How does retiree health insurance influence public sector employee saving?

Science.gov (United States)

Clark, Robert L; Mitchell, Olivia S

2014-12-01

Economic theory predicts that employer-provided retiree health insurance (RHI) benefits have a crowd-out effect on household wealth accumulation, not dissimilar to the effects reported elsewhere for employer pensions, Social Security, and Medicare. Nevertheless, we are unaware of any similar research on the impacts of retiree health insurance per se. Accordingly, the present paper utilizes a unique data file on respondents to the Health and Retirement Study, to explore how employer-provided retiree health insurance may influence net household wealth among public sector employees, where retiree healthcare benefits are still quite prevalent. Key findings include the following: Most full-time public sector employees anticipate having employer-provided health insurance coverage in retirement, unlike most private sector workers.Public sector employees covered by RHI had substantially less wealth than similar private sector employees without RHI. In our data, Federal workers had about $82,000 (18%) less net wealth than private sector employees lacking RHI; state/local workers with RHI accumulated about $69,000 (or 15%) less net wealth than their uninsured private sector counterparts.After controlling on socioeconomic status and differences in pension coverage, net household wealth for Federal employees was $116,000 less than workers without RHI and the result is statistically significant; the state/local difference was not. Copyright © 2014 Elsevier B.V. All rights reserved.

The State Public Health Laboratory System.

Science.gov (United States)

Inhorn, Stanley L; Astles, J Rex; Gradus, Stephen; Malmberg, Veronica; Snippes, Paula M; Wilcke, Burton W; White, Vanessa A

2010-01-01

This article describes the development since 2000 of the State Public Health Laboratory System in the United States. These state systems collectively are related to several other recent public health laboratory (PHL) initiatives. The first is the Core Functions and Capabilities of State Public Health Laboratories, a white paper that defined the basic responsibilities of the state PHL. Another is the Centers for Disease Control and Prevention National Laboratory System (NLS) initiative, the goal of which is to promote public-private collaboration to assure quality laboratory services and public health surveillance. To enhance the realization of the NLS, the Association of Public Health Laboratories (APHL) launched in 2004 a State Public Health Laboratory System Improvement Program. In the same year, APHL developed a Comprehensive Laboratory Services Survey, a tool to measure improvement through the decade to assure that essential PHL services are provided.

76 FR 70456 - Decision To Evaluate a Petition To Designate a Class of Employees From Sandia National Laboratory...

Science.gov (United States)

2011-11-14

... Employees From Sandia National Laboratory, Albuquerque, NM, To Be Included in the Special Exposure Cohort... evaluate a petition to designate a class of employees from Sandia National Laboratory, Albuquerque, New... revision as warranted by the evaluation, is as follows: Facility: Sandia National Laboratory. Location...

Public Service Motivation Differences BetweenPermanent and Contract Employees in the Local Government

Directory of Open Access Journals (Sweden)

Wayu Eko Yudiatmaja

2017-12-01

Full Text Available This article examines the distinction of public service motivation (PSM on street-level bureaucracy in Indonesia. Focus of this study is to review the differentiation of public service motivation between permanent and contract employees in sub-districts of Tanjungpinang, Kepulauan Riau. The dimensions and indicators of Perry’s (1996 measurement of PSM is used to analyze the differentiation of public service motivation between permanent and contract employees. Independent sampel t-test has employed to 129 government employees and 74 non-government employees in Tanjungpinang. Unlike in developed countries that PSM of its civil services are higher than PSM of contract employees, the findings of this research proves that there is no differences between PSM of permanent and contract employees. The findings of this research rejects the conclusion of foreign scholars suggesting the PSM construct was viable for internationally environment.

Customer orientation among employees in public administration: a transnational, longitudinal study.

Science.gov (United States)

Korunka, Christian; Scharitzer, Dieter; Carayon, Pascale; Hoonakker, Peter; Sonnek, Angelika; Sainfort, Francois

2007-05-01

The relation between ergonomic principles and quality management initiatives, both, in the private and public sector, has received increasing attention in the recent years. Customer orientation among employees is not only an important quality principle, but also an essential prerequisite for customer satisfaction, especially in service organizations. In this context, the objective of introducing new public management (NPM) in public-service organizations is to increase customer orientation among employees who are at the forefront of service providing. In this study, we developed a short scale to measure perceived customer orientation. In two separate longitudinal studies carried out in Austria and the US, we analyzed changes in customer orientation resulting from the introduction of NPM. In both organizations, we observed a significant increase in customer orientation. Perceived customer orientation was related to job characteristics, organizational characteristics and employee quality of working life. Creating positive influences on these characteristics within the framework of an organizational change process has positive effects on employee customer orientation.

Job insecurity, leadership empowerment behaviour, employee engagement and intention to leave in a petrochemical laboratory

Directory of Open Access Journals (Sweden)

Sonet van Schalkwyk

2010-07-01

Research purpose: The objective of this study was to investigate the relationship between job insecurity, leadership empowerment behaviour (as perceived by the employees who report to leaders, employee engagement and intention to leave their jobs in a petrochemical laboratory. Motivation for the study: Knowledge of the effects of job insecurity and leadership on employee engagement and turnover intention will contribute to improved talent management. Research design, approach and method: A correlational design was used. A total of 169 employees in a petrochemical laboratory were studied. The measuring instruments included the Job Insecurity Index, the Leadership Empowerment Behaviour Questionnaire, and the Utrecht Work Engagement Scale. Two questions were used to measure intention to leave. Main findings: The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. Employee engagement partially mediated the relationship between leadership empowerment behaviour and turnover intention. Practical implications: Leaders should be developed to show empowerment behaviour, because it affects employee engagement, which in turn affects their turnover intention Contribution: This was the first study that demonstrated the effect of empowerment behaviour of leaders on the engagement and turnover intention of employees.

Impact of organisational politics on employee performance in public sector organisations.

Directory of Open Access Journals (Sweden)

Quaiser Abbas

2017-03-01

Full Text Available The present study seeks to investigate the impact of organizational politics on employee performance in the public sector organizations. The study developed a framework on the basis of an extensive literature review which was then tested to provide an empirical insight about the proposed relationships. The data were collected from the employees of 15 public sector organizations in Pakistan. The data was statistically analyzed using regression analysis. The results revealed that organizational politics have a significant impact on employee performance. The findings of the study reinforce that the management needs to understand the perception of employees about the organizational politics prevailing in their organizations and have to adopt strategies that would minimize the perception of organizational politics and enhance employee performance. The present study has been conducted in a developing economy; therefore, the findings of the present study are partially generalized able to other developing economies as well. The future researchers can also perform the studies in other settings.

Retiree Health Insurance for Public School Employees: Does it Affect Retirement?

Science.gov (United States)

Fitzpatrick, Maria D.

2014-01-01

Despite the widespread provision of retiree health insurance for public sector workers, little attention has been paid to its effects on employee retirement. This is in contrast to the large literature on health-insurance-induced “job-lock” in the private sector. I use the introduction of retiree health insurance for public school employees in combination with administrative data on their retirement to identify the effects of retiree health insurance. As expected, the availability of retiree health insurance for older workers allows employees to retire earlier. These behavioral changes have budgetary implications, likely making the programs self-financing rather than costly to taxpayers. PMID:25479889

EMPLOYEE LOYALTY: DIFFERENCES BETWEEN GENDERS AND THE PUBLIC AND THE PRIVATE SECTOR

Directory of Open Access Journals (Sweden)

Igor Klopotan

2016-06-01

Full Text Available This article presents the results of the research on important parameters of the loyalty of employees in the public and the private sector. The research was conducted in the Republic of Croatia as a part of the research focused on the essential parameters of the loyalty of employees that contribute to building and retaining loyal behaviour. Loyalty and employee satisfaction are the key parameters that influence the success of a company. In addition, loyal and satisfied employees are important in building good relationships with customers, suppliers and all stakeholders involved in business processes of an organization or a company. The purpose of this article is to define whether there is a difference in parameters of the loyalty of employees in the public and the private sector in Croatia, as well as whether there are certain differences based on gender.

Employee Turnover among Full-time Public Librarians.

Science.gov (United States)

Rubin, Richard

1989-01-01

A study of employee turnover in 31 public libraries in the American Midwest established baseline turnover rates and examined the relationship of gender to turnover behavior. Findings showed that: turnover rates are low compared to other occupations; and turnover rates of males and females are similar. (28 references) (Author/MES)

Mutual perceptions between nuclear plant employees and general public on nuclear policy communication applying the Co-orientation analysis model

International Nuclear Information System (INIS)

Kim, Bong Chul; Kim, Ji Hyun; Chung, Woon Kwan

2015-01-01

This study examines mutual perceptions between general public and nuclear plant employees on understanding nuclear policy communication applying the co-orientation model. The total of 414 responses were analyzed including 211 of the general public and 203 of plant employees. Results indicate that agreement between general public and plant employees is relatively high, in that general public tends to have negative evaluation to nuclear policy communication, but plant employees tends to have positive one. In terms of congruence, general public perceive that plant employees might have more positive evaluation than themselves, and nuclear plant employees perceive that general public might have more negative evaluation than themselves. Finally, in terms of accuracy, general public accurately estimate how nuclear plant employees perceive on policy communication, whereas nuclear plant employees unaccurately estimate how general public perceive on policy communication

Mutual perceptions between nuclear plant employees and general public on nuclear policy communication applying the Co-orientation analysis model

Energy Technology Data Exchange (ETDEWEB)

Kim, Bong Chul; Kim, Ji Hyun; Chung, Woon Kwan [Chosun University, Gwangju (Korea, Republic of)

2015-02-15

This study examines mutual perceptions between general public and nuclear plant employees on understanding nuclear policy communication applying the co-orientation model. The total of 414 responses were analyzed including 211 of the general public and 203 of plant employees. Results indicate that agreement between general public and plant employees is relatively high, in that general public tends to have negative evaluation to nuclear policy communication, but plant employees tends to have positive one. In terms of congruence, general public perceive that plant employees might have more positive evaluation than themselves, and nuclear plant employees perceive that general public might have more negative evaluation than themselves. Finally, in terms of accuracy, general public accurately estimate how nuclear plant employees perceive on policy communication, whereas nuclear plant employees unaccurately estimate how general public perceive on policy communication.

Employee motivation in laboratory animal science: creating the conditions for a happy and productive staff.

Science.gov (United States)

Chick, John F

2006-01-01

High rates of employee turnover are the source of a considerable loss of time and resources, but managers are not always aware of the reasons that motivate employees to stay in their positions. The author compares prominent theories of employee motivation and then puts them to the test by surveying 82 cagewashers, animal caretakers, animal technicians, and supervisors working in a laboratory animal facility to determine the job characteristics that motivate them.

Toward a model of employee engagement in a public service organization

DEFF Research Database (Denmark)

Nielsen, Mette Strange

Employee engagement has long been capturing the attention of researchers and practitioners, (e.g. Bakker, Albrecht, & Leiter, 2011; Buckingham & Coffman, 1999) due to its positive impact on various measures of organizational performance (Gruman & Saks, 2011; Harter, Schmidt, & Hayes, 2002; Mone...... & London, 2010). To date, however, employee engagement has primarily been studied in private manufacturing firms leaving out a gap of research in a public service organization, such as eldercare organizations, although engagement according to Boselie (2010) is highly relevant in the specific context....... The purpose of the PhD project is to build a model explaining employee engagement in a public service organization. Research on work design theory (e.g. Hackman & Oldham, 1976) will be used, since it has often been applied to identify antecedents associated with engagement (Bakker & Demerouti, 2007; Kahn...

Public Employee Free Speech; Is Rankin V. McPherson Still Alive?

Science.gov (United States)

1991-05-10

eneally, M. Nimmer and L. Sobel, Niznmer on Freedom of Speech §4.08 (1989). M. Player, Employment Discrimination, §3.13 (1988). ~2ad 3 438 U.S. 378 (1987...908 F. 2d 1499, 1505 (11th Cir. 1990) (Public employee’s right to freedom of speech is not absolute. (ailing Bryson v. City of Waycross, 888 F.2d...the law of the first amendment has always been, by necessity, a law of flexibility. Public employee freedom of speech is no exception. 29 Seee.g

EAP: Employee Assistance Programs in the Public Schools. Reference & Resource Series.

Science.gov (United States)

Hacker, Carol

Employee assistance programs (EAP's) have been set up by many businesses and organizations to help employees resolve their personal problems so they can maintain or resume an acceptable job performance level. So far, only a few public school districts have considered or implemented such programs. This monograph examines EAP's in general and…

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

Directory of Open Access Journals (Sweden)

ERSIN KAVI

2011-04-01

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

Psychosocial Work Hazards, Self-Rated Health and Burnout: A Comparison Study of Public and Private Sector Employees.

Science.gov (United States)

Liu, Hsi-Chen; Cheng, Yawen

2018-04-01

To compare psychosocial work conditions and health status between public and private sector employees and to examine if psychosocial work conditions explained the health differences. Two thousand four hundred fourty one public and 15,589 private sector employees participated in a cross-sectional survey. Psychosocial work hazards, self-rated health (SRH), and burnout status were assessed by questionnaire. As compared with private sector employees, public sector employees reported better psychosocial work conditions and better SRH, but higher risk of workplace violence (WPV) and higher levels of client-related burnout. Regression analyses indicated that higher psychosocial job demands, lower workplace justice, and WPV experience were associated with poor SRH and higher burnout. The public-private difference in client-related burnout remained even with adjustment of psychosocial work factors. Greater risks of WPV and client-related burnout observed in public sector employees warrant further investigation.

The Performance of the Female Employees in Public Service

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Titi Darmi

2017-12-01

Full Text Available The purpose of this study is to find out how the performance of female employees in public service at Class II Immigration Office Bukittinggi is. The research method used is a mixed method research by combining the qualitative and quantitative data. The sources of data were primary and secondary data. Primary data is obtained through interviews, observations and questionnaires to service users. The data from the distributed questionnaires are analyzed through frequency distribution table according to the respondents’ statements. The number of respondents as service users amounted to 45 people and 7 informants from the Class II Immigration Office of Bukittinggi. The research result showing that the performance of the female employees was very good with a contribution of 84.4% of the respondent's answer in assessing the employees' discipline in starting and completing the service, responsibility in completing the tasks given and show good attitudes to the society. In performing their job, they  apply roles, duties and responsibilities properly according to the main tasks and Functions (tupoksi. Efforts and commitments from the stakeholders in improving the performance quality of the female employees are categorized good so that female employees can overcome any obstacles encountered.

Attributes of ethical employees in Malaysian public sector ...

African Journals Online (AJOL)

This study aims to explore the attributes of ethical employees in public sector and to pattern match the attributes with human behavior, social and ethics theories. A qualitative research is used by focusing on first-order attributes (through interviews) and second-order concepts (using theories to explain the facts). This study ...

PARAMETERS WHICH INFLUENCE EMPLOYEE SATISFACTION IN PUBLIC SECTOR IN THE REPUBLIC OF CROATIA

Directory of Open Access Journals (Sweden)

Igor Klopotan

2018-06-01

Full Text Available Employees are one of key factors of success of a company and as such represent the most important resource of every organisation. In order to efficiently and effectively complete the tasks assigned to them, employees need to be motivated and satisfied with the work they do. Human resources management is a complex and demanding process and tasks administered by human resources manager are by no means simple. Parameters of employee satisfaction differ in public and private sector. Research indicates that direct financial rewards are not the most important parameter of employee satisfaction. Research conducted within this paper indicates that in the Republic of Croatia there are several relevant parameters of employee satisfaction and they are dependent on education, age, professional qualification level and length of service. Research results also indicate that informants are not of the opinion that salaries are based on work results. This research was a part of a bigger research conducted in public sector of the Republic of Croatia.

EMPLOYEE PROMOTION PLANNING IN ANALYTICAL HIERARCHY PROCESS PERSPECTIVE: STUDY ON NATIONAL PUBLIC PROCUREMENT AGENCY

Directory of Open Access Journals (Sweden)

Ayuningtyas A.K.

2017-10-01

Full Text Available The promotion process is part of the career development conducted by Civil State Apparatus Employee (Pegawai Aparatur Sipil Negara which should be implemented by applying merit system. Employee-related strategic decision making has not applied merit system as mandated in applied laws. It occurred due to Public Service Appointment Board (Badan Pertimbangan Jabatan dan Kepangkatan not possessing assessment model and criteria which could be used to support promotion process implementation in the appropriate structural position based on employee competence and performance. This study aims to describe and analyze assessment criteria and subcriteria required to be considered in State Civil Servant Officers promotion planning by applying Analytical Hierarchy Process (AHP method in National Public Procurement Agency (Lembaga Kebijakan Pengadaan Barang/Jasa Pemerintah. This study uses the explanative quantitative univariate method. Data collection technique used questionnaire instrument. Analytical tool used was AHP. Research result exhibits that ASN employee promotion planning using assessment model is described as follows: Employee Performance Assessment consist of Employee Work Performance element with three criteria and Employee Work Behavior with twenty-three criteria; and Evaluation of Employee Promotion Implementation with eleven criteria. Through the use of AHP methods employee, promotion planning could be utilized as a tool for Baperjakat to produce employee decisions that will be promoted objectively and effectively.

49 CFR 40.329 - What information must laboratories, MROs, and other service agents release to employees?

Science.gov (United States)

2010-10-01

... other service agents release to employees? 40.329 Section 40.329 Transportation Office of the Secretary... Confidentiality and Release of Information § 40.329 What information must laboratories, MROs, and other service agents release to employees? (a) As an MRO or service agent you must provide, within 10 business days of...

Argonne National Laboratory 1985 publications

International Nuclear Information System (INIS)

Kopta, J.A.; Hale, M.R.

1987-08-01

This report is a bibliography of scientific and technical 1985 publications of Argonne National Laboratory. Some are ANL contributions to outside organizations' reports published in 1985. This compilation, prepared by the Technical Information Services Technical Publications Section (TPB), lists all nonrestricted 1985 publications submitted to TPS by Laboratory's Divisions. The report is divided into seven parts: Journal Articles - Listed by first author, ANL Reports - Listed by report number, ANL and non-ANL Unnumbered Reports - Listed by report number, Non-ANL Numbered Reports - Listed by report number, Books and Book Chapters - Listed by first author, Conference Papers - Listed by first author, Complete Author Index

Argonne National Laboratory 1985 publications

Energy Technology Data Exchange (ETDEWEB)

Kopta, J.A. (ED.); Hale, M.R. (comp.)

1987-08-01

This report is a bibliography of scientific and technical 1985 publications of Argonne National Laboratory. Some are ANL contributions to outside organizations' reports published in 1985. This compilation, prepared by the Technical Information Services Technical Publications Section (TPB), lists all nonrestricted 1985 publications submitted to TPS by Laboratory's Divisions. The report is divided into seven parts: Journal Articles - Listed by first author, ANL Reports - Listed by report number, ANL and non-ANL Unnumbered Reports - Listed by report number, Non-ANL Numbered Reports - Listed by report number, Books and Book Chapters - Listed by first author, Conference Papers - Listed by first author, Complete Author Index.

Motivational Need Hierarchy of Employees in Public and Private Commercial Banks

OpenAIRE

Md. Hasebur Rahman; Sheikh M. Nurullah

2014-01-01

This study presents a theoretical-empirical reflection about concepts, models, and practices of Maslow’s Model of Need-Hierarchy in public and private commercial banks in Bangladesh. The empirical part of this study, comprising 130 samples, has been collected through a structured questionnaire. The study reveals that employees of commercial banks have high use of lower level needs and moderate use of upper level needs. The study also reveals employees of private commercial banks have a sligh...

Employee empowerment, innovative behavior and job productivity of public health nurses: a cross-sectional questionnaire survey.

Science.gov (United States)

Chang, Li-Chun; Liu, Chieh-Hsing

2008-10-01

Employee empowerment is an important organizational issue. Empowered employees with new ideas and innovative attributes may increase their ability to respond more effectively to face extensive changes in current public health care work environments. The objective of this study was to investigate the relationships between employee empowerment, innovative behaviors and job productivity of public health nurses (PHNs). This study conducted a cross-sectional research design. Purposive sampling was conducted from six health bureaus in northern Taiwan. 670 PHNs were approached and 576 valid questionnaires were collected, with a response rate of 85.9%. Structured questionnaires were used to collect data by post. Meaning and competence subscales of psychological empowerment, information and opportunity subscales of organizational empowerment, and innovative behaviors were the predictors of job productivity, only accounting for 16.4% of the variance. The competence subscale of psychological empowerment made the most contribution to job productivity (beta = 0.31). Meaning subscale of psychological empowerment has a negative impact on job productivity. Employee empowerment and innovative behavior of PHNs have little influence on job productivity. Employees with greater competence for delivering public health showed higher self-evaluated job productivity. The negative influences on job productivity possibly caused by conflict meaning on public health among PHNs in current public health policy. It should be an issue in further researches. Public health department should strengthen continuing education to foster competence of psychological sense of empowerment and innovative behavior to increase job productivity

Strategies for improving employee retention.

Science.gov (United States)

Verlander, Edward G; Evans, Martin R

2007-03-28

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

Causes of death among long-term employees of Chalk River Laboratories, 1966-1989

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.

1990-11-01

Data on mortality among long-term employees of Chalk River Laboratories to 1989 December 31 are reported. The 1988 Hare report, entitled The Safety of Ontario's Nuclear Power Reactors, noted that there had been a steady rise in standardized mortality ratios (SMR) for cancer among these employees in the last three successive five-year periods from 1971-75 to 1981-85. None of the SMRs was significantly different from unity; however, the apparent trend could be indicative of the development of latent cancers. The present report was prepared to see if that increasing trend in cancer SMRs continued. In the years 1986-89, the SMR for cancer among long-term male employees was exceptionally low. The wide fluctuations seen in our data over time are likely anomalies arising from the small size of the study group rather than problems arising from radiation exposures on site

Indicators of motivation and employee satisfaction in public enterprise: Case study of PE 'Post of Serbia'

Directory of Open Access Journals (Sweden)

Urošević Snežana

2016-01-01

Full Text Available To motivate employees and create conditions for their satisfaction is one of the most important tasks of management aiming to create a successful organization. Employee satisfaction can lead to greater support of employees in achieving goals of the organization and creating a wider and larger market of products and services and higher profits. The paper's objective was to examine key elements that influence satisfaction and motivation of the employees in public sector, i.e. in PE 'Post of Serbia'. Public and private companies are different in material incentives which they provide to their employees, in fact public companies do not provide them, but are replaced by other factors of motivation and satisfaction, such as security. The paper also analyses the interactions between demographic factors-level of qualifications, years of work experience and age, on perception of satisfaction and motivation of employees as well as the consequences of these relations. Perception of satisfaction and motivation of employees is analyzed by using the responses of employees on questions divided into six groups: material conditions, safety, acceptance and social component, respect and status, self-confirmation and loyalty. The research uses the questionnaire methodology to collect data and it includes 31 questions regarding the satisfaction and motivation of the employees and demographic questions. The statistical analysis of the survey results provides the information on this area's condition in Serbia, and first of all it points out the key elements of possible improvements. Instruments for collecting data used in this paper and data analysis gained in this way represent the very useful mechanism for helping the management to achieve better motivated and satisfied employees.

The linkage between work-related factors, employee satisfaction and organisational commitment: Insights from public health professionals

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2014-08-01

Full Text Available Orientation: The public health sector in South Africa faces a number of human resource– related inundations. Solving these challenges requires the provision of empirically derived information on these matters. Research purpose: This study investigated the relationship between three work-related factors, person-environment fit, work-family balance and perceived job security, and employee satisfaction and organisational commitment. A conceptual framework that links these factors is proposed and tested. Motivation for the study: The prevalence of employee-related challenges involving public health professionals, as evidenced through industrial action and high labour turnover, amongst others, demands further research in order to generate appropriate solutions. Research approach, design and method: A quantitative design using the survey approach was adopted. A six-section questionnaire was administered to a stratified sample of 287 professionals in three public health institutions in Gauteng, South Africa. Data was analysed using descriptive statistics, exploratory factor analysis, Pearson’s correlation analysis and regression analysis. Main findings: Job security and person-environment fit both positively correlated with and predicted employee satisfaction. The association between work-family balance and employee satisfaction was weak and showed no significant predictive validity. Employee satisfaction was strongly correlated to and predicted organisational commitment. Practical/managerial implications: The findings of the current study may be used by managers in public health institutions to improve the level of organisational commitment amongst professionals in the sector, thus preventing further employee-related challenges that negatively affect the provision of outstanding public health services. Contribution: The study provides current evidence on how both work-related and humanrelated factors could contribute to the prosperity of the

An Evaluation of the Employee Assistance Program in the Montgomery County Public School System.

Science.gov (United States)

Goldberg, Jo Ann

The Montgomery County public school system presently provides assistance through the Employee Assistance Program (EAP) to troubled employees with problems which affect work performance. EAP's mandate is to provide crisis intervention, prereferral evaluation, information, referral, and follow-up services. From its inception to March, 1981, EAP…

Gaming industry employees' responses to responsible gambling training: a public health imperative.

Science.gov (United States)

LaPlante, Debi A; Gray, Heather M; LaBrie, Richard A; Kleschinsky, John H; Shaffer, Howard J

2012-06-01

Gaming industry employees work in settings that create personal health risks. They also have direct contact with customers who might engage in multiple risky activities (e.g., drinking, smoking, and gambling) and might need to facilitate help-seeking by patrons or co-workers who experience problems. Consequently, the empirical examination of the processes and procedures designed to prepare employees for such complex situations is a public health imperative. In the current study we describe an evaluation of the Casino, Inc. Play Responsibly responsible gaming program. We surveyed 217 employees prior to and 1 month after (n = 116) they completed a multimedia driven responsible gambling training program. We observed that employees improved their knowledge of responsible gambling concepts from baseline to follow-up. The Play Responsibly program was more successful in providing new knowledge than it was in correcting mistaken beliefs that existed prior to training. We conclude, generally, that Play Responsibly is associated with increases in employees' responsible gambling knowledge.

The Influence of Ergonomics Training on Employee Behavior at Los Alamos National Laboratory

Energy Technology Data Exchange (ETDEWEB)

Puckett, Leslie Guthrie [Colorado State Univ., Fort Collins, CO (United States)

2001-01-01

A survey of employee behavior was conducted at Los Alamos National Laboratory (LANL). The objective of this study was to evaluate the prevalence of ergonomic behavior that decreased the chance of having a work-related musculoskeletal disorder (WMSD) among employees. The null hypothesis was tested to determine if there was a significant difference in ergonomic behavior between trained and untrained employees. The LANL employees were stratified by job series and then randomly selected to participate. The data were gathered using an electronic self-administered behavior questionnaire. The study population was composed of 6931 employees, and the response rate was 48%. The null hypothesis was rejected for twelve out of fifteen questions on the questionnaire. Logistic regression results indicate that the trained participants were more likely to report the risk-avoiding behavior, which supported the rejection of the null hypothesis for 60% of the questions. There was a higher frequency that the beneficial or risk-avoiding behavior was reported by the uninjured participants. Job series analysis revealed that ergonomics is an important issue among participants from all the job series. It also identified the occupational specialist classification (an administrative job), as the job series with the most occurrences of undesired ergonomic behaviors. In conclusion, there was a significant difference between the trained and untrained participants of the beneficial ergonomic behavior in the reported risk reducing behaviors.

Potential benefits of employee portals in public administrations: implementation and proactive behaviour towards the organization

Directory of Open Access Journals (Sweden)

Héctor Marcos Pérez-Feijoo

2015-06-01

Full Text Available The aim of this article is the determination of the advantages achieved through the implementation of an employee portal, both for the government and for the users of the portal. We proposed an adaptation of the Huang, Jin and Yang (2004 model, based on the organizational support theory (Eisenberger et al., 1986. This theory predicts a proactive behaviour of employees wheter they perceive a support of the organization. In this case, the trigger for that perception is the satisfaction derived by the benefits to personnel provided by an employee portal. Through an empirical study, conducted among public school teachers, we have found evidence of the perception of organizational support among public employees when the portal is deployes. However we haven´t found a link between that support and a proactive behaviour towards the organization.

Communicating with the workforce during emergencies: developing an employee text messaging program in a local public health setting.

Science.gov (United States)

Karasz, Hilary N; Bogan, Sharon; Bosslet, Lindsay

2014-01-01

Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health--Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction.

Employee Benefits for Illinois Public Higher Education Faculty and Staff.

Science.gov (United States)

Illinois State Board of Higher Education, Springfield.

This report focuses on the group benefits available to Illinois public higher education employees. The study provides a perspective on the range of benefits and the differences in the administration of institutional benefits. Findings reveal the availability of retirement annuities that increase with each 10 years of service; optional retirement…

The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation

OpenAIRE

Mafini, Chengedzai; Dlodlo, Nobukhosi

2014-01-01

Orientation: There is much research on extrinsic motivation, job satisfaction and life satisfaction in organisations. However, empirical evidence on how such factors affect employees in public organisations in developing countries is lacking. Research purpose: To examine the relationships between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. Motivation for the study: Labour strife is an endemic phenomenon in South Africa’s publ...

Georgia Public Health Laboratory, Decatur, Georgia

Energy Technology Data Exchange (ETDEWEB)

2002-12-01

This case study was prepared as one in a series for the Laboratories for the 21st Century program, a joint endeavor of the U.S. Environmental Protection Agency and the U.S. Department of Energy's Federal Energy Management Program. The goal of this program is to foster greater energy efficiency in new and retrofit laboratory buildings in both the public and the private sectors. The energy-efficient elements of the laboratory featured in this case study-the Georgia Public Health Laboratory, Decatur, Georgia-include sustainable design features, light-filled interior spaces for daylighting, closely grouped loads (such as freezers), the use of recirculated air in administrative areas, direct digital controls for heating and cooling equipment, sunscreens, and low-emissivity window glazing. These elements, combined with an attractive design and well-lighted work spaces, add up to a building that ranks high in comfort and low in energy use.

Does Ownership Matter? Employee Selection Practices in Private and Public Sectors

Directory of Open Access Journals (Sweden)

Codruţa OSOIAN

2011-06-01

Full Text Available The continuous need to adapt to the dynamics of the environment requires employers from both public and private sectors to select qualified human resources. It is people who lead the organization towards performance, and selecting competent employees is critical for competitive success. The paper is focused on the job selection practices implemented by hiring organizations in a developing country. Due to the differences that exist regarding the employee selection policy between public and private organizations, the paper aims to understand the characteristics of the job selection process according to the ownership of the employer agent. Based on a quantitative survey applied on 64 companies, the results analyze the main selection stages implemented in private vs. public sector employers in a developing country. While in private companies the most frequently used selection stages are the job selection interview, CVs screening and trial period, in public institutions the hiring process is based on the job selection interview, written knowledge tests, and practical tests. Compared to private companies, in public institutions the written knowledge tests rank a higher position in the selection stages hierarchy, but the private employers rely more on CVs screening stage than public institutions. Emphasis is laid on understanding the reasons leading to variations in job selection practices according to the ownership of the employing agent. The predictive validity of the job selection stages implemented by the companies is also discussed.

The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2014-04-01

Research purpose: To examine the relationships between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. Motivation for the study: Labour strife is an endemic phenomenon in South Africa’s public sector as evidenced by the high incidences of industrial action and labour turnover. This study contributes to this subject by identifying the extrinsic factors that could be optimised with a view to enhancing job and life satisfaction amongst government employees. Research approach, design and method: The study used the quantitative research survey approach: a questionnaire was administered to 246 employees in a South African public organisation. Extrinsic motivation factors were identified using principal components analysis. Mean score ranking was used to compare the relative importance of all factors. The conceptual framework was tested using Spearman’s rank correlation analysis and linear regression analysis. Main findings: Statistically significant relationships were observed between job satisfaction and four extrinsic motivation factors: remuneration, quality of work life, supervision and teamwork. The relationship with promotion was insignificant, but a statistically significant relationship was established with life satisfaction. Practical/managerial implications: The findings may be used to implement strategies for enhancing employee performance and industrial relations within public organisations. Contribution/value-add: The study provides evidence of the interplay between extrinsic motivation, job satisfaction and life satisfaction for public servants in developing countries.

A Comparative Study of Workplace Bullying Among Public and Private Employees in Europe.

Science.gov (United States)

Ariza-Montes, Antonio; Leal-Rodríguez, Antonio L; Leal-Millán, Antonio G

2015-06-01

Workplace bullying emerges from a set of individual, organizational, and contextual factors. The purpose of this article is hence to identify the influence of these factors among public and private employees. The study is carried out as a statistical-empirical cross-sectional study. The database used was obtained from the 5th European Working Conditions Survey 2010. The results reveal a common core with respect to the factors that determine workplace bullying. Despite this common base that integrates both models, the distinctive features of the harassed employee within the public sector deal with age, full-time work, the greater nighttime associated with certain public service professions, and a lower level of motivation. The present work summarizes a set of implications and proposes that, under normal conditions, workplace bullying could be reduced if job demands are limited and job resources are increased.

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

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

Joint Solutions to Substance Abuse: Public Sector Employee Assistance Programs.

Science.gov (United States)

State and Local Government Labor-Management Committee, Washington, DC.

This short booklet is a joint expression by public sector labor and management that recognizes that neither side has all the answers to the problems of employee substance abuse and that both share a common concern for a successful outcome. The booklet summarizes the dimension of substance abuse in today's workplace; and it tries to encourage…

Public health laboratory quality management in a developing country.

Science.gov (United States)

Wangkahat, Khwanjai; Nookhai, Somboon; Pobkeeree, Vallerut

2012-01-01

The article aims to give an overview of the system of public health laboratory quality management in Thailand and to produce a strengths, weaknesses, opportunities and threats (SWOT) analysis that is relevant to public health laboratories in the country. The systems for managing laboratory quality that are currently employed were described in the first component. The second component was a SWOT analysis, which used the opinions of laboratory professionals to identify any areas that could be improved to meet quality management systems. Various quality management systems were identified and the number of laboratories that met both international and national quality management requirements was different. The SWOT analysis found the opportunities and strengths factors offered the best chance to improve laboratory quality management in the country. The results are based on observations and brainstorming with medical laboratory professionals who can assist laboratories in accomplishing quality management. The factors derived from the analysis can help improve laboratory quality management in the country. This paper provides viewpoints and evidence-based approaches for the development of best possible practice of services in public health laboratories.

Surveys of LGBT Public Employees and Their Co-Workers

OpenAIRE

Sears, Brad; Mallory, Christy; Hunter, Nan D.

2009-01-01

This section summarizes a large body of survey data, with samples drawn from across the nation and covering a range of occupational classifications, that provides compelling evidence that discrimination against LGBT state government employees, as well as other public sector workers, is serious, pervasive and continuing. The more than 80 surveys summarized in this section also indicate that there is no reason to believe that the level of employment discrimination based on sexual orientation an...

Employee Relations Bibliography: Public, Non-Profit and Professional Employment. Essay, Annotated Listing, Indexes.

Science.gov (United States)

Tice, Terrence N.

This comprehensive listing of 2,724 bibliographic items from 1967 through early 1977 includes significant English-language material on the contractual relationship between public employers and employees in the United States and Canada. (There are a few items in French.) Although access is given to the broader areas of public management and…

Job Values in Today's Workforce: A Comparison of Public and Private Sector Employees.

Science.gov (United States)

Karl, Katherine A.; Sutton, Cynthia L.

1998-01-01

A comparison of 47 public- and 170 private-sector workers revealed private-sector workers value good wages most and public-sector workers value interesting work. Results suggest that employers must keep in touch with employee values to design jobs, reward systems, and human-resource policies that will result in maximum job satisfaction. (JOW)

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

Science.gov (United States)

Komba, Aneth Anselmo

2016-01-01

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

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

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

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

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

Employee Engagement Is Vital for the Successful Selection of a Total Laboratory Automation System.

Science.gov (United States)

Yu, Hoi-Ying E; Wilkerson, Myra L

2017-11-08

To concretely outline a process for selecting a total laboratory automation system that connects clinical chemistry, hematology, and coagulation analyzers and to serve as a reference for other laboratories. In Phase I, a committee including the laboratory's directors and technologists conducted a review of 5 systems based on formal request for information process, site visits, and vendor presentations. We developed evaluation criteria and selected the 2 highest performing systems. In Phase II, we executed a detailed comparison of the 2 vendors based on cost, instrument layout, workflow design, and future potential. In addition to selecting a laboratory automation system, we used the process to ensure employee engagement in preparation for implementation. Selecting a total laboratory automation system is a complicated process. This paper provides practical guide in how a thorough selection process can be done with participation of key stakeholders. © American Society for Clinical Pathology, 2017. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

Vape Shop Employees: Public Health Advocates?

OpenAIRE

Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S. Lee

2017-01-01

INTRODUCTION E-cigarettes have increased in popularity and given rise to a new type of sales outlet?the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors 1 , this study examined key messages that vape shop employees communicate to customers. METHODS Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees? (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louis...

29 CFR 553.213 - Public agency employees engaged in both fire protection and law enforcement activities.

Science.gov (United States)

2010-07-01

... regardless of how the employee's time is divided between the two activities. However, all time spent in... spends the majority of work time during the work period. ... 29 Labor 3 2010-07-01 2010-07-01 false Public agency employees engaged in both fire protection and...

The laboratory efficiencies initiative: partnership for building a sustainable national public health laboratory system.

Science.gov (United States)

Ridderhof, John C; Moulton, Anthony D; Ned, Renée M; Nicholson, Janet K A; Chu, May C; Becker, Scott J; Blank, Eric C; Breckenridge, Karen J; Waddell, Victor; Brokopp, Charles

2013-01-01

Beginning in early 2011, the Centers for Disease Control and Prevention and the Association of Public Health Laboratories launched the Laboratory Efficiencies Initiative (LEI) to help public health laboratories (PHLs) and the nation's entire PHL system achieve and maintain sustainability to continue to conduct vital services in the face of unprecedented financial and other pressures. The LEI focuses on stimulating substantial gains in laboratories' operating efficiency and cost efficiency through the adoption of proven and promising management practices. In its first year, the LEI generated a strategic plan and a number of resources that PHL directors can use toward achieving LEI goals. Additionally, the first year saw the formation of a dynamic community of practitioners committed to implementing the LEI strategic plan in coordination with state and local public health executives, program officials, foundations, and other key partners.

The public-private sector gender wage differential: evidence from matched employee-workplace data

OpenAIRE

Chatterji, Monojit; Mumford, Karen; Smith, Peter N.

2007-01-01

Using new linked employee-workplace data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that little none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings g...

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

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

Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Directory of Open Access Journals (Sweden)

Mundia L

2017-07-01

Full Text Available Lawrence Mundia, Salwa Mahalle, Rohani Matzin, Gamal Abdul Nasir Zakaria, Nor Zaiham Midawati Abdullah, Siti Norhedayah Abdul Latif Psychological Studies and Human Development Academic Group, Sultan Hassanal Bolkiah Institute of Education, Universiti Brunei Darussalam, Bandar Seri Begawan, Brunei Darussalam Abstract: The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer–employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer–employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer–employee relationship problems were seeking help from the Bomo (traditional healer; obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer–employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer–employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer–employee relationship problems. Other significant social value correlates, but not predictors of employer–employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated

Work-related violence and its association with self-rated general health among public sector employees in Sweden.

Science.gov (United States)

Vaez, Marjan; Josephson, Malin; Vingård, Eva; Voss, Margaretha

2014-01-01

Work-related violence is one of the most serious threats to employee safety and health. To ascertain the extent of self-reported violence or threats of violence at work in relation to the general health of public sector employees. The study population comprised 9,611 female (83%) and male public employees in Sweden. A questionnaire based on items derived mainly from validated instruments was constructed to cover aspects such as health, lifestyle, and physical and psychosocial work conditions. One in three employees reported work-related violence, with the highest proportions among psychiatric nurses (79%) and psychiatric attendants (75%). Work-related violence more often affected those who were worked worked nights, or reported poor health. Regardless of gender, age, hours of work, night work, and type of occupation, exposure to work-related violence was associated with less than good general health, and this relationship was strongest for psychiatric nurses (OR=3.19; 95% CI=1.28-7.98), medical doctors/dentists (OR=2.46; 95% CI=1.35-4.49), compulsory school teachers (OR=2.14; 95% CI=1.33-3.45), and other nurses (OR=1.87; 95% CI=1.23-2.84). Work-related violence was frequently reported by employees in the most common public sector occupations, and it was associated with poor health in both genders.

Pension Enhancements and the Retention of Public Employees: Evidence from Teaching. Working Paper 123

Science.gov (United States)

Koedel, Cory; Xiang, P. Brett

2015-01-01

We use data from workers in the largest public-sector occupation in the United States -- teaching -- to examine the effect of pension enhancements on employee retention. Specifically, we study a 1999 enhancement to the benefit formula for public school teachers in St. Louis that resulted in an immediate and dramatic increase in their incentives to…

Cerebrovascular/cardiovascular diseases and mental disorders due to overwork and work-related stress among local public employees in Japan.

Science.gov (United States)

Yamauchi, Takashi; Yoshikawa, Toru; Sasaki, Takeshi; Matsumoto, Shun; Takahashi, Masaya; Suka, Machi; Yanagisawa, Hiroyuki

2018-02-07

In Japan, overwork-related disorders occur among local public employees as well as those in private businesses. However, to date, there are no studies reporting the state of compensation for cerebrovascular/cardiovascular diseases (CCVD) and mental disorders due to overwork or work-related stress among local public employees in Japan over multiple years. This report examined the recent trend of overwork-related CCVD and mental disorders, including the incidence rates of these disorders, among local public employees in Japan from the perspective of compensation for public accidents, using data from the Japanese Government and relevant organizations. Since 2000, compared to CCVD, there has been an overall increase in the number of claims and cases of compensation for mental disorders. Over half of the individuals receiving compensation for mental disorders were either in their 30s or younger. About 47% of cases of mental disorders were compensated due to work-related factors other than long working hours. The incidence rate by job type was highest among "police officials" and "fire department officials" for compensated CCVD and mental disorders cases, respectively. Changes in the trend of overwork-related disorders among local public employees in Japan under a legal foundation should be closely monitored.

45 CFR 1226.12 - Sponsor employees.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Sponsor employees. 1226.12 Section 1226.12 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor employees...

Relationship between health behaviors and self-reported diseases by public employees

Directory of Open Access Journals (Sweden)

Janaina Maria Setto

Full Text Available Abstract Introduction: Life habits such as physical activity, leisure, eating habits, stress, smoking, and alcohol consumption can directly affect individuals' health. Objective: This study aimed to investigate the relationship between health behaviors and diseases self-reported by employees of a federal public university in southeastern Brazil. Methods: This cross-sectional study included 815 employees, of whom 347 were teachers and 468 were technical-administrative staff, aged between 20 and 65 years old. Data from this study were collected from a secondary database, from the Health Questionnaire (self-reported health conditions by teachers and technical-administrative employees, and from the institution's Vice Dean of Community Affairs. Among the variables assessed, the relationship between eating habits, physical activity, smoking, alcohol consumption, and self-reported illnesses (chronic diseases and infectious and parasitic diseases diagnosed by a doctor within the last 12 months was analyzed. Results: The mean prevalence of these diseases among teachers and technical-administrative staff was 3.1 and 2.9, respectively. This study showed a statistically significant association between unhealthy diet and cerebrovascular accidents; between irregular performance of physical activity/sedentary lifestyle and endocrine/nutritional/metabolic and digestive diseases; between overweight and cardiovascular diseases, endocrine/nutritional/metabolic diseases, diabetes mellitus, and hypertension; and between smoking and musculoskeletal diseases. Conclusion: We suggest the adoption of preventative measures and the control of risk behaviors among these employees.

Appraised leadership styles, psychosocial work factors, and musculoskeletal pain among public employees.

Science.gov (United States)

Fjell, Ylva; Osterberg, Mia; Alexanderson, Kristina; Karlqvist, Lena; Bildt, Carina

2007-10-01

The main aim of this study was to explore the associations between appraised leadership styles, psychosocial work factors and musculoskeletal pain among subordinates in four different public service sectors from an epidemiological perspective. A cross-sectional questionnaire study was conducted; data from 2,403 public sector employees in subordinate positions (86% women) were analysed. The appraised leadership styles were measured through items from a modified version of the CPE questionnaire (C change, P production/structure, E employee/relation). The structure validity of the CPE-model was examined by principal component analysis (PCA). Univariate and multivariate analyses of associations between levels of musculoskeletal pain and appraised leadership styles and with psychosocial work factors were conducted. Odds ratios (ORs) with confidence intervals (CIs) of 95% were used as a measure of associations. There were small variations in the appraisals of the immediate manager among the subordinates. However, the associations between musculoskeletal pain and leadership styles varied according to sector. Poor appraisals (low scores) on "change" and "employee relation" dimensions were associated with high levels of musculoskeletal pain in two sectors: home and health care services. In the domestic catering services, poor appraisals of managers in the "production/structure" dimension had the strongest association with high levels of pain. In general, poor appraisals of the "change" dimension was most strongly associated with high levels of musculoskeletal pain. "High work demands" had the strongest association with high levels of pain, particularly among the men. Poor appraisals of managers and their leadership styles were associated with high levels of musculoskeletal pain among both female and male subordinates in different public service sectors. There is therefore a great need of further studies of the mechanisms behind the relationships between the leadership

77 FR 10657 - Protecting the Public and Our Employees in Our Hearing Process

Science.gov (United States)

2012-02-23

... Internet site, Social Security Online, at http://www.socialsecurity.gov . SUPPLEMENTARY INFORMATION... SOCIAL SECURITY ADMINISTRATION 20 CFR Parts 404 and 416 [Docket No. SSA-2011-0008] RIN 0960-AH29 Protecting the Public and Our Employees in Our Hearing Process AGENCY: Social Security Administration. ACTION...

The effects of work alienation and policy alienation on behavior of public employees

NARCIS (Netherlands)

L.G. Tummers (Lars); V.J.J.M. Bekkers (Victor); S. van Thiel (Sandra); A.J. Steijn (Bram)

2015-01-01

textabstractPublic employees are confronted with various pressures, such as increased work demands and the need to implement controversial policies. This study uses work alienation and policy alienation models to analyze work and policy pressures. Based on a survey of 790 respondents, it was firstly

Occupational status and nutrition profile and health of public municipal employees

Directory of Open Access Journals (Sweden)

Patrícia Pinheiro de Freitas

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

Prediction of employer-employee relationships from sociodemographic variables and social values in Brunei public and private sector workers.

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Nasir Zakaria, Gamal Abdul; Abdullah, Nor Zaiham Midawati; Abdul Latif, Siti Norhedayah

2017-01-01

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer-employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer-employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer-employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer-employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer-employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer-employee relationship problems. Other significant social value correlates, but not predictors of employer-employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer-employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its

IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES' PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA

Directory of Open Access Journals (Sweden)

Olu, OJO

2014-03-01

Full Text Available This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN. This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

The Effects of Work Alienation and Policy Alienation on Behavior of Public Employees

NARCIS (Netherlands)

Tummers, L.G.; Bekkers, V.; Thiel, S. van; Steijn, B.

2015-01-01

Public employees are confronted with various pressures, such as increased work demands and the need to implement controversial policies. This study uses work alienation and policy alienation models to analyze work and policy pressures. Based on a survey of 790 respondents, it was first found that

The effects of work alienation and policy alienation on behavior of public employees

NARCIS (Netherlands)

Tummers, L.G.; Bekkers, V.J.J.M.; van Thiel, S.; Steijn, A.J.

2015-01-01

Public employees are confronted with various pressures, such as increased work demands and the need to implement controversial policies. This study uses work alienation and policy alienation models to analyze work and policy pressures. Based on a survey of 790 respondents, it was firstly found that

Evaluation of employees in public day care centers knowledge about breastfeeding and complementary feeding

OpenAIRE

Souza, Joelânia Pires de O.; Prudente, Amanda Moura; Silva, Dyene Aparecida; Pereira, Leandro Alves; Rinaldi, Ana Elisa M.

2013-01-01

OBJECTIVE: To evaluate the knowledge of public day care centers employees about breastfeeding and complementary feeding. METHODS: A cross-sectional study was conducted in 15 public day care centers randomly selected in the city of Uberlandia, Southeast Brazil. A questionnaire applied to school principals, teachers, educators and general services assistants (GSA) included demographic and socioeconomic variables and questions about knowledge on breastfeeding, complementary feeding besides ...

Exploring the public-private and company size differences in employees' work characteristics and burnout: data analysis of a nationwide survey in Taiwan.

Science.gov (United States)

Yeh, Wan-Yu; Yeh, Ching-Ying; Chen, Chiou-Jong

2018-05-15

Distinct differences exist between public-private sector organizations with respect to the market environment and operational objectives; furthermore, among private sector businesses, organizational structures and work conditions often vary between large- and small-sized companies. Despite these obvious structural distinctions, however, sectoral differences in employees' psychosocial risks and burnout status in national level have rarely been systematically investigated. Based on 2013 national employee survey data, 15,000 full-time employees were studied. Sector types were classified into "public," "private enterprise-large (LE)," and "private enterprise-small and medium (SME);" based on the definition of SMEs by Taiwan Ministry of Economic Affairs, and the associations of sector types with self-reported burnout status (measured by the Chinese version of Copenhagen Burnout Inventory) were examined, taking into account other work characteristics and job instability indicators. Significantly longer working hours and higher perceived job insecurity were found among private sector employees than their public sector counterparts. With further consideration of company size, greater dissatisfaction of job control and career prospect were found among SME employees than the other two sector type workers. This study explores the pattern of public-private differences in work conditions and employees' stress-related problems to have policy implications for supporting mechanism for disadvantaged workers in private sectors.

45 CFR 7.0 - Who are employees.

Science.gov (United States)

2010-10-01

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

Public Incentives for Hiring and Training Employees: An Employer's Guide. Workforce Brief #8.

Science.gov (United States)

Bergman, Terri

The six sections of this brief provide the following information: (1) the types of public incentives available to employers for hiring and training of employees, including increasing economic activity and increasing labor market supply; (2) federally operated incentive programs (Welfare-to-Work Tax Credit, Work Opportunity Tax Credit, Employee…

Evaluation of cancer incidence among employees at the Los Alamos National Laboratory

International Nuclear Information System (INIS)

Acquavella, J.F.; Wilkinson, G.S.; Wiggs, L.D.; Tietjen, G.L.; Key, C.R.

1983-01-01

As part of the National Plutonium Workers Study, cancer incidence for 1969 to 1978 among employees of the Los Alamos National Laboratory was investigated. Incident cancers were identified by a computer match of the Los Alamos employed roster against New Mexico Tumor Registry files. The resulting numbers of total and site-specific cancers were compared to the numbers expected based on incidence rates for the State of New Mexico, specific for age, sex, ethnicity, and calendar period. For Anglo males, significantly fewer cancers than expected (SIR = 0.60, 95% CI 0.44 to 0.79) were found. This resulted from marked deficits of smoking-related cancers, particularly lung (2 observed, 19.4 expected) and oral (1 observed, 6.5 expected) cancer. Similarly, no smoking-related cancers were detected among Anglo females, though they had a slight nonsignificant excess of breast cancer (14 observed, 9.1 expected) and a suggestive excess of cancer of the uterine corpus (2 observed, 0.25 expected). The pattern of cancerincidence among Anglo employees is typical of high social class populations and not likely related to the Los Alamos working environment

How Should Public Administration Education Curriculum Within Indiana Higher Education Institutions Evolve to Reflect the Complex Homeland Security Issues Faced by Future Public Sector Employees?

Science.gov (United States)

2012-03-01

Administration Research and Theory, 25–57. O’Leary, R. (2010). Traditions, ideas, spirits, event, challenge. Journal of Public Adminstration , 1–36. Purdue...NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA THESIS Approved for public release; distribution is unlimited HOW SHOULD PUBLIC ... PUBLIC SECTOR EMPLOYEES? by Bryant S. Lucas March 2012 Thesis Advisor: Christopher Bellavita Second Reader: Lauren Wollman THIS PAGE

Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Nasir Zakaria, Gamal Abdul; Abdullah, Nor Zaiham Midawati; Abdul Latif, Siti Norhedayah

2017-01-01

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer–employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer–employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer–employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer–employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer–employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer–employee relationship problems. Other significant social value correlates, but not predictors of employer–employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer–employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the

Initial Public Health Laboratory Response After Hurricane Maria - Puerto Rico, 2017.

Science.gov (United States)

Concepción-Acevedo, Jeniffer; Patel, Anita; Luna-Pinto, Carolina; Peña, Rafael González; Cuevas Ruiz, Rosa Ivette; Arbolay, Héctor Rivera; Toro, Mayra; Deseda, Carmen; De Jesus, Victor R; Ribot, Efrain; Gonzalez, Jennifer-Quiñones; Rao, Gouthami; De Leon Salazar, Alfonsina; Ansbro, Marisela; White, Brunilís B; Hardy, Margaret C; Georgi, Joaudimir Castro; Stinnett, Rita; Mercante, Alexandra M; Lowe, David; Martin, Haley; Starks, Angela; Metchock, Beverly; Johnston, Stephanie; Dalton, Tracy; Joglar, Olga; Stafford, Cortney; Youngblood, Monica; Klein, Katherine; Lindstrom, Stephen; Berman, LaShondra; Galloway, Renee; Schafer, Ilana J; Walke, Henry; Stoddard, Robyn; Connelly, Robin; McCaffery, Elaine; Rowlinson, Marie-Claire; Soroka, Stephen; Tranquillo, Darin T; Gaynor, Anne; Mangal, Chris; Wroblewski, Kelly; Muehlenbachs, Atis; Salerno, Reynolds M; Lozier, Matthew; Sunshine, Brittany; Shapiro, Craig; Rose, Dale; Funk, Renee; Pillai, Satish K; O'Neill, Eduardo

2018-03-23

Hurricane Maria made landfall in Puerto Rico on September 20, 2017, causing major damage to infrastructure and severely limiting access to potable water, electric power, transportation, and communications. Public services that were affected included operations of the Puerto Rico Department of Health (PRDOH), which provides critical laboratory testing and surveillance for diseases and other health hazards. PRDOH requested assistance from CDC for the restoration of laboratory infrastructure, surveillance capacity, and diagnostic testing for selected priority diseases, including influenza, rabies, leptospirosis, salmonellosis, and tuberculosis. PRDOH, CDC, and the Association of Public Health Laboratories (APHL) collaborated to conduct rapid needs assessments and, with assistance from the CDC Foundation, implement a temporary transport system for shipping samples from Puerto Rico to the continental United States for surveillance and diagnostic and confirmatory testing. This report describes the initial laboratory emergency response and engagement efforts among federal, state, and nongovernmental partners to reestablish public health laboratory services severely affected by Hurricane Maria. The implementation of a sample transport system allowed Puerto Rico to reinitiate priority infectious disease surveillance and laboratory testing for patient and public health interventions, while awaiting the rebuilding and reinstatement of PRDOH laboratory services.

General employee training: Initial needs assessment

International Nuclear Information System (INIS)

Jones, E.; Copenhaver, E.D.

1987-01-01

US Department of Energy Orders, including those for Emergency Preparedness, require that DOE facility employees receive a preparatory course on certain basic work practices and employee responsibilities before receiving any job-specific training. Most of this general information is required for employees to either prevent or to handle emergency situations that may arise in the workplace. While the categories are general, the information should be given at both Laboratory and individual-site levels, if possible. A simple checklist developed by Oak Ridge National Laboratory proved beneficial when assessing its general employee orientation compliance status. The checklist includes subject areas covered, organizational identities and responsibilities, and documentation needs

Employees' perceptions of the effectiveness and fairness of performance management in a South African public sector institution

Directory of Open Access Journals (Sweden)

Mpho Makhubela

2016-11-01

Full Text Available Orientation: The implementation of performance management systems (PMSs and performance appraisals (PAs by public managers remains a challenge and necessitates an investigation into employees’ perceptions of the effectiveness of the PMS and the fairness of PA. Research purpose: This study investigated the association between employee involvement, performance-oriented culture, management commitment and the effectiveness of a PMS. Six factors that determine and influence employees’ perceptions of PA fairness were also investigated. Motivation for the study: Employees’ experiences of the implementation and practice of PMSs and PAs by public managers may differ from what is intended. The motivation for this study was to quantify employee perceptions of the effectiveness of a PMS and the fairness of PA to establish if there is a discrepancy between what is intended and how they are implemented and practiced. Research approach, design and method: This cross-sectional study conducted a census on a total population of 140 employees in a public sector institution. A questionnaire comprising three sections was used to collect data: Section A contained biographical questions, Section B comprised questions on the contextual factors that measure the perceived effectiveness of the PMS while Section C comprised questions related to the perceived fairness of PA. Main findings: The results show that employees perceive their PMS to be ineffective and their PAs to be unfair. The mean perception scores for PA fairness for the Assets and Facilities Department were significantly lower than those of the Human Resources Department. This is indicative of some deficiencies in the appraisal process in the Assets and Facilities Department. Respondents occupying general positions returned significantly lower mean scores for PA fairness compared to those in managerial and professional positions, which indicates serious shortcomings in their appraisal process. Practical

Employee satisfaction: an integral component of total quality.

Science.gov (United States)

Gvazdinskas, L C; Maffetone, M A

1995-01-01

As part of the Total Quality Management process, the leadership of Rush Medical Laboratories, with a staff of 400, made an initial commitment to focus on their own employees as the most important customers. Only after the employees' development, their help, their support, and their empowerment could Rush Medical Laboratories make the improvements in customer relationships and obtain the operations improvement, cost savings, and productivity necessary to maintain a competitive edge. This article outlines the numerous employee initiatives that have resulted from this commitment. All of these initiatives were successful at some point during the 5 or more years since the incorporation of TQM within Rush Medical Laboratories. In the spirit of continuous improvement, some have been modified or discontinued and replaced by others. This article provides an overview of the many improvements that are possible when employees are provided a forum in which to voice their needs, and it challenges the management and employees of all laboratories to focus on this vital component of total quality.

Lawrence Livermore National Laboratory Environmental Report 2012

Energy Technology Data Exchange (ETDEWEB)

Jones, Henry E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Armstrong, Dave [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Blake, Rick G. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Bertoldo, Nicholas A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Cerruti, Steven J. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Fish, Craig [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Dibley, Valerie R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Doman, Jennifer L. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Grayson, Allen R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Heidecker, Kelly R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Hollister, Rod K. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Kumamoto, Gene [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); MacQueen, Donald H. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Nelson, Jennifer C. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Ottaway, Heather L. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Paterson, Lisa E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Revelli, Michael A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Rosene, Crystal A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Terrill, Alison A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Wegrecki, Anthony M. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Wilson, Kent R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Woollett, Jim S. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)

2013-09-19

Lawrence Livermore National Laboratory (LLNL) is a premier research laboratory that is part of the National Nuclear Security Administration (NNSA) within the U.S. Department of Energy (DOE). As a national security laboratory, LLNL is responsible for ensuring that the nation’s nuclear weapons remain safe, secure, and reliable. The Laboratory also meets other pressing national security needs, including countering the proliferation of weapons of mass destruction and strengthening homeland security, and conducting major research in atmospheric, earth, and energy sciences; bioscience and biotechnology; and engineering, basic science, and advanced technology. The Laboratory is managed and operated by Lawrence Livermore National Security, LLC (LLNS), and serves as a scientific resource to the U.S. government and a partner to industry and academia. LLNL operations have the potential to release a variety of constituents into the environment via atmospheric, surface water, and groundwater pathways. Some of the constituents, such as particles from diesel engines, are common at many types of facilities while others, such as radionuclides, are unique to research facilities like LLNL. All releases are highly regulated and carefully monitored. LLNL strives to maintain a safe, secure and efficient operational environment for its employees and neighboring communities. Experts in environment, safety and health (ES&H) support all Laboratory activities. LLNL’s radiological control program ensures that radiological exposures and releases are reduced to as low as reasonably achievable to protect the health and safety of its employees, contractors, the public, and the environment. LLNL is committed to enhancing its environmental stewardship and managing the impacts its operations may have on the environment through a formal Environmental Management System. The Laboratory encourages the public to participate in matters related to the Laboratory’s environmental impact on the

Lawrence Livermore National Laboratory Environmental Report 2013

Energy Technology Data Exchange (ETDEWEB)

Jones, H. E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Bertoldo, N. A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Blake, R. G. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Cerruti, S. J. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Dibley, V. R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Doman, J. L. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Fish, C. B. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Grayson, A. R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Heidecker, K. R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Kumamoto, G. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); MacQueen, D. H. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Montemayor, W. E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Ottaway, H. L. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Paterson, L. E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Revelli, M. A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Rosene, C. A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Terrill, A. A. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Wegrecki, A. M. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Wilson, K. R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Woollett, J. S. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Veseliza, R. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)

2014-10-01

Lawrence Livermore National Laboratory (LLNL) is a premier research laboratory that is part of the National Nuclear Security Administration (NNSA) within the U.S. Department of Energy (DOE). As a national security laboratory, LLNL is responsible for ensuring that the nation’s nuclear weapons remain safe, secure, and reliable. The Laboratory also meets other pressing national security needs, including countering the proliferation of weapons of mass destruction and strengthening homeland security, and conducting major research in atmospheric, earth, and energy sciences; bioscience and biotechnology; and engineering, basic science, and advanced technology. The Laboratory is managed and operated by Lawrence Livermore National Security, LLC (LLNS), and serves as a scientific resource to the U.S. government and a partner to industry and academia. LLNL operations have the potential to release a variety of constituents into the environment via atmospheric, surface water, and groundwater pathways. Some of the constituents, such as particles from diesel engines, are common at many types of facilities while others, such as radionuclides, are unique to research facilities like LLNL. All releases are highly regulated and carefully monitored. LLNL strives to maintain a safe, secure and efficient operational environment for its employees and neighboring communities. Experts in environment, safety and health (ES&H) support all Laboratory activities. LLNL’s radiological control program ensures that radiological exposures and releases are reduced to as low as reasonably achievable to protect the health and safety of its employees, contractors, the public, and the environment. LLNL is committed to enhancing its environmental stewardship and managing the impacts its operations may have on the environment through a formal Environmental Management System. The Laboratory encourages the public to participate in matters related to the Laboratory’s environmental impact on the

Organizational change, psychosocial work environment, and non-disability early retirement: a prospective study among senior public employees.

Science.gov (United States)

Breinegaard, Nina; Jensen, Johan Høy; Bonde, Jens Peter

2017-05-01

Objective This study examines the impact of organizational change and psychosocial work environment on non-disability early retirement among senior public service employees. Methods In January and February 2011, Danish senior public service employees aged 58-64 years (N=3254) from the Capital Region of Denmark responded to a survey assessing psychosocial work environment (ie, social capital, organizational justice, and quality of management). Work-unit organizational changes (ie, change of management, merging, demerging, and relocation) were recorded from January 2009 to March 2011. Weekly data on non-disability early retirement transfer were obtained from the DREAM register database, which holds weekly information about all public benefit payments in Denmark. Hazard ratios (HR) for early retirement following employees' 60 th birthday were estimated with Cox regression adjusted for age, gender, and socioeconomic status. Results Exposure to change of management [HR 1.37, 95% confidence interval (95% CI) 1.13-1.66], mergers (HR 1.23, 95% CI 1.02-1.48), and relocation of work unit (HR 1.24, 95% CI 1.01-1.54) increased rate of non-disability early retirement, while demerging of work unit did not (HR 1.03, 95% CI 0.79-1.33). Work units with lower levels of social capital (HR 1.22, 95% CI 1.05-1.41), organizational justice, (HR 1.18, 95% CI 1.04-1.32), and quality of management (HR 1.14, 95% CI 1.02-1.25) increased rate of early retirement. Conclusion Organizational change and poor psychosocial work environment contribute to non-disability early retirement among senior public service employees, measured at work-unit level.

29 CFR 2520.104-46 - Waiver of examination and report of an independent qualified public accountant for employee...

Science.gov (United States)

2010-07-01

... qualified public accountant for employee benefit plans with fewer than 100 participants. 2520.104-46 Section... Requirements § 2520.104-46 Waiver of examination and report of an independent qualified public accountant for... public accountant to conduct an examination of the financial statements of the plan; (2) Include within...

The Quality of Management Information Systems and Its Effect on the Employees Performance at the Yemeni Public Telecommunication Corporation

Directory of Open Access Journals (Sweden)

عبد اللطيف مصلح محمد عايض

2017-10-01

Full Text Available In spite of the interest of many organizations in the development of information systems, some organizations did not give enough attention to this issue, including the Yemeni organizations. This is what the researchers noted in their dealings with some of these organizations. The Yemeni Public Telecommunications Corporation is one of them. It was noted that some of the administrative units concerned with the application of management information systems in the organization have certain weaknesses in some dimensions of the employees performance in the organization, and this may be due to the quality of their management information systems. This study aimed at demonstrating the effect of the quality of management information systems on the employees performance that was applied on the Public Telecommunication Corporation (PTC. The population of the study included all users of management information systems in PTC totaling (117 employees. Their number was, to some extent, small, so they were selected to be the study sample. To achieve the objectives of the study, the descriptive and analytical method was used. To collect the data of the study, a questionnaire was developed and validated to measure the study objectives and to test its hypotheses.  To analyze the data, (SPSS program was used. The study found a set of conclusions the most important of which was that the level of both the quality of management information systems and the performance of employees in the Yemeni Public Telecommunications Corporation was high. Moreover, there was a positive effect for the quality of management information systems on the employees’ performance in PTC. Keywords: Quality of management information systems, Employees performance, Yemeni Public Telecommunications Corporation.

Both Sides of the Coin: Motives for Corruption Among Public Officials and Business Employees

NARCIS (Netherlands)

Gorsira, M.; Denkers, A.J.M.; Huisman, W.

2016-01-01

The aim of this study is to better understand why public officials and business employees engage in corruption. Insight into individual-level explanations for corruption was obtained with the aid of a self-report survey. The results suggest that the most indicative factors of whether or not

Attitudes of the general public and electric power company employees toward nuclear power generation

International Nuclear Information System (INIS)

Komiyama, Hisashi

1997-01-01

We conducted an awareness survey targeted at members of the general public residing in urban areas and in areas scheduled for construction of nuclear power plants as well as employees of electric power company in order to determine the awareness and attitude structures of people residing near scheduled construction sites of nuclear power plants with respect to nuclear power generation, and to examine ways of making improvements in terms of promoting nuclear power plant construction sites. Analysis of those results revealed that there are no significant differences in the awareness and attitudes of people residing in urban areas and in areas near scheduled construction sites. On the contrary, a general sense of apprehension regarding the construction of nuclear power plants was observed common to both groups. In addition, significant differences in awareness and attitudes with respect to various factors were determined to exist between members of the general public residing in urban areas and scheduled construction sites and employees of electric power company. (author)

The Public Health Workforce Interests and Needs Survey: The First National Survey of State Health Agency Employees.

Science.gov (United States)

Sellers, Katie; Leider, Jonathon P; Harper, Elizabeth; Castrucci, Brian C; Bharthapudi, Kiran; Liss-Levinson, Rivka; Jarris, Paul E; Hunter, Edward L

2015-01-01

Public health practitioners, policy makers, and researchers alike have called for more data on individual worker's perceptions about workplace environment, job satisfaction, and training needs for a quarter of a century. The Public Health Workforce Interests and Needs Survey (PH WINS) was created to answer that call. Characterize key components of the public health workforce, including demographics, workplace environment, perceptions about national trends, and perceived training needs. A nationally representative survey of central office employees at state health agencies (SHAs) was conducted in 2014. Approximately 25,000 e-mail invitations to a Web-based survey were sent out to public health staff in 37 states, based on a stratified sampling approach. Balanced repeated replication weights were used to account for the complex sampling design. A total of 10,246 permanently employed SHA central office employees participated in PH WINS (46% response rate). Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics. Although the majority of staff said they were somewhat or very satisfied with their job (79%; 95% confidence interval [CI], 78-80), as well as their organization (65%; 95% CI, 64-66), more than 42% (95% CI, 41-43) were considering leaving their organization in the next year or retiring before 2020; 4% of those were considering leaving for another job elsewhere in governmental public health. The majority of public health staff at SHA central offices are female (72%; 95% CI, 71-73), non-Hispanic white (70%; 95% CI, 69-71), and older than 40 years (73%; 95% CI, 72-74). The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health. PH WINS represents the first nationally representative survey of SHA employees. It holds significant potential to help answer previously unaddressed questions in public health

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

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

Does ownership matter for employee motivation when occupation is controlled for

DEFF Research Database (Denmark)

Andersen, Lotte Bøgh; Pedersen, Lene Holm

2013-01-01

The public service motivation literature argues that public employees are more motivated than private employees to deliver public service for the benefit of society. But the reason for this may be that the classical welfare services are predominant in the public sector. This article therefore...... investigates if ownership matters to employee motivation when occupation is controlled for. The findings show that the employees in both sectors have pro-social motivation, but that public sector employees are more motivated to work for the public interest, whereas private sector employees are more motivated...... to help individual users of services. The survey data are based on 3,304 Danish employees working in private as well as public organizations....

Arrival and Departure Patterns of Public Sector Employees before and after Implementation of Flexitime.

Science.gov (United States)

Ronen, Simcha

1981-01-01

Examined the effects of a flexible working hours schedule on the arrival and departure times of 162 public sector employees. Results indicated that workers, when scheduling their own workday, deviate only moderately from their preflexitime arrival/departure times; and they tend to develop relatively stable arrival/departure patterns. (Author/RC)

The Public Discourse of U.S. Graduate Employee Unions: Social Movement Identities, Ideologies, and Strategies.

Science.gov (United States)

Rhoades, Gary; Rhoads, Robert A.

2003-01-01

Drew on extensive archives from 10 graduate employee unions' Web sites to examine their publicly presented identities (marginalized workers and future professionals), ideologies (traditional and professional unionism with little focus on social justice), and strategies (disruptive protest and professional politics locally). (EV)

41 CFR 50-201.101 - Employees affected.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 201-GENERAL REGULATIONS § 50-201.101 Employees...

Workplace investigation of increased diagnosis of malignant melanoma among employees of Lawrence Livermore National Laboratory

Energy Technology Data Exchange (ETDEWEB)

Moore, D.H. II; Patterson, H.W.; Hatch, F.; Discher, D.; Schneider, J.S.; Bennett, D.

1994-08-01

Based on rates for the surrounding communities, the diagnosis rate of malignant melanoma for employees of Lawrence Livermore National Laboratory (LLNL) during 1972 to 1977 was three to four times higher than expected. In 1984 Austin and Reynolds concluded, as a result of a case-control study, that five occupational factors were {open_quotes}causally associated{close_quotes} with melanoma risk at LLNL. These factors were: (1) exposure to radioactive materials, (2) work at Site 300, (3) exposure to volatile photographic chemicals, (4) presence at the Pacific Test Site, and (5) chemist duties. Subsequent reviews of the Austin and Reynolds report concluded that the methods used were appropriate and correctly carried out. These reports did determine, however, that Austin and Reynolds` conclusion concerning a causal relationship between occupational factors and melanoma among employees was overstated. There is essentially no supporting evidence linking the occupational factors with melanoma from animal studies or human epidemiology. Our report summarizes the results of further investigation of potential occupational factors.

List of selected publications 1982. Risoe National Laboratory

International Nuclear Information System (INIS)

1983-12-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1982. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Energy Supply and Supporting Technology, Environmental and Safety Research, Materials Research, Biotechnology and Radiation Research, Technical and Administrative Services, General. (author)

List of selected publications 1983. Risoe National Laboratory

International Nuclear Information System (INIS)

1985-09-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1983. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Energy Supply and Supporting Technology, Environmental and Safety Research, Materials Research, Biotechnology and Tradiation Research, Technical Support, General. (author)

List of selected publications 1981. Risoe National Laboratory

International Nuclear Information System (INIS)

1982-07-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1981. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Energy Supply, Environmental and Safety Reseach, Materials Research, Biotechnology and Radiation Research,Experimental Methods and Analyses, Major Research Facilities, General. (author)

45 CFR 7.8 - Employee's right of appeal.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to...

Community College Employee Wellness Programs

Science.gov (United States)

Thornton, L. Jay; Johnson, Sharon

2010-01-01

This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

Progress in increasing electronic reporting of laboratory results to public health agencies--United States, 2013.

Science.gov (United States)

2013-09-27

Electronic reporting of laboratory results to public health agencies can improve public health surveillance for reportable diseases and conditions by making reporting more timely and complete. Since 2010, CDC has provided funding to 57 state, local, and territorial health departments through the Epidemiology and Laboratory Capacity for Infectious Diseases cooperative agreement to assist with improving electronic laboratory reporting (ELR) from clinical and public health laboratories to public health agencies. As part of this agreement, CDC and state and large local health departments are collaborating to monitor ELR implementation in the United States by developing data from each jurisdiction regarding total reporting laboratories, laboratories sending ELR by disease category and message format, and the number of ELR laboratory reports compared with the total number of laboratory reports. At the end of July 2013, 54 of the 57 jurisdictions were receiving at least some laboratory reports through ELR, and approximately 62% of 20 million laboratory reports were being received electronically, compared with 54% in 2012. Continued progress will require collaboration between clinical laboratories, laboratory information management system (LIMS) vendors, and public health agencies.

Risoe National Laboratory. List of selected publications 1980

International Nuclear Information System (INIS)

1981-12-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1980. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Reactor Safety and Technology, The Nuclear Fuel Cycle, Environmental and General Safety Research, Materials Research, and Radiation Technology, Agricultural Research, Non-Nuclear Research, General. (author)

Risoe National Laboratory. List of selected publications 1979

International Nuclear Information System (INIS)

1980-11-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1979. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Reactor Safety and Technology, The Nuclear Fuel Cycle, Environmental and General Safety Research, Materials Research, Radiation Technology, Agricultural Research, Non-Nuclear Energy Research, General. (author)

List of selected publications 1978 Risoe National Laboratory

International Nuclear Information System (INIS)

1979-09-01

The list comprises a selection of scientific and technical publications of Risoe National Laboratory and its staff during 1978. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Reactor Safety Technology, The Nuclear Fuel Cycle, Environmental and General Safety Research, Materials Research, Radiation Technology, Agricultural Research, Non-Nuclear Energy Research, General. (author)

Changes in division of labour and tasks within public dentistry: relationship to employees work demands, health and work ability.

Science.gov (United States)

Rolander, Bo; Wåhlin, Charlotte; Johnston, Venerina; Wagman, Petra; Lindmark, Ulrika

2016-08-01

By 2023, fewer dentists are expected in Sweden, at the same time as the demand for dental care is expected to increase. Older people, in particular, are expected to require more dental health than previous generations. To meet this demand, the public sector dentistry in Sweden is moving towards changes in division of labour among dental professionals, including dentists, dental hygienists and dental nurses. However, the impact of this reallocation on the physical and psychosocial wellbeing of employees is unknown. The aim of this study was to compare workplaces with an equal or larger proportion of dental hygienists than dentists (HDH) with workplaces with a larger proportion of dentists than dental hygienists (HD) on the physical and psychosocial work load, musculoskeletal and psychosomatic disorders and sickness presence. A total of 298 persons employed in the Public Dental Service in a Swedish County Council participated in this study. The medium large clinics HDH reported 85% of employee's with considerably more high psychosocial demands compared to employees in medium HD (53%) and large HD (57%). Employees in medium large clinics HDH also reported sleep problems due to work (25%) compared with employees in medium large clinics HD (6%), large clinics HD (11%) and small clinics HDH (3%). Clinic size does not seem to influence the outcome of the HD and HD clinics to any great extent. Of all employees, about 94-100% reported high precision demands and 78-91% poor work postures.

45 CFR 7.7 - Notice to employee of determination.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Notice to employee of determination. 7.7 Section 7.7 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the...

Partnership in employee health. A workplace health program for British Columbia Public Service Agency (Canada).

Science.gov (United States)

Tarride, J E; Harrington, K; Balfour, R; Simpson, P; Foord, L; Anderson, L; Lakey, W

2011-01-01

To evaluate the My Health Matters! (MHM) program, a multifaceted workplace intervention relying on education and awareness, early detection and disease management with a focus on risk factors for metabolic syndrome. The MHM program was offered to 2,000 public servants working in more than 30 worksites in British Columbia, Canada. The MHM program included a health risk assessment combined with an opportunity to attend an on-site screening and face-to-face call back visits and related on-site educational programs. Clinical and economic outcomes were collected over time in this one-year prospective study coupled with administrative and survey data. Forty three per cent of employees (N=857) completed the online HRA and 23 per cent (N=447) attended the initial clinical visit with the nurse. Risk factors for metabolic syndrome were identified in more than half of those attending the clinical visit. The number of risk factors significantly decreased by 15 per cent over six months (N=141). The cost per employee completing the HRA was $205 while the cost per employee attending the initial clinical visit was $394. Eighty-two per cent of employees would recommend the program to other employers. This study supports that workplace interventions are feasible, sustainable and valued by employees. As such, this study provides a new framework for implementing and evaluating workplace interventions focussing on metabolic disorders.

75 FR 39954 - Oversight of Laboratory Developed Tests; Public Meeting; Change of Meeting Location

Science.gov (United States)

2010-07-13

...] Oversight of Laboratory Developed Tests; Public Meeting; Change of Meeting Location AGENCY: Food and Drug... location for the upcoming public meeting entitled ``Oversight of Laboratory Developed Tests.'' A new... the public meeting, FDA is announcing in this notice a new location for the public meeting. II. New...

41 CFR 105-74.640 - Employee.

Science.gov (United States)

2010-07-01

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

Laboratory Experiments in Teaching Public Economics and Policy

Directory of Open Access Journals (Sweden)

Špačková Zuzana

2015-05-01

Full Text Available This paper deals with classroom experiments in economics, which have been derived from laboratory experiments. These experiments cover a broad range of topics, from strictly economic ones (like market games or auctions to those with overlaps to other domains such as public policy. The paper discusses different methodologies of research and classroom experiments, introduces the benefits of the latter and presents a concrete teaching experiment used in public economics courses at the Faculty of Economics and Administration of Masaryk University. Another link between economic experiments and public policy is outlined here as well, namely the importance of experimental results for public policy makers.

The status of safety in the public high school chemistry laboratories in Mississippi

Science.gov (United States)

Lacy, Sarah Louise Trotman

Since laboratory-based science courses have become an essential element of any science curriculum and are required by the Mississippi Department of Education for graduation, the chemistry laboratories in the public high schools in Mississippi must be safe. The purpose of this study was to determine: the safety characteristics of a high school chemistry laboratory; the perceived safety characteristics of the chemistry laboratories in public high schools in Mississippi; the basic safety knowledge of chemistry teachers in public high schools in Mississippi, where chemistry teachers in Mississippi gain knowledge about laboratory safety and instruction; if public high school chemistry laboratories in Mississippi adhere to recommended class size, laboratory floor space per student, safety education, safety equipment, and chemical storage; and the relationship between teacher knowledge of chemistry laboratory safety and the safety status of the laboratory in which they teach. The survey instrument was composed of three parts. Part I Teacher Knowledge consisted of 23 questions concerning high school chemistry laboratory safety. Part II Chemistry Laboratory Safety Information consisted of 40 items divided into four areas of interest concerning safety in high school chemistry laboratories. Part III Demographics consisted of 11 questions relating to teacher certification, experience, education, and safety training. The survey was mailed to a designated chemistry teacher in every public high school in Mississippi. The responses to Part I of the survey indicated that the majority of the teachers have a good understanding of knowledge about chemistry laboratory safety but need more instruction on the requirements for a safe high school chemistry laboratory. Less than 50% of the responding teachers thought they had received adequate preparation from their college classes to conduct a safe chemistry laboratory. According to the responses of the teachers, most of their high school

Public Health Employees' Perception of Workplace Environment and Job Satisfaction: The Role of Local Health Departments' Engagement in Accreditation.

Science.gov (United States)

Ye, Jiali; Verma, Pooja; Leep, Carolyn; Kronstadt, Jessica

To examine the association between local health departments' (LHDs') engagement in accreditation and their staffs' perceptions of workplace environment and the overall satisfaction with their jobs. Data from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS) (local data only) and the 2014 Forces of Change survey were linked using LHDs' unique ID documented by the National Association of County & City Health Officials. The Forces of Change survey assessed LHDs' accreditation status. Local health departments were classified as "formally engaged" in the Public Health Accreditation Board accreditation process if they had achieved accreditation, submitted an application, or submitted a statement of intent. The PH WINS survey measured employees' perception of 3 aspects of workplace environment, including supervisory support, organizational support, and employee engagement. The overall satisfaction was measured using the Job in General Scale (abridged). There are 1884 LHD employees who completed PH WINS and whose agencies responded to the question on the accreditation status of the Forces of Change survey. When compared with employees from LHDs less engaged in accreditation, employees from LHDs that were formally engaged in accreditation gave higher ratings to all 3 aspects of workplace environment and overall job satisfaction. Controlling for employee demographic characteristics and LHD jurisdiction size, the agency's formal engagement in accreditation remained related to a higher score in perceived workplace environment and job satisfaction. After controlling for perceived workplace environment, accreditation status was marginally associated with job satisfaction. The findings provide support for previous reports by LHD leaders on the benefits of accreditation related to employee morale and job satisfaction. The results from this study allow us to further catalog the benefits of accreditation in workforce development and identify factors that may

Leveraging private and public exchanges in an employee benefits strategy.

Science.gov (United States)

Margolis, Susan; Thompson, Michael

2013-01-01

Health reform is helping to transform the health insurance marketplace and facilitate new opportunities to reevaluate and restructure the underlying framework of employer-sponsored benefits. Central to these opportunities is the emergence of public health exchanges at the state and federal levels offering a coordinated platform of diverse designs and health plans available on a guaranteed issue basis and often with government-provided subsidies. Parallel and complementary to this trend is the emergence of private health exchanges that similarly offer a diversity of plans on a variety of bases. This article shows why, together, these offerings provide potential streamlined solutions for employers as they reevaluate how they facilitate and support access to affordable coverage for their employees (and retirees).

What is the social gain from competency management? The employees' perception at a Brazilian public university

Directory of Open Access Journals (Sweden)

Guilherme Busch Rocha

Full Text Available Abstract In the present global scenario of strong competitive edge, the Human factor had its relevance enhanced, presenting itself as a key element to enhance organizations' flexibility and performance. Since the 1990s, one of the most widespread and studied Human Resources practices has consisted of the Management Model by Competency, that innovated by changing the "position" reference to the "people" element. Therefore, this paper tries to investigate what are the elements that influence the employees' perception of social gain within an establishment that had taken on the competency management model. This is a quantitative work with survey methodology. The sample consists of 422 employees of a Brazilian public university that had implanted the competency model in 2011. The questionnaire, available in an online environment, used the dimensions developed by Sarsur (2007. The relationships between the actions on corporate education, wage move, career move, managerial positions held, workplace and seniority (independent variables with the perception employees have of social gain (dependent variables were analyzed through non parametric statistical techniques. The results indicate that the employees' perception of social competency gains in the model displays an essentially utilitarian nature. Namely, just the benefited employees demonstrated higher rankings of perception regarding the new proposal.

The influence of managers' and colleagues' absence on public employee absence

DEFF Research Database (Denmark)

Møller, Ann-Kristina Løkke; Jensen, Morten Berg

2015-01-01

Background: The level of absence is higher in the public sector than in the private sector both internationally and in a Danish context (e.g. The Confederation of Danish Employers, 2002, Winkelmann, 1999). However, little economic research is conducted to understand determinants of absence among...... public sector employees (De Paola, 2010). Research on the effect of managers’ own absence on their employees’ absence is scarce (Kristensen et al., 2006, Løkke, 2008) and so is the effect of colleagues’ absence in a large scale (Bradley et al., 2007, Dale-Olsen et al., 2010, Hesselius et al., 2009......). To date, research on the simultaneous effect of managers’ and colleagues’ absence behavior does not exist. The most acknowledged literature on absence (e.g., Steers and Rhodes, 1978) concludes that absence is influenced by many determinants; this makes it relevant to control for gender, age etc. Aim...

Princeton Plasma Physics Laboratory FY2003 Annual Highlights

Energy Technology Data Exchange (ETDEWEB)

Editors: Carol A. Phillips; Anthony R. DeMeo

2004-08-23

The Princeton Plasma Physics Laboratory FY2003 Annual Highlights report provides a summary of the activities at the Laboratory for the fiscal year--1 October 2002 through 30 September 2003. The report includes the Laboratory's Mission and Vision Statements, a message ''From the Director,'' summaries of the research and engineering activities by project, and sections on Technology Transfer, the Graduate and Science Education Programs, Awards and Honors garnered by the Laboratory and the employees, and the Year in Pictures. There is also a listing of the Laboratory's publications for the year and a section of the abbreviations, acronyms, and symbols used throughout the report. In the PDF document, links have been created from the Table of Contents to each section. You can also return to the Table of Contents from the beginning page of each section. The PPPL Highlights for fiscal year 2003 is also available in hardcopy format. To obtain a copy e-mail Publications and Reports at: pub-reports@pppl.gov. Be sure to include your complete mailing address

EMPLOYEE PERCEPTIONS OF JOB SATISFACTION: COMPARATIVE STUDY ON INDIAN BANKS

Directory of Open Access Journals (Sweden)

Arunima Shrivastava

2009-01-01

Full Text Available The present study examined the job satisfaction level of a public sector and private sector bank employees in India. The sample consisted of 340 bank employees from both sectors. Job Diagnostic Survey by Hackman and Oldham (1975 was used to ascertain the level of job satisfaction. This study used independent samples t-test and qualitative analysis to study the differences in employee attitudes. Results indicated that the means of the public and private banks were significantly different from each other. It was found that private sector bank employees perceive greater satisfaction with pay, social, and growth aspects of job as compared to public sector bank employees. On the other hand, public sector bank employees have expressed greater satisfaction with job security as compared to private sector bank employees. The findings of the study highlight important satisfiers and dissatisfiers present in the job and suggest both the banks to take performance initiatives in the areas where employees have reported reduced satisfaction.

List of Selected Publications 1983. Risø National Laboratory

DEFF Research Database (Denmark)

Risø National Laboratory, Roskilde

The list comprises a selection of scientific and technical publications of Risø National Laboratory and its staff during 1983. Journal articles, conference papers, and reports are included. The publications are arranged in the following broad subject categories: Energy Supply and Supporting...... Technology, Environmental and Safety Research, Materials Research, Biotechnology and Radiation Research, Technical Support, General....

DETERMINATION OF CYBER SECURITY AWARENESS OF PUBLIC EMPLOYEES AND CONSCIOUSNESS-RISING SUGGESTIONS

Directory of Open Access Journals (Sweden)

Huseyin Kuru

2016-07-01

Full Text Available The aim of this study is to measure Turkish government employees’ awareness of cyber security and cyber space elements. Participants were 71 Turkish public employees working for various ministries. Both qualitative and quantitative research methods were used to get the most detailed information from the participants. A survey was administered to cyber security officers in chosen state institutions. For qualitative research, open-ended questions were administered to the participants. Reliability and validity issues were established for both surveys. Results show that employees have enough information about cyber security and cyber warfare. Findings clearly suggests that cyber defense policy should be planned in coordination with other state institutions and experiences should be shared. In order to create feasible and realistic cyber security policy at institutional level, experts at cyber security must be trained, hired and help must be requested from specialized individuals and institutions. This study recommends that rapid reaction teams (RRT should be established to take care of cyber systems, to react against cyber breaches in time, to alert staff for cyber-attacks in order to establish effective recovery.

45 CFR 7.1 - Duty of employee to report inventions.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to...

Complete data lifecycles and citizen science integration via The Public Laboratory

Science.gov (United States)

Griffith, A.; Dosemagen, S.; Warren, J.

2012-04-01

The collection, communication, and sharing of data relating to the 2010 Deepwater Horizon oil spill proved to be a case study in the lack of data transparency and poor collaboration on a variety of levels. British Petroleum and the government worked together to keep the public out of the spill area while collecting over 31,000 water and sediment samples from the Gulf of Mexico after the initial explosion in April, 2010. Although thousands of images were immediately collected by the National Oceanic and Atmospheric Administration and the US Geological Survey, some of those raw data sets still remain inaccessible, are in difficult to use formats, or have been modified for public release. The lack of sharing of information by federal agencies and BP was particularly frustrating given the use of publicly funded resources. Discrepancies between information posted on federal and state websites and conditions in the field were apparent and a key factor in the poor relations between authorities and local residents. The conditions under which data is collected, the affiliation of the authors, and the intended use, vastly impacts how well we trust those data. The solution, we believe, is for local communities to produce their own high-quality data through collaboration with organizations such as The Public Laboratory for Open Technology and Science. The Public Laboratory community worked with Gulf Coast residents in the field to document the effects of oil on shorelines with do-it-yourself aerial photography. For less than 100 in parts, we used helium balloons and kites to send cameras to over a thousand feet, and stitched the resulting images into high-resolution maps using our free, open-source software. Over a hundred volunteers hit the beaches to take tens of thousands of photos, depicting slicks, oiled wetlands, and the birds, fish, and plants threatened by the disaster. Our efforts resulted in the largest repository of publicly archived oil spill data to date and it is

Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

Directory of Open Access Journals (Sweden)

Oluyinka Ojedokun

2015-04-01

Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana. Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana. Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment. Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees. Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

Does Skin in the Game Matter if You Aren't Playing? Examining Participation in Oregon's Public Employee Health Engagement Model.

Science.gov (United States)

Wright, Bill J; Dulacki, Kristen; Rissi, Jill; McBride, Leslie; Tran, Sarah; Royal, Natalie

2017-01-01

Employers are increasingly exploring health benefits that incentivize lifestyle change for employees. We used early data from an ongoing study of one such model-the Health Engagement Model (HEM), which Oregon implemented for all public employees in 2012-to analyze variation in employee participation and engagement. A survey was designed to assess program engagement, opinions of the program, and self-reported lifestyle changes. Data were collected in 2012, about 9 months after HEM launched. A representative random sample of 4500 state employees served as the study subjects. Primary measures included whether employees signed up for the program, completed its required activities, and reported making lifestyle changes. Logistic regression was used to analyze survey results. Most employees (86%) chose to participate, but there were important socioeconomic differences: some key target populations, including smokers and obese employees, were the least likely to sign up; less educated employees were also less likely to complete program activities. Despite mostly negative opinions of the program, almost half of participants reported making lifestyle changes. Oregon's HEM launch was largely unpopular with employees, but many reported making the desired lifestyle changes. However, some of those the program is most interested in enrolling were the least likely to engage. People involved with implementing similar programs will need to think carefully about how to cultivate broad interest among employees.

Laboratory-based surveillance in the molecular era: The typened model, a joint data-sharing platform for clinical and public health laboratories

NARCIS (Netherlands)

H.G.M. Niesters (Bert); J.W. Rossen (John); H.G.A.M. van der Avoort (Harrie); D. Baas; K. Benschop (Kimberley); E.C.J. Claas (Eric); A. Kroneman; N.M. van Maarseveen (Noortje); S.D. Pas (Suzan); W. van Pelt (Wilfred); J. Rahamat-Langendoen (Janette); R. Schuurman (Rob); H. Vennema (Harry); L. Verhoef; K.C. Wolthers (Katja); M.P.G. Koopmans D.V.M. (Marion)

2013-01-01

textabstractLaboratory-based surveillance, one of the pillars of monitoring infectious disease trends, relies on data produced in clinical and/or public health laboratories. Currently, diagnostic laboratories worldwide submit strains or samples to a relatively small number of reference laboratories

Laboratory-based surveillance in the molecular era : the TYPENED model, a joint data-sharing platform for clinical and public health laboratories

NARCIS (Netherlands)

Niesters, H G; Rossen, J W; van der Avoort, H; Baas, D; Benschop, K; Claas, E C; Kroneman, A; van Maarseveen, N; Pas, S; van Pelt, W; Rahamat-Langendoen, J C; Schuurman, R; Vennema, H; Verhoef, L; Wolthers, K; Koopmans, Marion

2013-01-01

Laboratory-based surveillance, one of the pillars of monitoring infectious disease trends, relies on data produced in clinical and/or public health laboratories. Currently, diagnostic laboratories worldwide submit strains or samples to a relatively small number of reference laboratories for

Laboratory-based surveillance in the molecular era: the TYPENED model, a joint data-sharing platform for clinical and public health laboratories

NARCIS (Netherlands)

Niesters, H. G.; Rossen, J. W.; van der Avoort, H.; Baas, D.; Benschop, K.; Claas, E. C.; Kroneman, A.; van Maarseveen, N.; Pas, S.; van Pelt, W.; Rahamat-Langendoen, J. C.; Schuurman, R.; Vennema, H.; Verhoef, L.; Wolthers, K.; Koopmans, M.

2013-01-01

Laboratory-based surveillance, one of the pillars of monitoring infectious disease trends, relies on data produced in clinical and/or public health laboratories. Currently, diagnostic laboratories worldwide submit strains or samples to a relatively small number of reference laboratories for

Employee Engagement Factor for Organizational Excellence

OpenAIRE

Tzvetana Stoyanova; Ivaylo Iliev

2017-01-01

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

Laboratory-based surveillance in the molecular era: the TYPENED model, a joint data-sharing platform for clinical and public health laboratories.

Science.gov (United States)

Niesters, H G; Rossen, J W; van der Avoort, H; Baas, D; Benschop, K; Claas, E C; Kroneman, A; van Maarseveen, N; Pas, S; van Pelt, W; Rahamat-Langendoen, J C; Schuurman, R; Vennema, H; Verhoef, L; Wolthers, K; Koopmans, M

2013-01-24

Laboratory-based surveillance, one of the pillars of monitoring infectious disease trends, relies on data produced in clinical and/or public health laboratories. Currently, diagnostic laboratories worldwide submit strains or samples to a relatively small number of reference laboratories for characterisation and typing. However, with the introduction of molecular diagnostic methods and sequencing in most of the larger diagnostic and university hospital centres in high-income countries, the distinction between diagnostic and reference/public health laboratory functions has become less clear-cut. Given these developments, new ways of networking and data sharing are needed. Assuming that clinical and public health laboratories may be able to use the same data for their own purposes when sequence-based testing and typing are used, we explored ways to develop a collaborative approach and a jointly owned database (TYPENED) in the Netherlands. The rationale was that sequence data - whether produced to support clinical care or for surveillance -can be aggregated to meet both needs. Here we describe the development of the TYPENED approach and supporting infrastructure, and the implementation of a pilot laboratory network sharing enterovirus sequences and metadata.

On the bright and dark side of public service motivation : the relationship between PSM and employee wellbeing

NARCIS (Netherlands)

van Loon, Nina Mari; Vandenabeele, Wouter|info:eu-repo/dai/nl/323038816; Leisink, Peter|info:eu-repo/dai/nl/071055266

2015-01-01

This paper reveals that the relationship between public service motivation (PSM) and employee wellbeing depends on the societal impact potential (SIP) through the job and organizational type. In people-changing organizations, PSM relates to higher burnout and lower job satisfaction when SIP is high:

Princeton Plasma Physics Laboratory for FY2003. Annual Highlights

International Nuclear Information System (INIS)

Phillips, Carol A.; DeMeo, Anthony R.

2004-01-01

The Princeton Plasma Physics Laboratory FY2003 Annual Highlights report provides a summary of the activities at the Laboratory for the fiscal year--1 October 2002 through 30 September 2003. The report includes the Laboratory's Mission and Vision Statements, a message ''From the Director,'' summaries of the research and engineering activities by project, and sections on Technology Transfer, the Graduate and Science Education Programs, Awards and Honors garnered by the Laboratory and the employees, and the Year in Pictures. There is also a listing of the Laboratory's publications for the year and a section of the abbreviations, acronyms, and symbols used throughout the report. In the PDF document, links have been created from the Table of Contents to each section. You can also return to the Table of Contents from the beginning page of each section. The PPPL Highlights for fiscal year 2003 is also available in hardcopy format. To obtain a copy e-mail Publications and Reports at: pub-reports at pppl.gov. Be sure to include your complete mailing address

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

OpenAIRE

Svobodová, Martina

2015-01-01

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

Sexual Harassment in Public Schools: Policy Design, Policy Implementation, and the Perceptions of Employees Participating in Investigations

Science.gov (United States)

Bratge, Katrina

2009-01-01

This study of two cases of sexual harassment investigates employee perceptions and organizational characteristics associated with policy and implementation procedures in two public school districts in New York State which experienced different outcomes to litigation in response to formal complaints of sexual harassment. Using documentary evidence…

Health factors in the everyday life and work of public sector employees in Sweden.

Science.gov (United States)

Erlandsson, Lena-Karin; Carlsson, Gunilla; Horstmann, Vibeke; Gard, Gunvor; Holmström, Eva

2012-01-01

The aim was to explore aspects of everyday life in addition to established risk factors and their relationship to subjective health and well-being among public sector employees in Sweden. Gainful employment impact on employees' health and well-being, but work is only one part of everyday life and a broader perspective is essential in order to identify health-related factors. Data were obtained from employees at six Social Insurance Offices in Sweden, 250 women and 50 men. A questionnaire based on established instruments and questions specifically designed for this study was used. Relationships between five factors of everyday life, subjective health and well-being were investigated by means of multivariate logistic regression analysis. The final model revealed a limited importance of certain work-related factors. A general satisfaction with everyday activities, a stress-free environment and general control in addition to not having monotonous movements at work were found to be factors explaining 46.3% of subjective good health and well-being. A person's entire activity pattern, including work, is important, and strategies for promoting health should take into account the person's situation as a whole. The interplay between risk and health factors is not clear and further research is warranted.

5 CFR 5501.107 - Teaching, speaking and writing by special Government employees in the Public Health Service.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Teaching, speaking and writing by special... DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.107 Teaching, speaking and writing by special Government... employees in the Public Health Service who otherwise are prohibited from accepting compensation for teaching...

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

Directory of Open Access Journals (Sweden)

J Y Eng

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

Employees as social intrapreneurs

DEFF Research Database (Denmark)

Kristensen, Catharina Juul

2016-01-01

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

Medical surveillance of employee health at the Superconducting Super Collider Laboratory

International Nuclear Information System (INIS)

Chester, T.J.

1992-03-01

Medical surveillance can best be defined as conducting specific, targeted medical examinations at pre-determined intervals for the purpose of assessing whether individuals have suffered work-related illness or injury. The objectives of the medical examinations are to determine if there is any evidence of illness or injury and to determine whether any illness or injury found is occupationally related. If illness or injury is found, the employee under medical surveillance can be referred for immediate treatment. Other employees in the same work group can be examined, and any hazardous defects in the workplace can be corrected. Additional objectives of these periodic examinations are to determine whether the employee's health status and physical fitness continue to be compatible with the safe performance of his assigned job tasks; to contribute to employee health maintenance by providing the opportunity for early detection, treatment, and prevention of disease or injuries; and to provide a documented record status that can be used in analysis of the health of the work group as a whole

Essays on Employee Ownership

DEFF Research Database (Denmark)

Faigen, Benjamin

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

The role of retiree health insurance in the early retirement of public sector employees.

Science.gov (United States)

Shoven, John B; Slavov, Sita Nataraj

2014-12-01

Most government employees have access to retiree health coverage, which provides them with group health coverage even if they retire before Medicare eligibility. We study the impact of retiree health coverage on the labor supply of public sector workers between the ages of 55 and 64. We find that retiree health coverage raises the probability of stopping full time work by 4.3 percentage points (around 38 percent) over two years among public sector workers aged 55-59, and by 6.7 percentage points (around 26 percent) over two years among public sector workers aged 60-64. In the younger age group, retiree health insurance mostly seems to facilitate transitions to part-time work rather than full retirement. However, in the older age group, it increases the probability of stopping work entirely by 4.3 percentage points (around 22 percent). Copyright © 2014 Elsevier B.V. All rights reserved.

The influence of wages on public officials' corruptibility: a laboratory investigation

NARCIS (Netherlands)

van Veldhuizen, R.

2012-01-01

Previous studies have proposed a link between corruption and wages in the public sector. This paper investigates this link using a laboratory experiment. In the experiment, public officials have the opportunity to accept a bribe and can then decide between a neutral and a corrupt action. The corrupt

General Employee Training Live, Course 15503

Energy Technology Data Exchange (ETDEWEB)

Gabel, Daniel Glen [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hughes, Heather [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2016-08-25

This training at Los Alamos National Laboratory contains the following sections: Introduction to the Laboratory, Institutional Quality Assurance, Facilities, Policies, Procedures, and Other Requirements, Safety Expectations, Worker Protection: Occupational Safety and Health, Industrial Hygiene and Safety, Lockout/Tagout, General Employee Radiological Training, Fire Protection, Security, Emergency Operations, Occupational Health, and Environment.

ISO 14001 IMPLEMENTATION AT A NATIONAL LABORATORY

International Nuclear Information System (INIS)

BRIGGS, S.L.K.

2001-01-01

After a tumultuous year discovering serious lapses in environment, safety and health management at Brookhaven National Laboratory, the Department of Energy established a new management contract. It called for implementation of an IS0 14001 Environmental Management System and registration of key facilities. Brookhaven Science Associates, the managing contractor for the Laboratory, designed and developed a three-year project to change culture and achieve the goals of the contract. The focus of its efforts were to use IS0 14001 to integrate environmental stewardship into all facets of the Laboratory's mission, and manage its programs in a manner that protected the ecosystem and public health. A large multidisciplinary National Laboratory with over 3,000 employees and 4,000 visiting scientists annually posed significant challenges for IS0 14001 implementation. Activities with environmental impacts varied from regulated industrial waste generation, to soil activation from particle accelerator operations, to radioactive groundwater contamination from research reactors. A project management approach was taken to ensure project completion on schedule and within budget. The major work units for the Environmental Management System Project were as follows: Institutional EMS Program Requirements, Communications, Training, Laboratory-wide Implementation, and Program Assessments. To minimize costs and incorporate lessons learned before full-scale deployment throughout the Laboratory, a pilot process was employed at three facilities. Brookhaven National Laboratory has completed its second year of the project in the summer of 2000, successfully registering nine facilities and self-declaring conformance in all remaining facilities. Project controls, including tracking and reporting progress against a model, have been critical to the successful implementation. Costs summaries are lower than initial estimates, but as expected legal requirements, training, and assessments are key cost

Brookhaven National Laboratory site environmental report for calendar year 1990

International Nuclear Information System (INIS)

Miltenberger, R.P.; Royce, B.A.; Naidu, J.R.

1992-01-01

Brookhaven National Laboratory (BNL) carries out basic and applied research in the following fields: high-energy nuclear and solid state physics; fundamental material and structure properties and the interactions of matter; nuclear medicine, biomedical and environmental sciences; and selected energy technologies. In conducting these research activities, it is Laboratory policy to protect the health and safety of employees and the public, and to minimize the impact of BNL operations on the environment. This document is the BNL environmental report for the calendar year 1990 for the safety and Environmental Protection division and corners topics on effluents, surveillance, regulations, assessments, and compliance

Brookhaven National Laboratory site environmental report for calendar year 1990

Energy Technology Data Exchange (ETDEWEB)

Miltenberger, R.P.; Royce, B.A.; Naidu, J.R.

1992-01-01

Brookhaven National Laboratory (BNL) carries out basic and applied research in the following fields: high-energy nuclear and solid state physics; fundamental material and structure properties and the interactions of matter; nuclear medicine, biomedical and environmental sciences; and selected energy technologies. In conducting these research activities, it is Laboratory policy to protect the health and safety of employees and the public, and to minimize the impact of BNL operations on the environment. This document is the BNL environmental report for the calendar year 1990 for the safety and Environmental Protection division and corners topics on effluents, surveillance, regulations, assessments, and compliance.

Networking of Public Health Microbiology Laboratories Bolsters Europe’s Defenses against Infectious Diseases

Directory of Open Access Journals (Sweden)

Barbara Albiger

2018-02-01

Full Text Available In an era of global health threats caused by epidemics of infectious diseases and rising multidrug resistance, microbiology laboratories provide essential scientific evidence for risk assessment, prevention, and control. Microbiology has been at the core of European infectious disease surveillance networks for decades. Since 2010, these networks have been coordinated by the European Centre for Disease Prevention and Control (ECDC. Activities delivered in these networks include harmonization of laboratory diagnostic, antimicrobial susceptibility and molecular typing methods, multicentre method validation, technical capacity mapping, training of laboratory staff, and continuing quality assessment of laboratory testing. Cooperation among the European laboratory networks in the past 7 years has proved successful in strengthening epidemic preparedness by enabling adaptive capabilities for rapid detection of emerging pathogens across Europe. In partnership with food safety authorities, international public health agencies and learned societies, ECDC-supported laboratory networks have also progressed harmonization of routinely used antimicrobial susceptibility and molecular typing methods, thereby significantly advancing the quality, comparability and precision of microbiological information gathered by ECDC for surveillance for zoonotic diseases and multidrug-resistant pathogens in Europe. ECDC continues to act as a catalyst for sustaining continuous practice improvements and strengthening wider access to laboratory capacity across the European Union. Key priorities include optimization and broader use of rapid diagnostics, further integration of whole-genome sequencing in surveillance and electronic linkage of laboratory and public health systems. This article highlights some of the network contributions to public health in Europe and the role that ECDC plays managing these networks.

29 CFR Appendix C to Part 825 - Notice to Employees Of Rights Under FMLA (WH Publication 1420)

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Notice to Employees Of Rights Under FMLA (WH Publication 1420) C Appendix C to Part 825 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Pt. 825, App. C Appendix C to Part...

[The "Instituto de Salud Carlos III" and the public health in Spain. Origin of laboratory medicine and of the central laboratories and research in public health].

Science.gov (United States)

Nájera Morrondo, Rafael

2006-01-01

The "Instituto de Salud Carlos III" is the Central Public Health Laboratory in Spain with an important component of scientific research in health related areas, such as cancer, cardiovascular diseases, infectious diseases and environmental health. The article describes the development of the Public Health Institutes. arising from the introduction and development of scientific and laboratory based medicine and the introduction of vaccination and sanitation with the control of water and food. At about the same time, the discoveries in microbiology and immunology were produced, being the research activities incardinated with the practical advances in the control of products. To cope with the practical needs, Institutions were created with the responsibility of providing smallpox vaccine but incorporating very soon production of sera and other vaccines and water and sanitation control and foods control. At the same time. colonization of countries specially in Africa, South East Asia and explorations in Central America confront the Europeans with new diseases and the need of laboratories where to study them. These circumstances gave rise to the birth of the Central Public Health Laboratories and the National institutes of Health at the beginning of the XX century in many countries. In Spain, the Spanish Civil War was a breaking point in the development of such an institution that finally was reinvented with the creation of the Instituto de Salud Carlos III, in 1986, incorporating research and epidemiological surveillance and control of diseases and also the responsibilities of the Food and Drug Control, lately separated from it.

Medical surveillance of employee health at the superconducting super collider laboratory

International Nuclear Information System (INIS)

Chester, T.J.

1992-01-01

Medical surveillance can best be defined as conducting specific, targeted medical examinations at predetermined intervals for the purpose of assessing whether individuals have suffered work-related illness or injury. The objectives of the medical examinations are to determine if there is any evidence of illness or injury and to determine whether any illness or injury found is occupationally related. If illness or injury is found, the employee under medical surveillance can be referred for immediate treatment. Other employees in the same work group can be examined, and any hazardous defects in the workplace can be corrected. Additional objectives of these periodic examinations are to determine whether the employee's health status and physical fitness continue to be compatible with the safe performance of his assigned job tasks; to contribute to employee health maintenance by providing the opportunity for early detection, treatment, and prevention of disease or injuries; and to provide a documented record of health status that can be used in analysis of the health of the work group as a whole. Medical surveillance is one of several measures used in a good occupational health and safety program to prevent occupational illness or injury. A heirarchy of preventive health and safety programs is offered: system safety-design review; health and safety procedures; operational readiness review; management safety awareness; employee safety awareness; periodic professional inspections of industrial hygiene, health physics, safety, fire, medical; industrial hygiene/health physics monitoring; medical surveillance examinations; epidemiologic analysis. The earlier in the list a program appears, the more basic it is to the prevention effort and the more likely it is to prevent occupational illness and injuries with the least risk and least expense. A good occupational safety and health program contains all of these elements

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Zakaria, Gamal Abdul Nasir; Abdullah, Nor Zaiham Midawati

2017-01-01

Objective The study investigated the degree to which selected sociodemographic variables and social values were related to work-attendance problems in a random sample of 860 Brunei public- and private-sector employees and the nature of this relationship. Materials and methods This quantitative study used the field-survey approach to administer research instruments directly to participants. This enabled the researchers to help participants who needed assistance in completing the measures properly, so as to increase the number of usable returns. Results Two sociodemographic variables (seeking help from a counselor/psychologist and marital status) correlated significantly with work attendance. Private-sector employees were more likely to have work-attendance problems than government workers. Both single and married employees and the chief wage earner in the household were more likely to have work-attendance issues to deal with compared to their counterparts. However, employees who sought help from a counselor/psychologist were far less likely to have work-attendance problems compared to those who did not get such help. The most significant social-value correlates with work-attendance problems were interpersonal communication, employer–employee relationship, work-stress problems, self-presentation, self-regulation, self-direction, and interpersonal trust. Self-regulation, self-direction, and satisfaction with work-related achievements significantly predicted work-attendance problems positively, while interpersonal communication problems and work-stress problems predicted work-attendance problems negatively. Low scorers on self-regulation and self-direction, as well as on satisfaction with work-related achievements, were more likely to have work-attendance problems compared to high scorers. However, low scorers on interpersonal communication and work-stress problems were less likely to have work-attendance problems compared to high-scoring peers. Conclusion Ample

Sandia National Laboratories: News: Publications

Science.gov (United States)

Locations Contact Us Employee Locator Search Menu About Leadership Mission Social Media Community Community Involvement Leadership Mission Environmental Responsibility History Diversity Social Media Careers Small Business Assistance Program Sandia's Economic Impact Sandia Science & Technology Park © 2018

The Use of Application Blanks as Pre-Screening Devices in Employee Selection: An Assessment of Practices in Public Schools.

Science.gov (United States)

Bredeson, Paul V.

1988-01-01

Reports on a study of the use of employment application blanks as prescreening devices in public school employee selection. Findings suggest two major areas for further research. The first relates to legal compliance with Equal Opportunity Employment guidelines. The second concerns information relevancy to personnel selection. (JAM)

The Multigenerational Workforce within Two-Year Public Community Colleges: A Study of Generational Factors Affecting Employee Learning and Interaction

Science.gov (United States)

Starks, Florida Elizabeth

2014-01-01

The purpose of this quantitative study is to broaden multigenerational workforce research involving factors affecting employee learning and interaction by using a population of Baby Boomer, Generation X, and Millennial faculty and staff age cohorts employed at two-year public community college organizations. Researchers have studied…

Impact of self-orientations and work-context-related variables on the well-being of public- and private-sector Turkish employees.

Science.gov (United States)

Imamoğlu, E Olcay; Beydoğan, Başak

2011-01-01

The authors (a) explored the impact of individual differences in self-orientations (i.e., relatedness and individuation) of 383 Turkish public- and private-sector employees on their basic need satisfaction at work and their well-being (i.e., life satisfaction and psychological well-being); (b) considered differences in perceived autonomy- and relatedness-supportiveness of the work contexts; and (c) tested a model in which the relationship between self-orientations and well-being is partially mediated by the perceived supportiveness of the work context and the need satisfaction of employees at work, using structural equation modeling. Results suggest that self-orientations of employees predict their well-being both directly and indirectly through the mediation of perceived supportiveness and need satisfaction provided by the work context, which seem to vary according to sector type.

Prioritizing factors affecting the hospital employees' productivity from the hospital managers' viewpoint using integrated decision-making trial and evaluation laboratory and analytic network process

Directory of Open Access Journals (Sweden)

Ardalan Feili

2018-01-01

Full Text Available Objectives: This study aimed to identify and prioritize factors affecting the hospital employees' productivity from the viewpoint of hospital managers working in the teaching hospitals affiliated to Iran, Shiraz University of Medical Sciences, in 2017. Materials and Methods: This was an applied, cross-sectional, and descriptive-analytical study conducted in 2017 in all teaching hospitals affiliated to Iran, Shiraz University of Medical Sciences. After identifying factors affecting hospital employees' productivity using the results of previous studies, all hospital managers (56 managers were selected as the study population using census method to prioritize the factors. The decision-making trial and evaluation laboratory (DEMATEL and analytic network process (ANP techniques were used for analyzing the collected data through Excel 2010 and Super Decision 2.8. Results: Fifteen factors affecting employees' productivity were determined using the results of previous studies which were classified into four clusters. The results of DEMATEL technique showed that “employees' attitude toward the organization” was the most affecting factor (r = 11.928 and also the most affected factor (c = 12.120, as well as the most important factor affecting the employees' productivity (r + c = 24.048. In addition, the results of ANP showed that the cluster of “leadership and management styles” (relative weight [RW] = 0.274 and its factors, especially “involving employees in the decision-making processes” (L1 (RW = 0.102 and “delegation of authority to the employees” (L2 (RW = 0.100 were the most important factors affecting the employees' productivity. Conclusion: According to the results, adopting an appropriate leadership style and providing participatory management, involving the employees in the hospital decision-making processes, etc., had significant effects on the increases in the employees' motivation and productivity.

Employee Recognition and Performance: A Field Experiment

OpenAIRE

Bradler, Christiane; Dur, Robert; Neckermann, Susanne; Non, Arjan

2014-01-01

This discussion paper led to a publication in 'Management Science' . This paper reports the results from a controlled field experiment designed to investigate the causal effect of unannounced, public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received recognition after two hours of work. We find that recognition increases subsequent performance substantially, and particu...

Use of Lean response to improve pandemic influenza surge in public health laboratories.

Science.gov (United States)

Isaac-Renton, Judith L; Chang, Yin; Prystajecky, Natalie; Petric, Martin; Mak, Annie; Abbott, Brendan; Paris, Benjamin; Decker, K C; Pittenger, Lauren; Guercio, Steven; Stott, Jeff; Miller, Joseph D

2012-01-01

A novel influenza A (H1N1) virus detected in April 2009 rapidly spread around the world. North American provincial and state laboratories have well-defined roles and responsibilities, including providing accurate, timely test results for patients and information for regional public health and other decision makers. We used the multidisciplinary response and rapid implementation of process changes based on Lean methods at the provincial public health laboratory in British Columbia, Canada, to improve laboratory surge capacity in the 2009 influenza pandemic. Observed and computer simulating evaluation results from rapid processes changes showed that use of Lean tools successfully expanded surge capacity, which enabled response to the 10-fold increase in testing demands.

Employee recognition: a key to motivation.

Science.gov (United States)

Magnus, M

1981-02-01

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

The Increasing Importance of Employee Relations

Science.gov (United States)

Keckley, Paul

1977-01-01

Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

DEVELOPMENT OF ANDROID-BASED EMPLOYEE PRESENCE SYSTEM USING NEAR FIELD COMMUNICATION TECHNOLOGY

Directory of Open Access Journals (Sweden)

Mychael Maoeretz Engel

2018-05-01

Full Text Available Presence system that exists in the laboratory of PTS X is still manual and inefficient because sometimes the laboratory employees tend to defer to fill out presence and absence after serving and there is no realtime monitoring of the stakeholders / officials in the PTS X institution. Proved by facts such as attendance is not clear / dirty and time entry that is not in accordance with the existing schedule thus slowing the process of recapitulation salary. That requires a new system that can solve the problem by building a presence employee application. The method used is the method of Research and Development, but in this study measures the use of R&D carried out to test products or a limited trial. This research resulted the application of mobile-based employee presence system utilizing Near Field Communication technology on the Android platform with a system that has been integrated well and provide convenience to laboratory employees in conducting presence process.

45 CFR 706.1 - Cross-references to employee ethical conduct standards, financial disclosure and financial...

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Cross-references to employee ethical conduct... 706.1 Public Welfare Regulations Relating to Public Welfare (Continued) COMMISSION ON CIVIL RIGHTS EMPLOYEE RESPONSIBILITIES AND CONDUCT § 706.1 Cross-references to employee ethical conduct standards...

Mortality among long-term Chalk River employees

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.

1986-12-01

Mortality among Chalk River Nuclear Laboratory (CRNL) employees who died during employment or after retirement has been updated to 1985 December 31. Data in tabular form are presented for overall mortality for male and female employees, for the participants in the clean-up for the NRX and NRU reactor accidents and for a group of CRNL staff with lifetime accumulative doses in excess of 0.2 Sv. Data are also presented on the different types of cancer causing death among male employees. No statistically significant increases in cancer deaths were found in any of the groups analyzed. 25 refs

NAS Human Factors Safety Research Laboratory

Data.gov (United States)

Federal Laboratory Consortium — This laboratory conducts an integrated program of research on the relationship of factors concerning individuals, work groups, and organizations as employees perform...

20 CFR 302.6 - Publication requirements.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Publication requirements. 302.6 Section 302.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT QUALIFIED EMPLOYEE § 302.6 Publication requirements. (a) Publication of base year compensation requirement...

75 FR 27865 - Science and Technology Reinvention Laboratory Personnel Management Demonstration Project...

Science.gov (United States)

2010-05-18

... contributors;'' and (d) increased employee satisfaction with the Laboratory. D. Participating Employees and.... This disrupts the R&D process and reduces the Laboratory's ability to serve its customers. Under the... simply defined as the measure of the demonstrated value of what an employee did in terms of accomplishing...

Employee Recognition and Performance: A Field Experiment

NARCIS (Netherlands)

C. Bradler (Christiane); A.J. Dur (Robert); S. Neckermann (Susanne); J.A. Non (Arjan)

2013-01-01

textabstractThis paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly

Employee recognition and performance: A field experiment

NARCIS (Netherlands)

Bradler, C.; Dur, R.; Neckermann, S.; Non, J.A.

2013-01-01

This paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received

Strengthening public health laboratory capacity in Thailand for International Health Regulations (IHR) (2005).

Science.gov (United States)

Peruski, Anne Harwood; Birmingham, Maureen; Tantinimitkul, Chawalit; Chungsamanukool, Ladawan; Chungsamanukool, Preecha; Guntapong, Ratigorn; Pulsrikarn, Chaiwat; Saengklai, Ladapan; Supawat, Krongkaew; Thattiyaphong, Aree; Wongsommart, Duangdao; Wootta, Wattanapong; Nikiema, Abdoulaye; Pierson, Antoine; Peruski, Leonard F; Liu, Xin; Rayfield, Mark A

2014-07-01

Thailand conducted a national laboratory assessment of core capacities related to the International Health Regulations (IHR) (2005), and thereby established a baseline to measure future progress. The assessment was limited to public laboratories found within the Thai Bureau of Quality and Safety of Food, National Institute of Health and regional medical science centres. The World Health Organization (WHO) laboratory assessment tool was adapted to Thailand through a participatory approach. This adapted version employed a specific scoring matrix and comprised 16 modules with a quantitative output. Two teams jointly performed the on-site assessments in December 2010 over a two-week period, in 17 public health laboratories in Thailand. The assessment focused on the capacity to identify and accurately detect pathogens mentioned in Annex 2 of the IHR (2005) in a timely manner, as well as other public health priority pathogens for Thailand. Performance of quality management, budget and finance, data management and communications was considered strong (>90%); premises quality, specimen collection, biosafety, public health functions, supplies management and equipment availability were judged as very good (>70% but ≤90%); while microbiological capacity, staffing, training and supervision, and information technology needed improvement (>60% but ≤70%). This assessment is a major step in Thailand towards development of an optimized and standardized national laboratory network for the detection and reporting of infectious disease that would be compliant with IHR (2005). The participatory strategy employed to adapt an international tool to the Thai context can also serve as a model for use by other countries in the Region. The participatory approach probably ensured better quality and ownership of the results, while providing critical information to help decision-makers determine where best to invest finite resources.

The Financial-Organizational Foundations of Assessment and Comparison of Scientific-Publication Activity of the Employees of Scientific Sphere in Terms of the Paradigm of the Public-Creative Patriotism of Nation

Directory of Open Access Journals (Sweden)

Karpinsky Borys A.

2017-12-01

Full Text Available The article is aimed at allocating both the specific features of financing the scientific sphere of Ukraine in the current period of transformation and the reform of sectors of the national economy, as well as the development of financial-organizational foundations of assessment and comparison of scientific-publication activity of the employees through conformity of the occupied position, proceeding from the paradigm of public-creative patriotism of nation. It has been proved that, in its fundamental essence, the paradigm of public-creative patriotism of nation is manifested and materialized through the physical participation of every citizen in formation of the own state, and is most fully implemented in the simultaneous interaction of individual dominants of such a patriotism: qualitative and quantitative (tax. A characteristic manifestation of such a patriotism in the scientific sphere is the increase of productivity of scholars on the basis of scientific-publication activity, which was for the first time suggested to be assessed on the basis of the Hirsch index for employees in view of the hold position with the relevant rating. The financial-organizational foundations of assessment and comparison of the public-creative patriotism of both the scientific and the teaching staff, allowing to increase potential of scientific sphere of the State in the context of basics of behavioral economics, have been substantiated.

Life after College: Retirement Security for Higher Ed Employees

Science.gov (United States)

Purcell, James; McGill, Robin; Brodeur, Philip; Hall, Erin

2016-01-01

The relationship between employer and employee has changed significantly over the past 40 years. One of the greatest changes in this relationship is in the nature of employee retirement. While pension reform at public and private colleges has helped ensure institutional financial viability, retirement security for employees has declined. With the…

Laboratory Directed Research and Development FY 2000

International Nuclear Information System (INIS)

Hansen, Todd; Levy, Karin

2001-01-01

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness. Annual report on Laboratory Directed Research and Development for FY2000

78 FR 56706 - Decision to Evaluate a Petition to Designate a Class of Employees from the Sandia National...

Science.gov (United States)

2013-09-13

... Employees from the Sandia National Laboratory-Livermore in Livermore, California To Be Included in the... decision to evaluate a petition to designate a class of employees from the Sandia National Laboratory...: Facility: Sandia National Laboratory-Livermore Location: Livermore, California. Job Titles and/or Job...

Ebola Laboratory Response at the Eternal Love Winning Africa Campus, Monrovia, Liberia, 2014-2015.

Science.gov (United States)

de Wit, Emmie; Rosenke, Kyle; Fischer, Robert J; Marzi, Andrea; Prescott, Joseph; Bushmaker, Trenton; van Doremalen, Neeltje; Emery, Shannon L; Falzarano, Darryl; Feldmann, Friederike; Groseth, Allison; Hoenen, Thomas; Juma, Bonventure; McNally, Kristin L; Ochieng, Melvin; Omballa, Victor; Onyango, Clayton O; Owuor, Collins; Rowe, Thomas; Safronetz, David; Self, Joshua; Williamson, Brandi N; Zemtsova, Galina; Grolla, Allen; Kobinger, Gary; Rayfield, Mark; Ströher, Ute; Strong, James E; Best, Sonja M; Ebihara, Hideki; Zoon, Kathryn C; Nichol, Stuart T; Nyenswah, Tolbert G; Bolay, Fatorma K; Massaquoi, Moses; Feldmann, Heinz; Fields, Barry

2016-10-15

West Africa experienced the first epidemic of Ebola virus infection, with by far the greatest number of cases in Guinea, Sierra Leone, and Liberia. The unprecedented epidemic triggered an unparalleled response, including the deployment of multiple Ebola treatment units and mobile/field diagnostic laboratories. The National Institute of Allergy and Infectious Diseases and the Centers for Disease Control and Prevention deployed a joint laboratory to Monrovia, Liberia, in August 2014 to support the newly founded Ebola treatment unit at the Eternal Love Winning Africa (ELWA) campus. The laboratory operated initially out of a tent structure but quickly moved into a fixed-wall building owing to severe weather conditions, the need for increased security, and the high sample volume. Until May 2015, when the laboratory closed, the site handled close to 6000 clinical specimens for Ebola virus diagnosis and supported the medical staff in case patient management. Laboratory operation and safety, as well as Ebola virus diagnostic assays, are described and discussed; in addition, lessons learned for future deployments are reviewed. Published by Oxford University Press for the Infectious Diseases Society of America 2016. This work is written by (a) US Government employee(s) and is in the public domain in the US.

Employee Engagement Factor for Organizational Excellence

Directory of Open Access Journals (Sweden)

Tzvetana Stoyanova

2017-03-01

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

Health-related quality of life of employees of a public university

Directory of Open Access Journals (Sweden)

María Olga Quintana Zavala

2016-06-01

Full Text Available Introduction: Health-related quality of life is the level of perception that people having of their subjective well-being, considering their health, with measures of physical and mental well-being. Aim: to determine the level of health-related quality of life of employees of a public university of Hermosillo, Mexico. Methodology: quantitative study, transversal and comparative. The sample consisted of 62 participants. Data collection instrument: Questionnaire of biosociodemographic variables and work, and SF 36. The IBM SPSS version 22 was used for the statistical analysis. The U Mann-Whitney test was used to compare two groups, and Spearman correlation was utilized to explore correlations between variables. The significance level admitted was 0.05. We had the support of the University Ethics Committee and an informed consent was elaborated. Results: 51.6% were men, mean age and age were 45.5 (SD = 10.3 and 17.2 (SD = 9.4 respectively, 40.3% perform administrative activities, 75.8% consumed tobacco. The dimension physical role was the best evaluated with an average of 96.8 (SD = 17.8 and general health was the one that had the lowest average with 73.4 (SD = 14.2, tobacco consumption and physical role are related (p = 0.0210, physical function (p = 0.0261 and social function (p = 0.0466 showed differences by sex. Conclusion: most of the dimensions of the health-related quality of life of employees are within the parameters of normality. However, the need for an intervention from the employees’ health services is evident, here the health team may contribute to increasing aspects of occupational health.

Employee Handbook

Energy Technology Data Exchange (ETDEWEB)

Bello, Madelyn

2008-09-05

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

Insights on Employee Representation on Danish Boards

DEFF Research Database (Denmark)

Neville, Mette; Gregoric, Aleksandra; Poulsen, Thomas

2015-01-01

Since 1973 the Danish Companies Act has contained rules on codetermination. Employees in public or private limited companies with at least 35 employees in average over a 3-year period have a right but not a duty to appoint representatives on board of directors. In 1973 the rules were seen...

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.

29 CFR 553.215 - Ambulance and rescue service employees.

Science.gov (United States)

2010-07-01

... activities, the applicable standard is the one which applies to the activity in which the employee spends the majority of work time during the work period. (b) Ambulance and rescue service employees of public agencies... 29 Labor 3 2010-07-01 2010-07-01 false Ambulance and rescue service employees. 553.215 Section 553...

Assessment of laboratory logistics management information system practice for HIV/AIDS and tuberculosis laboratory commodities in selected public health facilities in Addis Ababa, Ethiopia

OpenAIRE

Desale, Adino; Taye, Bineyam; Belay, Getachew; Nigatu, Alemayehu

2013-01-01

Introduction Logistics management information system for health commodities remained poorly implemented in most of developing countries. To assess the status of laboratory logistics management information system for HIV/AIDS and tuberculosis laboratory commodities in public health facilities in Addis Ababa. Methods A cross-sectional descriptive study was conducted from September 2010-January 2011 at selected public health facilities. A stratified random sampling method was used to include a t...

75 FR 22409 - Decision To Evaluate a Petition To Designate a Class of Employees From the Sandia National...

Science.gov (United States)

2010-04-28

... Employees From the Sandia National Laboratory in Albuquerque, NM, To Be Included in the Special Exposure... decision to evaluate a petition to designate a class of employees from the Sandia National Laboratory in..., subject to revision as warranted by the evaluation, is as follows: Facility: Sandia National Laboratory...

Employee share ownership in Germany

DEFF Research Database (Denmark)

Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon

2016-01-01

Politicians and scholars alike praise the significant benefits associated with employee share ownership (ESO). However, little is known about the concrete motives of firms to provide ESO to their employees. In particular, it is unknown how these motives correlate with firms’ contexts. Drawing...... on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...

Why do Third Sector Employees Intend to Remain or Leave their Workplace?

Directory of Open Access Journals (Sweden)

Kirsikka Selander

2016-06-01

Full Text Available Third sector employees have claimed to enjoy high job satisfaction and low turnover intentions because their work is considered intrinsically rewarding. Employees have strong motivation for public service and they consider the organization’s goals as their own. This makes work meaningful and thus reduces turnover intentions. Changes in the third sector institutional environment, however, have intensified the working environment. This probably undermines job quality and thus increases turnover intentions. The analysis conducted among Finnish third sector employees showed that third sector employees report more turnover intentions than their counterparts in the public or private sector. This is mostly because of low job quality. Motivation for public service was not enough to retain employees in the organization if their values were not congruent with those of the employer organization. Thus, connection between public service motivation and turnover intentions is dependent on the organizational context. More important than employees’ desire to help others is their sharing of the employer organization’s values and that the organization provides high job quality.

[Effectiveness assessment of public clinical laboratories: the case of Belo Horizonte, Minas Gerais State].

Science.gov (United States)

Sancho, Leyla Gomes; Vargens, José Muniz da Costa; Sancho, Rafael Gomes

2011-01-01

The organization of public clinical laboratories is experiencing changes without, however, an organizational assessment of its effectiveness. The study aimed to determine a parameter of effectiveness for public clinical laboratories of Belo Horizonte, Minas Gerais State, and set cut-off points for the sections of these laboratories. In order to do so, the total production and number of hours worked during a period of 7 months in the year 2008 were consolidated. Due to the entrance of the workers in the mode of production in the laboratories network, it could be observed a variability regarding the performance of these workers. The effectiveness parameter of the network was established in 29.90 tests per hour. As a consequence of this first analysis, the cut-off points are: 15.50 for the hematology section; 67.29 for chemistry; 6.45 for parasitology; 11.35 for urinalysis; 4.94 for microbiology and 19.03 for immunology. From these results, it was concluded that the working process in laboratories can generate a decrease in effectiveness.

Development policy for the Brazilian health industry and qualification of national public laboratories

Directory of Open Access Journals (Sweden)

Ana Luiza d'Ávila Viana

Full Text Available Abstract: Technological innovations play a decisive role in societies' development by contributing to economic growth and the population's welfare. The state has a key role in this process by inducing innovative behavior, strategies, and decisions. This study addresses Brazil's current policy for development of the health industry and its effects on qualification of national public laboratories by contextualizing different cycles of interaction between health policy and the industrial base, discussing the government's development strategy and the transfer and absorption of health technology (through Industrial Development Partnerships, and presenting two current partnerships involving public laboratories in the production of medicines and vaccines.

[Information system of the national network of public health laboratories in Peru (Netlab)].

Science.gov (United States)

Vargas-Herrera, Javier; Segovia-Juarez, José; Garro Nuñez, Gladys María

2015-01-01

Clinical laboratory information systems produce improvements in the quality of information, reduce service costs, and diminish wait times for results, among other things. In the construction process of this information system, the National Institute of Health (NIH) of Peru has developed and implemented a web-based application to communicate to health personnel (laboratory workers, epidemiologists, health strategy managers, physicians, etc.) the results of laboratory tests performed at the Peruvian NIH or in the laboratories of the National Network of Public Health Laboratories which is called NETLAB. This article presents the experience of implementing NETLAB, its current situation, perspectives of its use, and its contribution to the prevention and control of diseases in Peru.

Diagnosis of employee engagement in metallurgical enterprise

Directory of Open Access Journals (Sweden)

B. Gajdzik

2013-01-01

Full Text Available In the theoretical part of the publication an overview of the definitions of employee engagement was conducted together with the analysis of the methods and techniques which influence the professional activity of the employees in the metallurgical enterprise. The practical part discusses the results of diagnosis of engagement in steelworks. Presented theories, as well as the research, fill the information gap concerning the engagement of the employees in metallurgical enterprises. This notion is important due to the fact that modern conditions of human resources management require the engagement of the employees as something commonly accepted and a designation of manufacturing enterprises.

Wellness Center use at Los Alamos National Laboratory: a descriptive study

Energy Technology Data Exchange (ETDEWEB)

Wiggs, L.D.; Wilkinson, G.S.; Weber, C.

1985-10-01

This study describes employee participation during the first six months of the Los Alamos National Laboratory's corporate Wellness Program. We describe temporal patterns of use, preferred activities, frequency of use, and characteristics of employees participating in Wellness activities. Characteristics of Wellness participants are compared with characteristics of the Laboratory population. During this period the Wellness Center, a multi-use facility that houses Wellness Program activities, had 17,352 visits. Employees visiting the Wellness Center were typical of the Laboratory population in their racial and ethnic characteristics, but different in their sex and age composition. Wellness participants were younger and more likely to be female than the Laboratory population. 6 refs., 19 tabs.

Central African Field Epidemiology and Laboratory Training Program: building and strengthening regional workforce capacity in public health.

Science.gov (United States)

Andze, Gervais Ondobo; Namsenmo, Abel; Illunga, Benoit Kebella; Kazambu, Ditu; Delissaint, Dieula; Kuaban, Christopher; Mbopi-Kéou, Francois-Xavier; Gabsa, Wilfred; Mulumba, Leopold; Bangamingo, Jean Pierre; Ngulefac, John; Dahlke, Melissa; Mukanga, David; Nsubuga, Peter

2011-01-01

The Central African Field Epidemiology and Laboratory Training Program (CAFELTP) is a 2-year public health leadership capacity building training program. It was established in October 2010 to enhance capacity for applied epidemiology and public health laboratory services in three countries: Cameroon, Central African Republic, and the Democratic Republic of Congo. The aim of the program is to develop a trained public health workforce to assure that acute public health events are detected, investigated, and responded to quickly and effectively. The program consists of 25% didactic and 75% practical training (field based activities). Although the program is still in its infancy, the residents have already responded to six outbreak investigations in the region, evaluated 18 public health surveillance systems and public health programs, and completed 18 management projects. Through these various activities, information is shared to understand similarities and differences in the region leading to new and innovative approaches in public health. The program provides opportunities for regional and international networking in field epidemiology and laboratory activities, and is particularly beneficial for countries that may not have the immediate resources to host an individual country program. Several of the trainees from the first cohort already hold leadership positions within the ministries of health and national laboratories, and will return to their assignments better equipped to face the public health challenges in the region. They bring with them knowledge, practical training, and experiences gained through the program to shape the future of the public health landscape in their countries.

Assuring the Quality of Next-Generation Sequencing in Clinical Microbiology and Public Health Laboratories.

Science.gov (United States)

Gargis, Amy S; Kalman, Lisa; Lubin, Ira M

2016-12-01

Clinical microbiology and public health laboratories are beginning to utilize next-generation sequencing (NGS) for a range of applications. This technology has the potential to transform the field by providing approaches that will complement, or even replace, many conventional laboratory tests. While the benefits of NGS are significant, the complexities of these assays require an evolving set of standards to ensure testing quality. Regulatory and accreditation requirements, professional guidelines, and best practices that help ensure the quality of NGS-based tests are emerging. This review highlights currently available standards and guidelines for the implementation of NGS in the clinical and public health laboratory setting, and it includes considerations for NGS test validation, quality control procedures, proficiency testing, and reference materials. Copyright © 2016, American Society for Microbiology. All Rights Reserved.

Employee Engagement and Turnover Intent: An Analysis of the Thai Public Sector

Science.gov (United States)

Tanthasith, Sitthichai

2016-01-01

Organizations these days are facing a number of challenges that affect their performance and productivity. As workplaces become more challenging to employees, employee engagement and turnover become critical concerns for management. Drawing on insights from the Job Demand-Resource model, this study explores the relationships between key…

20 CFR 402.35 - Publication.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Publication. 402.35 Section 402.35 Employees... Publication. (a) Methods of publication. Materials we are required to publish pursuant to the provisions of 5 U.S.C. 552 (a)(1) and (a)(2), we publish in one of the following ways: (1) By publication in the...

Is contracting out good or bad for employees?

DEFF Research Database (Denmark)

Vrangbæk, Karsten; Petersen, Ole Helby; Hjelmar, Ulf

2015-01-01

in the working conditions and work environment for the personnel in public organizations. In this article, we present the findings from a systematic review of studies documenting the consequences of contracting out for employees. The review is based on 26 empirical studies published between 2000 and 2012. We...... find both positive and negative effects for employees documented in the literature, although with a predominance of negative effects, including reductions in the workforce and other changes in the workforce composition such as the replacement of experienced employees with younger workers, poorer...... working conditions, lower salaries, fewer benefits, and reduced job satisfaction. We conclude that poorer conditions for the public service personnel are well documented as a short-term consequence of contracting out, while more studies covering a longer time-span are needed to assess whether...

Public employees leadership institute.

Science.gov (United States)

2011-08-01

Public agencies in Iowa are continually challenged with reduced staff levels, reduced budgets, and increased expectations for services provided. Responding to these demands requires a well-informed and coordinated team that includes professionals, su...

75 FR 16188 - Work Reserved for Performance by Federal Government Employees

Science.gov (United States)

2010-03-31

... reserved for performance by Federal employees? b. What is the best way to optimize the value of the... performance by federal employees. The policy letter is intended to implement direction in the President's... public interest as to mandate performance by Federal employees. Examples and tests would be provided to...

Laboratory Directed Research and Development FY 2000

Energy Technology Data Exchange (ETDEWEB)

Hansen, Todd; Levy, Karin

2001-02-27

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness. Annual report on Laboratory Directed Research and Development for FY2000.

Examination of employee factors influencing organisational productivity: Perspective of a public entity

Directory of Open Access Journals (Sweden)

Paul Green

2015-07-01

Full Text Available The influence of employees’ challenges on productivity at a provincial department in KwaZulu-Natal has been notably affecting the overall provision of houses and sanitation (service delivery. According to the Annual Performance Plan 2013/14 – 2015/16, the improvement of efficiency and quality of human settlements’ services is one of the strategic goals which focuses on the overall organisational productivity; however, it fails to consider employees’ day-to-day challenges. Thus, the primary purpose of this paper is to investigate challenges at an operational level and determine the impact they have on productivity. Using a quantitative approach, a questionnaire was distributed to a convenience sample of 180 employees within the department. Applying factor analysis, the findings indicate Leadership as having the highest impact while Work-Life Balance displayed the least impact on Organisational Productivity. The results of this study are beneficial to other local, provincial and national public entities.

Employee motivations for self-censorship on social media

DEFF Research Database (Denmark)

Verhoeven, Joost W.H.; Voogt, Brendon; Madsen, Vibeke Thøis

While social media enable employee voice and stakeholder dialogue, sometimes self-censorship silences employees, because they feel it is too risky to speak up. This survey study among employees aims to unveil why employees employ self-censorship strategies when they communicate about work on social......, (3) omission of controversial content, and (4) consultation of peers. Secondly, we found that employees omit controversial content from their messages (i.e., the more narrow traditional understanding of self-censorship) to protect personal and corporate reputations. At the same time, they critically...... review social media content before publication to deal with the risk of harming the quality of conversations. This suggests that altruistic as well as egoistic motives underly self-censorship in work-related social media use....

Color blindness defect and medical laboratory technologists: unnoticed problems and the care for screening.

Science.gov (United States)

Dargahi, Hossein; Einollahi, Nahid; Dashti, Nasrin

2010-01-01

Color-blindness is the inability to perceive differences between some color that other people can distinguish. Using a literature search, the results indicate the prevalence of color vision deficiency in the medical profession and its on medical skills. Medical laboratory technicians and technologists employees should also screen for color blindness. This research aimed to study color blindness prevalence among Hospitals' Clinical Laboratories' Employees and Students in Tehran University of Medical Sciences (TUMS). A cross-sectional descriptive and analytical study was conducted among 633 TUMS Clinical Laboratory Sciences' Students and Hospitals' Clinical Laboratories' Employees to detect color-blindness problems by Ishihara Test. The tests were first screened with certain pictures, then compared to the Ishihara criteria to be possible color defective were tested further with other plates to determine color - blindness defects. The data was saved using with SPSS software and analyzed by statistical methods. This is the first study to determine the prevalence of color - blindness in Clinical Laboratory Sciences' Students and Employees. 2.4% of TUMS Medical Laboratory Sciences Students and Hospitals' Clinical Laboratories' Employees are color-blind. There is significant correlation between color-blindness and sex and age. But the results showed that there is not significant correlation between color-blindness defect and exposure to chemical agents, type of job, trauma and surgery history, history of familial defect and race. It would be a wide range of difficulties by color blinded students and employees in their practice of laboratory diagnosis and techniques with a potentially of errors. We suggest color blindness as a medical conditions should restrict employment choices for medical laboratory technicians and technologists job in Iran.

Importance of employee vaccination against influenza in preventing cases in long-term care facilities.

Science.gov (United States)

Wendelboe, Aaron M; Avery, Catherine; Andrade, Bernardo; Baumbach, Joan; Landen, Michael G

2011-10-01

Employees of long-term care facilities (LTCFs) who have contact with residents should be vaccinated against influenza annually to reduce influenza incidence among residents. This investigation estimated the magnitude of the benefit of this recommendation. The New Mexico Department of Health implemented active surveillance in all of its 75 LTCFs during influenza seasons 2006-2007 and 2007-2008. Information about the number of laboratory-confirmed cases of influenza and the proportion vaccinated of both residents and direct-care employees in each facility was collected monthly. LTCFs reporting at least 1 case of influenza (defined alternately by laboratory confirmation or symptoms of influenza-like illness [ILI]) among residents were compared with LTCFs reporting no cases of influenza. Regression modeling was used to obtain adjusted odds ratios (aORs) and 95% confidence intervals (CIs) for the association between employee vaccination coverage and the occurrence of influenza outbreaks. Covariates included vaccination coverage among residents, the staff-to-resident ratio, and the proportion of filled beds. Seventeen influenza outbreaks were reported during this 2-year period of surveillance. Eleven of these were laboratory confirmed (n = 21 residents) and 6 were defined by ILI (n = 40 residents). Mean influenza vaccination coverage among direct-care employees was 51% in facilities reporting outbreaks and 60% in facilities not reporting outbreaks (P = .12). Increased vaccination coverage among direct-care employees was associated with fewer reported outbreaks of laboratory-confirmed influenza (aOR, 0.97 [95% CI, 0.95-0.99]) and ILI (aOR, 0.98 [95% CI, 0.96-1.00]). High vaccination coverage among direct-care employees helps to prevent influenza in LTCFs.

Psychosocial stress based on public speech in humans: is there a real life/laboratory setting cross-adaptation?

Science.gov (United States)

Jezova, D; Hlavacova, N; Dicko, I; Solarikova, P; Brezina, I

2016-07-01

Repeated or chronic exposure to stressors is associated with changes in neuroendocrine responses depending on the type, intensity, number and frequency of stress exposure as well as previous stress experience. The aim of the study was to test the hypothesis that salivary cortisol and cardiovascular responses to real-life psychosocial stressors related to public performance can cross-adapt with responses to psychosocial stress induced by public speech under laboratory setting. The sample consisted of 22 healthy male volunteers, which were either actors, more precisely students of dramatic arts or non-actors, students of other fields. The stress task consisted of 15 min anticipatory preparation phase and 15 min of public speech on an emotionally charged topic. The actors, who were accustomed to public speaking, responded with a rise in salivary cortisol as well as blood pressure to laboratory public speech. The values of salivary cortisol, systolic blood pressure and state anxiety were lower in actors compared to non-actors. Unlike non-actors, subjects with experience in public speaking did not show stress-induced rise in the heart rate. Evaluation of personality traits revealed that actors scored significantly higher in extraversion than the subjects in the non-actor group. In conclusion, neuroendocrine responses to real-life stressors in actors can partially cross-adapt with responses to psychosocial stress under laboratory setting. The most evident adaptation was at the level of heart rate responses. The public speech tasks may be of help in evaluation of the ability to cope with stress in real life in artists by simple laboratory testing.

International employee perspectives on disability management.

Science.gov (United States)

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

2018-05-01

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

The impact of organisational antecedents on employee job The impact of organisational antecedents on employee job satisfaction: An empirical evaluation of public sector employees in Pakistan

OpenAIRE

Halepota, JA; Irani, Z

2010-01-01

Human resource development is one of the important issues in the field of organisational behaviour. It affects employee performance in the organisation. Job satisfaction is one of the important issues in the developing country particularly for Pakistan. This study focuses on the employee perception towards job satisfaction. In this regard procedural justices, on job training, esprit de corps and job clarity variables have been examined. This study is a cross sectional study which ...

Motivation of employees and employee benefits

OpenAIRE

Haninger, David

2011-01-01

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

Wealth of the world's richest publicly traded companies per industry and per employee: Gamma, Log-normal and Pareto power-law as universal distributions?

Science.gov (United States)

Soriano-Hernández, P.; del Castillo-Mussot, M.; Campirán-Chávez, I.; Montemayor-Aldrete, J. A.

2017-04-01

Forbes Magazine published its list of leading or strongest publicly-traded two thousand companies in the world (G-2000) based on four independent metrics: sales or revenues, profits, assets and market value. Every one of these wealth metrics yields particular information on the corporate size or wealth size of each firm. The G-2000 cumulative probability wealth distribution per employee (per capita) for all four metrics exhibits a two-class structure: quasi-exponential in the lower part, and a Pareto power-law in the higher part. These two-class structure per capita distributions are qualitatively similar to income and wealth distributions in many countries of the world, but the fraction of firms per employee within the high-class Pareto is about 49% in sales per employee, and 33% after averaging on the four metrics, whereas in countries the fraction of rich agents in the Pareto zone is less than 10%. The quasi-exponential zone can be adjusted by Gamma or Log-normal distributions. On the other hand, Forbes classifies the G-2000 firms in 82 different industries or economic activities. Within each industry, the wealth distribution per employee also follows a two-class structure, but when the aggregate wealth of firms in each industry for the four metrics is divided by the total number of employees in that industry, then the 82 points of the aggregate wealth distribution by industry per employee can be well adjusted by quasi-exponential curves for the four metrics.

Influenza vaccination status and attitudes among restaurant employees.

Science.gov (United States)

Parrish, Amanda T; Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Allen, Claire L

2015-01-01

Restaurant employees represent a substantial portion of the US workforce, interact closely with the public, and are at risk for contracting influenza, yet their influenza vaccination rates and attitudes are unknown. Assess influenza vaccination rates and attitudes among Seattle restaurant employees, to identify factors that could enhance the success of a restaurant-based vaccination program. In 2012, we invited employees of Seattle restaurants to complete an anonymous paper survey assessing participant demographics, previous influenza vaccination status, and personal attitudes toward influenza vaccination (using a 5-point scale). Sit-down, full service restaurants in or near Seattle, Washington, were eligible if they had no previous history of offering worksite influenza vaccinations and had more than 20 employees who were older than 18 years and spoke either English or Spanish. We invited staff in all restaurant positions (servers, bussers, kitchen staff, chefs, managers, etc) to complete the survey, which was available in English and Spanish. Of 428 restaurant employees surveyed, 26% reported receiving the seasonal influenza vaccine in 2011-2012 (response rate = 74%). Across 8 attitude statements, participants were most likely to agree that the vaccine is not too expensive (89%), and least likely to agree that it is relevant for their age group (25%), or normative at their workplace (13%). Vaccinated participants reported significantly more positive attitudes than unvaccinated participants, and Hispanics reported significantly more positive attitudes than non-Hispanic whites. Increasing influenza vaccination rates among restaurant employees could protect a substantial portion of the US workforce, and the public, from influenza. Seattle restaurant employees have low vaccination rates against seasonal influenza. Interventions aimed at increasing vaccination among restaurant employees should highlight the vaccine's relevance and effectiveness for working-age adults.

41 CFR 109-45.302-50 - Sales to DOE employees and designated contractor employees.

Science.gov (United States)

2010-07-01

... otherwise available to the general public regarding usage, condition, quality, or value of the personal... MANAGEMENT REGULATIONS UTILIZATION AND DISPOSAL 45-SALE, ABANDONMENT, OR DESTRUCTION OF PERSONAL PROPERTY 45.3-Sale of Personal Property § 109-45.302-50 Sales to DOE employees and designated contractor...

Gender Discrimination in Workforce and its Impact on the Employees

Directory of Open Access Journals (Sweden)

Zahid Ali Channar (Corresponding Author

2011-09-01

Full Text Available This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows that females were discriminated more than males in private organizations. Thus the findings show that females are discriminated more than males in private sector than in public sector. The impact of gender discrimination on satisfaction &motivation, commitment & enthusiasm and stress level was assessed through Pearson product moment correlation co-efficient. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees.

Laboratory directed research and development program FY 1999

Energy Technology Data Exchange (ETDEWEB)

Hansen, Todd; Levy, Karin

2000-03-08

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness. This is the annual report on Laboratory Directed Research and Development (LDRD) program for FY99.

Laboratory Directed Research and Development Program FY 2001

Energy Technology Data Exchange (ETDEWEB)

Hansen, Todd; Levy, Karin

2002-03-15

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness. This is the annual report on Laboratory Directed Research and Development (LDRD) program for FY01.

Assessment of laboratory logistics management information system practice for HIV/AIDS and tuberculosis laboratory commodities in selected public health facilities in Addis Ababa, Ethiopia.

Science.gov (United States)

Desale, Adino; Taye, Bineyam; Belay, Getachew; Nigatu, Alemayehu

2013-01-01

Logistics management information system for health commodities remained poorly implemented in most of developing countries. To assess the status of laboratory logistics management information system for HIV/AIDS and tuberculosis laboratory commodities in public health facilities in Addis Ababa. A cross-sectional descriptive study was conducted from September 2010-January 2011 at selected public health facilities. A stratified random sampling method was used to include a total of 43 facilities which, were investigated through quantitative methods using structured questionnaires interviews. Focus group discussion with the designated supply chain managers and key informant interviews were conducted for the qualitative method. There exists a well-designed logistics system for laboratory commodities with trained pharmacy personnel, distributed standard LMIS formats and established inventory control procedures. However, majority of laboratory professionals were not trained in LMIS. Majority of the facilities (60.5%) were stocked out for at least one ART monitoring and TB laboratory reagents and the highest stock out rate was for chemistry reagents. Expired ART monitoring laboratory commodities were found in 25 (73.5%) of facilities. Fifty percent (50%) of the assessed hospitals and 54% of health centers were currently using stock/bin cards for all HIV/AIDS and TB laboratory commodities in main pharmacy store, among these only 25% and 20.8% of them were updated with accurate information matching with the physical count done at the time of visit for hospitals and health centers respectively. Even though there exists a well designed laboratory LMIS, keeping quality stock/bin cards and LMIS reports were very low. Key ART monitoring laboratory commodities were stock out at many facilities at the day of visit and during the past six months. Based on findings, training of laboratory personnel's managing laboratory commodities and keeping accurate inventory control procedures

Assessment of laboratory logistics management information system practice for HIV/AIDS and tuberculosis laboratory commodities in selected public health facilities in Addis Ababa, Ethiopia

Science.gov (United States)

Desale, Adino; Taye, Bineyam; Belay, Getachew; Nigatu, Alemayehu

2013-01-01

Introduction Logistics management information system for health commodities remained poorly implemented in most of developing countries. To assess the status of laboratory logistics management information system for HIV/AIDS and tuberculosis laboratory commodities in public health facilities in Addis Ababa. Methods A cross-sectional descriptive study was conducted from September 2010-January 2011 at selected public health facilities. A stratified random sampling method was used to include a total of 43 facilities which, were investigated through quantitative methods using structured questionnaires interviews. Focus group discussion with the designated supply chain managers and key informant interviews were conducted for the qualitative method. Results There exists a well-designed logistics system for laboratory commodities with trained pharmacy personnel, distributed standard LMIS formats and established inventory control procedures. However, majority of laboratory professionals were not trained in LMIS. Majority of the facilities (60.5%) were stocked out for at least one ART monitoring and TB laboratory reagents and the highest stock out rate was for chemistry reagents. Expired ART monitoring laboratory commodities were found in 25 (73.5%) of facilities. Fifty percent (50%) of the assessed hospitals and 54% of health centers were currently using stock/bin cards for all HIV/AIDS and TB laboratory commodities in main pharmacy store, among these only 25% and 20.8% of them were updated with accurate information matching with the physical count done at the time of visit for hospitals and health centers respectively. Conclusion Even though there exists a well designed laboratory LMIS, keeping quality stock/bin cards and LMIS reports were very low. Key ART monitoring laboratory commodities were stock out at many facilities at the day of visit and during the past six months. Based on findings, training of laboratory personnel's managing laboratory commodities and keeping

Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

OpenAIRE

Ojedokun, Oluyinka; Idemudia, Erhabor S.; Desouza, Mercy

2015-01-01

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship. Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana. ...

Are Employees Concerned About Corporate Social Responsibility?

OpenAIRE

Caner Dincer; Banu Dincer

2015-01-01

In this paper, we explore the impact of corporate social responsibility (CSR) on organizational commitment of internal publics especially employees. More precisely, we seek to examine the effect of CSR practices on different dimensions of organizational commitment focusing on the employee level. The study uses a web-based survey research method and employs hierarchical multiple regression analysis to explore the predictive ability of four dimensions of CSR on three dimensions of organizationa...

Public Sector Unions and Privatization

DEFF Research Database (Denmark)

Foged, Søren Kjær; Aaskoven, Lasse

2016-01-01

Privatization varies considerably among local governments. One of the oft-listed explanations is the ability of public employees to block privatization. However, many studies on the influence of public employees on privatization do not use very precise measures of the influence of public employees...... Danish municipalities in 2012, we are able to measure the strength of the public eldercare union as well as the number of the public eldercare workers relative to the number of local voters. We find that the increased union strength measured in terms of union density at the municipal level leads...... to substantially and significantly less privatization through the voucher market. By comparison, the estimated relationship between the relative number of public workers and privatization does not reach statistical significance. Features of the voucher market and qualitative evidence suggest that the union...

Government leadership in addressing public health priorities: strides and delays in electronic laboratory reporting in the United States.

Science.gov (United States)

Gluskin, Rebecca Tave; Mavinkurve, Maushumi; Varma, Jay K

2014-03-01

For nearly a decade, interest groups, from politicians to economists to physicians, have touted digitization of the nation's health information. One frequently mentioned benefit is the transmission of information electronically from laboratories to public health personnel, allowing them to rapidly analyze and act on these data. Switching from paper to electronic laboratory reports (ELRs) was thought to solve many public health surveillance issues, including workload, accuracy, and timeliness. However, barriers remain for both laboratories and public health agencies to realize the full benefits of ELRs. The New York City experience highlights several successes and challenges of electronic reporting and is supported by peer-reviewed literature. Lessons learned from ELR systems will benefit efforts to standardize electronic medical records reporting to health departments.

Sandia National Laboratories: News: Publications: Annual Report

Science.gov (United States)

Locations Contact Us Employee Locator Search Menu About Leadership Mission Social Media Community Social Media Careers View All Jobs Students & Postdocs Benefits & Perks Hiring Process Life at New Mexico Small Business Assistance Program Sandia's Economic Impact Sandia Science & Technology

Sandia National Laboratories: News: Publications: Strategic Plan

Science.gov (United States)

Locations Contact Us Employee Locator Search Menu About Leadership Mission Social Media Community Involvement Leadership Mission Environmental Responsibility History Diversity Social Media Careers View All Small Business Assistance Program Sandia's Economic Impact Sandia Science & Technology Park © 2018

Factors influencing biosafety level and lai among the staff of medical laboratories

OpenAIRE

Anna Kozajda; Karolina Bródka; Irena Szadkowska-Stańczyk

2013-01-01

Background: The aim of the study was to assess the biological risks of medical laboratory employees with particular focus on laboratory acquired infection (LAI), activities having the greatest risk, accidents with biological material, post exposure procedure, preventive measures and workers' knowledge about biological exposure. Materials and Methods: The study involved 9 laboratories. A questionnaire survey was attended by 123 employees and 9 heads of these units with the use of two questionn...

Patients satisfaction with laboratory services at antiretroviral therapy clinics in public hospitals, Addis Ababa, Ethiopia.

Science.gov (United States)

Mindaye, Tedla; Taye, Bineyam

2012-07-04

Despite the fact that Ethiopia has scale up antiretroviral treatment (ART) program, little is known about the patient satisfaction with ART monitoring laboratory services in health facilities. We therefore aimed to assess patient satisfaction with laboratory services at ART clinics in public hospitals. Hospital based, descriptive cross sectional study was conducted from October to November 2010 among clients attending in nine public hospitals ART clinics in Addis Ababa Ethiopia. Patients' satisfaction towards laboratory services was assessed using exit interview structured questionnaire. Data were coded and entered using EPI info 2002 (Centers for Disease Control and Prevention Atlanta, GA) and analyzed using SPSS version 15 software (SPSS INC, Chicago, IL, USA). A total of 406 clients were involved in the study. Of these 255(62.8%) were females. The overall satisfaction rate for ART monitoring laboratory services was (85.5%). Patients were satisfied with measures taken by health care providers to keep confidentiality and ability of the person drawing blood to answer question (98.3% and 96.3% respectively). Moreover, the finding of this study revealed, statistical significant associations between the overall patients' satisfaction with waiting time to get blood drawing service, availability of ordered laboratory tests and waiting time to get laboratory result with (p ART monitoring laboratory services compared to those who underwent for more than 30 minutes. Overall, the satisfaction survey showed, most respondents were satisfied with ART monitoring laboratory services. However, factors such as improving accessibility and availability of latrines should be taken into consideration in order to improve the overall satisfaction.

Napping: A public health issue. From epidemiological to laboratory studies.

Science.gov (United States)

Faraut, Brice; Andrillon, Thomas; Vecchierini, Marie-Françoise; Leger, Damien

2017-10-01

Sleep specialists have proposed measures to counteract the negative short- and long-term consequences of sleep debt, and some have suggested the nap as a potential and powerful "public health tool". Here, we address this countermeasure aspect of napping viewed as an action against sleep deprivation rather than an action associated with poor health. We review the physiological functions that have been associated positively with napping in both public health and clinical settings (sleep-related accidents, work and school, and cardiovascular risk) and in laboratory-based studies with potential public health issues (cognitive performance, stress, immune function and pain sensitivity). We also discuss the circumstances in which napping-depending on several factors, including nap duration, frequency, and age-could be a potential public health tool and a countermeasure for sleep loss in terms of reducing accidents and cardiovascular events and improving sleep-restriction-sensitive working performance. However, the impact of napping and the nature of the sleep stage(s) involved still need to be evaluated, especially from the perspective of coping strategies in populations with chronic sleep debt, such as night and shift workers. Copyright © 2016 Elsevier Ltd. All rights reserved.

Intestinal Parasitological infection of employee in food manufacture anddistribution centers of Ilam University of Medical Sciences

Directory of Open Access Journals (Sweden)

R Nasrifar

2005-10-01

Full Text Available Backgrand and Aims: Food centers' employee may be carrier of bacteria (eg. Salmonella, E coil,taphylococcus aureus and intestinal parasitical infection. With regard the importance of the roleof manufacturer and distribnter of food materials in enviromental health, the status and assessmentof these infections is necessary.Method:182 employee of food manufacture and distribntion centers' of Ilam University ofMedical Sciences were examined. 3 feaces sample were obtained from each porson in 3 days andby five different laboratory method (i.e. scoth-tape, direct thechuics, Ether formaline, Telmen'Flotation were examined. Date analysis was dane by SPSS Version, and chi square test.Results: 49.2 percent of employee had positive parasitical infection, which 45.1 percent hadprotoza and 9.7 percent had intestinal helminth. The most infections of protoza were due toEntamoeba coli, Endolimax nane, giardia Lamblia, blastocystis hominis, Chilomastix mesniliand Iodamoeba buetschlii. The most infection of intestinal heliminth were Oxyuris VermicularisHymenolepis nana, Ascaris Lumbericoides, Tricocephal, Tricosterongylus.Conclusion: The high occurance of intestinal protoza may be due to Low level of public healthand, not favouring of hygine basis in food manufacture and distribution rlaces.

Nexus between preventive policy inadequacies, workplace bullying, and mental health: Qualitative findings from the experiences of Australian public sector employees.

Science.gov (United States)

Hurley, John; Hutchinson, Marie; Bradbury, Joanne; Browne, Graeme

2016-02-01

Public sector organizations have been shown to have high levels of workplace bullying, despite widespread adoption of zero-tolerance policy. Given the level of harm that stems from bullying, it has been suggested that it might be one of the most serious problems facing modern organizations. The qualitative findings from a large cross sectional study of public servants in Australia are reported in the present study. The results highlight palpable mental distress and illness stemming from exposure to workplace bullying. This distress was exacerbated by failures in prohibitive workplace procedures. Reporting bullying through formal organization processes did not lead to resolution of the problem; it instead highlighted feelings of powerlessness and mistrust. In light of the findings, we suggest that an alternative discourse is required, one that gives attention to enhancing employee resilience and self-healing behaviours to the emotional trauma of workplaces. Organizations might be better placed investing resources in fostering the resilience and emotional intelligence of their workforce, rather than continuing to invest resources in prohibitive policies that fail to address the problem. Employees should be supported to prioritize responsibility for their own mental health, rather than an overreliance on organizational responses. © 2016 Australian College of Mental Health Nurses Inc.

Laboratory-based respiratory virus surveillance pilot project on select cruise ships in Alaska, 2013-15.

Science.gov (United States)

Rogers, Kimberly B; Roohi, Shahrokh; Uyeki, Timothy M; Montgomery, David; Parker, Jayme; Fowler, Nisha H; Xu, Xiyan; Ingram, Deandra J; Fearey, Donna; Williams, Steve M; Tarling, Grant; Brown, Clive M; Cohen, Nicole J

2017-09-01

benefits should be weighed against the costs and operational limitations of instituting laboratory-based surveillance programs on ships. Published by Oxford University Press 2017. This work is written by [a] US Government employee[s] and is in the public domain in the US.

Polio Eradication Initiative (PEI) contribution in strengthening public health laboratories systems in the African region.

Science.gov (United States)

Gumede, Nicksy; Coulibaly, Sheick Oumar; Yahaya, Ali Ahmed; Ndihokubwayo, Jean-Bosco; Nsubuga, Peter; Okeibunor, Joseph; Dosseh, Annick; Salla, Mbaye; Mihigo, Richard; Mkanda, Pascal; Byabamazima, Charles

2016-10-10

The laboratory has always played a very critical role in diagnosis of the diseases. The success of any disease programme is based on a functional laboratory network. Health laboratory services are an integral component of the health system. Efficiency and effectiveness of both clinical and public health functions including surveillance, diagnosis, prevention, treatment, research and health promotion are influenced by reliable laboratory services. The establishment of the African Regional polio laboratory for the Polio Eradication Initiative (PEI) has contributed in supporting countries in their efforts to strengthen laboratory capacity. On the eve of the closing of the program, we have shown through this article, examples of this contribution in two countries of the African region: Côte d'Ivoire and the Democratic Republic of Congo. Descriptive studies were carried out in Côte d'Ivoire (RCI) and Democratic Republic of Congo (DRC) from October to December 2014. Questionnaires and self-administered and in-depth interviews and group discussions as well as records and observation were used to collect information during laboratory visits and assessments. The PEI financial support allows to maintain the majority of the 14 (DRC) and 12 (RCI) staff involved in the polio laboratory as full or in part time members. Through laboratory technical staff training supported by the PEI, skills and knowledge were gained to reinforce laboratories capacity and performance in quality laboratory functioning, processes and techniques such as cell culture. In the same way, infrastructure was improved and equipment provided. General laboratory quality standards, including the entire laboratory key elements was improved through the PEI accreditation process. The Polio Eradication Initiative (PEI) is a good example of contribution in strengthening public health laboratories systems in the African region. It has established strong Polio Laboratory network that contributed to the

Tensions of Health: Narratives of Employee Wellness Program Participants.

Science.gov (United States)

Tang, Lu; Baker, Jane S; Meadows, Cui Zhang

2016-09-01

This article examines dialectical tensions in the health narratives of participants of the Employee Wellness Program (EWP) of a large public university in the southeastern United States. Semi-structured interviews (n = 12) with team leaders in the program indicated that health is a multifaceted concept characterized by three pairs of dialectical tensions: autonomy versus connection, private versus public, and control versus lack of control. These findings suggest that to better promote health and wellness in the workplace, EWP staff should consider employees' unique experiences and beliefs about health when designing organization-wide programs and campaigns. © 2016 The Author(s).

Importance of Public-Private Partnerships: Strengthening Laboratory Medicine Systems and Clinical Practice in Africa.

Science.gov (United States)

Shrivastava, Ritu; Gadde, Renuka; Nkengasong, John N

2016-04-15

After the launch of the US President's Emergency Plan for AIDS Relief in 2003, it became evident that inadequate laboratory systems and services would severely limit the scale-up of human immunodeficiency virus infection prevention, care, and treatment programs. Thus, the Office of the US Global AIDS Coordinator, Centers for Disease Control and Prevention, and Becton, Dickinson and Company developed a public-private partnership (PPP). Between October 2007 and July 2012, the PPP combined the competencies of the public and private sectors to boost sustainable laboratory systems and develop workforce skills in 4 African countries. Key accomplishments of the initiative include measurable and scalable outcomes to strengthen national capacities to build technical skills, develop sample referral networks, map disease prevalence, support evidence-based health programming, and drive continuous quality improvement in laboratories. This report details lessons learned from our experience and a series of recommendations on how to achieve successful PPPs. © The Author 2016. Published by Oxford University Press for the Infectious Diseases Society of America. All rights reserved. For permissions, e-mail journals.permissions@oup.com.

Analysis of Publication Trends for DOE National Laboratories Comparisons using WoS and Scopus

Energy Technology Data Exchange (ETDEWEB)

Springer, Everett P. [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Milligan, Shelby [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2017-08-02

This report describes: 1) how various laboratories compare in terms of peer-reviewed publications; how the numbers and trends compare between WoS and Scopus; and what research areas have grown or decreased.

Innovation and motivation in public health professionals.

Science.gov (United States)

García-Goñi, Manuel; Maroto, Andrés; Rubalcaba, Luis

2007-12-01

Innovations in public health services promote increases in the health status of the population. Therefore, it is a major concern for health policy makers to understand the drivers of innovation processes. This paper focuses on the differences in behaviour of managers and front-line employees in the pro-innovative provision of public health services. We utilize a survey conducted on front-line employees and managers in public health institutions across six European countries. The survey covers topics related to satisfaction, or attitude towards innovation or their institution. We undertake principal components analysis and analysis of variance, and estimate a multinomial ordered probit model to analyse the existence of different behaviour in managers and front-line employees with respect to innovation. Perception of innovation is different for managers and front-line employees in public health institutions. While front-line employees' attitude depends mostly on the overall performance of the institution, managers feel more involved and motivated, and their behaviour depends more on individual and organisational innovative profiles. It becomes crucial to make both managers and front-line employees at public health institutions feel participative and motivated in order to maximise the benefits of technical or organisational innovative process in the health services provision.

Laboratory Directed Research and Development Program FY 2006

Energy Technology Data Exchange (ETDEWEB)

Hansen (Ed.), Todd

2007-03-08

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness.

Plan for increasing public participation in cleanup decisions for the Los Alamos National Laboratory

International Nuclear Information System (INIS)

1995-01-01

This document describes a plan for involving the public in decisions related to cleaning up sites suspected of being contaminated with chemicals or radioactivity at Los Alamos National Laboratory. In this section we describe the purpose of the Environmental Remediation Project, our past efforts to communicate with the northern New Mexico community, and the events that brought about our realization that less traditional, more innovative approaches to public involvement are needed

Plan for increasing public participation in cleanup decisions for the Los Alamos National Laboratory

Energy Technology Data Exchange (ETDEWEB)

1995-01-01

This document describes a plan for involving the public in decisions related to cleaning up sites suspected of being contaminated with chemicals or radioactivity at Los Alamos National Laboratory. In this section we describe the purpose of the Environmental Remediation Project, our past efforts to communicate with the northern New Mexico community, and the events that brought about our realization that less traditional, more innovative approaches to public involvement are needed.

Lawrence Berkeley Laboratory, Institutional Plan FY 1994--1999

Energy Technology Data Exchange (ETDEWEB)

1993-09-01

The Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. For FY 1994-1999 the Institutional Plan reflects significant revisions based on the Laboratory`s strategic planning process. The Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory, and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation`s scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff diversity and development program. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The new section on Information Resources reflects the importance of computing and communication resources to the Laboratory. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy`s strategic planning activities, developed through an annual planning process.

Strategic collaborative quality management and employee job satisfaction.

Science.gov (United States)

Mosadeghrad, Ali Mohammad

2014-05-01

This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees' job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees' job satisfaction. However, the success of quality management needs top management commitment and stability.

Elements of an Employee Motivation Program

Science.gov (United States)

Ward, Ernest H.

1974-01-01

Ten elements which should be present in an employee motivation program are discussed in the context of achieving increased acceptance of organizational goals. They are: participation, performance measurement, knowledge of results, recognition; attitude measurement, communication, publicity, work assignment, work research, and supervisor motivation…

Hanford Laboratories Operation monthly activities report, August 1958

Energy Technology Data Exchange (ETDEWEB)

1958-09-15

This is the monthly report of the Hanford Laboratories Operation, August 1958. Reactor fuels, chemistry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, plutonium recycling, programming, radiation protection, laboratory auxiliaries operation, and inventions are discussed.

Obesity and occupational injury: a prospective cohort study of 69,515 public sector employees.

Directory of Open Access Journals (Sweden)

Anne Kouvonen

Full Text Available Obesity and overweight are suggested to increase the risk of occupational injury but longitudinal evidence to confirm this is rare. We sought to evaluate obesity and overweight as risk factors for occupational injuries.A total of 69,515 public sector employees (80% women responded to a survey in 2000-2002, 2004 or 2008. Body mass index (kg/m(2 was derived from self-reported height and weight and was linked to records of subsequent occupational injuries obtained from national registers. Different injury types, locations and events or exposures (the manner in which the injury was produced or inflicted were analyzed by body mass index category adjusting for baseline socio-demographic characteristics, work characteristics, health-risk behaviors, physical and mental health, insomnia symptoms, and sleep duration. During the mean follow-up of 7.8 years (SD = 3.2, 18% of the employees (N = 12,204 recorded at least one occupational injury. Obesity was associated with a higher overall risk of occupational injury; multivariable adjusted hazard ratio (HR 1.21 (95% CI 1.14-1.27. A relationship was observed for bone fractures (HR = 1.37; 95% CI: 1.10-1.70, dislocations, sprains and strains (HR = 1.36; 95% CI: 1.25-1.49, concussions and internal injuries (HR = 1.26; 95% CI: 1.11-1.44, injuries to lower extremities (HR = 1.62; 95%: 1.46-1.79 and injuries to whole body or multiple sites (HR = 1.37; 95%: 1.10-1.70. Furthermore, obesity was associated with a higher risk of injuries caused by slipping, tripping, stumbling and falling (HR = 1.55; 95% CI: 1.40-1.73, sudden body movement with or without physical stress (HR = 1.24; 95% CI: 1.10-1.41 and shock, fright, violence, aggression, threat or unexpected presence (HR = 1.33; 95% CI: 1.03-1.72. The magnitude of the associations between overweight and injuries was smaller, but the associations were generally in the same direction as those of obesity.Obese employees record more occupational injuries than those with

Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

DEFF Research Database (Denmark)

Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

2018-01-01

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue that perfor......Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue...... that performance information shapes employee attributions of leader quality and perceptions of a need for change in ways that affect their acceptance of management authority, conceptualized using Simon’s notion of a ‘zone of acceptance.’ We conducted a survey experiment among 1,740 teachers, randomly assigning...... true performance information about each respondent’s own school. When employees were exposed to signals showing low or high performance, their acceptance of management authority increased, whereas average performance signals reduced employee acceptance of management authority. The findings suggest...

45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

The Employee Diversity Team Needs You! | Poster

Science.gov (United States)

By Andrea Frydl, Guest Writer The Employee Diversity Team (EDT) is looking for bright, talented, and committed Frederick National Laboratory for Cancer Research (FNL) employees—both government and contractor—who want to share in the team’s mission. EDT’s mission is to create opportunities, sponsor activities, and develop outreach and educational initiatives to:

Using career ladders to motivate and retain employees: an implementation success story.

Science.gov (United States)

Garletts, Joseph A

2002-01-01

In October 2000, Phoenix-based Sonora Quest Laboratories, LLC (SQL), commissioned The Gelfond Group to survey SQL employees. Responding to negative survey scores, SQL developed and implemented an entry-level career ladder for line staff of the specimen management/referral testing department. The program was piloted in February 2001, and was implemented fully shortly thereafter. The ladder was designed to provide job enrichment opportunities through company-conducted training and advancement provisions. It contained requirements for productivity and quality of work performed in addition to increasingly rigorous training and competency documentation. Employees were accountable for their own advancement and for ensuring that all documentation was complete. Advancement was automatic once requirements were completed. Pay increases accompanied each advancement on a predetermined scale. At the end of 12 months, employee turnover dropped from 39% to less than 20% annually. Both productivity and morale improved, and results on a second employee survey indicated dramatic improvement in five key areas. The career ladder concept has been replicated successfully in several other departments, including phlebotomy, and a six-tiered ladder is under development for the clinical laboratory. It will encompass CLA, MLT, and MT positions from entry level to technical coordinator.

Commercialization of a DOE Laboratory

International Nuclear Information System (INIS)

Stephenson, Barry A.

2008-01-01

On April 1, 1998, Materials and Chemistry Laboratory, Inc. (MCLinc) began business as an employee-owned, commercial, applied research laboratory offering services to both government and commercial clients. The laboratory had previously been a support laboratory to DoE's gaseous diffusion plant in Oak Ridge (K-25). When uranium enrichment was halted at the site, the laboratory was expanded to as an environmental demonstration center and served from 1992 until 1997 as a DOE Environmental User Facility. In 1997, after the laboratory was declared surplus, it was made available to the employee group who operated the laboratory for DOE as a government-owned, contractor-operated facility. This paper describes briefly the process of establishing the business. Attributes that contributed to the success of MCLinc are described. Some attention is given to lessons learned and to changes that could facilitate future attempts to make similar transitions. Lessons learnt: as with any business venture, operation over time has revealed that some actions taken by the laboratory founders have contributed to its successful operation while others were not so successful. Observations are offered in hopes that lessons learned may suggest actions that will facilitate future attempts to make similar transitions. First, the decision to vest significant ownership of the business in the core group of professionals operating the business is key to its success. Employee-owners of the laboratory have consistently provided a high level of service to its customers while conducting business in a cost-efficient manner. Secondly, an early decision to provide business support services in-house rather than purchasing them from support contractors on site have proven cost-effective. Laboratory employees do multiple tasks and perform overhead tasks in addition to their chargeable technical responsibilities. Thirdly, assessment of technical capabilities in view of market needs and a decision to offer these

Age-job satisfaction relationship for Japanese public school teachers: a comparison of teachers' labor union members and professional and technical employee members of private company labor unions.

Science.gov (United States)

Takahara, Ryuji

2014-01-01

This study investigated the characteristics of the age-job satisfaction relationship for public school teachers. Past studies examining this relationship have found both linear and non-linear relationships. However, such studies have yet to examine these relationships by comparing job satisfaction of teachers with that of company employees in the same cultural context. In order to investigate the characteristics of Japanese teachers' working environment, we examined how different the age-job satisfaction relationships were between teachers and company employees. We conducted hierarchical polynomial regression analyses with four job satisfaction variables to compare the age-job satisfaction relationships of Japanese public elementary, junior and high school teachers with Japanese professional and technical workers who belonged to their respective labor unions. 1) Among teachers, the effects of age on overall job satisfaction and satisfaction with pay were significantly negative, and the effects of age on satisfaction with human relationships and working hours were not significant. 2) Among company employees, these four kinds of satisfactions had U shaped relationships with age. 3) Compared to company employees, teachers showed higher intrinsic satisfaction and lower extrinsic satisfaction. The age-job satisfaction relationship for teachers decreases with age. This result may be explained by the excessive workload of Japanese teachers, a characteristic of their working environment. Elderly teachers' burnout may be related to this characteristic. It may be necessary for elderly teachers to be supported in order to enhance their job satisfaction, especially extrinsic satisfaction.

Hanford Laboratories Operation monthly activities report, June 1958

Energy Technology Data Exchange (ETDEWEB)

1958-07-15

This is the monthly report for the Hanford Laboratories Operation, June, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics, instrumentation research, employee relations, operations research, synthesis operation, programming, radiation protection, and laboratory auxiliaries operation are discussed.

Internal radioactive contamination in selected groups of CRNL employees

International Nuclear Information System (INIS)

Evans, D.W.S.

1975-10-01

This report details the development and execution of a 30 month program designed to characterize the magnitude and distribution of internal radioactive contaminaton amongst selected groups of employees at Chalk River Nuclear Laboratories, using a shadow shield whole-body counter. The results show that the levels of contamination in these employees are very low, and no contaminant was present in amounts exceeding 10% of the maximum permissible body burden, with the exception of a medically administered radionuclide (selenium-75). Details of the time course of some of the body burdens are also furnished. (author)

Standards of conduct for NASA employees

Science.gov (United States)

1987-01-01

'Standards of Conduct' for employees (14 CFR Part 1207) is set forth in this handbook and is hereby incorporated in the NASA Directives System. This handbook incorporates, for the convenience of NASA employees, the regulations now in effect prescribing standards of conduct for NASA employees. These regulations set forth the high ethical standards of conduct required of NASA employees in carrying out their duties and responsibilities. These regulations have been approved by the Office of Government Ethics, Office of Personnel Management. The regulations incorporated in this handbook were first published in the Federal Register on October 21, 1967 (32 FR 14648-14659); Part B concerning the acceptance of gifts, gratuities, or entertainment was extensively revised on January 19, 1976 (41 FR 2631-2633) to clarify and generally to restrict the exceptions to the general rule against the acceptance by a NASA employee from persons or firms doing or seeking business with NASA. Those regulations were updated on January 29, 1985 (50 FR 3887) to ensure conformity to the Ethics in Government Act of 1978 regarding the public financial disclosure statement. These regulations were published in the Federal Register on June 16, 1987 (52 FR 22755-764) and a correction was printed on Sept. 28, 1987 (52 FR 36234).

Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

DEFF Research Database (Denmark)

Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

2018-01-01

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the “romance of leadership” perspective, the authors argue th...... that performance measurement can alter public sector authority relations and have implications regarding how public managers can use performance information strategically to gain acceptance of management authority and organizational change....

Following the Rules Set by Accreditation Agencies and Governing Bodies to Maintain In-Compliance Status: Applying Critical Thinking Skills When Evaluating the Need for Change in the Clinical Laboratory.

Science.gov (United States)

Byrne, Karen M; Levy, Kimberly Y; Reese, Erika M

2016-05-01

Maintaining an in-compliance clinical laboratory takes continuous awareness and review of standards, regulations, and best practices. A strong quality assurance program and well informed leaders who maintain professional networks can aid in this necessary task. This article will discuss a process that laboratories can follow to interpret, understand, and comply with the rules and standards set by laboratory accreditation bodies. Published by Oxford University Press on behalf American Society for Clinical Pathology, 2016. This work is written by US Government employees and is in the public domain in the United States.

New model for public participation at Sandia National Laboratories: What comes after environmental restoration?

International Nuclear Information System (INIS)

KEENER R, WILLIAM; BACA, STEPHEN S.; BACA, MAUREEN R.; STOTTS, AL; TOOPS, TAMI; WOLFF, THEODORE A.

2000-01-01

As the Sandia National Laboratories' Environmental Restoration (ER) project moves toward closure, the project's experiences--including a number of successes in the public participation arena--suggest it is time for a new, more interactive model for future government-citizen involvement. This model would strive to improve the quality of public interaction with the Department of Energy (DOE) and Sandia, by using subject-specific working groups and aiming for long-term trustful relationships with the community. It would make use of interactive techniques, fewer formal public forums, and a variety of polling and communication technologies to improve information gathering and exchange

Employee Care

OpenAIRE

Zavadilová, Eva

2014-01-01

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

Employee Benefit Status from E-Employee Service

Science.gov (United States)

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

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

Radiation protection training for diverse general employee populations

International Nuclear Information System (INIS)

Copenhaver, E.D.; Houser, B.S.

1986-01-01

Radiation protection training for the general employee at the Oak Ridge National Laboratory has undergone a great deal of restructuring in the last two years. The number of personnel totally dedicated to nuclear facilities is less than a fifth of our employees and the percentage of contracted employees who are dedicated radiation workers is much smaller. However, the aging of our facilities and increasing emphasis on environmental control means that everyone needs to understand the basics of radiation protection. In accordance with changing DOE guidelines and internal ORNL policies, greater emphasis has been placed on keeping training focused on current issues, training the total workforce, and requiring some type of testing or feedback mechanism. This report describes efforts to instill respect, but not fear, of radiation in the work environment. Flexible tools are being developed to meet this objective for several diverse general employee populations. Continuing efforts include consideration of computer-based training for retraining, developing additional modules for specialized groups and jobs, and testing/documentation appropriate to each population segment. 6 refs

Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

Science.gov (United States)

Stedham, Yvonne; Mitchell, Merwin C.

1998-01-01

This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

Hanford Laboratories operation monthly activities report, November 1957

Energy Technology Data Exchange (ETDEWEB)

1957-12-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for November 1957.

Hanford Laboratories operation monthly activities report, November 1956

Energy Technology Data Exchange (ETDEWEB)

1956-12-21

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operations research, inventions, visits, and personnel status are discussed. This report is for November, 1956.

Hanford Laboratories Operation monthly activities report, October 1958

Energy Technology Data Exchange (ETDEWEB)

1958-11-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for October 1958.

Hanford Laboratories Operation monthly activities report, April 1959

Energy Technology Data Exchange (ETDEWEB)

1959-05-15

This is the monthly report for the Hanford Laboratories Operation, April, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities. Biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation programming, radiation protection, and laboratory auxiliaries operation are discussed.

Hanford Laboratories Operation monthly activities report, July 1958

Energy Technology Data Exchange (ETDEWEB)

1958-08-15

This is the monthly report for the Hanford Laboratories Operation, July, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Hanford Laboratories operation monthly activities report, January 1957

Energy Technology Data Exchange (ETDEWEB)

1957-02-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for January 1957.

Hanford Laboratories Operation monthly activities report, October 1957

Energy Technology Data Exchange (ETDEWEB)

1957-11-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for October 1957.

Hanford Laboratories Operation monthly activities report, September 1956

Energy Technology Data Exchange (ETDEWEB)

1956-10-19

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for September 1956.

Hanford Laboratories Operation monthly activities report, May 1959

Energy Technology Data Exchange (ETDEWEB)

1959-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Hanford Laboratories Operation monthly activities report, May 1958

Energy Technology Data Exchange (ETDEWEB)

1958-06-15

This is the monthly report for the Hanford Laboratories Operation, May 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Hanford Laboratories Operation monthly activities report, March 1960

Energy Technology Data Exchange (ETDEWEB)

1960-04-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for March 1960.

Hanford Laboratories operation monthly activities report, February 1958

Energy Technology Data Exchange (ETDEWEB)

1958-03-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for February 1958.

Hanford Laboratories Operation monthly activities report, December 1957

Energy Technology Data Exchange (ETDEWEB)

1958-01-15

This is the monthly report for the Hanford Laboratories Operation. Metallurgy, reactor fuels, physics and instrumentation, reactor technology, chemistry, separation processes, biology, financial activities, employee relations, laboratories auxiliaries, radiation protection, operation research, inventions, visits, and personnel status are discussed. This report is for December 1957.

Nontyphoidal Salmonella: An Occupational Hazard for Clinical Laboratory Workers

OpenAIRE

Barker, Anna; Duster, Megan; Van Hoof, Sarah; Safdar, Nasia

2015-01-01

Laboratory-acquired infections due to nontyphoidal Salmonella are rare. Yet, recent outbreaks in microbiology teaching laboratories show that these species are still an appreciable occupational hazard for laboratory employees. This article presents two cases of nontyphoidal Salmonella that occurred at the authors' institution—an infected patient and a clinical laboratory worker who acquired the infection by handling this patient's specimens.

45 CFR 680.10 - Definitions; cross-references to employee ethical conduct standards and financial disclosure...

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Definitions; cross-references to employee ethical... Foundation § 680.10 Definitions; cross-references to employee ethical conduct standards and financial...-references to employee ethical conduct standards and financial disclosure regulations. Members of the...

Employee-Organization Pro-environmental Values Fit and Pro-environmental Behavior: The Role of Supervisors' Personal Values.

Science.gov (United States)

Lu, Hui; Liu, Xia; Chen, Hong; Long, Ruyin

2017-12-18

This study examines the relationship among the employees-organization pro-environmental values fit (E-O PEVs fit), supervisors' PEVs and employees' pro-environmental behaviors (PEB). Informed by the PEB, organizational values and employee-organization fit literature, we propose and test hypotheses that under egoistic, altruistic and biosphere-value orientations, E-O PEVs fit versus non-fit have significant effects on employees' private-sphere PEB and public-sphere PEB, identifying supervisors' PEVs as a moderator. An empirical investigation indicates that the effect of E-O PEVs fit on employees' private-sphere PEB and public-sphere PEB varies as the value orientation differs. More specifically, under the context of altruistic and biosphere-value orientations, if the organizational PEVs do not match the employees' PEVs, especially when the former exceeds the latter, employees' PEB will rise as the organizational PEVs increase. As for egoistic value orientation, when organizational PEVs exceed employees' PEVs, not only will public-sphere PEB stop decreasing and tend to stabilize, but also private-sphere PEB will rise to a slight degree. Furthermore, compared with altruistic and biospheric values dimensions, supervisors who promote egoistic PEVs will have a more significant effect on the relationship between global E-O PEVs fit and employees' PEB. Finally, we suggest that the goals of an organization and its supervisors need to be combined within the actual situation of Chinese corporations to truly implement corporate green practices by balancing the profit goal and the environmental goal.

41 CFR 60-1.41 - Solicitations or advertisements for employees.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Solicitations or advertisements for employees. 60-1.41 Section 60-1.41 Public Contracts and Property Management Other Provisions Relating to Public Contracts OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS, EQUAL EMPLOYMENT OPPORTUNITY, DEPARTMENT OF LABOR 1-OBLIGATIONS OF...

Finding an optimal seating arrangement for employees

Directory of Open Access Journals (Sweden)

Ninoslav Čerkez

2015-10-01

Full Text Available The paper deals with modelling a specifc problem called the Optimal Seating Arrangement (OSA as an Integer Linear Program and demonstrated that the problem can be efficiently solved by combining branch-and-bound and cutting plane methods. OSA refers to a specific scenario that could possibly happen in a corporative environment, i.e. when a company endeavors to minimize travel costs when employees travel to an organized event. Each employee is free to choose the time to travel to and from an event and it depends on personal reasons. The paper differentiates between using different travel possibilities in the OSA problem, such as using company assigned or a company owned vehicles, private vehicles or using public transport, if needed. Also, a user-friendly web application was made and is available to the public for testing purposes.

Models of Public Service Provision

DEFF Research Database (Denmark)

Andersen, Lotte Bøgh; Kristensen, Nicolai; Pedersen, Lene Holm

2013-01-01

This article extends the framework of Le Grand (2003, 2010) to encompass responsiveness, and the main argument is that the combination of employee motivation, user capacity, and models of public service provision potentially has serious implications for responsiveness across service areas. Although...... research on employee motivation thrives, especially in the public service motivation (PSM) literature, few studies have investigated user capacity empirically, and we know little about the combination of PSM, user capacity and models of service provision. Analyzing four central service areas (day care......, schools, hospitals, and universities), we find variations in both user capacity and PSM. Taking this variation as a point of departure we discuss what implications different combinations of employee motivation, user capacity, and models of public service provision may have for responsiveness....

49 CFR 805.735-25 - Publication and interpretation.

Science.gov (United States)

2010-10-01

... TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-25 Publication and interpretation. (a... to: (1) Each Member, employee, and special Government employee at the time of issuance and at least annually thereafter; (2) Each new Member, employee, and special Government employee of the Board at the...

Current nuclear employees with psychological difficulties: prevalence, assessment, and disposition

International Nuclear Information System (INIS)

Sajwaj, T.; Chardos, S.; Lavin, P.; Ford, T.; McGee, R.K.

1987-01-01

Although industry standards and federal regulations require employees of nuclear power plants to demonstrate psychological stability and sound judgment before being initially granted unescorted access to the plant, it is obvious that emotional difficulties can develop subsequently. The development of emotional problems in current plant employees raises concerns about the safety of the public and the plant, the effectiveness of the organizations, the loss of important technical skills and experience, and the human cost to the employee and his/her family. This paper reports the experience of the Tennessee Valley Authority (TVA) in cases of reconsideration of psychological clearance of unescorted access, i.e., the review of psychological clearances of nuclear plant employees who have developed psychological difficulties

Labour market participation after breast cancer for employees from the private and public sectors: Educational and sector gradients in the effect of cancer.

Science.gov (United States)

Kolodziejczyk, Christophe; Heinesen, Eskil

2016-05-01

For employees who get cancer and survive, the probability of returning to work may depend on their ability to work, potential earnings losses if they do not return to work, qualifications and job type, but also on characteristics of the pre-cancer workplace. This paper focuses on differences between public and private sector employees in the effect of breast cancer on the probability of being out of the labour force three years after the diagnosis. We use propensity score weighting methods and a large longitudinal Danish administrative dataset which allows us to control for a wide range of important baseline characteristics such as education, sector of employment, labour market status, income, health, and demographics. We find that the educational gradient in the effect of cancer is significant in the public sector, where the estimated effects are 11.5 and 3.8 percentage points, respectively, for the low- and high-educated. The corresponding estimates for the private sector are 6.2 and 3.2 percentage points and here the educational gradient is only marginally significant. We discuss possible mechanisms behind the large sector gradient for the low-educated. Copyright © 2015 Elsevier B.V. All rights reserved.

Laboratory-associated infections and biosafety.

OpenAIRE

Sewell, D L

1995-01-01

An estimated 500,000 laboratory workers in the United States are at risk of exposure to infectious agents that cause disease ranging from inapparent to life-threatening infections, but the precise risk to a given worker unknown. The emergence of human immunodeficiency virus and hantavirus, the continuing problem of hepatitis B virus, and the reemergence of Mycobacterium tuberculosis have renewed interest in biosafety for the employees of laboratories and health care facilities. This review ex...

Factors influencing biosafety level and LAI among the staff of medical laboratories.

Science.gov (United States)

Kozajda, Anna; Bródka, Karolina; Szadkowska-Stańczyk, Irena

2013-01-01

The aim of the study was to assess the biological risks of medical laboratory employees with particular focus on laboratory acquired infection (LAI), activities having the greatest risk, accidents with biological material, post exposure procedure, preventive measures and workers' knowledge about biological exposure. The study involved 9 laboratories. A questionnaire survey was attended by 123 employees and 9 heads of these units with the use of two questionnaires for laboratory workers and the managers. 32.5% of the respondents (40 persons) had an accident at least once. Needlestick or a broken glass injury covered 18.7% respondents (23 persons), while splashing the skin, mucous membranes or conjunctivae related to 22.8% (28 persons). Among the employees who had an accident, only 45% of the respondents (18 persons) reported this to the manager. Microbes dominant in the biological material were known only to 57 respondents (46.3%), less than half could correctly give an example of a disease (57 persons, 46.3%). More than half of the respondents admitted that they do not know all of the possible routes of infection while working in the laboratory (68 persons, 55.3%). In the study population, a high incidence of accidents was observed, usually during blood sampling and transfer of biological material. Condition of the workers' equipment with personal protective measures and laboratory facilities in devices to reduce the risk of infection and procedures for handling the potentially infectious material should be considered as insufficient. Lack of basic knowledge of the employees about biohazards at workplaces was shown.

Sandia National Laboratories/California site environmental report for 1997

Energy Technology Data Exchange (ETDEWEB)

Condouris, R.A. [ed.] [Sandia National Labs., Livermore, CA (United States); Holland, R.C. [Science Applications International Corp. (United States)

1998-06-01

Sandia National Laboratories (SNL) is committed to conducting its operations in an environmentally safe and sound manner. It is mandatory that activities at SNL/California comply with all applicable environmental statutes, regulations, and standards. Moreover, SNL/California continuously strives to reduce risks to employees, the public, and the environment to the lowest levels reasonably possible. To help verify effective protection of public safety and preservation of the environment, SNL/California maintains an extensive, ongoing environmental monitoring program. This program monitors all significant effluents and the environment at the SNL/California site perimeter. Lawrence Livermore National Laboratory (LLNL) performs off-site external radiation monitoring for both sites. These monitoring efforts ensure that emission controls are effective in preventing contamination of the environment. As part of SNL/California`s Environmental Monitoring Program, an environmental surveillance system measures the possible presence of hazardous materials in groundwater, stormwater, and sewage. The program also includes an extensive environmental dosimetry program, which measures external radiation levels around the Livermore site and nearby vicinity. The Site Environmental Report describes the results of SNL/California`s environmental protection activities during the calendar year. It also summarizes environmental monitoring data and highlights major environmental programs. Overall, it evaluates SNL/California`s environmental management performance and documents the site`s regulatory compliance status.

Sandia National Laboratories, California: site environmental report for 1997

International Nuclear Information System (INIS)

Condouris, R.A.; Holland, R.C.

1998-06-01

Sandia National Laboratories (SNL) is committed to conducting its operations in an environmentally safe and sound manner. It is mandatory that activities at SNL/California comply with all applicable environmental statutes, regulations, and standards. Moreover, SNL/California continuously strives to reduce risks to employees, the public, and the environment to the lowest levels reasonably possible. To help verify effective protection of public safety and preservation of the environment, SNL/California maintains an extensive, ongoing environmental monitoring program. This program monitors all significant effluents and the environment at the SNL/California site perimeter. Lawrence Livermore National Laboratory (LLNL) performs off-site external radiation monitoring for both sites. These monitoring efforts ensure that emission controls are effective in preventing contamination of the environment. As part of SNL/California's Environmental Monitoring Program, an environmental surveillance system measures the possible presence of hazardous materials in groundwater, stormwater, and sewage. The program also includes an extensive environmental dosimetry program, which measures external radiation levels around the Livermore site and nearby vicinity. The Site Environmental Report describes the results of SNL/California's environmental protection activities during the calendar year. It also summarizes environmental monitoring data and highlights major environmental programs. Overall, it evaluates SNL/California's environmental management performance and documents the site's regulatory compliance status

Hanford Laboratories Operation monthly activities report, September 1958

Energy Technology Data Exchange (ETDEWEB)

1958-10-15

This is the monthly report for the Hanford Laboratories Operation, September, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, biology operation, physics and instrumentation research, employee relations, 4000 program research and development, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation are discussed.

Local Property Tax Limitations vs. School District Employee Pension Costs in Pennsylvania

Science.gov (United States)

Hartman, William T.; Shrom, Timothy J.

2014-01-01

In Pennsylvania as in many other states, employee pension costs are a significant source of financial pressure for school districts (Zeehandelaar and Northern 2013, Pennsylvania Public Employees' Retirement Commission 2013). In order to gain greater insight into the nature of Pennsylvania school districts' financial burden related to pension…

Health Insurance for Government Employees in Bangladesh: A Concept Paper

OpenAIRE

Hamid, Syed Abdul

2014-01-01

Introducing compulsory health insurance for government employees bears immense importance for stepping towards universal healthcare coverage in Bangladesh. Lack of scientific study on designing such scheme, in the Bangladesh context, motivates this paper. The study aims at designing a comprehensive insurance package simultaneously covering health, life and accident related disability risks of the public employees, where the health component would extend to all dependent family members. ...

Micro-Processes of Employees in a Hybrid Organization

DEFF Research Database (Denmark)

Svenningsen, Virginie; Boxenbaum, Eva; Ravasi, Davide

actors engaged in the energy transition. We draw on the literature on institutional logics and hybrid organizations to examine how employees of this French energy corporation deal with this institutionally complex environment. Our findings point to three strategies that individuals use to cope......The present article examines how employees cope with an organizational setting that is institutionally complex. The empirical setting is a French energy corporation that simultaneously pursues a logic of science and a logic of market through multiple research partnerships with public and private...

Measuring Public Leadership: Developing Scales for Four Key Public Leadership Roles

NARCIS (Netherlands)

Tummers, Lars; Knies, Eva|info:eu-repo/dai/nl/313875421

2016-01-01

This article on public leadership contributes to the literature by (1) focusing on the ‘public’ aspect of leadership and (2) developing quantitative scales for measuring four public leadership roles. These roles all refer to the extent to which public leaders actively support their employees in

Lawrence Berkeley Laboratory Institutional Plan, FY 1993--1998

Energy Technology Data Exchange (ETDEWEB)

Chew, Joseph T.; Stroh, Suzanne C.; Maio, Linda R.; Olson, Karl R.; Grether, Donald F.; Clary, Mary M.; Smith, Brian M.; Stevens, David F.; Ross, Loren; Alper, Mark D.; Dairiki, Janis M.; Fong, Pauline L.; Bartholomew, James C.

1992-10-01

The FY 1993--1998 Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. The Strategic Plan section identifies long-range conditions that can influence the Laboratory, potential research trends, and several management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation`s scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff composition and development programs. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The plan is an institutional management report for integration with the Department of Energy`s strategic planning activities that is developed through an annual planning process. The plan identifies technical and administrative directions in the context of the National Energy Strategy and the Department of Energy`s program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Development from information contributed by the Laboratory`s scientific and support divisions.

A Report of Employee Assistance Programs.

Science.gov (United States)

Saint Louis Public Schools, MO.

The evaluation of employee assistance program (EAP) providers was designed to provide information necessary to the selection of an EAP provider for the Saint Louis Public Schools, Missouri. The most widely recognized functions of an EAP are to provide a confidential consultation to individuals with personal problems and to serve as a management…

Smoking-related health behaviors of employees and readiness to quit: basis for health promotion interventions.

Science.gov (United States)

Ott, Carol H; Plach, Sandra K; Hewitt, Jeanne Beauchamp; Cashin, Susan E; Kelber, Sheryl; Cisler, Ron A; Weis, Jo M

2005-06-01

This report describes patterns of cigarette smoking and interest in smoking cessation programs among employees in a public worksite (n = 6,000) and a private worksite (n = 14,000). Of the 622 employees who attended an employee assistance program (EAP) orientation, 110 (18%) were current smokers. A significantly greater proportion of public employees smoked cigarettes, smoked more heavily, and evaluated their health more poorly compared to private employees. Smokers in both sites were over-represented in unskilled positions. Regardless of worksite, respondents who smoked had similar desires to quit or cut down and were annoyed by the comments of others, felt guilty about smoking, awakened with a desire to smoke, and felt they had a smoking problem. Overall, more than one third of individuals were interested in joining a smoking cessation program. Occupational health nurses may use these findings to design and implement smoking cessation interventions in their workplaces.

Self-Rated Health of the Temporary Employees in a Nordic Welfare State: Findings From the Finnish Public Sector Study.

Science.gov (United States)

Virtanen, Pekka; Pentti, Jaana; Vahtera, Jussi; Kivimäki, Mika; Virtanen, Marianna

2018-02-01

This 9-year follow-up study explores a possible association between temporary employment and declining health. Years in temporary employment from 2004 to 2008 to 2009 were measured for a cohort of 26,886 public sector employees. Self-rated health was measured by surveys in 2004 (baseline), 2008/2009 (short-term follow-up), and 2012/2013 (long-term follow-up). Compared with the permanently employed, the baseline health-adjusted odds of poor health were lower both in the short-term and long-term follow-up, but the differences became nonsignificant when adjusted for sociodemographic and work-related factors. The results would suggest that temporary employment in public sector of a Nordic welfare state does not entail health risks. Future research is needed to elucidate if this is true also among those exposed to nonpermanent employment in the private labor market, in particular those with most atypical jobs and unstable job careers.

Leadership ethics and the challenges of employees' performance in ...

African Journals Online (AJOL)

International Journal of Development and Management Review ... Leadership ethics and the challenges of employees' performance in the Nigerian public sector ... relation theory and liberal democratic pattern of management among others.

Dual impact of organisational change on subsequent exit from work unit and sickness absence: a longitudinal study among public healthcare employees.

Science.gov (United States)

Jensen, Johan Høy; Flachs, Esben Meulengracht; Skakon, Janne; Rod, Naja Hulvej; Bonde, Jens Peter

2018-05-14

We investigated work-unit exit, total and long-term sickness absence following organisational change among public healthcare employees. The study population comprised employees from the Capital Region of Denmark (n=14 388). Data on reorganisation at the work-unit level (merger, demerger, relocation, change of management, employee layoff or budget cut) between July and December 2013 were obtained via surveys distributed to the managers of each work unit. Individual-level data on work-unit exit, total and long-term sickness absence (≥29 days) in 2014 were obtained from company registries. For exposure to any, each type or number of reorganisations (1, 2 or ≥3), the HRs and 95% CIs for subsequent work-unit exit were estimated by Cox regression, and the risk for total and long-term sickness absence were estimated by zero-inflated Poisson regression. Reorganisation was associated with subsequent work-unit exit (HR 1.10, 95% CI 1.01 to 1.19) in the year after reorganisation. This association was specifically important for exposure to ≥3 types of changes (HR 1.52, 95% CI 1.30 to 1.79), merger (HR 1.29, 95% CI 1.12 to 1.49), demerger (HR 1.41, 95% CI 1.16 to 1.71) or change of management (HR 1.24, 95% CI 1.11 to 1.38). Among the employees remaining in the work unit, reorganisation was also associated with more events of long-term sickness absence (OR 1.15, 95% CI 1.00 to 1.33), which was particularly important for merger (OR 1.31, 95% CI 1.00 to 1.72) and employee layoff (OR 1.31, 95% CI 1.08 to 1.59). Specific types of reorganisation seem to have a dual impact on subsequent work-unit exit and sickness absence in the year after change. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Employee perspectives on individualized pay : Attitudes and fairness perceptions

OpenAIRE

Stråberg, Teresia

2010-01-01

The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Stud...

Scientific publications laboratory of remote experimentation - RExLab: a systematic review

Directory of Open Access Journals (Sweden)

Janine De Lavechia

2017-10-01

Full Text Available Introduction: The Information and Communication Technologies TICs are allowing day by day the improvement in all levels of the institutions, providing in a general context a greater communication, and enabling the creation of new knowledge. And with the emergence of the Remote Experimentation Laboratory - RExLab, which allows the student to perform experiments, makes possible the construction of new knowledge. Objective: Identify and present the NICT (New Information and Communication Technologies studied in the laboratory and explained in the publications of the members linked RExLab. Methodology: In this article a systematic research was done on the articles published in RExLab, and located at the Federal University of Santa Catarina, Araranguá. And the articles with the highest citations, the NICT used in each research were presented. Result: It was possible to identify that a great majority of articles published was related to questions of remote experimentation through the usage of mobile devices, and today it allows almost all the students to have a great access to it. Conclusion: It was possible to analyze that the greatest objective of published research is the achievement of democratization and the dissemination of knowledge through their experiments. These are projects that can be applied at all levels of education and also in public and private schools.With this, there are many ICTs that are inserted in the projects and that they have as purpose the aid to the education.

Psychoemotional stress of employees and workers in the public and real sectors of national economy in Bulgaria.

Science.gov (United States)

Hristov, Zheliazko I

2009-01-01

Stress is a universal biologically based phenomenon that places adaptive demands on the changes in the environment. It is a set of non-specific mental, physiologic and behavioural responses of a human being to the impact of environmental stimuli. The effect of many of these environmental stimuli in Bulgaria has been intensified by the recent drastic changes (political, social, professional, and in the labour market). The severity and manifestation of stress changed as a result. To assess and measure these changes we conducted a nationwide study applying original methodological approach and using original quantitation parameters. To determine the type, duration and level (intensity) of stress; we attempted to determine the factors causing stress in seven major professions in the public and real sectors of economy. We studied stress and the factors causing it in a nationwide representative study which included 4892 employees and workers practicing seven different professions (physicians, teachers, office workers, miners, public transport drivers, metal workers, and train drivers). A battery of survey methods and original statistical and mathematical methods (including the method of weighted mean intensity of action and manifestation) were employed in the study to determine the type, manifestations, intensity and duration of stress and the stressogenic factors causing it. We found that 70.7% of the workers and employees exhibited symptoms of affective stress and 25.7%--of depressive stress. Affective stress was the most common type of stress in office workers (76.9%) and drivers (73.5%), and the least common--in physicians (65.9%) and teachers (63.3%). The level of stress was high and very high for 25.3% of the study contingent. Affective stress had the highest intensity in miners (0.5226) and drivers (0.4654), and the lowest - in physicians (0.3072). Affective stress was a permanent state in 24.12% of the people working in the public sector and 16.37% of those in the

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

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

Stress Level of Measurement of Public Employees A Research on Public Officials in Eskisehir

OpenAIRE

Hüseyin GÜRBÜZ; Rüveyda DOĞAN; Elif GÖRMÜŞ; Gamze Pelin TOKYAY; Dilara ÖZTEKİN; Gökhan ENGİZ

2014-01-01

Stress emerges as a concept which negatively affects the efficiency and the productivity of an individual. In addition to the negative and productivity lessening effects of stress, some researchers cited various positive effects of it. A stress level that affects an increase in productivity and that doesn’t cause a deterioration of health is accepted as a positive one and the studies about stress in work life mostly focus on the productivity of the employees.. This study was focused on the fa...

Land-Grant University Employee Perceptions of eXtension: A Baseline Descriptive Study

Science.gov (United States)

Kelsey, Kathleen D.; Stafne, Eric T.; Greer, Lane

2011-01-01

eXtension was publicly launched in 2008 as an online resource; however, adoption rates have been disappointing. The research reported here measured adoption of eXtension, willingness to participate in a Community of Practice, and adoption barriers among Oklahoma Extension employees. The adoption rate was 49%, and 43% of employees were willing to…

Public census data on CD-ROM at Lawrence Berkeley Laboratory

Energy Technology Data Exchange (ETDEWEB)

Merrill, D.W.

1992-07-02

In connection with the Comprehensive Epidemiologic Data Resource (CEDR) and Populations at Risk to Environmental Pollution (PAREP) projects, of the Information and Computing Sciences Division (ICSD) at Lawrence Berkeley Laboratory (LBL), are using public socioeconomic and geographic data files which are available to CEDR and PAREP collaborators via LBL's computing network. At this time 67 CD-ROM diskettes (approximately 35 gigabytes) are on line via the Unix file server cedrcd.lbl.gov. Most of the files are from the US Bureau of the Census, and most pertain to the 1990 Census of Population and Housing. This paper contains a list of the CD-ROMs available.

Human Resource Management (HRM) strategies and the impact on well-being of employees in Danish private and public firms

DEFF Research Database (Denmark)

Nielsen, Kjeld; Nielsen, Peter

2014-01-01

that management give employees discretion in the work organization (human resources are seen as an investment), that motivate and involve employees and create well-being among employees. So, management practices commitment strategies shape well-being among employees. This idea of management challenges the ability...... of the organization to persist, especially when organizational and technical changes have to be implemented by employees. So, the question is: How do HRM strategies connect to the employee’s well-being? The analytical results presented shortly in the paper build on data from project Meadow (Employee and Employer...

Gender Discrimination in Workforce and its Impact on the Employees

OpenAIRE

Zahid Ali Channar (Corresponding Author); Zareen Abbassi; Imran Anwar Ujan

2011-01-01

This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows t...

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

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

2018-01-01

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

Why Do People Work in Public Health? Exploring Recruitment and Retention Among Public Health Workers.

Science.gov (United States)

Yeager, Valerie A; Wisniewski, Janna M; Amos, Kathleen; Bialek, Ron

2016-01-01

The public health workforce is critical to the functioning of the public health system and protection of the population's health. Ensuring a sufficient workforce depends on effectively recruiting and retaining workers. This study examines factors influencing decisions to take and remain in jobs within public health, particularly for workers employed in governmental public health. This cross-sectional study employed a secondary data set from a 2010 national survey of US public health workers. Survey respondents were included in this study if they responded to at least 1 survey item related to recruitment and retention. A total of 10 859 survey responses fit this criterion. Data examined demographics of public health workers and factors that influenced decisions to take jobs in and remain in public health. Job security (β = 0.42; 95% confidence interval [CI], 0.28-0.56) and competitive benefits (β = 0.49; 95% CI, 0.28-0.70) were significantly and positively associated with governmental employees' decisions to take positions with their current employers compared with public health workers employed by other types of organizations. The same finding held with regard to retention: job security (β = 0.40; 95% CI, 0.23-0.57) and competitive benefits (β = 0.53; 95% CI, 0.24-0.83). Two personal factors, personal commitment to public service (β = 0.30; 95% CI, 0.17-0.42) and wanted a job in the public health field (β = 0.44; 95% CI, 0.18-0.69), were significantly and positively related to governmental employees deciding to remain with their current employers. It is important to recognize the value of competitive benefits for both current and potential employees. Public health agencies should maintain these if possible and make the value of these benefits known to policy makers or other agencies setting these benefit policies. Job security associated with governmental public health jobs also appears to offer public health an advantage in recruiting and retaining employees.

Federal laboratories for the 21st century

Energy Technology Data Exchange (ETDEWEB)

Gover, J. [Sandia National Labs., Albuquerque, NM (United States); Huray, P.G. [Univ. of South Carolina, Columbia, SC (United States)

1998-04-01

Federal laboratories have successfully filled many roles for the public; however, as the 21st Century nears it is time to rethink and reevaluate how Federal laboratories can better support the public and identify new roles for this class of publicly-owned institutions. The productivity of the Federal laboratory system can be increased by making use of public outcome metrics, by benchmarking laboratories, by deploying innovative new governance models, by partnerships of Federal laboratories with universities and companies, and by accelerating the transition of federal laboratories and the agencies that own them into learning organizations. The authors must learn how government-owned laboratories in other countries serve their public. Taiwan`s government laboratory, Industrial Technology Research Institute, has been particularly successful in promoting economic growth. It is time to stop operating Federal laboratories as monopoly institutions; therefore, competition between Federal laboratories must be promoted. Additionally, Federal laboratories capable of addressing emerging 21st century public problems must be identified and given the challenge of serving the public in innovative new ways. Increased investment in case studies of particular programs at Federal laboratories and research on the public utility of a system of Federal laboratories could lead to increased productivity of laboratories. Elimination of risk-averse Federal laboratory and agency bureaucracies would also have dramatic impact on the productivity of the Federal laboratory system. Appropriately used, the US Federal laboratory system offers the US an innovative advantage over other nations.

43 CFR 6.6 - Appeals by employees.

Science.gov (United States)

2010-10-01

... Public Lands: Interior Office of the Secretary of the Interior PATENT REGULATIONS Inventions by Employees... a report containing the following information about the invention involved in the appeal: (1) A copy... decision on the matter, which decision shall be final after the period for asking reconsideration expires...

Factors influencing biosafety level and lai among the staff of medical laboratories

Directory of Open Access Journals (Sweden)

Anna Kozajda

2013-08-01

Full Text Available Background: The aim of the study was to assess the biological risks of medical laboratory employees with particular focus on laboratory acquired infection (LAI, activities having the greatest risk, accidents with biological material, post exposure procedure, preventive measures and workers' knowledge about biological exposure. Materials and Methods: The study involved 9 laboratories. A questionnaire survey was attended by 123 employees and 9 heads of these units with the use of two questionnaires for laboratory workers and the managers. Results: 32.5% of the respondents (40 persons had an accident at least once. Needlestick or a broken glass injury covered 18.7% respondents (23 persons, while splashing the skin, mucous membranes or conjunctivae related to 22.8% (28 persons. Among the employees who had an accident, only 45% of the respondents (18 persons reported this to the manager. Microbes dominant in the biological material were known only to 57 respondents (46.3%, less than half could correctly give an example of a disease (57 persons, 46.3%. More than half of the respondents admitted that they do not know all of the possible routes of infection while working in the laboratory (68 persons, 55.3%. Conclusions: In the study population, a high incidence of accidents was observed, usually during blood sampling and transfer of biological material. Condition of the workers' equipment with personal protective measures and laboratory facilities in devices to reduce the risk of infection and procedures for handling the potentially infectious material should be considered as insufficient. Lack of basic knowledge of the employees about biohazards at workplaces was shown. Med Pr 2013;64(4:473–486

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

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

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

Health and social support services to HIV/AIDS infected individuals in Tanzania: employees and employers perceptions.

Science.gov (United States)

Kassile, Telemu; Anicetus, Honest; Kukula, Raphael; Mmbando, Bruno P

2014-06-20

HIV is a major public health problem in the world, especially in sub-Saharan Africa. It often leads to loss of productive labour and disruption of existing social support system which results in deterioration of population health. This poses a great challenge to infected people in meeting their essential goods and services. This paper examines health and social support services provided by employers to HIV/AIDS infected employees in Tanzania. This was a cross-sectional study, which employed qualitative and quantitative methods in data collection and analysis. Structured questionnaires and in-depth interviews were used to assess the health and social support services provision at employers and employees perspectives. The study participants were employees and employers from public and private organizations. A total of 181 employees and 23 employers from 23 workplaces aged between 18-68 years were involved. The results show that 23.8% (i.e., 20.4% males and 27.3% females) of the employees had at least one member of the family or close relatives living with HIV at the time of the study. Fifty six percent of the infected employees reported to have been receiving health or social support from their employers. Employees' responses were consistent with those reported by their employers. A total of 12(52.2%) and 11(47.8%) employers reported to have been providing health and social supports respectively. Female employees (58.3%) from the private sector (60.0%) were more likely to receive supports than male employees (52.6%) and than those from the public sector (46.2%). The most common health and social support received by the employees were treatment, and nutritional support and reduction of workload, respectively. HIV/AIDS infected employees named treatment and nutritional support, and soft loans and reduced workload respectively, as the most important health and social supports they needed from their employers. This study provides baseline information for further studies

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

Science.gov (United States)

Carroll, Brian J.

1989-01-01

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

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

Science.gov (United States)

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

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

Mathematics and Computer Science | Argonne National Laboratory

Science.gov (United States)

Extreme Computing Data-Intensive Science Applied Mathematics Science & Engineering Applications Software Extreme Computing Data-Intensive Science Applied Mathematics Science & Engineering Opportunities For Employees Staff Directory Argonne National Laboratory Mathematics and Computer Science Tools

Reduction in Unnecessary Clinical Laboratory Testing Through Utilization Management at a US Government Veterans Affairs Hospital.

Science.gov (United States)

Konger, Raymond L; Ndekwe, Paul; Jones, Genea; Schmidt, Ronald P; Trey, Marty; Baty, Eric J; Wilhite, Denise; Munshi, Imtiaz A; Sutter, Bradley M; Rao, Maddamsetti; Bashir, Chowdry M

2016-03-01

To implement an electronic laboratory utilization management system (laboratory expert system [LES]) to provide safe and effective reductions in unnecessary clinical laboratory testing. The LES is a set of frequency filter subroutines within the Veterans Affairs hospital and laboratory information system that was formulated by an interdisciplinary medical team. Since implementing the LES, total test volume has decreased by a mean of 11.18% per year compared with our pre-LES test volume. This change was not attributable to fluctuations in outpatient visits or inpatient days of care. Laboratory cost savings were estimated at $151,184 and $163,751 for 2012 and 2013, respectively. A significant portion of these cost savings was attributable to reductions in high-volume, large panel testing. No adverse effects on patient care were reported, and mean length of stay for patients remained unchanged. Electronic laboratory utilization systems can effectively reduce unnecessary laboratory testing without compromising patient care. Published by Oxford University Press on behalf of the American Society for Clinical Pathology, 2016. This work is written by US Government employees and is in the public domain in the US.

Public Participation Plan for Waste Area Group 7 Operable Unit 7-13/14 at the Idaho National Laboratory Site

International Nuclear Information System (INIS)

B. G. Meagher

2007-01-01

This Public Participation Plan outlines activities being planned to: (1) brief the public on results of the remedial investigation and feasibility study, (2) discuss the proposed plan for remediation of Operable Unit 7-13/14 with the public, and (3) encourage public participation in the decision-making process. Operable Unit 7-13/14 is the Comprehensive Remedial Investigation/Feasibility Study for Waste Area Group 7. Analysis focuses on the Subsurface Disposal Area (SDA) within the Radioactive Waste Management Complex at the Idaho National Laboratory (Site). This plan, a supplement to the Idaho National Laboratory Community Relations Plan (DOE-ID 2004), will be updated as necessary. The U.S. Department of Energy (DOE), Idaho Department of Environmental Quality (DEQ), and U.S. Environmental Protection Agency (EPA) will participate in the public involvement activities outlined in this plan. Collectively, DOE, DEQ, and EPA are referred to as the Agencies. Because history has shown that implementing the minimum required public involvement activities is not sufficient for high-visibility cleanup projects, this plan outlines additional opportunities the Agencies are providing to ensure that the public's information needs are met and that the Agencies can use the public's input for decisions regarding remediation activities

Occupational stress and health-related quality of life among public sector bank employees: A cross-sectional study in Mysore, Karnataka, India.

Science.gov (United States)

Malamardi, Sowmya N; Kamath, Ramachandra; Tiwari, Rajnarayan; Nair, Binu Valsalakumari Sreekumaran; Chandrasekaran, Varalakshmi; Phadnis, Sameer

2015-01-01

Occupational morbidities have been estimated to cause an economic loss up to 10-20% of the gross national product of a country. It is an important cause of occupational morbidity and decreased quality of life (QOL) for the workers. The aim of the present study is to assess the level of occupational stress and its association with the QOL among the public sector bank employees. The present study was conducted among employees of public sector banks in Mysore district, Karnataka, India. A cross-sectional study design was used for the study. Job stress was measured by using occupational stress index (OSI) scale questionnaire and health-related QOL was measured using the short form 12 (SF-12) questionnaire. The sample size estimated for the study was 526 and cluster random sampling technique was used. Chi-square test was used to find the association between the study variables and level of stress. Multiple linear regression model was used to find the determinants of health-related QOL among the study subjects. The total number of the study subjects was 546 out of which 57% were males and 43% were females. The proportion of study subjects reporting to be current smokers was 4.2% and almost all study subjects reported occasional alcohol consumption. The mean physical component summary (PCS) score and mental component summary (MCS) using the original United States standardization were 47.90 and 48.30, respectively. The individuals with mild stress scored higher in both PCS and MCS than the individuals who had moderate to severe stress levels. There was significant association of health related quality of life with the age of the respondent,presence of at least one morbidity and level of stress with health-related QOL. This study has shown an association of occupational stress with the QOL. There is a need for interventions aimed at mitigating the occupational stress among employees of the banking sector.

Satisfaction of Polish Bank Employees with Incentive Systems: An Empirical Approach

Directory of Open Access Journals (Sweden)

Kaźmierczyk J.

2017-10-01

Full Text Available This article considers employee satisfaction with incentive systems. Strict requirements for the efficiency of human resource management (HRM and internal public relations make it a major management problem. The importance of this study lies in the fact that incentives affect all stages of HRM. This work reports the results of an empirical survey of Polish bank employees, which was aimed to establish to what degree incentive systems met employees’ expectations, and to analyse the impact of such incentives on employee satisfaction. The authors advance the thesis that male bank employees are more satisfied with existing incentive systems than their female counterparts. The discussion is supported by empirical research based on a sample of 1, 920 Polish bank employees. The article is divided into five sections. The introductory section is followed by Section Two, which reviews employee motivation and analyses the above thesis. Section Three describes data sources and research methods, and Section Four presents findings and conclusions.

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

Science.gov (United States)

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

2018-05-23

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

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

Science.gov (United States)

Moore, T

1989-12-01

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

An annual employee education calendar as the capstone of educational assessment, planning, and delivery.

Science.gov (United States)

Morton, Paula G

2005-01-01

Staff development educators can better control their workload and provide a more comprehensive employee education program when the organization adopts a formal five-step process that culminates in the publication of an annual employee education calendar. This article describes the five steps of organization-wide learning needs assessment, resource allocation, priority setting, documentation of the educational plan, and calendar development, including elements and timelines. The annual calendar reflects involvement of staff throughout the facility in the identification, planning, and delivery of education programs. Its publication enhances staff and supervisors' awareness of learning opportunities. Its longer-range perspective assists managers and employees to better plan to meet learning needs and improves participation in staff development activities.

Firing without fear. Heading off litigation in employee terminations.

Science.gov (United States)

Elliott, C L; Kaiser, G

1989-03-01

Under most state laws, employee handbooks carry the status of employment contracts, or such contracts are implied through various employment conversations. Unlike in the past, when a management decision to discharge an employee could be challenged only for statutory or public policy reasons, today's employer may have to prove that he or she did not violate an employee's contractual right to employment. Employers can reduce the risk of employment liability through practical steps such as careful monitoring and documenting of the hiring, performance appraisal, and disciplinary processes, and a credible grievance procedure. Many employers have found, however, that taking these steps does not always prevent litigation. Certain legal precautions, such as written disclaimers and other handbook revisions, can result in the dismissal of such actions before trial and will deter many plaintiffs' attorneys from taking the case. The strongest legal protection in termination situations is a release of all claims executed by the employee and supported by severance pay or other valuable consideration to which the employee would not be otherwise entitled.

Improving employee productivity through work engagement: Evidence from higher education sector

Directory of Open Access Journals (Sweden)

Jalal Hanaysha

2016-01-01

Full Text Available Employee productivity is one of the important management topics that received significant research attentions from several scholars and considered as a primary mechanism to enhance organizational success. Knowing what are the key factors that influence productivity is vital to ensure long term performance. This study examines the effect of work engagement on employee productivity in higher education sector. To accomplish this purpose, the primary data using survey instrument were collected from a sample of 242 employees at public universities in northern Malaysia using an online survey method. The collected data was analyzed using SPSS and Structural equation modelling on AMOS. The results indicated that work engagement had significant positive effect on employee productivity. Moreover, this study provides an evidence that all of the dimensions of work engagement namely vigor, dedication, and absorption have significant positive effects on employee productivity.

NIH Employee Invention Report (EIR) | NCI Technology Transfer Center | TTC

Science.gov (United States)

NIH researchers must immediately contact their Laboratory or Branch Chief and inform him or her of a possible invention, and then consult with your NCI TTC Technology Transfer Manager about submitting an Employee Invention Report (EIR) Form. | [google6f4cd5334ac394ab.html

Is presenteeism less prevalent among public sector employees than private sector employees?

OpenAIRE

Gominho, Nuno Manuel Afonso

2016-01-01

Presenteeism is a relatively new concept meaning working while sick. It is though to account for a large amount of productivity loss due to illness. Presenteeism’s body of literature is reviewed. This paper focuses on differences between public and private organizations, and between men and women. Survey data (n=235) was collected from the region of Ferrol, Spain. Evidence is found to suggest that private sector workers, but not public workers, come to work ill because they fea...

Challenges of the Unified Health System: present status of public laboratory services in 31 cities of Minas Gerais, Brazil

Directory of Open Access Journals (Sweden)

Pedro Guatimosim Vidigal

2014-04-01

Full Text Available Introduction: Modifications in the Brazilian Unified Health System (SUS have led to a significant improvement in the national health indexes. However, some challenges still need to be faced, especially concerning SUS patients' access to high-quality laboratory support services.Objective: To evaluate the present status of laboratory services in SUS in 31 cities of Minas Gerais, Brazil, between 2008 and 2011.Material and method: This analysis was performed through data from the Information Technology Department of SUS (DATASUS and through interviews with local public health managers with structured questionnaires.Results: Among all the studied cities, 21 had their own laboratory, 90.2% of which were in precarious conditions, not meeting the requirements established by the legislation in force, and employing inappropriate procedures and techniques, in addition to using obsolete equipment. The range of available laboratory tests was limited, what demanded the services of supporting laboratories. None of the evaluated laboratories developed any systematic activity on quality management, including control of analytical quality, maintenance of laboratory equipment, calibration and performance evaluation of critical equipment, continuing education programs, and safety and biosecurity.Conclusion: The effective role of laboratory test results in medical decision is unquestionably impaired, risking the safety of SUS patients. The present work reveals the deficiencies of public laboratory services in Minas Gerais, and proposes a new management model, which is able to associate operational quality, technological development and optimization of human and material resources with higher productivity.

Hanford Laboratories monthly activities report, August 1963

Energy Technology Data Exchange (ETDEWEB)

1963-09-16

This is the monthly report for the Hanford Laboratories Operation, August 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories monthly activities report, September 1963

Energy Technology Data Exchange (ETDEWEB)

1963-10-15

This is the monthly report for the Hanford Laboratories Operation, September 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories monthly activities report, July 1963

Energy Technology Data Exchange (ETDEWEB)

1963-08-15

This is the monthly report for the Hanford Laboratories Operation, July 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories monthly activities report, June 1963

Energy Technology Data Exchange (ETDEWEB)

1963-07-15

This is the monthly report for the Hanford Laboratories Operation, June 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories monthly activities report, October 1963

Energy Technology Data Exchange (ETDEWEB)

1963-11-15

This is the monthly report for the Hanford Laboratories Operation, October 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Employee reactions to the use of management control systems in hospitals: motivation vs. threat.

Science.gov (United States)

Lopez-Valeiras, Ernesto; Gomez-Conde, Jacobo; Lunkes, Rogerio Joao

Management control systems (such as budgets or balanced scorecards) are formal procedures used by managers to promote employee behavior aligned with organisational objectives. Employees may react to these control systems by either becoming more motivated or perceiving them as a threat. The aim of this paper is to determine the extent to which hospital ownership (public or private), professional group (physician, nurse, pharmacist or administrative employee), type of contract (fixed or temporary), gender and tenure can condition employee reaction to management control systems. We conducted the study in the three largest hospitals in the State of Santa Catarina (Brazil), two public (federal and state-owned) and one private (non-profit organisation). Physicians, nurses, pharmacists and administrative employees received a questionnaire between October 2013 and January 2014 concerning their current perceptions. We obtained 100 valid responses and conducted an ANOVA variance analysis. Our results show that the effect of management control systems on employees differs according to hospital ownership, professional group and type of contract. However, no significant evidence was found concerning gender or tenure. The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

[Patterns of utilization of external employee assistance program--analysis of employees who have their psychiatrists].

Science.gov (United States)

Ito, H; Fujii, K; Sasaki, Y

1998-01-01

The purpose of this paper is to clarify some patterns of utilization of an external employee assistance program (EAP) we have conducted for other public and private facilities in the Tokyo Kenbikyoin Foundation between April, 1986 and December, 1996. The subjects were 26 men and 12 women in 7 facilities under the following conditions: (1) Employees who have already had their own psychiatrists at the first interview of the external EAP; (2) Facilities utilize the EAP for two or more employees who met the first criterion. As a result, utilization patterns differed depending on medical staff's attitude toward the external EAP. There was a significant difference according to sex. The rate for men was 54% in worksites where medical staff understood this external program (worksite A1) and 93% in worksites where they did not (worksite A2-3, B). As to expectations for the program, there were more consultations for organizational measurements (63%) in worksite A1, while less organizational matters (27%) and more personal complains about their psychiatrists in the worksite A2-3, and B. These results suggest that the involvement of medical staff is the key to utilizing the external EAP effectively.

Direct and indirect links between organizational work-home culture and employee well-being

OpenAIRE

Beauregard, T. Alexandra

2011-01-01

The extent to which an organization's culture exhibits support for its employees' efforts to balance work and personal responsibilities has been shown to influence a number of work- and home-related outcomes. This study tests a model with a mix of mediated and moderated relationships to investigate direct and indirect routes by which work-home culture may affect employee well-being. Sex differences in these relationships are also explored. Data collected from public sector employees in the UK...

Employers' Demand for and the Provision of Part-Time Higher Education for Employees.

Science.gov (United States)

Trotman-Dickenson, Danusia

1987-01-01

A study of public and private employers' demand for part-time higher education for their employees and the response of institutions is reported. The study focuses on Wales and on the regional economic and social trends affecting educational demand and supply. Improved communication between employers, employees, and institutions is recommended.…

Public Notice of Nuclear Regulatory Authority of the Slovak Republic No. 52/2006 Coll. on professional competence

International Nuclear Information System (INIS)

Szabo, V.

2006-01-01

The Public Notice has replaced the previous Public Notice of Nuclear Regulatory Authority of the Slovak Republic No. 187/1999 Coll. on Professional competence of employees of nuclear power facilities. The new experience acquired in area of Professional preparation of employees holders of permissions has been included into the Public Notice as well as acknowledged principles of verification of the Professional competence and specific Professional competence of employees holders of permissions. There are rights and duties of permission holders elaborated in the Public Notice where the employees have an influence to the nuclear safety (professionally competent employees of permission holders) or have the direct influence to the nuclear safety (selected employees of permission holders). The Public Notice has also modified the details about preparation of employees of the operator of specific facilities who carry out the professional preparation of the employees holders of permissions

Building and Rebuilding: The National Public Health Laboratory Systems and Services Before and After the Earthquake and Cholera Epidemic, Haiti, 2009-2015.

Science.gov (United States)

Jean Louis, Frantz; Buteau, Josiane; Boncy, Jacques; Anselme, Renette; Stanislas, Magalie; Nagel, Mary C; Juin, Stanley; Charles, Macarthur; Burris, Robert; Antoine, Eva; Yang, Chunfu; Kalou, Mireille; Vertefeuille, John; Marston, Barbara J; Lowrance, David W; Deyde, Varough

2017-10-01

Before the 2010 devastating earthquake and cholera outbreak, Haiti's public health laboratory systems were weak and services were limited. There was no national laboratory strategic plan and only minimal coordination across the laboratory network. Laboratory capacity was further weakened by the destruction of over 25 laboratories and testing sites at the departmental and peripheral levels and the loss of life among the laboratory health-care workers. However, since 2010, tremendous progress has been made in building stronger laboratory infrastructure and training a qualified public health laboratory workforce across the country, allowing for decentralization of access to quality-assured services. Major achievements include development and implementation of a national laboratory strategic plan with a formalized and strengthened laboratory network; introduction of automation of testing to ensure better quality of results and diversify the menu of tests to effectively respond to outbreaks; expansion of molecular testing for tuberculosis, human immunodeficiency virus, malaria, diarrheal and respiratory diseases; establishment of laboratory-based surveillance of epidemic-prone diseases; and improvement of the overall quality of testing. Nonetheless, the progress and gains made remain fragile and require the full ownership and continuous investment from the Haitian government to sustain these successes and achievements.

Perceptions of Administrative and Supervisory Support in Public Child Welfare

Directory of Open Access Journals (Sweden)

Tonya M. Westbrook

2012-06-01

Full Text Available Using the Child Welfare Organizational Culture Inventory (CWOCI in a public child welfare agency, perceptions of administrative and supervisory support held by employees with social work degrees (BSW and MSW were compared to perceptions of administrative and supervisory support held by employees without social work degrees. Child welfare employees with social work degrees reported lower administrative and supervisory support than employees without social work degrees. Implications for social work educators, public child welfare administrators and supervisors, and future research are presented.

Retention of key employees in the oil field service sector

International Nuclear Information System (INIS)

Lee, S.

1999-01-01

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

49 CFR 40.131 - How does the MRO or DER notify an employee of the verification process after receiving laboratory...

Science.gov (United States)

2010-10-01

... result. In making this contact, you must explain to the employee that, if he or she declines to discuss... staff person must document the employee's decision, including the date and time. (2) A staff person must... numbers listed on the CCF. If you or your staff cannot reach the employee directly after making these...

2003 Employee Attitude Survey: Analysis of Employee Comments

Science.gov (United States)

2005-06-01

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

Enhancing employee capacity to prioritize health insurance benefits.

Science.gov (United States)

Danis, Marion; Goold, Susan Dorr; Parise, Carol; Ginsburg, Marjorie

2007-09-01

To demonstrate that employees can gain understanding of the financial constraints involved in designing health insurance benefits. While employees who receive their health insurance through the workplace have much at stake as the cost of health insurance rises, they are not necessarily prepared to constructively participate in prioritizing their health insurance benefits in order to limit cost. Structured group exercises. Employees of 41 public and private organizations in Northern California. Administration of the CHAT (Choosing Healthplans All Together) exercise in which participants engage in deliberation to design health insurance benefits under financial constraints. Change in priorities and attitudes about the need to exercise insurance cost constraints. Participants (N = 744) became significantly more cognizant of the need to limit insurance benefits for the sake of affordability and capable of prioritizing benefit options. Those agreeing that it is reasonable to limit health insurance coverage given the cost increased from 47% to 72%. It is both possible and valuable to involve employees in priority setting regarding health insurance benefits through the use of structured decision tools.

Do Employees' Perceptions on Authentic Leadership Affect the Organizational Citizenship Behavior?: Turkish Context

Science.gov (United States)

Yesilkaya, Mukaddes; Aydin, Peruzet

2016-01-01

The aim of this study is to analyze the relationship between employees' perceptions on authentic leadership and organizational citizenship behavior. In this context, it was carried out a research on four-hundred public employees. The data from this study were analyzed via an appropriate statistical program and evaluated. Based on the findings from…

Employee Assistance Programs: Effective Tools for Counseling Employees.

Science.gov (United States)

Kraft, Ed

1991-01-01

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

Employee-driven Innovation in Welfare Services

Directory of Open Access Journals (Sweden)

Thomas Wihlman

2014-05-01

Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in

Behavioral economics perspectives on public sector pension plans.

Science.gov (United States)

Beshears, John; Choi, James J; Laibson, David; Madrian, Brigitte C

2011-04-01

We describe the pension plan features of the states and the largest cities and counties in the U.S. Unlike in the private sector, defined benefit (DB) pensions are still the norm in the public sector. However, a few jurisdictions have shifted toward defined contribution (DC) plans as their primary savings plan, and fiscal pressures are likely to generate more movement in this direction. Holding fixed a public employee's work and salary history, we show that DB retirement income replacement ratios vary greatly across jurisdictions. This creates large variation in workers' need to save for retirement in other accounts. There is also substantial heterogeneity across jurisdictions in the savings generated in primary DC plans because of differences in the level of mandatory employer and employee contributions. One notable difference between public and private sector DC plans is that public sector primary DC plans are characterized by required employee or employer contributions (or both), whereas private sector plans largely feature voluntary employee contributions that are supplemented by an employer match. We conclude by applying lessons from savings behavior in private sector savings plans to the design of public sector plans.

Argonne Research Library | Argonne National Laboratory

Science.gov (United States)

Argonne Argonne Research Library The Argonne Research Library supports the scientific and technical research needs of Argonne National Laboratory employees. Our library catalog is available via the Research questions or concerns, please contact us at librarians@anl.gov. Contact the Library Argonne Research Library

Employee Attitudes toward an Internal Employee Assistance Program.

Science.gov (United States)

Harlow, Kirk C.

1998-01-01

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

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

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

Relative Performance Information, Rank Ordering and Employee Performance: A Research Note

NARCIS (Netherlands)

Kramer, S.; Maas, V.S.; van Rinsum, M.

2016-01-01

We conduct a laboratory experiment to examine whether the provision of detailed relative performance information (i.e., information about the specific performance levels of peers) affects employee performance. We also investigate how – if at all – explicit ranking of performance levels affects how

Hanford Laboratories monthly activities report, February 1964

Energy Technology Data Exchange (ETDEWEB)

1964-03-16

This is the monthly report for the Hanford Laboratories Operation, February, 1964. Reactor fuels, chemistry, dosimetry, separation process, reactor technology financial activities, biology operation, physics and instrumentation research, employee relations, applied mathematics, programming, and radiation protection are discussed.

Lawrence Berkeley Laboratory Institutional Plan, FY 1993--1998

Energy Technology Data Exchange (ETDEWEB)

1992-10-01

The FY 1993--1998 Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. The Strategic Plan section identifies long-range conditions that can influence the Laboratory, potential research trends, and several management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation's scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff composition and development programs. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The Resource Projections are estimates of required budgetary authority for the Laboratory's ongoing research programs. The plan is an institutional management report for integration with the Department of Energy's strategic planning activities that is developed through an annual planning process. The plan identifies technical and administrative directions in the context of the National Energy Strategy and the Department of Energy's program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Development from information contributed by the Laboratory's scientific and support divisions.

Is there a need for special preventive medical check-ups in employees exposed to experimental animal dust?

Science.gov (United States)

Schmid, Klaus; Jüngert, Barbara; Hager, Meta; Drexler, Hans

2009-02-01

Due to new legal requirements in Germany, the employer must request preventive medical check-ups for activities involving exposure to dust from experimental animals in the rooms in which the animals are kept. The objective is to report our first experiences with these medical check-ups in the context of academic research. The check-ups were carried out since November 2005 and comprised a questionnaire and a medical examination, including a pulmonary function test with whole-body plethysmography. Respiratory, nasal and ocular symptoms related to occupational exposure to animals were documented. Participation in skin prick tests (ubiquitous inhalation allergens and laboratory animal allergens), a bronchial provocation test with methacholine, and serological examinations for total IgE and specific IgE antibodies was voluntary. Data on 132 persons are presented. One hundred and six of these had already been exposed for at least 1 year. Main complaints at the workplace were sneezing and runny nose. Ocular symptoms and bronchial asthma were reported infrequently. The development of at least one of these symptoms occurred in 34% of employees with an exposure of at least 1 year. If the weekly exposure duration was at least 5 h, the proportion of employees with complaints rose to 44.9%. In employees occupationally exposed to mice and rats, work-related complaints occurred in 33.7 and 37.8%, respectively, and sensitisation rates were 12.7 and 16.3%, respectively. Employees with and without complaints differed in history of allergic symptoms, and workplace safety measures. In employees with occupational contact with laboratory animal dust, the frequency of complaints was high. The results confirm the necessity of regular medical check-ups for employees with contact with laboratory animal dust. Nevertheless, the medical check-ups must be part of a prevention strategy including education, engineering controls, administrative controls, use of personal protective equipment and

Hanford Laboratories Operation monthly activities report, May 1962

Energy Technology Data Exchange (ETDEWEB)

1962-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1962. Reactor fuels, chemistry, dosimetry, separation process, reactor technology employee relations, operations research and synthesis operation, programming, and radiation protection are discussed.

Perspectives on the relevance of the circadian time structure to workplace threshold limit values and employee biological monitoring.

Science.gov (United States)

Smolensky, Michael H; Reinberg, Alain E; Sackett-Lundeen, Linda

2017-01-01

The circadian time structure (CTS) and its disruption by rotating and nightshift schedules relative to work performance, accident risk, and health/wellbeing have long been areas of occupational medicine research. Yet, there has been little exploration of the relevance of the CTS to setting short-term, time-weighted, and ceiling threshold limit values (TLVs); conducting employee biological monitoring (BM); and establishing normative reference biological exposure indices (BEIs). Numerous publications during the past six decades document the CTS substantially affects the disposition - absorption, distribution, metabolism, and elimination - and effects of medications. Additionally, laboratory animal and human studies verify the tolerance to chemical, biological (contagious), and physical agents can differ extensively according to the circadian time of exposure. Because of slow and usually incomplete CTS adjustment by rotating and permanent nightshift workers, occupational chemical and other contaminant encounters occur during a different circadian stage than for dayshift workers. Thus, the intended protection of some TLVs when working the nightshift compared to dayshift might be insufficient, especially in high-risk settings. The CTS is germane to employee BM in that large-amplitude predictable-in-time 24h variation can occur in the concentration of urine, blood, and saliva of monitored chemical contaminants and their metabolites plus biomarkers indicative of adverse xenobiotic exposure. The concept of biological time-qualified (for rhythms) reference values, currently of interest to clinical laboratory pathology practice, is seemingly applicable to industrial medicine as circadian time and workshift-specific BEIs to improve surveillance of night workers, in particular. Furthermore, BM as serial assessments performed frequently both during and off work, exemplified by employee self-measurement of lung function using a small portable peak expiratory flow meter, can

Delivering ideal employee experiences.

Science.gov (United States)

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

2009-05-01

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

Hanford Laboratories monthly activities report, April, 1963

Energy Technology Data Exchange (ETDEWEB)

1963-05-15

This is the monthly report for the Hanford Laboratories Operation, April, 1963. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, biology operation, physics and instrumentation research, employee relations, applied mathematics operation, programming, and radiation protection operation discussed.

76 FR 20351 - Employee Thrift Advisory Council; Sunshine Act Meeting Notice

Science.gov (United States)

2011-04-12

... FEDERAL RETIREMENT THRIFT INVESTMENT BOARD Employee Thrift Advisory Council; Sunshine Act Meeting Notice TIME AND DATE: 9 a.m. (Eastern Time) April 18, 2011. PLACE: 2nd Floor Training Room, 1250 H Street, NW., Washington, DC 20005. STATUS: Parts will be open to the public and parts closed to the public...

Health and safety in clinical laboratories in developing countries: safety considerations.

Science.gov (United States)

Ejilemele, A A; Ojule, A C

2004-01-01

Clinical laboratories are potentially hazardous work areas. Health and safety in clinical laboratories is becoming an increasingly important subject as a result of the emergence of highly infectious diseases such as hepatitis and HIV. This is even more so in developing countries where health and safety have traditionally been regarded as low priority issues, considering the more important health problems confronting the health authorities in these countries. We conducted a literature search using the medical subheadings titles on the INTERNET over a period of twenty years and summarized our findings. This article identifies hazards in the laboratories and highlights measures to make the laboratory a safer work place. It also emphasizes the mandatory obligations of employers and employees towards the attainment of acceptable safety standards in clinical laboratories in Third World countries in the face of the current HIV/AIDS epidemic in many of these developing countries especially in the sub-Saharan Africa while accommodating the increasing work load in these laboratories. Both the employer and the employee have major roles to play in the maintenance of a safe working environment. This can be achieved if measures discussed are incorporated into everyday laboratory practice.

Length of sickness absence and sustained return-to-work in mental disorders and musculoskeletal diseases: a cohort study of public sector employees.

Science.gov (United States)

Kausto, Johanna; Pentti, Jaana; Oksanen, Tuula; Virta, Lauri J; Virtanen, Marianna; Kivimäki, Mika; Vahtera, Jussi

2017-07-01

Objectives The aim of this study was to investigate the association between the length of sickness absence and sustained return to work (SRTW) and the predictors of SRTW in depression, anxiety disorders, intervertebral disc disorders, and back pain in a population-based cohort of employees in the Finnish public sector. Methods We linked data from employers' registers and four national population registers. Cox proportional hazards regression analysis with a cluster option was applied. SRTW was defined as the end of the sickness benefit period not followed by a recurrent sickness benefit period in 30 days. Results For depression, the median time to SRTW was 46 and 38 days among men and women, respectively. For anxiety disorders, the figures were 24 and 22 days, for intervertebral disc disorders, 42 and 41 days, and, for back pain, 21 and 22 days among men and women respectively. Higher age and the persistence of the health problem predicted longer time to SRTW throughout the diagnostic categories. Comorbid conditions predicted longer time to SRTW in depression and back pain among women. Conclusions This large cohort study adds scientific evidence on the length of sickness absence and SRTW in four important diagnostic categories among public sector employees in Finland. Further research taking into account, eg, features of the work environment is suggested. Recommendations on the length of sickness absence at this point should be based on expert opinion and supplemented with research findings.

Does Employee Stock Ownership Work?

DEFF Research Database (Denmark)

Kato, Takao; Miyajima, Hideaki; Owan, Hideo

studies, we focus on the effects of changes in varying attributes of existing ESO—the effects on the intensive margin. Our fixed effect estimates show that an increase in the strength of the existing ESO plans measured by stake per employee results in statistically significant productivity gains....... Furthermore, such productivity gains are found to lead to profitability gains since wage gains from ESO plans are statistically significant yet rather modest. Our analysis of Tobin's Q suggests that the market tends to view such gains from ESO plans as permanent. We further find that increasing the stake......This paper provides novel evidence on the effects of employee stock ownership (ESO), using new panel data on Japanese ESO plans for a highly representative sample of publicly-traded firms in Japan (covering more than 75% of all firms listed on Tokyo Stock Exchange) over 1989-2013. Unlike most prior...

Whistleblowing and the bioethicist's public obligations.

Science.gov (United States)

MacDougall, D Robert

2014-10-01

Bioethicists are sometimes thought to have heightened obligations by virtue of the fact that their professional role addresses ethics or morals. For this reason it has been argued that bioethicists ought to "whistleblow"--that is, publicly expose the wrongful or potentially harmful activities of their employer--more often than do other kinds of employees. This article argues that bioethicists do indeed have a heightened obligation to whistleblow, but not because bioethicists have heightened moral obligations in general. Rather, the special duties of bioethicists to act as whistleblowers are best understood by examining the nature of the ethical dilemma typically encountered by private employees and showing why bioethicists do not encounter this dilemma in the same way. Whistleblowing is usually understood as a moral dilemma involving conflicting duties to two parties: the public and a private employer. However, this article argues that this way of understanding whistleblowing has the implication that professions whose members identify their employer as the public-such as government employees or public servants--cannot consider whistleblowing a moral dilemma, because obligations are ultimately owed to only one party: the public. The article contends that bioethicists--even when privately employed--are similar to government employees in the sense that they do not have obligations to defer to the judgments of those with private interests. Consequently, bioethicists may be considered to have a special duty to whistleblow, although for different reasons than those usually cited.

Agency relations and managed performance in public universities in Uganda

Directory of Open Access Journals (Sweden)

James R.K. Kagaari

2013-01-01

Full Text Available Orientation: This article focused on the need for improved employer-employee relationships in order for public universities in Uganda to achieve their intended objectives.Research purpose: The purpose of this article was to review the need for appropriate employer-employee relationships that will ensure quality services and service delivery in public universities in Uganda.Motivation for the study: The researchers set out to examine why managers of public universities in Uganda were continuously paying less attention to the needs of the employees.Research design, approach and method: A descriptive research design was employed and 12 respondents, purposively selected from 4 public universities, were interviewed. Data were recorded, transcribed and analysed using Nvivo software. This article is based on the perspective of agency theory, and discussed the contractual relationship between management and employees. The agency theory was deemed necessary because of its contribution to organisational literature.Main findings: There is a need to create and nurture a collegial working climate that promotes quality interactions through information sharing. This results in creating and retaining motivated and committed employees, and also helps to overcome the paradox of balancing the high demand for university education whilst offering quality services.Practical/managerial implications: Managers have to continuously monitor and accommodate employee needs and demands.Contribution/value-add: The potential value of the paper is its function as a guide for public universities to have visionary managers that will introduce new approaches to managing public universities in a competitive global environment.

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

Science.gov (United States)

Hoxsey, Dann

2010-01-01

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

Incentive Measures for Navy Working Capital Fund Civilian Employees at Naval Air Warfare Center, Aircraft Division, Patuxent River, Maryland

National Research Council Canada - National Science Library

Ross, Clifton

1998-01-01

...: individual, group, and organizational. Given that public employees may be motivated differently from private sector employees, this thesis recommended conducting a survey of the NAWCAD employees to determine motivation factors and then implementing a group incentive system on a trial basis in test work centers.

Creative benefits from well-connected leaders: leader social network ties as facilitators of employee radical creativity.

Science.gov (United States)

Venkataramani, Vijaya; Richter, Andreas W; Clarke, Ronald

2014-09-01

Employee radical creativity critically depends on substantive informational resources from others across the wider organization. We propose that the social network ties of employees' immediate leaders assume a central role in garnering these resources, thereby fostering their employees' radical creativity both independent of and interactively with employees' own network ties. Drawing on data from 214 employees working in 30 teams of a public technology and environmental services organization, we find that team leaders' betweenness centrality in the idea network within their teams as well as among their peer leaders provides creative benefits beyond employees' own internal and external ties. Further, employees' and leaders' ties within and external to the team interactively predict employee radical creativity. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

75 FR 73166 - Publication of the Tier 2 Tax Rates

Science.gov (United States)

2010-11-29

... DEPARTMENT OF THE TREASURY Internal Revenue Service Publication of the Tier 2 Tax Rates AGENCY: Internal Revenue Service, Treasury. ACTION: Notice. SUMMARY: Publication of the tier 2 tax rates for...). Tier 2 taxes on railroad employees, employers, and employee representatives are one source of funding...

Hanford Laboratories Operation monthly activities report, October 1960

Energy Technology Data Exchange (ETDEWEB)

1960-11-15

This is the monthly report for the Hanford Laboratories Operation, October 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, July 1959

Energy Technology Data Exchange (ETDEWEB)

1959-08-15

This is the monthly report for the Hanford Laboratories Operation, July, 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, March 1961

Energy Technology Data Exchange (ETDEWEB)

1961-04-15

This is the monthly report for the Hanford Laboratories Operation, April 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, February 1960

Energy Technology Data Exchange (ETDEWEB)

1960-03-15

This is the monthly report for the Hanford Laboratories Operation, February, 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, September 1960

Energy Technology Data Exchange (ETDEWEB)

1960-10-15

This is the monthly report for the Hanford Laboratories Operation, October, 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, May 1957

Energy Technology Data Exchange (ETDEWEB)

1957-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1959

Energy Technology Data Exchange (ETDEWEB)

1959-12-15

This is the monthly report for the Hanford Laboratories Operation, November 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, March 1957

Energy Technology Data Exchange (ETDEWEB)

Albaugh, E.W.

1957-04-15

This is the monthly report of the Hanford Laboratories Operation, March, 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, February 1961

Energy Technology Data Exchange (ETDEWEB)

1961-03-15

This is the monthly report for the Hanford Laboratories Operation, February 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, September 1959

Energy Technology Data Exchange (ETDEWEB)

1959-10-15

This is the monthly report for the Hanford Laboratories Operation, October 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, June 1957

Energy Technology Data Exchange (ETDEWEB)

1957-07-15

This is the monthly report for the Hanford Laboratories Operation, July 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, July 1961

Energy Technology Data Exchange (ETDEWEB)

1961-08-15

This is the monthly report for the Hanford Laboratories Operation, July 1969. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, January 1961

Energy Technology Data Exchange (ETDEWEB)

1961-02-15

This is the monthly report for the Hanford Laboratories Operation, January 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, December 1962

Energy Technology Data Exchange (ETDEWEB)

1963-01-15

This is the monthly report for the Hanford Laboratories Operation, December 1962. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, April 1961

Energy Technology Data Exchange (ETDEWEB)

1961-05-15

This is the monthly report for the Hanford Laboratories Operation, April 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, December 1959

Energy Technology Data Exchange (ETDEWEB)

1960-01-15

This is the monthly report for the Hanford Laboratories Operation, January 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1960

Energy Technology Data Exchange (ETDEWEB)

Sale, W.

1960-12-15

This is the monthly report for the Hanford Laboratories Operation, November 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1962

Energy Technology Data Exchange (ETDEWEB)

1962-12-14

This is the monthly report for the Hanford Laboratories Operation, November 1962. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

The social dynamics of employees in Russia

Directory of Open Access Journals (Sweden)

Z T Golenkova

2015-12-01

Full Text Available The article describes the specific features of the socio-structural processes that take place in the Russian economy over the past decades, determine the dynamics of interaction between social groups, and change the criteria of social inequality and differentiation. The authors believe that the transformation of property relations in the Russian society led to a sharp polarization in income and changed the structure of employment. In the first part of the article, the authors analyze the employment by economic sectors, identify general characteristics of the labor market at different levels (macro- and micro-levels in the field of socio-economic and socio-labor relations. In the second part of the article, the authors on the basis of their own empirical studies estimate the positions of employees working in both the public and private sectors, but focus on the private sector employees as a new social class. The authors describe how a class of employees is forming in Russia; indicate the general characteristics of this community, as well as the factors that determine the social differences within it, and the nature of these differences, which depend on the sector of employment, employee professional and educational level, his age, and job position.

Are Leaders born or made? Leadership Training Effects on Employee Perceptions of Leadership

DEFF Research Database (Denmark)

Andersen, Lotte Bøgh; Bøllingtoft, Anne; Jacobsen, Christian Bøtcher

Scholars have discussed for many years whether leaders are born or made. A key question is whether leadership training can push leaders to a more active leadership behavior - also in the eyes of their employees. This article presents the results of a large-scale field experiment where public...... and private leaders were randomly assigned to a control group or one of three leadership training modules aimed at affecting employee-perceived transformational and/or transactional leadership. The participating leaders are from different Danish organizations: Tax agencies, primary and secondary schools......, daycare centers, and banks. All participating leaders and employees were surveyed before and after the training programs, providing us with panel data from 4,782 employees from 474 organizations. We find that the three leadership training programs significantly affected the level of employee...

PUBLIC SECTOR OF CANADA: RATING RESEARCH OF LABOUR

Directory of Open Access Journals (Sweden)

Olesia Leontiivna TOTSKA

2013-12-01

Full Text Available n this article an author conducted the analysis of labour in the public sector of Canada after such nine subgroups of establishments: 1 federal general government; 2 provincial and territorial general government; 3 health and social service institutions (provincial and territorial; 4 universities, colleges, vocational and trade institutes (provincial and territorial; 5 local general government; 6 local school boards; 7 federal government business enterprises; 8 provincial and territorial government business enterprises; 9 local government business enterprises. On the basis of statistical information about these sub-groups for 2007-2011 from a web-site «Statistics Canada» the maximal and minimum values of such three indexes are found: amount of employees, general annual sums of wages and annual sums of wages per employee. Rating for nine sub-groups of establishments of public sector of Canada on these indexes is certain. The got results testify, that during an analysable period most of the employees of public sector was concentrated in health and social service institutions, the least – in local government business enterprises. In 2007– 2011 a most general sum was earned also by the employees of health and social service institutions, the least – by the employees of local government business enterprises. At the same time in an analysable period among the state employees of Canada a most wage in a calculation on one person was got by the employees of federal general government, the least – by the employees of local general government.

36 CFR 1012.2 - What is the Presidio Trust's policy on granting requests for employee testimony or Presidio Trust...

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false What is the Presidio Trust's policy on granting requests for employee testimony or Presidio Trust records? 1012.2 Section 1012.2 Parks, Forests, and Public Property PRESIDIO TRUST LEGAL PROCESS: TESTIMONY BY EMPLOYEES AND PRODUCTION OF RECORDS General Information § 1012.2 What...

76 FR 71623 - Publication of the Tier 2 Tax Rates

Science.gov (United States)

2011-11-18

... DEPARTMENT OF THE TREASURY Internal Revenue Service Publication of the Tier 2 Tax Rates AGENCY: Internal Revenue Service (IRS), Treasury. ACTION: Notice. SUMMARY: Publication of the tier 2 tax rates for...). Tier 2 taxes on railroad employees, employers, and employee representatives are one source of funding...

78 FR 71039 - Publication of the Tier 2 Tax Rates

Science.gov (United States)

2013-11-27

... DEPARTMENT OF THE TREASURY Internal Revenue Service Publication of the Tier 2 Tax Rates AGENCY: Internal Revenue Service (IRS), Treasury. ACTION: Notice. SUMMARY: Publication of the tier 2 tax rates for...). Tier 2 taxes on railroad employees, employers, and employee representatives are one source of funding...

Software engineering laboratory series: Annotated bibliography of software engineering laboratory literature

Science.gov (United States)

Morusiewicz, Linda; Valett, Jon

1992-01-01

This document is an annotated bibliography of technical papers, documents, and memorandums produced by or related to the Software Engineering Laboratory. More than 100 publications are summarized. These publications cover many areas of software engineering and range from research reports to software documentation. This document has been updated and reorganized substantially since the original version (SEL-82-006, November 1982). All materials have been grouped into eight general subject areas for easy reference: (1) the Software Engineering Laboratory; (2) the Software Engineering Laboratory: Software Development Documents; (3) Software Tools; (4) Software Models; (5) Software Measurement; (6) Technology Evaluations; (7) Ada Technology; and (8) Data Collection. This document contains an index of these publications classified by individual author.

Socio demographic and clinical predictors of absenteeism A cross sectional study of urban industrial employees

OpenAIRE

Suhash Chakraborty; Anantha H. C. Subramanya

2013-01-01

Context: Public sector undertakings are facing a threat of privatization due to unsatisfactory performance putting pressure on management and in turn to employees. There is an increasing trend of absenteeism observed amongst employees citing job stress. Aim: To find an association between job stress and absenteeism in relation to socio-demographic and clinical profile. Materials and Methods: The study was conducted in an urban aeronautical industry with 68 employees who mentioned stress at wo...

The Benefits and Dangers of Outsourcing Employees in an Emerging Economy

Directory of Open Access Journals (Sweden)

Damaro Olusoji Arubayi

2012-12-01

Full Text Available This paper presents the findings of the benefits and dangers of outsourcing in an emerging economy using hr managers selected public and private sectors as case studies. The aim of the study was to determine the impact of outsourcing on the employees. The findings suggested that although it has positive outcomes in achievement of organizational goals, employees are weakened by the negative impact of outsourcing as it increases job insecurity, demotivation in the organization. The significance of the study was to highlight the impact of outsourcing on employees and its relation with management although there’s not much empirical evidence, this paper thus addresses this issue. It is hoped that this study would add to knowledge, create awareness, refine the existing practices in the organization and change the attitudes of employees for better performance and organizational success.

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

Directory of Open Access Journals (Sweden)

Susi A. Rahayu

2012-09-01

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

Legal and policy issues associated with monitoring employee E-mail

Energy Technology Data Exchange (ETDEWEB)

Segura, M.A.; Rither, A.C.

1997-01-01

This paper examines the legal issues involved with employer monitoring of employee e-mail. In addition to identifying pertinent legal issues, the paper provides guidelines that will help the Pacific Northwest National Laboratory (PNNL) establish a program for monitoring outgoing e-mail to insure compliance with company policies, particularly those regarding protection of trade secrets and proprietary information, and to comply with the Department of Energy`s (DOE) procedures for protecting Export Controlled Information (ECI). Electronic communication has allowed companies to enhance efficiency, responsiveness and effectiveness. E-mail allows employees to transmit all types of data to other individuals inside and outside of their companies. The ease with which information can be transmitted by e-mail has placed trade secrets, proprietary information, and other sensitive data at risk from inadvertent disclosure by employees. As employers attempt to protect their interests through measures such as monitoring e-mail, they may expose themselves to liability under federal and state laws for violating employee privacy. Business use of e-mail has proliferated so rapidly that the federal and state legal systems have not been able to adequately address the issues arising out of its use in the workplace.

Employee satisfaction and employee retention: catalysts to patient satisfaction.

Science.gov (United States)

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

2008-01-01

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

"The Work Must Go On": The Role of Employee and Managerial Communication in the Use of Work-Life Policies.

Science.gov (United States)

Ter Hoeven, Claartje L; Miller, Vernon D; Peper, Bram; den Dulk, Laura

2017-05-01

The Netherlands is characterized by extensive national work-life regulations relative to the United States. Yet, Dutch employees do not always take advantage of existing work-life policies. Individual and focus group interviews with employees and managers in three (public and private) Dutch organizations identified how employee and managerial communication contributed to acquired rules concerning work-life policies and the interpretation of allocative and authoritative resources for policy enactment. Analyses revealed differences in employees' and managers' resistance to policy, the binds and dilemmas experienced, and the coordination of agreements and actions to complete workloads. There are also differences between public and private contexts in the enactment of national and organizational policies, revealing how national (e.g., gender) and organizational (e.g., concertive control) mechanisms play out in employee and managerial communication that determine the use of work-life policies.

All those things together made me retire : Qualitative study on early retirement among Dutch employees

NARCIS (Netherlands)

Reeuwijk, K.G.; Wind, A. de; Westerman, M.J.; Ybema, J.F.; Beek, A.J. van der; Geuskens, G.A.

2013-01-01

Background: Due to the aging of the population and subsequent higher pressure on public finances, there is a need for employees in many European countries to extend their working lives. One way in which this can be achieved is by employees refraining from retiring early. Factors predicting early

'All those things together made me retire': qualitative study on early retirement among Dutch employees

NARCIS (Netherlands)

Reeuwijk, K.G.; de Wind, A.; Westerman, M.J.; Ybema, J.F.; van der Beek, A.J.; Geuskens, G.A.

2013-01-01

Background: Due to the aging of the population and subsequent higher pressure on public finances, there is a need for employees in many European countries to extend their working lives. One way in which this can be achieved is by employees refraining from retiring early. Factors predicting early

26 CFR 31.3121(b)(7)-2 - Service by employees who are not members of a public retirement system.

Science.gov (United States)

2010-04-01

... can change their contribution elections. In December, an employee elects not to contribute to the plan... determine FICA liability, no such liability exists with respect to the employee or employer for calendar... paragraph (d)(3)(iv) of this section. If this reasonable belief is correct, and the employee is a qualified...

The relationship between employee satisfaction and organisational performance: Evidence from a South African government department

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2013-07-01

Research purpose: The aim of this study was to analyse the relationship between employee satisfaction and organisational performance in a public sector organisation. Research design: A three-section survey questionnaire was used to collect data from a conveniently recruited sample of 272 members of a South African government department. Pearson’s correlation test as well as a regression analysis were employed to test the existence of a relationship between employee satisfaction and organisational performance. The mean score ranking technique was used to compare the impact of the individual employee satisfaction factors on organisational performance. Main findings: Positive correlations were observed between organisational performance and all five employee satisfaction factors, namely working conditions, ability utilisation, creativity, teamwork and autonomy. Amongst the five factors, teamwork had the greatest impact on organisational performance, followed by ability utilisation, creativity, autonomy, with working conditions exerting the least influence. Practical and/or managerial implications: Strategic interventions involving positive adjustments on the five employee satisfaction dimensions examined in this study may be initiated and applied to improve overall organisational performance in public organisations. Contributions and/or value add: The study endorses the notion that a satisfied workforce could be the key to enhanced organisational performance.

Using a digital story format: a contemporary approach to meeting the workforce needs of public health laboratories.

Science.gov (United States)

Walkner, Laurie; Fife, Dena; Bedet, Jennifer; DeMartino, Mary

2014-01-01

Public health laboratories are an integral partner in preparedness and emergency response. The Upper Midwest Preparedness and Emergency Response Learning Center (UMPERLC) and the State Hygienic Laboratory at the University of Iowa have a long history of working together to identify and meet the preparedness training needs of the laboratory workforce. The training, Anatomy of a Foodborne Outbreak, which uses a digital story format, provides an example of this partnership. The State Hygienic Laboratory expressed the need for training programs targeted at enhancing early detection and investigation of outbreaks. Clinical laboratory staff play a significant role in identifying patient samples that may represent the effects of foodborne illness. Given that foodborne illnesses are on the increase nationally, it is critical that laboratory staff be prepared to deal with these outbreaks. UMPERLC collaborated with State Hygienic Laboratory content experts in the design and development of a digital story, using a foodborne outbreak that focuses on testing to detect Shiga toxin-producing Escherichia coli. This narrative format was selected because seeing and hearing a story about the training content provide the learner with a deeper interaction and richer learning experience, allowing the learner to better see the bigger picture. Anatomy of a Foodborne Outbreak is available on UMPERLC's Learning Management System, Training Source (http://training-source.org). Evaluation data indicate positive learning experiences overall. The digital story format, which is a video that uses a blend of images, text, and audio narration, was an appropriate method for the content and learning outcomes of the Anatomy of a Foodborne Outbreak training. This format requires more active learning, which increases retention and transfer of knowledge. Training that is easily accessed and user-friendly is an important resource for laboratory staff. When reviewing the course completion data, the highest

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

OpenAIRE

Upma Goel

2014-01-01

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

Organizational culture and its relationship with hospital performance in public hospitals in China.

Science.gov (United States)

Zhou, Ping; Bundorf, Kate; Le Chang, Ji; Huang, Jin Xin; Xue, Di

2011-12-01

To measure perceptions of organizational culture among employees of public hospitals in China and to determine whether perceptions are associated with hospital performance. Hospital, employee, and patient surveys from 87 Chinese public hospitals conducted during 2009. Developed and administered a tool to assess organizational culture in Chinese public hospitals. Used factor analysis to create measures of organizational culture. Analyzed the relationships between employee type and perceptions of culture and between perceptions of culture and hospital performance using multivariate models. Employees perceived the culture of Chinese public hospitals as stronger in internal rules and regulations, and weaker in empowerment. Hospitals in which employees perceived that the culture emphasized cost control were more profitable and had higher rates of outpatient visits and bed days per physician per day but also had lower levels of patient satisfaction. Hospitals with cultures perceived as customer-focused had longer length of stay but lower patient satisfaction. Managers in Chinese public hospitals should consider whether the culture of their organization will enable them to respond effectively to their changing environment. © Health Research and Educational Trust.

Vaccination perceptions of school employees in a rural school district.

Science.gov (United States)

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

2014-08-20

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

Hanford Laboratories Operation monthly activities report, August 1959

Energy Technology Data Exchange (ETDEWEB)

1959-09-15

This is the monthly report for the Hanford Laboratories Operation, August, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, visits, biology operation, physics and instrumentation research, employee relations, and operations research and synthesis operation are discussed.

Scientific publications in laboratory medicine from mainland China, Hong Kong and Taiwan: A ten-year survey of the literature.

Science.gov (United States)

Liu, Ding-Hua; Cui, Wei; Yao, Yun-Tai; Jiang, Qi-Qi

2010-10-09

We investigated scientific publications in laboratory medicine originating from mainland China, Hong Kong and Taiwan over the past 10 years. The information about articles published in the included journals were determined by computer-searching on PubMed and data were extracted independently and analyzed in relation to the number of articles. From 2000 to 2009 there were 1166 articles published in laboratory medicine journals from the major Chinese regions (mainland China, Hong Kong and Taiwan). This exceeded Japan, Germany, the United Kingdom and France from 2005 onwards. Also, the number of articles from mainland China exceeded those from Hong Kong and Taiwan from 2004 onwards. The average impact factor (IF) from Hong Kong ranked the first, followed by mainland China, and then Taiwan. Clinica Chimica Acta seems to be the most popular laboratory medicine journal among Chinese authors. Over the past 10 years, Chinese authors have been more and more active in the field of laboratory medicine. Mainland China seems to have caught up to Hong Kong and Taiwan regarding publication of papers in this field. Copyright 2010 Elsevier B.V. All rights reserved.

Agency relations and managed performance in public universities in Uganda

Directory of Open Access Journals (Sweden)

James R.K. Kagaari

2013-01-01

Research purpose: The purpose of this article was to review the need for appropriate employer-employee relationships that will ensure quality services and service delivery in public universities in Uganda. Motivation for the study: The researchers set out to examine why managers of public universities in Uganda were continuously paying less attention to the needs of the employees. Research design, approach and method: A descriptive research design was employed and 12 respondents, purposively selected from 4 public universities, were interviewed. Data were recorded, transcribed and analysed using Nvivo software. This article is based on the perspective of agency theory, and discussed the contractual relationship between management and employees. The agency theory was deemed necessary because of its contribution to organisational literature. Main findings: There is a need to create and nurture a collegial working climate that promotes quality interactions through information sharing. This results in creating and retaining motivated and committed employees, and also helps to overcome the paradox of balancing the high demand for university education whilst offering quality services. Practical/managerial implications: Managers have to continuously monitor and accommodate employee needs and demands. Contribution/value-add: The potential value of the paper is its function as a guide for public universities to have visionary managers that will introduce new approaches to managing public universities in a competitive global environment.

Designing an Health Insurance Scheme for Government Employees in Bangladesh: A Concept Paper

OpenAIRE

Hamid, Syed Abdul

2014-01-01

Introducing compulsory health insurance for government employees bears immense importance for stepping towards universal healthcare coverage in Bangladesh. Lack of scientific study on designing such scheme, in the Bangladesh context, motivates this paper. The study aims at designing a comprehensive insurance package simultaneously covering health, life and accident related disability risks of the public employees, where the health component would extend to all dependent family members. ...

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

Science.gov (United States)

Collins, Sandra K

2007-01-01

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

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

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

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

78 FR 39959 - Production of FHFA Records, Information, and Employee Testimony in Third-Party Legal Proceedings

Science.gov (United States)

2013-07-03

... spending public time and money for private purposes. DATES: The effective date of this regulation is... agency employee's work schedule significantly, may involve the agency in issues unrelated to its... resources; (d) Production might assist or hinder employees in doing their work; (e) The records, information...

5 CFR 6801.106 - Prohibition on supervisory employees' seeking credit from institutions involved in work assignments.

Science.gov (United States)

2010-01-01

... Personnel BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR... dependent child; (2) A company or business if the employee or the employee's spouse or dependent child owns... conditions available to the public. (d) Waivers. The Board's Designated Agency Ethics Official, after...

Use of Opioid Medications for Employees in Critical Safety or Security Positions and Positions with Safety Sensitive Duties

Science.gov (United States)

2017-01-30

can cause harm) to the physical well-being of or jeopardize the security of the employee , co-workers, customers or the general public through a lapse...DEPARTMENT OF THE ARMY US ARMY PUBLIC HEALTH CENTER 5158 BLACKHAWK ROAD ABERDEEN PROVING GROUND MARYLAND 21010-5403 Directorate of Clinical... Employees in Critical Safety or Security Positions and Positions with Safety Sensitive Duties. 1. REFERENCES. A. Army Regulation 40-5, Preventive

Improved Specimen-Referral System and Increased Access to Quality Laboratory Services in Ethiopia: The Role of the Public-Private Partnership.

Science.gov (United States)

Kebede, Yenew; Fonjungo, Peter N; Tibesso, Gudeta; Shrivastava, Ritu; Nkengasong, John N; Kenyon, Thomas; Kebede, Amha; Gadde, Renuka; Ayana, Gonfa

2016-04-15

Nonstandardized specimen-transport logistics, lack of laboratory personnel to transport specimens, lack of standard specimen containers, and long turnaround time (TAT) hindered access to quality laboratory services. The objective of the Becton, Dickinson, and Company (BD)-US President's Emergency Plan for AIDS Relief (PEPFAR) Public-Private Partnership (PPP) was to support country-specific programs to develop integrated laboratory systems, services, and quality improvement strategies, with an emphasis on strengthening the specimen-referral system (SRS). In 2007, through the Centers for Disease Control and Prevention (CDC), the Ethiopian Public Health Institute (EPHI) joined with the BD-PEPFAR PPP to strengthen laboratory systems. A joint planning and assessment committee identified gaps in the SRS for prioritization and intervention and piloted the system in Addis Ababa and Amhara Region. The PPP established standardized, streamlined specimen logistics, using the Ethiopian Postal Service Enterprise to support a laboratory network in which 554 facilities referred specimens to 160 laboratories. The PPP supported procuring 400 standard specimen containers and the training of 586 laboratory personnel and 81 postal workers. The average TAT was reduced from 7 days (range, 2-14 days) to 2 days (range, 1-3 days) in Addis Ababa and from 10 days (range, 6-21 days) to 5 days (range, 2-6 days) in Amhara Region. This study highlights the feasibility and untapped potential of PPPs to strengthen laboratory systems. This planned and structured approach to improving specimen referral enhanced access to quality laboratory services. © The Author 2016. Published by Oxford University Press for the Infectious Diseases Society of America. All rights reserved. For permissions, e-mail journals.permissions@oup.com.

The OSHA hazardous chemical occupational exposure standard for laboratories.

Science.gov (United States)

Armbruster, D A

1991-01-01

OSHA's chemical occupational exposure standard for laboratories is an outgrowth of the previously issued Hazard Communication Standard. The standard relieves laboratories from complying with general industry standards but does require compliance with specific laboratory guidelines. The heart of the standard is the creation of a Chemical Hygiene Plan (CHP). The CHP addresses major issues such as safety equipment and procedures, work practices, training, the designation of a chemical hygiene officer, and the provision of medical consultation and examination for affected employees. This new standard, in full effect as of January 31, 1991, presents yet another regulatory challenge to laboratory managers but also ensures a safer environment for laboratory workers.

Computerization aspects of the Health Physics' Radiation Control Program at Argonne National Laboratory

International Nuclear Information System (INIS)

Dolecek, Elwyn H.

1978-01-01

Greater public awareness of the potential hazards of ionizing radiation and the more stringent governmental compliance programs have made accountability of radioactive materials an item of increasingly major concern for all radionuclide users. For low-volume (radioisotopically) organizations, manual record keeping techniques may suffice without requiring significant work-hour allocations. When considering high-volume users, the workload contingent with manual inventory is usually excessive from an employee time-allocation standpoint. Therefore, various automation systems are employed, usually with the aid of an in-house or time-purchase computer system. The computer programs developed for these systems often do not allow for future modification without major rewriting. Therefore, to facilitate in program concept, modification, and implementation the Health Physics Section at Argonne National Laboratory chose to design and code its computer program(s) and has instituted a Radiation Administrative Program (RAP) as a major component of the Section's laboratory-wide radiation control program. Coded in ANSI PL/I, RAP provides both flexibility in present concept and allowance for future growth. It requires less than 300K words of computer memory and can be easily incorporated at other organizations with minimal modifications. The modular design provides run cost benefits and versatility of report generation and modification. Through the use of this type of information processing and retrieval system, one can manipulate large amounts of radionuclide data, providing control and identification, while still maintaining commitment of computer costs and employee time at a reasonable level. (author)

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

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

Re-thinking employee recognition: understanding employee experiences of recognition

OpenAIRE

Smith, Charlotte

2013-01-01

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

Exploring Information Security Awareness Training to Reduce Unauthorized Disclosure of Information in Public Schools

Science.gov (United States)

Fleming, Antoine

2017-01-01

Advances in technological uses within public schools provide increased methods to collect and store non-public personal information (NPI) or personally identifiable information (PII) from both students and employees. Consequently, the sensitive information collected is susceptible to unauthorized disclosure, as various public school employees are…

Medical record automation at the Los Alamos Scientific Laboratory

International Nuclear Information System (INIS)

Hogle, G.O.; Grier, R.S.

1979-01-01

With the increase in population at the Los Alamos Scientific Laboratory and the growing concern over employee health, especially concerning the effects of the work environment, the Occupational Medicine Group decided to automate its medical record keeping system to meet these growing demands. With this computer system came not only the ability for long-term study of the work environment verses employee health, but other benefits such as more comprehensive records, increased legibility, reduced physician time, and better records management

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

Directory of Open Access Journals (Sweden)

M. M. C. De Silva

2014-10-01

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

78 FR 20497 - Political Activity-Federal Employees Residing in Designated Localities

Science.gov (United States)

2013-04-05

... with, the performance of the duties of the employee or create a conflict, or apparent conflict, of... capital of the United States, and the partisan nature of its elections for local public office. If this...

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

Science.gov (United States)

Gerstein, Lawrence; And Others

1993-01-01

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