satisfaction contributed to global job satisfaction in administrative workers. Job satisfaction related to the intrinsic aspects of the job (i.e., 'interests and skills involved in work' and 'how abilities were used') contributed more to global job satisfaction than the other aspects of job satisfaction. Longitudinal research in employees with various occupations may be needed to confirm the results of this study.

  16. Working conditions, work style, and job satisfaction among Albanian teachers

    Science.gov (United States)

    Kloep, Marion; Tarifa, Fatos

    1994-03-01

    For the first time in Albania, a large-scale study investigating teachers' working conditions was conducted. 349 teachers from many parts of the country and from all school levels answered an extensive questionnaire, providing a comprehensive description of their working situation. As data for parts of the study exist from the USA, Germany, Singapore, England, and Poland, results could be discussed in comparison to the conditions in these countries, showing that self-reported job satisfaction and engagement in effective classroom practices is relatively high among Albanian teachers, while the economic and physical conditions are bad. Stepwise regression analyses reveal that the items measuring professional autonomy account for a considerable part of the variance of the job satisfaction measure; while work efficiency is mainly predicted by items measuring social support and, again, professional autonomy.

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

    NARCIS (Netherlands)

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

    2003-01-01

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

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

    NARCIS (Netherlands)

    Janssen, O

    2001-01-01

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

  19. The Relationship between Job Satisfaction with Burnout and Conflict Management Styles in Employees

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-06-01

    Full Text Available Background and Objective: The organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 224 patients at the health center. Data collection tools consisted job satisfaction, job burnout and conflict management questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups.Results: The result indicates positive and significant relationship between job satisfactions with solution-oriented styles, job satisfaction has a negative and significant relationship with control strategy. Non confrontational strategy has not significant relationship with job satisfaction. Also, all of the components of job burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment have a significant negative correlation with job satisfaction, and solution-oriented strategy has a negative significant correlation with emotional exhaustion.Conclusion: According to the correlation of job satisfaction with burnout, control strategy and solution-oriented styles, managers can use efficient methods such as pay and benefits commensurate with ability and experience, training and professional improvement, freedom of action, the division of labor based on merit and ability, etc. affect their behavior and increase their efficiency and effectiveness in order to further the

  20. Job satisfaction in an oncology nursing team.

    Science.gov (United States)

    Silva, Vagnára Ribeiro da; Velasque, Luciane de Souza; Tonini, Teresa

    2017-01-01

    to identify the level of attributed, perceived and real job satisfaction of oncology nursing professionals and analyze the relationships between the levels of satisfaction among these workers. a descriptive, quantitative cross-sectional study was conducted using the Index of Work Satisfaction (IWS) to evaluate the nursing team, nurses and technicians/auxiliaries. A total of 348 workers answered the questionnaire, of which 216 were fully completed and considered for the IWS calculation. Autonomy was considered the most important item in attributed satisfaction for the nursing team and nurses. Salary was valorized most by the technicians/auxiliaries. For perceived satisfaction, Professional Status was the most important for all workers. Regarding real satisfaction, Interaction was the most important for the nursing team and technicians/auxiliaries; while the nurses valorized Autonomy. The nurses presented the greatest job satisfaction. a discrepancy was observed in job satisfaction among the oncology nurses, indicating the importance of further quantitative research. identificar o nível de satisfação profissional atribuído, percebido e o real no trabalho de profissionais de enfermagem oncológica e analisar as relações entre os níveis de satisfação desses trabalhadores. estudo quantitativo, descritivo, transversal que utilizou o Índice de Satisfação Profissional (ISP) para avaliar a equipe de enfermagem, enfermeiros e técnicos/auxiliares. Dentre os profissionais, 348 destes responderam o questionário, dos quais 216 foram totalmente preenchidos e considerados para o cálculo do ISP. Autonomia foi mais importante na satisfação atribuída para a equipe de enfermagem e enfermeiros, Remuneração foi mais valorizada pelos técnicos/auxiliares. Para a satisfação percebida, Status profissional foi mais importante para todos os profissionais. Sobre a real satisfação, Interação foi o mais importante para a equipe de enfermagem e técnicos/auxiliares; os

  1. Emotional Intelligence and Job Satisfaction

    Science.gov (United States)

    Hosseinian, Simin; Yazdi, Seyedeh-Monavar; Zahraie, Shaghayegh; Fathi-Ashtiani, Ali

    This study aims to investigate the effect of training some aspects of Emotional Intelligence (EI) on job satisfaction and productivity of employees. The results can help organizations to realize human capabilities and the way to improve them by paying more attention to psychological issues. We used a quasi-experimental method using a pre-test and a post-test designed with control group and a four-month follow-up. Study population consists of employees of Marine Installations and Construction Company. Considering variables like age, education and job rank, we selected 28 employees who earned the lowest score for EI. They were then randomly assigned to experimental and control groups. Each employee got job satisfaction and productivity questionnaires and their managers were given employee evaluation questionnaire. Then some aspects of EI were taught to the experimental group once a week for 10 sessions. Four months later, both groups were evaluated by managers. The results show that education did not increase employees` job satisfaction nor did it improve managers` evaluation. However, employees` productivity score after training sessions and managers` evaluation improved in the long run. The results reveal that training EI by further controlling the above-mentioned variables is effective and essential to improve human resources.

  2. Charter School Teacher Job Satisfaction

    Science.gov (United States)

    Roch, Christine H.; Sai, Na

    2017-01-01

    We examine whether working conditions in charter schools and traditional public schools lead to different levels of job satisfaction among teachers. We distinguish among charter schools managed by for-profit education management organizations (EMOs) and non-profit charter management organizations (CMOs) and stand-alone charter schools. We…

  3. Job strain and alcohol intake

    DEFF Research Database (Denmark)

    Heikkilä, Katriina; Nyberg, Solja T; Fransson, Eleonor I

    2012-01-01

    The relationship between work-related stress and alcohol intake is uncertain. In order to add to the thus far inconsistent evidence from relatively small studies, we conducted individual-participant meta-analyses of the association between work-related stress (operationalised as self-reported job...

  4. Job Prospects for Petroleum Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1988-01-01

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

  5. Job-Related Maternity Benefits.

    Science.gov (United States)

    Citizens Advisory Council on the Status of Women, Washington, DC.

    The Citizens' Advisory Council on the Status of Women in October 1970 adopted a statement of principles that views childbirth and complications of pregnancy, for all job-related purposes, as temporary disabilities that should be treated as such under any health insurance, temporary disability insurance, or sick leave plan of an employer, union, or…

  6. Planning to keep your job.

    Science.gov (United States)

    Morris, D; Brandon, J

    1992-05-01

    Keeping your job and moving up the ladder require a strategy that not only sets goals for the institution's information systems, but also keeps your boss happy. Being seen as "doing what is right" for the hospital, meeting expectations and maintaining credibility are vital to staying off the "hit list."

  7. Job Satisfaction in Correctional Officers.

    Science.gov (United States)

    Diehl, Ron J.

    For more than a decade, correctional leaders throughout the country have attempted to come to grips with the basic issues involved in ascertaining and meeting the needs of correctional institutions. This study investigated job satisfaction in 122 correctional officers employed in both rural and urban prison locations for the State of Kansas…

  8. Guide to Jobs and Energy.

    Science.gov (United States)

    Grossman, Richard; Daneker, Gail

    This document is a review of the work being done in the area of energy and the economy. The authors believe that increased energy efficiency, plus transition to a solar economy, can actually lead to a more stable economy and to more jobs than the large-scale system scenario, which corporate energy interests, many industrialists, and some…

  9. Job Prospects for Chemical Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    After several lean years, chemical engineering (a popular discipline among women) is witnessing a higher job demand for new graduates. Companies show a trend toward specialty chemicals with resultant needs for more engineering talent. Other opportunities in the field include agriculture and food processing, environmental control, biotechnology,…

  10. Job Prospects for Civil Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

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

  11. Job Sharing: One District's Experience.

    Science.gov (United States)

    Lantz, Mahlon L.

    1983-01-01

    Describes responses of principals, teachers, and parents to a job sharing program instituted to reduce impact of staff layoffs. Principals were satisfied overall; teachers believed that students benefited from interaction with two instructors; and a majority of parents felt likewise. (TE)

  12. A grid job monitoring system

    Energy Technology Data Exchange (ETDEWEB)

    Dumitrescu, Catalin; /Fermilab; Nowack, Andreas; /Aachen, Tech. Hochsch.; Padhi, Sanjay; /UC, San Diego; Sarkar, Subir; /INFN, Pisa /Pisa, Scuola Normale Superiore

    2010-01-01

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components: (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  13. Job strain and tobacco smoking

    DEFF Research Database (Denmark)

    Heikkilä, Katriina; Nyberg, Solja T; Fransson, Eleonor I

    2012-01-01

    Tobacco smoking is a major contributor to the public health burden and healthcare costs worldwide, but the determinants of smoking behaviours are poorly understood. We conducted a large individual-participant meta-analysis to examine the extent to which work-related stress, operationalised as job...... strain, is associated with tobacco smoking in working adults....

  14. The Jobs behind the Science

    CERN Multimedia

    Jacques Fichet; Jules Ordan; Anna Cook; Jacques Fichet

    2015-01-01

    Recruitments service promotes this clip "The Jobs behind the Science" Réalisé par Jules Ordan Produit par Jacques Fichet Voix off Anna Cook Musique : Unphased. Les musiciens: - Carlos Rosales - Tim McGarry - Ary Porat - Elio Jaillet - Jules Ordan - Didier Fellay

  15. On-the-Job Foot Health

    Science.gov (United States)

    ... improves your efficiency and keeps you on the job. Your podiatric physician and surgeon is a specialist ... 20814 FP-65M-4/96 2014 ON-THE-JOB FOOT HEALTH YOUR PODIATRIC PHYSICIAN TALKS ABOUT ON- ...

  16. The Relationship between Informal Learning, Burn out, Mental Health and Job Satisfaction among Workers of Esfahan Steel Company

    Directory of Open Access Journals (Sweden)

    mohammad ali nadi

    2014-01-01

    Full Text Available The purpose of this research is to investigate the relationship between informal learning, job satisfaction, burn out and mental health among workers of Esfahan Steel Company. The research approach is typically descriptive and causal - solidarity and for data analysis and syntheses, descriptive statistics solution have been used including mean value, standard deviation and frequency percentages and the inferential statistics solutions included multiple correlation coefficient , Pearson correlation , multivariate analysis of variance and path analysis . In this study, the correlation between informal learning and job satisfaction and the correlation between burn out and job satisfaction level have been found significant at P 0.01. The correlation coefficient between burn out and mental health as well as mental health and job satisfaction have not been found as significant . Findings imply that burnout and informal learning can predict job satisfaction . Norelation ship has been observed between informal learning and burn out and between informal learning and mental health, while the relationships between informal learning and job satisfaction and between burn out and job satisfaction have been confirmed. The conceptual model of research has been evaluated using path analysis and Confirmatory Factor Analysis . Findings denote the direct effect of informal learning on job satisfaction and indirect effect of burn out on job satisfaction . Referring to the Structural Equation Modeling, among three main paths, the effect of informal learning and burn out on job satisfaction has been observed and it has been found that mental health has no effect on job satisfaction. Major limitation of this research is related to generalization of findings to other steel manufacturing companies, industries and public organizations.

  17. Highly Accurate Prediction of Jobs Runtime Classes

    OpenAIRE

    Anat Reiner-Benaim; Anna Grabarnick; Edi Shmueli

    2016-01-01

    Separating the short jobs from the long is a known technique to improve scheduling performance. In this paper we describe a method we developed for accurately predicting the runtimes classes of the jobs to enable this separation. Our method uses the fact that the runtimes can be represented as a mixture of overlapping Gaussian distributions, in order to train a CART classifier to provide the prediction. The threshold that separates the short jobs from the long jobs is determined during the ev...

  18. PENGARUH JOB EMBEDDEDNESS TERHADAP KEPUASAN PELANGGAN

    OpenAIRE

    Muhammad Deafridhininetri

    2015-01-01

    Using a new construct, Job Embeddedness (JE), from the business management literature, this study examines the effects of JE on Job Performace (JP) and Costumer Satisfaction (CS) at PT. Bayer Indonesia. Samples from the company at PT Bayer Indonesia were collected by mailing a questionnaire survey to those who agreed to participate.The results of this study indicate that the following variables have a significant impact on Job Embeddedness Fit, Links, Sacrifice, Job Performance...

  19. Job quality and labour market performance

    OpenAIRE

    Erhel, Christine; Guergoat-Larivière, Mathilde

    2010-01-01

    CEPS Working Document No. 330/June 2010, http://www.ceps.eu/book/job-quality-and-labour-market-performance; Job quality is a multidimensional concept, but the empirical analysis of job quality in Europe leads to three main types of result. First, it reveals important differences across countries, with four main regimes prevalent in Europe. Second, it supports the hypothesis that a higher level of job quality is associated with better labour market and economic performance. Finally, it emphasi...

  20. Online Job Search and Matching Quality

    OpenAIRE

    Mang, Constantin

    2012-01-01

    The Internet has fundamentally changed the way workers and firms are matched on the job market. Compared to newspapers and other traditional employment resources, online job boards presumably lead to better matches by providing a wider choice of job advertisements and more sophisticated methods for finding suitable vacancies. This study investigates the association of online job search and matching quality using individual-level data from the German Socio-Economic Panel (SOEP). My results sho...

  1. Readiness for change and job satisfaction in a case of lean management application - a comparative study.

    Science.gov (United States)

    Lipińska-Grobelny, Agnieszka; Papieska, Ewelina

    2012-09-01

    This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies. "Lean management" is a concept of work processes and human relations that determines company's productivity and profitability. Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction (both emotional and cognitive aspect). The sample of 102 employees completed a battery of instruments such as: the Job Description Inventory by Neuberger and Allerbeck, the Job Affect Scale by Burke et al. and the Change-Readiness Scale by Kriegel and Brandt. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction. In this approach the introduction of lean production positively affected company's human resource attitudes.

  2. Relationship between Trust, Distributed Leadership and Job Performance in Health Care Context

    DEFF Research Database (Denmark)

    Jain, Ajay K.; Günzel-Jensen, Franziska

    2014-01-01

    citizenship behavior (OCB), we propose that employees´ participation in DL should be viewed as an extra role behavior since leadership functions are not directly related to their job description. Employers cannot force an employee to participate in DL as it should be seen as the part of their voluntary......Purpose: This study aims at investigating the effect of vertical trust on distributed leadership and performance as mediated by job satisfaction, and further to see the role of DL in carrying out the effect of satisfaction on employees´ performance. Design: Grounded in literature on organizational...... satisfaction mediates the relationship between vertical trust and distributed leadership, and further distributed leadership had a positive impact on job performance. Furthermore, the results also showed that job satisfaction had a positively significant impact on distributed leadership and employees...

  3. Relevance of the test content of the Korean Nursing Licensing Examination to nursing job

    Directory of Open Access Journals (Sweden)

    In Sook Park

    2016-06-01

    Full Text Available Purpose: This study aimed at identifying if there is a relevance of content of the Korean Nursing Licensing Examination (KNLE revised in 2014 to nursing job. It will be able to provide the validity of revised content of the KNLE. Methods: From October 13 to November 13, 2015, print version of 8 duties with 49-tasks, 155-job item questionnaires were distributed to 1,305 hospital nurses and 202 nursing faculties in Korea. Results were treated by descriptive statistics and comparison analysis. There were responses from 946 nurses or professors (72.5%. Results: The relevance of test content of KNLE to nursing job was shown to be valid with over 3 points out of 4 point Likert scale in all items: from 3.23 at lowest to 3.64 at top. Conclusion: Above results showed that the revised version of KNLE in 2014 was valid to test the nursing students’ knowledge for job performance.

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

    Directory of Open Access Journals (Sweden)

    Saghir Ahmed

    2015-12-01

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

  5. Research on readiness for job creation through one's own agribusiness startup

    Directory of Open Access Journals (Sweden)

    Vojnović Boško

    2014-01-01

    Full Text Available This paper examines the problems of jobs, employment, staff hiring in the agriindustrial complex, job description and requirements, theoretical and practical job cost indicators, and the willingness of our people to create new jobs by starting up their own private agribusiness. The results indicate a chronic lack of private funds necessary for every new business as well as the inevitability of borrowing. Potential entrepreneurs know the advantages and the disadvantages of solo and partnership business; however, they do not have any potential partners in sight. Almost a half of them have their own facilities and arable land etc. as a material base; however, they do not know what else is needed for a business to operate properly. In general, they understand the importance of education and training for any future business.

  6. An investigation on relationship between employees’ job satisfaction and organizational commitment

    Directory of Open Access Journals (Sweden)

    Hamzeh Samadi Miarkolaei

    2014-04-01

    Full Text Available Job satisfaction is normally referred to cognitive, affective and evaluative reactions or attitude and state, which is a pleasurable or positive emotional state resulting from the appraisal of one’s job or experience. Organizational commitment has been defined as the extent where an individual accepts, internalizes, and views his/her role based on organizational values and objectives. The purpose of present research is to investigate the relationship between employees’ job satisfaction and organizational commitment of Red Crescent Society’s Textile Industries of Islamic Republic of Iran. (N=180 and n=106. Minnesota Satisfaction Questionnaire (MSQ and Allen and Meyer’s Organizational Commitment Questionnaires are used for collecting data. There were significant relationships between employees’ job satisfaction, organizational commitment, and their dimensions as descripted in results and conclusion.

  7. Note on the relationships among job satisfaction, organizational commitment, and organizational citizenship behavior.

    Science.gov (United States)

    Lowery, Christopher M; Beadles, N A; Krilowicz, Thomas J

    2002-10-01

    Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample--blue collar workers--and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, satisfaction with the work itself, or organizational commitment.

  8. Education Management Profile: Uzbekistan.

    Science.gov (United States)

    United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

    This education management profile of Uzbekistan contains the following: basic information about the country, key educational indicators, brief comments about the country and its history, a description of the education system, the management of education, access to education and school enrollment, problems and challenges, educational reform in…

  9. Country Profiles, Nepal.

    Science.gov (United States)

    Taylor, Daniel; Thapa, Rita

    A profile of Nepal is sketched in this paper. Emphasis is placed on the nature, scope, and accomplishments of population activities in the country. Topics and sub-topics include: location and description of the country; population--size, growth patterns, age/sex structure, geographical distribution, topographical obstacles, ethnic and religious…

  10. Country Profiles, Turkey.

    Science.gov (United States)

    Anderson, Lewis S.

    A profile of Turkey is sketched in this paper. Emphasis is placed on the nature, scope, and accomplishments of population activities in the country. Topics and sub-topics include: location and description of the country; population (size, growth patterns, age structure, urban/rural distribution, ethnic and religious composition, migration,…

  11. The manufacturing manager’s job: Does ERP implementation impact this more?

    Directory of Open Access Journals (Sweden)

    Sanjay Kumar

    2005-06-01

    Full Text Available This paper deals with the impact of ERP implementation on the job of the individual manager. Does the job of the manager change significantly after ERP implementation ? Is this perception of change uniform across different functions such as purchase, production and production planning? These are the research questions explored in this paper. Significant differences were found in the perceived role profile across various functions. The results gave an insight into the nature of work of managers in the various functional positions. Significant differences in the perception of changes in role profile across functions were also found. The analysis of interview responses provided an interesting insight into these observed results.

  12. The Effects of College Major and Job Field Congruence on Job Satisfaction

    Science.gov (United States)

    Wolniak, Gregory C.; Pascarella, Ernest T.

    2005-01-01

    This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor's degree majors and job field congruence on job satisfaction. Data on workers' job experiences in 2001 were matched to those workers' college experiences across 30 institutions and background characteristics up to 25 years earlier.…

  13. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    Science.gov (United States)

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  14. JOB Soup for Women: 80 Job Bites You Can Sink Your Teeth into.

    Science.gov (United States)

    Martin, Melissa

    Written for women by a career counselor, this resource guide provides proven job-search tips and teaches women about their personal job power. Its 80 job bites are divided into 10 chapters: "Choosing a Career & Evaluating a Job"; "Learn To Be an Assertive Woman at the Workplace"; "Portfolios, Resumes, Cover Letters, and Thank You Notes"; "Knowing…

  15. Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

    Science.gov (United States)

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

    The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

  16. Elementary Resource Room Teachers' Job Stress and Job Satisfaction in Taoyuan County, Taiwan

    Science.gov (United States)

    Cheng, Yuan-Wen; Ren, Lillian

    2010-01-01

    Background: Job satisfaction and job stress have been shown to be consistently related in a range of school education studies. The purpose of this research was to investigate how well the job satisfaction of resource room teachers in Taiwan may be predicted through an understanding of their job stress and demographic characteristics. Method: A…

  17. Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

    Science.gov (United States)

    Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

    2014-01-01

    This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

  18. Correlation between Anger and Job Motivation among Psychiatric Nurses in Kashan Psychiatric Hospital

    Directory of Open Access Journals (Sweden)

    Kouchaki E.

    2016-12-01

    Full Text Available Abstract Aims: In general, nurses who work in department of psychiatric are in fact interacting with emotional disorders of patients once providing their care services. higher levels of job motivation and satisfaction can markedly foster service improvement. The aim of this study was to evaluate the correlation between anger and job motivation in nurses of a psychiatric hospital. Instrument & Methods: In this cross-sectional descriptive research in 2014, all 50 psychiatry nurses working at Kargarnejad Hospital of Kashan City, Iran, were entirely studied. A demographical questionnaire, the Anger Multiple Scale and the Job Motivation Scale were used for data gathering. Data were analyzed by SPSS 19 software using Pearson correlation coefficient. Findings: The mean score of anger was 3.01±0.36 and of job motivation was 1.70±0.86. There was a significant relationship between job motivation and the number of family members and conditions of employment of nurses (p=0.001. There was a significant inverse relationship between scores of anger and job motivation of psychiatry nurses of the hospital (r=-0.712; p=0.001. Conclusion: There is a relationship between anger and job motivation in nurses of Kashan Psychiatric hospital.

  19. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey

    Science.gov (United States)

    Azad, Md. Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service. PMID:27168960

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

    Science.gov (United States)

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

    2017-11-17

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

  1. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey

    Directory of Open Access Journals (Sweden)

    Abdul Kadar Muhammad Masum

    2016-04-01

    Full Text Available The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

  2. Job involvement of primary healthcare employees: does a service provision model play a role?

    Science.gov (United States)

    Koponen, Anne M; Laamanen, Ritva; Simonsen-Rehn, Nina; Sundell, Jari; Brommels, Mats; Suominen, Sakari

    2010-05-01

    To investigate whether the development of job involvement of primary healthcare (PHC) employees in Southern Municipality (SM), where PHC services were outsourced to an independent non-profit organisation, differed from that in the three comparison municipalities (M1, M2, M3) with municipal service providers. Also, the associations of job involvement with factors describing the psychosocial work environment were investigated. A panel mail survey 2000-02 in Finland (n=369, response rates 73% and 60%). The data were analysed by descriptive statistics and multivariate linear regression analysis. Despite the favourable development in the psychosocial work environment, job involvement decreased most in SM, which faced the biggest organisational changes. Job involvement decreased also in M3, where the psychosocial work environment deteriorated most. Job involvement in 2002 was best predicted by high baseline level of interactional justice and work control, positive change in interactional justice, and higher age. Also other factors, such as organisational stability, seemed to play a role; after controlling for the effect of the psychosocial work characteristics, job involvement was higher in M3 than in SM. Outsourcing of PHC services may decrease job involvement at least during the first years. A particular service provision model is better than the others only if it is superior in providing a favourable and stable psychosocial work environment.

  3. Job stress dimension and work-related musculoskeletal disorders among southeast Nigerian physiotherapists.

    Science.gov (United States)

    Abaraogu, Ukachukwu Okoroafor; Ezema, Charles Ikechukwu; Nwosu, Chinenye Kosisochukwu

    2017-09-01

    Although publications describe physical demands of the job in the physiotherapy profession, there is a dearth of literature on job stress dimensions (JSDs), and their relationship to work-related musculoskeletal disorders (WMSDs). To investigate JSDs and their relationship to WMSDs among physiotherapists currently practicing in southeast Nigeria. A cross-sectional study using items related to the Job Content Questionnaire and the Nordic musculoskeletal questionnaire. Data were summarized with descriptive statistics, and the relationship between WMSDs and JSDs was analyzed with the Mann-Whitney U test. A total of 126 physiotherapists responded. There were high levels of stress in most of the job dimensions investigated: 82.1% and 22.8% of the physiotherapists had WMSDs in at least one body region in the last 12 months and the last 7 days respectively. The lower back was the most commonly affected in both periods. No specific domain was related to development of WMSDs. Over 80% of physiotherapists in southeast Nigeria have WMSDs. However, despite high levels of physical demands on the job, physiotherapists have job control and good social support. Intervention programs aimed at reducing WMSDs in physiotherapists should focus on risk factors that target the physical demands of the job.

  4. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey.

    Science.gov (United States)

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses' demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses' job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses' job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

  5. 20 CFR 653.102 - Job information.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices. This...

  6. Working Vacations: Jobs in Tourism and Leisure

    Science.gov (United States)

    Torpey, Elka Maria

    2011-01-01

    Vacation jobs often mix work and play. For some, the job is their ticket to career happiness. The article's first section describes four jobs specific to entertainment and leisure: (1) cruise ship musician; (2) destination marketing manager; (3) resort activities director; and (4) river rafting guide. The second section helps a person decide if a…

  7. Show Them You Really Want the Job

    Science.gov (United States)

    Perlmutter, David D.

    2012-01-01

    Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

  8. What Predicts Job Satisfaction in Malaysia?

    Science.gov (United States)

    Kamarulzaman, Wirawani; Ibrahim, Mohd Burhan

    2012-01-01

    The purpose of this study is to address the gaps in the literature and to examine the predictors of job satisfaction. In this study, the hypothesized predictors influencing one's job satisfaction are a) gender, b) age, c) level of education, d) salary, e) role in the job, and f) years of working in the organization. This study used Minnesota…

  9. Integrating job scheduling and constrained network routing

    DEFF Research Database (Denmark)

    Gamst, Mette

    2010-01-01

    This paper examines the NP-hard problem of scheduling jobs on resources such that the overall profit of executed jobs is maximized. Job demand must be sent through a constrained network to the resource before execution can begin. The problem has application in grid computing, where a number...

  10. Programmer Job Training for the Disadvantaged.

    Science.gov (United States)

    Feurzeig, Wallace

    1978-01-01

    Discusses programer job training programs, designed to give the knowledge, skills, and effective job experience required for placement in entry level business programing jobs, to chronically unemployed, low-income adults who lack marketable skills, but demonstrate the intelligence, competence, motivation, and temperament required to do…

  11. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    Science.gov (United States)

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  12. Relationship between Job Satisfaction and Turnover Intention ...

    African Journals Online (AJOL)

    This study explores the association between job satisfaction and turnover intentions among lecturers in three public universities in Tanzania. It had three objectives: (1) to determine the level of perceived job satisfaction among lecturers; (2) to determine the association between job satisfaction and turnover intention; and (3) ...

  13. Personality, personnel selection, and job performance

    NARCIS (Netherlands)

    D. van der Linden (Dimitri); D.H.M. Pelt (Dirk); C.S. Dunkel (Curtis); M.Ph. Born (Marise)

    2017-01-01

    markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related

  14. Personal traits as predictor of job satisfaction

    Directory of Open Access Journals (Sweden)

    Petrushikhina Elena Borisovna

    2013-09-01

    Full Text Available The article is devoted to problem of association between job satisfaction and personal traits. The Five-Factor model is well-founded for predicting job satisfaction. Correlation analysis indicates high influence of Neuroticism, Extraversion, Agreeableness, Conscientiousness on job satisfaction. NEO-PI-R is recommended for measuring of personal traits in human resource management.

  15. A New Perspective on Job Lock

    Science.gov (United States)

    Huysse-Gaytandjieva, Anna; Groot, Wim; Pavlova, Milena

    2013-01-01

    This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand…

  16. Determinants of Job Hopping Experience among Private and Public ...

    African Journals Online (AJOL)

    The results revealed that perceive organizational justice; job stress and job hopping significantly jointly predict employees' turnover intention. Additionally, job stress, job hopping and distributive justice which is one of the dimensions of organizational independently significantly predict employees' turnover intention.

  17. Job characteristic perception and intrinsic motivation in medical record department staff.

    Science.gov (United States)

    Isfahani, Sakineh Saghaeiannejad; Bahrami, Soosan; Torki, Sedighe

    2013-01-01

    Human resources are key factors in service organizations like hospitals. Therefore, motivating human recourses to achieve the objectives of an organization is important. Job enrichment is a strategy used to increase job motivation in staffs. The goal of the current study is to determine the relationship between job characteristics and intrinsic motivation in medical record staff in hospitals related to Medical Science University in Isfahan in 2011-2012 academic year. The type of the study is descriptive and corelational of multi variables. The population of the study includes all the medical record staffs of medical record department working in Medical Science hospitals of Isfahan. One hundred twentyseven subjects were selected by conducting a census. In the present study, data collected by using two questionnaires of job characteristics devised by Hackman and Oldeham, and of intrinsic motivation. Content validity was confirmed by experts and its reliability was calculated through coefficient of Cronbach's alpha (r1 = 0.84- r2 = 0.94). The questionnaires completed were entered into SPSS(18) software; furthermore, statistical analysis done descriptively (frequency percent, mean, standard deviation, Pierson correlation coefficient,...) and inferentially (multiple regression, MANOVA, LSD). A significant relationship between job characteristics as well as its elements (skill variety, task identity, task significance, autonomy and feedback) and intrinsic motivation was noticed. (p job characteristic and intrinsic motivation was significant and job feedback had the most impact upon the intrinsic motivation. No significant difference was noticed among the mean amounts of job characteristic perception according to age, gender, level of education, and the kind of educational degree in hospitals. However, there was a significant difference among the mean amounts of job characteristic perception according to the unit of service and the years of servicein hospitals. The

  18. JOB SATISFACTION FOR PHYSICAL EDUCATION TEACHERS AND ITS RELATIONSHIP TO JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT

    Directory of Open Access Journals (Sweden)

    Kenioua Mouloud

    2016-06-01

    Full Text Available Purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.

  19. JOB SATISFACTION FOR PHYSICAL EDUCATION TEACHERS AND ITS RELATIONSHIP TO JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT

    Directory of Open Access Journals (Sweden)

    Mouloud Kenioua

    2016-06-01

    Full Text Available The purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.

  20. Impact of Mcgregor's X and Y Motivation Theory on the Job ...

    African Journals Online (AJOL)

    This study investigated the impact of McGregor's X and Y motivation theory in the job performance of staff in Ebonyi State University, Abakaliki. The design was a descriptive survey. The population was 2632 and a sample of 100 was randomly selected. Two research questions were formulated to guide the study.

  1. Interviewing for an Interdisciplinary Job: Principled Goals, Pragmatic Outcomes, and Finding the Right Fit in Academia

    Science.gov (United States)

    Clark, Susan G.; Steelman, Toddi A.

    2013-01-01

    This paper sets up a scenario about Rebecca, a jobseeker, who is a fictitious composite, a "typical" candidate who wants a position at a college/university. A job description is provided. She interviews for the advertised position, and while doing so, she also interviews the university, school/department, and working environment to see if there is…

  2. Relationship between Spiritual Intelligence and Job Satisfaction among Female High School Teachers

    Science.gov (United States)

    Zamani, Mahmmood Reza; Karimi, Fariba

    2015-01-01

    The present paper aims to study the relationship between spiritual intelligence and job satisfaction among female high school teachers in Isfahan. It was a descriptive-correlation research. Population included all female high school teachers of Isfahan (2015) in academic year 2013-2014. Sample size calculated was 320 teachers by Krejcie and…

  3. The Evaluation of Teachers' Job Performance Based on Total Quality Management (TQM)

    Science.gov (United States)

    Shahmohammadi, Nayereh

    2017-01-01

    This study aimed to evaluate teachers' job performance based on total quality management (TQM) model. This was a descriptive survey study. The target population consisted of all primary school teachers in Karaj (N = 2917). Using Cochran formula and simple random sampling, 340 participants were selected as sample. A total quality management…

  4. The Use of Online Surveys to Measure Satisfaction in Job Training and Workforce Development

    Science.gov (United States)

    Schmidt, Steve; Strachota, Elaine; Conceicao, Simone

    2006-01-01

    This paper examines two empirical studies that used online surveys to collect data to measure satisfaction in job training and workforce development. A description of each study, findings related to response rate, the processes used in online survey development and implementation, as well as recommendations for the future use of online surveys…

  5. The effect of personality traits of managers/supervisor on job ...

    African Journals Online (AJOL)

    Background: Todays people are spending most of their time life in their workplace therefore investigation for job satisfaction related factors is necessities of ... It was examined and analyzed through descriptive and inferential statistics of Student's t‑test (independent T), one‑way ANOVA, and Kolmogorov–Smirnov test.

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

    Directory of Open Access Journals (Sweden)

    Kumar Ramesh

    2013-01-01

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

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

    DEFF Research Database (Denmark)

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

    2009-01-01

    weeks along with three ratings of target individuals' job demands. Findings - Results support the hypothesis that Holland's enterprising category (i.e. because of its job demands and requisite job competencies to be effective) will moderate the relationship between political skill and job performance......, demonstrating stronger predictability under high enterprising job demands. Research limitations/implications - The present results suggest that political skill is a better predictor of job performance under situations of high enterprising job demands than under conditions of low enterprising job demands......Purpose - The purpose of this paper is to determine whether political skill is equally effective in its prediction of job performance for different job demands. Design/methodology/approach - This paper uses self-report sources of employee performance and self-report of political skill after several...

  8. Nurse practitioner job content and stress effects on anxiety and depressive symptoms, and self-perceived health status.

    Science.gov (United States)

    Chen, Chin-Huang; Wang, Jane; Yang, Cheng-San; Fan, Jun-Yu

    2016-07-01

    We explored the impact of job content and stress on anxiety, depressive symptoms and self-perceived health status among nurse practitioners (NPs). Taiwan's NP roles vary between hospitals as a result of the diverse demands and complex tasks that cause job-related stress, potentially affecting the health of the NP. This study utilised a cross-sectional descriptive design with 161 NPs from regional hospitals participating. Data collection involved demographics, the Taiwan Nurse Stress Checklist, the Job Content Questionnaire, the Beck Anxiety Inventory, the Beck Depression Inventory, a General Health Status Checklist and salivary cortisol tests. NPs reported moderate job stress, similar job control to nurses, mild anxiety and depression, and below-average self-perceived health. Being a licensed NP, personal response, competence, and incompleteness of the personal arrangements subscales of job stress, and anxiety predicted self-perceived health after adjusting for other covariates. Job stress and anxiety affect NP health. NPs are a valuable resource, and the healthcare system demand is growing. Reasonable NP staffing, working hours, proper promotion systems, the causes of job stress, job content clarification and practical work shift scheduling need to be considered. The occupational safety and physical and psychological health of NPs are strongly associated with the quality of patient care. © 2016 John Wiley & Sons Ltd.

  9. The Relationship between Manager’ Leadership Style with Job Satisfaction and Burnout in Staff of Shomal Health Center of Tehran

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-03-01

    Full Text Available Background and Objective: Leadership style or behavior is an effective factor in employee performance. The purpose of the study was to determine heads' leadership style and its relationship with job satisfaction and burnout in staff of Shomal health center of Tehran.Materials and Methods: In this cross-sectional study, 207 subjects, including 16 heads and 191 health care staff of Shomal health center of Tehran participated. Data were collected using three questionnaires (leadership style, job satisfaction and burnout questionnaires. Statistical analysis was conducted using SPSS-18 software. Descriptive and analytic methods such as Pearson's correlation coefficient and t-test were used for analysis.Results: In this study 85.9% of heads of health centers use consideration leadership style. Overall job satisfaction of staff score was 50.1 (from 100, 48.6 in women and 55.1 in men. Managers’ leadership style had direct and significant relationship with job satisfaction of employees (P<0.001.17.3% of staff had average job burnout and 2.6% of them had high job burnout. Average job burnout in men and women were 32.5 and 37.5, respectively. Managers' leadership style had significantly inverse relationship with job burnout in staff (P<0.001.              Conclusion: Selecting leadership style according to the working conditions and attention to modern management methods can lead to increased job satisfaction. 

  10. Job-Seeking and Job-Acquisition in High School Students

    Science.gov (United States)

    Creed, Peter A.; Doherty, Fiona; O'Callaghan, Frances

    2008-01-01

    We surveyed 225 Year 9 and 10 students at T1 regarding their attitude, social norms, control, experience, plans and intentions to find a part-time job while at school. Of these, 149 did not have a job and were surveyed again four months later about their job-seeking and job outcomes (104 responded at T2). Job-seeking intentions at T1 were…

  11. The Effect of Job Satisfaction on Job Search: Not just whether, but also where

    OpenAIRE

    Delfgaauw, Josse

    2005-01-01

    textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when their job search is instigated by dissatisfaction with an organisation-specific job domain, like management. Conversely, more job-specific problems, like a lack of autonomy, lead workers to opt for an...

  12. Employment flexibility, job security and job satisfaction of knowledge workers in Poland

    OpenAIRE

    Wilzcynska, Aleksandra; Batorski, Dominik; Torrent Sellens, Joan

    2014-01-01

    A number of empirical studies have shown a positive influence of employment stability on job satisfaction. Employment stability, usually measured by a proxy, "type of contract”, may affect one's job satisfaction directly, as well as through an impact on other relative variables, such as job security, as a stable position seem to bring individuals a sense of security. The aim of the research is to investigate the relationships between job security, employment stability and job satisfaction of ...

  13. Olympic athletes’ job market entry strategies. A typology

    Directory of Open Access Journals (Sweden)

    Anna Vilanova

    2017-05-01

    Full Text Available The aim of this study was to establish a typology of job market entry strategies among Olympic athletes. Guided by rational choice theory and social reproduction theory, we conducted a telephone survey among 94 athletes (68 men and 26 women. Hierarchical cluster analysis was used to identify four distinct groups, which we called parallel life strategists, freelance strategists, lifetime athletes, and non-strategists: it’s a job. The results show that athletes from families with greater economic and cultural capital implement career transition strategies further in advance and achieve greater career success and satisfaction. These findings can be used to develop support programs tailored to the needs of athletes according to their profile.

  14. Multiple Predictors and Criteria of Job Search Success

    Science.gov (United States)

    Saks, Alan M.

    2006-01-01

    The purpose of this study was to examine the combined and differential effects of five job search behaviors (informal sources, formal sources, preparatory search intensity, active search intensity, job search effort) on five criteria of job search success (job interviews, job offers, employment status, person-job fit, and person-organization fit)…

  15. Skill-based inequality in job quality: a multilevel framework

    NARCIS (Netherlands)

    Stier, H.

    2012-01-01

    This study focuses on skill-based inequality in job quality and the role of social institutions in structuring the relation of skills to job attributes. Four measures of job quality are examined: job security, job achievement, job content and flexibility, and their variation across workers with

  16. Job-related discourse on social media

    OpenAIRE

    Liu, Tong; Homan, Christopher M.; Alm, Cecilia Ovesdotter; White, Ann Marie; Lytle-Flint, Megan C.; Kautz, Henry A.

    2015-01-01

    Working adults spend nearly one third of their daily time at their jobs. In this paper, we study job-related social media discourse from a community of users. We use both crowdsourcing and local expertise to train a classifier to detect job-related messages on Twitter. Additionally, we analyze the linguistic differences in a job-related corpus of tweets between individual users vs. commercial accounts. The volumes of job-related tweets from individual users indicate that people use Twitter wi...

  17. The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

    Science.gov (United States)

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

  18. Variations in food and drink advertising in UK monthly women's magazines according to season, magazine type and socio-economic profile of readers: a descriptive study of publications over 12 months.

    Science.gov (United States)

    Adams, Jean; Simpson, Emma; White, Martin

    2011-05-23

    Overweight and obesity are recognised nationally and internationally as key public health challenges. Food and drink advertising is one of the array of factors that influence both diet and physical activity choices and, hence, body weight and obesity. Little previous work has focused on food and drink advertising in magazines. We studied food and drink advertising in a wide range of popular UK monthly women's magazines published over a full year. We explored differences in the prevalence of food and drink advertising and the type of food and drinks advertised according to season, magazine type and socio-economic profile of readers. All advertisements in all issues of 18 popular UK monthly women's magazines published over 12 months were identified. For each food or drink advertisement, branded food and drinks were noted and categorised into one of seven food groups. All analyses were at the level of the individual advertisement. A total of 35 053 advertisements were identified; 1380 (3.9%) of these were for food or drink. The most common food group represented was 'food and drinks high in fat and/or sugar' (28.0% of food advertisements), the least common group was 'fruits & vegetables' (2.0% of food advertisements). Advertisements for alcohol accounted for 10.1% of all food advertisements. Food and drink advertisements were most common in summer, general interest magazines, and those with the most affluent readerships. There were some differences in the type of food and drink advertised across season, magazine type and socio-economic profile of readers. Food and drink advertisements represented only a small proportion of advertisements in UK women's monthly magazines. Food and drink advertisements in these magazines feature a high proportion of 'less healthy' foods. There were a number of differences across season, magazine type and according to the socio-economic profile of readers in the prevalence of food and drink advertisements. Fewer differences were seen in

  19. THE INFLUENCE OF JOB SATISFACTION AND LEADERSHIP STYLE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (STUDY AT PT IDE JAYA KREASINDO

    Directory of Open Access Journals (Sweden)

    Bagus Tri Pratikto

    2015-09-01

    Full Text Available The purpose of this study is : 1 To know the description of job satisfaction and the leadership style on Organizational Citizenship Behavior (Study at PT Ide Jaya Kreasindo 2 To know the effect of job satisfaction on Organizational Citizenship Behavior 3 To know the effect of the leadership style on Organizational Citizenship Behavior 4 To know the effect of job satisfaction and the leadership style on Organizational Citizenship Behavior simultaneously. Research methods using simple random sampling. Sampling technique using simple random sampling technique and of questionnaires of 77 observations from PT Ide Jaya Kreasindo’s employees using SPSS 16.0.The empirical result shows that job satisfaction and the leadership style has positive and significant effect on organizational citizenship behavior. Simultaneously test shows that job satisfaction and the leadership style effects organizational citizenship behavior.

  20. Construct validity of the Thai version of the job content questionnaire in a large population of heterogeneous occupations.

    Science.gov (United States)

    Phakthongsuk, Pitchaya

    2009-04-01

    To test the construct validity of the Thai version of the job content questionnaire (TJCQ). The present descriptive study recruited 10415 participants from all occupations according to the International Standard Classification of Occupations. The instrument consisted of a 48-item of the job content questionnaire. Eight items newly developed by the authors from in-depth interviews were added. Exploratory factor analysis showed six factor models of work hazards, decision latitude, psychological demand, social support, physical demand, and job security. However, supervisor and co-worker support were not distinguished into two factors and some items distributed differently along the factors extracted. Confirmatory factor analysis supported the construct of six latent factors, although the overall fit was moderately acceptable. Cronbach's alpha coefficients higher than 0.7, supported the internal consistency of TJCQ scales except for job security (0.55). These findings suggest that TJCQ is valid and reliable for assessing job stress among Thai populations.