Impact of external job mobility and occupational job mobility on earnings

Energy Technology Data Exchange (ETDEWEB)

Wong, C.; Cheng, M.Y.; Lau, T.C.

2016-07-01

Purpose: The purpose of the study is to examine the relationship between external job mobility and occupational job mobility on earnings among engineers in Malaysia. Design/methodology/approach: Using curricular vitae data from a job agency, this paper tracks job mobility through job histories and examine how it affects earnings. Findings: Results obtained from regression analysis indicate that higher external job mobility will contribute to higher earnings, but occupational mobility will have adverse effect on earnings. Research limitations/implications: Limitation of the study is that the results are extrapolated from a self-report dataset. Practical implications: Nonetheless, the results give important implications to the Malaysian job market on how firm-specific skills and occupational specific skills are rewarded among engineers who actively seek for alternative employment online, and a guide to job applicants in career planning. Originality/value: The findings has also revealed important variables to be included in explaining high skill labor earnings in the context of Malaysian engineers, it serves as an important reference for future in modeling earnings.

Impact of external job mobility and occupational job mobility on earnings

International Nuclear Information System (INIS)

Wong, C.; Cheng, M.Y.; Lau, T.C.

2016-01-01

Purpose: The purpose of the study is to examine the relationship between external job mobility and occupational job mobility on earnings among engineers in Malaysia. Design/methodology/approach: Using curricular vitae data from a job agency, this paper tracks job mobility through job histories and examine how it affects earnings. Findings: Results obtained from regression analysis indicate that higher external job mobility will contribute to higher earnings, but occupational mobility will have adverse effect on earnings. Research limitations/implications: Limitation of the study is that the results are extrapolated from a self-report dataset. Practical implications: Nonetheless, the results give important implications to the Malaysian job market on how firm-specific skills and occupational specific skills are rewarded among engineers who actively seek for alternative employment online, and a guide to job applicants in career planning. Originality/value: The findings has also revealed important variables to be included in explaining high skill labor earnings in the context of Malaysian engineers, it serves as an important reference for future in modeling earnings.

Integrated Job Scheduling and Network Routing

DEFF Research Database (Denmark)

Gamst, Mette; Pisinger, David

2013-01-01

We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number of resou...... indicate that the algorithm can be used as an actual scheduling algorithm in the Grid or as a tool for analyzing Grid performance when adding extra machines or jobs. © 2012 Wiley Periodicals, Inc.......We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number...... of resources which must be sent to the executing machine through a network with limited capacity. A job cannot start before all of its resources have arrived at the machine. The scheduling problem is formulated as a Mixed Integer Program (MIP) and proved to be NP-hard. An exact solution approach using Dantzig...

The Relationship between Managerial Satisfaction and Job Turnover Intention: The Mediating Role of Job Satisfaction

Directory of Open Access Journals (Sweden)

Rüveyda Öztürk Basol

2017-09-01

Full Text Available The growth of service sector in Turkey occurs faster than the other sectors and the number of shopping malls increases correspondingly. The rapid growth of the number of shopping malls has necessitated the measurement of the attitudes of the employees in this sector. This study demonstrated that the gender, marital status and age were not the significant variables on job satisfaction, managerial satisfaction and job turnover intention; however, education status and income status were found to be significant variables on job satisfaction and job turnover intention. In addition, job satisfaction fully mediated the relationship between managerial satisfaction and job turnover intention.

Association among Work-Related Musculoskeletal Disorders, Job Stress, and Job Attitude of Occupational Therapists.

Science.gov (United States)

Park, Jin-Hyuck; Park, Ji-Hyuk

2017-01-01

This study was conducted to investigate the associations among work-related musculoskeletal disorders (WMSDs), job stress, and job attitude of occupational therapists in South Korea. Self-reporting questionnaires were distributed to 150 occupational therapists. Of the 128 occupational therapists who responded, 110 (85.9%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the low back (26.8%), and the most reported number of body site affected by WMSDs was one (53.9%). As a result, there were significant differences in job stress and job attitude depending on the age, work experience, working hour, presence or absence of WMSDs, and number of site of pain. Factors influencing job attitude included job stress, the presence or absence of WMSDs and duration of pain. The results showed that the occurrence of WMSDs in occupational therapists was associated with increased job stress and negative job attitude.

What Students Can Learn from Steve Jobs. Footnotes. Volume 16, Number 08

Science.gov (United States)

Husick, Lawrence

2011-01-01

A few days ago, Steve Jobs, the rockstar founder and Chief Executive Officer of Apple, Inc. resigned from his job to become Chairman of the Board, instead. For more than ten years, Mr. Jobs has been paid one dollar a year to run what has become the most valuable company in the world. From his first partner, Steve Wozniak, to the small team of…

Is informality a good measure of job quality? Evidence from job satisfaction data

OpenAIRE

Pagés, Carmen; Madrigal, Lucía

2008-01-01

The formality status of a job is the most widely used indicator of job quality in developing countries. However, a number of studies argue that, at least for some workers, the informality status may be driven by choice rather than exclusion. This paper uses job satisfaction data from three low-income countries (Honduras, Guatemala and El Salvador) to assess whether informal jobs are less valued than formal jobs. The paper finds substantial differences in job satisfaction within different type...

Employment flexibility, job security and job satisfaction of knowledge workers in Poland

OpenAIRE

Wilzcynska, Aleksandra; Batorski, Dominik; Torrent Sellens, Joan

2014-01-01

A number of empirical studies have shown a positive influence of employment stability on job satisfaction. Employment stability, usually measured by a proxy, "type of contract”, may affect one's job satisfaction directly, as well as through an impact on other relative variables, such as job security, as a stable position seem to bring individuals a sense of security. The aim of the research is to investigate the relationships between job security, employment stability and job satisfaction of ...

The job self-efficacy and job involvement of clinical nursing teachers.

Science.gov (United States)

Yang, Hui-Ling; Kao, Yu-Hsiu; Huang, Yi-Ching

2006-09-01

This paper explored the present status of self-efficacy and job involvement of clinical nursing teachers and investigated the predictive power of teachers' personal background variables on such, as well as the relationship between self-efficacy and job involvement. A total of 419 participants in the survey sample were chosen among clinical nursing teachers at 19 public and private institutes of technology and junior colleges in Taiwan in 2004. The self-developed structural questionnaire was categorized into three sections, including personal background data, job self-efficacy related to the clinical teaching inventory and job involvement related to clinical teaching inventory. Of the total 419 questionnaires distributed for this cross-sectional survey, 266 valid copies were registered, at a recovery rate of 63%. Findings indicated that both the job self-efficacy and job involvement of clinical nursing teachers are at a medium to high level and that significant differences exist in job self-efficacy and job involvement based on differences in age, marital status, teaching seniority, teacher qualifications, and job satisfaction. Second, samples have significantly different performance in self-efficacy due to differences in education level attained and the medical institution to which nursing teachers had been assigned. Self-efficacy and job involvement are significantly positively correlated. These results can serve as a reference for the cultivation of nursing teachers and reform of clinical nursing education in the future.

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

Science.gov (United States)

Antón, Concha

2009-06-01

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

[Subjective job strain and job satisfaction among neurologists in German hospitals].

Science.gov (United States)

Bauer, J; Bendels, M H K; Groneberg, D A

2016-06-01

The number of sick leaves due to job strain is increasing. This study's scope is to examine working conditions of neurologists in hospitals in regard to job strain and job satisfaction. This study is part of the iCEPT-Study. The iCEPT-Study was conducted as a web based survey among physicians (n = 7090) in German hospitals. The focus was on working conditions regarding job strain. Job strain was measured by a questionnaire consisting of items and scales from the short version of the Effort-Reward-Imbalance (ERI) questionnaire and the short questionnaire for working analysis (KFZA). By calculation ratios of distinct scales according to validated stress models a conclusion could be drawn as to whether or not job strain was present. The total number of n = 354 neurologists were analyzed. The response rate was at 18.2 %. Job strain was encountered by 52.0 % (95 %-KI: 46.7|57.2) of all neurologists and no significant gender difference was present. However, resident neurologists were significantly more often exposed to job strain than attending neurologists (OR = 2.9; 95 %-KI: 1.6-4.7; p job satisfaction, 59.6 % (95 %-KI: 54.5-64.7) of all respondents stated to be satisfied with their job. Significantly more men were satisfied than women (OR = 1.5; 95 %-KI: 1.0-2.4; p job than residents (OR = 2.9; 95 %-KI: 1.7-4.8; p job strain among neurologists in German hospitals. Keeping the negative implications of mental and physical health in mind, the working conditions of neurologists must be improved. As shown in this study, a possible way to do so is to increase job control in order to decrease a major stressor at work.

Job Sharing for the 80's.

Science.gov (United States)

Notowitz, Carol

1982-01-01

Discusses the advantages and disadvantages of job-sharing as an alternative to part-time employment in libraries and describes a job-sharing experiment at the Parson Branch of the Public Library of Columbus and Franklin County. Six references are included. (CHC)

Job losses and accumulated number of broken partnerships increase risk of premature mortality in Danish men born in 1953

DEFF Research Database (Denmark)

Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

2009-01-01

OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS: The adj......OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS......: The adjusted hazard rates for premature mortality was 1.44 (95% CI = 1.15 to 1.80) for individuals with one job loss, 1.55 (1.13 to 2.13) for individuals with one broken partnership, and 2.15 (95% CI = 1.49 to 3.10) for individuals with two or more broken partnerships. CONCLUSIONS: Experience of at least one...... job loss increased the risk of premature mortality. The risk of premature mortality increased with the number of broken partnerships. There was no statistical interaction between job losses and broken partnerships....

Job satisfaction and employee’s unionization decision: the mediating effect of perceived union instrumentality

Energy Technology Data Exchange (ETDEWEB)

Shan, H.; Hu, E.; Zhi, L.; Zhang, L.; Zhang, M.

2016-07-01

Purpose: Given the current lack of literature in the background of China labor force, this study aims to investigate the relationships among job satisfaction, perceived union instrumentality, and unionization from a reference-frame-based perspective and explore the referred relationships in the context of Chinese labor market. Design/methodology/approach: The study introduces perceived union instrumentality as a mediator to the relationship between job satisfaction and unionization. The applicability of western theories was tested in the Chinese context by a questionnaire survey on 390 employees who were working in private sectors of Jiangsu Province in China. Four hypothesis were proposed and tested by data analysis to verify the model. Findings: The study found that most aspects of job satisfaction were negatively correlated with unionization and perceived union instrumentality, while perceived union instrumentality had a positive relationship with unionization. Perceived union instrumentality was also found to have a mediating effect on the relationship between job satisfaction and unionization. Originality/value: The paper adapted and tested a number of western industrial relation theories in the backdrop of China, contributing to the gap in Chinese-context research by examining the relationships between job satisfaction, unionization and union instrumentality of Chinese employees. It pays a regular contribution to labor union studies both inside and outside China. (Author)

Self-regulation during job search: the opposing effects of employment self-efficacy and job search behavior self-efficacy.

Science.gov (United States)

Liu, Songqi; Wang, Mo; Liao, Hui; Shi, Junqi

2014-11-01

Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

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

OpenAIRE

Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy

2017-01-01

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

ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A REVIEW

Directory of Open Access Journals (Sweden)

DIMITRIOS BELIAS

2014-04-01

Full Text Available The purpose of the present study is to provide a critical review of the relation between organizational culture and the levels of job satisfaction experienced by employees. Organizational culture refers to a series of attitudes and behaviors adopted by employees of a certain organization, which affect its function and total well-being. Job satisfaction refers to the employees’ perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to their perceptions of their working environment, relations with colleagues, institution aims and strategies and success criteria. In addition, the employees’ preference of organizational culture is likely to be affected by demographic characteristics, especially gender. It can be supported, therefore, that measuring and analyzing an institution’s organizational culture in combination with its employees’ demographic and individual characteristics may lead to valuable conclusions, so that job satisfaction is promoted.

Defense Acquisition Research Journal. Volume 18, Number 4, Issue 60, October 2011

Science.gov (United States)

2011-10-01

number form of citation ) as outlined in the Publication Manual of the American Psychological Association (6th Edition). For all other style questions...please refer to the Chicago Manual of Style (15th Edition). Contributors are encouraged to seek the advice of a reference librarian in completing...From Workforce to Warfighter Diagnosing Key Drivers of Job Impact and Business Results Attributable to Training at the Defense Acquisition

Teacher's sleep quality: linked to social job characteristics?

Science.gov (United States)

Kottwitz, Maria U; Gerhardt, Christin; Pereira, Diana; Iseli, Lionel; Elfering, Achim

2018-02-07

Besides dealing with high workload, being a teacher is challenging with respect to the social context. There is increasing evidence that adverse social job characteristics challenge sleep quality. The current study tests whether restraint sleep quality (defined as worse sleep quality before than during vacation) is related to time-related job stressors, job resources, and social job characteristics. Forty-eight elementary school teachers (42% women) participated both during the last week before and the first week after vacation. Before vacation, teachers were asked for demographics and working conditions with reference to the last 30 d, and sleep quality with reference to the last 7 d. After vacation sleep quality during vacation was assessed and used as reference for working time sleep quality. Results showed mean levels of sleep quality increased during vacation. In teachers with restrained working time sleep quality (38%), experiences of failure at work, social exclusion, and emotional dissonance were more frequent than in teachers with unrestrained working time sleep quality (Psquality in teachers.

Risk horoscopes: Predicting the number and type of serious occupational accidents in The Netherlands for sectors and jobs

International Nuclear Information System (INIS)

Bellamy, Linda J.; Damen, Martin; Jan Manuel, Henk; Aneziris, Olga N.; Papazoglou, Ioannis A.; Oh, Joy I.H.

2015-01-01

The risk of a serious occupational accident per hour exposure was calculated in a project to develop an occupational risk model in the Netherlands (WebORCA). To obtain risk rates, the numbers of victims of serious occupational accidents investigated by the Dutch Labour inspectorate 1998–Feb 2004 were divided by the number of hours exposure for each of 64 different types of hazards, such as contact with moving parts of machines and falls from various types of height. The exposures to the occupational accident hazards were calculated from a survey of a panel of 30,000 from the Dutch working population. Sixty risk rates were then used to predict serious accidents for activity sectors and jobs in the Netherlands where exposures to the hazards for sectors or jobs could be estimated from the survey. Such predictions have been called “horoscopes” because the idea is to provide a quick look-up of predicted accidents for a particular sector or job. Predictions compared favourably with actual data. It is concluded that predictive data can help provide information about accidents in cases where there is a lack of data, such as for smaller sub groups of the working population. - Highlights: • Dutch occupational accident risk rates and yearly exposures for 60 hazards are given. • Risks rates are based on the 1% most serious accidents 1998–Feb 2004. • Risk rates are used to predict serious accident risks in jobs and sectors. • Predictions (“risk horoscopes”) give a good match with actual accidents. • Risk horoscopes can help worker groups identify most important accident risks

Transplant surgery fellow perceptions about training and the ensuing job market-are the right number of surgeons being trained?

Science.gov (United States)

Reich, D J; Magee, J C; Gifford, K; Merion, R M; Roberts, J P; Klintmalm, G B G; Stock, P G

2011-02-01

The American Society of Transplant Surgeons (ASTS) sought whether the right number of abdominal organ transplant surgeons are being trained in the United States. Data regarding fellowship training and the ensuing job market were obtained by surveying program directors and fellowship graduates from 2003 to 2005. Sixty-four ASTS-approved programs were surveyed, representing 139 fellowship positions in kidney, pancreas and/or liver transplantation. One-quarter of programs did not fill their positions. Forty-five fellows graduated annually. Most were male (86%), aged 31-35 years (57%), married (75%) and parents (62%). Upon graduation, 12% did not find transplant jobs (including 8% of Americans/Canadians), 14% did not get jobs for transplanting their preferred organ(s), 11% wished they focused more on transplantation and 27% changed jobs early. Half fellows were international medical graduates; 45% found US/Canadian transplant jobs, particularly 73% with US/Canadian residency training. Fellows reported adequate exposure to training volume, candidate selection, pre/postoperative care and organ procurement, but not to donor management/selection, outpatient care and core didactics. One-sixth noted insufficient 'mentoring/preparation for a transplantation career'. Currently, there seem to be enough trainees to fill entry-level positions. One-third program directors believe that there are too many trainees, given the current and foreseeable job market. ASTS is assessing the total workforce of transplant surgeons and evolving manpower needs. ©2011 The Authors Journal compilation©2011 The American Society of Transplantation and the American Society of Transplant Surgeons.

Selection of Suitable Endogenous Reference Genes for Relative Copy Number Detection in Sugarcane

Directory of Open Access Journals (Sweden)

Bantong Xue

2014-05-01

Full Text Available Transgene copy number has a great impact on the expression level and stability of exogenous gene in transgenic plants. Proper selection of endogenous reference genes is necessary for detection of genetic components in genetically modification (GM crops by quantitative real-time PCR (qPCR or by qualitative PCR approach, especially in sugarcane with polyploid and aneuploid genomic structure. qPCR technique has been widely accepted as an accurate, time-saving method on determination of copy numbers in transgenic plants and on detection of genetically modified plants to meet the regulatory and legislative requirement. In this study, to find a suitable endogenous reference gene and its real-time PCR assay for sugarcane (Saccharum spp. hybrids DNA content quantification, we evaluated a set of potential “single copy” genes including P4H, APRT, ENOL, CYC, TST and PRR, through qualitative PCR and absolute quantitative PCR. Based on copy number comparisons among different sugarcane genotypes, including five S. officinarum, one S. spontaneum and two S. spp. hybrids, these endogenous genes fell into three groups: ENOL-3—high copy number group, TST-1 and PRR-1—medium copy number group, P4H-1, APRT-2 and CYC-2—low copy number group. Among these tested genes, P4H, APRT and CYC were the most stable, while ENOL and TST were the least stable across different sugarcane genotypes. Therefore, three primer pairs of P4H-3, APRT-2 and CYC-2 were then selected as the suitable reference gene primer pairs for sugarcane. The test of multi-target reference genes revealed that the APRT gene was a specific amplicon, suggesting this gene is the most suitable to be used as an endogenous reference target for sugarcane DNA content quantification. These results should be helpful for establishing accurate and reliable qualitative and quantitative PCR analysis of GM sugarcane.

Job-sharing: an innovative approach for administration.

Science.gov (United States)

Foster, D; Wilcox, C; Gibson, H

1992-01-01

A job-sharing arrangement for the Assistant Directors of Physiotherapy at the Royal Jubilee Hospital proved to be an innovative and successful experience demonstrating the feasibility of job-sharing at administrative levels in rehabilitation. Physiotherapy is traditionally a female dominated profession. By the time therapists are most highly skilled and clinically experienced, they have arrived at prime marriage and child-bearing years. Many valuable members are lost to the profession each year as therapists leave the work force to take care of their families, continue their education and participate in recreational activities. Alternative employment opportunities are needed to retain and return therapists to the work force. Convenience of work time is often important. Financial expectations may become a secondary consideration. A search of the literature revealed that while job-sharing has much to recommend it, it is not yet generally accepted in most health professional situations. A few anecdotal references described job-sharing in nursing. An industry-wide literature search revealed few references to the application of job-sharing at administrative levels.

75 FR 53689 - Creation of the Fiscal Year (FY) 2011 “Environmental Workforce Development and Job Training...

Science.gov (United States)

2010-09-01

... Workforce Development and Job Training Grants Program,'' Formerly Referred to as the ``Brownfields Job... collaborate on workforce development and job training with other programs within OSWER to develop a job... ``Brownfields Job Training Grants Program'' was expanded and will now be referred to as the ``Environmental...

The Multivariate Nature of Professional Job Satisfaction.

Science.gov (United States)

Wood, Donald A.; LeBold, William K.

Discussed are two theories of professional job satisfaction--(1) unidimensional and (2) multidimensional with special reference to Herzberg's two factor theory. A national sample of over 3,000 engineering graduates responded to a questionnaire and satisfaction index. Analysis of results revealed that job satisfaction is multidimensional. Job…

Job profile research for the purchasing profession

NARCIS (Netherlands)

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

2005-01-01

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

Job sharing. Part 1.

Science.gov (United States)

Anderson, K; Forbes, R

1989-01-01

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

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

Science.gov (United States)

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

2015-01-01

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

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

Directory of Open Access Journals (Sweden)

Abdul Kadar Muhammad Masum

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

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

Science.gov (United States)

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

2015-01-01

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

The Relationship Between Job-Related Burnout and Job Satisfaction in Personal Selling

Directory of Open Access Journals (Sweden)

Dragan Benazić

2013-07-01

Full Text Available Job burnout is a multidimensional construct that has been linked to a number of negative consequences among which decreased job satisfaction plays an important role. Burnout frequently occurs in client-centered professions, such as the sales profession. There is little research focused on this issue in the sales field, especially outside the USA. The main aim of this paper is to investigate the influence of three burnout components of job satisfaction among salespeople. Present research suggests that emotional exhaustion and personal non-accomplishment negatively influence job satisfaction among salespeople, whereas depersonalization does not.

An evaluation of high-dose jobs for ALARA improvement

International Nuclear Information System (INIS)

Mun, J. H.; Kim, H. S.

1997-01-01

It is well known that about 70 percent of occupational dose have incurred from maintenance jobs at outage period. To reduce occupational dose, first, the high-dose jobs at the outage period should be identified and evaluated. For this, the database program is used, which contains the ORE data of reference plants, Kori Units 3 and 4. As a result, it is found that the jobs related to steam generator are the highest dose jobs in terms of collective ORE dose. From the analysis of the job procedures of those jobs, the ALARA improvements are also derived

Interactive Effect of Motivation, Job Satisfaction, and Job Performance Causal Circular Studies on Sharia Financial Institutions

OpenAIRE

Sinaulan; Noor; wildan

2017-01-01

Research aims to confirm and test the interactive effect of motivation, job satisfaction, and job performance. This study applied to employees of Sharia Financial Institutions in Jakarta. The number of respondents is 70 employees with randomly selected samples stratified. Research analysis data using multiple indicators within analyzed using structural equation model. The results showed that there was a positive interactive effect motivation on job performance and job performance on motivatio...

Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.

Science.gov (United States)

Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H

2011-09-01

To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.

A Novel Framework Based on the Improved Job Demands-Resources (JD-R) Model to Understand the Impact of Job Characteristics on Job Burnout from the View of Emotion Regulation Theory.

Science.gov (United States)

Yang, Naiding; Lu, Jintao; Ye, Jinfu

2018-03-01

It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", "Emotion regulation", "Personality traits", and "Psychological stress", in this study, an improved mine rescue workers-oriented job demands-resources (JD-R) model was put forward. Then, a novel analysis framework, to explore the impact of job characteristics on job burnout from the view of emotion regulation theory, was proposed combining the personality trait theory. This study argues that job burnout is influenced by job demands through expressive suppression and by job resources through cognitive reappraisal respectively. Further more, job demands and job resources have the opposite effects on job burnout through the "loss-path" caused by job pressure and the "gain-path" arised from job motivation, respectively. Extrovert personality traits can affect the way the individual processes the information of work environment and then how individual further adopts emotion regulation strategies, finally resulting in indirectly affecting the influence path of mine rescue workers' job characteristics on job burnout. This present study can help managers to realize the importance of employees' psychological stress and job burnout problems. The obtained conclusions provide significant decision-making references for managers in intervening job burnout, managing emotional stress and mental health of employees.

Staffing and job satisfaction: nurses and nursing assistants.

Science.gov (United States)

Kalisch, Beatrice; Lee, Kyung Hee

2014-05-01

The aim of this study was to examine the relationship between staffing and job satisfaction of registered nurses (RNs) and nursing assistants (NAs). Although a number of previous studies have demonstrated the link between the numbers of patients cared for on the last shift and/or perceptions of staffing adequacy, we could find only one study that utilized a measure of actual staffing (opposed to perceptions of staffing adequacy) and correlated it with job satisfaction of registered nurses. This cross-sectional study included 3523 RNs and 1012 NAs in 131 patient care units. Staff were surveyed to determine job satisfaction and demographic variables. In addition, actual staffing data were collected from each of the study units. Hours per patient day was a significant positive predictor for registered nurse job satisfaction after controlling for covariates. For NAs, a lower skill mix was marginally significant with higher job satisfaction. In addition, the more work experience the NAs reported, the lower their job satisfaction. Adequate staffing levels are essential for RN job satisfaction whereas NA job satisfaction depends on the number of assistive personnel in the mix of nursing staff. Two implications are (1) providing adequate staffing is critical to maintain RN job satisfaction and (2) the NA job needs to be re-engineered to make it a more attractive and satisfying career. © 2012 John Wiley & Sons Ltd.

How was it for you? What factors influence job satisfaction for band 5 and 6 therapeutic radiographers

International Nuclear Information System (INIS)

Hutton, Daniel; Eddy, Angie

2013-01-01

Effective recruitment, retention and development of the existing workforce will become increasingly important as cancer incidence increases, patient numbers increase, and challenging targets are set to deliver world class radiotherapy in the UK. This study aimed to explore the experiences of therapy radiographers working at band five and six with specific reference to job satisfaction. The key objectives were: 1.To explore and understand the experiences of Therapeutic Radiographers from graduation to their first senior/supervisory position. 2.To identify the factors that influence perceptions of job satisfaction. 3.To suggest supportive strategies which could lead to increased job satisfaction? Method: A qualitative case study approach using focus groups was adopted to explore the professional experience of therapeutic radiographers in two large departments. Thematic analysis was used to identify categories and themes, which informed the development of a framework that identified factors that influence job satisfaction. Results and discussion: The participants identified diverse but interlinking facets that influence job satisfaction. The core theme was continuous professional development and subthemes were; organisation issues, transition into role, workload and teamwork. Job satisfaction appears to be multifaceted and is dependent on the individual, context of work and the working environment. Conclusion: Significant factors which impact on job satisfaction for band 5–6 therapy radiographers have been identified. It would appear that these could be positively influenced by managers and organisations. Further insight into the professional experiences of therapeutic radiographers is needed with specific reference to preceptorship/mentoring, staff appraisals and career aspirations/expectations. This insight would be valuable to inform future retention and development strategies

THE RELATIONSHIPBETWEEN NEUROTICISM AND JOB SATISFACTION

Directory of Open Access Journals (Sweden)

Numanovic Almedina

2013-12-01

Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material andMethod: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfactions, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

Evidence of Validity of the Job Crafting Behaviors Scale

Directory of Open Access Journals (Sweden)

Renata Silva de Carvalho Chinelato

2015-12-01

Full Text Available AbstractJob crafting behavior refers to the changes made by workers in their job context for adjusting their activities to their preferences. We sought to adapt and collect validity evidences of the Job Crafting Behaviors Scale for the Brazilian context, in a sample of 491 workers, with a mean age of 26.7 years. Factor analysis revealed that the final instrument consisted of three dimensions (increasing structural job resources, increasing social job resources, increasing challenging job demands, which showed good internal consistency indexes. These dimensions showed low or moderate correlations with work engagement, positive psychological capital, positive job affect, and in-role performance. The scale showed evidence of validity, the use of which is recommended for future research on the changes that people make in their jobs.

Capacity factors and solar job creation

International Nuclear Information System (INIS)

Croucher, Matt

2011-01-01

We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: → Solar generation is labor intensive. → Jobs per gigawatt hour statistics are often mis-leading. → The lower the capacity factor the higher the jobs per gigawatt. → Reliance on job creation statistics may lead to inefficient deployment.

Capacity factors and solar job creation

Energy Technology Data Exchange (ETDEWEB)

Croucher, Matt, E-mail: matthew.croucher@asu.edu [Department of Economics, L. William Seidman Research Institute, W.P. Carey School of Business, Arizona State University, P.O. Box 873806, Tempe, AZ 85287 (United States)

2011-11-15

We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: > Solar generation is labor intensive. > Jobs per gigawatt hour statistics are often mis-leading. > The lower the capacity factor the higher the jobs per gigawatt. > Reliance on job creation statistics may lead to inefficient deployment.

The Relationship between Managerial Satisfaction and Job Turnover Intention: The Mediating Role of Job Satisfaction

OpenAIRE

Rüveyda Öztürk Basol; Harun Demirkaya

2017-01-01

The growth of service sector in Turkey occurs faster than the other sectors and the number of shopping malls increases correspondingly. The rapid growth of the number of shopping malls has necessitated the measurement of the attitudes of the employees in this sector. This study demonstrated that the gender, marital status and age were not the significant variables on job satisfaction, managerial satisfaction and job turnover intention; however, education status and income...

International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob Roland

This paper studies the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1992-2001. Estimation of a single risk duration model, where no distinction is made between different types of transitions out of the job, shows...... that outsourcing has a clear significant positive effect on the job separation rate, but the effect corresponds to a limited number of lost jobs. A competing risks duration model that distinguishes between job-to-job and job-to-unemployment transitions is also estimated. Outsourcing is found to increase...... the unemployment risk of workers and in particular low-skilled workers, but again the quantitative impact is not dramatic. Outsourcing also increases the job change hazard rate and mostly so for high-skilled workers...

Developing job-related preplacement medical examinations.

Science.gov (United States)

Hogan, J C; Bernacki, E J

1981-07-01

Federal regulations prohibiting discrimination in hiring require that employment selection procedures to evaluate applicants be based on job-related criteria. The preplacement physical examination used in employment, particularly in the placement of handicapped persons, must also be conducted in a job-related manner. This paper discusses the development and use of the physical examination in selecting and placing applicants for jobs in the workplace with special reference to handicapped persons and disabled veterans. It presents and justifies a method of performing these examinations in a manner consistent with humanistic and business goals as well as the goals of federal regulatory agencies prohibiting employment discrimination.

Mechanism of Action for Obtaining Job Offers With Virtual Reality Job Interview Training.

Science.gov (United States)

Smith, Matthew J; Smith, Justin D; Fleming, Michael F; Jordan, Neil; Brown, C Hendricks; Humm, Laura; Olsen, Dale; Bell, Morris D

2017-07-01

Four randomized controlled trials revealed that virtual-reality job interview training (VR-JIT) improved interviewing skills and the odds of obtaining a job offer among trainees with severe mental illness or autism spectrum disorder. This study assessed whether postintervention interviewing skills mediated the relationship between completion of virtual interviews and receiving job offers by six-month follow-up. VR-JIT trainees (N=79) completed pre- and posttest mock interviews and a brief survey approximately six months later to assess whether they received a job offer. As hypothesized, analyses indicated that the number of completed virtual interviews predicted greater posttest interviewing skills (β=.20, 95% posterior credible interval [PCI]=.08-.33), which in turn predicted trainees' obtaining a job offer (β=.28, 95% PCI=.01-.53). VR-JIT may provide a mechanism of action that helps trainees with various psychiatric diagnoses obtain job offers in the community. Future research can evaluate the community-based effectiveness of this novel intervention.

Job loss and broken partnerships

DEFF Research Database (Denmark)

Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

2008-01-01

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

Apache 2 Pocket Reference For Apache Programmers & Administrators

CERN Document Server

Ford, Andrew

2008-01-01

Even if you know the Apache web server inside and out, you still need an occasional on-the-job reminder -- especially if you're moving to the newer Apache 2.x. Apache 2 Pocket Reference gives you exactly what you need to get the job done without forcing you to plow through a cumbersome, doorstop-sized reference. This Book provides essential information to help you configure and maintain the server quickly, with brief explanations that get directly to the point. It covers Apache 2.x, giving web masters, web administrators, and programmers a quick and easy reference solution. This pocket r

Job satisfaction and sickness absence: a questionnaire survey.

Science.gov (United States)

Roelen, Corné A M; Koopmans, Petra C; Notenbomer, Annette; Groothoff, Johan W

2008-12-01

When dissatisfaction with work precedes sickness absence, screening for satisfaction levels might usefully detect workers at risk of sickness absence. To investigate whether job satisfaction was associated with subsequent sickness absence days or episodes. A sample of workers was randomly drawn from a population of employees who had an episode of absence between January and April 2003. Job satisfaction was measured using a validated single question with a Likert-type scale ranging from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction levels were linked to the number of recorded sickness absence days and episodes in 2003, distinguishing between short (1-7 days) episodes and long (>7 days) episodes. Of 898 questionnaires distributed, 518 (58%) were returned. The mean+/-standard deviation job satisfaction level was 5.1+/-1.4 and negatively related to the number of sickness absence days. Job satisfaction was also negatively related to the number of short episodes and long episodes of absence, but these associations were not significant. Job satisfaction was significantly related to total sickness absence duration. The association with the number of sickness absence episodes was weak and just below the level of statistical significance. Assessing work satisfaction levels might usefully identify those workers most likely to have the greatest sickness absence duration.

Integrating job scheduling and constrained network routing

DEFF Research Database (Denmark)

Gamst, Mette

2010-01-01

This paper examines the NP-hard problem of scheduling jobs on resources such that the overall profit of executed jobs is maximized. Job demand must be sent through a constrained network to the resource before execution can begin. The problem has application in grid computing, where a number...

Nurses' Job satisfaction: an Italian study.

Science.gov (United States)

Sansoni, J; De Caro, W; Marucci, A R; Sorrentino, M; Mayner, L; Lancia, L

2016-01-01

The aim of the work presented was to assess job satisfaction of a number of nurses from different departments working in public hospitals in Italy. The assessment was carried out through the combined use of questionnaires, which measured different aspects of job satisfaction, such as coping abilities, stress level and optimism/pessimism. The literature supports the fact that nurses' job dissatisfaction is closely connected with high levels of stress, burnout and physical and mental exhaustion, together with high workload levels and the complexity of care. The growing interest in measuring the levels of nurses' job satisfaction is attributable to a number of problems that have been raised worldwide, two of which are becoming ever so important: turnover and shortage of nurses. The research question is: Which are the main motivating factors of Italian nurses' job satisfaction/dissatisfaction? The study used a convenience (non probability) sample of 1,304 nurses from 15 different wards working in Italian public hospitals from a number of cities in northern, central and southern Italy. The survey instrument was a questionnaire consisting of 205 items which included 5 different questionnaires combined together. The results show a low level of job satisfaction (IWS= 11.5, JSS=126.4). However, the participants were overall happy about their job and considered autonomy and salary important factors for job satisfaction. Research has shown that the nurses' level of satisfaction in Italian hospitals is low. The results revealed dissatisfaction with task requirements, organizational policies and advance in career. Nurses interviewed did not feel stressed and showed to be optimistic overall. New research on the subject should be conducted by focusing on ward differences, North and South of Italy and on gender differences.

Job Burnout and Job Satisfaction among Industry, Mine and Trade Organization Employees: A Questionnaire Survey

OpenAIRE

Rahil Kazemi Talachi; Mohammad Bagher Gorji

2013-01-01

One of the most important challenges facing organizations is the increasing levels of job burnout among their employees. In the meantime, it poses the question as what the relationship between this factor and job satisfaction is. The aim of this study was to investigate the relationship between burnout and job satisfaction to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization, the number of whom is 1...

On the Integrated Job Scheduling and Constrained Network Routing Problem

DEFF Research Database (Denmark)

Gamst, Mette

This paper examines the NP-hard problem of scheduling a number of jobs on a finite set of machines such that the overall profit of executed jobs is maximized. Each job demands a number of resources, which must be sent to the executing machine via constrained paths. Furthermore, two resource demand...

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

Directory of Open Access Journals (Sweden)

Margherita Zito

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

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

The relationship between neuroticism and job satisfaction

Directory of Open Access Journals (Sweden)

Numanović Almedina

2013-12-01

Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material and Method: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfaction s, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

Job Offers to Individuals With Severe Mental Illness After Participation in Virtual Reality Job Interview Training.

Science.gov (United States)

Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

2015-11-01

Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.

Job Quality in the Crisis

DEFF Research Database (Denmark)

Leschke, Janine; Watt, Andrew; Finn, Mairéad

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

Job-Sharing: A Survey of the Literature and a Plan for Academic Libraries.

Science.gov (United States)

Bobay, Julie

1988-01-01

Discusses the social context of job sharing, reported benefits and disadvantages, and general issues that affect the successful implementation of job sharing programs. Issues specifically affecting job sharing in academic libraries are outlined, and methods for dealing with these issues are suggested. (15 references) (CLB)

Job Sharing for Teachers. Bibliographies in Education. No. 79.

Science.gov (United States)

Canadian Teachers' Federation, Ottawa (Ontario).

This annotated bibliography focusing on job sharing for teachers contains 37 book citations and 94 journal article citations. While the particular focus was on job sharing for teachers, general works which provide useful information on such arrangements have been included. A special effort was made to include all Canadian references related to job…

Scheduling job shop - A case study

Science.gov (United States)

Abas, M.; Abbas, A.; Khan, W. A.

2016-08-01

The scheduling in job shop is important for efficient utilization of machines in the manufacturing industry. There are number of algorithms available for scheduling of jobs which depend on machines tools, indirect consumables and jobs which are to be processed. In this paper a case study is presented for scheduling of jobs when parts are treated on available machines. Through time and motion study setup time and operation time are measured as total processing time for variety of products having different manufacturing processes. Based on due dates different level of priority are assigned to the jobs and the jobs are scheduled on the basis of priority. In view of the measured processing time, the times for processing of some new jobs are estimated and for efficient utilization of the machines available an algorithm is proposed and validated.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct...... a measure of “surplus job creation” defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002-7, which identify the start-ups and which cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...

Job Change: A Practitioner's View.

Science.gov (United States)

Lenz, Janet G.; Reardon, Robert C.

1990-01-01

Suggests ways that career counselors can use Loughead and Black's "job change thermostat" in working with clients. Program and policy issues include service delivery settings, crisis-oriented versus long-term client needs, individual versus group approaches, staff competence, and availability of resources. (34 references) (SK)

A Guide to Job Analysis.

Science.gov (United States)

Boydell, T. H.

There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…

Entrepreneurship, Job Creation, and Wage Growth

DEFF Research Database (Denmark)

Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets wh...... are to a large extent low-wage jobs, as they are not found to contribute to the growth in average wages.......This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...

Entrepreneurship, job creation and wage growth

DEFF Research Database (Denmark)

Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

2011-01-01

  This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets ...... are to a large extent low-wage jobs, as they are not found to contribute to the growth in average wages.......  This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...

The interaction between innovation and job satisfaction

OpenAIRE

Grečnaitė, Lina

2017-01-01

43 pages, 6 pictures, 4 charts, 2 table, 33 references. The main purpose of this Bachelor thesis is to identify methods which increase job satisfaction in organization of innovation creation The work consists of three main parts; the analysis of literature, the research and its results, conclusions and recommendations. Literature analysis reviews the innovation and job satisfaction theories, innovation opportunities, and how to achieve the intended result. Also, discusses the theoretical mode...

Job loss and broken partnerships: do the number of stressful life events influence the risk of ischemic heart disease in men?

DEFF Research Database (Denmark)

Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

2008-01-01

% confidence interval 1.02-1.85). We found no indication of dose-response relationship between number of events and risk of IHD. CONCLUSION: In this study of middle-aged men, we found only weak support for the effect of psychosocial stress on IHD measured with register based life events; we found that IHD...... was associated with broken partnerships but not with job loss. We did not find that the risk of incident IHD varied with the number of these stressful life events....

On the job : careers in the oilpatch

Energy Technology Data Exchange (ETDEWEB)

Anon.

2010-10-15

A young employee at Canadian Dewatering LP was interviewed about the requirements for his job as a commercial diver in the oilsands tailings ponds at Fort McMurray, Alberta. The objective was to highlight careers in the oilpatch with particular reference to job qualifications, education requirements, job tasks on a day-to-day basis, and risks and rewards associated with the job. A typical job might be removing a large pump so it can be winterized. Obstructions from pump intakes are cleaned regularly and inspections are carried out routinely, but every day of the job is different. The tailings ponds are shallow, but under the water is a very soft bed of fine particles. The work is well paid, and it is relatively easy to get employment contracts. However, living costs are currently very high. The young employee plans to enroll in mechanical engineering to become an operator of remotely operated vehicles (ROV). These unmanned underwater robots are used for offshore oil and gas operations as well as in other industries. 1 fig.

21 CFR 710.8 - Misbranding by reference to registration or to registration number.

Science.gov (United States)

2010-04-01

... HUMAN SERVICES (CONTINUED) COSMETICS VOLUNTARY REGISTRATION OF COSMETIC PRODUCT ESTABLISHMENTS § 710.8 Misbranding by reference to registration or to registration number. Registration of a cosmetic product... products by the Food and Drug Administration. Any representation in labeling or advertising that creates an...

Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

Science.gov (United States)

Law, Fang Mei; Guo, Gwo Jen

2016-08-01

The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

Job satisfaction in a chemical factory

African Journals Online (AJOL)

Southern African Business Review Volume 14 Number 3 2010. Job satisfaction ... Satisfaction Questionnaire (MSQ) for different language groups working in a .... an intrinsic and an extrinsic component, which can also be equated to situational ... Equity theory (Adams 1963) can be used to understand job satisfaction and its.

TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION IN THE BANKING SECTOR: A REVIEW

Directory of Open Access Journals (Sweden)

Dimitrios Belias

2014-07-01

Full Text Available The purpose of the present study is to provide a critical review of the relation between transformational leadership and the levels of job satisfaction experienced by bank employees. An organization’s or institution’s leadership refers to its leader’s style of providing direction, implementing plans and motivating employees. Transformational leadership is a specific leadership style applied by superiors who motivate their subordinates to perform at a higher level by inspiring them, offering them intellectual challenges and paying attention to their individual needs. Job satisfaction refers to the employees’ perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to employees’ relations with colleagues and superiors, performance and perceptions of their organization’s specific culture. In addition, the employees’ preference of leadership style is likely to be affected by several factors, including demographic characteristics. Therefore, the reciprocal relation between organizational culture and transformational leadership in job satisfaction in the banking field is revealed in the review, and several conclusions and suggestions are formed.

Job-Structure and Job-Related Information

OpenAIRE

川上, 善郎

1981-01-01

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

Professionalism - The Game Spirit. (Job Alternatives to Teaching).

Science.gov (United States)

Ulrich, Celeste

The economic situation has limited the number of teaching jobs available for physical education majors. The determination of priorities is essential in planning for a teaching job. As an alternative to teaching there are job possibilities in sport centers, commercial sport establishments, fitness salons, dance studios, and self-styled teaching…

Overview of job and task analysis

International Nuclear Information System (INIS)

Gertman, D.I.

1984-01-01

During the past few years the nuclear industry has become concerned with predicting human performance in nuclear power plants. One of the best means available at the present time to make sure that training, procedures, job performance aids and plant hardware match the capabilities and limitations of personnel is by performing a detailed analysis of the tasks required in each job position. The approved method for this type of analysis is referred to as job or task analysis. Job analysis is a broader type of analysis and is usually thought of in terms of establishing overall performance objectives, and in establishing a basis for position descriptions. Task analysis focuses on the building blocks of task performance, task elements, and places them within the context of specific performance requirements including time to perform, feedback required, special tools used, and required systems knowledge. The use of task analysis in the nuclear industry has included training validation, preliminary risk screening, and procedures development

LINQ Pocket Reference

CERN Document Server

Albahari, Joseph

2008-01-01

Ready to take advantage of LINQ with C# 3.0? This guide has the detail you need to grasp Microsoft's new querying technology, and concise explanations to help you learn it quickly. And once you begin to apply LINQ, the book serves as an on-the-job reference when you need immediate reminders. All the examples in the LINQ Pocket Reference are preloaded into LINQPad, the highly praised utility that lets you work with LINQ interactively. Created by the authors and free to download, LINQPad will not only help you learn LINQ, it will have you thinking in LINQ. This reference explains: LINQ's ke

Doing the work of reference practical tips for excelling as a reference librarian

CERN Document Server

Katz, Linda S

2013-01-01

Become more versatile, competent, and resourceful with these practical suggestions!Becoming a first-class reference librarian demands proficiency in a wide range of skills. Doing the Work of Reference offers sound advice for the full spectrum of your responsibilities. Though many aspects of a reference librarian's work are changing with astonishing speed, the classic principles in this volume will never go out of date. This comprehensive volume begins with hints for orienting yourself to a new job and concludes with ideas for serving the profession. On the way, Doing the Wo

Job Satisfaction among Pharmaceutical Sales force in South Africa – A Case with Special Reference to Cape Town

OpenAIRE

Vinod Kumar SINGH

2010-01-01

Job satisfaction is an attitude that employees have about their work and is based on numerous factors, both intrinsic and extrinsic to the individual. Job satisfaction is important from the perspective of maintaining and retaining the appropriate employees within the organization, it is about fitting the right person to the right job in the right culture and keeping them satisfied. Job satisfaction at salesforce level has become a topic of growing concern since significant proportion of marke...

Different Types of Liberalization and Jobs in South Korean Firms

Directory of Open Access Journals (Sweden)

Hyuk-Hwang Kim

2015-03-01

Full Text Available This study examines the effects of several factors indicating economic openness- imported intermediate goods, total imports, IFDI (inward foreign direct investment, and foreign ownership-on regular, irregular jobs and the ratio of irregular employment to regular employment. Findings revealed that imported intermediate inputs and IFDI affected neither regular nor irregular job figures. However, an increase in total imports led to a decrease in the number of irregular jobs without affecting regular full time jobs, leading to a decrease in the ratio of irregular jobs to regular jobs. On the other hand, changes in foreign ownership structure had a contrary effect, that is, a decrease in the number of regular jobs and an increase in irregular ones, and, thus, an increase in the ratio of irregular jobs to regular jobs. Overall results showed that a rise in imports results in depressed overall employment, irregular employment in particular, while more IFDI results in more irregular jobs replacing regular ones, effectively exacerbating job insecurity. The implication of this analysis is that greater economic openness may have a negative impact on the South Korean labor market overall.

Job insecurity and health.

Science.gov (United States)

McDonough, P

2000-01-01

As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

WYLBUR reference manual. [For interactive text editing

Energy Technology Data Exchange (ETDEWEB)

Krupp, R.F.; Messina, P.C.; Peavler, J.M.; Schustack, S.; Starai, T.

1977-04-01

WYLBUR is a system for manipulating various kinds of text, such as computer programs, manuscripts, letters, forms, articles, or reports. Its on-line interactive text-editing capabilities allow the user to create, change, and correct text, and to search and display it. WYLBUR also has facilities for job submission and retrieval from remote terminals that make it possible for a user to inquire about the status of any job in the system, cancel jobs that are executing or awaiting execution, reroute output, raise job priority, or get information on the backlog of batch jobs. WYLBUR also has excellent recovery capabilities and a fast response time. This manual describes the WYLBUR version currently used at ANL. It is intended primarily as a reference manual; thus, examples of WYLBUR commands are kept to a minimum. (RWR)

THE CLEAN ENERGY MANUFACTURING JOB MARKET AND ITS ROLE IN THE UNITED STATES ECONOMY

OpenAIRE

Plaskacz, Audrey

2009-01-01

This paper provides an overview of green jobs in the United States, with a focus on synthesizing various estimates of the current and future number of green jobs, and relating these to estimates of the future number of clean energy manufacturing jobs. In doing so, it answers the following two research questions: ?can lost manufacturing jobs become clean energy jobs?? and ?can existing manufacturing jobs be saved from disappearing by transforming into clean energy jobs?? By combining current f...

Welfare and Work: Job-Retention Outcomes of Federal Welfare-to-Work Employees.

Science.gov (United States)

Gooden, Susan Tinsley; Bailey, Margo

2001-01-01

Comparison of differences in job-retention outcomes for 1,777 welfare-to-work employees and 16,723 other employees in federal agencies reveals that welfare-to-work employees have greater odds of retaining their jobs. (Contains 32 references.) (JOW)

Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals

Science.gov (United States)

Lorber, Mateja; Skela Savič, Brigita

2012-01-01

Aim To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. Methods The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction – satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. Results We found a medium level of job satisfaction in both leaders (3.49 ± 0.5) and employees (3.19 ± 0.6), however, there was a significant difference between their estimates (t = 3.237; P = Job satisfaction was explained by age (P job satisfaction variance. Conclusion Satisfied employees play a crucial role in an organization’s success, so health care organizations must be aware of the importance of employees’ job satisfaction. It is recommended to monitor employees’ job satisfaction levels on an annual basis. PMID:22661140

Use of DAGMan in CRAB3 to Improve the Splitting of CMS User Jobs

Energy Technology Data Exchange (ETDEWEB)

Wolf, M. [Notre Dame U.; Mascheroni, M. [Fermilab; Woodard, A. [Notre Dame U.; Belforte, S. [INFN, Trieste; Bockelman, B. [Nebraska U.; Hernandez, J. M. [Madrid, CIEMAT; Vaandering, E. [Fermilab

2017-11-22

CRAB3 is a workload management tool used by CMS physicists to analyze data acquired by the Compact Muon Solenoid (CMS) detector at the CERN Large Hadron Collider (LHC). Research in high energy physics often requires the analysis of large collections of files, referred to as datasets. The task is divided into jobs that are distributed among a large collection of worker nodes throughout the Worldwide LHC Computing Grid (WLCG). Splitting a large analysis task into optimally sized jobs is critical to efficient use of distributed computing resources. Jobs that are too big will have excessive runtimes and will not distribute the work across all of the available nodes. However, splitting the project into a large number of very small jobs is also inefficient, as each job creates additional overhead which increases load on infrastructure resources. Currently this splitting is done manually, using parameters provided by the user. However the resources needed for each job are difficult to predict because of frequent variations in the performance of the user code and the content of the input dataset. As a result, dividing a task into jobs by hand is difficult and often suboptimal. In this work we present a new feature called “automatic splitting” which removes the need for users to manually specify job splitting parameters. We discuss how HTCondor DAGMan can be used to build dynamic Directed Acyclic Graphs (DAGs) to optimize the performance of large CMS analysis jobs on the Grid. We use DAGMan to dynamically generate interconnected DAGs that estimate the processing time the user code will require to analyze each event. This is used to calculate an estimate of the total processing time per job, and a set of analysis jobs are run using this estimate as a specified time limit. Some jobs may not finish within the alloted time; they are terminated at the time limit, and the unfinished data is regrouped into smaller jobs and resubmitted.

Use of DAGMan in CRAB3 to improve the splitting of CMS user jobs

Science.gov (United States)

Wolf, M.; Mascheroni, M.; Woodard, A.; Belforte, S.; Bockelman, B.; Hernandez, J. M.; Vaandering, E.

2017-10-01

CRAB3 is a workload management tool used by CMS physicists to analyze data acquired by the Compact Muon Solenoid (CMS) detector at the CERN Large Hadron Collider (LHC). Research in high energy physics often requires the analysis of large collections of files, referred to as datasets. The task is divided into jobs that are distributed among a large collection of worker nodes throughout the Worldwide LHC Computing Grid (WLCG). Splitting a large analysis task into optimally sized jobs is critical to efficient use of distributed computing resources. Jobs that are too big will have excessive runtimes and will not distribute the work across all of the available nodes. However, splitting the project into a large number of very small jobs is also inefficient, as each job creates additional overhead which increases load on infrastructure resources. Currently this splitting is done manually, using parameters provided by the user. However the resources needed for each job are difficult to predict because of frequent variations in the performance of the user code and the content of the input dataset. As a result, dividing a task into jobs by hand is difficult and often suboptimal. In this work we present a new feature called “automatic splitting” which removes the need for users to manually specify job splitting parameters. We discuss how HTCondor DAGMan can be used to build dynamic Directed Acyclic Graphs (DAGs) to optimize the performance of large CMS analysis jobs on the Grid. We use DAGMan to dynamically generate interconnected DAGs that estimate the processing time the user code will require to analyze each event. This is used to calculate an estimate of the total processing time per job, and a set of analysis jobs are run using this estimate as a specified time limit. Some jobs may not finish within the alloted time; they are terminated at the time limit, and the unfinished data is regrouped into smaller jobs and resubmitted.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

2016-01-01

We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct a meas...

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

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

Science.gov (United States)

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

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

Workaholism versus work engagement and job crafting : What is the role of self-management strategies?

NARCIS (Netherlands)

Zeijen, Marijntje E.L.; Peeters, Maria C.W.; Hakanen, Jari J.

2018-01-01

Job crafting refers to the proactive actions employees take to redesign their jobs in order to get a better fit with their competencies, expectations, and wishes. So far, little is known about job crafting's underlying mechanisms. In this study, we examine how two different states of affective

Workaholism versus work engagement and job crafting : What is the role of self-management strategies?

NARCIS (Netherlands)

Zeijen, M.; Peeters, M.C.W.; Hakanen, J.

Job crafting refers to the proactive actions employees take to redesign their jobs in order to get a better fit with their competencies, expectations, and wishes. So far, little is known about job crafting's underlying mechanisms. In this study, we examine how two different states of affective

Jobs in global supply chains: a macroeconomic assessment

OpenAIRE

Kizu, Takaaki; Kühn, Stefan; Viegelahn, Christian

2016-01-01

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

The impact of job crafting on job demands, job resources, and well-being.

Science.gov (United States)

Tims, Maria; Bakker, Arnold B; Derks, Daantje

2013-04-01

This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

Predicting job satisfaction: a new perspective on person-environment fit.

Science.gov (United States)

Hardin, Erin E; Donaldson, James R

2014-10-01

There may be 2 ways to look at person-environment (P-E) fit: the extent to which the environment matches the person (which, in the case of person-job [P-J] fit, we term ideal-job actualization) and the extent to which the person matches the environment (which we term actual-job regard; cf. Hardin & Larsen, 2014). Adults employed full time in the United States (n = 251; 49.8% women) completed an online survey that included measures assessing these 2 perspectives on P-J fit, along with measures of job and life satisfaction. Ideal-job actualization and actual-job regard were empirically and conceptually distinct, each accounting for unique variance in overall job satisfaction, even after controlling for overall life satisfaction and remuneration. Looking at fit from these 2 frames of reference may give a more complete perspective that accounts for critical outcomes, like satisfaction, as well as suggest novel approaches to career counseling. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Longbow: A Lightweight Remote Job Submission Tool

Directory of Open Access Journals (Sweden)

James Gebbie-Rayet

2016-01-01

Full Text Available We present Longbow, a lightweight console-based remote job submission tool and library. Longbow allows the user to quickly and simply run jobs on high performance computing facilities without leaving their familiar desktop environment. Not only does Longbow greatly simplify the management of compute- intensive jobs for experienced researchers, it also lowers the technical barriers surrounding high perfor-mance computation for the next generation of scientists and engineers. Longbow has already been used to remotely submit jobs in a number of projects and has the potential to redefine the manner in which high performance computers are used.

Scheduling Agreeable Jobs On A Single Machine To Minimize ...

African Journals Online (AJOL)

Journal of Applied Science and Technology ... (NP) scheduling of number of jobs on a single machine to minimize weighted number of early and tardy jobs where the earliest start times and latest due date are agreeable (i.e. earliest start time must increase in the same sequence as latest due dates) has been considered.

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

Directory of Open Access Journals (Sweden)

Adrianna Potocka

2013-04-01

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

Contemporary Development of Academic Reference Librarianship in the United States: A 44-Year Content Analysis

Science.gov (United States)

Wang, Hanrong; Tang, Yingqi; Knight, Carley

2010-01-01

This study analyzes job advertisements to identify the contemporary development of academic reference librarianship in the United States. Results show that more job openings, higher educational backgrounds, more duties & responsibilities, and variety of titles were assigned to academic reference librarian positions from 1966 through 2009.…

Modelling job support, job fit, job role and job satisfaction for school of nursing sessional academic staff.

Science.gov (United States)

Cowin, Leanne S; Moroney, Robyn

2018-01-01

Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.

The identification of job opportunities for severely disabled sick-listed employees

Directory of Open Access Journals (Sweden)

Broersen Jake PJ

2012-03-01

Full Text Available Abstract Background Work disability is a major problem for both the worker and society. To explore the work opportunities in regular jobs of persons low in functional abilities, we tried to identify occupations low in task demands. Because of the variety of functional abilities and of the corresponding work demands, the disabled persons need to be classified by type of disability in a limited number of subgroups. Within each subgroup, occupations judged suitable for the most seriously disabled will be selected as having a very low level of the corresponding task demands. These occupations can be applied as reference occupations to assess the presence or absence of work capacity of sick-listed employees in regular jobs, and as job opportunities for people with a specific type of functional disability. Methods Registered data from 50,931 disability assessments within the Dutch social security system were used in a second order factor analysis to identify types of disabilities in claimants for a disability pension. Threshold values were chosen to classify claimants according to the severity of the disability. In the disability assessment procedure, a labour expert needs to select jobs with task demands not exceeding the functional abilities of the claimant. For each type of disability, the accessible jobs for the subgroup of the most severely disabled claimants were identified as lowest in the corresponding demand. Results The factor analysis resulted in four types of disabilities: general physical ability; autonomy; psychological ability; and manual skills. For each of these types of disablement, a set of four to six occupations low in task demands were selected for the subgroup of most severely disabled claimants. Because of an overlap of the sets of occupations, 13 occupations were selected in total. The percentage of claimants with at least one of the occupations of the corresponding set (the coverage, ranged from 84% to 93%. An alternative

Happiness and job satisfaction in a casino-dominated economy.

Science.gov (United States)

Zeng, Zhonglu; Forrest, David; McHale, Ian G

2013-09-01

Proposals for casinos usually focus on numbers of jobs without considering their quality. We surveyed 1,506 Macau residents, modelling happiness and job satisfaction. Being employed is shown to be important for 'happiness'. But job attributes also matter, confirming the work domain as influential on wellbeing. Casino employees report similar happiness as others. However, despite relatively high pay, they report low overall job satisfaction. The particular aspects of their jobs that they rated generally negatively tended to be those inherent in casino employment rather than easily modifiable by managerial action.

Job Hunting, Introduction

Science.gov (United States)

Goldin, Ed; Stringer, Susan

1998-05-01

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

Job crafting among health care professionals: The role of work engagement.

Science.gov (United States)

Bakker, Arnold B

2018-04-01

The aim of this study was to examine the impact of job crafting on the quality of the work environment of health care professionals. Job crafting refers to proactive behavior aimed at optimizing the fit between person and job. Using job demands-resources theory, we hypothesized that job crafting would be positively related to job resources and person-organisation fit, and negatively to hindrance demands. Furthermore, we hypothesized that these relationships would be qualified by work engagement. A total of 5,272 health care professionals from one of 35 different organisations filled out an electronic questionnaire (response is 55%). Regression analyses were used to test hypotheses. Consistent with hypotheses, job crafting in the form of increasing job resources was positively related to opportunities for development, performance feedback and P-O fit; and negatively related to hindrance job demands - particularly when work engagement was high. The combination of job crafting and work engagement is important for the realization of a resourceful work environment and fit between person and organisation. Interventions aimed at fostering job crafting should be tailored to the motivation of health care professionals. © 2017 John Wiley & Sons Ltd.

Job design and job stress in office workers.

Science.gov (United States)

Carayon, P

1993-05-01

A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. The effects of perceived demands, job content, and career/future concerns were hypothesized to influence the stress outcomes only to the extent of their influence on job control. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers. Results indicated that job control was not a crucial determinant of the stress outcomes, that job demands and career/future concerns were consistent determinants of the stress outcomes, and that job content, demands, and career/future concerns did not influence the stress outcomes through job control as described by the proposed model. The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.

Job-related tension, self-esteem and psychological distress in rehabilitation professionals.

Science.gov (United States)

Flett, R; Biggs, H; Alpass, F

1995-06-01

We examined perceptions of job-related tension among a non-random sample of 52 New Zealand rehabilitation service providers. We considered the relations between job tension and psychological distress and the extent to which feelings of self-esteem moderated this relationship. Major findings are that (a) there is a consistent positive relationship between job tension and general psychological distress; (b) there is a consistent negative relationship between self-esteem and both job tension and general distress; (c) self-esteem moderates the effect of job tension on general distress in that high levels of job tension were associated with increases in psychological distress among respondents with low self-esteem while among respondents with high-self esteem, job-related tension had little negative impact on feelings of psychological distress. Despite a number of limitations, the findings have a number of important implications for professional functioning among rehabilitation service providers and highlight the need for appropriate staff development and training initiatives which focus specifically on service provider wellbeing.

Jobs

DEFF Research Database (Denmark)

Schubart, Rikke

2013-01-01

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

Job autonomy and job satisfaction: new evidence

OpenAIRE

Taylor, J; Bradley, S; Nguyen, A N

2003-01-01

This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, ...

Nurses' perceptions on factors contributing to job dissatisfaction in a ...

African Journals Online (AJOL)

Job dissatisfaction among nurses is a serious global concern. However, it seems that the numbers of studies on job dissatisfaction among nurses are limited. This study therefore seeks to explore and describe the nurses' perceptions on the factors contributing to job dissatisfaction in order to make recommendations aimed ...

Job control and coworker support improve employee job performance.

Science.gov (United States)

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

2010-01-01

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

Talking about the job

DEFF Research Database (Denmark)

Holmgreen, Lise-Lotte; Strunck, Jeanne

2016-01-01

Talking about the job: The influence of management on leadership discourses Over the past decades, much research has been carried out to detail and analyse the uneven distribution of men and women in management positions (Acker 1990; Billing and Alvesson 2000; Österlind and Haake 2010). In Denmark......, this has been visible in banks and building societies where men would occupy the vast majority of senior positions, and women would be predominant in lower-ranking jobs, making it extremely difficult to climb the career ladder (Ellehave and Søndergaard 2006; Holmgreen 2009; Strunck 2013). One...... of the reasons for this is that gender inequalities continue to exist because they are deeply embedded in social structures and organisational processes, and not least upheld by the male managers whose positions are challenged by women’s entry into management (Schein 2007). In studies, this is referred...

France's Administrative Tertiary: Stable Numbers for Occupations in Flux.

Science.gov (United States)

Liaroutzos, Olivier; Meriot, Sylvie-Anne

1995-01-01

During the past decade, the number of jobs in France's administrative service sector has remained stable. General administrative work has become more infrequent; however, the basic occupations of secretary and accountancy have been maintained. Although the number of typists has declined, the number of "secretarial" jobs has increased…

An explanatory model of nurse practitioner job satisfaction.

Science.gov (United States)

Koelbel, P W; Fuller, S G; Misener, T R

1991-01-01

Job satisfaction influences employee retention, worker productivity, and performance quality. To retain qualified nurse practitioners (NPs), health administrators must identify sources of job satisfaction and dissatisfaction. Herzberg's dual-factor theory of job satisfaction addresses extrinsic and intrinsic work-related factors. Expansion of the model to include global job satisfaction and individual differences provided a broad framework for the assessment of nurse practitioner job satisfaction. The expanded model was used to analyze the job satisfaction of 132 NPs registered with the South Carolina State Board of Nursing in 1988 (final response rate = 90%). Participants completed the Index of Job Satisfaction (IJS), the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF), and the Personal and Work Background Questionnaire (PWBQ). Although the NPs were moderately satisfied with their overall jobs, extrinsic factors were found to be major sources of dissatisfaction. The optimal combination of variables predicted by regression analysis to influence global job satisfaction were age, number of children, urban locations, achievement, company policies and practices, creativity, independence, and compensation. Implications for health administrators to improve the work environments of NPs are discussed.

Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals.

Science.gov (United States)

Lorber, Mateja; Skela Savič, Brigita

2012-06-01

To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction - satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. We found a medium level of job satisfaction in both leaders (3.49±0.5) and employees (3.19±0.6), however, there was a significant difference between their estimates (t=3.237; P=lt;0.001). Job satisfaction was explained by age (Plt;0.05; β=0.091), years of employment (Plt;0.05; β=0.193), personal characteristics of leaders (Plt;0.001; β=0.158), and managerial competencies of leaders (Plt;0.000; β=0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Satisfied employees play a crucial role in an organization's success, so health care organizations must be aware of the importance of employees' job satisfaction. It is recommended to monitor employees' job satisfaction levels on an annual basis.

Python pocket reference, version 2.4

CERN Document Server

Lutz, Mark

2005-01-01

Python is optimized for quality, productivity, portability, and integration. Hundreds of thousands of Python developers around the world rely on Python for general-purpose tasks, Internet scripting, systems programming, user interfaces, and product customization. Available on all major computing platforms, including commercial versions of Unix, Linux, Windows, and Mac OS X, Python is portable, powerful and remarkable easy to use. With its convenient, quick-reference format, Python Pocket Reference, 3rd Edition is the perfect on-the-job reference. More importantly, it's now been refreshed

The Influence of Organizational Commitment, Job Commitment and Job Satisfaction on Professionalism Perceived by Radiotechnologists Working in the Department of Radiation Oncology

Energy Technology Data Exchange (ETDEWEB)

Gim, Yang Soo; Lee, Sun Young; Lee, Joon Seong; Gwak, Geun Tak; Park, Ju Gyeong; Lee, Seung Hoon; Hwang, Ho In; Cha, Seok Yong [Dept. of Radiation Oncology, Chunbuk National University Hospital, Jeonju (Korea, Republic of)

2012-09-15

The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. There are subdivisions in the professionalism informing us of the self-regulation 17.74{+-}2.32/3.55{+-}46, a sense of calling 17.58{+-}2.63/3.52{+-}53, reference of the professional 17.14{+-}2.39/3.43{+-}48, service to the public 15.97{+-}2.48/3.19{+-}50, and autonomy 15.68{+-}2.28/3.14{+-}46. Grand mean turns out to be 83.89{+-}7.63(Summation of items)/ 3.37{+-}0.49(Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be 81.10{+-}8.15/3.34{+-}34. There are subvisions showing affective commitment 28.64{+-}4.61/3.58, continuance commitment 27.54{+-}4.22/3.44{+-}53, and normative commitment

Active Job Monitoring in Pilots

Science.gov (United States)

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

2015-12-01

Recent developments in high energy physics (HEP) including multi-core jobs and multi-core pilots require data centres to gain a deep understanding of the system to monitor, design, and upgrade computing clusters. Networking is a critical component. Especially the increased usage of data federations, for example in diskless computing centres or as a fallback solution, relies on WAN connectivity and availability. The specific demands of different experiments and communities, but also the need for identification of misbehaving batch jobs, requires an active monitoring. Existing monitoring tools are not capable of measuring fine-grained information at batch job level. This complicates network-aware scheduling and optimisations. In addition, pilots add another layer of abstraction. They behave like batch systems themselves by managing and executing payloads of jobs internally. The number of real jobs being executed is unknown, as the original batch system has no access to internal information about the scheduling process inside the pilots. Therefore, the comparability of jobs and pilots for predicting run-time behaviour or network performance cannot be ensured. Hence, identifying the actual payload is important. At the GridKa Tier 1 centre a specific tool is in use that allows the monitoring of network traffic information at batch job level. This contribution presents the current monitoring approach and discusses recent efforts and importance to identify pilots and their substructures inside the batch system. It will also show how to determine monitoring data of specific jobs from identified pilots. Finally, the approach is evaluated.

The Influence of Organizational Commitment, Job Commitment and Job Satisfaction on Professionalism Perceived by Radiotechnologists Working in the Department of Radiation Oncology

International Nuclear Information System (INIS)

Gim, Yang Soo; Lee, Sun Young; Lee, Joon Seong; Gwak, Geun Tak; Park, Ju Gyeong; Lee, Seung Hoon; Hwang, Ho In; Cha, Seok Yong

2012-01-01

The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. There are subdivisions in the professionalism informing us of the self-regulation 17.74±2.32/3.55±46, a sense of calling 17.58±2.63/3.52±53, reference of the professional 17.14±2.39/3.43±48, service to the public 15.97±2.48/3.19±50, and autonomy 15.68±2.28/3.14±46. Grand mean turns out to be 83.89±7.63(Summation of items)/ 3.37±0.49(Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P 2 is 0.504. The results of the factors that influence professionalism working as radiotherapists in the department of radiation oncology have it that the more affective commitment, normative commitment, and job satisfaction we feel, the more professionalism we recognize. We think that the focus of professionalism is increased if getting the chances for radiotherapists to have little to do with developing opportunities given.

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

African Journals Online (AJOL)

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

The Impact of Job Insecurity on Marital and Family Relationships.

Science.gov (United States)

Larson, Jeffry H.; And Others

1994-01-01

Examined relationship between perceived stress resulting from job insecurity and marital and family functioning. Data from 111 married couples in which at least 1 spouse was working in insecure job environment showed that job insecurity stress was related in systematic way to marital and family dysfunction and number of family problems reported.…

Job Satisfaction and Job Performance at the Work Place

OpenAIRE

Vanden Berghe, Jae Hyung

2011-01-01

The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...

Health Impaired Employees' Job Satisfaction: New Evidence from Athens, Greece

OpenAIRE

Drydakis, Nick

2011-01-01

By utilizing the 2008 Athens Area Study (AAS) data set, this study investigates four aspects of job satisfaction - total pay, promotion prospects, respect received from one's supervisor, and total job satisfaction - between healthy and heath-impaired employees. Health impaired employees are found to be less satisfied according to all job satisfaction measures even when a large number of productivity features, and job characteristics are controlled for. The outcomes suggest also that women are...

Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2011-01-01

Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared

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

OpenAIRE

Adrianna Potocka; Małgorzata Waszkowska

2013-01-01

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

Job Performance Tests for CH-53E Helicopter Mechanics. Volume 2: Administrative Duties and Job Knowledge Tests

Science.gov (United States)

1992-01-01

SUBTmI.E 5 FU.NDING NUMBERS Job Performance Tests for CII-53E Helicopter Miechanacs - Volume I1: Admiutstrative Duties and Job Knowlede Tests C - N...performance measures to Marine Corps personnel managers . training instructors, and interested researchers who may find them useful. This work comprises...Corps personnel managers , training instructors, and interested researchers who may find them useful. 3. This work comprises two parts: volume I

The impact of job crafting on job demands, job resources, and well-being

NARCIS (Netherlands)

Tims, M.; Bakker, A.B.; Derks, D.

2013-01-01

This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job Demands-Resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes

Good jobs, good pay, better health? The effects of job quality on health among older European workers.

Science.gov (United States)

Henseke, Golo

2018-01-01

Using data from the Survey of Health, Ageing and Retirement in Europe, this study presents new evidence on the effects of job quality on the occurrence of severe acute conditions, the level of cardiovascular risk factors, musculoskeletal disorders, mental health, functional disabilities and self-assessed health among workers aged 50+. By combining intrinsic job quality with job insecurity and pay the study maps out multiple potential pathways through which work may affect health and well-being. Levering longitudinal data and external information on early retirement ages allows for accounting of unobserved heterogeneity, selection bias and reverse causality. The empirical findings suggest that inequities in health correlate with inequities in job quality, though a substantial fraction of these associations reflect time-constant unobserved heterogeneity. Still, there is evidence for genuine protective effects of better jobs on musculoskeletal disorders, mental health and general health. The effect could contribute to a substantial number of avoidable disorders among older workers, despite relatively modest effect sizes at the level of individuals. Mental health, in particular, responds to changes in job quality. Selection bias such as the healthy worker effect does not alter the results. But the influence of job quality on health may be transitional among older workers. An in-depth analysis of health dynamics reveals no evidence for persistence.

Does low job satisfaction lead to job mobility?

DEFF Research Database (Denmark)

Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

Jobs and Economic Development Impact (JEDI) Model: Offshore Wind User Reference Guide

Energy Technology Data Exchange (ETDEWEB)

Lantz, E.; Goldberg, M.; Keyser, D.

2013-06-01

The Offshore Wind Jobs and Economic Development Impact (JEDI) model, developed by NREL and MRG & Associates, is a spreadsheet based input-output tool. JEDI is meant to be a user friendly and transparent tool to estimate potential economic impacts supported by the development and operation of offshore wind projects. This guide describes how to use the model as well as technical information such as methodology, limitations, and data sources.

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

OpenAIRE

Karanika-Murray, M; Michaelides, G; Wood, S

2017-01-01

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

Job satisfaction and burnout among paediatric nurses.

Science.gov (United States)

Akman, Ozlem; Ozturk, Candan; Bektas, Murat; Ayar, Dijle; Armstrong, Merry A

2016-10-01

This study aims to determine factors of job satisfaction and burnout levels of paediatric nurses. A total of 165 nurses working in paediatric clinics completed the Minnesota job satisfaction scale and the Maslach burnout scale. Average scores of the emotional exhaustion and depersonalisation score were low, while personal accomplishment scores were high. A high level of job satisfaction, being married, increased age and a decreased number of assigned patients were significantly associated with a low level of burnout. Paediatric nurses experience burnout at significant levels. The most important variable that affected job satisfaction was income. The results of the study could guide development of strategies that might prevent or alleviate burnout of paediatric nurses. © 2016 John Wiley & Sons Ltd.

Job-sharing in paediatric training in Australia: availability and trainee perceptions.

Science.gov (United States)

Whitelaw, C M; Nash, M C

2001-04-16

To examine the current availability of job-sharing in paediatric training hospitals in Australia and to evaluate job-sharing from the trainees' perspective. National survey with structured telephone interviews and postal questionnai res. The eight major paediatric training hospitals in Australia. Directors of Paediatric Physician Training (DPPTs) at each hospital (or a staff member nominated by them) provided information by phone interview regarding job-sharing. All paediatric trainees who job-shared in 1998 (n=34) were sent written questionnaires, of which 25 were returned. Hospitals differed in terms of whether a trainee was required to give a reason for wishing to job-share, and what reasons were acceptable. One hospital stated that two specialty units (Intensive Care and Neonatal Intensive Care) were excluded from job-sharing, and another stated that certain units were unlikely to be allocated job-sharers. The remaining six hospitals said that all units were available for job-sharing, but the majority of their trainees disagreed. Only one hospital had a cap on the number of job-share positions available yearly. Trainees perceived benefits of job-sharing to include decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees believed job-sharing did not adversely affect the quality of service provided to patients, and that part-time training was not of lower quality than full-time training. Job-sharing in Australian paediatric training hospitals varies in terms of the number of positions available, eligibility criteria, and which units are available for job-sharing. In our survey, trainees' experience of job-sharing was overwhelmingly positive.

On-the-job-training, job search and job mobility

OpenAIRE

Josef Zweimüller; Rudolf Winter-Ebmer

2003-01-01

This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...

A novel SNP analysis method to detect copy number alterations with an unbiased reference signal directly from tumor samples

Directory of Open Access Journals (Sweden)

LaFramboise William A

2011-01-01

Full Text Available Abstract Background Genomic instability in cancer leads to abnormal genome copy number alterations (CNA as a mechanism underlying tumorigenesis. Using microarrays and other technologies, tumor CNA are detected by comparing tumor sample CN to normal reference sample CN. While advances in microarray technology have improved detection of copy number alterations, the increase in the number of measured signals, noise from array probes, variations in signal-to-noise ratio across batches and disparity across laboratories leads to significant limitations for the accurate identification of CNA regions when comparing tumor and normal samples. Methods To address these limitations, we designed a novel "Virtual Normal" algorithm (VN, which allowed for construction of an unbiased reference signal directly from test samples within an experiment using any publicly available normal reference set as a baseline thus eliminating the need for an in-lab normal reference set. Results The algorithm was tested using an optimal, paired tumor/normal data set as well as previously uncharacterized pediatric malignant gliomas for which a normal reference set was not available. Using Affymetrix 250K Sty microarrays, we demonstrated improved signal-to-noise ratio and detected significant copy number alterations using the VN algorithm that were validated by independent PCR analysis of the target CNA regions. Conclusions We developed and validated an algorithm to provide a virtual normal reference signal directly from tumor samples and minimize noise in the derivation of the raw CN signal. The algorithm reduces the variability of assays performed across different reagent and array batches, methods of sample preservation, multiple personnel, and among different laboratories. This approach may be valuable when matched normal samples are unavailable or the paired normal specimens have been subjected to variations in methods of preservation.

Scheduling with Learning Effects and/or Time-Dependent Processing Times to Minimize the Weighted Number of Tardy Jobs on a Single Machine

Directory of Open Access Journals (Sweden)

Jianbo Qian

2013-01-01

Full Text Available We consider single machine scheduling problems with learning/deterioration effects and time-dependent processing times, with due date assignment consideration, and our objective is to minimize the weighted number of tardy jobs. By reducing all versions of the problem to an assignment problem, we solve them in O(n4 time. For some important special cases, the time complexity can be improved to be O(n2 using dynamic programming techniques.

EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE.

Science.gov (United States)

Foley, K; Pallas, D; Forcehimes, A A; Houck, J M; Bogenschutz, M P; Keyser-Marcus, L; Svikis, D

2010-10-26

Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA's Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na'Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach.

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

OpenAIRE

Gatti, Paola; Ghislieri, Chiara; Cortese, Claudio G.

2017-01-01

The study investigated two followership behaviors, followers' active engagement and followers' independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources-workload and emotional dissonance for job demands, and meaningful work for job resources-which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 ...

Evaluation of Factors Influencing Job Satisfaction

Directory of Open Access Journals (Sweden)

Barbara A. Sypniewska

2014-03-01

Full Text Available The term “job satisfaction” is derived from the humanities, psychology and sociology. In the field of psychology, it is a state where an employee has an emotional perception of his situation and reacts with feelings of pleasure or pain. In sociology, it is considered a variable in different categories related to how each employee evaluates and thinks about his work. Job satisfaction is closely related to the performance and quality of work performed by an employee and, consequently, translates into the success of an organization, because a satisfied employee builds and participates in the success of any organization. This article presents the results of the research conducted by the author in 2012 on a sample of 215 people. Respondents represented different organizations. The aim of the study was to identify and assess the significance of individual factors influencing satisfaction and dissatisfaction with work and demonstrate their impact on the overall assessment of job satisfaction. The study showed that between the weight attributed to individual factors and overall job satisfaction there are many statistically significant correlations referring mainly to selected on the basis of analysis respondents’ groups. The study confirms the raised thesis concerning the validity of research in the factors affecting the general feeling of satisfaction by the employees.

Job preferences of nurses and midwives for taking up a rural job in Peru: a discrete choice experiment.

Directory of Open Access Journals (Sweden)

Luis Huicho

Full Text Available Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru.A discrete choice experiment (DCE was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%.Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation.

Job attributes, job satisfaction and the return to health after breast cancer diagnosis and treatment.

Science.gov (United States)

Barnes, Andrew J; Robert, Nicholas; Bradley, Cathy J

2014-02-01

As detection and treatment of cancer has advanced, the number of working age women with breast cancer has increased. This study provides new information on the intersection of breast cancer treatment and job tasks and how, together, they impact employed and newly diagnosed women. The sample comprised 493 employed women within 2 months of initiating treatment. Job satisfaction and demands were assessed by a pre-diagnosis recall along with measures of mental and physical health and assessed again 9 months after initiating treatment. Using seemingly unrelated regression, we tested the effect of job tasks and satisfaction on mental and physical health 9 months post-treatment initiation, controlling for pre-diagnosis health status, patient characteristics, and job tasks. Physical job demands prior to diagnosis were not significantly associated with mental or physical health 9 months after treatment initiation. Employment in cognitively demanding and less satisfying jobs was associated with decreases in mental health and increases in problems with work or daily activities 9 months post-treatment initiation (pWomen who received five or more cycles of chemotherapy reported lower vitality, social functioning, and worse measures of physical health compared with those who did not receive chemotherapy (pjobs may impede mental health recovery, particularly in patients who receive longer chemotherapy regimens. Such information may be used by patients and clinicians in deciding when to undergo chemotherapy and whether job tasks can be restructured to hasten recovery. Copyright © 2013 John Wiley & Sons, Ltd. Copyright © 2013 John Wiley & Sons, Ltd.

Analysis of job satisfaction, burnout, and intent of respiratory care practitioners to leave the field or the job.

Science.gov (United States)

Shelledy, D C; Mikles, S P; May, D F; Youtsey, J W

1992-01-01

Increased stress, burnout, and lack of job satisfaction may contribute to a decline in work performance, absenteeism, and intent to leave one's job or field. We undertook to determine organizational, job-specific, and personal predictors of level of burnout among respiratory care practitioners (RCPs). We also examined the relationships among burnout, job satisfaction (JS), absenteeism, and RCPs' intent to leave their job or the field. A pilot-tested assessment instrument was mailed to all active NBRC-credentialed RCPs in Georgia (n = 788). There were 458 usable returns (58% response rate). A random sample of 10% of the nonrespondents (n = 33) was then surveyed by telephone, and the results were compared to those of the mail respondents. Variables were compared to burnout and JS scores by correlational analysis, which was followed by stepwise multiple regression analyses to determine the ability of the independent variables to predict burnout and JS scores when used in combination. There were no significant differences between respondents and sampled nonrespondents in burnout scores (p = 0.56) or JS (p = 0.24). Prediction of burnout: The coefficient of multiple correlation, R2, indicated that in combination the independent variables accounted for 61% of the variance in burnout scores. The strongest predictor of burnout was job stress. Other job-related predictors of burnout were size of department, satisfaction with work, satisfaction with co-workers and co-worker support, job independence and job control, recognition by nursing, and role clarity. Personal-variable predictors were age, number of previous jobs held, social support, and intent to leave the field of respiratory care. Prediction of job satisfaction: R2 indicated that, in combination, the independent variables accounted for 63% of the variance observed in satisfaction with work, 36% of the variance observed in satisfaction with pay, 36% of the variance in satisfaction with promotions, 62% of the variance

Factors Affecting Job Satisfaction of Immigrant Korean Nurses.

Science.gov (United States)

An, Ji-Young; Cha, Sunkyung; Moon, Hyunjung; Ruggiero, Jeanne S; Jang, Haeran

2016-03-01

An increasing number of foreign-born nurses are working in the United States. Nurses' job satisfaction is a critical issue for quality patient care. The purpose of this study was to examine factors affecting the job satisfaction of immigrant Korean nurses. We used a cross-sectional mailed survey design. A convenience sample (n = 105) of members of the Greater New York Korean Nurses Association currently working or had previously worked in the United States completed the questionnaires. We used hierarchical regression to test the effects of acculturation and life satisfaction on job satisfaction. Most participants were female (n = 98, 93.3%) aged 27 to 70 years (mean = 52.27 years, SD = 10.67). In the regression model, life satisfaction, self-esteem, and perceived stress predicted job satisfaction (F = 5.127, p job satisfaction. U.S. nurses need to gain insight into factors influencing job satisfaction in Korean nurses to promote retention and quality care. © The Author(s) 2014.

Job hindrances, job resources, and safety performance: The mediating role of job engagement.

Science.gov (United States)

Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E

2015-11-01

Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Head Nurse Leadership Style and Staff Nurse Job Satisfaction: Are They Related.

Science.gov (United States)

1987-01-01

AUIN Satisfaction : Are They Related? ______________ W 6. PERFORMING 01G. REPORT NUMBER 7. ~ AUrHOR(s) S. CONTRACT OR GRANT NUMBER(s) Nancy Louis Lewis...of decision-making on subordinate satisfaction ? Vroom and Yetton (1973) reported a high correlation between worker satisfaction and participation in...Registered nurses have specialized skill and knowledge of their job requirements. Thus, according to Vroom , nurses will show greater job satisfaction with

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

African Journals Online (AJOL)

The study found that job involvement had significant relationship with work motivation and job satisfaction of the respondents. It was also found that work motivation and job satisfaction jointly and individually predict job involvement of the respondents. Nevertheless, it was established that there was significant difference in ...

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

African Journals Online (AJOL)

Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea. ... The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment ...

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

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

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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

Job-demand for learning and job-related learning: the mediating effect of job performance improvement initiatives

OpenAIRE

Loon, M; Bartram, T

2007-01-01

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

An investigation on relationship between employees’ job satisfaction and organizational commitment

Directory of Open Access Journals (Sweden)

Hamzeh Samadi Miarkolaei

2014-04-01

Full Text Available Job satisfaction is normally referred to cognitive, affective and evaluative reactions or attitude and state, which is a pleasurable or positive emotional state resulting from the appraisal of one’s job or experience. Organizational commitment has been defined as the extent where an individual accepts, internalizes, and views his/her role based on organizational values and objectives. The purpose of present research is to investigate the relationship between employees’ job satisfaction and organizational commitment of Red Crescent Society’s Textile Industries of Islamic Republic of Iran. (N=180 and n=106. Minnesota Satisfaction Questionnaire (MSQ and Allen and Meyer’s Organizational Commitment Questionnaires are used for collecting data. There were significant relationships between employees’ job satisfaction, organizational commitment, and their dimensions as descripted in results and conclusion.

Gender differences in psychological morbidity, burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study.

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Pu, Juncai; Zhou, Xinyu; Zhu, Dan; Zhong, Xiaoni; Yang, Lining; Wang, Haiyang; Zhang, Yuqing; Fan, Songhua; Liu, Lanxiang; Xie, Peng

2017-07-01

Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.

Job Satisfaction and the Neglected Variable of Job Seniority

Science.gov (United States)

Ronen, Simcha

1978-01-01

This research investigates the hypotheses that the relationship between job seniority and job satisfaction will resemble a curvilinear function of a U-shaped curve, while age and job level will be linearly related to job satisfaction; and that intrinsic rather than extrinsic aspects of job satisfaction will be the major contributor to the U-shaped…

OSART mission highlights related to on-the-job training

International Nuclear Information System (INIS)

Mazour, T.; Hide, K.

1996-01-01

This paper summarizes the highlights, related to the topic of on-the-job training (OJT), for Agency OSART missions conducted since 1990 (a total of 27 missions). Recommendations and suggestions for improvements related to on-the-job training and qualification programmes are discussed, as well as Good Practices and Good Performances. For Good Practices and Good Performances, the plant is identified to aid in follow-up by meeting participants. For recommendations and suggestions, the number of plants that had recommendations/findings in this area are identified by a number in parentheses after the item. The paper takes a broad approach toward highlights that are related to OJT. For example, there have been a number of OSART recommendations and suggestions concerning responsibilities, authorities and interfaces for NPP activities. These recommendations and suggestions relate not only to responsibilities and interfaces for on-the-job training and qualification programmes, but also to other areas as well

Future of Food : Shaping the Food System to Deliver Jobs

OpenAIRE

Townsend, Robert; Benfica, Rui Manuel; Prasann, Ashesh; Lee, Maria

2017-01-01

Shaping the Food System to Deliver Jobs is the fourth paper in a series on The Future of Food. This paper focuses on how the food system can deliver jobs. It provides a framework for understanding the factors determining the number and quality of jobs in the food system, including inclusion of women and youth. It highlights a set of actions that countries can adopt, adapt, and apply to the...

Job schedul in Grid batch farms

International Nuclear Information System (INIS)

Gellrich, Andreas

2014-01-01

We present here a study for a scheduler which cooperates with the queueing system TORQUE and is tailored to the needs of a HEP-dominated large Grid site with around 10000 jobs slots. Triggered by severe scaling problems of MAUI, a scheduler, referred to as MYSCHED, was developed and put into operation. We discuss conceptional aspects as well as experiences after almost two years of running.

Jobs masonry in LHCb with elastic Grid Jobs

CERN Document Server

Stagni, F

2015-01-01

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

The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance.

Science.gov (United States)

Morgeson, Frederick P; Delaney-Klinger, Kelly; Hemingway, Monica A

2005-03-01

Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.

THE EFFECT OF GENDER ON JOB SATISFACTION: A STUDY ON CIVIL SERVANTS

Directory of Open Access Journals (Sweden)

Yahya FİDAN

2016-04-01

Full Text Available Job satisfaction refers to the pleasure a person gets from their job, the feeling of satisfaction and the quality of life. The main aim of this study is to examine the effect of gender on job satisfaction, which is an important factor for both organizations and employees. Job satisfaction can be defined as the feeling that the human resources feel about their work and it has an important place among the concepts that affect the success of organizations such as business efficiency, employee attendance and performance. In this context, job satisfaction levels of the employees in a public institution in Karabük and the effect of gender on job satisfaction were examined using the job satisfaction scale. Data were gathered through a questionnaire and analyzed by using frequency and percentage distribution. According to the findings, it was found that some concepts in the job satisfaction scale were meaningfully differentiated from gender. It could be claimed that if the managers take the concepts that were found to be meaningful into consideration, it will increase the motivation of human resources and will serve creating viable organizations.

Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

Science.gov (United States)

Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

2014-01-01

This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

Army Officer Job Analysis: Identifying Performance Requirements to Inform Officer Selection and Assignment

Science.gov (United States)

2011-08-01

satisfaction), it is influenced by a variety of factors including affect , cognitions , and behaviors (Weiss, 2002; Weiss, Nicholas, & Daus, 1999). Research...more prosocial behaviors such as assisting coworkers. Job Involvement. Job involvement refers to the degree to which one psychologically...variations in affective experiences over time. Organizational Behavior and Human Decision Processes, 78, 1- 24. doi: 10.1006/obhd.1999.2824 Wong, L

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

Job satisfaction and intention to quit the job.

Science.gov (United States)

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

2013-03-01

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

Job Matching and On-the-Job Training.

OpenAIRE

Barron, John M; Black, Dan A; Loewenstein, Mark A

1989-01-01

Conventional analysis predicts that workers pay part of their on-the-job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the-job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training. This matching process constitutes a key feature of the on-the-job training model that is presented i...

[Job stress in locomotive attendants in a locomotive depot and related influencing factors].

Science.gov (United States)

Kang, L; Jia, X C; Lu, F; Zhou, W H; Chen, R

2017-10-20

Objective: To investigate the current status of job stress in locomotive attendants in a locomotive depot and related influencing factors. Methods: From 2012 to 2013, cluster sampling was used to select 1500 locomotive attendants in a locomotive depot in Zhengzhou Railway Bureau as respondents.The contents of the investigation included general data and occupational information.A job satisfaction questionnaire was used to investigate the degree of satisfaction, a depression scale was used to investigate the frequency of symptoms, and a daily stress scale was used to investigate the frequency of fatigue and stress. Results: There was a significant difference in depression score between locomotive attendants with different ages, working years, degrees of education, working situations of spouse, total monthly family incomes, numbers of times of attendanceat night, monthly numbers of times of attendance,ormonthly attendance times( P job satisfaction score between locomotive attendants with different ages,working years, degrees of education, working situations of spouse, total monthly family incomes, numbers of times of attendance at night, monthly attendance times,or ways to work( P job satisfaction( β =1.546)and monthly number of times of attendance,working years,attendance time at night,and degree of education were negatively correlated with job satisfaction( β =-0.185,-0.097,-0.020,and -1.106); monthly number of times of attendance andcommute time were positively correlated with depression( β =0.243 and 0.029); attendance time at night,working situation of spouse,commute time,monthly number of times of attendance,degree of education,and working years were positively correlated with daily stress( β =0.006,0.473,0.010,0.043,0.585, and 0.028). Conclusion: Number of times of attendance, attendance time,working years,and spouse are influencing factors for job stress in locomotive attendants. Improvement in work process and care for their personal life help to reduce

Job search and over-education: Evidence from China's labour ...

African Journals Online (AJOL)

This article investigates the relationship between the number of informational channels and over-education in the outcome of job search, using the survey data of postgraduates in China. The empirical results show: (1) the more the informational channels of job search are used, the lower the probability and the less the ...

Coordination Frictions and Job Heterogeneity

DEFF Research Database (Denmark)

Kennes, John; le Maire, Christian Daniel

be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... of these results preserve the essential tractability of the baseline model with aggregate shocks. Therefore, we o¤er a parsimonious, general equilibrium framework in which to study the process by which the contin- uous dispersion of wages and productivities varies over the business cycle for a large population...

Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

OpenAIRE

NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori

2014-01-01

This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performa...

Person-job fit: an exploratory cross-sectional analysis of hospitalists.

Science.gov (United States)

Hinami, Keiki; Whelan, Chad T; Miller, Joseph A; Wolosin, Robert J; Wetterneck, Tosha B

2013-02-01

Person-job fit is an organizational construct shown to impact the entry, performance, and retention of workers. Even as a growing number of physicians work under employed situations, little is known about how physicians select, develop, and perform in organizational settings. Our objective was to validate in the hospitalist physician workforce features of person-job fit observed in workers of other industries. The design was a secondary survey data analysis from a national stratified sample of practicing US hospitalists. The measures were person-job fit; likelihood of leaving practice or reducing workload; organizational climate; relationships with colleagues, staff, and patients; participation in suboptimal patient care activities. Responses to the Hospital Medicine Physician Worklife Survey by 816 (sample response rate 26%) practicing hospitalists were analyzed. Job attrition and reselection improved job fit among hospitalists entering the job market. Better job fit was achieved through hospitalists engaging a variety of personal skills and abilities in their jobs. Job fit increased with time together with socialization and internalization of organizational values. Hospitalists with higher job fit felt they performed better in their jobs. Features of person-job fit for hospitalists conformed to what have been observed in nonphysician workforces. Person-job fit may be a useful complementary survey measure related to job satisfaction but with a greater focus on function. Copyright © 2012 Society of Hospital Medicine.

Utility of a Job-Person Match for Personnel Selection.

Science.gov (United States)

Camara, Wayne J.

A backlog of applicants for civil service positions and a work overload on selection and classification specialists at one civil service office prompted a study of the usefulness of a job-person match for personnel selection. An instrument measuring applicants' match to a large number of professional and technical jobs within a state civil service…

Physician job satisfaction related to actual and preferred job size.

Science.gov (United States)

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

2017-05-11

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

Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1

Science.gov (United States)

Pierce, Charles H.; Risley, Todd R.

1974-01-01

In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements. PMID:4436168

Job characteristics as determinants of job satisfaction and labour mobility

OpenAIRE

Cornelißen, Thomas

2006-01-01

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

Job satisfaction and associated factors among health professionals working at Western Amhara Region, Ethiopia.

Science.gov (United States)

Temesgen, Kalkidan; Aycheh, Moges Wubie; Leshargie, Cheru Tesema

2018-04-17

In Ethiopia assuring the satisfaction of health care provider with their job is a major challenging problem. Job satisfaction is a worker's emotional response to different job related factors resulting in finding pleasure, comfort, confidence, rewards, personal growth and various positive opportunities, including upward mobility, recognition, and appraisal done on a merit pattern with monetary value as compensation. Professionals, whose needs and expectations are satisfied, tend to be more productive compared to their colleagues. Thus, study is aimed at assessing job satisfaction and associated factors among health professionals working at Western Amhara region, Ethiopia. An institution-based cross sectional study was conducted on March 2016 at Western Amhara region among 575 health professionals selected using simple random sampling. Logistic regression analysis was used to identify factors related to job satisfaction. Variables which have p-value less than or equal to 0.05 with corresponding AOR at 95 confidence interval was considered to declare the significance association. This study revealed that job satisfaction of health professional working at Western Amhara region was 31.7%. The mean age of respondent was 27.13 years. Majority of them, 79.3% and 95.3% were less than 30 years in age and orthodox Christian religion followers respectively. The presence of health professionals' reference manual/guide, alcohol drinking, workload, experience, educational status and profession types were identified as significant factors associated with health care professionals' job satisfaction level. Professional being laboratory technicians, pharmacists and Environmental health workers were 4.86 times more likely to satisfy themselves than nurses, midwives and Public health officers. Similarly, in their educational status, degree and above holders were 5.64 times more likely to satisfy themselves than below degree holders. Health professionals whose experience with > 3�

The Job Training and Job Satisfaction Survey Technical Manual

Science.gov (United States)

Schmidt, Steven W.

2004-01-01

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

Nurses' but not supervisors' safety practices are linked with job satisfaction.

Science.gov (United States)

Hurtado, David A; Kim, Seung-Sup; Subramanian, S V; Dennerlein, Jack T; Christiani, David C; Hashimoto, Dean M; Sorensen, Glorian

2017-10-01

To test the associations of safety practices as reported by nurses and their respective unit supervisors with job satisfaction. Psychosocial workplace factors are associated with job satisfaction; however, it is unknown whether nurses and supervisors accounts of safety practices are differentially linked to this outcome. Cross-sectional study design including nurses (n = 1052) nested in 94 units in two hospitals in Boston (MA, USA). Safety practices refer to the identification and control of occupational hazards at the unit. Safety practices were measured aggregating nurses' responses per unit, and supervisory levels. Individual's job satisfaction for each nurse was the response variable. Supervisors assessed safety practices more favourably than their unit nursing staff. Adjusted random intercept logistic regressions showed that the odds of higher job satisfaction were higher for nurses at units with better safety practices (OR: 1.67, 95% CI: 1.04, 2.68) compared with nurses at units that averaged lower safety practices. Supervisors' reports of safety practices were not correlated with the job satisfaction of their staff. Adequate safety practices might be a relevant managerial role that enhances job satisfaction among nurses. Nursing supervisors should calibrate their safety assessments with their nursing staff to improve nurses' job satisfaction. © 2017 John Wiley & Sons Ltd.

Online Job Allocation with Hard Allocation Ratio Requirement (Author’s Manuscript)

Science.gov (United States)

2016-04-14

server divided by its capacity. Specifically , let nj be the number of jobs that have already been allocated to server j. When job i arrives, it is...decisions solely based on current system state is needed. The problem of online job allocation has attracted much attention . Most current studies study...closed-form expressions for their performance. Specifically , we prove that, in order to allocate at least 1− 1θ of jobs , the two policies only need to

What is sought from graphic designers? A first thematic analysis of job offers for graphic design positions in the United Kingdom

OpenAIRE

Nicoletti Dziobczenski, Paulo; Person, Oscar

2016-01-01

An empirically grounded understanding about which knowledge and skills that are sought from designers is missing for a number of professional subfields of design. This gap in research challenges i) design educators in planning their educational offerings and ii) design practitioners and students in articulating their contribution to clients and future employers. In this paper, we study the references that are made to knowledge and skills in job offers for graphic designers in UK. Based on a f...

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

NARCIS (Netherlands)

Gerards, Ruud; Welters, Ricardo

2016-01-01

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

Physician job satisfaction in Saudi Arabia: insights from a tertiary hospital survey.

Science.gov (United States)

Aldrees, Turki; Al-Eissa, Sami; Badri, Motasim; Aljuhayman, Ahmed; Zamakhshary, Mohammed

2015-01-01

Job satisfaction refers to the extent to which people like or dislike their job. Job satisfaction varies across professions. Few studies have explored this issue among physicians in Saudi Arabia. The objective of this study is to determine the level and factors associated with job satisfaction among Saudi and non-Saudi physicians. In this cross-sectional study conducted in a major tertiary hospital in Riyadh, a 5-point Likert scale structured questionnaire was used to collect data on a wide range of socio-demographic, practice environment characteristics and level and consequences of job satisfaction from practicing physicians (consultants or residents) across different medical specialties. Logistic regression models were fitted to determine factors associated with job satisfaction. Of 344 participants, 300 (87.2%) were Saudis, 252 (73%) males, 255 (74%) married, 188 (54.7%) consultants and age [median (IQR)] was 32 (27-42.7) years. Overall, 104 (30%) respondents were dissatisfied with their jobs. Intensive care physicians were the most dissatisfied physicians (50%). In a multiple logistic regression model, income satisfaction (odds ratio [OR]=0.448 95% CI 0.278-0.723, P job satisfaction identified in this study should be addressed in governmental strategic planning aimed at improving the healthcare system and patient care.

Job execution in virtualized runtime environments in grid

International Nuclear Information System (INIS)

Shamardin, Lev; Demichev, Andrey; Gorbunov, Ilya; Ilyin, Slava; Kryukov, Alexander

2010-01-01

Grid systems are used for calculations and data processing in various applied areas such as biomedicine, nanotechnology and materials science, cosmophysics and high energy physics as well as in a number of industrial and commercial areas. Traditional method of execution of jobs in grid is running jobs directly on the cluster nodes. This puts restrictions on the choice of the operational environment to the operating system of the node and also does not allow to enforce resource sharing policies or jobs isolation nor guarantee minimal level of available system resources. We propose a new approach to running jobs on the cluster nodes when each grid job runs in its own virtual environment. This allows to use different operating systems for different jobs on the same nodes in cluster, provides better isolation between running jobs and allows to enforce resource sharing policies. The implementation of the proposed approach was made in the framework of gLite middleware of the EGEE/WLCG project and was successfully tested in SINP MSU. The implementation is transparent for the grid user and allows to submit binaries compiled for various operating systems using exactly the same gLite interface. Virtual machine images with the standard gLite worker node software and sample MS Windows execution environment were created.

The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

Science.gov (United States)

Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

2018-04-01

- Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

The real leadership lessons of Steve Jobs.

Science.gov (United States)

Isaacson, Walter

2012-04-01

The author, whose biography of Steve Jobs was an instant best seller after the Apple CEO's death in October 2011, sets out here to correct what he perceives as an undue fixation by many commentators on the rough edges of Jobs's personality. That personality was integral to his way of doing business, Isaacson writes, but the real lessons from Steve Jobs come from what he actually accomplished. He built the world's most valuable company, and along the way he helped to transform a number of industries: personal computing, animated movies, music, phones, tablet computing, retail stores, and digital publishing. In this essay Isaacson describes the 14 imperatives behind Jobs's approach: focus; simplify; take responsibility end to end; when behind, leapfrog; put products before profits; don't be a slave to focus groups; bend reality; impute; push for perfection; know both the big picture and the details; tolerate only "A" players; engage face-to-face; combine the humanities with the sciences; and "stay hungry, stay foolish."

Job sharing for women pharmacists in academia.

Science.gov (United States)

Rogers, Kelly C; Finks, Shannon W

2009-11-12

The pharmacist shortage, increasing numbers of female pharmacy graduates, more pharmacy schools requiring faculty members, and a lower percentage of female faculty in academia are reasons to develop unique arrangements for female academic pharmacists who wish to work part-time. Job sharing is an example of a flexible alternative work arrangement that can be successful for academic pharmacists who wish to continue in a part-time capacity. Such partnerships have worked for other professionals but have not been widely adopted in pharmacy academia. Job sharing can benefit the employer through retention of experienced employees who collectively offer a wider range of skills than a single employee. Benefits to the employee include balanced work and family lives with the ability to maintain their knowledge and skills by remaining in the workforce. We discuss the additional benefits of job-sharing as well as our experience in a non-tenure track job-sharing position at the University of Tennessee College of Pharmacy.

Job scheduling in a heterogenous grid environment

Energy Technology Data Exchange (ETDEWEB)

Oliker, Leonid; Biswas, Rupak; Shan, Hongzhang; Smith, Warren

2004-02-11

Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

Job Prospects for Electrical Engineers.

Science.gov (United States)

Basta, Nicholas

1986-01-01

Discusses the career outlook for electrical/electronics engineers. Explains that the number of bachelor degree graduates continues to rise, along with average starting salaries. Reveals that although the availability of jobs in the computer industry is leveling off, prospects in the robotics and telecommunication fields are growing. (TW)

Relationship between Teachers' Job Satisfaction and Their Attitudes towards Students' Beliefs and Motivation

Science.gov (United States)

Salehi, Hadi; Taghavi, Elham; Yunus, Melor Md

2015-01-01

Many studies have been done in the developed countries due to the importance of job satisfaction; however, only a limited number of studies have been conducted on teachers' job satisfaction in Iran. This study is an attempt to investigate the relationship between teachers' job satisfaction and their attitudes towards students' beliefs and…

Co-occurrence of protective health behaviours and perceived psychosocial job characteristics

Directory of Open Access Journals (Sweden)

Vera J.C. Mc Carthy

2015-01-01

Full Text Available Little is known about the association between positive job characteristics of older workers and the co-occurrence of protective health behaviours. This study aims to investigate the association between perceived psychosocial job characteristics and the adoption of protective health behaviours. A population-based cross-sectional study was performed on a sample of 1025 males and females (age-range 50–69-years attending a primary healthcare clinic. Perceived job characteristics (job demands: quantitative and cognitive demands; resources: possibility for development and influence at work were determined using the Copenhagen Psychosocial Questionnaire. Each scale is presented in tertiles. Protective health behaviours were; consumption of five or more portions of fruit and vegetables a day, moderate alcohol, non/ex-smoker, and high and moderate physical activity. Each participant was scored 0–4 protective health behaviours. The majority of the sample had three protective health behaviours. Higher levels of influence at work and cognitive demands were associated with higher self-reported physical activity, but not with any number of protective health behaviours. Conversely, higher quantitative and higher cognitive demands were associated with reporting any number of protective health behaviours or above average number of protective health behaviours respectively. The findings on protective health behaviours were inconsistent in relation to the different measures of perceived psychosocial job characteristics and were largely confined to physical activity and diet.

Job flexibility and job insecurity : the Dutch case

NARCIS (Netherlands)

Klein Hesselink, D.J.; Vuuren, T. van

1999-01-01

Since the 1970s the flexible workforce in the Netherlands has been an important factor of labour force growth. The question raised in this article is whether job flexibility gives rise to feelings of job security. It appears that flexiworkers experience more job insecurity than workers with

Validity test of the IPD-Work consortium approach for creating comparable job strain groups between Job Content Questionnaire and Demand-Control Questionnaire

Directory of Open Access Journals (Sweden)

Bongkyoo Choi

2015-04-01

Full Text Available Objectives: This study aims to test the validity of the IPD-Work Consortium approach for creating comparable job strain groups between the Job Content Questionnaire (JCQ and the Demand-Control Questionnaire (DCQ. Material and Methods: A random population sample (N = 682 of all middle-aged Malmö males and females was given a questionnaire with the 14-item JCQ and 11-item DCQ for the job control and job demands. The JCQ job control and job demands scores were calculated in 3 different ways: using the 14-item JCQ standard scale formulas (method 1; dropping 3 job control items and using the 11-item JCQ standard scale formulas with additional scale weights (method 2; and the approach of the IPD Group (method 3, dropping 3 job control items, but using the simple 11-item summation-based scale formulas. The high job strain was defined as a combination of high demands and low control. Results: Between the 2 questionnaires, false negatives for the high job strain were much greater than false positives (37–49% vs. 7–13%. When the method 3 was applied, the sensitivity of the JCQ for the high job strain against the DCQ was lowest (0.51 vs. 0.60–0.63 when the methods 1 and 2 were applied, although the specificity was highest (0.93 vs. 0.87–0.89 when the methods 1 and 2 were applied. The prevalence of the high job strain with the JCQ (the method 3 was applied was considerably lower (4–7% than with the JCQ (the methods 1 and 2 were applied and the DCQ. The number of congruent cases for the high job strain between the 2 questionnaires was smallest when the method 3 was applied. Conclusions: The IPD-Work Consortium approach showed 2 major weaknesses to be used for epidemiological studies on the high job strain and health outcomes as compared to the standard JCQ methods: the greater misclassification of the high job strain and lower prevalence of the high job strain.

Exact and heuristic solution approaches for the Integrated Job Scheduling and Constrained Network Routing Problem

DEFF Research Database (Denmark)

Gamst, M.

2014-01-01

problem. The methods are computationally evaluated on test instances arising from telecommunications with up to 500 jobs and 500 machines. Results show that solving the integrated job scheduling and constrained network routing problem to optimality is very difficult. The exact solution approach performs......This paper examines the problem of scheduling a number of jobs on a finite set of machines such that the overall profit of executed jobs is maximized. Each job has a certain demand, which must be sent to the executing machine via constrained paths. A job cannot start before all its demands have...... arrived at the machine. Furthermore, two resource demand transmissions cannot use the same edge in the same time period. The problem has application in grid computing, where a number of geographically distributed machines work together for solving large problems. The machines are connected through...

Management strategies to improve job satisfaction of principals in primary schools / Khumalo M.G.

OpenAIRE

Khumalo, Mapula Gertrude.

2012-01-01

The aim of this study is to optimise aspects of job satisfaction in the work environment to improve the effectiveness of primary school principals. Job dissatisfaction seems to be a worldwide problem in the education sector, even in South Africa a number of researches were conducted on job satisfaction. In this research the focus is on the following research questions: What is the nature of job satisfaction? Which factors contribute to the job satisfaction/dissatisfaction of primary school...

Impact of a poka-yoke device on job performance of individuals with cognitive impairments.

Science.gov (United States)

Erlandson, R F; Noblett, M J; Phelps, J A

1998-09-01

Job performance and production related issues are important not only to successful vocational training and ultimate job placement for individuals with cognitive disabilities, but also for their ability to have expanded vocational options. This study hypothesized that the application of Kaizen philosophy, and poka-yoke techniques in particular, could create job opportunities and improve productivity of individuals with cognitive disabilities. Poka-yoke or error-proofing techniques are part of the collection of Kaizen techniques. Kaizen refers to continuous improvement in performance, cost/effectiveness, and quality. Kaizen strives to empower the worker, increase worker satisfaction, facilitate a sense of accomplishment, and thereby create pride-of-work. These techniques typically reduce the physical and cognitive demands of a task and thereby render the task more accessible. The job was a fuel clamp assembly. A redesigned assembly fixture was the poka-yoke intervention. Consistent with poka-yoke principles, the intervention improved the productivity of everyone attempting the assembly. In particular, the workers in this study showed an 80% increase in productivity and an average percent error drop from 52% to about 1% after the process redesign. Furthermore, the workers showed improved morale, self-esteem, and pride-of-work. Prior to the process redesign, only the higher functioning workers could successfully perform the assembly. After the redesign a greater number of workers could successfully perform the assembly. These results not only validated the study hypothesis, but demonstrated that the success facilitated by applying Kaizen techniques had similar results with individuals with cognitive disabilities as with nondisabled workers.

Relationship Between Job Characteristics And Job Performance Of ...

African Journals Online (AJOL)

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

Job Hazard Analysis

National Research Council Canada - National Science Library

1998-01-01

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

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

Science.gov (United States)

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

2002-06-01

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

75 FR 74088 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Science.gov (United States)

2010-11-30

... for OMB Review; Comment Request; Job Corps Enrollee Allotment Determination ACTION: Notice. SUMMARY... Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Enrollee Allotment... number) or by e-mail at [email protected] . SUPPLEMENTARY INFORMATION: Job Corps enrollees may elect...

Dynamics of Job Quitting among High Educated Female Former Employees

Directory of Open Access Journals (Sweden)

J. Seno Aditya Utama

2012-08-01

Full Text Available The number of highly educated woman workers increased in recent year, but job quitting and woman career discontinuity was still high; it was related to working inequalities and work-family issues. The current study investigates the antecedent of woman job quitting decision, career aspiration, spouse and supervisor support. Individual in-depth interviews investigated the 12 highly educated ex-employee mothers. The findings were spouse support on woman job quitting, children care orientation, supervisor retention effort, current positive evaluation and unintended future career.

Sickness absenteeism during a period of job-to-job transition

NARCIS (Netherlands)

Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

2016-01-01

We examine a novel pattern of workplace sickness absenteeism for job-to-job movers, covering the periods before and after their job transitions. The movers display two opposite changes of absenteeism-an upward and a downward spike before and after job change. The estimates indicate a behavioural

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

Science.gov (United States)

Saunders, Bob

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

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

Science.gov (United States)

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

2018-01-01

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

Railing for safety: job demands, job control, and safety citizenship role definition.

Science.gov (United States)

Turner, Nick; Chmiel, Nik; Walls, Melanie

2005-10-01

This study investigated job demands and job control as predictors of safety citizenship role definition, that is, employees' role orientation toward improving workplace safety. Data from a survey of 334 trackside workers were framed in the context of R. A. Karasek's (1979) job demands-control model. High job demands were negatively related to safety citizenship role definition, whereas high job control was positively related to this construct. Safety citizenship role definition of employees with high job control was buffered from the influence of high job demands, unlike that of employees with low job control, for whom high job demands were related to lower levels of the construct. Employees facing both high job demands and low job control were less likely than other employees to view improving safety as part of their role orientation. Copyright (c) 2005 APA, all rights reserved.

The Magic of the New: How Job Changes Affect Job Satisfaction

OpenAIRE

Hetschko, Clemens; Chadi, Adrian

2014-01-01

We investigate a crucial event for job satisfaction: changing the workplace. For representative German panel data, we show that the reason why the previous employment ended is strongly linked to the satisfaction with the new job. When workers initiate a change of employer, they experience relatively high job satisfaction, though only in the short-term. To test causality, we exploit plant closure as exogenous trigger of job switching and find no causal effect of job changes on job satisfaction...

Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

Science.gov (United States)

Hooker, Roderick S; Kuilman, Luppo; Everett, Christine M

2015-12-01

To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

Job satisfaction

OpenAIRE

PODROUŽKOVÁ, Lucie

2013-01-01

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

Job disamenities, job satisfaction, and on-the-job search: is there a nexus?

OpenAIRE

Petri Böckerman; Pekka Ilmakunnas

2005-01-01

This study explores the potential role of adverse working conditions at the workplace in the determination of on-the-job search in the Finnish labour market. The results reveal that workers currently facing adverse working conditions have greater intentions to switch jobs and they are also more willing to stop working completely. In addition, those workers search new matches more frequently. There is evidence that adverse working conditions consistently increase the level of job dissatisfacti...

Job Burnout (Burnout) with Performance by Nurses in Nursing Care Provision

OpenAIRE

Triyoga, Akde; Maharani, Puspa Ayu

2012-01-01

Job burnout is a condition that physical, emotional and mental drop caused by a very demanding job situation in the long term. This study aims to determine the job burnout relationship with the performance of nurses in providing nursing care in Inpatient Installation Kediri Baptist Hospital. Design used in this study were Analytical Correlation. The populations were nurses who worked in Inpatient Installation Kediri Baptist Hospital. The number of samples were 53 respondents and was taken by ...

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

African Journals Online (AJOL)

McRoy

2014-12-31

Dec 31, 2014 ... Aim: The study assessed the job satisfaction, perception of job stress and psychological ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

Satisfied and Happy: Establishing Link between Job Satisfaction and Subjective Well- Being

Directory of Open Access Journals (Sweden)

Glenn Medallon Calaguas

2017-02-01

Full Text Available Job satisfaction pertains to people’s reactions and feelings towards their jobs. It is an indicator of emotional well-being or psychological health. On the other hand, subjective well-being refers to how people evaluate their lives which may include cognitive judgments and affective evaluations. With the aim of knowing the possible relationship between job satisfaction and subjective well-being, 251 teachers who came from 52 government schools were asked to respond to the Generic Job Satisfaction Scale (GJSS and the Satisfaction with Life Scale (SWLS. The item on the GJSS which registered the highest mean pertained to job security (M=4.35, SD=.62 while the lowest means were observed on items that pertained to concern of the management towards the teacher (M=4.04, SD=.61 and getting along with supervisors (M=4.04, SD=.64. As to the items in the SWLS, the highest mean was observed on the item that pertained to satisfaction with life (M=5.65, SD=1.09 while the item with lowest mean pertained to getting the important things one wants in life (M=5.21, SD=1.28. Generally, the participants of the study had high job satisfaction and subjective well-being. Also, it was revealed that job satisfaction was significantly related to subjective well-being with job satisfaction predicting subjective well-being.

Considering job-related doses in Europe

International Nuclear Information System (INIS)

Anon.

1990-01-01

As part of its role of safeguarding nuclear workers the Commission of the European Community has created a European data bank on job-related doses. The data bank is intended to correlate jobs and workers doses and is a useful instrument to observe the collected doses of workers in nuclear power plants. Set up in 1980, the database covers doses in PWRs and BWRs. To create it a questionnaire is distributed to plant operators. The database responses provide information on (i) Trends in total collective doses, including those for some ancillary jobs. It is possible to see trends by calendar year and by fuel cycle number. (ii) Other trends such as dose in terms of installed power or dose in terms of power station design. (iii) Dose differences between power stations, normalized against the differences in dose rates. This is only possible for PWRs that monitor dose rates using the EPRI standard monitoring programme. (vi) The relative dose rate in each plant for a defined job. The questionnaire is not perfectly adapted to all the working criteria in nuclear power stations but it is an effective tool for implementing radiation protection. (author)

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

Directory of Open Access Journals (Sweden)

Mojtaba Rafiee

2013-09-01

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

Job Analysis

OpenAIRE

Bravená, Helena

2009-01-01

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

A Study on Job Satisfaction as a Determinant of Job Motivation

Directory of Open Access Journals (Sweden)

Azman Ismail

2016-06-01

Full Text Available Despite significant increase of interest in job motivation among the global organizations, the role of an administrator is still unclear. The main objective of this study is to investigate the relationship between job satisfaction (i.e., intrinsic satisfaction and extrinsic satisfaction and job motivation. A survey method was used to collect self-report survey of employees in Malaysian Fire and Rescue Department. The SmartPLS path model analysis revealed three key findings: first, job satisfaction is significantly correlated with job motivation. Second, intrinsic satisfaction is significantly correlated with job motivation. Third, extrinsic satisfaction is significantly correlated with job motivation. These findings demonstrate that the ability of administrators to provide adequate intrinsic satisfaction and extrinsic satisfaction may lead to greater employees‟ job motivation. In addition, discussion, implications and conclusion are also presented.

Utilizing Cross-Cultural Curricula To Improve Interpersonal Job Skills Training.

Science.gov (United States)

Barker, Shirl A.

2002-01-01

An experimental group of 65 secondary vocational students received cross-cultural training focused on interpersonal communication and job skills. Compered with 65 controls, the experimental group had significantly better interpersonal skills. Differences in terms of gender, ethnicity, and rural/urban location were found. (Contains 18 references.)…

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Science.gov (United States)

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. PMID:28943859

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Directory of Open Access Journals (Sweden)

Carol M. Wong

2017-09-01

Full Text Available Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004. Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011, which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006. In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010. Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001. Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995, we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.

Job Creation and Job Destruction, Worker Reallocation, and Wages.

OpenAIRE

Belzil, Christian

2000-01-01

Using Danish firm (workplace) data on employment reallocation merged with individual records, the effects of job creation/destruction and worker reallocation on wages are estimated using fixed effects techniques. After controlling for business cycle fluctuations, job creation is found to increase male wages. The effect of net job creation seems present at all phases of the business cycle. Entry wages as well as wages of low tenure workers appear much more sensitive to idiosyncratic job creati...

Job satisfaction and job content in Dutch dental hygienists.

Science.gov (United States)

Jerković-Ćosić, K; van Offenbeek, M A G; van der Schans, C P

2012-08-01

This study compares the scope of practice of Dutch dental hygienists (DHs) educated through a 2- or 3-year curriculum ('old-style DHs') with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor's degree ('new-style DHs'), with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. The questionnaires were obtained from old- and new-style DHs (n = 413, response 38%; n = 219, response 59%, respectively), in which respondents had recorded their dental tasks, perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction. New-style DHs have a more extended scope of practice compared with old-style DHs. Despite their more complex jobs, which are theoretically related to higher job satisfaction, new-style DHs perceive lower autonomy and job satisfaction (P job satisfaction (β = 0.462), followed by autonomy (β = 0.202) and caries decisive tasks, the last affecting job satisfaction negatively (β = -0.149). Self-employment is the strongest significant predictor for autonomy (β = 0.272). The core business of DHs remains the prevention and periodontology services. New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks. © 2012 John Wiley & Sons A/S.

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

Science.gov (United States)

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

2017-01-01

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

Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob R.

2010-01-01

This paper focuses on the adjustment costs of globalisation by studying the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1990-2003. A competing risks duration model that distinguishes between job-to-job and job......-to-unemployment transitions is estimated. Outsourcing is found to increase the unemployment risk of low-skilled workers, but the quantitative impact is modest. Outsourcing is also found to reduce the job change hazard rate for all education groups. Thus, the paper provides evidence for small adjustment costs of globalisation....

Validity test of the IPD-Work consortium approach for creating comparable job strain groups between Job Content Questionnaire and Demand-Control Questionnaire.

Science.gov (United States)

Choi, Bongkyoo; Ko, Sangbaek; Ostergren, Per-Olof

2015-01-01

This study aims to test the validity of the IPD-Work Consortium approach for creating comparable job strain groups between the Job Content Questionnaire (JCQ) and the Demand-Control Questionnaire (DCQ). A random population sample (N = 682) of all middle-aged Malmö males and females was given a questionnaire with the 14-item JCQ and 11-item DCQ for the job control and job demands. The JCQ job control and job demands scores were calculated in 3 different ways: using the 14-item JCQ standard scale formulas (method 1); dropping 3 job control items and using the 11-item JCQ standard scale formulas with additional scale weights (method 2); and the approach of the IPD Group (method 3), dropping 3 job control items, but using the simple 11-item summation-based scale formulas. The high job strain was defined as a combination of high demands and low control. Between the 2 questionnaires, false negatives for the high job strain were much greater than false positives (37-49% vs. 7-13%). When the method 3 was applied, the sensitivity of the JCQ for the high job strain against the DCQ was lowest (0.51 vs. 0.60-0.63 when the methods 1 and 2 were applied), although the specificity was highest (0.93 vs. 0.87-0.89 when the methods 1 and 2 were applied). The prevalence of the high job strain with the JCQ (the method 3 was applied) was considerably lower (4-7%) than with the JCQ (the methods 1 and 2 were applied) and the DCQ. The number of congruent cases for the high job strain between the 2 questionnaires was smallest when the method 3 was applied. The IPD-Work Consortium approach showed 2 major weaknesses to be used for epidemiological studies on the high job strain and health outcomes as compared to the standard JCQ methods: the greater misclassification of the high job strain and lower prevalence of the high job strain. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Migration-driven aggregation behaviors in job markets with direct foreign immigration

International Nuclear Information System (INIS)

Sun, Ruoyan

2014-01-01

This Letter introduces a new set of rate equations describing migration-driven aggregation behaviors in job markets with direct foreign immigration. We divide the job market into two groups: native and immigrant. A reversible migration of jobs exists in both groups. The interaction between two groups creates a birth and death rate for the native job market. We find out that regardless of initial conditions or the rates, the total number of cities with either job markets decreases. This indicates a more concentrated job markets for both groups in the future. On the other hand, jobs available for immigrants increase over time but the ones for natives are uncertain. The native job markets can either expand or shrink or remain constant due to combined effects of birth and death rates. Finally, we test our analytical results with the population data of all counties in the US from 2000 to 2011. - Highlights: • A rate equation model describing the migration of job market is proposed. • We study the migration-driven aggregation behaviors over the longer term. • An illustrative example is given to check the effectiveness of the model

Migration-driven aggregation behaviors in job markets with direct foreign immigration

Energy Technology Data Exchange (ETDEWEB)

Sun, Ruoyan

2014-09-05

This Letter introduces a new set of rate equations describing migration-driven aggregation behaviors in job markets with direct foreign immigration. We divide the job market into two groups: native and immigrant. A reversible migration of jobs exists in both groups. The interaction between two groups creates a birth and death rate for the native job market. We find out that regardless of initial conditions or the rates, the total number of cities with either job markets decreases. This indicates a more concentrated job markets for both groups in the future. On the other hand, jobs available for immigrants increase over time but the ones for natives are uncertain. The native job markets can either expand or shrink or remain constant due to combined effects of birth and death rates. Finally, we test our analytical results with the population data of all counties in the US from 2000 to 2011. - Highlights: • A rate equation model describing the migration of job market is proposed. • We study the migration-driven aggregation behaviors over the longer term. • An illustrative example is given to check the effectiveness of the model.

Job mobility and hours of work: the effect of Dutch legislation

OpenAIRE

Fouarge, D.; Baaijens, F P.

2009-01-01

Previous research has pointed to the existence of hours constraints on the labour market: not all employees’ preferences with respect to the length of the working week seem to be fulfilled, and changes in the number of working hours often coincide with job mobility. In this paper, we test whether or not a recently introduced Dutch legislation providing employees with the right to adjust working hours within their job has reduced the correlation between changes in working hours and job mobilit...

Job satisfaction of Malaysian registered nurses: a qualitative study.

Science.gov (United States)

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

2016-01-01

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

Forecasting jobs in the supply chain for investments in residential energy efficiency retrofits in Florida

Science.gov (United States)

Fobair, Richard C., II

This research presents a model for forecasting the numbers of jobs created in the energy efficiency retrofit (EER) supply chain resulting from an investment in upgrading residential buildings in Florida. This investigation examined material supply chains stretching from mining to project installation for three product types: insulation, windows/doors, and heating, ventilating, and air conditioning (HVAC) systems. Outputs from the model are provided for the project, sales, manufacturing, and mining level. The model utilizes reverse-estimation to forecast the numbers of jobs that result from an investment. Reverse-estimation is a process that deconstructs a total investment into its constituent parts. In this research, an investment is deconstructed into profit, overhead, and hard costs for each level of the supply chain and over multiple iterations of inter-industry exchanges. The model processes an investment amount, the type of work and method of contracting into a prediction of the number of jobs created. The deconstruction process utilizes data from the U.S. Economic Census. At each supply chain level, the cost of labor is reconfigured into full-time equivalent (FTE) jobs (i.e. equivalent to 40 hours per week for 52 weeks) utilizing loaded labor rates and a typical employee mix. The model is sensitive to adjustable variables, such as percentage of work performed per type of product, allocation of worker time per skill level, annual hours for FTE calculations, wage rate, and benefits. This research provides several new insights into job creation. First, it provides definitions that can be used for future research on jobs in supply chains related to energy efficiency. Second, it provides a methodology for future investigators to calculate jobs in a supply chain resulting from an investment in energy efficiency upgrades to a building. The methodology used in this research is unique because it examines gross employment at the sub-industry level for specific

Job longevity as a situational factor in job satisfaction.

Science.gov (United States)

Katz, R

1978-06-01

This study investigates the relationships between overall job satisfaction and the five task dimensions of skill variety, task identity, task significance, autonomy, and feedback-from-job for employees at different stages of their careers, as measured by their length of employment on their current jobs, as well as in their current organizations. Basically, the analysis shows that the strength of the relationships between job satisfaction and each of the task dimensions depends on both the job longevity and organizational longevity of the sampled individuals. For employees new to an organization, for example, only task significance is related positively to job satisfaction, while autonomy has a strongly negative correlation. The study presents other significant correlational differences and discusses the implications of its findings for task design, as well as for managing new employees. Approximately 3500 respondents from four different governments--two metropolitan, one county, and one state--participated in the collection of survey data.

Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect

OpenAIRE

Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

2016-01-01

Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without medit...

A neural network approach to job-shop scheduling.

Science.gov (United States)

Zhou, D N; Cherkassky, V; Baldwin, T R; Olson, D E

1991-01-01

A novel analog computational network is presented for solving NP-complete constraint satisfaction problems, i.e. job-shop scheduling. In contrast to most neural approaches to combinatorial optimization based on quadratic energy cost function, the authors propose to use linear cost functions. As a result, the network complexity (number of neurons and the number of resistive interconnections) grows only linearly with problem size, and large-scale implementations become possible. The proposed approach is related to the linear programming network described by D.W. Tank and J.J. Hopfield (1985), which also uses a linear cost function for a simple optimization problem. It is shown how to map a difficult constraint-satisfaction problem onto a simple neural net in which the number of neural processors equals the number of subjobs (operations) and the number of interconnections grows linearly with the total number of operations. Simulations show that the authors' approach produces better solutions than existing neural approaches to job-shop scheduling, i.e. the traveling salesman problem-type Hopfield approach and integer linear programming approach of J.P.S. Foo and Y. Takefuji (1988), in terms of the quality of the solution and the network complexity.

Testing and extending the triple match principle in the nursing profession: a generational perspective on job demands, job resources and strain at work.

Science.gov (United States)

Lavoie-Tremblay, Melanie; Trépanier, Sarah-Geneviève; Fernet, Claude; Bonneville-Roussy, Arielle

2014-02-01

The Triple Match Principle offers insight into the interactive interplay between job demands and job resources in the prediction of work-related strain. The aim of this article was to examine the interplay among job demands, job resources and strain in the nursing profession (the Triple Match Principle) and to gain insight into potential generational differences by investigating generation as a moderator of that interplay. No research has been done to evaluate generational differences in the Triple Match Principle. In a context of nursing shortages, it seems important to examine the relevance of the Triple Match Principle with respect to different generations of nurses. Cross-sectional study. A total of 1254 public healthcare sector nurses in Quebec, Canada, completed a questionnaire in the autumn of 2010. The questionnaire was used to assess cognitive, emotional and physical job demands and resources; psychological distress; psychosomatic complaints; and turnover intention. The results supported the Triple Match Principle and showed that job resources were more likely to buffer the effect of job demands on strain as the degree of match in qualitative dimension among demands, resources and strain increased (33·3% of triple-match interactions, 22·22% of double-match interactions and 16·67% non-match interactions were significant). Moreover, generation played a key role in this interplay, as it increased the number of significant qualitative interactions among job demands, job resources and strain. The results underscore the necessity of providing adequate job resources tailored to the specific job demands nurses face, to counteract the negative effects of those demands. © 2013 John Wiley & Sons Ltd.

Die funksie van Elihu (Job 32-37 in die boek Job

Directory of Open Access Journals (Sweden)

H. Viviers

1995-09-01

Full Text Available The function of Elihu (Job 32-37 in the book of Job. The Elihu speeches (Job 32-37 in the design of the book of Job are usually evaluated either totally redundant or literary fitting and functional. Why were they integrated in the book of Job, without adding anything new or profound? A literary-pragmatic analysis was done on these speeches to detennine their function in Job. The text was analysed narratologically and poetically. This was complemented with insights from reception-criticism ("implied author", "implied reader" and pragmatics (politeness strategies in order to also. read "between the lines". The exigency for the integration of the Elihu speeches in the book of Job seems to be the ironic exposure of the doctrine of retribution.

Renewable energy to boost job creation

International Nuclear Information System (INIS)

Anon.

2000-01-01

European Union member states are encouraging renewable energies as alternative energy sources with low environmental impacts, making the renewable energy industry one of Europe's fastest growing sectors. An energy scenario has been defined for the next 20 years and a model has been used to compute the employment impact of this new energy policy. The analysis calculates net employment values which includes direct and indirect impacts and takes into account the loss of jobs in conventional energy sectors. The simulation predicts that energy produced from renewable sources will more than double by 2020. The overall number of net additional jobs predicted to be created in the fifteen countries from 1995 to 2020 is about 900000. This figure includes 515000 jobs that are expected to be created as a consequence of investment in biomass fuel production from agricultural and forestry residues and from energy crops. The analysis foresees that around 20% of the total employment creation will occur in Germany and 15% in France. (A.C.)

The Derivation of Job Compensation Index Values from the Position Analysis Questionnaire (PAQ). Report No. 6.

Science.gov (United States)

McCormick, Ernest J.; And Others

The study deals with the job component method of establishing compensation rates. The basic job analysis questionnaire used in the study was the Position Analysis Questionnaire (PAQ) (Form B). On the basis of a principal components analysis of PAQ data for a large sample (2,688) of jobs, a number of principal components (job dimensions) were…

Nurse burnout in China: a questionnaire survey on staffing, job satisfaction, and quality of care.

Science.gov (United States)

Lu, Minmin; Ruan, Hui; Xing, Weijie; Hu, Yan

2015-05-01

The investigators examined how nurse staffing affects nurse job satisfaction and quality of care. Inadequate nurse staffing is a worldwide issue with profound effects on nurse job satisfaction and quality of care. Few studies have examined the relationship between nurse staffing and job satisfaction and quality of care in China. A cross-sectional design was adopted, wherein 873 nurses were surveyed on demographics, nurse staffing, job-related burnout, job dissatisfaction, intent to leave, and quality of care. The median patient-nurse ratio was five; 45.1% nurses reported high levels of job-related burnout, and 55.6%, job dissatisfaction. In adjusted regression models, patient-nurse ratios of four or less were related to a decrease in the odds of job dissatisfaction (odds ratio 0.55, 95% confidence interval 0.36-0.85) and increase in the odds of quality of care (odds ratio 1.78, 95% confidence interval 1.02-2.82). Nurse staffing is associated with job dissatisfaction and quality of care. Nurse managers should maintain an adequate level of nurse staffing, referring to the patient-nurse ratio. They should create new initiatives to increase job satisfaction among nurses and to evaluate their effects. © 2013 John Wiley & Sons Ltd.

The Job Creation Potential of Solar and Conservation: A Critical Evaluation.

Science.gov (United States)

Schachter, Mary

Solar proponents claim that a solar- and conservation-oriented economy will create vastly larger numbers of jobs than the conventional and nuclear alternatives. Comparing energy alternatives in terms of job creation potential is tenuous at best due to the paucity of analysis in this area. Ideally, both the quantitative and qualitative aspects of…

Job control and social support as coping resources in job satisfaction.

Science.gov (United States)

Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

2004-04-01

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.

The importance of job training to job satisfaction of older workers.

Science.gov (United States)

Leppel, Karen; Brucker, Eric; Cochran, Jeremy

2012-01-01

If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

Relationship between organizational culture, leadership behavior and job satisfaction.

Science.gov (United States)

Tsai, Yafang

2011-05-14

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

Mental health, job satisfaction, and job stress among general practitioners.

OpenAIRE

Cooper, C. L.; Rout, U.; Faragher, B.

1989-01-01

OBJECTIVE--To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN--Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, job satisfaction, alcohol consumption, and smoking. SETTING--Natio...

Job satisfaction is associated with elevated natural killer cell immunity among healthy white-collar employees.

Science.gov (United States)

Nakata, Akinori; Takahashi, Masaya; Irie, Masahiro; Swanson, Naomi G

2010-11-01

Although the association of job satisfaction with health has been well documented, little is known about the biological mechanisms underlying this relationship. This study investigates the association of job satisfaction with cell-mediated immunity among Japanese white-collar daytime workers. A total of 306 healthy full-time employees (141 women and 165 men), aged 22-69 (mean 36) years, provided a blood sample for the measurement of circulating immune (natural killer (NK), B, and total T) cells and NK cell cytotoxicity (NKCC) and completed a questionnaire survey during April to June 2002. Job satisfaction was measured by a 4-item scale from the Japanese version of the generic job stress questionnaire with higher scores indicating greater satisfaction. Analyses were done separately for women and men using a hierarchical multiple linear regression model controlling for multiple confounders. The results revealed that greater job satisfaction was positively correlated with NKCC (β = .207; p = .029) and the number of NK (CD3(-)CD56(+)) cells (β = .261; p = .008) in women. In men, job satisfaction was marginally correlated with NKCC (β = .165; p = .050) but was not correlated with the number of NK (CD3(-)CD56(+)) cells (β = .142; p = .107). Job satisfaction did not correlate with numbers of T (CD3(+)CD56(-)) and B (CD19(+)) cells in both women and men. Our findings suggest an independent association between job satisfaction and NK cells but the association seems to be stronger in women than in men. Although the results provide a support for the biological plausibility of the job satisfaction-health relationship, additional research is required to determine whether greater job satisfaction contributes to recovery/maintenance of NK cell immunity and host defense over time. Published by Elsevier Inc.

Predictors of job satisfaction and burnout among tuberculosis management nurses and physicians.

Science.gov (United States)

Seo, Hae-Suk; Kim, Hyunjoong; Hwang, Se-Min; Hong, Soo Hyun; Lee, In-Young

2016-01-01

This study examined job satisfaction, empowerment, job stress, and burnout among tuberculosis management nurses and physicians in public healthcare institutions. This was a cross-sectional study analyzing survey data collected from 249 nurses and 57 physicians in 105 public health centers, three public tuberculosis hospitals, and one tertiary hospital. The survey questionnaire comprised general characteristics, work-related characteristics, and four index scales (job satisfaction, empowerment, job stress, and burnout). The two-sample t-test was used to estimate the mean differences in the four index scales. Multiple regression analysis was used to determine whether general and work-related characteristics affected the four index scales. The job satisfaction and empowerment scores of the nurses were lower than those of the physicians. Except for the tuberculosis-specialized hospitals alone, the average job satisfaction scores of nurses were higher than those of physicians. Moreover, the nurses reported more job stress and burnout than did the physicians in tuberculosis departments in public healthcare institutions in Korea; in particular, the burnout reported by nurses was significantly higher than that reported by physicians at the National Medical Center. Marital status, nursing position, number of coworkers, the average number of days of overtime work per month, self-rated health, and hospital type were associated with the four index scales. Overall, nurses were more vulnerable to job stress and burnout than physicians. Reducing the workload of nurses by ensuring the presence of sufficient nursing staff and equipment, as well as by equipping facilities to prevent tuberculosis infections, should be considered priorities.

Predicting employees' well-being using work-family conflict and job strain models.

Science.gov (United States)

Karimi, Leila; Karimi, Hamidreza; Nouri, Aboulghassem

2011-04-01

The present study examined the effects of two models of work–family conflict (WFC) and job-strain on the job-related and context-free well-being of employees. The participants of the study consisted of Iranian employees from a variety of organizations. The effects of three dimensions of the job-strain model and six forms of WFC on affective well-being were assessed. The results of hierarchical multiple regression analysis revealed that the number of working hours, strain-based work interfering with family life (WIF) along with job characteristic variables (i.e. supervisory support, job demands and job control) all make a significant contribution to the prediction of job-related well-being. On the other hand, strain-based WIF and family interfering with work (FIW) significantly predicted context-free well-being. Implications are drawn and recommendations made regarding future research and interventions in the workplace.

Predicting job-seeking intensity and job-seeking intention in the sample of unemployed

Directory of Open Access Journals (Sweden)

Marić Zorica

2005-01-01

Full Text Available In this study Ajzen' theory (1991 of planned behavior was used to predict job - seek intention and behavior among unemployed people (N = 650. In addition to theory of planned behavior variables (job - seek attitude, subjective norm, self - efficacy and controllability of job seek process we used several other psychological (financial pressure, self - mastery, self - esteem and depression and demographic (gender, age, education, marriage and lent of unemployment variables to build a model of predictors for both criterion variables. Financial pressure, intention to seek employment, job seek - self - efficacy, job - seek controllability, marriage and job - seek attitude predicted job - seeking behavior, while attitude toward job - seeking, subjective norm, job - seek self - efficacy and financial pressure predicted job seek - intention. Results are discussed in light of theory of planned behavior, current research of job - seeking behavior and recommendations are made for practice.

The Management of Local Government Apparatus Resource Based on Job and Workload Analysis

OpenAIRE

Cahyasari, Erlita

2016-01-01

This Papers focus on Job analysis as the basis of human resource system. It is describe about the job and workload and also the obstacles that are perhaps to observe during the work, and to supply all of activities of human resource management in the organization. Workload analysis is a process to decide the sum of time required to finish a specific job. The result of job and workload analysis goals to determine the number of employees needed in correspond to some specific workload and respon...

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

African Journals Online (AJOL)

McRoy

2014-12-31

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

Job Search Methods: Consequences for Gender-based Earnings Inequality.

Science.gov (United States)

Huffman, Matt L.; Torres, Lisa

2001-01-01

Data from adults in Atlanta, Boston, and Los Angeles (n=1,942) who searched for work using formal (ads, agencies) or informal (networks) methods indicated that type of method used did not contribute to the gender gap in earnings. Results do not support formal job search as a way to reduce gender inequality. (Contains 55 references.) (SK)

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

Science.gov (United States)

Schmidt, Steven W.

2010-01-01

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

Job Satisfaction of People with Intellectual Disability: Associations with Job Characteristics and Personality

Science.gov (United States)

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

2018-01-01

To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment…

Influence of job satisfaction on job performance: a study of teacher ...

African Journals Online (AJOL)

... with their pay and promotion opportunities. However, they were found to be satisfied with the type of work they carry out daily. The study concludes that job satisfaction has a significant influence on job performance of teacher librarians. Keywords: job satisfaction, job performance, teacher librarians, employees satisfaction ...

Effect of Time Management Program on Job Satisfaction for Head Nurses

Science.gov (United States)

Elsabahy, Hanan ELsayed; Sleem, Wafaa Fathi; El Atroush, Hala Gaber

2015-01-01

Background: Time management and job satisfaction all related to each other and greatly affect success of organization. Subjects and Methods: The study aimed to evaluate the efficacy of a designed program of time management on job satisfaction for head nurses. A Quasi-experimental design was used for a total number of head nurses participated. Two…

Relationships between followers' behaviors and job satisfaction in a sample of nurses.

Directory of Open Access Journals (Sweden)

Paola Gatti

Full Text Available The study investigated two followership behaviors, followers' active engagement and followers' independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources-workload and emotional dissonance for job demands, and meaningful work for job resources-which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers' active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers' independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers' behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization.

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

Science.gov (United States)

Ghislieri, Chiara; Cortese, Claudio G.

2017-01-01

The study investigated two followership behaviors, followers’ active engagement and followers’ independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources—workload and emotional dissonance for job demands, and meaningful work for job resources—which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers’ active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers’ independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers’ behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization. PMID:28982186

Relationships between followers' behaviors and job satisfaction in a sample of nurses.

Science.gov (United States)

Gatti, Paola; Ghislieri, Chiara; Cortese, Claudio G

2017-01-01

The study investigated two followership behaviors, followers' active engagement and followers' independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources-workload and emotional dissonance for job demands, and meaningful work for job resources-which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers' active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers' independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers' behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization.

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

Directory of Open Access Journals (Sweden)

Dina Maria LUT

2012-12-01

Full Text Available On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.

Jobs within a 30-minute transit ride - Service

Data.gov (United States)

U.S. Environmental Protection Agency — This mapping service summarizes the total number of jobs that can be reached within 30 minutes by transit. EPA modeled accessibility via transit by calculating total...

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

Science.gov (United States)

Shin, Jung Cheol; Jung, Jisun

2014-01-01

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

Job insecurity and health: a study of 16 European countries.

Science.gov (United States)

László, Krisztina D; Pikhart, Hynek; Kopp, Mária S; Bobak, Martin; Pajak, Andrzej; Malyutina, Sofia; Salavecz, Gyöngyvér; Marmot, Michael

2010-03-01

Although the number of insecure jobs has increased considerably over the recent decades, relatively little is known about the health consequences of job insecurity, their international pattern, and factors that may modify them. In this paper, we investigated the association between job insecurity and self-rated health, and whether the relationship differs by country or individual-level characteristics. Cross-sectional data from 3 population-based studies on job insecurity, self-rated health, demographic, socioeconomic, work-related and behavioural factors and lifetime chronic diseases in 23,245 working subjects aged 45-70 years from 16 European countries were analysed using logistic regression and meta-analysis. In fully adjusted models, job insecurity was significantly associated with an increased risk of poor health in the Czech Republic, Denmark, Germany, Greece, Hungary, Israel, the Netherlands, Poland and Russia, with odds ratios ranging between 1.3 and 2.0. Similar, but not significant, associations were observed in Austria, France, Italy, Spain and Switzerland. We found no effect of job insecurity in Belgium and Sweden. In the pooled data, the odds ratio of poor health by job insecurity was 1.39. The association between job insecurity and health did not differ significantly by age, sex, education, and marital status. Persons with insecure jobs were at an increased risk of poor health in most of the countries included in the analysis. Given these results and trends towards increasing frequency of insecure jobs, attention needs to be paid to the public health consequences of job insecurity. Copyright 2009 Elsevier Ltd. All rights reserved.

Safety behavior: Job demands, job resources, and perceived management commitment to safety.

Science.gov (United States)

Hansez, Isabelle; Chmiel, Nik

2010-07-01

The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related "routine" safety violations and "situational" safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and "routine" violations and work engagement with "routine" and "situational" violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes.

Job sharing in clinical nutrition management: a plan for successful implementation.

Science.gov (United States)

Visocan, B J; Herold, L S; Mulcahy, M J; Schlosser, M F

1993-10-01

While women continue to enter the American work force in record numbers; many experience difficulty in juggling career and family obligations. Flexible scheduling is one option used to ease work and family pressures. Women's changing work roles have potentially noteworthy implications for clinical nutrition management, a traditionally female-dominated profession where the recruitment and retention of valued, experienced registered dietitians can prove to be a human resources challenge. Job sharing, one type of flexible scheduling, is applicable to the nutrition management arena. This article describes and offers a plan for overcoming obstacles to job sharing, including determining feasibility, gaining support of top management, establishing program design, announcing the job share program, and using implementation, monitoring, and fine-tuning strategies. Benefits that can be derived from a successful job share are reduced absenteeism, decreased turnover, enhanced recruitment, improved morale, increased productivity, improved job coverage, and enhanced skills and knowledge base. A case study illustrates one method for achieving job sharing success in clinical nutrition management.

Organizational and Sociodemographic Determinants of Job Satisfaction in the Czech Republic

Directory of Open Access Journals (Sweden)

Marek Franěk

2014-09-01

Full Text Available This study examines the effect of personal and work-related factors on job satisfaction based on a sample from the Czech Republic. The study, which was based on a questionnaire survey of 1,776 respondents in organizations in the Czech Republic, proposed a number of hypotheses related to demographic and organizational variables and tests using ANOVA. Results of the data analysis revealed similarities to findings in Western countries, in which men show higher job satisfaction than women. Age does not seem to have a significant effect on job satisfaction. There is low job satisfaction in public/governmental organizations and among young people entering the job market. It is suggested that it is necessary to develop a human resources strategy for the public/governmental sector that will not only increase its social prestige but also increase positive feelings among its employees. The need to better prepare undergraduates for the demands of the job market is also discussed.

Controlled overflowing of data-intensive jobs from oversubscribed sites

CERN Document Server

Sfiligoi, Igor; Bockelman, Brian Paul; Bradley, Daniel Charles; Tadel, Matevz; Bloom, Kenneth Arthur; Letts, James; Mrak Tadel, Alja

2012-01-01

The CMS analysis computing model was always relying on jobs running near the data, with data allocation between CMS compute centers organized at management level, based on expected needs of the CMS community. While this model provided high CPU utilization during job run times, there were times when a large fraction of CPUs at certain sites were sitting idle due to lack of demand, all while Terabytes of data were never accessed. To improve the utilization of both CPU and disks, CMS is moving toward controlled overflowing of jobs from sites that have data but are oversubscribed to others with spare CPU and network capacity, with those jobs accessing the data through real time Xrootd streaming over WAN. The major limiting factor for remote data access is the ability of the source storage system to serve such data, so the number of jobs accessing it must be carefully controlled. The CMS approach to this is to implement the overflowing by means of glideinWMS, a Condor based pilot system, and by providing the WMS w...

Employed men and women substance abusers: job troubles and treatment outcomes.

Science.gov (United States)

Slaymaker, Valerie J; Owen, Patricia L

2006-12-01

The majority of U.S. adults with substance abuse or dependence are gainfully employed. However, little is known about outcomes among stably employed people in treatment for substance dependence. Participants (N = 212) entering a residential treatment program completed the Addiction Severity Index (ASI) at intake and 6 and 12 months follow-up. Significant improvements were seen in absenteeism, number of employment problem days, and whether their job was in jeopardy 12 months later. Overall, 65% were retained by their original employer. ASI composite alcohol, drug, legal, family, and psychiatric scores also improved significantly. Continuous abstinence was achieved by 65% and 51% at 6 and 12 months, respectively. Although less likely to be referred to treatment by their employer, women responded to treatment as well as men, reporting similar abstinence rates and overall quality of life during the year following discharge from treatment.

Job satisfaction and intention to quit the job

DEFF Research Database (Denmark)

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

2013-01-01

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

Gender & Racial Inequality at Work: The Sources & Consequences of Job Segregation. Cornell Studies in Industrial and Labor Relations Number 27.

Science.gov (United States)

Tomaskovic-Devey, Donald

This book proposes that job-level segregation by sex and race is a fundamentally important source of black-white and male-female inequalities in employment. Drawing on the North Carolina Employment and Health Survey, the first general population survey that measures the gender and racial compositions of jobs, the book explores this thesis in the…

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

NARCIS (Netherlands)

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

2002-01-01

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

Physician job satisfaction related to actual and preferred job size

OpenAIRE

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

2017-01-01

Background: Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Method: Data were retrieved from a larger, longitudinal study a...

Job evaluation for clinical nursing jobs by implementing the NHS JE system.

Science.gov (United States)

Kahya, Emin; Oral, Nurten

2007-10-01

The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

Classic or Modern? Enhancement of Job Satisfaction Scale for Green Job Workers

Directory of Open Access Journals (Sweden)

Oguz Basol

2016-06-01

Full Text Available Green jobs, in environmental and eco-friendly sectors, are defined as jobs where decent work conditions are presented. The green jobs, significantly increasing all over the world, support the protection of natural resources and also provide high quality work life for workers. The goal of this research is to improve the job satisfaction scale for green job workers by using the Structural Equation Model with model development strategy. Within this research SPSS 21 has been used for internal consistency rate and exploratory factor analysis and smartPLS 2.0 has been used for Structural Equation Model. Analysis results show that contingent reward, supervision, co-workers and communication effect job satisfaction of green job workers.

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

Science.gov (United States)

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

2015-07-01

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

Burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists.

Science.gov (United States)

Zhou, Xinyu; Pu, Juncai; Zhong, Xiaoni; Zhu, Dan; Yin, Dinghong; Yang, Lining; Zhang, Yuqing; Fu, Yuying; Wang, Haiyang; Xie, Peng

2017-05-02

To investigate the prevalence of and personal and professional characteristics associated with burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists. The China Neurologist Association conducted a national cross-sectional study from September 2014 to March 2015. A questionnaire including the Maslach Burnout Inventory, the 12-item General Health Questionnaire, the Consultants' Mental Health Questionnaire, and questions assessing personal and professional characteristics, career satisfaction, and current doctor-patient relationships was administered. A total of 693 directors of neurology departments and 6,111 neurologists in 30 Chinese provinces returned surveys. Overall, 53.2% of responding neurologists experienced burnout, 37.8% had psychological morbidity, 50.7% had high levels of job stress, 25.7% had low levels of job satisfaction, 76.9% had poor doctor-patient relationships, and 58.1% regretted becoming a doctor. Factors independently associated with burnout were lower income, more hours worked per week, more nights on call per month, working in public hospitals, psychological morbidity, high levels of job stress, low levels of job satisfaction, and poor doctor-patient relationships. Factors independently associated with psychological morbidity included lower income, more nights on call per month, working in enterprise-owned hospitals, burnout, high levels of job stress, and low levels of job satisfaction. Burnout and psychological morbidity are common in Chinese neurologists. Burnout is the single greatest predictor of neurologists' psychological morbidity, high job stress, and low job satisfaction. © 2017 American Academy of Neurology.

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

NARCIS (Netherlands)

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

2002-01-01

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

Jobs, Jobs, Jobs!

Science.gov (United States)

Jacobson, Linda

2011-01-01

Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

Science.gov (United States)

Iguchi, Aya

2016-01-01

Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

Overcoming job stress

Science.gov (United States)

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

Second Job Entrepreneurs.

Science.gov (United States)

Gruenert, Jeffrey C.

1999-01-01

Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)

Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

OpenAIRE

Tor Jakob Klette; Astrid Mathiassen

1995-01-01

The labour market in Norway, as in other Scandinavian countries, is often claimed to be overregulated and incapable of adjustment to changes in job opportunities. The results presented in this paper suggest to the contrary that in terms of job creation and job reallocation between plants, the manufacturing sector in Norway is surprisingly flexible, and similar to the manufacturing sector in other OECD countries such as the U.S. We show that 8.4 percent of the manufacturing jobs are eliminated...

23 CFR 230.111 - Implementation of special requirements for the provision of on-the-job training.

Science.gov (United States)

2010-04-01

... of on-the-job training. 230.111 Section 230.111 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT... requirements for the provision of on-the-job training. (a) The State highway agency shall determine which... agency may modify the special provisions to specify the numbers to be trained in specific job...

Job demands, job resources, and self-regulatory behavior : exploring the issue of match

NARCIS (Netherlands)

Tooren, van den M.

2011-01-01

In the field of Industrial and Organizational psychology, several job stress models have been developed that aim to explain the relation between job demands, job resources, and job strain. One of these job stress models is the Demand-Induced Strain Compensation (DISC) Model. The aim of this thesis

Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction

NARCIS (Netherlands)

Janssen, O

2001-01-01

Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped

Job demands-resources model

OpenAIRE

Bakker, Arnold; Demerouti, Eva

2013-01-01

markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and is inspired by job design and job stress theories. JD-R theory explains how job demands and resources have unique and multiplicative e...

Physicians' Job Satisfaction.

African Journals Online (AJOL)

AmL

doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.

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

OpenAIRE

Dina Maria LUT

2012-01-01

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

Controlled overflowing of data-intensive jobs from oversubscribed sites

Science.gov (United States)

Sfiligoi, I.; Wuerthwein, F.; Bockelman, B.; Bradley, D. C.; Tadel, M.; Bloom, K.; Letts, J.; Mrak Tadel, A.

2012-12-01

The CMS analysis computing model was always relying on jobs running near the data, with data allocation between CMS compute centers organized at management level, based on expected needs of the CMS community. While this model provided high CPU utilization during job run times, there were times when a large fraction of CPUs at certain sites were sitting idle due to lack of demand, all while Terabytes of data were never accessed. To improve the utilization of both CPU and disks, CMS is moving toward controlled overflowing of jobs from sites that have data but are oversubscribed to others with spare CPU and network capacity, with those jobs accessing the data through real time Xrootd streaming over WAN. The major limiting factor for remote data access is the ability of the source storage system to serve such data, so the number of jobs accessing it must be carefully controlled. The CMS approach to this is to implement the overflowing by means of glideinWMS, a Condor based pilot system, and by providing the WMS with the known storage limits and let it schedule jobs within those limits. This paper presents the detailed architecture of the overflow-enabled glideinWMS system, together with operational experience of the past 6 months.

Controlled overflowing of data-intensive jobs from oversubscribed sites

International Nuclear Information System (INIS)

Sfiligoi, I; Wuerthwein, F; Tadel, M; Letts, J; Mrak Tadel, A; Bockelman, B; Bloom, K; Bradley, D C

2012-01-01

The CMS analysis computing model was always relying on jobs running near the data, with data allocation between CMS compute centers organized at management level, based on expected needs of the CMS community. While this model provided high CPU utilization during job run times, there were times when a large fraction of CPUs at certain sites were sitting idle due to lack of demand, all while Terabytes of data were never accessed. To improve the utilization of both CPU and disks, CMS is moving toward controlled overflowing of jobs from sites that have data but are oversubscribed to others with spare CPU and network capacity, with those jobs accessing the data through real time Xrootd streaming over WAN. The major limiting factor for remote data access is the ability of the source storage system to serve such data, so the number of jobs accessing it must be carefully controlled. The CMS approach to this is to implement the overflowing by means of glideinWMS, a Condor based pilot system, and by providing the WMS with the known storage limits and let it schedule jobs within those limits. This paper presents the detailed architecture of the overflow-enabled glideinWMS system, together with operational experience of the past 6 months.

Job Satisfaction and Its Determinants among Health Workers in ...

African Journals Online (AJOL)

Job Satisfaction and Its Determinants among Health Workers in Jimma University ... insufficient training opportunities and inadequate number of human resources. ... salary increment, establishing good administration management system and ...

Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

Science.gov (United States)

Federici, Roger A.

2013-01-01

The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

Student Teacher Letters of Reference: A Critical Analysis

Science.gov (United States)

Mason, Richard W.; Schroeder, Mark P.

2012-01-01

Letters of reference are commonly used in acquiring a job in education. Despite serious issues of validity and reliability in writing and evaluating letters, there is a dearth of research that systematically examines the evaluation process and defines the constructs that define high quality letters. The current study used NVivo to examine 160…

The relationship between differential inequity, job satisfaction, intention to turnover, and self-esteem.

Science.gov (United States)

Abraham, R

1999-03-01

This study was an examination of differential inequity or underreward in working conditions, originating from the discrepancy between individual working conditions and those of comparative referents. In its exploration of the outcomes of inequity in working conditions, the study fills a gap in the literature because most such studies have been primarily devoted to investigations of pay inequity. Empirically, it is an investigation of elements of differential inequity as antecedents of job satisfaction and intentions to turnover and of self-esteem as a moderator of inequity-criteria relationships. Significant relationships between system and age inequity and job satisfaction and between company inequity and intention to turnover were found. Self-esteem significantly moderated the global inequity-job satisfaction and global inequity-intention to turnover relationships.

Job stressors and job satisfaction in a major metropolitan public EMS service.

Science.gov (United States)

Bowron, J S; Todd, K H

1999-01-01

Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that EMS managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel. Identify job stressors that predict the level of job satisfaction among prehospital personnel. The study was conducted within a large, urban Emergency Medical Services (EMS) service performing approximately 60,000 Advanced Life Support (ALS) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (EMTs) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction. Ninety paramedics and EMT participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfaction. Quality of career choice and interactions with physicians are predictive

Exploring relationship between value- and life-orientation and job satisfaction

Directory of Open Access Journals (Sweden)

L. Louw

2012-12-01

Full Text Available Purpose/objective: The purpose of this article is to investigate the relationship between value- and life-orientation and job satisfaction, as well as determining the influence of gender, age and cultural group within the selected South African organisational context. Problem investigated: The success of a diverse organisation in a complex globalised world is largely dependent on the values of managers, their life-orientation and their level of job satisfaction. Managers and employees, in a multicultural and diverse South African organisational context, need to be aware of and manage their similarities and differences in these aspects to contribute to overall organisational success. Design and/or research methodology and/or approach: In this exploratory research, use is made of a quantitative perspective in the positivist research paradigm. Value-orientations of managers (N = 30 at a selected parastatal organisation in the Eastern Cape Province in South Africa were measured by making use of the Schwartz Value Survey (SVS (Schwartz, 1992,1994; life-orientation, also referred to as Sense of Coherence (SOC, was assessed by using Antonovsky's (1997 Life Orientation Questionnaire as well as job satisfaction (JS using Smith, Kendall and Hulin's (1969's Job Descriptive Index. Data were analysed using the R statistical software package (R Development Core Team, 2010. Each of the three research instruments (SVS, SOC & JS considered in this study were used to calculate descriptive statistics and univariate statistical methodologies were used to test the various hypotheses. Findings and/or implementations: In terms of value-orientation, the value of benevolence (preservation and enhancement of the welfare of others was scored the highest by the managers, and a significant difference was found in the average value scale score of stimulation (excitement, novelty, and challenge in life and age. The findings with regard to life-orientation indicated that

Substance use disorder counselors' job performance and turnover after 1 year: linear or curvilinear relationship?

Science.gov (United States)

Laschober, Tanja C; de Tormes Eby, Lillian Turner

2013-07-01

The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors' job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be "caused" by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program.

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

Science.gov (United States)

Johari, Johanim; Yahya, Khulida Kirana

2016-01-01

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

Safety factors predictive of job satisfaction and job retention among home healthcare aides.

Science.gov (United States)

Sherman, Martin F; Gershon, Robyn R M; Samar, Stephanie M; Pearson, Julie M; Canton, Allison N; Damsky, Marc R

2008-12-01

Although many of the well known work characteristics associated with job satisfaction in home health care have been documented, a unique aspect of the home health care aides' (HHA) work environment that might also affect job satisfaction is the fact that their workplace is a household. To obtain a better understanding of the potential impact of the risks/exposures/hazards within the household environment on job satisfaction and job retention in home care, we recently conducted a risk assessment study. Survey data from a convenience sample of 823 New York City HHAs were obtained and analyzed. Household/job-related risks, environmental exposures, transportation issues, threats/verbal and physical abuse, and potential for violence were significantly correlated with HHA job satisfaction and job retention. Addressing the modifiable risk factors in the home health care household may improve job satisfaction and reduce job turnover in this work population.

[Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

Science.gov (United States)

Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

2012-04-01

There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

Job Placement in Germany: Developments before and after Deregulation. IAB Labour Market Research Topics No. 31.

Science.gov (United States)

Walwei, Ulrich

Since 1994, the German public employment service has not had a monopoly on placement. A new law permits private job placement as an independent activity, but only with a license from the public employment service. Since deregulation, the number of job placement licenses has increased continuously, but the number of placements made by private…

Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

Science.gov (United States)

Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

2010-01-01

This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

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

DEFF Research Database (Denmark)

Jinkins, David; Morin, Annaïg

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

Effects of work burden, job strain and support on depressive symptoms and burnout among Japanese physicians

Directory of Open Access Journals (Sweden)

Yasuaki Saijo

2014-12-01

Full Text Available Objectives: Days off, on call, night duty, working hours and job stress can affect physicians’ mental health, and support from supervisors and co-workers may have a buffering effect. This study elucidates whether job strain and job factors affect physicians’ mental health, and whether support from supervisors and co-workers has a protective effect on their mental health. Material and Methods: The subjects included 494 physicians. The Brief Job Stress Questionnaire (BJSQ was used to evaluate job demand, job control and support. High job strain was defined as a combination of high job demand and low job control. Depressive symptoms were assessed using the Patient Health Questionnaire-9. The Maslach Burnout Inventory- General Survey was used to evaluate burnout. Possible confounder adjusted logistic regression analyses were performed to obtain odds ratios for depressive symptoms and burnout. Results: As per the analysis, high job strain had significantly higher odds ratios, and support from co-workers had significant protective odds ratios for depressive symptoms. High job strain and having only 2–4 days off per month (compared to > 8 days off per month had significantly higher odds ratios, and support from co-workers had significant protective odds ratios for burnout. Conclusions: High job strain was related to depressive symptoms and burnout, and support from co-workers had a buffering effect on depressive symptoms and burnout. An inadequate number of days off was related to burnout. Assessment of job strain may be a good tool to measure physicians’ mental health, and a sufficient number of days off may be needed to prevent burnout.

The Effects of College Major and Job Field Congruence on Job Satisfaction

Science.gov (United States)

Wolniak, Gregory C.; Pascarella, Ernest T.

2005-01-01

This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor's degree majors and job field congruence on job satisfaction. Data on workers' job experiences in 2001 were matched to those workers' college experiences across 30 institutions and background characteristics up to 25 years earlier.…

Influence of job demands and job control on work-life balance among Taiwanese nurses.

Science.gov (United States)

Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

2017-09-01

This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

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

OpenAIRE

Sutjitra, Devilan

2015-01-01

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

The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

Science.gov (United States)

Dawal, Siti Zawiah Md; Taha, Zahari

2007-12-01

A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator.

Science.gov (United States)

Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

2015-03-15

Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction.

Applying the revised Chinese Job Content Questionnaire to assess psychosocial work conditions among Taiwan's hospital workers

Directory of Open Access Journals (Sweden)

Castillo Roberto

2011-06-01

Full Text Available Abstract Background For hospital accreditation and health promotion reasons, we examined whether the 22-item Job Content Questionnaire (JCQ could be applied to evaluate job strain of individual hospital employees and to determine the number of factors extracted from JCQ. Additionally, we developed an Excel module of self-evaluation diagnostic system for consultation with experts. Methods To develop an Excel-based self-evaluation diagnostic system for consultation to experts to make job strain assessment easier and quicker than ever, Rasch rating scale model was used to analyze data from 1,644 hospital employees who enrolled in 2008 for a job strain survey. We determined whether the 22-item Job Content Questionnaire (JCQ could evaluate job strain of individual employees in work sites. The respective item responding to specific groups' occupational hazards causing job stress was investigated by using skewness coefficient with its 95% CI through item-by-item analyses. Results Each of those 22 items on the questionnaire was examined to have five factors. The prevalence rate of Chinese hospital workers with high job strain was 16.5%. Conclusions Graphical representations of four quadrants, item-by-item bar chart plots and skewness 95% CI comparison generated in Excel can help employers and consultants of an organization focusing on a small number of key areas of concern for each worker in job strain.

Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

Science.gov (United States)

McVicar, Andrew

2016-03-01

To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

Job Sharing--Opportunities or Headaches?

Science.gov (United States)

Leighton, Patricia

1986-01-01

Discusses the issue of job sharing as a new alternative available to workers. Topics covered include (1) a profile of job sharers, (2) response to job sharing, (3) establishing a job share, (4) job sharing in operation, and (5) legal analysis of job sharing. (CH)

Job satisfaction is more than a fruit basket, health checks and free exercise: Cross-sectional study among 10,000 wage earners.

Science.gov (United States)

Andersen, Lars L; Fishwick, David; Robinson, Edward; Wiezer, Noortje M; Mockałło, Zofia; Grosjean, Vincent

2017-07-01

Workers who are satisfied with their job are the cornerstones of healthy and productive companies. This study investigated factors associated with job satisfaction in the general working population. From the 2010 round of the Danish Work Environment Cohort Study, currently employed wage earners ( N=10,427) replied to questions about work, lifestyle and health. Multinomial logistic regression controlled for sex, age, job group, smoking, body mass index, chronic disease and general health assessed the association between work factors and job satisfaction (very satisfied and satisfied, respectively, with unsatisfied as reference). Psychosocial work factors - social support from superiors, social support from colleagues and influence at work - had the strongest association with job satisfaction. For example, for high social support from superiors, the odds ratio (OR) for being very satisfied with the job was 12.35 (95% confidence interval [CI] 8.71-17.51). With sedentary work as reference, the OR for being very satisfied with the job for 'standing and walking work that is not strenuous' was 1.57 (95% CI 1.06-2.33), while the opposite was seen for 'heavy and strenuous work' with an OR of 0.34 (95% CI 0.18-0.62). Only two out of five types of workplace health-promotion offers (physical exercise and healthy diet) were associated with job satisfaction. For example, for offers of physical exercise the OR for being very satisfied with the job was 1.84 (95% CI 1.33-2.55). While psychosocial work factors and to some extent physical work demands are important for job satisfaction, workplace health-promotion offers appear to play a minor role.

Present-Day Influence of English on Swedish as Found in Swedish Job Advertisements.

Science.gov (United States)

Larson, Ben E.

1990-01-01

A brief analysis of job advertisements in Swedish newspapers notes the increasing trend toward the use of English rather than Swedish words for certain terms, attributing such use to the wish to show an international labor perspective. (five references) (CB)

Retention of women accountants: The interaction of job demands and job resources

Directory of Open Access Journals (Sweden)

Stella Ribeiro

2016-05-01

Full Text Available Orientation: Most CEOs in South Africa are chartered accountants (CAs. Retaining women CAs might therefore lead to an increase in women in leadership. The Job Demands-Resources model presents a framework to investigate organisational job-related factors that promote or deter voluntary turnover of women CAs. Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions. Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them. Research design, approach, and method: The study consisted of a sample (n = 851 of women CAs in public practice firms nationally in South Africa. We used structural equation modelling together with moderated regression analysis. Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work–family conflict and turnover intentions; and growth opportunities, on the relationship between job insecurity and turnover intentions. Practical/managerial implications: No job resource measured could buffer the impact of job overload on turnover intentions. Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms (Big Four Accountancy Firms using the JD-R model. Few studies have investigated the

CURRENT ISSUES ON JOB STRESS IN JAPAN AND WORKSITE MENTAL HEALTH APPLICATION AMONG JAPANESE COMPANY A Case Study Analysis

OpenAIRE

S Purnawati

2013-01-01

Background: Issues about job stress is more popular in the world currently. Not just for Japan, Korea and Taiwan, but also an important issue in EU countries, especially the UK and Finland Increase of awareness about job stress effects on work performance, productivity and mental health is as onereason of the phenomenon.Objective: The present study aimed to explore the issue of job stress in Japan for the reference of good practices to Indonesia.Methods: This study, based on observationalstud...

Jobs API

Data.gov (United States)

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

Job strain and male fertility.

Science.gov (United States)

Hjollund, Niels Henrik I; Bonde, Jens Peter E; Henriksen, Tine Brink; Giwercman, Aleksander; Olsen, Jørn

2004-01-01

Job strain, defined as high job demands and low job control, has not previously been explored as a possible determinant of male fertility. We collected prospective data on job strain among men, and describe the associations with semen quality and probability of conceiving a clinical pregnancy during a menstrual cycle. Danish couples (N = 399) who were trying to become pregnant for the first time were followed for up to 6 menstrual periods. All men collected semen samples, and a blood sample was drawn from both partners. Job demand and job control were measured by a self-administered questionnaire at entry, and in each cycle the participants recorded changes in job control or job demand during the previous 30 days. In adjusted analyses, no associations were found between any semen characteristic or sexual hormones and any job strain variable. The odds for pregnancy were not associated with job strain. Psychologic job strain encountered in normal jobs in Denmark does not seem to affect male reproductive function.

Work stress and job satisfaction in hospital-based home care.

Science.gov (United States)

Beck-Friis, B; Strang, P; Sjödén, P O

1991-01-01

The entire staff of the hospital-based home care (HBHC) at Motala (n = 35) participated in a study concerning work stress and job satisfaction. A significant number of the patients in the HBHC have advanced malignancies and most of them are terminally ill. A total of 219 questions about stress and job satisfaction were asked in a self-administered questionnaire. Only 3%-17% of the staff often or very often experienced stress factors such as high expectations, confusing orders, or lack of information. Instead, a majority stated that they often/very often experienced different aspects of job satisfaction, such as meaningfulness, security, and stimulation. Staff members stating that they often were proud/very proud of their jobs, members feeling that their skill and experience were needed, as well as staff members who often received praise from their superiors, were less prone to look for other jobs (p less than 0.01, p less than 0.05, and p less than 0.05, respectively). Those who often/very often were allowed to take initiatives of their own more often regarded their jobs as non-monotonous (p less than 0.05) and stimulating to their personal development (p less than 0.001). Despite demanding jobs with severely ill patients, most of the staff gave high ratings for different aspects of job satisfaction. This positive spirit was also reflected in the exceptionally low job turnover among them. Possible explanations may be a careful selection of personnel and an organization which both stimulates the staff's own initiatives and provides support when necessary.

Job level and national culture as joint roots of job satisfaction

NARCIS (Netherlands)

Huang, X; Van de Vliert, E.

To examine cross-cultural and cross-occupational variations in job satisfaction, data from a multinational company survey with 129,087 respondents from 39 countries was analysed. Multilevel analyses showed that job level is positively related to job satisfaction in individualistic countries but not

Job-demand for Learning, Job-related Learning and Need for Achievement

OpenAIRE

Loon, Mark; Casimir, G.

2007-01-01

Individual learning is important, as it is both a precursor and an outcome of learning in organisations. Job-related learning is driven by external factors (e.g., the demands of the job) and internal factors (i.e., the personality of the individual). The study examined whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Data were obtained from 153 full-time, white-collar employees from a range of industries. Hierarchical regression...

Job Demands, Job Resources, and Flexible Competence: The Mediating Role of Teachers’ Profession

NARCIS (Netherlands)

Evers, Arnoud; Van der Heijden, Béatrice; Kreijns, Karel; Vermeulen, Marjan

2017-01-01

Building upon previous research that focused on the relationships between job demands, job resources, and employee psychological well-being, this longitudinal research makes a unique contribution by relating job demands and job resources to teachers’ professional development (TPD) at work and

Do Job Security Guarantees Work?

OpenAIRE

Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

2004-01-01

We investigate the effect of employer job security guarantees on employee perceptions of job security. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we find job security guarantees reduce employee perceptions of job insecurity. This finding is robust to endogenous selection of job security guarantees by employers engaging in organisational change and workforce reductions. Furthermore, there is no evidence that increased job security through job...

Parallelization and scheduling of data intensive particle physics analysis jobs on clusters of PCs

CERN Document Server

Ponce, S

2004-01-01

Summary form only given. Scheduling policies are proposed for parallelizing data intensive particle physics analysis applications on computer clusters. Particle physics analysis jobs require the analysis of tens of thousands of particle collision events, each event requiring typically 200ms processing time and 600KB of data. Many jobs are launched concurrently by a large number of physicists. At a first view, particle physics jobs seem to be easy to parallelize, since particle collision events can be processed independently one from another. However, since large amounts of data need to be accessed, the real challenge resides in making an efficient use of the underlying computing resources. We propose several job parallelization and scheduling policies aiming at reducing job processing times and at increasing the sustainable load of a cluster server. Since particle collision events are usually reused by several jobs, cache based job splitting strategies considerably increase cluster utilization and reduce job ...

Perceptions of job satisfaction relating to affective organisation commitment.

Science.gov (United States)

Papinczak, Tracey

2012-10-01

Affective organisation commitment, which refers to a psychological attachment to, and involvement with, an employing institution, is regarded as important because of its effects on employee identification with the employer and its causal effects on work effort and staff retention. This paper explores the experiences of casual tutors facilitating problem-based learning (PBL) tutorials and aims to identify aspects of their role that strengthen and detract from employee job satisfaction and affective commitment. Qualitative data were gathered from first- and second-year tutors (N = 13) through 2 focus groups. Both clinicians and non-clinicians were recruited, including highly experienced staff and those with job-related factors; job-involvement characteristics; professional challenges and responsibilities, and mentoring for learning and support. The first 2 themes are congruent with previous literature on organisation commitment; novel findings include the supportive and compensatory nature of the collegial relationships formed between casual tutors. Role attenuation, a job-related factor, was a predominant perception as it related to dysfunctional groups and increasing student disengagement with PBL. Within the unique learning environment of PBL, positive factors relating to job satisfaction may have an important role to play in improving tutors' commitment to their employing organisation. Aspects of the role which are viewed most negatively and relate most significantly to affective commitment need to be addressed promptly. Attention should be directed to supporting tutors to maximise the perceived benefits and providing professional development and improved communication to better address issues associated with difficult or disengaged students as well as isolation from decision-makers. © Blackwell Publishing Ltd 2012.

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

Directory of Open Access Journals (Sweden)

I Ketut R Sudiarditha

2016-09-01

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

Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

Directory of Open Access Journals (Sweden)

Leon T de Beer

2016-09-01

Full Text Available The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470. The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

[Modifications in health and welfare jobs transferred to thirty-five participating "core cities"].

Science.gov (United States)

Hara, Kunio; Hoshiko, Michiko; Ishitake, Tatsuya

2010-06-01

The aim of this study was to determine modifications in health and welfare jobs transferred to thirty-five participating "core cities. We focused on health and welfare jobs in the following sectors: (1) local welfare; (2) health care; (3) city planning; (4) environmental protection; (5) education; and (6) urban revitalization. We developed a self-report questionnaire regarding implementation of administrative jobs transferred from prefectures to the core cities with attention to affects of changes in the jobs on the city administrative efficiency and the health of both the citizens and the city officials. The questionnaire, consisting of 27 multiple-choice and 12 open-ended questions, was forwarded via e-mail to lead city officials of the thirty-five core cities in mid-February 2008. Twenty-seven cities responded to the questionnaire in mid-March 2008 (collection rate: 77%). The core cities incorporated almost all the jobs transferred from the prefectures, in spite of some limitations regarding time taken for delivering assistive equipment to disabled children, implementing wider administrative plans and establishing educational centers. Almost all core cities answered that they implemented their jobs independently, autonomously and systematically. Seventeen out of 27 core cities established new health care centers during the transition period and increased their number of staff. The majority of these 17 answered that establishment of organizations directly providing services to citizens contributed to improvement in the efficiency of the administrative jobs. The core cities incorporated almost all the jobs transferred from the prefectures in spite of some limitations. The core cities which established their new health care centers during this transition period increased their number of staff to address modifications to the work load.

Do job demands and job control affect problem-solving?

Science.gov (United States)

Bergman, Peter N; Ahlberg, Gunnel; Johansson, Gun; Stoetzer, Ulrich; Aborg, Carl; Hallsten, Lennart; Lundberg, Ingvar

2012-01-01

The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.

High Job Demands, Still Engaged and Not Burned Out? The Role of Job Crafting.

Science.gov (United States)

Hakanen, Jari J; Seppälä, Piia; Peeters, Maria C W

2017-08-01

Traditionally, employee well-being has been considered as resulting from decent working conditions arranged by the organization. Much less is known about whether employees themselves can make self-initiated changes to their work, i.e., craft their jobs, in order to stay well, even in highly demanding work situations. The aim of this study was to use the job demands-resources (JD-R model) to investigate whether job crafting buffers the negative impacts of four types of job demands (workload, emotional dissonance, work contents, and physical demands) on burnout and work engagement. A questionnaire study was designed to examine the buffering role of job crafting among 470 Finnish dentists. All in all, 11 out of 16 possible interaction effects of job demands and job crafting on employee well-being were significant. Job crafting particularly buffered the negative effects of job demands on burnout (7/8 significant interactions) and to a somewhat lesser extent also on work engagement (4/8 significant interactions). Applying job crafting techniques appeared to be particularly effective in mitigating the negative effects of quantitative workload (4/4 significant interactions). By demonstrating that job crafting can also buffer the negative impacts of high job demands on employee well-being, this study contributed to the JD-R model as it suggests that job crafting may even be possible under high work demands, and not only in resourceful jobs, as most previous studies have indicated. In addition to the top-down initiatives for improving employee well-being, bottom-up approaches such as job crafting may also be efficient in preventing burnout and enhancing work engagement.

Job Motivation and Job Satisfaction among Academic Staff in Higher Education

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Gordana Stankovska

2017-05-01

Full Text Available Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased academic staff’s job satisfaction and better job motivation. According to this, the main purpose of this research was to investigate the possible relationship between job motivation and job satisfaction among academic staff. The Job Satisfaction Survey (JSS and Job Motivation Questionnaire (JMQ were administered to a sample of 100 (50 males and 50 females university employees. The results indicated that the academic staff was highly motivated with their job. At the same time the results showed that academicians were more satisfied with their salary, co-workers, promotion, operating procedures and supervision, but dissatisfied with fringe benefits, contingent rewards, nature of work and communication. This research offers practical suggestions to the educational institutions and human resource managers on how to pay, promote, retain and maintain equity in the universities.

Relation Between Job Stress Dimensions and Job Satisfaction in Workers of a Refinery Control Room

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Mehdi Behjati Ardakani

2013-01-01

Full Text Available Introduction: Job stress can result from an imbalance between job demands and the abilities to cope them. Stress can affect individuals and lead to job dissatisfaction. This study was conducted to assess the influence of different job stress dimensions on job satisfaction in workers of a refinery control room located at the south of Iran. Materials & Methods: In this cross sectional study all 100 workers of an oil refinery control room were studied. Job stress and job satisfaction was measured using standard questionnaires provided by national institute of mental health (NIMH and Robbins respectively. After collecting, data were analyzed using SPSS ver.16 software. A general linear model was used to estimate the effect of different job stress dimensions on the job satisfaction. Results: In this study 62.08 percent of workers were categorized as having high level of stress. In job satisfaction case, 9.2, 27.6, 28.7, 16.1 and 18.4 of workers were classified as totally dissatisfied, dissatisfied, not satisfied nor dissatisfied, satisfied and totally satisfied, respectively. A Pearson correlation test revealed a significant negative correlation between job satisfaction and all studied dimensions of job stress (p= 0.01. In the general regression model, partial Eta squared was 0.03, 0.3 and 0.23 for respectively interpersonal relationships, physical conditions of work and job interest. Conclusion: This study showed that job satisfaction is mostly influenced by physical conditions and job interest dimensions of job stress. Therefore, for improvement of job satisfaction in workers, different parameters of these two dimensions of job stress should be considered.

Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

Science.gov (United States)

Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

2014-01-01

We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

Mobility in a labour market with non-standard jobs : A panel data analysis for the Netherlands

NARCIS (Netherlands)

Dekker, R.

2007-01-01

In the last 25 years the number of flexible jobs has been expanding in most European countries. For example, in the Netherlands in 1995, about 11 per cent of workers was working in a fixed-term temporary job and about 37 per cent of workers was working in a part-time job. Seven years later, in 2002

Gender differences in job quality and job satisfaction among doctors in rural western China.

Science.gov (United States)

Miao, Yang; Li, Lingui; Bian, Ying

2017-12-28

Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

The swiss army knife of job submission tools: grid-control

Science.gov (United States)

Stober, F.; Fischer, M.; Schleper, P.; Stadie, H.; Garbers, C.; Lange, J.; Kovalchuk, N.

2017-10-01

grid-control is a lightweight and highly portable open source submission tool that supports all common workflows in high energy physics (HEP). It has been used by a sizeable number of HEP analyses to process tasks that sometimes consist of up to 100k jobs. grid-control is built around a powerful plugin and configuration system, that allows users to easily specify all aspects of the desired workflow. Job submission to a wide range of local or remote batch systems or grid middleware is supported. Tasks can be conveniently specified through the parameter space that will be processed, which can consist of any number of variables and data sources with complex dependencies on each other. Dataset information is processed through a configurable pipeline of dataset filters, partition plugins and partition filters. The partition plugins can take the number of files, size of the work units, metadata or combinations thereof into account. All changes to the input datasets or variables are propagated through the processing pipeline and can transparently trigger adjustments to the parameter space and the job submission. While the core functionality is completely experiment independent, full integration with the CMS computing environment is provided by a small set of plugins.

Revisiting Symbiotic Job Scheduling

OpenAIRE

Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

2015-01-01

International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

Apparel and Textiles Production, Management, and Services. Reference Book.

Science.gov (United States)

Texas Tech Univ., Lubbock. Home Economics Curriculum Center.

Developed with input from personnel in the industries, this reference book complements a matching curriculum guide for a course on the textiles and apparel industries. The book emphasizes job skills and the attitudes and interpersonal skills needed for successful employment in the textiles/apparel industry. Each of the 22 chapters of the book…

An Investigation of Intrinsic Job Satisfaction Levels of Science and Technology Teachers Regarding Some Variables

Directory of Open Access Journals (Sweden)

Zafer ADIGÜZEL

2013-10-01

Full Text Available In this study, it is aimed to identify intrinsic job satisfaction levels of science and technology teachers. This study had a correlational and comparative survey design and random sampling was employed in this study. The sample consisted of 204 science and technology teachers teaching in Istanbul. The Personal Information Form and the Minnesota Job Satisfaction Questionnaire were used to collect the data. Significant differences were found for the school type, belongings (car, house, presence of another teacher in the family, graduate education, and advice for becoming a science teacher. On the contrary, nonsignificant differences were found for gender, age, marital status, presence of children, the number of children, teaching except science, teaching experience, in-service training, the number of schools served for, administrative duty, extra job, the type of extra job, level of extra income.

Substance Use Disorder Counselors’ Job Performance and Turnover after 1 Year: Linear or Curvilinear Relationship?1

Science.gov (United States)

Laschober, Tanja C.; de Tormes Eby, Lillian Turner

2013-01-01

The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors’ job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be “caused” by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program. PMID:22527711

Gender inequality and the gender job satisfaction paradox in Europe

OpenAIRE

Vladisavljević, Marko; Perugini, Cristiano

2018-01-01

Although women are paid less than men, face worse working conditions, lower promotion opportunities, and work-place discrimination, they typically report job satisfaction higher or similar to men's. Twenty years ago Clark (Clark, 1997) suggested that the reason behind women's higher job satisfaction are their lower expectations, driven by a number of factors related to current and past positions of women on the labour market. Although this hypothesis is one of the leading explanations of the ...

Emergency Radiology Practice Patterns: Shifts, Schedules, and Job Satisfaction.

Science.gov (United States)

Hanna, Tarek N; Shekhani, Haris; Lamoureux, Christine; Mar, Hanna; Nicola, Refky; Sliker, Clint; Johnson, Jamlik-Omari

2017-03-01

To assess the practice environment of emergency radiologists with a focus on schedule, job satisfaction, and self-perception of health, wellness, and diagnostic accuracy. A survey drawing from prior radiology and health care shift-work literature was distributed via e-mail to national societies, teleradiology groups, and private practices. The survey remained open for 4 weeks in 2016, with one reminder. Data were analyzed using hypothesis testing and logistic regression modeling. Response rate was 29.6% (327/1106); 69.1% of respondents (n = 226) were greater than 40 years old, 73% (n = 240) were male, and 87% (n = 284) practiced full time. With regard to annual overnight shifts (NS): 36% (n = 118) did none, 24.9% (n = 81) did 182 or more, and 15.6% (n = 51) did 119. There was a significant association between average NS worked per year and both perceived negative health effects (P impact on memory (P job enjoyment and number of annual NS (P job" for radiologists who work no NS is 2.21 times greater than for radiologists who work at least 119 NS, when shift length is held constant. Radiologists with 11+ years of experience who work no NS or 1 to 100 NS annually have lower odds of feeling overwhelmed when compared with those working the same number of NS with job satisfaction and negative health self-perception. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Technical Note: Modification of the standard gain correction algorithm to compensate for the number of used reference flat frames in detector performance studies

International Nuclear Information System (INIS)

Konstantinidis, Anastasios C.; Olivo, Alessandro; Speller, Robert D.

2011-01-01

Purpose: The x-ray performance evaluation of digital x-ray detectors is based on the calculation of the modulation transfer function (MTF), the noise power spectrum (NPS), and the resultant detective quantum efficiency (DQE). The flat images used for the extraction of the NPS should not contain any fixed pattern noise (FPN) to avoid contamination from nonstochastic processes. The ''gold standard'' method used for the reduction of the FPN (i.e., the different gain between pixels) in linear x-ray detectors is based on normalization with an average reference flat-field. However, the noise in the corrected image depends on the number of flat frames used for the average flat image. The aim of this study is to modify the standard gain correction algorithm to make it independent on the used reference flat frames. Methods: Many publications suggest the use of 10-16 reference flat frames, while other studies use higher numbers (e.g., 48 frames) to reduce the propagated noise from the average flat image. This study quantifies experimentally the effect of the number of used reference flat frames on the NPS and DQE values and appropriately modifies the gain correction algorithm to compensate for this effect. Results: It is shown that using the suggested gain correction algorithm a minimum number of reference flat frames (i.e., down to one frame) can be used to eliminate the FPN from the raw flat image. This saves computer memory and time during the x-ray performance evaluation. Conclusions: The authors show that the method presented in the study (a) leads to the maximum DQE value that one would have by using the conventional method and very large number of frames and (b) has been compared to an independent gain correction method based on the subtraction of flat-field images, leading to identical DQE values. They believe this provides robust validation of the proposed method.

The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

Science.gov (United States)

Chung-Yan, Greg A

2010-07-01

This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.

Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors.

Science.gov (United States)

Bester, C L; Mouton, T

2006-08-01

In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant

Job Analysis, Job Descriptions, and Performance Appraisal Systems.

Science.gov (United States)

Sims, Johnnie M.; Foxley, Cecelia H.

1980-01-01

Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

Impact of job burnout, age and marital status on job involvement ...

African Journals Online (AJOL)

The present study was aimed to explore the effect of job burnout, age and marital status on job involvement among banking personnel. The sample consists of 100 employees working in banks of Eritrea, Asmara, North East Africa, selected randomly. Job involvement scale developed by Lodhal and Kejner (1965) and ...

The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero Tbk. Surabaya - Gempol branch

Directory of Open Access Journals (Sweden)

Noermijati Noermijati

2015-08-01

Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.

The impact of job rotation on nurses burnout in Ayatollah Kashani hospital, Tehran: A case study

Directory of Open Access Journals (Sweden)

M. Shahabi

2011-01-01

Full Text Available Background and aims Job burnout is one of the syndromes which is known by emotional exhaustion, depersonalization, and deterioration of job performance. Due to the negative impact this syndrome on patients, employees, and organization in healthcare settings this issue has drawn attention of many researchers to itself during recent years. Despite the large number of publications in this area however, limited attention has been paid to the factors influencing job burnout. The goal of the present study was to determine the level of job burnout and impacts of job rotation on nurses burnout in Ayatollah Kashani hospital , Tehran.   Methods In order to do this research a historical cohort study was done to determine degree of job burnout among nurses with and without job rotation in Ayatollah Kashani Hospital in Tehran. The number for nurses with job rotation was (n=59 and without job rotation (n=29. Data was collected via a self-report ques tionnaire. Maslach Burnout Inventory (MBI was used to assess the job burnout of the subjects.   Results The overall findings revealed that nurses had low level of emotional exhaustion, low level of depersonalization and middle level of declining in personal accomplishment. No significant difference was observed between the job burnout of the tow group of nurses - with and without rotation. In comparing the level of job burnout among the nurses of different wards (i.e. between wards comparison the findings revealed that nurses of the emergency ward, had higher rate of depersonalization (P=0.012. Conclusion The nurses burnout showed to be at the medium level with respect to the personal accomplishment subscale, which seems to require a managerial intervention in this hospital. Apparently job rotation as it is done currently has no significant impact on the nurses’ job burnout in Ayatollah Kashani hospital and these researchers suggest that other alternative approaches to be consider  to be used to improve

Jobs for partners - significant stabilization factor for personnel of East Slovakia nuclear power plant

International Nuclear Information System (INIS)

Uvirova, E.

1987-01-01

The problem is discussed of employment of the wives of operating personnel of the nuclear power plant to be built in East Slovakia. It is expected that almost a half of the number of the wives have completed secondary education with final examination. A list is presented of openings best suitable for women. It is estimated that jobs for 1,580 women will have to be provided of which number 253 will be specialized jobs in health care and education. An increased number of vacancies are expected to be available, especially in the Kosice and Presov towns. (J.B.). 4 tabs., 4 refs

Does self-scheduling increase nurses' job satisfaction? An integrative literature review.

Science.gov (United States)

Koning, Clare

2014-09-25

Flexible work schedules give nurses the freedom and control to manage the demands of work and home, allow organisations to meet their staffing needs and can improve job satisfaction. This article reports the results of an integrative review of published peer-reviewed research and personal narratives that examined nurses' perceptions of the relationship between job satisfaction and a self-scheduling system. Results suggest that self-scheduling is one of a number of factors that influence job satisfaction, but that implementing and sustaining such a system can be challenging. The review also found that self-scheduling programmes underpin more flexible work schedules and can benefit nurses and their organisations.

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

Science.gov (United States)

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

2017-03-01

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

Job stressors and job stress among teachers engaged in nursing activity.

Science.gov (United States)

Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu

2007-01-01

Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.

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

DEFF Research Database (Denmark)

Jinkins, David; Morin, Annaïg

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

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

OpenAIRE

Colin Green

2012-01-01

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

ALARA review of the maintenance and repair jobs of repetitive high radiation dose at Kori Unit 3 and 4

International Nuclear Information System (INIS)

Cho, Y.H.; Moon, J.H.; Kang, C.S.; Lee, J.S.; Lee, D.H.

2003-01-01

The policy of maintaining occupational radiation dose (ORD) as low as reasonably achievable (ALARA) requires the effective reduction of ORD in the phases of design as well as operation of nuclear power plants. It has been identified that a predominant portion of ORD arises during maintenance and repair operations at nuclear power plants. The cost-effective reduction of ORD cannot be achieved without a comprehensive analysis of accumulated ORD data of existing nuclear power plants. To identify the jobs of repetitive high ORD, the ORD data of Kori Units 3 and 4 over 10-year period from 1986 to 1995 were compiled into the PC-based ORD database program. As the radiation job classification structure, 26 main jobs are considered, most of which are further subdivided into detailed jobs. According to the order of the collective dose values for 26 main jobs, 10 jobs of high collective dose are identified. As an ALARA review, then, top 10 jobs of high collective dose are statistically analyzed with regard to 1) dose rate, 2) crew number and 3) job frequency that are the factors determining the collective dose for the radiation job of interest. Through the ALARA review, main reasons causing to high collective dose values are identified as follows. The high collective dose of RCP maintenance job is mainly due to the large crew number and the high job frequency. The characteristics of refueling job are similar to those of RCP maintenance job. However, the high collective doses of SG-related jobs such as S/G nozzle dam job, S/G man-way job and S/G tube maintenance job are mainly due to high radiation dose rate. (author)

Job demand-control and job stress at work: A cross-sectional study among prison staff

Science.gov (United States)

Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

2017-01-01

Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

The effects of working conditions and financial state as job stressors : A comparison of the chronic job stressors and job event stressors of two companies

OpenAIRE

Kosugi, Shoutaro; Otsuka, Yasumasa

2000-01-01

This study examined the effects of working conditions and the financial state as chronic job stressors and job event stressors. In study 1, the Job Stress Scale was applied to a total of 6,312 employees in an industrial research institute and a construction company to measure chronic job stressors. In study 2, 1,423 employees of these companies filled out the Job Events Checklist to measure job event stressors. Result: Employees in the industrial research institute had more chronic job stress...

Relationship between coping skills and job satisfaction among Japanese full-time occupational physicians.

Science.gov (United States)

Shimizu, Takashi; Nagata, Shoji

2003-09-01

The present study investigated the relationship between coping skills and job satisfaction among Japanese full-time occupational physicians (OPs). In 2000 we mailed self-administered questionnaires to 716 full-time OPs who were members of "Sanyu-kai", the only Japanese association of full-time OPs. The questionnaires included age, gender, marital status, main type of company's work, the number of full-time OPs, the number of employees, working years as an OP, tenure in the present company, job stress, and coping skills question. The coping skills questions consisted of 11 items which were decided after discussion among several experienced full-time OPs. In total, 351 (49%) of the OPs returned suitable questionnaires for analyses. Considering age, gender, marital status, and coping skills, multiple regression analysis (stepwise method) found that age, simplification of work, obvious roles for staff, consultations, and communication in the community and company were factors which contributed significantly to job satisfaction. Structural equation modeling showed that age and coping skills such as work system improvements, consultations, and communication in the community and company influenced job satisfaction. Our results indicated that the age and coping skills influenced job satisfaction among full-time OPs. Our results are also considered to support the training of OPs in the future.

The subjective determinants of job performance and job involvement in organizational context.

OpenAIRE

Koblicová, Leona

2016-01-01

The job performance is conditioned by range of objective factors and subjective determinants as well. This thesis dedicates to mapping of job involvement meaning engagement, enthusiasm, commitment and work motivation. Considering to that, oganization can influence future job performance of its employee through employee development, when it tries to grow up the job interest, develops requiered skills and so potencially supports one's performance. The text tries to sum up knowledge background o...

[Job satisfaction among Norwegian doctors].

Science.gov (United States)

Nylenna, Magne; Aasland, Olaf Gjerløw

2010-05-20

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

Do Small Businesses Create More Jobs? New Evidence for Europe

OpenAIRE

Jan de Kok; Gerrit de Wit

2013-01-01

In this paper we argue why, in our view, the so-called dynamic classification method should be favored when determining the contribution of small businesses towards job creation. First, it is the only method that consistently attributes job creation or loss to the size class in which it actually occurs. In addition, dynamic classification has two other advantages: (i) it is not vulnerable to the so-called regression to the mean bias and (ii) only a small number of aggregated data are required...

Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support

NARCIS (Netherlands)

Van Yperen, N.W.; Hagedoorn, M.

2003-01-01

Examined whether job control and job social support reduce signs of fatigue and enhance intrinsic motivation among employees facing high job demands. 555 nurses (mean age 35.5 yrs) working at specialized units for patients with different levels of mental deficiency completed surveys regarding: (1)

Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors

Directory of Open Access Journals (Sweden)

CL Bester

2006-09-01

Full Text Available In order to contribute to higher levels of job satisfaction, job involvement , and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual’s set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one’s occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5% responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy

Job involvement and job satisfaction of South African nurses compared with other professions

Directory of Open Access Journals (Sweden)

R.A. Kaplan

1991-09-01

Full Text Available The study was designed primarily to compare the work outcomes of job satisfaction and job involvement of South African nurses with those of members of 13 other professional groups in South Africa and with American nurses where data was available. Secondary aims included identifying areas where job satisfaction was particularly low and demonstrating the relative independence of the job involvement and job satisfaction constructs. A questionnaire incorporating the Kanungo Job Involvement Scale and the Short Form of the Minnesota Job Satisfaction Questionnaire was mailed to random samples of people between the ages of 29 and 41 drawn from 14 professional registers. There were 114 nurses in the final sample and 1677members of other professions. Differences among professions were tested for significance using one-way analyses of variance and Bonferroni ranges tests. South African Nurses were shown to have extremely low job satisfaction relative to American nurses and to other professional groups in South-Africa. By contrast their job involvement was moderately high. The implications of these findings for the medical profession as a whole and for nurses in particular are discussed. The fear is expressed that wide spread dissatisfaction may lead to fewer people entering the profession and highly trained people leaving.

Reference as an Interactive Achievement: Sequential and Longitudinal Analyses of Labeling Interactions in Shared Book Reading and Free Play.

Science.gov (United States)

Heller, Vivien; Rohlfing, Katharina J

2017-01-01

The present study examines how young children and their caregivers establish reference by jointly developing stable patterns of bodily, perceptual, and interactive coordination. Our longitudinal investigation focuses on two mother-child dyads engaged in picture-book reading and play. The dyads were videotaped at home once every 6 weeks while the children aged from 9 to 24 months. Inspired by conversation analysis and multimodal analysis, our developmental approach builds on the insight that the situated and embodied production of reference is fundamentally an interactive achievement. To examine the acquisition of reference, we developed a descriptive instrument that takes account of not only the dyad's joint accomplishment but also each participant's contributions to it. The instrument is based on the sequential reconstruction of the jobs that both participants have to accomplish jointly in order to achieve reference: establishing visual perception as a relevant resource, constituting a domain of scrutiny, locating a target, and construing the (meaning of the) referent. Methodologically, these jobs serve as a tertium comparationis for the longitudinal comparison of both the adult's as well as the child's contributions to establishing reference. We used this instrument to examine (1) what bodily and verbal resources the participants employed, and (2) how their contributions to accomplishing the jobs changed over time. Findings showed that the acquisition of reference was closely related to the child's increasing ability to recognize, fulfill, and set up conditional relevancies. We conclude that the adult's dynamic and contextualized use of conditional relevancies, recipient design, and observability is a crucial driving force in the acquisition of reference.

Job demand and job resources as predictors of absence duration and frequency

NARCIS (Netherlands)

Bakker, A.B.; Demerouti, E.; Boer, de E.; Schaufeli, W.B.

2003-01-01

This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and

The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B).

Science.gov (United States)

The study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire ( PAQ ), Form B...The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions...The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ . Forty-five job dimensions were

Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator

OpenAIRE

Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

2015-01-01

BACKGROUND: Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. AIM: To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experienc...

Reference handbook: Level detectors

International Nuclear Information System (INIS)

1990-01-01

The purpose of this handbook is to provide Rocky Flats personnel with the information necessary to understand level measurement and detection. Upon completion of this handbook you should be able to do the following: List three reasons for measuring level. Describe the basic operating principles of the sight glass. Demonstrate proper techniques for reading a sight glass. Describe the basic operating principles of a float level detector. Describe the basic operating principles of a bubbler level indicating system. Explain the differences between a wet and dry reference leg indicating system, and describe how each functions. This handbook is designed for use by experienced Rocky Flats operators to reinforce and improve their current knowledge level, and by entry-level operators to ensure that they possess a minimum level of fundamental knowledge. Level Detectors is applicable to many job classifications and can be used as a reference for classroom work or for self-study. Although this reference handbook is by no means all-encompassing, you will gain enough information about this subject area to assist you in contributing to the safe operation of Rocky Flats Plant

Employee Job Satisfaction and Job Performance: A Case Study in a Franchised Retail-Chain Organization

OpenAIRE

Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long

2014-01-01

This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job pe...

Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity.

Science.gov (United States)

Hsieh, Hui-Hsien; Huang, Jie-Tsuen

2017-04-03

This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

Job Growth and the Quality of Jobs in the U.S. Economy

OpenAIRE

Susan N. Houseman

1995-01-01

During the 1980's employment grew rapidly in the United States, prompting many analysts to label the U.S. economy the great American job machine. But while aggregate employment increased rapidly during the 1980's, many did not benefit from the expansion. Among less educated prime-age males, unemployment rates rose and labor force participation rates declined sharply. Moreover, although job growth was high, many argued that the quality of American jobs as measured by wages, benefits, and job s...

Labour with Different Types of Skills and Jobs as Production Factor

NARCIS (Netherlands)

J. Tinbergen (Jan)

1973-01-01

textabstractA Cobb-Douglas production function with labour of three different levels of education is proposed. The quantity of labour with primary education is defined as the number of people having jobs requiring primary education plus the number of people with primary education who actually have

Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

OpenAIRE

Liu Guangyou

2017-01-01

This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...

Organization Tenure as a Moderator of the Job Satisfaction-Job Performance Relationship.

Science.gov (United States)

Norris, Dwight R.; Niebuhr, Robert E.

1984-01-01

Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…

Analysis of dispatching rules in a stochastic dynamic job shop manufacturing system with sequence-dependent setup times

Science.gov (United States)

Sharma, Pankaj; Jain, Ajai

2014-12-01

Stochastic dynamic job shop scheduling problem with consideration of sequence-dependent setup times are among the most difficult classes of scheduling problems. This paper assesses the performance of nine dispatching rules in such shop from makespan, mean flow time, maximum flow time, mean tardiness, maximum tardiness, number of tardy jobs, total setups and mean setup time performance measures viewpoint. A discrete event simulation model of a stochastic dynamic job shop manufacturing system is developed for investigation purpose. Nine dispatching rules identified from literature are incorporated in the simulation model. The simulation experiments are conducted under due date tightness factor of 3, shop utilization percentage of 90% and setup times less than processing times. Results indicate that shortest setup time (SIMSET) rule provides the best performance for mean flow time and number of tardy jobs measures. The job with similar setup and modified earliest due date (JMEDD) rule provides the best performance for makespan, maximum flow time, mean tardiness, maximum tardiness, total setups and mean setup time measures.

IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS

Directory of Open Access Journals (Sweden)

Naveed R. KHAN

2014-06-01

Full Text Available The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in relation with the research objectives. The findings of the study showed that internet is the most preferred source to search the job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-recruitment depends upon the placement of advertisement and salary is the most influential motivator to find interest in the job applied. Lastly, statistics of the study found that the recruitment sources and applicant’s perceptions of job significantly influence the intention to pursue the position applied by the job seeker.

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

OpenAIRE

Dehghan; Mobinyzadeh; Habibi

2016-01-01

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

Taking control: Is job crafting related to the intention to leave surgical training?

Science.gov (United States)

Dominguez, Luis Carlos; Stassen, Laurents; de Grave, Willem; Sanabria, Alvaro; Alfonso, Edgar; Dolmans, Diana

2018-01-01

The intention to leave surgical training, hereinafter referred as proxy of "attrition," is associated with poor well-being in the workplace. Attrition is suggested to diminish when residents possess job-crafting skills, that is, the ability to redefine their job in meaningful ways and maximize well-being at work by increasing structural and social resources and challenges and decreasing hindering demands. However, the evidence supporting this relationship is scant. This study sought to: 1) investigate to what extent residents possess job-crafting skills and compare residents' levels of job-crafting skills across years of residency training; 2) investigate the relationship between job crafting, well-being as measured by burnout and work-engagement rates, and the intention to leave; and 3) compare the levels of job-crafting skills and well-being between residents with and without serious intentions to leave. This cross sectional study was conducted in fifteen residency programs in Colombia. Surgical residents completed different questionnaires including the Dutch Job Crafting Scale (DJCS), MBI-Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES-17) and an adapted version of the Nurse Turnover Intention Scale (NTIS). The objectives were addressed by independent analyses of variance (ANOVA), structural equation modeling techniques (SEM) and independent t-tests, respectively. A total of 202 residents participated. Residents generally scored high on their job-crafting skills to increase structural and social resources as well as challenging demands, but were less positive about their skills to reduce hindering demands. No differences across years of training were found. Job crafting correlated positively with work-engagement, which was inversely related to the intention to leave. Conversely, job crafting correlated negatively with burnout, which bore a positive relationship to the intention to leave. Residents with serious intentions to leave exhibited

A user friendly database for use in ALARA job dose assessment

Energy Technology Data Exchange (ETDEWEB)

Zodiates, A.M.; Willcock, A. [Cheshire, England (United Kingdom)

1995-03-01

The pressurized water reactor (PWR) design chosen for adoption by Nuclear Electric plc was based on the Westinghouse Standard Nuclear Unit Power Plant (SNUPPS). This design was developed to meet the United Kingdom requirements and these improvements are embodied in the Sizewell B plant which will start commercial operation in 1994. A user-friendly database was developed to assist the station in the dose and ALARP assessments of the work expected to be carried out during station operation and outage. The database stores the information in an easily accessible form and enables updating, editing, retrieval, and searches of the information. The database contains job-related information such as job locations, number of workers required, job times, and the expected plant doserates. It also contains the means to flag job requirements such as requirements for temporary shielding, flushing, scaffolding, etc. Typical uses of the database are envisaged to be in the prediction of occupational doses, the identification of high collective and individual dose jobs, use in ALARP assessments, setting of dose targets, monitoring of dose control performance, and others.

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

Science.gov (United States)

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

2014-01-01

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

Job Performance, Job Satisfaction and Human Capital in the Labour Market in Bosnia

Directory of Open Access Journals (Sweden)

Erkan Ilgün

2013-01-01

Full Text Available The paper analyses the effect of job performance, job satisfaction and humancapital. It shows that together with monetary factors, such factors as theperception of the social importance of the job, the ability to meet good friendsin the team, and the atmosphere within which the respondents work, may alsohave a high level of impact on labour supply through human capital. The paperdemonstrates the power of non-monetary factors in achieving improvementsin the context of the ‘job performance-job satisfaction-human capital’ chain,thus bringing about positive changes in labour market supply in Bosnia.

Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran.

Science.gov (United States)

Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh

2016-09-01

Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. There were significant relationships between the intensity of job burnout and age (p income (p job burnout and age (p income (p job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job satisfaction and its relationship with job burnout.

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

Science.gov (United States)

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

2016-01-01

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

Employees' Job Satisfaction: A Test of the Job Characteristics Model Among Social Work Practitioners.

Science.gov (United States)

Blanz, Mathias

2017-01-01

The present article describes an investigation of the Job Characteristics Model (JCM) by Hackman and Oldham (1976) for the prediction of job satisfaction of employees in social work areas. While there is considerable evidence for the JCM with respect to profit-oriented organizations, it was tested whether it can also be applied to the non-profit sector. The present study surveyed 734 holders of jobs in social work in Germany in order to assess their job satisfaction and the core variables of the JCM (i.e., the five job characteristics and the three psychological states). Regression and mediation analyses were used to examine the relations between these variables. The results showed that the expected relations were remarkably in accordance with the findings from the for-profit sector. All model variables correlated positively with job satisfaction, with the psychological states showing higher coefficients than the job characteristics. In addition, the influence of job characteristics on job satisfaction was significantly mediated through the psychological states. These findings were supported by a replication study. Implications of the JCM for practice, in particular for assessment and interventions in social work organizations, are discussed.

Profile of job coaches in supported employment

Directory of Open Access Journals (Sweden)

Esther MERCADO GARCÍA

2017-02-01

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

The Effect of Job Satisfaction on Job Search: Not just whether, but also where