WorldWideScience

Sample records for reported higher job

  1. Higher Education and the Professional Job Market

    Directory of Open Access Journals (Sweden)

    Alejandro Mungaray Lagarda

    2001-05-01

    Full Text Available The paper deals with the relationship between the professional job market and institutions of higher education, within the framework of socioeconomic globalization and regional decentralization processes. The discussion focuses on how this relationship generates flaws in the market due to the role played by higher education as an intermediary between job applicants and those offering employment and professional opportunities; and due also to the fact that higher education institutions have their own objectives, which differ from those of the market. The article states the need to acknowledge and overcome the limitations which the concentration of income imposes on Latin American students’ access to this educational level and their continuance in it. The paper also stresses the need for a closer connection between academic and job practices through curricular changes and the certification of knowledge that will be useful on the job. This would allow a better correlation with the productive sector, in that it would improve the absorption of graduates.

  2. The Relationship between Reports of Psychological Capital and Reports of Job Satisfaction among Administrative Personnel at a Private Institution of Higher Education

    Science.gov (United States)

    Mello, James A.

    2012-01-01

    The purpose of this single-site case study was to investigate the relationship between administrative personnel's reports of psychological capital (Luthans, Youssef, & Avolio, 2007) and their reports of job satisfaction (Hackman & Oldham, 1980). Specifically, two surveys, the Psychological Capital Questionnaire (Luthans, Youssef, &…

  3. Factors influencing the job satisfaction of academics in higher ...

    African Journals Online (AJOL)

    Factors influencing the job satisfaction of academics in higher education. ... 94 respondents from similar departments at a residential and a distance education institution. A questionnaire focused on teaching, research, community service, ...

  4. Leadership Style and Job Satisfaction in Higher Education Institutions

    Science.gov (United States)

    Alonderiene, Raimonda; Majauskaite, Modesta

    2016-01-01

    Purpose: Although leadership is found to have impact on the followers' attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach:…

  5. Leadership Style and Job Satisfaction in Higher Education Institutions

    Science.gov (United States)

    Alonderiene, Raimonda; Majauskaite, Modesta

    2016-01-01

    Purpose: Although leadership is found to have impact on the followers' attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach:…

  6. Influence of higher order need strenght and job characteristics on job performance

    Directory of Open Access Journals (Sweden)

    C. J. H. Blignaut

    1975-11-01

    Full Text Available Contemporary theories of work motivation are classified according to (1 those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2 those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01 - a finding which favours category (1 theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found.Opsomming Kontemporêre motiveringsteorieë in die Bedryfsielkunde word geklassifiseer in twee groepe naamlik (1 dié wat berus op die basiese aanname dat alle werknemers hoëvlak behoeftes het en die bevrediging daarvan sal nastreef solank die inhoud van die werk dit moontlik maak en (2 dié wat op die aanname berus dat sielkundig gunstige werksinhoud waarskynlik hoëvlak behoeftebevrediging tot gevolg sal hê, afhangende van hoe die individu die werksituasie waarneem. 126 Werknemers in 'n Suid-Afrikaanse chemiese nywerheid is by 'n eksperiment betrek waarin bogenoemde basiese aannames teenoor mekaar gestel is. Data ten opsigte van die sielkundige waarde van werksinhoud, hoëvlak behoeftebevrediging en werksprestasie dien as inset tot 'n 2x2 faktoriale

  7. "They Call Me Wonder Woman": The Job Jurisdictions and Work-Related Learning of Higher Level Teaching Assistants

    Science.gov (United States)

    Hancock, Roger; Hall, Thelma; Cable, Carrie; Eyres, Ian

    2010-01-01

    This paper reports on an in-depth interview study of the roles, job jurisdictions and associated learning of higher level teaching assistants (HLTAs). This role has the core purpose of covering classes to enable teacher release for planning, preparation and assessment. HLTAs' individual job jurisdictions are described and discussed as are…

  8. "They Call Me Wonder Woman": The Job Jurisdictions and Work-Related Learning of Higher Level Teaching Assistants

    Science.gov (United States)

    Hancock, Roger; Hall, Thelma; Cable, Carrie; Eyres, Ian

    2010-01-01

    This paper reports on an in-depth interview study of the roles, job jurisdictions and associated learning of higher level teaching assistants (HLTAs). This role has the core purpose of covering classes to enable teacher release for planning, preparation and assessment. HLTAs' individual job jurisdictions are described and discussed as are…

  9. The higher you climb: Dark side personality and job level

    DEFF Research Database (Denmark)

    Gøtzsche-Astrup, Oluf; Jakobsen, Joan; Furnham, Adrian

    2016-01-01

    provided data on 264 adults based on assessment reports. This paper explored linear and quadratic relationships between personality and de facto job level. More senior managers scored high on Cluster B/Moving Against Others scales of Bold, Colorful and Imaginative, and low on Cautious and Dutiful......The purpose of this study was to explore the idea that there are dark side personality differences in the profiles of people at different levels in organizations. This study replicates and extends existing leadership research by focusing on self-defeating behavioral tendencies. A Danish consultancy....... These Danish data are compared to data from Great Britain and New Zealand which show very similar findings. Practice should take into account that dark side personality traits associated with an assertive, sometimes hostile, interpersonal orientation, predict leadership level up to a point....

  10. The higher you climb: Dark side personality and job level.

    Science.gov (United States)

    Gøtzsche-Astrup, Oluf; Jakobsen, Joan; Furnham, Adrian

    2016-12-01

    The purpose of this study was to explore the idea that there are dark side personality differences in the profiles of people at different levels in organizations. This study replicates and extends existing leadership research by focusing on self-defeating behavioral tendencies. A Danish consultancy provided data on 264 adults based on assessment reports. This paper explored linear and quadratic relationships between personality and de facto job level. More senior managers scored high on Cluster B/Moving Against Others scales of Bold, Colorful and Imaginative, and low on Cautious and Dutiful. These Danish data are compared to data from Great Britain and New Zealand which show very similar findings. Practice should take into account that dark side personality traits associated with an assertive, sometimes hostile, interpersonal orientation, predict leadership level up to a point.

  11. Job Pressure and SES-contingent Buffering: Resource Reinforcement, Substitution, or the Stress of Higher Status?

    Science.gov (United States)

    Koltai, Jonathan; Schieman, Scott

    2015-06-01

    Analyses of the 2008 National Study of the Changing Workforce demonstrate that job pressure is associated with greater anxiety and job dissatisfaction. In this paper we ask, What conditions protect workers? The conventional buffering hypothesis in the Job-Demands Resource (JD-R) model predicts that job resources should attenuate the relationship. We test whether the conventional buffering hypothesis depends on socioeconomic status (SES). Support for conventional buffering is evident only for job dissatisfaction--and that generalizes across SES. When anxiety is assessed, however, we observe an SES contingency: Job resources attenuate the positive association between job pressure and anxiety among workers with lower SES, but exacerbate it among those with higher SES. We discuss the implications of this SES-contingent pattern for theoretical scenarios about "resource reinforcement," "resource substitution," and the "stress of higher status." Future research should consider SES indicators as potential contingencies in the relationship between job conditions and mental health.

  12. Entrepreneurial Skills and Education-job Matching of Higher Education Graduates

    Science.gov (United States)

    Kucel, Aleksander; Róbert, Péter; Buil, Màrian; Masferrer, Núria

    2016-01-01

    This article studies entrepreneurial education and its impact on job-skills matches for higher education graduates. Those who possess entrepreneurial skills are assumed to be more market aware and creative in their job search. They are also expected to foresee which job offers would and would not, match their skills. Using a large comparative…

  13. 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....

  14. 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....

  15. Interorganizational Partnerships in Local Job Creation and Job Training Efforts: Six Case Studies. Final Report.

    Science.gov (United States)

    Yin, Robert K.; And Others

    A study examined six cases where job training and economic development had been successfully linked through an interorganizational arrangement. Cases were nominated by U.S. Employment and Training Administration officials, job training and economic development experts, and published reports. The six organizations of primary focus were Pima County…

  16. Job Strain and the Risk of Depression: Is Reporting Biased?

    DEFF Research Database (Denmark)

    Kolstad, Henrik; Hansen, Åse Marie; Kærgaard, Anette

    2011-01-01

    It is unknown whether the relation between job strain and depression reflects causal characteristics of the working environment or reporting bias. The authors investigated reporting bias by analyzing individual versus work-unit measures of job strain and the risk of depressive symptoms (n = 287) ...

  17. Perceived job demands relate to self-reported health complaints

    NARCIS (Netherlands)

    Roelen, C.A.M.; Schreuder, K.J.; Koopmans, P.C.; Groothoff, J.W.

    2008-01-01

    Background Illness and illness behaviour are important problems in the Dutch workforce. Illness has been associated with job demands, with high demands relating to poorer health. It has not been reported whether subjective health complaints relate to job demands. Aims To investigate whether perceive

  18. Job Satisfaction among Accounting and Finance Academics: Empirical Evidence from Irish Higher Education Institutions

    Science.gov (United States)

    Byrne, Marann; Chughtai, Aamir Ali; Flood, Barbara; Willis, Pauline

    2012-01-01

    The central aim of the present study was to examine the levels of job satisfaction among accounting and finance academics in Irish higher education institutions. Additionally, this research sought to uncover the factors linked to the overall job satisfaction of these teachers. The findings showed that while, participants were generally satisfied…

  19. An Examination of Adjunct Faculty Job Satisfaction and Loyalty in Christian Higher Education

    Science.gov (United States)

    Couch, Jeremy J.

    2014-01-01

    In order to address the deficiency of research regarding the job attitudes of adjunct faculty members in Christian higher education, a quantitative causal-comparative study was conducted for the purpose of examining the influence of six extrinsic and three intrinsic variables on the job satisfaction and loyalty of 388 adjuncts teaching at seven…

  20. Job-Derived Selection. Preliminary Report. Report No. 2.

    Science.gov (United States)

    DeNisi, Angelo S.; And Others

    The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

  1. Green Jobs in Australia: A Status Report

    Directory of Open Access Journals (Sweden)

    Kathryn Hegarty

    2010-12-01

    Full Text Available This paper captures the breadth of complexity in the debate about ‘green jobs’ as the world seeks to transition to a ‘low carbon economy’ and to reduce greenhouse gas emissions through the reduction of reliance for energy on the burning of fossil fuels. A consideration is provided within both the Australian and international contexts of the current assertions and projections regarding green jobs, their definition and location in the economy. The substantive focus of the paper is on the development of these notions in the Australian context. We consider the understanding brought to the term and explore some of the intersections for vocational employment and training which have emerged in debate about the ways in which nations will manage the carbon pollution reduction imperative. We explore the ways forward for a coherent understanding of the need to build capacity for green jobs.

  2. Predictors That Influence Job Satisfaction of Foreign-Born Faculty at a Midwest Higher Educational Institution

    Science.gov (United States)

    Reeder, Mei

    2016-01-01

    Despite the increase of foreign-born faculty in U.S. higher educational institutions, studies of the factors that challenge foreign-born faculty at higher educational institutions in the U.S. remain scarce. The purpose of this quantitative study is to examine factors that impact the level of job satisfaction of foreign-born faculty at a Midwestern…

  3. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Science.gov (United States)

    Stankovska, Gordana; Angelkoska, Slagana; Osmani, Fadbi; Grncarovska, Svetlana Pandiloska

    2017-01-01

    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…

  4. Smart Grid Cybersecurity: Job Performance Model Report

    Energy Technology Data Exchange (ETDEWEB)

    O' Neil, Lori Ross; Assante, Michael; Tobey, David

    2012-08-01

    This is the project report to DOE OE-30 for the completion of Phase 1 of a 3 phase report. This report outlines the work done to develop a smart grid cybersecurity certification. This work is being done with the subcontractor NBISE.

  5. Examining Work Engagement and Job Satisfaction of Staff Members in Higher Education

    Science.gov (United States)

    Hermsen, Jill; Rosser, Vicki

    2008-01-01

    Staff members are a large and growing set of employees within higher education. While their numbers are growing, they also are seeing a change in their salaries and working conditions. Given this situation, institutions are considering work engagement and job satisfaction research. The purpose of this article is to examine those work life…

  6. Flow among higher education teachers: A job demands-resources perspective

    Directory of Open Access Journals (Sweden)

    Katarina Habe

    2016-04-01

    Full Text Available The aim of the present study was to investigate job resources and demands and their relatedness to work flow. In line with the three-dimensional model of flow, absorption, work enjoyment and intrinsic work motivation were explored as separate outcomes. Our predictions were tested using a sample of 293 higher education teachers in Slovenia. The participants indicated their levels of flow, job demands (e.g., workload and job resources (e.g., variety and autonomy using the Slovenian version of the work flow inventory and job demands-resources scales. Our hypotheses were tested using moderated multiple regression where main as well as interactive effects between job resources and demands were examined. Autonomy and variety were found to enhance absorption, work enjoyment and intrinsic work motivation. Furthermore, autonomy was found to be the most important predictor of all the work flow dimensions. In contrast, workload was not significantly related to any of the outcomes. We also found interactive effects of variety and workload as well as variety and autonomy on absorption.

  7. The association of the reporting of somatic symptoms with job stress and active coping among Japanese white-collar workers.

    Science.gov (United States)

    Nomura, Kyoko; Nakao, Mutsuhiro; Sato, Mikiya; Ishikawa, Hirono; Yano, Eiji

    2007-09-01

    To assess the associations between job stress and somatic symptoms and to investigate the effect of individual coping on these associations. In July 2006, a cross-sectional study was conducted during a periodic health check-up of 185 Japanese male office workers (21-66 yr old) at a Japanese company. Job stress was measured by job demand, control, and strain (=job demand/control) based on the Job Content Questionnaire (JCQ). Major somatic symptoms studied were headache, dizziness, shoulder stiffness, back pain, shortness of breath, abdominal pain, general fatigue, sleep disturbance, and skin itching. Five kinds of coping were measured using the Job Stress Scale: active coping, escape, support seeking, reconciliation, and emotional suppression. Comorbidities of hypertension, diabetes, obesity, depression, and anxiety were also evaluated. The most frequently cited somatic symptom was general fatigue (66%), followed by shoulder stiffness (63%) and sleep disturbance (53%). Of the five kinds of coping, only "active coping" was significantly and negatively associated with the number of somatic symptoms. The generalized linear models showed that the number of somatic symptoms increased as job strain index (p=0.001) and job demand (p=0.001) became higher, and decreased as active coping (p=0.018) increased, after adjusting for age and comorbidities. There was no statistical interaction among active coping, the number of somatic symptoms, and the three JCQ scales. Reporting somatic symptoms may be a simple indicator of job stress, and active coping could be used to alleviate somatization induced by job stress.

  8. OCCUPATIONAL STRESS FEATURES, EMOTIONAL INTELLIGENCE AND JOB SATISFACTION: AN EMPIRICAL STUDY IN PRIVATE INSTITUTIONS OF HIGHER LEARNING

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2010-07-01

    intelligence and psychological stress insignificantly correlated with job satisfaction. This result demonstrates that the capability of academic employees to manage their emotions and other employee emotions has increased their abilities to control psychological stress in implementing job. As a result, it could lead to higher job satisfaction. Conversely, the incapability of academic employees to manage their emotions and other employee emotions has decreased their abilities to control psychological stress in implementing job. Consequently, it could lead to lower job satisfaction. Further, this study confirms that emotional intelligence does act as a partial moderating variable in the occupational stress models of the organizational sector sample. In addition, implications and discussion are elaborated.

  9. Job Enrichment: Evaluation with Implications for Air Force Job Redesign. Interim Report, 1 January 1975-30 April 1977.

    Science.gov (United States)

    Watson, Thomas W.; Zumbro, Patrick A.

    The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendixes are included: the first, a supplemental historical discussion; the second, a ninety-six-item annotated bibliography. Specific objectives are to…

  10. Perceived Principals' Leadership Styles and Faculty Job Satisfaction in Higher Theological Institutions of Addis Ababa, Ethiopia: Is There a Difference?

    Science.gov (United States)

    Tamrat Zeleke, Frew

    2013-01-01

    The job satisfaction of higher education faculty can be affected by the kind of leadership style practiced by leaders of an institution. This study examined perceived principals' leadership styles related to faculty job satisfaction in Higher Theological Institutions of Addis Ababa (HTIAA), Ethiopia. Leadership style in this study was defined as…

  11. Perceived job stress but not individual cardiovascular reactivity to stress is related to higher blood pressure at work.

    Science.gov (United States)

    Fauvel, J P; Quelin, P; Ducher, M; Rakotomalala, H; Laville, M

    2001-07-01

    Psychological stress has been reported to be related to higher blood pressure (BP) and unfavorable cardiovascular profile. However, because of the complexity of personal stress management, a multilevel stress measurement strategy is needed. The aim of this cross-sectional study was to analyze the respective influences of the subjective perception of professional strain (high demand and low latitude) and cardiovascular reactivity to a stress test (Stroop stress test) on BP. Worksite BP was measured in 303 healthy normotensive subjects, 18 to 55 years of age, who worked in the same chemical company. In a subset of 70 randomly selected subjects, 24-hour ambulatory BP was performed to assess BP during working hours. The 20% of subjects who reported the highest job strain (high-strain group) or the highest BP stress reactivity (high-responder group) were compared with the remaining subjects (80%) (non-high-strain or low-responder groups). Subjects who submitted to the highest job strain had significantly higher ambulatory diastolic BP (4.5 mm Hg, P=0.015) during only working hours, whereas BP was similar during the remaining hours. Worksite BP and stress cardiovascular reactivity were similar between job strain groups. BP stress reactivity did not influence worksite and ambulatory BP. Spontaneous BP variability assessed by standard deviation and spectral analysis was equivalent between complementary groups. Prevalence of microalbuminuria was significantly higher in the high-responder group (8.2% versus 2.5% in low responders) and only slightly higher in the high-strain group (6.2% versus 3.2% in non-high strain). Potential confounding factors, such as age, gender, alcohol consumption, salt intake, body mass index, and occupation, which were equivalent between groups, did not interfere with our results. Our study quantifies high-professional strain effects on BP levels that appear to be higher only during the working period and to be independent from spontaneous BP

  12. Higher Ambitions Summit. Rapporteur Report

    Science.gov (United States)

    Nash, Ian

    2014-01-01

    The Sutton Trust and Pearson two-day summit on higher ambitions in apprenticeships and vocational education drew more than 120 leaders in education, training and employment, policy makers, academics, and researchers to London. Delegates heard from political leaders stressing the importance they attach to high-quality apprenticeships. Presentations…

  13. Young Faculty Job Perceptions in the Midst of Chinese Higher Education Reform: The Case of Zhejiang University

    Science.gov (United States)

    Li, Yan; Li, Jessica; Sun, Ye

    2013-01-01

    Chinese higher education is undergoing fundamental changes to meet the demand of producing high quantity and quality college students. These changes have significantly impacted the work lives of Chinese faculty members. This study investigated Chinese young faculty's job perceptions using four variables: intrinsic motivation, job burnout, job…

  14. Report on the MLA "Job Information List", 2009-10

    Science.gov (United States)

    Laurence, David

    2010-01-01

    In 2009-10, for the second year in a row, hiring in English and other modern languages contracted sharply, as measured by the number of ads and jobs in the MLA "Job Information List" ( "JIL"). This year the "JIL's" English edition announced 1,100 jobs and the foreign language edition 1,022 jobs. At 1,022, the number of jobs in the foreign language…

  15. Sustainable Leadership, Organizational Trust on Job Satisfaction: Empirical Evidence from Higher Education Institutions in Syria

    Directory of Open Access Journals (Sweden)

    Serene Dalati

    2017-06-01

    Full Text Available This research develops a theoretical model of sustainable leadership, organizational trust and satisfaction at work in higher education environment in Syria. The model assesses staff perception of outstanding leadership behaviors and examines its relationship with perceived organizational trust in the field of higher education institutions in Syria. This research examines a conceptual framework identifying outstanding leadership styles and behaviors which are associated with sustainable leadership, organisational trust identified by members’ trust in their coworkers, and job satisfaction at an institutional level. The research methodology applied in this research develops a quantitative approach through application of questionnaire survey. To measure the dimensionality of scale factors an exploratory factor analysis is conducted. Reliability analysis is performed, Cronbach alpha test indicates that the research scales are internally consistent. The sample of the study employed a convenience sample from higher education institutions. The managerial implication of the research study recommends application and adoption of sustainable leadership behaviors among functional, mid and senior levels of managers and academics in management positions in higher education institutions. The limitation of research is mainly indicated in the sample size and measurement scales of sustainable leadership, organizational trust and job satisfaction.

  16. Free, Fair and Efficient? Open Internal Job Advertising. IES Report.

    Science.gov (United States)

    Hirsh, W.; Pollard, E.; Tamkin, P.

    In the 1990s, many major employers in the United Kingdom have moved to more open internal job markets (OIJMs). OIJMs give the job of filling internal vacancies to line managers and employees who see the job advertised and apply for it. The development and operation of OIJMs at the following firms were studied: Rolls-Royce; British Gas Trading;…

  17. Free, Fair and Efficient? Open Internal Job Advertising. IES Report.

    Science.gov (United States)

    Hirsh, W.; Pollard, E.; Tamkin, P.

    In the 1990s, many major employers in the United Kingdom have moved to more open internal job markets (OIJMs). OIJMs give the job of filling internal vacancies to line managers and employees who see the job advertised and apply for it. The development and operation of OIJMs at the following firms were studied: Rolls-Royce; British Gas Trading;…

  18. Development of the PMPQ: A Structural Job Analysis Questionnaire for the Study of Professional and Managerial Positions. PMPQ Report No. 1.

    Science.gov (United States)

    Mitchell, Jimmy L.; McCormick, Ernest J.

    The development and analysis of the Professional and Managerial Position Questionnaire (PMPQ) is reported. PMPQ is intended to serve as a job analysis instrument for higher level occupations than those assessed by the Position Analysis Questionnaire (PAQ). Four approaches to job analysis are described with different emphases on the requirements of…

  19. The use of the job enrichment technique for decision-making in higher education: The case of the Philippines

    Directory of Open Access Journals (Sweden)

    Kolawole Samuel Adeyemo

    2015-03-01

    Full Text Available Orientation: This article provides an explorative analysis of the use of the job enrichment technique for decision-making in higher education in the Philippines.Research purpose: The profile of administrators in charge of decision-making was investigated in terms of their level of familiarity with, and use of, this technique in achieving the goals of enriching jobs, retaining staff and ensuring job-motivation in higher education.Motivation for the study: Given the increasingly competitive higher education environment in which higher education employees, including academics, work, the pressure on their performance, and their search for ideal working conditions, it is important to measure the impact of the job enrichment technique on employee and higher education organisations.Research design, approach and method: The study used a quantitative method. The respondents of this study consisted of 206 administrators. Spearman Rank, Correlation Coefficient, Point Bi serial and Chi-square were used to analyse the relationships between the demographic characteristics and job enrichment technique. Multiple Regression Coefficient was used to predict job enrichment.Main findings: The findings suggest that educational attainment and experience are the most important factors for predicting success as an administrator in higher education.Practical and managerial implications: Job enrichment should not only focus on the knowledge, experience and skills of administrators, but should be extended to encompass the context and working conditions of employees.Contribution: In the context of fiscal austerity measures that result in fewer resources becoming available for higher education, it is important to have competent decision-makers who are able to motivate staff.

  20. Management competencies in higher education: Perceived job importance in relation to level of training required

    Directory of Open Access Journals (Sweden)

    Ingrid L. Potgieter

    2010-03-01

    Full Text Available Orientation: The increasing changes and demands placed on higher education institutions in the 21st century and resultant impact on the roles and responsibilities of heads of department (HODs have led to an increasing emphasis on the development of core HOD management competencies.Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies.Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively.Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. The Management Competency Inventory (MCI of Visser (2009 was applied as a measure.Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required.Practical/Managerial implications: Training needs of HODs should be formally assessed and the depth of training required in terms of the identified management competencies should be considered in the design of training programmes.Contributions/Value-add: The information obtained in this study may potentially serve as a foundation for the development of an HOD training programme in the South African higher education environment.

  1. Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study

    Directory of Open Access Journals (Sweden)

    Ndayiziveyi Takawira

    2014-02-01

    Full Text Available Orientation: The world economy is becoming increasingly knowledge driven, and intellectual capital is now considered as a human resource that affords organisations a competitive advantage. A high turnover rate in higher education and the importance of retaining staff are concerns that have resulted in increased interest in psychological variables, such as job embeddedness and work engagement that may influence employee retention.Research purpose: The objective of this study was to explore the relationship between job embeddedness, work engagement and turnover intention of staff in a higher education institution.Motivation for the study: Research on how employees’ job embeddedness and work engagement influence their turnover intention is important in the light of organisational concerns about retaining knowledgeable staff in the current higher education environment.Research design, approach and method: A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 153 of academic and non-academic staff in a South African higher education institution.Main findings: Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisational links and dedication significantly and negatively predict turnover intention.Practical/managerial implications: When designing retention strategies, management and human resource practitioners need to recognise how job embeddedness and work engagement influence the turnover intention of higher education staff.Contribution: These findings contribute valuable new knowledge that can be applied in the retention of staff in the higher education environment.

  2. Displaced Homemaker Job Seeking and Job Keeping Research Project. Final Report.

    Science.gov (United States)

    Heatherly, Jeannie; Cox, Ann

    A project studied 30 displaced homemakers who had participated successfully in the Jefferson County (Kentucky) Public Schools Displaced Homemakers/Non-Traditional Job Exploration Program. Personal interviews were accompanied by a statistical sheet, gathering the individual history of the interviewee. All persons interviewed felt their situations…

  3. Report on the MLA "Job Information List", 2008-09

    Science.gov (United States)

    Modern Language Association, 2009

    2009-01-01

    The financial crisis of 2008 made its consequences painfully evident in the 2008-09 MLA (Modern Language Association) "Job Information List" ("JIL"). After trending upward between 2003-04 and 2007-08, the number of jobs advertised in the "JIL" in 2008-09 declined since 2007-08 by 446 (24.4%) in English and 453 (27.0%) in foreign languages. In the…

  4. The Vanishing Higher-Education Reporter

    Science.gov (United States)

    Whitmire, Richard

    2008-01-01

    As the Internet continues to drain readers and advertising, newspapers are left with no choice but to cut back on coverage. Many papers have settled on higher education as an expendable beat. At the National Education Writers Association, which represents education reporters and editors around the country, the e-mail list for elementary- and…

  5. HR Practices and Employee Performance Relationship in Higher Education: Mediating Role of Job Embeddedness, Perceived Organizational Support and Trust

    Directory of Open Access Journals (Sweden)

    Mehreen Fatima

    2015-09-01

    Full Text Available The purpose of this paper is to find out the impact of Human Resource practices on employee performance. Job embeddedness, Perceived organizational support and Trust were taken as mediators and they were investigated for their mediation effect on the relationship between human resource practices and employee performance. Organizational citizenship behavior and task performance were taken as two dimensions of Employee Performance. Data was collected through questionnaires from faculty members of different campuses of Public sector University in Pakistan. Results support that job embeddedness, perceived organization support and trust have partial or full mediation role for HR-Performance relationship of teaching faculty of Higher Education sector.

  6. [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.

  7. The Use of the Position Analysis Questionnaire (PAQ) for Establishing the Job Component Validity of Tests. Report No. 5. Final Report.

    Science.gov (United States)

    McCormick, Ernest J.; And Others

    The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis of individual jobs in terms of each of 187 job elements, was used to establish the job component validity of certain commercially-available vocational aptitude tests. Prior to the general analyses reported here, a statistical analysis…

  8. The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B). Report No. 4.

    Science.gov (United States)

    Marquardt, Lloyd D.; McCormick, Ernest J.

    This 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…

  9. Perceived Principals' Leadership Styles and Faculty Job Satisfaction in Higher Theological Institutions of Addis Ababa, Ethiopia: Is There a Difference?

    Science.gov (United States)

    Tamrat Zeleke, Frew

    2013-01-01

    The job satisfaction of higher education faculty can be affected by the kind of leadership style practiced by leaders of an institution. This study examined perceived principals' leadership styles related to faculty job satisfaction in Higher Theological Institutions of Addis Ababa (HTIAA), Ethiopia. Leadership style in this study was defined…

  10. Entry into working life: Spatial mobility and the job match quality of higher-educated graduates

    NARCIS (Netherlands)

    Venhorst, V.; Cörvers, F.

    2015-01-01

    We estimate the impact of spatial mobility on job match quality by using a data set of recent Dutch university and college graduates We find positive wage returns related to spatial mobility. However, after controlling for the self-selection of migrants with an IV approach, this effect is no longer

  11. Entry into working life: Spatial mobility and the job match quality of higher-educated graduates

    NARCIS (Netherlands)

    Venhorst, V.; Cörvers, F.

    2015-01-01

    We estimate the impact of spatial mobility on job match quality by using a data set of recent Dutch university and college graduates We find positive wage returns related to spatial mobility. However, after controlling for the self-selection of migrants with an IV approach, this effect is no longer

  12. A Comparative Study of Factors Influencing Male and Female Lecturers' Job Satisfaction in Ghanaian Higher Education

    Science.gov (United States)

    Amos, Patricia Mawusi; Acquah, Sakina; Antwi, Theresa; Adzifome, Nixon Saba

    2015-01-01

    The study sought to compare factors influencing male and female lecturers' job satisfaction. Cross-sectional survey designs employing both quantitative and qualitative approaches were adopted for the study. Simple random sampling was used to select 163 lecturers from the four oldest public universities in Ghana. Celep's (2000) Organisational…

  13. OCCUPATIONAL STRESS FEATURES, EMOTIONAL INTELLIGENCE AND JOB SATISFACTION: AN EMPIRICAL STUDY IN PRIVATE INSTITUTIONS OF HIGHER LEARNING

    OpenAIRE

    Azman Ismail; Amy Yao; Elizabeth Yeo; Kong Lai-Kuan; Ju Soon-Yew

    2010-01-01

    This study was conducted to measure the effect of occupational stress (i.e., physiological stress and psychological stress) and emotional intelligence on job satisfaction in private institutions of higher learning in Sarawak, Malaysia. A survey method was used to gather 80 usable questionnaires from academic employees who have worked in the organizations. The results of exploratory factor analysis confirmed that the measurement  scales used in this study satisfactorily met the standards of va...

  14. The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ). Final Report No. 9.

    Science.gov (United States)

    McCormick, Ernest J.

    The Position Analysis Questionnaire (PAQ) is a job analysis instrument consisting of 187 job elements organized into six divisions. The PAQ was used in the eight studies summarized in this final report. The studies were: (1) ratings of the attribute requirements of PAQ job elements, (2) a series of principal components analyses of these attribute…

  15. Mental Health Care Providers' Views of Their Work with Consumers and Their Reports of Recovery-Orientation, Job Satisfaction, and Personal Growth.

    Science.gov (United States)

    Osborn, Lawrence A; Stein, Catherine H

    2016-10-01

    The research examined the role of mental health care providers' perceptions of their professional relationships with consumers in understanding their reports of agency recovery-oriented services and their own sense of job satisfaction and personal growth. Multidisciplinary community mental health care providers (N = 105) responded to an online self-report questionnaire. Providers' reports of higher levels of working alliance and greater provider directiveness in working with consumers was significantly related to providers' reports of higher levels of agency recovery-orientation and higher levels of personal growth. Providers' reports of working alliance accounted for the largest proportion of variance in providers' reports of job satisfaction. Mental health providers' perceptions of relationships with consumers are central to understanding providers' views of agency recovery-orientation and sense of professional and personal well-being.

  16. Job Burnout, Work Engagement and Self-reported Treatment for Health Conditions in South Africa.

    Science.gov (United States)

    de Beer, Leon T; Pienaar, Jaco; Rothmann, Sebastiaan

    2016-02-01

    The purpose of the study being reported here was to investigate the relationship of job burnout and work engagement with self-reported received treatment for health conditions (cardiovascular condition, high cholesterol, depression, diabetes, hypertension and irritable bowel syndrome), while controlling for age, gender, smoking and alcohol use. The sample comprised 7895 employees from a broad range of economic sectors in the South African working population. A cross-sectional survey design was used for the study. Structural equation modelling methods were implemented with a weighted least squares approach. The results showed that job burnout had a positive relationship with self-reported received treatment for depression, diabetes, hypertension and irritable bowel syndrome. Work engagement did not have any significant negative or positive relationships with the treatment for these health conditions. The results of this study make stakeholders aware of the relationship between job burnout, work engagement and self-reported treatment for health conditions. Evidence for increased reporting of treatment for ill-health conditions due to burnout was found. Therefore, attempts should be made to manage job burnout to prevent ill-health outcomes.

  17. Job autonomy and job satisfaction: new evidence

    OpenAIRE

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

    2003-01-01

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

  18. Legislative Report on the Skills for Jobs Act

    Science.gov (United States)

    Colorado Department of Higher Education, 2015

    2015-01-01

    This report explores Colorado's anticipated workforce needs and the number of postsecondary credentials that are being issued, identifying any workforce needs that may not be met by education and training programs. This report includes the following: (1) Outlines national trends regarding postsecondary education and workforce needs, alongside…

  19. Catering Management in Higher Education. National Report.

    Science.gov (United States)

    Higher Education Funding Council for England, Bristol.

    This study identified the key management issues for senior managers and heads of catering services in higher education in developing and reviewing catering services. The study was conducted with the involvement of 76 universities and colleges with evidence drawn from questionnaires covering the Excellence Model's 9 criteria, an Expert Working…

  20. Job-Derived Selection: Follow Up Report. Technical Report No. 4.

    Science.gov (United States)

    McCormick, Ernest J.; And Others

    A study dealt with the use of the Position Analysis Questionnaire (PAQ) within a job component validity framework as the basis for estimating aptitude requirements of jobs represented by scores on commercially available tests as contrasted with scores on General Aptitude Test Battery (GATB) tests. Procedures generally consisted of the use of job…

  1. ECO-Report - Collaboration at the heart of the job

    Science.gov (United States)

    Jane Kapler Smith; Lucia Solorzano; Janet Howard; Steve Arno; Thomas G. Wagner; Robert Keane; L. Jack Lyon; J. Greg Jones; Sue Heald

    1997-01-01

    ECO-Report is an annual Rocky Mountain Research Station (RMRS) publication which contains a set of articles showcasing the Bitterroot Ecosystem Management Research Project (BEMRP) research projects and activities. The articles are concise, user-friendly, and designed to inform a broad range of audiences interested in ecosystem management. Articles featured in...

  2. Job Descriptions, Report Forms, Annual Report, Mobile Home Live-In Agreements. Workshop I. School Security Programs.

    Science.gov (United States)

    National Association of School Security Directors, Bellevue, WA.

    Workshop materials, all from Broward County (Florida), include job descriptions for the positions of director of security, security investigator, security specialist, and security patrolman. A security report also contains charts reflecting arson, vandalism, and theft costs from the school in years 1970 through 1979. The last section contains…

  3. Using O*NET Based Higher Education Job Descriptions for Resume Development

    Science.gov (United States)

    Manzi, P. A.; Roe, J.; Pierre-Louis, D.

    2011-01-01

    The purpose of this three part article is to illustrate to career development professionals and students who are graduates of higher education MS and Ed.D/Ph.D programs, how to use the O*NET to develop an effective resume. The O*NET provides detailed information about work tasks, knowledge and skills, and in some titles, tools and technology where…

  4. Academic Job Satisfaction and Motivation: Findings from a Nationwide Study in Portuguese Higher Education

    Science.gov (United States)

    de Lourdes Machado-Taylor, Maria; Meira Soares, Virgílio; Brites, Rui; Brites Ferreira, José; Farhangmehr, Minoo; Gouveia, Odília Maria Rocha; Peterson, Marvin

    2016-01-01

    Academic staff is a key resource in higher education institutions (HEIs) and therefore has a major role in the achievement of the objectives of these institutions. Satisfied and well-motivated academic staff can build a national and international reputation for themselves and their institutions. Moreover, the performance of academic staff impacts…

  5. Responsiveness of Higher Education to Changing Job Market Demand in Bangladesh

    Science.gov (United States)

    Dutta, Bipasha; Islam, Kazi Maruful

    2017-01-01

    Bangladesh economy has been transforming towards a market-based economy from a state-dominated centrally planned economy since the early 1980s, the pace of transformation has been slow though. The aim of this article is to see how the higher education system responds to the changes in the structure of the economy. The article argues that the…

  6. Fostering an Entrepreneurship Culture in Higher Education and Job Creation in Nigeria

    Science.gov (United States)

    Modupe, Adeyinka Foluso; Adelowo, Wahab Bashir

    2015-01-01

    The drive to foster an entrepreneurship culture in the higher education (HE) system is one of the ongoing proposals in place for dealing with the daunting challenges of unemployment in Nigeria. It is now a policy of the National Universities Commission (NUC) to encourage Nigerian universities to provide entrepreneurship training for undergraduates…

  7. Fostering an Entrepreneurship Culture in Higher Education and Job Creation in Nigeria

    Science.gov (United States)

    Modupe, Adeyinka Foluso; Adelowo, Wahab Bashir

    2015-01-01

    The drive to foster an entrepreneurship culture in the higher education (HE) system is one of the ongoing proposals in place for dealing with the daunting challenges of unemployment in Nigeria. It is now a policy of the National Universities Commission (NUC) to encourage Nigerian universities to provide entrepreneurship training for undergraduates…

  8. Job Strain and Self-Reported Insomnia Symptoms among Nurses: What about the Influence of Emotional Demands and Social Support?

    Science.gov (United States)

    Portela, Luciana Fernandes; Kröning Luna, Caroline; Rotenberg, Lúcia; Silva-Costa, Aline; Toivanen, Susanna; Araújo, Tania; Griep, Rosane Härter

    2015-01-01

    Job strain, derived from high psychological demands and low job control, is associated with insomnia, but information on the role of emotional demands and social support in this relationship is scarce. The aims of this study were (i) to test the association between job strain and self-reported insomnia symptoms, (ii) to evaluate the combination of emotional demands and job control regarding insomnia symptoms, and (iii) to analyze the influence of social support in these relationships. This cross-sectional study refers to a sample of nurses (N = 3,013 and N = 3,035 for Job Strain and Emotional demand-control model, resp.) working at public hospitals in Rio de Janeiro, Brazil. Data were collected through a self-report questionnaire. The prevalence of insomnia symptoms was 34.3%. Job strain was associated with increased odds for insomnia symptoms (OR: 2.20); the same result was observed with the combination of emotional demands and low job control (OR: 1.99). In both models, the inclusion of low social support combined with high demands and low job control led to increased odds for insomnia symptoms, compared to groups with high social support from coworkers and supervisors. Besides job strain, the study of emotional demands and social support are promising with regards to insomnia symptoms, particularly among nurses.

  9. Job Strain and Self-Reported Insomnia Symptoms among Nurses: What about the Influence of Emotional Demands and Social Support?

    Directory of Open Access Journals (Sweden)

    Luciana Fernandes Portela

    2015-01-01

    Full Text Available Job strain, derived from high psychological demands and low job control, is associated with insomnia, but information on the role of emotional demands and social support in this relationship is scarce. The aims of this study were (i to test the association between job strain and self-reported insomnia symptoms, (ii to evaluate the combination of emotional demands and job control regarding insomnia symptoms, and (iii to analyze the influence of social support in these relationships. This cross-sectional study refers to a sample of nurses (N = 3,013 and N = 3,035 for Job Strain and Emotional demand-control model, resp. working at public hospitals in Rio de Janeiro, Brazil. Data were collected through a self-report questionnaire. The prevalence of insomnia symptoms was 34.3%. Job strain was associated with increased odds for insomnia symptoms (OR: 2.20; the same result was observed with the combination of emotional demands and low job control (OR: 1.99. In both models, the inclusion of low social support combined with high demands and low job control led to increased odds for insomnia symptoms, compared to groups with high social support from coworkers and supervisors. Besides job strain, the study of emotional demands and social support are promising with regards to insomnia symptoms, particularly among nurses.

  10. Job Strain in Shift and Daytime Workers.

    Science.gov (United States)

    Knutsson; Nilsson

    1997-07-01

    Cross-sectional questionnaire data were used to compare the levels of job strain in shift and daytime workers. Job strain was measured according to Karasek's Demands/Discretion model. Four occupational groups were included: drivers, industrial workers, policemen/watchmen, and cooks. The study subjects were a random sample of 508 daytime workers and 418 shift workers. Job demand did not differentiate between shift and daytime workers, comparing groups broken down by gender and by occupation. The daytime workers reported higher levels of job strain than the shift workers, and women experienced a higher level of job strain than did men. Multiple linear regression analysis showed that only occupational group and gender predicted job strain level. Shiftwork was not significantly associated with job strain in the regression model.

  11. Does work-site physical activity improve self-reported psychosocial workplace factors and job satisfaction?

    DEFF Research Database (Denmark)

    Roessler, K K; Rugulies, R; Bilberg, R

    2013-01-01

    , with 199 participants in the training group and 228 in the control group. Influence at work, sense of community, time pressure, and job satisfaction were measured with the Copenhagen Psychosocial Questionnaire at baseline and post-intervention after 20 weeks. RESULTS: There was no statistically significant...... change in any of the four variables in the training group from baseline to follow-up (all p ≥ 0.39). When we used MANOVA to test for between-group effects over time, we did not find any statistically significant result (all p > 0.14). CONCLUSIONS: This study does not provide evidence for an effect......PURPOSE: To investigate whether a work-site strength-training program has a positive effect on self-reported psychosocial workplace factors and job satisfaction. METHODS: We conducted a randomized controlled trial among laboratory technicians implementing neck and shoulder exercises for pain relief...

  12. 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…

  13. The Utility of Job Dimensions Based on Form B of the Position Analysis Questionnaire (PAQ) in a Job Component Validation Model. Report No. 5.

    Science.gov (United States)

    Marquardt, Lloyd D.; McCormick, Ernest J.

    The study involved the use of a structured job analysis instrument called the Position Analysis Questionnaire (PAQ) as the direct basis for the establishment of the job component validity of aptitude tests (that is, a procedure for estimating the aptitude requirements for jobs strictly on the basis of job analysis data). The sample of jobs used…

  14. HR Practices and Employee Performance Relationship in Higher Education: Mediating Role of Job Embeddedness, Perceived Organizational Support and Trust

    National Research Council Canada - National Science Library

    Mehreen Fatima; Muhammad Shafique; Faisal Qadeer; Rashid Ahmad

    2015-01-01

    .... Job embeddedness, Perceived organizational support and Trust were taken as mediators and they were investigated for their mediation effect on the relationship between human resource practices and employee performance...

  15. Wage Premiums for On-the-Job Computer Use: A Metro and Nonmetro Analysis. Rural Development Research Report.

    Science.gov (United States)

    Kusmin, Lorin D.

    By 1997, almost half of all U.S. workers used computers on the job, and such workers generally received higher wages than non-users. However, on-the-job use was less common in nonmetro areas than in metro areas, and wages for nonmetro workers were generally lower. But is computer use instrumental in explaining the metro-nonmetro wage gap? A survey…

  16. Annual Report on Higher Education in New Mexico, 1986.

    Science.gov (United States)

    New Mexico State Commission on Postsecondary Education, Santa Fe.

    The 1986 report of the New Mexico Commission on Higher Education first outlines responsibilities of the Commission and developments concerning the Board of Educational Finance and then considers the climate for higher education reform in New Mexico, including economic changes, career changes that require retraining and skill upgrading, and…

  17. Scottish Access Students in Higher Education. Research Report Series.

    Science.gov (United States)

    Powney, Janet; Hall, Stuart

    This document is the final report on the experiences of mature students who had entered higher education through the Scottish Wider Access Programme (SWAP), a one-year course designed to provide an alternative route into higher education for adults and which utilizes a supportive environment plus an incremental, modular approach and small-group…

  18. Report of the Select Committee on Higher Education, Texas.

    Science.gov (United States)

    Texas Coll. and Univ. System, Austin. Coordinating Board.

    A report of a study of issues in public higher education in Texas is presented, along with recommendations of the Select Committee on Higher Education to improve access, quality, and management. Attention is directed to: institutional role and mission statements, general funding policies, research and technology funding, faculty compensation,…

  19. Statistics Report on TEQSA Registered Higher Education Providers

    Science.gov (United States)

    Australian Government Tertiary Education Quality and Standards Agency, 2015

    2015-01-01

    This statistics report provides a comprehensive snapshot of national statistics on all parts of the sector for the year 2013, by bringing together data collected directly by TEQSA with data sourced from the main higher education statistics collections managed by the Australian Government Department of Education and Training. The report provides…

  20. A Role Model Approach to Job Transition for Disadvantaged Cooperative Home Economics Students. Final Report.

    Science.gov (United States)

    Pestle, Ruth

    A pilot project implemented a role-model approach to job transition for disadvantaged cooperative home economics students in Tulsa and Oklahoma City, Oklahoma. From 1974 through 1976, 21 students in four urban high schools were matched with role models on the job. Sixteen of these students retained their jobs. The matches included many different…

  1. Do new production concepts and a new management of employment relations, yield higher employee performance and low job strain?

    NARCIS (Netherlands)

    Kraan, K.; Oeij, P.

    2006-01-01

    In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In t

  2. Do new production concepts and a new management of employment relations, yield higher employee performance and low job strain?

    NARCIS (Netherlands)

    Kraan, K.; Oeij, P.

    2006-01-01

    In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In

  3. Quality Assurance in Transnational Higher Education. ENQA Workshop Report 11

    Science.gov (United States)

    Bennett, Paul; Bergan, Sjur; Cassar, Daniela; Hamilton, Marlene; Soinila, Michele; Sursock, Andree; Uvalic-Trumbic, Stamenka; Williams, Peter

    2010-01-01

    The present report is the product of an ENQA (European Association for Quality Assurance in Higher Education) Bologna Seminar "Quality Assurance in Transnational Education: from words to action" hosted by the Quality Assurance Agency (QAA, UK) in London in December, 2008. The seminar discussed the current trends in Transnational…

  4. Higher Education Finance. An Annotated Bibliography, Report 96-2.

    Science.gov (United States)

    Doyle, William

    This annotated bibliography on higher education finance lists 79 journal articles, books, conference papers, and reports originally published from 1973 through 1995 with most published in the 1990s. Citations include lengthy analytical summaries and critiques. The bibliography is presented in six sections which cover the following topics: (1)…

  5. Sustainability Reporting in Higher Education: Interconnecting the Reporting Process and Organisational Change Management for Sustainability

    OpenAIRE

    Kim Ceulemans; Rodrigo Lozano; María del Mar Alonso-Almeida

    2015-01-01

    Although there has been a considerable increase in the publication of sustainability reports in the corporate world in the last decade, sustainability reporting in higher education institutions is still in its early stages. This study’s aim was to explore the relationship between sustainability reporting and organizational change management for sustainability in higher education. A survey was sent to higher education institutions worldwide that have published sustainability reports in the las...

  6. Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI.

    Science.gov (United States)

    Joseph, Dana L; Jin, Jing; Newman, Daniel A; O'Boyle, Ernest H

    2015-03-01

    Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can robustly predict job performance beyond cognitive ability and Big Five personality traits (Joseph & Newman, 2010b; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). These criterion-related validity results are problematic, given the paucity of evidence and the questionable construct validity of mixed EI measures themselves. In the current research, we update and reevaluate existing evidence for mixed EI, in light of prior work regarding the content of mixed EI measures. Results of the current meta-analysis demonstrate that (a) the content of mixed EI measures strongly overlaps with a set of well-known psychological constructs (i.e., ability EI, self-efficacy, and self-rated performance, in addition to Conscientiousness, Emotional Stability, Extraversion, and general mental ability; multiple R = .79), (b) an updated estimate of the meta-analytic correlation between mixed EI and supervisor-rated job performance is ρ = .29, and (c) the mixed EI-job performance relationship becomes nil (β = -.02) after controlling for the set of covariates listed above. Findings help to establish the construct validity of mixed EI measures and further support an intuitive theoretical explanation for the uncommonly high association between mixed EI and job performance--mixed EI instruments assess a combination of ability EI and self-perceptions, in addition to personality and cognitive ability.

  7. The Cluster Analysis of Jobs Based on Data from the Position Analysis Questionnaire (PAQ). Report No. 7.

    Science.gov (United States)

    DeNisi, Angelo S.; McCormick, Ernest J.

    The Position Analysis Questionnaire (PAQ) is a structured job analysis procedure that provides for the analysis of jobs in terms of each of 187 job elements, these job elements being grouped into six divisions: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. Two…

  8. 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…

  9. 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…

  10. Study on the Influence of job Characteristics on Occupational Burnout for Higher Vocational Teachers%工作特征对高职教师职业倦怠的影响研究

    Institute of Scientific and Technical Information of China (English)

    孔巧丽

    2016-01-01

    Using burnout questionnaire amended by OLBI (Oldenburg Burnout Inventory, 2003) and Job Content Questionnaire, 240 teachers in a Guangzhou vocational college are investigated. It is found that job complexity and time requirements of the job de⁃mands can positively predict occupational burnout of exhaustion and dissociation dimensions, while skill requirements of job de⁃mands and job resources can reversely predict occupational burnout of exhaustion and dissociation dimensions. Suggestions to inter⁃vene occupational burnout for higher vocational teachers are put forward respectively from the two aspects of job demands and job resources.%运用修订的OLBI (Oldenburg Burnout Inventory)职业倦怠问卷和工作内容问卷(Job Content Questionnaire),通过对广州市某职业院校240名教师进行调查,发现工作要求中的工作复杂性和时间要求可以正向预测职业倦怠的耗竭和解离维度,工作要求中的技能要求和工作资源可以反向预测职业倦怠的耗竭和解离维度。分别从工作要求和工作资源两方面对干预高职教师职业倦怠提出建议。

  11. Mobility into favourable jobs

    OpenAIRE

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

    Original title: Arbeidsmobiliteit in goede banen. Hundreds of thousands of employees change jobs each year. Why do they do this, and what benefits do they derive from it? Many employees are not in the right jobs. Job dissatisfaction is found to be a key reason for labour mobility. These employees look for a job that offers a better match for their capacities and preferences. Does changing their job have a positive effect? This report shows that labour mobility does indeed generally lead to a ...

  12. Visualizing Higher Order Finite Elements: FY05 Yearly Report.

    Energy Technology Data Exchange (ETDEWEB)

    Thompson, David; Pebay, Philippe Pierre

    2005-11-01

    This report contains an algorithm for decomposing higher-order finite elementsinto regions appropriate for isosurfacing and proves the conditions under which thealgorithm will terminate. Finite elements are used to create piecewise polynomialapproximants to the solution of partial differential equations for which no analyticalsolution exists. These polynomials represent fields such as pressure, stress, and mo-mentim. In the past, these polynomials have been linear in each parametric coordinate.Each polynomial coefficient must be uniquely determined by a simulation, and thesecoefficients are called degrees of freedom. When there are not enough degrees of free-dom, simulations will typically fail to produce a valid approximation to the solution.Recent work has shown that increasing the number of degrees of freedom by increas-ing the order of the polynomial approximation (instead of increasing the number offinite elements, each of which has its own set of coefficients) can allow some typesof simulations to produce a valid approximation with many fewer degrees of freedomthan increasing the number of finite elements alone. However, once the simulation hasdetermined the values of all the coefficients in a higher-order approximant, tools donot exist for visual inspection of the solution.This report focuses on a technique for the visual inspection of higher-order finiteelement simulation results based on decomposing each finite element into simplicialregions where existing visualization algorithms such as isosurfacing will work. Therequirements of the isosurfacing algorithm are enumerated and related to the placeswhere the partial derivatives of the polynomial become zero. The original isosurfacingalgorithm is then applied to each of these regions in turn.3 AcknowledgementThe authors would like to thank David Day and Louis Romero for their insight into poly-nomial system solvers and the LDRD Senior Council for the opportunity to pursue thisresearch. The authors were

  13. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    2006-01-01

    The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cau...

  14. FY-2016 Methyl Iodide Higher NOx Adsorption Test Report

    Energy Technology Data Exchange (ETDEWEB)

    Soelberg, Nicholas Ray [Idaho National Lab. (INL), Idaho Falls, ID (United States); Watson, Tony Leroy [Idaho National Lab. (INL), Idaho Falls, ID (United States)

    2016-09-01

    Deep-bed methyl iodide adsorption testing has continued in Fiscal Year 2016 under the Department of Energy (DOE) Fuel Cycle Technology (FCT) Program Offgas Sigma Team to further research and advance the technical maturity of solid sorbents for capturing iodine-129 in off-gas streams during used nuclear fuel reprocessing. Adsorption testing with higher levels of NO (approximately 3,300 ppm) and NO2 (up to about 10,000 ppm) indicate that high efficiency iodine capture by silver aerogel remains possible. Maximum iodine decontamination factors (DFs, or the ratio of iodine flowrate in the sorbent bed inlet gas compared to the iodine flowrate in the outlet gas) exceeded 3,000 until bed breakthrough rapidly decreased the DF levels to as low as about 2, when the adsorption capability was near depletion. After breakthrough, nearly all of the uncaptured iodine that remains in the bed outlet gas stream is no longer in the form of the original methyl iodide. The methyl iodide molecules are cleaved in the sorbent bed, even after iodine adsorption is no longer efficient, so that uncaptured iodine is in the form of iodine species soluble in caustic scrubber solutions, and detected and reported here as diatomic I2. The mass transfer zone depths were estimated at 8 inches, somewhat deeper than the 2-5 inch range estimated for both silver aerogels and silver zeolites in prior deep-bed tests, which had lower NOx levels. The maximum iodine adsorption capacity and silver utilization for these higher NOx tests, at about 5-15% of the original sorbent mass, and about 12-35% of the total silver, respectively, were lower than for trends from prior silver aerogel and silver zeolite tests with lower NOx levels. Additional deep-bed testing and analyses are recommended to expand the database for organic iodide adsorption and increase the technical maturity if iodine adsorption processes.

  15. Improvement of on-the-job training procedures through utilization of modeling, imitative and other learning techniques. Open file report 2 Jan 80-30 Jun 83

    Energy Technology Data Exchange (ETDEWEB)

    Loustaunau, P.E.; Wetherby, C.; Rosenblatt, R.

    1983-06-30

    This report describes a project in which three structured underground coal mine equipment operator training programs were developed. The project was carried out in two parts. In the first part, a study was conducted to determine how on-the-job training is currently conducted in industry, and to determine the overall effectiveness of current on-the-job training. In addition, the possible application of the principles of social learning theory to on-the-job training was investigated. In the second part, three prototype on-the-job training programs were developed for shuttle car, roof bolter, and continuous miner operations. These programs were carefully structured to eliminate the shortcomings of current industrial on-the-job training identified in the study and incorporated the application of relevant principles of social learning theory. The programs are prototypes that underground coal mine training personnel can use as models to develop their own customized equipment operator training programs.

  16. [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.

  17. Prices, Productivity, and Investment: Assessing Financial Strategies in Higher Education. ASHE-ERIC Higher Education Reports.

    Science.gov (United States)

    St. John, Edward P.

    This analysis critically examines the cost controversy in higher education with an eye to resolving the crisis which is currently serving to exacerbate public willingness to fund higher education. An introduction touches on the role and influence of political ideologies and offers a framework to be used throughout the analysis for critically…

  18. Diversity Leadership in Higher Education. ASHE Higher Education Report, Volume 32, Number 3

    Science.gov (United States)

    Aguirre, Adalberto, Jr., Ed.; Martinez, Ruben O., Ed.

    2006-01-01

    This monograph examines and discusses the context for diversity leadership roles and practices in higher education by using research and theoretical and applied literatures from a variety of fields, including the social sciences, business, and higher education. Framing the discussion on leadership in this monograph is the perspective that American…

  19. Job Desirability

    Directory of Open Access Journals (Sweden)

    Radecka Appiah-Padi PhD

    2014-09-01

    Full Text Available By 2016, U.S. higher education institutions will face significant turnover among senior leaders. About 50% of university presidents are expected to retire. Historically, the chief academic officer (CAO has been next in line for the presidency. New evidence suggests that fewer CAOs are interested in this position. Using Job Choice Theory, this article examines the reasons given by CAOs for opting out of pursuing the presidency. Data analysis shows that subjective (psycho-social factors rather than objective (economic factors are making the role of president undesirable to CAOs.

  20. MY CHOICE FOR JOB

    Institute of Scientific and Technical Information of China (English)

    2012-01-01

    A recent survey shows that people who get highersalaries generally work longer hours than those who getlower salaries.Some people favor higher-paying jobs,even though such jobs always result in longer worktime.They believe that money is so indispensable in

  1. Multifamily Building Operator Job/Task Analysis and Report: September 2013

    Energy Technology Data Exchange (ETDEWEB)

    Owens, C. M.

    2013-09-01

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Building Operator JTA identifies and catalogs all of the tasks performed by multifamily building operators, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  2. Multifamily Energy Auditor Job/Task Analysis and Report: September 2013

    Energy Technology Data Exchange (ETDEWEB)

    Owens, C. M.

    2013-09-01

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Energy Auditor JTA identifies and catalogs all of the tasks performed by multifamily energy auditors, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  3. Multifamily Retrofit Project Manager Job/Task Analysis and Report: September 2013

    Energy Technology Data Exchange (ETDEWEB)

    Owens, C. M.

    2013-09-01

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Retrofit Project Manager JTA identifies and catalogs all of the tasks performed by multifamily retrofit project managers, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  4. Multifamily Quality Control Inspector Job/Task Analysis and Report: September 2013

    Energy Technology Data Exchange (ETDEWEB)

    Owens, C. M.

    2013-09-01

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Quality Control Inspector JTA identifies and catalogs all of the tasks performed by multifamily quality control inspectors, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  5. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  6. 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...

  7. The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013.

    Science.gov (United States)

    Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin; Sousa-Poza, Alfonso

    2017-08-29

    Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test whether these determinants have changed over the last two decades. The development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990-2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period. Between 1990 and 2013, the job stickiness of German nurses increased from 83 to 91%, while their job satisfaction underwent a steady and gradual decline, dropping by 7.5%. We attribute this paradoxical result to the changing association between job satisfaction and job stickiness; that is, for a given level of job (dis)satisfaction, nurses show a higher stickiness rate in more recent years than in the past, which might be partially explained by the rise in part-time employment during this period. The main determinants of stickiness, whose importance has not changed in the past two decades, are wages, tenure, personal health, and household structure. The paradoxical relation between job satisfaction and job stickiness in the German nursing context could be explained by historical downsizing trends in hospitals, an East

  8. The data harvest how sharing research data can yield knowledge, jobs and growth : an RDA Europe report

    CERN Document Server

    Moran, Nuala

    2014-01-01

    In October 2010, the High Level Group on Scientific Data presented the "Riding the Wave,” report to the European Commission outlining a series of policy recommendations on how Europe could gain from the rising tide of scientific data. Over 4 years later, a team of European experts have generated a new report "The Data Harvest: How sharing research data can yield knowledge, jobs and growth" with an update on the landscape described in the previous report aiming to sound a warning on how Europe must act now to secure its standing in future data markets. In this report, we outline the benefits and challenges, and offer recommendations to European policy makers. The seeds have been sown. Now is the time to plan the harvest.

  9. Factors influencing job satisfaction in post-transition economies: the case of the Czech Republic.

    Science.gov (United States)

    Čábelková, Inna; Abrhám, Josef; Strielkowski, Wadim

    2015-01-01

    This paper presents an analysis of factors influencing job satisfaction in post-transition economies on the example of the Czech Republic. Our research shows that women reported higher levels of job satisfaction compared to men. Education proved to be statistically significant in one of three indicators of job satisfaction. Personal income and workplace relationships proved to be positively and significantly related to all the three indicators of job satisfaction. Most of the occupational dummies were significantly related to two out of three indicators of job satisfaction. In addition, we found that Czech entrepreneurs enjoy and value their job, which indicates strong self-selection for doing business in post-transition economies. However, human capital expressed by the level of education was significant factor for job satisfaction, meaning that well-educated people might not be satisfied with their jobs or feel that their education and experience are wasted in the market economy.

  10. Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

    Science.gov (United States)

    Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

    2015-02-01

    The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

  11. The Entrepreneurial Domains of American Higher Education. ASHE Higher Education Report, Volume 34, Number 5

    Science.gov (United States)

    Mars, Matthew M.; Metcalf, Amy Scott

    2009-01-01

    This volume draws on a diverse set of literatures to represent the various ways in which entrepreneurship is understood in and applied to higher education. It provides a platform for debate for those considering applications of entrepreneurial principles to academic research and practices. Using academic entrepreneurship in the United States as…

  12. Job Burnout Problems of Ideological and Political Teachers in Higher Vocational College%高职院校思政课教师职业倦怠问题探析

    Institute of Scientific and Technical Information of China (English)

    文豪

    2011-01-01

    With the development of higher vocational education, the phenomenon of job burnout in ideological and political teachers of higher vocational colleges is highlighted. How to ease the job burnout is the important issue of the current education sector must respond to. The article analyzes the influence of job burnout of ideological and political teachers, the causes and relief measures.%随着我国高等职业教育的发展,高职院校思政课教师的职业倦怠现象日益凸显,如何缓解高职院校思政课教师的职业倦怠是当前教育界必须应对的重要课题.文章对高职院校思政课教师职业倦怠的影响、产生原因及其缓解对策进行了分析.

  13. Study on Job Burnout of the Library Staff of Service for Readers in Higher Vocational Colleges%高职院校图书馆读者服务员工工作倦怠研究

    Institute of Scientific and Technical Information of China (English)

    李莉

    2013-01-01

      目前高职院校图书馆读者服务员工工作倦怠程度较高,通过了解工作倦怠的外在表现,分析其存在的原因,并给出解决策略,最终达到消除高职院校图书馆读者服务员工工作倦怠问题的目的。%At present, the job burnout degree of the library staff of service for readers in higher vocational colleges is high, through understanding the outward manifestation of job burnout, the paper analyzes the reasons, gives solving strategies, and finally achieves the aim to eliminate the job burnout of the library staff of service for readers in higher vocational colleges.

  14. 高职船舶工程技术专业顶岗实习工作的分析%Thoughts on On-job Practice of Higher Vocational Ship Engineering Technology Specialty

    Institute of Scientific and Technical Information of China (English)

    吴春芳

    2012-01-01

    This essay figures out the importance of on-job practice in skills training of higher vocational ship engineering technology specialty,analyses the meaning of on-job practice and the major problems,and propose strategies for improving on-job practice quality to ensure the teaching quality of higher vocational education.%指出了高职船舶工程技术专业的顶岗实习是实践教学体系中不可缺少的重要环节,分析了高职船舶工程技术专业顶岗实习的意义及目前顶岗实习存在的主要问题,提出了提高该专业顶岗实习质量的对策,从而保证高职教育教学质量。

  15. Strategies and Consequences. Managing the Costs in Higher Education. ASHE-ERIC Higher Education Report No. 8.

    Science.gov (United States)

    Waggaman, John S.

    This report focuses on the need for better management of higher education resources in view of the rising costs and changing revenues now confronting higher education institutions in the United States. Rising costs and changing revenues are reflected in stagnating faculty salaries, a decline in enrollment, rising administrative and insurance…

  16. A Survey of Bahamian and Jamaican Teachers' Level of Motivation and Job Satisfaction

    Science.gov (United States)

    Griffin, David K.

    2010-01-01

    The purpose of this study was to investigate the level of self-reported job satisfaction and motivation among teachers in the Bahamas and Jamaica. A total of 168 Bahamian (n = 75) and Jamaican (n = 93) teachers completed the Teacher Motivation and Job Satisfaction Survey. Overall results indicate that teachers in the Bahamas reported higher levels…

  17. Job crafting, work engagement, and psychological distress among Japanese employees: a cross-sectional study.

    Science.gov (United States)

    Sakuraya, Asuka; Shimazu, Akihito; Eguchi, Hisashi; Kamiyama, Kimika; Hara, Yujiro; Namba, Katsuyuki; Kawakami, Norito

    2017-01-01

    Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being. However, most studies on the relationship between job crafting and employees' well-being have been conducted in western countries; thus, it is unclear whether job crafting can be effectively applied to Asian cultures, such as Japan, which emphasizes group harmony. The aim of this study was to examine the cross-sectional associations of self-reported job crafting with work engagement and psychological distress among employees in Japan. A questionnaire survey through the internet was conducted among all employees of a manufacturing company in Japan. We analyzed the data from 894 respondents, all employees with regular employment. Job crafting, work engagement, and psychological distress were assessed using the Japanese version of the Job Crafting Questionnaire, the Japanese version of the Utrecht Work Engagement Scale (UWES), and the Brief Job Stress Questionnaire (BJSQ), respectively. Hierarchical multiple regression showed that increasing structural job resources, social job resources, and challenging job demands was significantly and positively associated with work engagement (β = 0.31, p work engagement and lower psychological distress. In addition, increasing social job resources and challenging job demands are also associated with higher work engagement.

  18. Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study.

    Science.gov (United States)

    Van Bogaert, Peter; Peremans, Lieve; Van Heusden, Danny; Verspuy, Martijn; Kureckova, Veronika; Van de Cruys, Zoë; Franck, Erik

    2017-01-01

    High levels of work-related stress, burnout, job dissatisfaction, and poor health are common within the nursing profession. A comprehensive understanding of nurses' psychosocial work environment is necessary to respond to complex patients' needs. The aims of this study were threefold: (1) To retest and confirm two structural equation models exploring associations between practice environment and work characteristics as predictors of burnout (model 1) and engagement (model 2) as well as nurse-reported job outcome and quality of care; (2) To study staff nurses' and nurse managers' perceptions and experiences of staff nurses' workload; (3) To explain and interpret the two models by using the qualitative study findings. This mixed method study is based on an explanatory sequential study design. We first performed a cross-sectional survey design in two large acute care university hospitals. Secondly, we conducted individual semi-structured interviews with staff nurses and nurse managers assigned to medical or surgical units in one of the study hospitals. Study data was collected between September 2014 and June 2015. Finally, qualitative study results assisted in explaining and interpreting the findings of the two models. The two models with burnout and engagement as mediating outcome variables fitted sufficiently to the data. Nurse-reported job outcomes and quality of care explained variances between 52 and 62%. Nurse management at the unit level and workload had a direct impact on outcome variables with explained variances between 23 and 36% and between 12 and 17%, respectively. Personal accomplishment and depersonalization had an explained variance on job outcomes of 23% and vigor of 20%. Burnout and engagement had a less relevant direct impact on quality of care (≤5%). The qualitative study revealed various themes such as organisation of daily practice and work conditions; interdisciplinary collaboration, communication and teamwork; staff nurse personal

  19. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    TEFL in China Certificate Training Program,With Job Placement ChinaJob.com (CAIEP) with the Center for Teaching & Learning in China, USA (CTLC) Date: August 22-29, 2007 Location: Beijing and Shenzhen City, Guangdong Province

  20. 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...

  1. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    , 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...... high-skilled jobs. Moreover, start-ups “only” create around half of the surplus jobs, and even less of the high-skilled surplus jobs. Finally, our approach allows us to characterize and identify differences across industries, educational groups and regions....

  2. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    1. Questionnaire By Beijing Review and Chinajob.com Thanks for your close attention to our column. We very much appreciate your feedback, on which we depend to offer you the information you need and make this page valuable reading! 1. What are your usual channels for seeking jobs in China? 2. Do you prefer a full-time job or part-time job? 3. What is your preferred job: language teacher, professional in a company or manager?

  3. 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...

  4. Quality site seasonal report, Tucson Job Corps Center, SFBP (Solar in Federal Buildings Program) 1751, November 1984 through July 1985

    Energy Technology Data Exchange (ETDEWEB)

    Logee, T.L.

    1987-10-15

    The active solar Domestic Hot Water (DHW) system at the Tucson Job Corps Center was designed and constructed as part of the Solar in Federal Buildings Program (SFBP). This retrofitted system is one of eight of the systems in the SFBP selected for quality monitoring. The purpose of this monitoring effort is to document the performance of quality state-of-the-art solar systems in large Federal buildings. The systems are unique prototypes. Design errors and system faults discovered during the monitoring period could not always be corrected. Therefore, the aggregated overall performance is often considerably below what might be expected had similar systems been constructed consecutively with each repetition incorporating corrections and improvements. The solar collector system is installed on a two story dormitory at the Job Corps Center. The solar system preheats hot water for about two hundred students. The solar system provided about 50% of the energy needed for water heating in the winter and nearly 100% of the water heating needs in the summer. There are about 70,000 gallons of water used per month. There are seventy-nine L.O.F. panels or 1659 square feet of collectors (1764 square feet before freeze damage occurred) mounted in two rows on the south facing roof. Collected solar energy is stored in the 2200-gallon storage tank. The control system is by Johnson Controls. City water is piped directly to the storage tank and is circulated in the collectors. Freeze protection is provided by recirculation of storage water. There is an auxiliary gas fired boiler and 750 gallon DHW storage tank to provide backup for the solar system. Highlights of the performance monitoring from the solar collection system at the Tucson Job Corps Center during the November 1984 through July 1985 monitoring period are presented in this report.

  5. The Prediction of Job Ability Requirements Using Attribute Data Based Upon the Position Analysis Questionnaire (PAQ). Technical Report No. 1.

    Science.gov (United States)

    Shaw, James B.; McCormick, Ernest J.

    The study was directed towards the further exploration of the use of attribute ratings as the basis for establishing the job component validity of tests, in particular by using different methods of combining "attribute-based" data with "job analysis" data to form estimates of the aptitude requirements of jobs. The primary focus of the study…

  6. Pediatric nurses' grief experience, burnout and job satisfaction.

    Science.gov (United States)

    Adwan, Jehad Z

    2014-01-01

    Correlations among grief, burnout, and job satisfaction among highly satisfied pediatric nurses were examined using the Revised Grief Experience Inventory (RGEI), Maslach Burnout Inventory (MBI), and Index of Work Satisfaction (IWS). Results showed that grief had significant correlations; positive with burnout, negative with job satisfaction. RN's reported significantly higher emotional exhaustion if their primary patients died and higher guilt if patients died younger. Conclusions suggest a dynamic statistical interaction among nurses' grief, burnout, and job satisfaction representing a pathway to intention to leave their unit, organization, or nursing. Recommendations include implementation and evaluation of grief intervention and education programs.

  7. Strategic Reporting Tool: Balanced Scorecards in Higher Education

    Science.gov (United States)

    Lyddon, Jan W.; McComb, Bruce E.

    2008-01-01

    In this toolbox article, the authors describe the recommended steps for creating a community college balanced scorecard that measures and reports on key performance indicators based on targets and signal values to end-users, college constituents and external stakeholders. Based on extensive experience in the field, the authors provide a…

  8. Netherlands: Steady decline in job autonomy

    NARCIS (Netherlands)

    Muller, J.; Hooftmann, W.; Houtman, I.L.D.

    2015-01-01

    Research shows that job autonomy has predominantly positive effects, such as the prevention of stress, burnout and cardiovascular disease. Employees with a good deal of autonomy generally report better well-being, are more productive, more creative, have more self-esteem and have higher work motivat

  9. Netherlands: Steady decline in job autonomy

    NARCIS (Netherlands)

    Muller, J.; Hooftmann, W.; Houtman, I.L.D.

    2015-01-01

    Research shows that job autonomy has predominantly positive effects, such as the prevention of stress, burnout and cardiovascular disease. Employees with a good deal of autonomy generally report better well-being, are more productive, more creative, have more self-esteem and have higher work motivat

  10. 21st Century jobs initiative - Tennessee`s Resource Valley. Progress report 1995

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-12-20

    Tennessee`s Resource Valley, a regional economic development organization, was asked to facilitate a two-year, $750,000 grant from the Department of Energy. The grant`s purpose is to make the East Tennessee region less dependent on federal funds for its economic well-being and to increase regional awareness of the advantages of proximity to the Department of Energy facilities in Oak Ridge. Tennessee`s Resource Valley`s mission is to market the mid-East Tennessee region`s business location advantages to corporate decision makers and to facilitate regional initiatives that impact the creation of quality job opportunities. Tennessee`s Resource Valley represents the following fifteen (15) counties in East Tennessee: Anderson, Blount, Campbell, Claiborne, Cocke, Grainger, Jefferson, Knox, Loudon, Monroe, Morgan, Scott, Sevier, and Union.

  11. 21st Century jobs initiative - Tennessee`s Resource Valley. Final report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-12-23

    Tennessee`s Resource Valley, a regional economic development organization, was asked to facilitate a two-year, $750,000 grant from the Department of Energy. The grant`s purpose was to make the East Tennessee region less dependent on federal funds for its economic well-being and to increase regional awareness of the advantages of proximity to the Department of Energy facilities in Oak Ridge. The mission of Tennessee`s Resource Valley is to market the business location advantages of mid-East Tennessee to corporate decision makers and to facilitate regional initiatives that impact the creation of quality job opportunities. Tennessee`s Resource Valley represents fifteen (15) counties in East Tennessee: Anderson, Blount, Campbell, Claiborne, Cocke, Grainger, Jefferson, Knox, Loudon, Monroe, Morgan, Roane, Scott, Sevier and Union.

  12. Discussion on Training and Guidance of Skills of Job Search of Higher Vocational Colleges' Graduates%浅谈高职院校毕业生求职技巧的训练与指导

    Institute of Scientific and Technical Information of China (English)

    钟映荷

    2012-01-01

    In the process of job search, competition to apply for a job for college graduates is more and more fierce, and the various demands are more and more high. To master certain skills of job search can help graduates obtain employment more smoothly. This paper mainly expounds the important role of training and guidance of skills of job search, and puts forward the specific measures, aiming at higher vocational colleges' graduates' present situation and characteristics of job search.%在求职过程中,高校毕业生求职竞争越来越激烈,各方面的要求越来越高,掌握一定的求职技巧可以帮助毕业生更顺利的就业.本文主要阐述求职技巧训练与指导的重要作用,并针对高职院校毕业生的求职特点和现状,提出了求职技巧训练与指导的具体措施.

  13. Danish MMR vaccination coverage is considerably higher than reported.

    Science.gov (United States)

    Holt, Nanna; Mygind, Anna; Bro, Flemming

    2017-02-01

    The Danish childhood vaccination programme offers protection against measles, mumps, and rubella (MMR). Nevertheless, many children appear to be unvaccinated according to the national registers. The aim of this study was to estimate the MMR1 vaccination coverage based on a medical record review of children whose vaccination status is negative according to the register-based data. We conducted a cross-sectional study of 19 randomly selected general practices in the Central Denmark Region including 1,712 children aged 18-42 months. The practices received a registration form listing children with a negative MMR1 vaccination status in the register-based data. The general practices then validated the children's vaccination status by medical record review. In total, 94% of the children had been vaccinated according to the medical records in general practice compared with 86% according to the register-based data. Of the 246 children who were unvaccinated according to the register-based data, 135 (55%) had been vaccinated according to the medical records. This discrepancy was due mainly to administrative reimbursement errors. The MMR1 vaccination coverage in Denmark seems to be considerably higher than reflected in national registers. Using medical record review to re-assess the vaccination status revealed that most of the supposedly unvaccinated children had, in fact, been vaccinated. The Danish Research Foundation for General Practice and the General Practitioners' Foundation for Education and Development. not relevant.

  14. Construction of higher dimensional charged gravastars: a survey report

    CERN Document Server

    Ghosh, S; Guha, B K; Ray, Saibal

    2015-01-01

    We explore possibility to find out a new model of gravastars in the extended $D$-dimensional Einstein-Maxwell spacetime. The class of solutions as obtained by Mazur and Mottola of a neutral gravastar~\\cite{Mazur2001,Mazur2004} have been observed as an alternative to $D$-dimensional versions of the Schwarzschild-Tangherlini black hole. To tackle the spherical system in a convenient way we have configured that the gravastar consists of three distinct regions with different equations of state as follows: [I] Interior region $0 \\leq r < r_1$,~$\\rho = -p$, [II] Thin shell region $r_1 \\leq r < r_2$,~$\\rho = p$, and [III] Exterior region $r_2 < r$,~$\\rho = p =0$. The outer region of this gravastar model therefore corresponds to a higher dimensional Reissner-Nordstr{\\"o}m black hole. In connection to this junction conditions are provided and therefore we have formulated mass and the related Equation of State of the gravastar. It has been shown that the model satisfies all the requirements of the physical fea...

  15. Final Report for 'An Abstract Job Handling Grid Service for Dataset Analysis'

    Energy Technology Data Exchange (ETDEWEB)

    David A Alexander

    2005-07-11

    For Phase I of the Job Handling project, Tech-X has built a Grid service for processing analysis requests, as well as a Graphical User Interface (GUI) client that uses the service. The service is designed to generically support High-Energy Physics (HEP) experimental analysis tasks. It has an extensible, flexible, open architecture and language. The service uses the Solenoidal Tracker At RHIC (STAR) experiment as a working example. STAR is an experiment at the Relativistic Heavy Ion Collider (RHIC) at the Brookhaven National Laboratory (BNL). STAR and other experiments at BNL generate multiple Petabytes of HEP data. The raw data is captured as millions of input files stored in a distributed data catalog. Potentially using thousands of files as input, analysis requests are submitted to a processing environment containing thousands of nodes. The Grid service provides a standard interface to the processing farm. It enables researchers to run large-scale, massively parallel analysis tasks, regardless of the computational resources available in their location.

  16. Job demands × job control interaction effects: do occupation-specific job demands increase their occurrence?

    Science.gov (United States)

    Brough, Paula; Biggs, Amanda

    2015-04-01

    Despite evidence that the accurate assessment of occupational health should include measures of both generic job demands and occupation-specific job demands, most research includes only generic job demands. The inclusion of more focused occupation-specific job demands is suggested to explain a larger proportion of variance for both direct effects and job demands × job control/support interaction effects, as compared with the inclusion of generic job demands. This research tested these two propositions via a self-report survey assessing key psychological job characteristics administered twice to a sample of correctional workers (N = 746). The research clearly identified that the assessment of correctional-specific job demands (CJD) was more strongly associated with job satisfaction, work engagement, turnover intentions and psychological strain, as compared with an assessment of generic job demands. However, the CJD did not produce a greater proportion of significant job demands × job control/support interaction effects, as compared with the generic job demands measure. The results thereby provide further support for the acknowledged 'elusiveness' of these theoretical interactions. Overall, however, the results did support the inclusion of occupation-specific measures of job demands for the accurate assessment of the health and job performance of high-risk workers. The implications for theoretical discussions that describe how high job demands are moderated by job resources are discussed.

  17. 论高职院校青年教师的职业倦怠问题%On the Job Burnout of Young Teachers in Higher Voca-tional Colleges

    Institute of Scientific and Technical Information of China (English)

    熊国芳

    2015-01-01

    Currently, the phenomenon of the job burnout of teach-ers, especially young teachers in higher vocational colleges, is relatively severe. Due to the particularity of students they are faced with, as well as the pressure from the society and life, young teachers in higher vocational colleges are more prone to job burnout, which will do great harm if it is not timely controlled. This paper attempts to elaborate the current situation and mani-festations of teachers' job burnout, the causes and harm of higher vocational college young teachers' job burnout, as well as the countermeasures to alleviate young teachers' job burnout.%当前,教师职业倦怠现象较为严重,特别是高职院校的青年教师,由于他们所面对的学生的特殊性,加之来自社会、生活等方面的压力,更容易产生职业倦怠。这种现象如不及时得到控制,会产生极大的危害。本文试图从教师职业倦怠的现状和表现,高职青年教师职业倦怠的成因、危害以及缓解青年教师职业倦怠的对策等五个方面入手展开论述。

  18. High Job Demands and Low Job Control Increase Nurses' Professional Leaving Intentions: The Role of Care Setting and Profit Orientation.

    Science.gov (United States)

    Wendsche, Johannes; Hacker, Winfried; Wegge, Jürgen; Rudolf, Matthias

    2016-10-01

    We investigated how two types of care setting (home care and nursing home) and type of ownership (for-profit vs. public/non-profit) of geriatric care services interacted in influencing registered nurses' intention to give up their profession. In prior research, employment in for-profit-organizations, high job demands, and low job control were important antecedents of nurses' intent to leave. However, the impact of care setting on these associations was inconclusive. Therefore, we tested a mediated moderation model predicting that adverse work characteristics would drive professional leaving intentions, particularly in for-profit services and in nursing homes. A representative German sample of 304 registered nurses working in 78 different teams participated in our cross-sectional study. As predicted, lower job control and higher job demands were associated with higher professional leaving intentions, and nurses reported higher job demands in public/non-profit care than in for-profit care, and in nursing homes compared to home care. Overall, RNs in nursing homes and home care reported similar intent to leave, but in for-profit settings only, nurses working in nursing homes reported higher professional leaving intentions than did nurses in home care, which was linked to lower job control in the for-profit nursing home setting, supporting mediated moderation. Taken together, our results indicate that the interplay of care setting and type of ownership is important when explaining nurses' intentions to give up their profession. © 2016 Wiley Periodicals, Inc.

  19. Determinants of longer job tenure among home care aides: what makes some stay on the job while others leave?

    Science.gov (United States)

    Butler, Sandra S; Brennan-Ing, Mark; Wardamasky, Sara; Ashley, Alison

    2014-03-01

    An inadequate supply of direct care workers and a high turnover rate in the workforce has resulted in a "care gap" in our long-term care system. As people are increasingly choosing community-based care, retention of home care workers is particularly important. The mixed-method study described herein explored determinants of longer job tenure for home care aides (n = 261). Study participants were followed for 18 months, completing two mail surveys and one telephone interview each. Predictors of longer job tenure included older age, living rurally, lower physical function, higher wages, a greater sense of autonomy on the job, and less frequent feelings of personal accomplishment. Thematic analysis of telephone interviews revealed long-term stayers to be less concerned about low wages and inconsistent hours than those who left their jobs within a year; both groups of workers reported high levels of job satisfaction. Policy implications of study findings are discussed.

  20. The Predictive Value of Job Demands and Resources on the Meaning of Work and Organisational Commitment across Different Age Groups in the Higher Education Sector

    Science.gov (United States)

    Anthun, Kirsti Sarheim; Innstrand, Siw Tone

    2016-01-01

    This study examines the predictive value of job demands and resources on the meaning of work and organisational commitment across three age groups; young workers (50 years). Data were collected from a survey conducted among university employees (N = 3,066).…

  1. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    2008-01-01

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JSpreferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with wea...... JS-preferences trade JS for higher wages. The relation between optimal job insecurity and the perceived dismissal probability is hump-shaped. If firms observe demand, but workers do not, separation is not contractible and firms dismiss workers at-will. Although the workers are risk...

  2. Job Training for the Homeless Demonstration Program: U.S. Department of Labor--Employment and Training Administration. Final Evaluation Report.

    Science.gov (United States)

    Elgin Community Coll., IL.

    This report evaluates the Fox Valley Consortium for Job Training and Placement of the Homeless which involves five educational, social service, and community organizations in activities to facilitate the educational development and financial independence of homeless participants. The consortium consists of: the Community Crisis Center (area…

  3. Investing in the future of jobs and skills : scenarios, implications and options in anticipation of future skills and knowledge needs : sector report chemicals, pharmaceuticals, rubber and plastics products

    NARCIS (Netherlands)

    Zee, F.A. van der; Brandes, F.; Sanders, J.; Maier, D.; Dijkgraaf, E.; Vissers, G.; Gils, M. van; Zwinkels, W.

    2009-01-01

    Part I analyses recent relevant sector developments and trends and depicts the current state of play in the sector, with an emphasis on innovation, skills and jobs. The findings of Part I of the report combine original data analysis using Eurostat structural business statistics and labour force surv

  4. Investing in the future of jobs and skills : scenarios, implications and options in anticipation of future skills and knowledge needs : sector report other services

    NARCIS (Netherlands)

    Dijkgraaf, E.; Gijsbers, G.; Jong, J.M. de; Jonkhoff, W.; Zandvliet, K.; Treutlein, D.; Sanders, J.; Vos, E. de; Maier, D.; Zee, F.A. van der

    2009-01-01

    This report concentrates on other personal services and activities of households as employer of domestic personnel. Part I analyses recent relevant sector developments and trends and depicts the current state of play in the sector, with an emphasis on innovation, skills and jobs. The findings of Par

  5. Student Financial Aid: Characteristics of Jobs Provided through the College Work-Study Program. Briefing Report to the Honorable Harris Wofford, U.S. Senate.

    Science.gov (United States)

    General Accounting Office, Washington, DC. Div. of Human Resources.

    This report presents information concerning jobs funded through the College Work-Study (CWS) program, a program that provides part-time employment to students needing financial assistance to help defray the costs of attending a postsecondary educational institution. Almost 95 percent of the students' CWS earnings for the 12-month period ending…

  6. Investing in the future of jobs and skills : scenarios, implications and options in anticipation of future skills and knowledge needs : sector report other services

    NARCIS (Netherlands)

    Dijkgraaf, E.; Gijsbers, G.; Jong, J.M. de; Jonkhoff, W.; Zandvliet, K.; Treutlein, D.; Sanders, J.; Vos, E. de; Maier, D.; Zee, F.A. van der

    2009-01-01

    This report concentrates on other personal services and activities of households as employer of domestic personnel. Part I analyses recent relevant sector developments and trends and depicts the current state of play in the sector, with an emphasis on innovation, skills and jobs. The findings of Par

  7. Consideration on Performance on Job Burnout and Self-management of Counselor in Higher Vocational and Technical College%高职辅导员职业倦怠表现及自我管理思考

    Institute of Scientific and Technical Information of China (English)

    王晓萍

    2011-01-01

    高职辅导员作为特殊的教师群体,在工作中,不仅要面对学生不同的要求,还要处理各类纷繁复杂的琐事,长此以往,导致工作热情耗尽,精力衰竭,从而产生职业倦怠.高职辅导员首先要从自己出发,找到预防职业倦怠产生的措施.%Counselors in Higher Vocational College, as a special group of teachers, not only faced their students' different requirement, also dealt with all kinds of complicated chores things in their work. If things go on like this, it will cause working enthusiasm exhausted, energy failure, resulting in a job burnout. Counselors in Higher Vocational College should find prevention measures for job burnout from themselves.

  8. A program to reduce coronary heart disease risk by altering job stresses. Final Report, 1 Aug. 1971 - 30 Sep. 1973 - Ph.D. Thesis

    Science.gov (United States)

    Campbell, D. B.

    1973-01-01

    This study reports the design, implementation, and evaluation of a program attempting to reduce job stress by improving person-environment fit with respect to job aspects such as work load, responsibility, and interpersonal relationships. In order to assess the effects of the program, measures of both stress and strain were collected at three points in time--just prior to the program, immediately after the program, and three months after completion of the program. Measures of strain included systolic and diastolic blood pressure, determinations of glucose, cholesterol, and uric acid in the plasma, job satisfaction, and job related self-esteem. The findings were interpreted in light of both program incidents within specific experimental groups and general aspects of the program common to the experimental groups. Additional analyses indicated that both good person-environment fit with respect to participation predicts to good fit with respect to other job aspects over a three month interval and that stress causes strain, rather than the reverse.

  9. Hunting Jobs

    Institute of Scientific and Technical Information of China (English)

    Sun Jishan

    2006-01-01

    @@ 4.13 million college graduates areexpected to join the job-hunting army,putting additional pressure on China'sclimbing jobless rate. Some peoplemight blame the difficulties graduatesface in finding jobs on the expandedenrolment policy, which was introducedin 1999.

  10. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    TEFL in China Certificate Training Program,With Job Placement ChinaJob.com(CAIEP)with the Center for Teaching & Learning in China,USA(CTLC) Date:August22-29,2007 Location:Beijing and Shenzhen City,Guangdong Province Program tuition:4,000 yuan(or $ equivalent)

  11. Jobs Bog

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2015-01-01

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

  12. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    TEFL in China Certificate Training Program, With Job Placement ChinaJob.com (CAIEP) with the Center for Teaching & Learning in China, USA (CTLC) Date: August 22-29, 2007 Location: Beijing and Shenzhen City, Guangdong Province Program tuition: 4,000 yuan

  13. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    TEFL in China Certificate Training Program,with Job Placement China Job.corn(CAIEP) with the Center for Teaching & Learning in China,U.S.A.(CTLC) Date:August 22-29,2007 Location:Beijing and Shenzhen City,Guangdong Province Program tuition:4,000 yuan (or $ equivalent).

  14. Which Green Jobs Look Promising for Rural Illinois? Rural Research Report. Volume 20, Issue 6, Winter 2009-2010

    Science.gov (United States)

    Gruidl, John; Markov, Ilya

    2010-01-01

    The prospect of clean, well-paying jobs spurred by green development is attractive to many small Illinois towns. It is important for local leaders to understand this emerging sector of economic opportunity and implement policies that promote green jobs. Unfortunately, since the green movement is a new approach, there is a lot of misunderstanding…

  15. Gender differences in self-reported physical and psychosocial exposures in jobs with both female and male workers

    NARCIS (Netherlands)

    Hooftman, W.E.; Beek, A.J. van der; Bongers, P.M.; Mechelen, W. van

    2005-01-01

    Objective: The aim was to determine whether men and women with the same job are equally exposed to work-related physical and psychosocial risk factors for musculoskeletal complaints. Methods: Men (n = 491) and women (n = 342) in 8 jobs with both female and male workers completed a questionnaire on e

  16. Brief Report: Vocational Outcomes for Young Adults with Autism Spectrum Disorders at Six Months after Virtual Reality Job Interview Training

    Science.gov (United States)

    Smith, Matthew J.; Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.

    2015-01-01

    Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not…

  17. 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

  18. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Nevada Department of Wildlife Statewide Fisheries Management Federal Aid Job Completion Report

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — A report documenting physical and chemical parameters limiting game fish production in regulating reservoirs as well as angler use and harvest in reservoir...

  5. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  6. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  7. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  8. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  9. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  10. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  11. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  13. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  14. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  5. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  6. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  7. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  8. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  9. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  10. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  11. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  13. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  14. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 NAICS-4 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  5. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  6. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 CBSA Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  7. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  8. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  9. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  10. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 National Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  11. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  13. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  14. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 NAICS-2 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 State Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 NAICS-5 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 NAICS-3 Aggregate Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study.

    Science.gov (United States)

    Yang, Shujuan; Liu, Danping; Liu, Hongbo; Zhang, Juying; Duan, Zhanqi

    2017-01-01

    Burnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China. This cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS). A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers. We observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, Pburnout syndrome, and medical workers without administrative duties had more serious burnout syndrome than those with administrative duties. In conclusion, the present study suggests that work-family conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome in medical workers of southwest China.

  3. Jobs for Young People. A Way to a Better Future. Report of a Commonwealth Expert Group.

    Science.gov (United States)

    Kirby, Peter; And Others

    In both developing and industrialized countries, young people are highly exposed to unemployment. Over a cross-section of countries, the approximate ratio of youth to adult unemployment is two or three to one. Periods of unemployment tend to be shorter for youths. In developing countries, youth unemployment is higher among the less educated and…

  4. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Science.gov (United States)

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  5. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Science.gov (United States)

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  6. Effects of Hospital Workers' Friendship Networks on Job Stress.

    Directory of Open Access Journals (Sweden)

    Sung Yae Shin

    Full Text Available This study attempted to identify the sources of job stress according to job position and investigate how friendship networks affect job stress.Questionnaires based on The Health Professions Stress Inventory (HPSI developed by Wolfgang experienced by healthcare providers were collected from 420 nurses, doctors and radiological technologists in two general hospitals in Korea by a multistage cluster sampling method. Multiple regression analysis was used to examine the effects of friendship networks on job stress after controlling for other factors.The severity of job stress differed according to level of job demands (p = .006; radiologic technologists experienced the least stress (45.4, nurses experienced moderate stress (52.4, and doctors experienced the most stress (53.6. Those with long-term friendships characterized by strong connections reported lower levels of stress than did those with weak ties to friends among nurses (1.3, p < .05 and radiological technologists (11.4, p < .01. The degree of cohesion among friends had a positive impact on the level of job stress experienced by nurses (8.2, p < .001 and radiological technologists (14.6, p < .1. Doctors who participated in workplace alumni meetings scored higher than those who did not. However, those who participated in alumni meetings outside the workplace showed the opposite tendency, scoring 9.4 (p < .05 lower than those who did not. The resources from their friendship network include both information and instrumental support. As most radiological technologists were male, their instrumental support positively affected their job stress (9.2, p < .05. Life information support was the primary positive contributor to control of nurses' (4.1, p < .05, radiological technologists' (8.0, p < .05 job stress.The strength and density of such friendship networks were related to job stress. Life information support from their friendship network was the primary positive contributor to control of job

  7. Identifying and Validating Essential Job Entry Level Competencies for Vocational Agriculture in Wyoming. Final Report.

    Science.gov (United States)

    Reynolds, Carl L.; Durkee, James R.

    This document reports on a project designed to identify and validate the essential competencies needed by agriculture students in order to enter and advance successfully in agricultural occupations in Wyoming. Competency lists and validation studies were collected from other states. A group of vocational agriculture teachers developed a list of…

  8. Job stress and coping strategies among nurses: results of a self report survey.

    Science.gov (United States)

    McAbee, R

    1994-10-01

    1. Many employers do not have the resources for sophisticated investigation, development, and implementation of stress reduction programs for employee health. This does not eliminate the need for such programs. 2. Occupational health nurses can develop stress reduction programs building on individual coping strategies used by workers. A simple survey of workers could provide baseline information for the development of these programs. 3. Exercise, open atmosphere for discussion, relaxation, and taking a break were the top four coping strategies reported by nurses and non-nurse female employees. Employers could easily support stress reduction programs built on these strategies.

  9. Job resources buffer the impact of job demands on burnout.

    Science.gov (United States)

    Bakker, Arnold B; Demerouti, Evangelia; Euwema, Martin C

    2005-04-01

    This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources).

  10. Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.

    Science.gov (United States)

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

    A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…

  11. Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.

    Science.gov (United States)

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

    A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…

  12. Reducing barriers to energy efficiency in the German higher education sector. Final report

    Energy Technology Data Exchange (ETDEWEB)

    Schleich, J.; Boede, U.

    2000-12-01

    This report describes the empirical research into barriers to energy efficiency in the German higher education (HE) sector. It is one of nine such reports in the BARRIERS project. The report contains description and analysis of six case studies of energy management in German universities. The results are analysed using the theoretical framework developed for the BARRIERS project (Sorrell et al., 2000). The report also provides brief recommendations on how these barriers to the rational use of energy (RUE) may be overcome and how energy efficiency within the sector may be improved. The results of the study for the higher education sector in Germany are summarised in this executive summary under the following headings: - Characterising the higher education sector; - Case studies of energy management in the German higher education sector; - Evidence of barriers in the German higher education sector; - The role of energy service companies in the higher education sector; - Policy implications. (orig.)

  13. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Chinajob.com professional jobs Chiruyob.com is looking for experienced business teachers to teach marketing and branding, administration and sales skills. Web editors, composers and polishers are needed all through the year. Also, if you are a highly qualified professional in your industry, Chinajob.com can help you with your job search and career advancement. Contact: resume@chinajob.com and teaching@chinajob.com

  14. 陕西省高校教师工作满意度的问卷编制%Shaanxi Higher Education Teachers' Job Satisfaction Questionnaire

    Institute of Scientific and Technical Information of China (English)

    王楠

    2013-01-01

      本文主要采用描述统计、Cronbach a检验的方法,进行了编制适合陕西省高校教师进行工作满意度测评的问卷的调查。设计了陕西高校教师满意度问卷的模型,并最终确立了最后的问卷。它其中包括五个维度,有工作压力、职称晋升、学校管理、福利待遇、职业兴趣等几个方面。主要通过KMO和Bartlett检验、因子分析、效信度检验来完成的这项工作。调查最后的结果,是为了给实际的工作提供更为直接的指导意义,它对现实具有一定的指导意义。%In this paper, using descriptive statistics, Cronbach a test preparation for university teachers in Shaanxi Province Job Satisfaction Survey questionnaire survey. Shaanxi College Teachers' satisfaction questionnaire model, and finally established the final questionnaire. It including five dimensions, there are job stress, job promotion, aspects of school management, benefits, and career interests. KMO and Bartlett test, factor analysis, the efficiency reliability testing to complete this work.The final result can provide guiding significancea for actual work.

  15. Job Satisfaction in Fisheries Compared.

    Science.gov (United States)

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-10-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions-Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and present information on a selection of métiers mainly in the small-scale and semi-industrial fishing sectors. The responses manifest statistically significant geographical variation. Multidimensional plots and cluster analyses lead the authors to identify three clusters: (1) Southeast Asian (Vietnam and Thailand); (2) Caribbean (Belize, Nicaragua, Dominican Republic) and (3) Afro-Indian (Senegal, Guinea Bissau, and India). Jamaica is a significant outlier. On a general level, the authors conclude that fishers who report that they are not interested in leaving the occupation of fishing score higher on three traditional job satisfaction scales-basic needs, social needs and self actualization. Those who say they would leave fishing for another occupation are younger, have less fishing experience and smaller households. The latter findings are of relevance with regard to the pressing need, felt by fisheries managers, to move fishers out of the fishery.

  16. The Supply of Part-Time Higher Education in the UK. Research Report

    Science.gov (United States)

    Callender, Claire; Birkbeck, Anne Jamieson; Mason, Geoff

    2010-01-01

    This report explores the supply of part-time higher education in the UK, with particular consideration to the study of part-time undergraduate provision in England. It is the final publication in the series of reports on individual student markets that were commissioned by Universities UK following the publication of the reports on the Future size…

  17. Study on On-campus Job Skills Training Mode for Engineering Specialty of Higher Vocational College%高职工科专业校内顶岗实习实践教学模式探索

    Institute of Scientific and Technical Information of China (English)

    李海荣

    2013-01-01

    On-campus job skills training aims to combine teaching , learning and working through the real working environment in which students can experience complete and real working process .So far ,great improvements have been made in the construction of on-cam-pus job skills training base in higher vocational colleges ,but teaching level is still low and needs improving ,w hich restrict the improvement of technical talents training level .Accord-ing to current situation of on-campus job skills training of higher vocational colleges ,this es-say analyses the existing problems and puts forward “on-campus” plus “off-campus” job skills training mode ,w hich is expected to solve the existing problems effectively and improve students’ job skills and comprehensive quality .%校内顶岗实习是指学生在校内真实的生产环境中,体验完整的工作过程,实现教学做的统一。目前,高职院校的校内生产性实训基地硬件建设基本到位,但存在实践教学组织水平低,功能发挥不当、开发不力等情况,制约着高职院校技术应用型人才培养水平的提升,本文根据高职院校人才培养实践教学的实际情况,在对顶岗实习存在问题分析与判断的基础上,提出校内顶岗实习+校外顶岗实习的实践教学模式,可有效解决顶岗实习浮于表面的问题,提高学生的职业技能,培养学生的综合素质。

  18. A Strong Inference Investigation of the Job Characteristics and Dual Attachment Models of Job Design

    Science.gov (United States)

    1984-02-01

    reported to have occurred during the first 3 weeks of implementation. Job design intervention was assigned to two conditions: both the job design only...treatment conditions included job design intervention , leader-member exchange intervention, combined design and exchange intervention and control or...during the criterion period (weeks 15 to 26). The other two grnups, group 2 (job design intervention ) and group 1 (both leadership .2nd *. job design

  19. 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...

  20. Higher effort-reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing.

    Science.gov (United States)

    Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

    2015-06-01

    We examined whether higher effort-reward imbalance (ERI) and lower job control are associated with exit from the labour market. There were 1263 participants aged 50-74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004-2005), and working status at follow-up (wave 5; 2010-2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010-2011. Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. 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.

  1. Analysis of "Job Accidie" of Librarians in Higher Vocational College%高职院校图书馆馆员“工作倦怠”之探析

    Institute of Scientific and Technical Information of China (English)

    刘红兰; 戴宁

    2012-01-01

    当前,由于高职院校的发展现状及其图书馆人员的构成情况,在很大程度上决定了高职院校图书馆的社会期望与理想之间存在一定的差距,并且影响着人们对它的态度。通过对高职院校图书馆馆员的“工作倦怠’’现象进行的个体及环境分析,从而明确:在目前情境下高职院校图书馆馆员“工作倦怠”是相对普遍存在的,而非个别现象,并据此提出缓解图书馆员“工作倦怠”的途径和对策。%At present, the development status of higher vocational colleges and the structure of librarians had de cided the great gap that existing between in the social expectation and ideal of higher vocational college library, and affect people's attitudes towards it. According to analyzing the individual and environment of "Job Accidie" phenomenon of the vocational college librarians, the article clearly thought that the current situation of Librari ans "Job Accidie" in vocational higher education institutions is relatively widespread, not the individual phe nomenon, and put forward the ways and countermeasures to remiss the librarians "Job Accidie'.

  2. Selective Recruiting: College Characteristics and Job Outcomes.

    Science.gov (United States)

    Colarelli, Stephen M.; And Others

    Although institutions of higher education differ widely, little is known about the effects of different college characteristics on early career outcomes. A study was conducted to examine the relationships among nine college characteristics and job offers, employment status, job attitudes, and job performance of recent college graduates. College…

  3. Higher Education in Kentucky. Final Report of the SCR 30 Study Committee. Program Evaluation. Research Report No. 222.

    Science.gov (United States)

    Fiala, Joseph; And Others

    A report on higher education in Kentucky is presented, with attention to governance, funding, tuition, financial aid, staffing and salary comparisons for administrators and faculty, enrollment, degree production, cooperation, and quality issues. The statutory organization of the Kentucky Council on Higher Education is specified, along with the…

  4. Job task and functional analysis of the Division of Reactor Projects, office of Nuclear Reactor Regulation. Final report

    Energy Technology Data Exchange (ETDEWEB)

    Morzinski, J.A.; Gilmore, W.; Hahn, H.A.

    1998-07-10

    A job task and functional analysis was recently completed for the positions that make up the regional Divisions of Reactor Projects. Among the conclusions of that analysis was a recommendation to clarify roles and responsibilities among site, regional, and headquarters personnel. As that analysis did not cover headquarters personnel, a similar analysis was undertaken of three headquarters positions within the Division of Reactor Projects: Licensing Assistants, Project Managers, and Project Directors. The goals of this analysis were to systematically evaluate the tasks performed by these headquarters personnel to determine job training requirements, to account for variations due to division/regional assignment or differences in several experience categories, and to determine how, and by which positions, certain functions are best performed. The results of this analysis include recommendations for training and for job design. Data to support this analysis was collected by a survey instrument and through several sets of focus group meetings with representatives from each position.

  5. Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study

    Science.gov (United States)

    Yang, Shujuan; Liu, Danping; Liu, Hongbo; Zhang, Juying; Duan, Zhanqi

    2017-01-01

    Background Burnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China. Methods This cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS). A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers. Results We observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, Pburnout syndrome, and medical workers without administrative duties had more serious burnout syndrome than those with administrative duties. Conclusions In conclusion, the present study suggests that work-family conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome in medical workers of southwest China. PMID:28207821

  6. A Methodology for Sustainability Evaluation and Reporting in Higher Education Institutions

    Science.gov (United States)

    Madeira, Ana C.; Carravilla, Maria Antonia; Oliveira, Jose F.; Costa, Carlos A. V.

    2011-01-01

    The purpose of this paper is to present a methodology that allows higher education institutions (HEIs) to promote, to evaluate and to report on sustainability. The ultimate goal of the afore-mentioned methodology is to help HEIs achieve sustainability. First, a model entitled Sustainability in Higher Education Institutions (SusHEI) that generally…

  7. Sources of Fluctuations and Growth of Investment in Higher Education. Final Report.

    Science.gov (United States)

    McMahon, Walter W.

    A study was undertaken to apply family investment techniques and public expenditure analysis to problems faced in higher education, treating expenditures for higher education as an investment in human resources. The report is addressed to economists, policy makers, and educators and students, and is both technical and nontechnical in its various…

  8. A Management Control Perspective of Sustainability Reporting in Higher Education: In Search of a Holistic View

    OpenAIRE

    Ceulemans, Kim; Van Caillie, Didier; Molderez, Ingrid; Van Liedekerke, Luc

    2014-01-01

    Higher education institutions have been actively attempting to integrate sustainability in their curricula, research, operations, and outreach activities over the last decades. Despite the efforts undertaken, it is currently still challenging for their internal and external stakeholders to assess an institution’s sustainability-related activities and the extent of their implementation within the different activities of higher education. Since sustainability reporting in higher ...

  9. Investigation of Bias in Job Evaluation Ratings of Comparable Worth Study Participants.

    Science.gov (United States)

    Mount, Michael K.; Ellis, Rebecca A.

    1987-01-01

    Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. (Author/ABB)

  10. LANGUAGE POLICY AND HIGHER EDUCATION IN SOUTHEAST ASIA, FINAL DRAFT OF CONSULTANT'S REPORT.

    Science.gov (United States)

    NOSS, RICHARD B.

    A FIELD INVESTIGATION FOR THIS REPORT WAS CONDUCTED FROM SEPTEMBER TO DECEMBER 1964 THROUGH THE FACILITIES OF THE JOINT UNESCO-IAU RESEARCH OFFICE ON HIGHER EDUCATION IN KUALA LUMPUR. IN FIVE OF THE EIGHT COUNTRIES COVERD BY THE REPORT (MALAYSIA, THAILAND, CAMBODIA, SOUTH VIETNAM, AND THE PHILIPPINES), IT WAS POSSIBLE TO MAKE "FAIRLY EXTENSIVE…

  11. Exploring Stress Levels, Job Satisfaction, and Quality of Life in a Sample of Police Officers in Greece

    Directory of Open Access Journals (Sweden)

    Evangelos C. Alexopoulos

    2014-12-01

    Conclusion: Higher levels of stress are related to an increased risk of reporting suboptimal job satisfaction and QoL. The magnitude of these associations varied depending on age, gender, and rank, highlighting the need for stress-management training.

  12. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Training Information: TEFL in China Certificate Training Program, with job placement This intensive training program will prepare you as a native speaker of English to be qualified to teach oral English in China, even without previous teaching experience. Dates, venues and fees: Tuition:4,000 yuan

  13. Job Burnout.

    Science.gov (United States)

    Angerer, John M.

    2003-01-01

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

  14. Problems in the Application of Behavior Modification Principles for Teaching Job-Required Behaviors to Disadvantaged Manpower Trainees. Special Report.

    Science.gov (United States)

    Feifer, Irwin; And Others

    In its attempts to apply behavior modification principles to teaching job-required behaviors to manpower trainees, the Mobilization for Youth-Experimental Manpower Laboratory (MFY-EML), has mounted a number of reinforcement-based Neighborhood Youth Corps training programs. The nature, magnitude and scheduling of reinforcers, the nature of the…

  15. General health assessment vs. job satisfaction : The relationship of indicators of subjective well-being with self-reported absenteeism

    NARCIS (Netherlands)

    Sczesny, S; Thau, S; Scesnzy, S.

    2004-01-01

    The present study was based on the assumption that people are motivated to gain or maintain their well-being. Being absent from work is conceptualized as a means to this end. We investigated which one of two indicators of subjective well-being - general health assessment versus job satisfaction - is

  16. An Analysis of the Relationship between Select Organizational Climate Factors and Job Satisfaction Factors as Reported by Community College Personnel

    Science.gov (United States)

    San Giacomo, Rose-Marie Carla

    2011-01-01

    The purpose of this study was to investigate the overall satisfaction with organizational climate factors across seven studies of various levels of community college personnel. A secondary purpose was to determine if there was a significant relationship between satisfaction with organizational climate factors and the importance of job satisfaction…

  17. An Analysis of the Relationship between Select Organizational Climate Factors and Job Satisfaction Factors as Reported by Community College Personnel

    Science.gov (United States)

    San Giacomo, Rose-Marie Carla

    2011-01-01

    The purpose of this study was to investigate the overall satisfaction with organizational climate factors across seven studies of various levels of community college personnel. A secondary purpose was to determine if there was a significant relationship between satisfaction with organizational climate factors and the importance of job satisfaction…

  18. 21st Century jobs initiative - building the foundations for a 21st Century economy. Final main report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-11-01

    The 21st Century Jobs Initiative has been launched in the context of new realities in Washington, D.C., rapid restructuring of the US economy and accelerating changes in the makeup of the East Tennessee economy driven by these and other external economic forces. Continuing downward pressure on Federal budgets for programs that support three key institutions in the region - DOE`s Oak Ridge complex, the Tennessee Valley Authority and research programs of the University of Tennessee - are especially threatening to the region. With a large part of its economy dependent on Federal spending, the area is at risk of troublesome impacts that could ripple out from the Oak Ridge and Knoxville home of these institutions throughout the entire 15-county {open_quotes}Resource Valley.{close_quotes} As these economic forces play out in the region`s economy, important questions arise. How will East Tennessee {open_quotes}earn its living{close_quotes} in the future if the Federal government role in the economy shrinks? What kind of new industries will be formed to replace those at risk due to Federal cutbacks and economic restructuring? Where will the jobs come from for the next generation of job seekers? These are among the questions driving the 21st Century Jobs Initiative, an action-oriented program designed and implemented by local leaders in response to the economic challenges facing East Tennessee. Fortunately, the region`s economy is strong today. Unemployment is at near record lows in most counties. Moreover, leaders are increasingly aware of the threats on the horizon and are already moving to action. And the impacts from the forces at work on the economy will probably come slowly, over the next decade or so. Based on economic research and input from local leaders knowledgeable about the economy, the 21st Century Jobs Initiative has set forth a strategic economic development plan for the region.

  19. The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

    Science.gov (United States)

    Eason, Christianne M.; Mazerolle, Stephanie M.; Monsma, Eva V.; Mensch, James M.

    2015-01-01

    Context  The degree to which an individual likes his or her job is known as job satisfaction. A person with higher job satisfaction is less likely to depart from a profession than a person with lower job satisfaction. Researchers studying job satisfaction among other allied health professionals suggest a personality component could explain why the reasons for departure can be so individual. Setting  Collegiate institutions. Objective  To determine the relationship between job satisfaction and personality among collegiate athletic trainers (ATs). Patients or Other Participants  A total of 202 ATs (68 [33.7%] men and 134 [66.3%] women), were recruited using the National Athletic Trainers' Association e-mail database. We excluded any AT from this study who worked outside of the collegiate setting. The response rate was 20.2%. Intervention(s)  Data were collected using a Web-based survey instrument consisting of 3 sections: (1) demographics, (2) job satisfaction survey, and (3) Big Five Personality Inventory. Main Outcome Measure(s)  Independent t tests were run to determine sex differences, and correlations were run to evaluate relationships between demographics and job satisfaction and between job satisfaction and personality. Results  Women reported higher levels of neuroticism than men. Extroversion and conscientiousness showed a weak positive relationship with job satisfaction. A moderate positive relationship was found between agreeableness and job satisfaction. A moderate negative relationship was noted between neuroticism and job satisfaction. Conclusions  Based on our findings, head ATs or other organizational leaders may consider using personality assessments during interview processes, or athletic training program directors may be able to better guide students interested in athletic training based on knowledge of their personalities. PMID:26599958

  20. Addressing the Declining Productivity of Higher Education Using Cost-Effectiveness Analysis. Stretching the Higher Education Dollar. Special Report 2

    Science.gov (United States)

    Harris, Douglas N.

    2013-01-01

    Higher education productivity, as measured by academic degrees granted by American colleges and universities, is declining. Since the early 1990s, real expenditures on higher education have grown by more than 25 percent, now amounting to 2.9 percent of US gross domestic product (GDP)--greater than the percentage of GDP spent on higher education in…

  1. Addressing the Declining Productivity of Higher Education Using Cost-Effectiveness Analysis. Stretching the Higher Education Dollar. Special Report 2

    Science.gov (United States)

    Harris, Douglas N.

    2013-01-01

    Higher education productivity, as measured by academic degrees granted by American colleges and universities, is declining. Since the early 1990s, real expenditures on higher education have grown by more than 25 percent, now amounting to 2.9 percent of US gross domestic product (GDP)--greater than the percentage of GDP spent on higher education in…

  2. An Exploratory Study of the Effects of Work Environment Variables on Job Satisfaction Among Chinese Prison Staff.

    Science.gov (United States)

    Jiang, Shanhe; Lambert, Eric G; Liu, Jianhong; Zhang, Jinwu

    2017-02-01

    Job satisfaction has been linked to many positive outcomes, such as greater work performance, increased organizational commitment, reduced job burnout, decreased absenteeism, and lower turnover intent/turnover. A substantial body of research has examined how work environment variables are linked to job satisfaction among U.S. correctional staff; far less research has examined prison staff in non-Western nations, especially China. Using survey data collected from two prisons in Guangzhou, China, this study investigated the level of job satisfaction among prison staff and how personal characteristics (i.e., gender, tenure, age, and educational level) and work environment variables (i.e., perceived dangerousness of the job, job variety, supervision, instrumental communication, and input into decision making) affect job satisfaction. The findings from ordinary least squares regression equations indicated that the work environment variables explained a greater proportion of the variance in the job satisfaction measure than the personal characteristics. In the full multivariate regression model, gender was the only personal characteristic to have a significant association with job satisfaction, with female staff reporting higher satisfaction. Input into decision making and job variety had significant positive associations, whereas dangerousness had a significant negative relationship with job satisfaction.

  3. Which work factors determine job satisfaction?

    OpenAIRE

    Roelen, C. A. M.; Koopmans, P. C.; Groothoff, J W

    2008-01-01

    Background: Job satisfaction is associated with mental health. Employees could be counselled on how they feel about their work. If specific aspects of their job are causing particular dissatisfaction, they could be assisted to appropriately change these aspects. Objective: There is no 'gold standard' indicating the aspects that should be taken into account when job satisfaction is measured. This study investigated which work factors determine job satisfaction. Method: A self-report questionna...

  4. The role of the psychiatrist: job satisfaction of medical directors and staff psychiatrists.

    Science.gov (United States)

    Ranz, J; Stueve, A; McQuistion, H L

    2001-12-01

    In a previous survey of Columbia University Public Psychiatry Fellowship alumni, medical directors reported experiencing higher job satisfaction compared to staff psychiatrists. To further this inquiry, the authors conducted an expanded survey among the membership of the American Association of Community Psychiatrists (AACP). We mailed a questionnaire to all AACP members. Respondents categorized their positions as staff psychiatrist, program medical director or agency medical director, and rated their overall job satisfaction. The form also included a number of demographic and job characteristic items. Of 479 questionnaires mailed, a total of 286 individuals returned questionnaires (61%-12 forms were undeliverable). As in our previous survey, medical directors experience significantly higher job satisfaction compared to staff psychiatrists. Program and agency medical directors do not differ significantly. In addition, job satisfaction is strongly and negatively correlated with age for staff psychiatrists but not for medical directors. This survey strengthens the previously reported advantage medical directors have over staff psychiatrists regarding job satisfaction. The finding that job satisfaction decreases with increasing age of staff psychiatrists but not medical directors is particularly interesting, suggesting that staff psychiatrist positions may come to be regarded as "dead-end" over time. Psychiatrists are advised to seek promotions to program medical director positions early in their careers, since these positions are far more available, and provide equal job satisfaction, compared to agency medical director positions.

  5. 浅析高职院校"双师型"教师在职培训机制%On-the-job Training of Dual-mode Teachers in Higher Vocational Colleges

    Institute of Scientific and Technical Information of China (English)

    郑思

    2015-01-01

    As for the on-the-job training of Dual-mode teachers in higher vocational colleges, there are a number of problems needed to cause social concerns, for example, the continuing education system of Dual-mode teachers is not perfect, foreign exchange activities in the period of on-the-job training are neglected and the standards of title assessment of Dual-mode teachers are vague, etc. So a qualified Dual-mode teacher group should be established in order to improve the continuing education system of Dual-mode teachers, strengthen foreign exchange activities in the period of the on-the-job training, regulate the standards of title assessment of Dual-mode teachers and implement the work of the on-the-job training of Dual-mode teachers. It becomes the critical tasks to enhance the quality of Dual-mode teachers in China's higher vocational education.%纵观我国高职院校"双师型"教师在职培训工作,不难发现尚存一些有待于引起社会关注的问题,如"双师型"教师在职继续教育体系不健全、此类教师在职培训期间的对外交流活动易被忽视以及教师职称和能力考核标准模糊等. 鉴于此,打造一支合格的"双师型"教师队伍,完善教师在职继续教育体系,加强此类教师在职培训期间的对外交流活动,规范教师职称和能力考核标准,真正落实"双师型"教师在职培训工作,成为当前全面提升我国高职院校教师队伍综合素质的关键性任务.

  6. Job Stress and Job Satisfaction among Health-Care Workers of Endoscopy Units in Korea.

    Science.gov (United States)

    Nam, Seung-Joo; Chun, Hoon Jai; Moon, Jeong Seop; Park, Sung Chul; Hwang, Young-Jae; Yoo, In Kyung; Lee, Jae Min; Kim, Seung Han; Choi, Hyuk Soon; Kim, Eun Sun; Keum, Bora; Jeen, Yoon Tae; Lee, Hong Sik; Kim, Chang Duck

    2016-05-01

    The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea. We performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction. Fifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R (2) =0.340, pstress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit.

  7. Analysis of the business English teaching reform based on the job skills training in higher vocational school%基于岗位技能培养的高职商务英语教学改革探析

    Institute of Scientific and Technical Information of China (English)

    邓格红

    2013-01-01

    The goal of the higher vocational colleges should foster the students' skills as the center. Based on this,the English Teaching in higher vocational colleges should be market-oriented employment,the job skills training as the core,modularization teaching system,con-structing language+professional skill,compound talents cultivating the market needs at the.%  高职院校的教学目标应以培养学生的岗位技能为中心。基于此,高职院校的英语专业教学应以市场就业为导向,以岗位技能培养为核心,构建语言+专业+技能的模块化教学体系,培养市场需要的一专多能的复合技能型人才。

  8. Association of Job Insecurity with Health Risk Factors and Poorer Health in American Workers.

    Science.gov (United States)

    Khubchandani, Jagdish; Price, James H

    2017-04-01

    Perceived job insecurity and health risk factors have not been well studied in the United States (US) workforce. The purpose of this study was to assess the association of specific health risk factors and morbidities with perceived job insecurity in a large national random sample of working adults in the US. The National Health Interview Survey data were analyzed for this study. We computed the prevalence of perceived job insecurity by demographic characteristics and tested the relative association between perceived job insecurity and selected health risk factors using logistic regression analysis with adjusted odds ratios (AORs). A total of 17,441 working adults were included in the study: 75 % Whites, 51.5 % females, 73.3 % worked for a private company, and 82.6 % were 25-64 years of age. One in three (33 %) workers perceived their job to be insecure. Those who reported job insecurity had significantly higher odds of: being obese, sleeping less than 6 h/day, smoking every day, having work loss days >2 weeks, and worsening of general health in the past year. Job insecure individuals had a likelihood of serious mental illness within the past 30 days almost five times higher than those who were not job insecure. In addition, job insecure individuals were significantly more likely to report pain conditions (i.e. headaches, neck pain, and low back pain), and lifetime histories of having ulcers, diabetes, hypertension, angina pectoris, and coronary heart diseases. Job insecurity is associated with poor health and health risk behaviors in American adults. Potential interventions to address job insecurity and improve the health and well-being of working adults have been discussed based on study findings.

  9. Popular Job

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    In a tight job market, more and more young Chinese are opting for the civil service A hundred years after the 1,300-year-old imperial civil service examination system was abolished in the early 20th century, the Confucian idea that one who excels academically should pursue a career in government service seems to have become popular again among young Chinese. But the view now has

  10. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Training Information: TEFL in China Certificate Training Program, with job placement This intensive training program will prepare you as a native speaker of English to be qualified to teach oral English in China, even without previous teaching experience. Dates, location and fees: Tuition: 4,000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Zhongshan City, G...

  11. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Training Information: TEFL in China Certificate Training Program, with job placement This intensive training program will prepare you as a native speaker of English to be qualified to teach oral English in China, even without previous teaching experience. Dates, venues and tuition: Tuition: 4,000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing

  12. 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.

  13. Political Skill as Neutralizer of Felt Accountability-Job Tension Effects on Job Performance Ratings: A Longitudinal Investigation

    Science.gov (United States)

    Hochwarter, Wayne A.; Ferris, Gerald R.; Gavin, Mark B.; Perrewe, Pamela L.; Hall, Angela T.; Frink, Dwight D.

    2007-01-01

    This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data…

  14. Political Skill as Neutralizer of Felt Accountability-Job Tension Effects on Job Performance Ratings: A Longitudinal Investigation

    Science.gov (United States)

    Hochwarter, Wayne A.; Ferris, Gerald R.; Gavin, Mark B.; Perrewe, Pamela L.; Hall, Angela T.; Frink, Dwight D.

    2007-01-01

    This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data…

  15. Get the job:job interviews in China

    Institute of Scientific and Technical Information of China (English)

    Roy Chambers

    2010-01-01

    @@ Author:Roy Chambers Photo:Wang Yang Date:2010/01/15 China's economy is still growing and there are plenty of opportunities for the right person to move up from a basic English teaching job to something more professional and better paid.Many expats find they have trouble breaking through into the higher level positions.Most of the better teaching jobs or professional positions require a face-to-face or telephone interview.

  16. Job satisfaction of Asian Americans.

    Science.gov (United States)

    Weaver, C N; Hinson, S

    2000-04-01

    Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

  17. Financing Higher Education in Francophone West Africa. An EDI Policy Seminar Report, Number 12.

    Science.gov (United States)

    Ransom, Angela

    Meetings were held in Senegal in 1985, in Cote d'Ivoire in 1986, and in Zimbabwe in 1987, concerning the current state of higher education finance in Africa, the structure of unit costs, and the role of development assistance agencies and other sources of financial support. Reports are presented concerning the macroeconomic perspective, internal…

  18. Impact of Job Satisfaction on Greek Nurses' Health-Related Quality of Life.

    Science.gov (United States)

    Ioannou, Panagiotis; Katsikavali, Vassiliki; Galanis, Petros; Velonakis, Emmanuel; Papadatou, Danai; Sourtzi, Panayota

    2015-12-01

    Employee job satisfaction and its relationship with health and quality of life has been an issue of major concern over the past decades. Nurses experience difficult working conditions that affect their job satisfaction, health, and quality of life. A cross-sectional study was undertaken in three general hospitals and their respective health centers. Stratified random sampling by level of education was used, and 508 nurses and nursing assistants were included. A self-administered anonymous questionnaire, which included the Measure of Job Satisfaction, the 36-item Short Form Health Survey, as well as demographic details, education, and work conditions data, was used. Greek nurses were found to be dissatisfied with their job according to the total score of the job satisfaction scale, although personal satisfaction and satisfaction with support had had higher scores. Their general health was reported as average, because of physical and mental health problems, low vitality, low energy, and increased physical pain. Multivariate linear regression analysis revealed that males and those wishing to stay in the job had higher physical and mental health. Increased job satisfaction was related to increased physical and mental health. Although Greek nurses are not satisfied with their work, those with high levels of job satisfaction had better health-related quality of life. The findings suggest that improvement of the work environment would contribute to a healthier and more satisfied nursing workforce.

  19. Does aging make employees more resilient to job stress? Age as a moderator in the job stressor-well-being relationship in three Finnish occupational samples.

    Science.gov (United States)

    Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

    2013-01-01

    This study examined whether an employee's age moderates the relationships between job stressors (i.e. job insecurity, workload, work-family conflict) and self-rated well-being (i.e. work-family enrichment, life satisfaction, job satisfaction, vigor at work). Analysis of covariance and moderated hierarchical regression analysis were used to examine the cross-sectional Finnish data collected among service sector employees (N = 1037), nurses (N = 1719), and academic employees (N = 945). In a situation of high job insecurity, the younger nurses reported higher work-family enrichment, job satisfaction, and vigor compared to their older colleagues. A similar result was also found among the service sector workers in relation to vigor at work. Thus, young age buffered against negative outcomes related to job insecurity. Moreover, older age buffered against the negative effect of high workload on job satisfaction among the service sector and against high work-family conflict on life satisfaction among the academic employees. More attention should be paid to the ability of younger employees to manage problems related to work-family imbalance and high workload, and to older employees' ability to cope with job insecurity. The findings of this study recommend different stress management interventions for older and younger employees.

  20. Marginal structural modelling of associations of occupational injuries with voluntary and involuntary job loss among nursing home workers.

    Science.gov (United States)

    Okechukwu, Cassandra Adiba; Bacic, Janine; Velasquez, Esther; Hammer, Leslie B

    2016-03-01

    Qualitative studies have highlighted the possibility of job loss following occupational injuries for some workers, but prospective investigations are scant. We used a sample of nursing home workers from the Work, Family and Health Network to prospectively investigate association between occupational injuries and job loss. We merged data on 1331 workers assessed 4 times over an 18-month period with administrative data that include job loss from employers and publicly available data on their workplaces. Workers self-reported occupational injuries in surveys. Multivariable logistic regression models estimated risk ratios for the impact of occupational injuries on overall job loss, whereas multinomial models were used to estimate OR of voluntary and involuntary job loss. Use of marginal structural models allowed for adjustments of multilevel lists of confounders that may be time varying and/or on the causal pathway. By 12 months, 30.3% of workers experienced occupational injury, whereas 24.2% experienced job loss by 18 months. Comparing workers who reported occupational injuries to those reporting no injuries, risk ratio of overall job loss within the subsequent 6 months was 1.31 (95% CI 0.93 to 1.86). Comparing the same groups, injured workers had higher odds of experiencing involuntary job loss (OR 2.19; 95% CI 1.27 to 3.77). Also, compared with uninjured workers, those injured more than once had higher odds of voluntary job loss (OR 1.95; 95% CI 1.03 to 3.67), while those injured once had higher odds of involuntary job loss (OR 2.19; 95% CI 1.18 to 4.05). Despite regulatory protections, occupational injuries were associated with increased risk of voluntary and involuntary job loss for nursing home workers. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  1. Valuing reductions in on-the-job illness: 'presenteeism' from managerial and economic perspectives.

    Science.gov (United States)

    Pauly, Mark V; Nicholson, Sean; Polsky, Daniel; Berger, Marc L; Sharda, Claire

    2008-04-01

    This paper reports on a study of manager perceptions of the cost to employers of on-the-job employee illness, sometimes termed 'presenteeism,' for various types of jobs. Using methods developed previously, the authors analyzed data from a survey of more than 800 US managers to determine the characteristics of various jobs and the relationship of those characteristics to the manager's view of the cost to the firm of absenteeism and presenteeism. Jobs with characteristics that suggest unusually high cost (relative to wages) were similar in terms of their 'absenteeism multipliers' and their 'presenteeism multipliers.' Jobs with high values of team production, high requirements for timely output, and high difficulties of substitution for absent or impaired workers had significantly higher indicators of cost for both absenteeism and presenteeism, although substitution was somewhat less important for presenteeism.

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

    Science.gov (United States)

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

    2015-05-01

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

  3. Job Demand-oriented Biochemical Pharmacy Professional Curriculum System of Higher Vocational Studies%以岗位需求为导向高职生化制药专业课程体系研究

    Institute of Scientific and Technical Information of China (English)

    祝清兰

    2012-01-01

    为了建立合理的商职生化制药专业课程体系,通过企业调研,了解企业的人才需求、岗位以及主要的岗位群设置,确定了以岗位需求为导向的课程体系,并对此课程体系进行了研究,提出课程改革的框架以及教学改革的内容。%In order to develop appropriate biochemical pharmacy professional curriculum system of higher vocational education through enterprises to understand Enterprise demand for talent, as well as major positions group settings, determine the demand for job-oriented courses system and research on curriculum system for this. This curriculum system were studied, and proposed the framework of the curriculum reform and teaching reform.

  4. Sociological Support for the Job Placement of Students and Graduates of Higher Educational Institutions: The Experience of the Moscow Institute of Aviation and Technology (MATI)

    Science.gov (United States)

    Bolotin, I. S.; Basalai, S. I.; Pugach, V. F.; Mikhailov, A. A.

    2013-01-01

    The weak connection between Russia's system of higher education and the labor market in Russia requires that greater attention be paid to preparing students for successful, employment. This will require more careful research into best practices, and the development of more effective links between employers and educational institutions.

  5. The Experimental Research on the Job Performance Structure Model of Administrative Staff in Higher Education Institutions%高校行政管理干部工作绩效模型的实证研究

    Institute of Scientific and Technical Information of China (English)

    于海琴

    2012-01-01

    由于文化和政治体制的不同,探索我国高校行政人员工作绩效的本土化内容结构,对揭示我国高校组织的特殊性、提高人事选拔与评价的科学性具有重要的意义。基于对69名行政干部的访谈和418份问卷调查,本文构建了高校行政人员的同事间评价工作绩效和评定上级工作绩效的两个模型,经过信、效度检验符合测量学要求。高校行政工作绩效评价主要由个人素质指向的绩效和任务指向的绩效两个方面组成;但是根据不同的评价对象,绩效的具体标准存在较大差异,高校行政绩效评定的主要内容包括处理人际关系的修养和行为特征。这两个模型对改善高校行政工作绩效评价有重要价值。%It is very important to explore the job performance structure model of administrative staff in higher education institutions,because of the different culture and political systems.This study constructs two different performance models by interviews and questionaries.The model evaluated by employees includes individuals' quality performance,flexibility performance and task performance.The model evaluated by subordinates includes individuals' quality performance and task performance.This study reflects the characteristics of the administrative job performance in China's higher education institutions,and has deeply new meaning in the localization of job performance.

  6. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Training Information: TEFL in China Certificate Training Program,with Job Placement This intensive training program will prepare you as a native speaker of English to be qualified to teach oral English in China, even without previous teaching experience. Dates,Iocation and fees: Tuition:4.000 yuan Date: August 12-19 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street,Beijing Date: August 20-27 Venue: Friendship Hotel, 1 Zhongguancun Nanjie Street, Beijing Date: Augast 20-27 Venue: Zhongshan City, Guang...

  7. Public Policies, Prices, and Productivity in American Higher Education. Stretching the Higher Education Dollar. Special Report 3

    Science.gov (United States)

    Hauptman, Arthur M.

    2013-01-01

    Rapid increases in what colleges charge and what they spend per student have been and remain one of the most controversial aspects of American higher education. Tuition, fees, and other college charges have increased in both the public and private sectors at more than twice the rate of inflation for over a quarter century. Trends over time in what…

  8. Public Policies, Prices, and Productivity in American Higher Education. Stretching the Higher Education Dollar. Special Report 3

    Science.gov (United States)

    Hauptman, Arthur M.

    2013-01-01

    Rapid increases in what colleges charge and what they spend per student have been and remain one of the most controversial aspects of American higher education. Tuition, fees, and other college charges have increased in both the public and private sectors at more than twice the rate of inflation for over a quarter century. Trends over time in what…

  9. 基于岗位群的高职商务英语专业职业素养提升%Professional Competence Improvement for Higher Vocational Business English Majors Based on Job Group Analysis

    Institute of Scientific and Technical Information of China (English)

    谭明霞

    2013-01-01

    A higher vocational education aims at cultivating higher skill talents, who are not only of high skills but also of high quality and higher competence. Business English Specialty of higher vocational college should be clearly aware of job requirements, and improves students’professional competence through reform on course teaching, skills training, out-class activities and specialty culture construction, and assessment.%  高职教育培养的是高端技能型人才,这里所指的“高端”不仅仅是高的技术与技能,还包括高素质、高素养等重要内涵。高职商务英语专业应该明确岗位群职业素养要求,从日常课程教学、项目实训、第二课堂、专业文化建设、考评方法改革等方面全面提升学生的综合职业素养。

  10. The effect of English job titles in job advertisements on Dutch respondents

    NARCIS (Netherlands)

    Meurs, F. van; Korzilius, H.P.L.M.; Planken, B.C.; Fairley, S.

    2007-01-01

    This paper reports on a study that tested the effect on Dutch respondents of using English in job titles. One half of the respondents evaluated five English job titles, and the other half evaluated the equivalent Dutch job titles. The results of the experiment support claims about the effect of Engl

  11. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    Science.gov (United States)

    Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

    2016-01-01

    This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

  12. Blueprint or Blue Remembered Hills? The Relevance of the Robbins Report to the Present Reforms of Higher Education.

    Science.gov (United States)

    Scott, Peter

    1988-01-01

    Presents opposing interpretations of the Robbins Report, stating that British higher education is still guided by its principles. Examines the report's influence on the size and shape of the higher education system, the character of higher education regarding teaching and research, and higher education's place in modern society. (GEA)

  13. Blueprint or Blue Remembered Hills? The Relevance of the Robbins Report to the Present Reforms of Higher Education.

    Science.gov (United States)

    Scott, Peter

    1988-01-01

    Presents opposing interpretations of the Robbins Report, stating that British higher education is still guided by its principles. Examines the report's influence on the size and shape of the higher education system, the character of higher education regarding teaching and research, and higher education's place in modern society. (GEA)

  14. A Comparison of Self-Esteem and Job Satisfaction of Adults with Mild Mental Retardation in Sheltered Workshops and Supported Employment.

    Science.gov (United States)

    Griffin, David K.; And Others

    1996-01-01

    Two hundred adults with mild mental retardation were assessed on overall job satisfaction and self-esteem. Subjects worked either in a sheltered workshop or a supported employment setting. Subjects who worked in supported employment reported significantly higher levels of job satisfaction and self-esteem. Subjects living in semi-independent…

  15. The Paradox of Falling Job Satisfaction with Rising Job Stickiness in the German Nursing Workforce Between 1990 and 2013

    DEFF Research Database (Denmark)

    Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin

    2017-01-01

    Background: Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify...... trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test...... probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period. Results: Between 1990 and 2013...

  16. Select21 Soldier Job Performance Measurement Tools

    Science.gov (United States)

    2005-08-01

    with 18 to 36 months time in service and, at the same time, assess the Soldiers’ job performance by using specially designed indicators, called...criterion measures. This report describes the criterion measures that will be used to measure the job performance and organizational "fit" of Soldiers...tests to determine how well the pre-enlistment tests might forecast future job performance . The main purpose of this report is to acquaint Army readers

  17. Overcoming job stress

    Science.gov (United States)

    ... or not advancing in your career. How Job Stress Affects Your Health Like any kind of stress, job stress that continues for a long time can affect your health. Job stress may increase your risk for health problems such ...

  18. The Path to Baltimore's "Best Prospect" Jobs without a College Degree: Career Credentialing Programs at Baltimore's Community Colleges. The Abell Report. Volume 28, No. 2

    Science.gov (United States)

    Hopkins, Barbara L.

    2015-01-01

    Only one in five graduates of Baltimore City Public Schools matriculates to a four-year college; the vast majority enroll in community college or look for a full-time job. Baltimore graduates and job-seekers need postsecondary training that works. "The Path to Baltimore's 'Best Prospect' Jobs without a College Degree: Career Credentialing…

  19. Higher Education Sustainability Staffing Survey, 2010

    Science.gov (United States)

    Association for the Advancement of Sustainability in Higher Education, 2011

    2011-01-01

    This paper shows that despite national unemployment rates that hovered near 10 percent in 2010, those with positions in the higher education sustainability workforce report a sense of job security and feel satisfied with the work they are doing. With 433 completed surveys, the results offer a comprehensive look at the demographics, roles, salaries…

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

    Science.gov (United States)

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

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

  1. Job burnout.

    Science.gov (United States)

    Maslach, C; Schaufeli, W B; Leiter, M P

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.

  2. The Manpower Allocation Problem with Time Windows and Job-Teaming Constraints: A Branch-and-Price Approach - Technical Report

    DEFF Research Database (Denmark)

    Hansen, Anders Dohn; Kolind, Esben; Clausen, Jens

    . Both teams and tasks may be restricted by time windows outside which operation is not possible. Some tasks require cooperation between teams, and all teams cooperating must initiate execution simultaneously. We present an IP-model for the problem, which is decomposed using Dantzig-Wolfe decomposition......In this paper, we consider the Manpower Allocation Problem with Time Windows, Job-Teaming Constraints and a limited number of teams (m-MAPTWTC). Given a set of teams and a set of tasks, the problem is to assign to each team a sequential order of tasks to maximize the total number of assigned tasks...... instances. The main contribution of this article is the addition of synchronization between teams in an exact optimization context....

  3. The influence of job characteristics on job outcomes of pharmacists in hospital, clinic, and community pharmacies.

    Science.gov (United States)

    Lin, Blossom Yen-Ju; Yeh, Ying-Chen; Lin, Wen-Hung

    2007-06-01

    This study examines the relationship between job characteristics and job outcomes of pharmacists in hospital, clinic, and community pharmacies in Taiwan. The structured questionnaires covered the items of job characteristics, job outcomes, and demographics of pharmacists, and were distributed between Feb 2004 and April 2004. Two hundred and ninety-eight pharmacists responded. Data were analyzed descriptively, and univariate analyses, factor analysis, and multiple regression analyses were used. It found the more enriched the job, the greater the job satisfaction and less intention to leave. And community pharmacists reported greater job enrichment and job satisfaction and less intention to leave than did hospital and clinic pharmacists. It suggests pharmacy managers could recognize the needs of pharmacists to redesign and enrich their work arrangements.

  4. 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.

  5. Job Rotation Designed to Prevent Musculoskeletal Disorders and Control Risk in Manufacturing Industries: A Systematic Review

    Science.gov (United States)

    Padula, Rosimeire Simprini; Comper, Maria Luiza Caires; Sparer, Emily H.; Dennerlein, Jack T

    2017-01-01

    To better understand job rotation in the manufacturing industry, we completed a systematic review asking the following questions: 1) How do job-rotation programs impact work-related musculoskeletal disorders (MSDs) and related risk control for these MSDs, as well as psychosocial factors? and 2) How best should the job rotation programs be designed? We searched MEDLINE, EMBASE, Business Source Premier, ISI Web of Knowledge, CINAHL, PsyINFO, Scopus, and SciELO databases for articles published in peer-reviewed journals. Eligible studies were examined by two independent reviewers for relevance (population of manufacturing workers, outcomes of musculoskeletal disease, physical factors, psychosocial factors, and strategies used in job-rotation implantation) and methodological quality rating. From 10,809 potential articles, 71 were read for full text analysis. Of the 14 studies included for data extraction, two were non-randomized control trial studies, one was a case-control study, and 11 were cross-sectional comparisons. Only one, with a case-control design, was scored with good methodological quality. Currently, weak evidence exists supporting job rotation as a strategy for the prevention and control of musculoskeletal disorders. Job rotation did not appear to reduce the exposure of physical risk factors; yet, there are positive correlations between job rotation and higher job satisfaction. Worker training has been described as a crucial component of a successful job-rotation program. The studies reported a range of parameters used to implement and measure job-rotation programs. More rigorous studies are needed to better understand the full impact of job rotation on production and health. PMID:27633235

  6. Professional autonomy and job satisfaction: survey of critical care nurses in mainland Greece.

    Science.gov (United States)

    Iliopoulou, Katerina K; While, Alison E

    2010-11-01

    This paper is a report of a study conducted to describe Greek critical care nurses' views on professional autonomy and its relationship with job satisfaction and other work-related variables. Professional autonomy is generally considered a highly desirable nursing attribute and a major factor in nurse job satisfaction. In the critical care environment, a high level of accountability, responsibility and autonomy are required to optimize outcomes of critically unstable patients. A questionnaire survey was conducted with a convenience sample of Greek critical care nurses (n = 431; response rate 70%) in 2007. Data were collected on professional autonomy, job satisfaction, role conflict and role ambiguity. Overall, nurses reported acting moderately autonomously. Younger nurses reported statistically significant lower levels of autonomy. Higher levels of autonomy were reported by female nurses. Multiple logistic regression revealed that appointment level, type of critical care unit and registration with a professional organization were independently associated with autonomy. A positive moderate association was found between reported autonomy, job satisfaction, role conflict and role ambiguity, but there was no relationship between job satisfaction and reported role conflict and role ambiguity. Further education, role enhancement and support are required for nurses working in critical care in Greece if they are to achieve the maximum potential of their professional role. Failure to address the perceptions of professional autonomy may have an impact on staff retention, because of job dissatisfaction. © 2010 Blackwell Publishing Ltd.

  7. Job frustration in substance abuse counselors working with offenders in prisons versus community settings.

    Science.gov (United States)

    Perkins, Elizabeth B; Oser, Carrie B

    2014-06-01

    Substance abuse counselors who work with offenders are facing increasing caseloads, which puts them at higher risk of job frustration. The purpose of this study was to explore differences between substance abuse counselors employed in prison versus community settings in terms of level of organizational support and job frustration. This study also investigated whether organizational support was associated with job frustration after controlling for counselor characteristics and workplace setting. This was accomplished utilizing data that were collected from 267 counselors as part of the Criminal Justice Drug Abuse Treatment Studies research cooperative. Results indicated that counselors employed in community settings, as compared with those employed in prisons, are more likely to report higher levels of perceived organizational support. In addition, ordinal logistic regression results reveal that counselors who are non-White and have greater levels of organizational support have less job frustration, after controlling for counselor characteristics and workplace setting. The researches to practice implications are discussed.

  8. Spina bifida with higher position of sacral hiatus: a case report with clinical implications.

    Science.gov (United States)

    Srijit, D; Shipra, P

    2007-01-01

    Spina bifida is a developmental defect in the vertebral column, in which the laminae fail to fuse and thereby the spinal cord is relatively unprotected. We report a case of spina bifida, in a dried specimen of sacrum, characterized by a prominent S1 spine and a higher sacral hiatus. Conventional textbooks of anatomy provide less information about the clinical implications of such anomalies and research studies are the only source of information. The present study, discusses in detail, the structural and radiological aspects of spina bifida, with a higher sacral hiatus. Precise knowledge of normal and abnormal anatomy of the sacrum may be clinically important for anesthetists, neurologists, radiologists and orthopedic surgeons, in their clinical practice (Fig. 3, Ref. 16). Full Text (Free, PDF) www.bmj.sk

  9. Marital and job satisfaction among non-resident physicians at a Hispanic academic medical center, 2006-2007.

    Science.gov (United States)

    Colón-de Martí, Luz N; Acevedo, Luis F; Céspedes-Gómez, Wayca R

    2009-01-01

    Marital satisfaction has been previously associated with job satisfaction although few studies have addressed this issue among Hispanic physicians. Marital and job satisfaction were assessed in a sample of 92 legally married non-residents physicians working at a Hispanic Academic Medical Center during the 2006-2007 academic year. Marital satisfaction was assessed using the Dyadic Adjustment Scale (DAS) and job satisfaction was measured using a 18-item scale. Response rate was 34.8%. Most (70.7%) of the subjects were males. Forty- five percent (45.0%) belonged to the surgical specialties group. The mean scale value for marital satisfaction was found to be in the average range. Almost all (88.7%) the participants reported being "satisfied "to "very satisfied" with their job. Ninety percent (90.0%) of the surgical specialists and 86.9% of the non-surgical specialists reported being satisfied with their job. The percentage of participants that reported to be "very satisfied" with their job, was higher among the group of surgical specialists (23.3%) than among the non-surgical specialists (13.0%) There was no significant relationship between marital satisfaction and job satisfaction. Also, no statistically significant difference was observed in the level of marital satisfaction and job satisfaction when surgical and non-surgical physicians were compared. The findings on marital satisfaction obtained in this sample were similar to those observed in a previous study of resident physicians at the same academic medical center.

  10. Higher education and eesearch report of the hearing held on 8 December, 2015

    OpenAIRE

    2015-01-01

    This is a report of the hearing that took place on Tuesday 8th December 2015 from 1730 to 2000hrs. This was the second session in the series of the ‘LSE Commission on the Future of Britain in Europe’.\\ud Respected practitioners and experts in higher education and research took up our invitation to participate in the hearing to discuss the risks of a Brexit and how universities might act at this important moment in British life. Participants included those with high level and/or frontline expe...

  11. Job Insecurity and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Bengt Furåker

    2015-01-01

    Full Text Available This article deals with the relationship between job insecurity and organizational commitment. Our analysis includes both ‘subjective’ and ‘objective’ measures of job insecurity and it also distinguishes between a cognitive and affective component of the subjective dimension. As to organizational commitment, we make a distinction between value commitment and readiness to remain with the employing organization. The empirical basis for the analysis is survey data collected in Sweden in 2010-2011. Some of the outcomes are just as expected: perceived risk of losing one’s job is associated with lower value commitment and less willingness to stay with the organization, while the opposite pattern appears for satisfaction with job security. Other results are more noteworthy: increases in unemployment, temporary employment contracts and worry about losing one’s job are linked to higher value commitment. Being anxious about job loss is also positively related to willingness to stay. These results indicate that insecurity can make people more appreciative of their current work and workplace.

  12. Does job insecurity deteriorate health?

    Science.gov (United States)

    Caroli, Eve; Godard, Mathilde

    2016-02-01

    This paper estimates the causal effect of perceived job insecurity - that is, the fear of involuntary job loss - on health in a sample of men from 22 European countries. We rely on an original instrumental variable approach on the basis of the idea that workers perceive greater job security in countries where employment is strongly protected by the law and more so if employed in industries where employment protection legislation is more binding; that is, in induastries with a higher natural rate of dismissals. Using cross-country data from the 2010 European Working Conditions Survey, we show that, when the potential endogeneity of job insecurity is not accounted for, the latter appears to deteriorate almost all health outcomes. When tackling the endogeneity issue by estimating an instrumental variable model and dealing with potential weak-instrument issues, the health-damaging effect of job insecurity is confirmed for a limited subgroup of health outcomes; namely, suffering from headaches or eyestrain and skin problems. As for other health variables, the impact of job insecurity appears to be insignificant at conventional levels.

  13. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

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

  14. Job descriptions made easy.

    Science.gov (United States)

    Miller, Larry

    2014-01-01

    The act of writing a job description can be a daunting and difficult task for many managers. This article focuses on the key concepts of What, How, and Measureable Results as they relate to an employee's job duties. When the answers to these three elements are articulated, they define the core responsibilities of any job that form the basis for an effective job description.

  15. Work environment, job satisfaction, stress and burnout among haemodialysis nurses.

    Science.gov (United States)

    Hayes, Bronwyn; Douglas, Clint; Bonner, Ann

    2015-07-01

    To examine the relationships among nurse and work characteristics, job satisfaction, stress, burnout and the work environment of haemodialysis nurses. Haemodialysis nursing is characterised by frequent and intense contact with patients in a complex and intense environment. A cross-sectional online survey of 417 haemodialysis nurses that included nurse and work characteristics, the Brisbane Practice Environment Measure, Index of Work Satisfaction, Nursing Stress Scale and the Maslach Burnout Inventory. Haemodialysis nurses reported an acceptable level of job satisfaction and perceived their work environment positively, although high levels of burnout were found. Nurses who were older and had worked in haemodialysis the longest had higher satisfaction levels, experienced less stress and lower levels of burnout than younger nurses. The in-centre type of haemodialysis unit had greater levels of stress and burnout than home training units. Greater satisfaction with the work environment was strongly correlated with job satisfaction, lower job stress and emotional exhaustion. Haemodialysis nurses experienced high levels of burnout even though their work environment was favourable and they had acceptable levels of job satisfaction. Targeted strategies are required to retain and avoid burnout in younger and less experienced nurses in this highly specialised field of nursing. © 2013 John Wiley & Sons Ltd.

  16. Effectiveness of job search interventions: a meta-analytic review.

    Science.gov (United States)

    Liu, Songqi; Huang, Jason L; Wang, Mo

    2014-07-01

    The current meta-analytic review examined the effectiveness of job search interventions in facilitating job search success (i.e., obtaining employment). Major theoretical perspectives on job search interventions, including behavioral learning theory, theory of planned behavior, social cognitive theory, and coping theory, were reviewed and integrated to derive a taxonomy of critical job search intervention components. Summarizing the data from 47 experimentally or quasi-experimentally evaluated job search interventions, we found that the odds of obtaining employment were 2.67 times higher for job seekers participating in job search interventions compared to job seekers in the control group, who did not participate in such intervention programs. Our moderator analysis also suggested that job search interventions that contained certain components, including teaching job search skills, improving self-presentation, boosting self-efficacy, encouraging proactivity, promoting goal setting, and enlisting social support, were more effective than interventions that did not include such components. More important, job search interventions effectively promoted employment only when both skill development and motivation enhancement were included. In addition, we found that job search interventions were more effective in helping younger and older (vs. middle-aged) job seekers, short-term (vs. long-term) unemployed job seekers, and job seekers with special needs and conditions (vs. job seekers in general) to find employment. Furthermore, meta-analytic path analysis revealed that increased job search skills, job search self-efficacy, and job search behaviors partially mediated the positive effect of job search interventions on obtaining employment. Theoretical and practical implications and future research directions are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  17. 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.

  18. Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

    Science.gov (United States)

    1981-05-05

    for comparison purposes. Vnlidity Estimates Toble 2 presents the results of the multipla regression analyses between the PAQ job dimensions and the...comprised of individuals in roles that involved "Blue- collar Supervision." The profile for the former group was d fined primarily in te.• ms of higher than

  19. Physical discomfort and psychosocial job stress among male and female operators at telecommunication call centers in Taiwan.

    Science.gov (United States)

    Lin, Yen-Hui; Chen, Chih-Yong; Lu, Shih-Yi

    2009-07-01

    The prevalence of job stress, distributions of major job stressors, and associations between perceived job stress levels and multiple physical discomforts are assessed via a cross-sectional study of 1023 male and female operators at telecommunication call centers in Taiwan. Cases of discomfort are identified via questionnaire surveys requiring respondents to self-reported symptoms of discomfort. Information is obtained on demographics, health status, perceived job stress levels, major job stressors and psychosocial job characteristics. Multivariate logistic regression models are developed to predict physical discomfort in nine body areas. 'Eye strain', 'hoarse or painful throat' and 'musculoskeletal discomfort' are the most pronounced and prevalent complaints after prolonged work time at call centers. Female operators had higher prevalence of physical discomfort than male operators for all body areas. 'Encountering difficult customers' ranked as the most important job stress factor among both male and female operators. Working in a call center for more than 4 years is strongly associated with discomfort in all body areas (odds ratio ranges from 1.65 to 2.15). Analysis of risk factors vs. physical discomfort reveals that operators who perceive higher job stress have significantly increased risk of several health complaints, including eye strain, tinnitus, hoarse or painful throat, chronic cough with phlegm, chest tightness, irritable stomach or peptic ulcers, frequent urination and musculoskeletal discomfort.

  20. 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

  1. Area-level unemployment and perceived job insecurity: evidence from a longitudinal survey conducted in the Australian working-age population.

    Science.gov (United States)

    Milner, Allison; Kavanagh, Anne; Krnjacki, Lauren; Bentley, Rebecca; LaMontagne, Anthony D

    2014-03-01

    RESEARCH SIGNIFICANCE: Job insecurity, the subjective individual anticipation of involuntary job loss, negatively affects employees' health and their engagement. Although the relationship between job insecurity and health has been extensively studied, job insecurity as an 'exposure' has received far less attention, with little known about the upstream determinants of job insecurity in particular. This research sought to identify the relationship between self-rated job insecurity and area-level unemployment using a longitudinal, nationally representative study of Australian households. Mixed-effect multi-level regression models were used to assess the relationship between area-based unemployment rates and self-reported job insecurity using data from a longitudinal, nationally representative survey running since 2001. Interaction terms were included to test the hypotheses that the relationship between area-level unemployment and job insecurity differed between occupational skill-level groups and by employment arrangement. Marginal effects were computed to visually depict differences in job insecurity across areas with different levels of unemployment. Results indicated that areas with the lowest unemployment rates had significantly lower job insecurity (predicted value 2.74; 95% confidence interval (CI) 2.71-2.78, P unemployment (predicted value 2.81; 95% CI 2.79-2.84, P unemployment and job insecurity among precariously and fixed-term employed workers than permanent workers. These findings demonstrate the independent influences of prevailing economic conditions, individual- and job-level factors on job insecurity. Persons working on a casual basis or on a fixed-term contract in areas with higher levels of unemployment are more susceptible to feelings of job insecurity than those working permanently.

  2. 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.

  3. 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.

  4. How do employment types and job stressors relate to occupational injury? A cross-sectional investigation of employees in Japan.

    Science.gov (United States)

    Sakurai, K; Nakata, A; Ikeda, T; Otsuka, Y; Kawahito, J

    2013-11-01

    This study investigated whether 1) the risk of occupational injury differs among permanent employees and specific types of temporary workers, 2) the risk of occupational injury differs across different employment types depending on the degree of job stressors. A cross-sectional study design based on self-report survey data. A total of 36,688 full-time workers (28,868 men and 7820 women; average age = 35.4) were surveyed by means of a self-administered questionnaire. Employment types consisted of permanent employment and two forms of temporary employment: direct-hire and temporary work agent (TWA). Job characteristics including job demands, job control, and social support at work were measured. Occupational injury was measured by asking whether the participant had an injury on the job in the past 12 months that required a medical treatment. To investigate the relationships between employment types, job stressors, and occupational injury, hierarchical moderated logistic regression tests were conducted. High job demands (OR = 1.44) and low job control (OR = 1.21) were significantly associated with an increased risk of occupational injury, while controlling for demographic, life style, health, and occupational factors. In addition, direct-hires (OR = 1.85) and temporary agent workers (OR = 3.26) had a higher risk of occupational injury compared with permanent employees. However, the relationship between employment types and the risk of occupational injury depended on the levels of job demands and job control. Specifically, the magnitude of the relationship between job demands and the risk of occupational injury was substantially greater for temporary work agents than for permanent employees when they reported low levels of job control. Such an interaction effect between job demands and job control on the risk of occupational injury was not observed between permanent employees and direct-hire temporary workers. The current study indicated that temporary workers might be

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

    Science.gov (United States)

    2016-01-01

    OBJECTIVES: This study examined job satisfaction, empowerment, job stress, and burnout among tuberculosis management nurses and physicians in public healthcare institutions. METHODS: 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. RESULTS: 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. CONCLUSIONS: 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. PMID:26971698

  6. Freelancing: Cool jobs or bad jobs?

    OpenAIRE

    Elstad, Beate

    2015-01-01

    The purpose of this article is to study the working conditions for freelance jazz musicians and freelance journalists in Norway. The study indicates that freelancing entails both good and bad job characteristics. The overall job satisfaction is reasonably high. Furthermore, the freelancers’ turnover intentions in terms of intention to leave the freelance job situation are quite low. The intrinsic motivation is very high and most freelancers perceive self-employment to be a personal choice. Th...

  7. Determinants of job stress and job satisfaction among supervisory and non-supervisory employees in a large Canadian teaching hospital.

    Science.gov (United States)

    Brown, J A; Woodward, C A; Shannon, H S; Cunningham, C E; Lendrum, B; McIntosh, J; Rosenbloom, D

    1999-01-01

    This article explores the extent to which hospital workers at a large teaching hospital at different managerial/supervisory levels (designated and non-designated supervisors, and non-supervisory staff), experienced job stress and job satisfaction prior to the re-engineering of hospital services. For all groups, increased levels of job demands were associated with higher levels of stress. Lower levels of decision latitude were associated with increased job stress for designated supervisors. Increasing levels of decision latitude were associated with both job stress and satisfaction for the other two groups. Co-worker support and teamwork contributed to increased job satisfaction for all groups.

  8. Relationships Between Design Characteristics of Avionics Subsystems and Training Cost, Training Difficulty, and Job Performance. Final Report, Covering Activity from 1 July 1971 Through 1 September 1972.

    Science.gov (United States)

    Lintz, Larry M.; And Others

    A study investigated the relationship between avionics subsystem design characteristics and training time, training cost, and job performance. A list of design variables believed to affect training and job performance was established and supplemented with personnel variables, including aptitude test scores and the amount of training and…

  9. 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.

  10. The Appropriateness Of Parental Involvement In The Job Search Process

    Directory of Open Access Journals (Sweden)

    Gary S. Insch

    2011-01-01

    Full Text Available This paper explores millennial job seekers and their parental involvement in the job search process. Preliminary work on a scale to measure the “appropriateness” of certain job search behaviors is reported. Ten parental job search behaviors are identified.  The appropriateness constructs of “mentoring” and “meddling” are developed and empirically tested. Results indicate that both meddling and mentoring are valid and initially useful constructs in examining the suitability of parental involvement in the job search process. The possible impact of parental involvement in the job search process is then discussed along with possible managerial responses.

  11. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from...

  13. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 CBSA Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from...

  14. Job Patterns for Minorities and Women in State and Local Government, 2015 EEO-4Data Table: US by State Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 CBSA Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 CBSA Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns for Minorities and Women in State and Local Government, 2015 EEO-4 Data Table: US Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns for Minorities and Women in State and Local Government, 2015 EEO-4 Data Table: State by Function Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 CBSA Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 CBSA Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns for Minorities and Women in State and Local Government, 2011 EEO-4 Data Table: US by Function Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns For Minorities And Women In Private Industry, 2015 EEO-1 State Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Job Patterns for Minorities and Women in State and Local Government, 2015 EEO-4 Data Table: US by Type Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  5. Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4 Data Table: State by Function Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  6. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 State Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  7. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 CBSA Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  8. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 CBSA Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  9. Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4 Data Table: US by Function Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  10. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  11. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 State Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 CBSA Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  13. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 State Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  14. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 CBSA Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 State Aggregate by NAICS-3 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 CBSA Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns for Minorities and Women in Elementary-Secondary Public Schools, 2012 EEO-5 Dataset - US Summary Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns for Minorities and Women in State and Local Government, 2011 EEO-4 Data Table: US Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 CBSA Aggregate by NAICS-2 Report

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    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4Data Table: US by State Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  5. Job Patterns for Minorities and Women in State and Local Government, 2011 EEO-4 Data Table: State by Function Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  6. Job Patterns For Minorities And Women In Private Industry, 2013 EEO-1 CBSA Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  7. Job Patterns For Minorities And Women In Private Industry, 2007 EEO-1 CBSA Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  8. Job Patterns for Minorities and Women in State and Local Government, 2011 EEO-4Data Table: US by State Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  9. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 CBSA Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  10. Job Patterns For Minorities And Women In Private Industry, 2011 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  11. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  12. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  13. Job Patterns For Minorities And Women In Private Industry, 2008 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  14. Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4 Data Table: US by Type Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  15. Job Patterns For Minorities And Women In Private Industry, 2014 EEO-1 CBSA Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  16. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 State Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  17. Job Patterns for Minorities and Women in Elementary-Secondary Public Schools, 2012 EEO-5 Dataset - State Summary Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  18. Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4 Data Table: US Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  19. Job Patterns for Minorities and Women in State and Local Government, 2011 EEO-4 Data Table: US by Type Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  20. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 CBSA Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  1. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 CBSA Aggregate by NAICS-2 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  2. Job Patterns For Minorities And Women In Private Industry, 2009 EEO-1 CBSA Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  3. Job Patterns For Minorities And Women In Private Industry, 2012 EEO-1 State Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  4. Job Patterns For Minorities And Women In Private Industry, 2010 EEO-1 CBSA Aggregate by NAICS-3 Report

    Data.gov (United States)

    US Equal Employment Opportunity Commission — As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public...

  5. Job demands as a moderator of the political skill-job performance relationship

    DEFF Research Database (Denmark)

    Blickle, G.; Kramer, J.; Zettler, Ingo

    2009-01-01

    Purpose - The purpose of this paper is to determine whether political skill is equally effective in its prediction of job performance for different job demands. Design/methodology/approach - This paper uses self-report sources of employee performance and self-report of political skill after sever...

  6. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Schools and Vacancies: Beijing Science and Technology Vocational Institute is a comprehensive institute of higher learning with approval from the Beijing Municipal Government and is recorded at the Ministry of Education. The school is located in the northwest of Beijing, bordering the Life Garden of the Zhongguancun Hi-Tech Zone (known as China's

  7. Investigating the Influences of Core Self-Evaluations, Job Autonomy, and Intrinsic Motivation on In-Role Job Performance

    Science.gov (United States)

    Joo, Baek-Kyoo; Jeung, Chang-Wook; Yoon, Hea Jun

    2010-01-01

    This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived higher in-role job performance when they had…

  8. War and Peace among the Words: Rhetoric, Style and Propaganda in Response to National Reports on Higher Education.

    Science.gov (United States)

    Adelman, Clifford

    Responses to national reports during October 1984 through May 1985 concerning the state of American higher education are analyzed. Quantitative content analysis and qualitative rehetorical criticism are used to examine responses to national reports. Three national reports are of concern: "Involvement in Learning,""A Nation at…

  9. Compendium on Financing of Higher Education: Final Report of the Financing the Students' Future Project

    Science.gov (United States)

    Payne, Bethan; Charonis, George-Konstantinos; Haaristo, Hanna-Stella; Maurer, Moritz; Kaiser, Florian; Siegrist, Rahel; McVitty, Debbie; Gruber, Angelika; Heerens, Nik; Xhomaqi, Brikena; Nötzl, Tina; Semjonov, Meeli; Primožic, Rok

    2013-01-01

    Higher education plays a vital role in society and the quality, accessibility, and form of higher education is highly dependent on financing. Financing of higher education is conceived to be of central importance for the future creation and dissemination of knowledge and research. Therefore, the financing of higher education is a topic that has…

  10. Management's Ecstasy and Disparity Over Job Enrichment

    Science.gov (United States)

    King, Albert S.

    1976-01-01

    A case study analyzing job enrichment schemes and manager expectations of increased productivity is presented. It was found that it was the managers' expectations of increased productivity, not the reorganization of work, that led to higher productivity. (EC)

  11. Job strain and alcohol intake

    DEFF Research Database (Denmark)

    Heikkilä, Katriina; Nyberg, Solja T; Fransson, Eleonor I

    2012-01-01

    The relationship between work-related stress and alcohol intake is uncertain. In order to add to the thus far inconsistent evidence from relatively small studies, we conducted individual-participant meta-analyses of the association between work-related stress (operationalised as self-reported job...... strain) and alcohol intake....

  12. Job Oriented Monitoring Clusters

    Directory of Open Access Journals (Sweden)

    Vijayalaxmi Cigala,

    2011-03-01

    Full Text Available There has been a lot of development in the field of clusters and grids. Recently, the use of clusters has been on rise in every possible field. This paper proposes a system that monitors jobs onlarge computational clusters. Monitoring jobs is essential to understand how jobs are being executed. This helps us in understanding the complete life cycle of the jobs being executed on large clusters. Also, this paper describes how the information obtained by monitoring the jobs would help in increasing the overall throughput of clusters. Heuristics help in efficient job distribution among the computational nodes, thereby accomplishing fair job distribution policy. The proposed system would be capable of loadbalancing among the computational nodes, detecting failures, taking corrective actions after failure detection, job monitoring, system resource monitoring, etc.

  13. Natural gas conversion to higher hydrocarbons using plasma interactions with surfaces. Final report

    Energy Technology Data Exchange (ETDEWEB)

    Sackinger, W.M.; Kamath, V.A.; Morgan, B.L.; Airey, R.W.

    1993-12-01

    Experiments are reported in which a methane plasma is created, and the methyl ions and hydrogen ions are accelerated within a microchannel array so that they interact with neutral methane molecules on the inside surfaces of the microchannels. No catalysts are used, and the device operates at room temperature. Impact energies of the ions are in the range of 10 eV to greater than 100 eV, and the energy delivered in the interaction at the surfaces causes the production of larger hydrocarbon molecules, such as C{sub 2}H{sub 2}, C{sub 2}H{sub 4}, and C{sub 2}H{sub 6}, along with C{sub 3}, C{sub 4}, C{sub 5}m C{sub 6}, C{sub 7}m and C{sub 8} molecules. There is a decreasing percentage of larger molecules produced, in comparison with the C{sub 2} and C{sub 3} types. Conversion effectiveness is greater at higher pressure, due to the increased ionic activity. The yield of the higher hydrocarbons depends upon the external voltage used, and voltage can be used as a control parameter to adjust the output mixture proportions. A conversion energy of 2.59 kilowatt hours/killogram of output has been demonstrated, and a reduction of this by a factor of 10 is possible using known techniques. In batch experiments, the selectivity for C{sub 2} has varied from 47% to 88%, and selectivity for C{sub 6} has ranged from 0% to 12.8%. Other hydrocarbon selectivities also span a wide and useful range. The estimated costs for hydrocarbons produced with this technology are in the range of $200 per tonne, in production quantities, depending upon natural gas costs. Pilot production experiments are recommended to make these estimates more precise, and to address strategies for scaling the technology up to production levels. Applications are discussed.

  14. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Schools and Vacancies: Beijing Science and Technology Vocational Institute is a compre nensive institute of higher learning with approval from the Beijing Municipal Government and recorded at the Ministry of Education. The school is located in the northwest of Beijing, bordering the Lite Garden of the Zhongguancun Hi-Tech Zone (known as China's Silicon Valley) and the 2008 Beijing Olympic Village. The institute was established in 1997 and it has now become one of the top 10 public-sponsored universities ...

  15. JOB INFORMATION

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Practical Q&A for Foreign Teachers: What is the meaning of the term foreign cultural and educational expert or foreign teacher? The term foreign cultural and educational expert refers to foreign specialists who are engaged in such areas as education, science and technology, journalism, publishing, culture, art, sanitation, sports, science, economics, management, trade, accounting, tax, finance and law in China. The experts should have a bachelor's degree or higher degree and working experience of more th...

  16. A Review of Two Higher Education Accountability Issues: Student Assessment and Faculty Workload. Report to Utah State Legislature. Report Number 91-03.

    Science.gov (United States)

    Utah State Office of the Legislative Auditor General, Salt Lake City.

    This report, in examining higher education accountability, reviews how student assessment is used nationally and in Utah to improve higher education accountability, and reviews the methods used in Utah to monitor faculty workload. Student assessments do provide a direct method of evaluating higher education effectiveness, and Utah's institutions…

  17. Job satisfaction in psychiatric nursing.

    Science.gov (United States)

    Ward, M; Cowman, S

    2007-08-01

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

  18. The Influence of Employee Participation in Job Redesign

    Science.gov (United States)

    Seeborg, Irmtraud Streker

    1978-01-01

    The research reported in this paper compares who designs the new jobs when more than one method of job redesign was used for the same job. Available from: JABS Order Dept., NTL Institute for Applied Behavioral Science, P.O. Box 9155, Rosslyn Station, Arlington, Virginia 22209. (Author/MLF)

  19. 全球化行业%Jobs Go Global

    Institute of Scientific and Technical Information of China (English)

    Helen

    2003-01-01

    @@ Looking for a high-paying tech job? Good luck.Offshore1 outsourcing2-the export ing of jobs that were once done in house has been on the increase, to the point where a report by Gartner Inc., an information technology research firm, calls the movement of tech-related jobs an "irreversible3megatrend4."

  20. 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.…

  1. The job demands-resources model of burnout

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Nachreiner, F.; Schaufeli, W.B.

    2001-01-01

    The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working

  2. Job Satisfaction among Support Staff in Twelve Ohio Academic Libraries.

    Science.gov (United States)

    Parmer, Coleen; East, Dennis

    1993-01-01

    Discusses previous job satisfaction research and reports a study of job satisfaction among Ohio academic library support staff using Paul E. Spector's Job Satisfaction Survey. The 434 responses indicate general satisfaction, with greater satisfaction among females, among those who work in public services, have less experience, or who work…

  3. Job Market Looks Brighter for Some Ph.D.'s

    Science.gov (United States)

    June, Audrey Williams

    2012-01-01

    The author reports on the academic job market that is showing signs of turning around after a multiyear slump. Job-outlook data released by professional associations in recent months show an uptick in the number of jobs available in several fields, including history, the humanities and foreign languages, sociology, geography, and political…

  4. Expanding the scope of practice for enrolled nurses working in an Australian rural health service - implications for job satisfaction.

    Science.gov (United States)

    Hoodless, Mary; Bourke, Lisa

    2009-05-01

    Career opportunities have been limited for enrolled nurses (ENs) working in small, rural health services. Medication endorsement offers ENs expanded scope of practice which may lead to improved job satisfaction. This small study compared job satisfaction between a group of ENs with recent medication endorsement and a group who elected not to undertake the course in a small, isolated health service. A questionnaire was designed to measure job satisfaction containing the measure of job satisfaction (MJS) scale and other information regarding the course in medication administration. Interviews were also conducted with medication endorsed nurses to gain a greater understanding about the course and their expanded scope of practice. Medication endorsed nurses were newer to nursing and their current job, and reported higher job satisfaction on all five factors. Non-medication endorsed nurses cited lack of confidence and ability as key reasons for not undertaking the course while medication endorsed nurses reported professional and personal reasons for expanding their scope of practice. Most enjoyed the responsibility and reported satisfaction from distributing medications and responding to pain while one viewed it as added work. The findings from this small study suggest that providing local education will improve job satisfaction of ENs.

  5. Who Creates Jobs?

    OpenAIRE

    Ghani, Ejaz; Kerr, William R.; O'Connell, Stephen D

    2011-01-01

    There is a consensus that jobs are vital in translating economic growth into lasting poverty reduction and social cohesion. But who creates jobs is an understudied field. This economic premise argues that there is a strong link between initial levels of young and small firms and subsequent job growth, as evidenced in India. The economic geography of entrepreneurship in India is still evolv...

  6. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...

  7. Student Job Seekers

    Science.gov (United States)

    Vincent, Helen

    1978-01-01

    The problem of graduate unemployment in India is examined in a study of 650 job seekers in Madras City. The relatively long period of waiting before a graduate actually finds and takes a job is attributed often to high income expectation. Correlations between job and studies preference of students are among the factors discussed. (LBH)

  8. Replacing America's Job Bank

    Science.gov (United States)

    Vollman, Jim

    2009-01-01

    The Job Central National Labor Exchange (www.jobcentral.com) has become the effective replacement for America's Job Bank with state workforce agencies and, increasingly, with community colleges throughout the country. The American Association of Community Colleges (AACC) has formed a partnership with Job Central to promote its use throughout the…

  9. Replacing America's Job Bank

    Science.gov (United States)

    Vollman, Jim

    2009-01-01

    The Job Central National Labor Exchange (www.jobcentral.com) has become the effective replacement for America's Job Bank with state workforce agencies and, increasingly, with community colleges throughout the country. The American Association of Community Colleges (AACC) has formed a partnership with Job Central to promote its use throughout the…

  10. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

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

  11. Job-related resources and the pressures of working life.

    Science.gov (United States)

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life.

  12. Institutional wide implementation of key advice for socially inclusive teaching in higher education. A Practice Report

    Directory of Open Access Journals (Sweden)

    Lisa Thomas

    2014-03-01

    Full Text Available Government policy and institutional initiatives have influenced increases in enrolment of non-traditional students to Australian universities. For these students, university culture is often incongruent with their own, making it difficult to understand the tacit requirements for participation and success. Academic teaching staff are important in creating socially inclusive learning experiences, particularly in first year subjects. This paper presents an institution-wide approach to enhancing socially inclusive teaching at one Australian university. Underpinned by a framework of ”bridging social-incongruity” the initiative was guided by six principles of socially inclusive teaching to support practice as proposed in the 2012 “Effective support of students from low socioeconomic backgrounds in higher education” report commissioned by the Australian Office of Learning and Teaching. Feedback from 150 academic teaching staff from various disciplines and campus locations, suggests this initiative was effective in increasing understanding of socially inclusive teaching practices with many participants indicating the teaching enhancements were applicable for their teaching context.

  13. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  14. The Impact of Correctional Officer Perceptions of Inmates on Job Stress

    Directory of Open Access Journals (Sweden)

    Marcos Misis

    2013-05-01

    Full Text Available Research suggests that job-related stress affects correctional officers’ attitudes toward their work environment, coworkers, and supervisors, as well as their physical and mental health; however, very few studies have examined the relationship between stress and attitudes toward inmates. This study examined the relationship between correctional officers’ levels of stress and their perceptions of inmates by surveying a sample of 501 correctional officers employed by a Southern prison system. Hierarchical multiple regression analysis was used to test the principal hypothesis of this study—that more negative perceptions of inmates would result in higher levels of stress for correctional officers. Independent variables were grouped into four groups (demographic variables, supervisory support, job characteristics, and attitudes toward inmates and were entered into the model in blocks. Lower supervisory support and perceptions of the job being dangerous were associated with higher levels of job stress. More importantly, correctional officers who saw inmates as intimidated (not arrogant and nonmanipulative reported lower levels of job stress, while officers who perceived inmates as being unfriendly, antisocial, and cold reported higher levels of stress.

  15. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

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

  16. Job Satisfaction of Female and Male Superintendents: The Influence of Job Facets and Contextual Variables as Potential Predictors

    Science.gov (United States)

    Young, I. Phillip; Kowalski, Theodore J.; McCord, Robert S.; Petersen, George J.

    2012-01-01

    A descriptive multiple regression approach was used to assess the job satisfaction of female and male public school superintendents taking part in a decennial survey conducted by AASA. Self-reported job satisfaction of public school superintendents was regressed on their affective reactions to specific job facets (supervision, co-workers, and…

  17. Job Loss and Infrastructure Job Creation Spending During the Recession

    Science.gov (United States)

    2010-05-26

    MONITOR’S REPORT NUMBER(S) 12. DISTRIBUTION /AVAILABILITY STATEMENT Approved for public release; distribution unlimited 13. SUPPLEMENTARY NOTES 14...Depression period. (See CRS Report R41017, Job Creation Programs of the Great Depression: the WPA and the CCC.) To mitigate all but one recession since the...interrelationships between industries in the production process, showing how the dollar value of a sale is distributed across industries at a particular point in

  18. 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

    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. 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. 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). 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.

  19. Motivation and job satisfaction among medical and nursing staff in a Cyprus public general hospital

    Science.gov (United States)

    2010-01-01

    Background The objective of this study was to investigate how medical and nursing staff of the Nicosia General Hospital is affected by specific motivation factors, and the association between job satisfaction and motivation. Furthermore, to determine the motivational drive of socio-demographic and job related factors in terms of improving work performance. Methods A previously developed and validated instrument addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) was used. Two categories of health care professionals, medical doctors and dentists (N = 67) and nurses (N = 219) participated and motivation and job satisfaction was compared across socio-demographic and occupational variables. Results The survey revealed that achievements was ranked first among the four main motivators, followed by remuneration, co-workers and job attributes. The factor remuneration revealed statistically significant differences according to gender, and hospital sector, with female doctors and nurses and accident and emergency (A+E) outpatient doctors reporting greater mean scores (p 55 years of age reported higher job satisfaction when compared to the other groups. Conclusions The results are in agreement with the literature which focuses attention to management approaches employing both monetary and non-monetary incentives to motivate health care professionals. Health care professionals tend to be motivated more by intrinsic factors, implying that this should be a target for effective employee motivation. Strategies based on the survey's results to enhance employee motivation are suggested. PMID:21080954

  20. Motivation and job satisfaction among medical and nursing staff in a Cyprus public general hospital

    Directory of Open Access Journals (Sweden)

    Kontodimopoulos Nick

    2010-11-01

    Full Text Available Abstract Background The objective of this study was to investigate how medical and nursing staff of the Nicosia General Hospital is affected by specific motivation factors, and the association between job satisfaction and motivation. Furthermore, to determine the motivational drive of socio-demographic and job related factors in terms of improving work performance. Methods A previously developed and validated instrument addressing four work-related motivators (job attributes, remuneration, co-workers and achievements was used. Two categories of health care professionals, medical doctors and dentists (N = 67 and nurses (N = 219 participated and motivation and job satisfaction was compared across socio-demographic and occupational variables. Results The survey revealed that achievements was ranked first among the four main motivators, followed by remuneration, co-workers and job attributes. The factor remuneration revealed statistically significant differences according to gender, and hospital sector, with female doctors and nurses and accident and emergency (A+E outpatient doctors reporting greater mean scores (p 55 years of age reported higher job satisfaction when compared to the other groups. Conclusions The results are in agreement with the literature which focuses attention to management approaches employing both monetary and non-monetary incentives to motivate health care professionals. Health care professionals tend to be motivated more by intrinsic factors, implying that this should be a target for effective employee motivation. Strategies based on the survey's results to enhance employee motivation are suggested.

  1. Job satisfaction among health care workers: the role of gender and age

    Directory of Open Access Journals (Sweden)

    César Carrillo-García

    2013-12-01

    Full Text Available OBJECTIVE: to analyze the influence of gender and age on the quality of the professional lives of health care professionals at a university hospital. METHOD: a total of 546 professionals completed a general questionnaire that measured sociodemographic variables and evaluated job satisfaction using a scale adopted from the NTP 394 Job Satisfaction scale and translated into Spanish. RESULTS: overall, 77.2% of the professionals surveyed were satisfied with the work they perform. With regards to gender, we found overwhelming evidence of the feminization of practically all health care professions included in the study, with higher levels of job satisfaction among women than men. Regarding age, 20-30-year-olds and professionals over 61 years old showed higher satisfaction levels than did middle-aged professionals. Higher levels of dissatisfaction were reported by professionals between 41 and 50 years old. CONCLUSIONS: we were able to detect the influence of gender and age on the level of job satisfaction, finding significant associations between job satisfaction and both of these variables. Generally, women expressed more satisfaction than men, and elderly professionals showed higher satisfaction compared to younger professionals. Management policies should focus on taking action to correct the conditions that produce dissatisfaction among certain groups of employees.

  2. Resource Minimization Job Scheduling

    Science.gov (United States)

    Chuzhoy, Julia; Codenotti, Paolo

    Given a set J of jobs, where each job j is associated with release date r j , deadline d j and processing time p j , our goal is to schedule all jobs using the minimum possible number of machines. Scheduling a job j requires selecting an interval of length p j between its release date and deadline, and assigning it to a machine, with the restriction that each machine executes at most one job at any given time. This is one of the basic settings in the resource-minimization job scheduling, and the classical randomized rounding technique of Raghavan and Thompson provides an O(logn/loglogn)-approximation for it. This result has been recently improved to an O(sqrt{log n})-approximation, and moreover an efficient algorithm for scheduling all jobs on O((OPT)^2) machines has been shown. We build on this prior work to obtain a constant factor approximation algorithm for the problem.

  3. The Economics of Higher Education: A Report Prepared by the Department of the Treasury with the Department of Education

    Science.gov (United States)

    US Department of the Treasury, 2012

    2012-01-01

    This report discusses the current state of higher education, with a brief high-level overview of the market and a more detailed discussion and analysis of the financial aid system. It also discusses the important changes President Obama has made to make higher education more accessible and affordable. The key findings are: (1) The economic returns…

  4. The Hunt Report and Higher Education Policy in the Republic of Ireland: "An International Solution to an Irish Problem?"

    Science.gov (United States)

    Walsh, John; Loxley, Andrew

    2015-01-01

    The "National Strategy for Higher Education to 2030" in the Republic of Ireland (universally known as the Hunt Report) represents the latest and most assertive attempt by the Irish state to re-construct higher education in accordance with economic utilitarian objectives. This paper sets out to analyse the historical context, key themes…

  5. Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health?

    Science.gov (United States)

    Park, Soo Kyung; Rhee, Min-Kyoung; Barak, Michàlle Mor

    2016-01-01

    Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.

  6. 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).

  7. Do immigrants work in riskier jobs?

    Science.gov (United States)

    Orrenius, Pia M; Zavodny, Madeline

    2009-08-01

    Recent media and government reports suggest that immigrants are more likely to hold jobs with poor working conditions than U.S.-born workers, perhaps because immigrants work in jobs that "natives don't want." Despite this widespread view, earlier studies have not found immigrants to be in riskier jobs than natives. This study combines individual-level data from the 2003-2005 American Community Survey with Bureau of Labor Statistics data on work-related injuries and fatalities to take afresh look at whether foreign-born workers are employed in more dangerous jobs. The results indicate that immigrants are in fact more likely to work in risky jobs than U.S.-born workers, partly due to differences in average characteristics, such as immigrants' lower English-language ability and educational attainment.

  8. Job Satisfaction among Turkish Business Aviation Technicians

    Directory of Open Access Journals (Sweden)

    Tevfik Uyar

    2013-09-01

    Full Text Available The most applicable models in safety management put the human factors, employers’ attitudes and behaviors at the center. This study reports an investigation of job satisfaction among business aviation technicians. A demographic information form and Job Satisfaction Survey (JSS were used to collect data from 44 individuals. Data was analyzed using ANOVA and Student’s t-test. Our results show that there is significant difference in total job satisfaction levels with regard to marital status while other personal factors are not related to the total job satisfaction levels. However several sub dimensions of job satisfaction are affected by the workers’ military or civilian origin, their training background, types of companies they work in or their license category. No difference is found in age and position groups. Secondly, study shows that technicians are the most satisfied from the nature of their work, while they are the least satisfied by operational procedures.

  9. Estimating job runtime for CMS analysis jobs

    CERN Document Server

    Sfiligoi, Igor

    2013-01-01

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

  10. Estimating job runtime for CMS analysis jobs

    Science.gov (United States)

    Sfiligoi, I.

    2014-06-01

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

  11. Building on Success: Educational Diversity and Equity in Kentucky Higher Education. Choices before the Commonwealth. Final Report

    Science.gov (United States)

    Ancheta, Angelo; Ledesma, Maria; Trent, William; Kurlaender, Michal; Yun, John; Lee, Chungmei; Siegel-Hawley, Genevieve; Driscoll, Anne; Orfield, Gary

    2008-01-01

    This report is an effort to assess what has been accomplished in successfully diversifying and desegregating historically segregated and unequal higher educational institutions across Kentucky, and how this was done. The report discusses the changing legal setting for these initiatives, analyzes the educational achievements and challenges, and…

  12. Job strain and cardiovascular disease risk factors: meta-analysis of individual-participant data from 47,000 men and women.

    Directory of Open Access Journals (Sweden)

    Solja T Nyberg

    Full Text Available BACKGROUND: Job strain is associated with an increased coronary heart disease risk, but few large-scale studies have examined the relationship of this psychosocial characteristic with the biological risk factors that potentially mediate the job strain - heart disease association. METHODOLOGY AND PRINCIPAL FINDINGS: We pooled cross-sectional, individual-level data from eight studies comprising 47,045 participants to investigate the association between job strain and the following cardiovascular disease risk factors: diabetes, blood pressure, pulse pressure, lipid fractions, smoking, alcohol consumption, physical inactivity, obesity, and overall cardiovascular disease risk as indexed by the Framingham Risk Score. In age-, sex-, and socioeconomic status-adjusted analyses, compared to those without job strain, people with job strain were more likely to have diabetes (odds ratio 1.29; 95% CI: 1.11-1.51, to smoke (1.14; 1.08-1.20, to be physically inactive (1.34; 1.26-1.41, and to be obese (1.12; 1.04-1.20. The association between job strain and elevated Framingham risk score (1.13; 1.03-1.25 was attributable to the higher prevalence of diabetes, smoking and physical inactivity among those reporting job strain. CONCLUSIONS: In this meta-analysis of work-related stress and cardiovascular disease risk factors, job strain was linked to adverse lifestyle and diabetes. No association was observed between job strain, clinic blood pressure or blood lipids.

  13. Teaching Strategies Adopted by Teachers at Higher Education Level in Kerala: A Research Report

    Science.gov (United States)

    Jesa, M.; Nisha, E. V.

    2017-01-01

    In the special context of entrepreneurship, employability skill development, Higher Education 2.0 and the Kovalam Declaration 2016, the present article presents a brief review of genres of teaching strategies at higher education level and attempts to bring to the attention of the readers an account of the teaching strategies adopted by teachers at…

  14. The Information Culture of Higher Education Institutions: The Estonian Case

    Science.gov (United States)

    Lauri, Liia; Heidmets, Mati; Virkus, Sirje

    2016-01-01

    Introduction: This paper focuses on the information culture of higher education institutions in Estonia. The aim of the study is to explore the relationship between information culture, information management and job satisfaction, leadership style, and self-reported individual performance. Method: A total of 160 faculty members from twelve…

  15. 2016 National Profile of Higher Education Chief Business Officers

    Science.gov (United States)

    National Association of College and University Business Officers, 2016

    2016-01-01

    The "2016 National Profile of Higher Education Chief Business Officers" is a triennial report that tracks changes in the demographic characteristics, job duties, and plans for career transitions and retirements of business office chief executives at colleges and universities in 2010, 2013, and 2016. The 2016 study also provides a…

  16. Air Force Research to Link Standards for Enlistment to On-the-Job Performance

    Science.gov (United States)

    1991-02-01

    This report describes Air Force research supporting the Joint-Service Job Performance Measurement/Enlistment Standards Project. This project has...selection and classification standards on-the- job performance . This report describes those relationships. A brief overview of the Air Force Job Performance Measurement...enlistment test scores, job experience, educational attainment, and hands-on job performance test scores. Additional analyses indicating the reliability and

  17. 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.

  18. Evaluating stress, burnout and job satisfaction in New Zealand radiation oncology departments.

    Science.gov (United States)

    Jasperse, M; Herst, P; Dungey, G

    2014-01-01

    This research aimed to determine the levels of occupational stress, burnout and job satisfaction among radiation oncology workers across New Zealand. All oncology staff practising in all eight radiation oncology departments in New Zealand were invited to participate anonymously in a questionnaire, which consisted of the Maslach Burnout Inventory and measures of stress intensity associated with specific occupational stressors, stress reduction strategies and job satisfaction. A total of 171 (out of 349) complete responses were analysed using spss 19; there were 23 oncologists, 111 radiation therapists, 22 radiation nurses and 15 radiation physicists. All participants, regardless of profession, reported high stress levels associated with both patient-centred and organisational stressors. Participants scored high in all three domains of burnout: emotional exhaustion, depersonalisation and personal accomplishment. Interestingly, although organisational stressors predicted higher emotional exhaustion and emotional exhaustion predicted lower job satisfaction, patient stressors were associated with higher job satisfaction. Job satisfaction initiatives such as ongoing education, mentoring and role extension were supported by many participants as was addressing organisational stressors, such as lack of recognition and support from management and unrealistic expectations and demands. New Zealand staff exhibit higher levels of burnout than Maslach Burnout Inventory medical norms and oncology workers in previous international studies.

  19. Reflections on the Future of Global Higher Education - WAAS Conference Report

    Directory of Open Access Journals (Sweden)

    Ivo Šlaus

    2013-10-01

    Full Text Available Education is the most important catalyst of social evolution. Today higher education is in the early stages of a revolutionary transition that will have immense impact on the future of global society. This article presents an overview of perspectives explored at the World Academy's Forum on Global Higher Education conducted at the University of California at Berkeley on October 2-3, 2013. It examines issues resulting from rapid changes in educational technology and organization that impact on accessibility, affordability, quality, relevance, employability and content of higher education. It envisions establishment of a World University Consortium as a network and umbrella group to facilitate educational partnerships and linkages with other interested stakeholders at the international level, to provide a centralized source of information about latest innovative ideas and developments in this field, and to explore creative solutions to enhance the reach, quality and relevance of higher education globally.

  20. Organisational change stressors and nursing job satisfaction: the mediating effect of coping strategies.

    Science.gov (United States)

    Teo, Stephen T T; Pick, David; Newton, Cameron J; Yeung, Melissa E; Chang, Esther

    2013-09-01

    To examine the mediating effect of coping strategies on the consequences of nursing and non-nursing (administrative) stressors on the job satisfaction of nurses during change management. Organisational change can result in an increase in nursing and non-nursing-related stressors, which can have a negative impact on the job satisfaction of nurses employed in health-care organisations. Matched data were collected in 2009 via an online survey at two time-points (six months apart). Partial least squares path analysis revealed a significant causal relationship between Time 1 administrative and role stressors and an increase in nursing-specific stressors in Time 2. A significant relationship was also identified between job-specific nursing stressors and the adoption of effective coping strategies to deal with increased levels of change-induced stress and strain and the likelihood of reporting higher levels of job satisfaction in Time 2. The effectiveness of coping strategies is critical in helping nurses to deal with the negative consequences of organisational change. This study shows that there is a causal relationship between change, non-nursing stressors and job satisfaction. Senior management should implement strategies aimed at reducing nursing and non-nursing stress during change in order to enhance the job satisfaction of nurses. © 2013 John Wiley & Sons Ltd.

  1. 77 FR 56194 - Notice of Proposed Information Collection Requests; Office of the Secretary; Education Jobs...

    Science.gov (United States)

    2012-09-12

    ... Notice of Proposed Information Collection Requests; Office of the Secretary; Education Jobs Annual Performance Report SUMMARY: The Education Jobs program provides $10 billion in assistance to States to save or create education jobs. Jobs funded under this program include those that provide educational and...

  2. Working mothers: Family-work conflict, job performance and family/work variables

    Directory of Open Access Journals (Sweden)

    Cynthia J Patel

    2006-02-01

    Full Text Available The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half the sample indicated that paid work was more important than their housework and reported that their working had a positive impact on their families. The findings are discussed in relation to the changing work and family identities of non-career women.

  3. Job Performance, Job Satisfaction and Motivation: A Critical Review of Their Relationship

    Directory of Open Access Journals (Sweden)

    Revenio Jalagat Jr

    2016-11-01

    Full Text Available The objective of this paper is to investigate the relationship between these three variables namely: Job performance, job satisfaction and motivation with the help of theoretical models and literatures. Although many studies had already been conducted on job satisfaction and job performance, its relationship is still subject to much hated debates to specifically determine the extent of its relationship. With regards to motivation, results showed that, monetary consideration is by far more important than other motivation strategies which emphasized the aspect of addressing the economic needs of the individuals. However motivation like that of Herzberg had proven that pay is not the sole indicator of employee motivation. Furthermore, it was also proven that job satisfaction, job performance and motivation interact with each other and functioned interdependently such that the process is circular rather than linear. When job satisfaction and performance is linked with group performance, the outcome revealed that higher job satisfaction leads to higher performance although it is not always the case. Working together is the key to achieve desirable outcomes which means that employees should not be kept in isolation but should be encouraged to work together to effectively achieve the goals and success whether in group or the organization as a whole.

  4. Job-Related Well-Being Through the Great Recession

    OpenAIRE

    GREEN, F.; Felstead, A.; Gallie, D.; Inanc, H.

    2016-01-01

    We study how job-related well-being (measured by Warr’s ‘Enthusiasm’ and ‘Contentment’ scales) altered through the Great Recession, and how this is related to changing job quality. Using nationally representative data for Britain, we find that job-related well-being was stable between 2001 and 2006, but then declined between 2006 and 2012. We report relevant changes in job quality. In modelling the determinants of job-related well-being, we confirm several previously-studied hypotheses and pr...

  5. KRONOS: A Monte Carlo event generator for higher order QED corrections at HERA — Status report

    Science.gov (United States)

    Anlauf, Harald; Manakos, Panagiotis; Mannel, Thomas; Dahmen, Hans D.; Ohl, Thorsten

    1992-12-01

    We report on the status of the Monte Carlo event generator KRONOS for deep inelastic lepton hadron scattering at HERA. KRONOS focusses on the description of electronmagnetic corrections beyond the existing fixed order calculations.

  6. Higher Education for the 1980s. Challenges and Responses. Report of the Hiroshima International Seminar on Higher Education (2nd, Hiroshima, Japan, January 29-31, 1980).

    Science.gov (United States)

    Hiroshima Univ. (Japan). Research Inst. for Higher Education.

    The challenges of social change, values crises, societal needs for higher education, the internal dynamics of higher educational systems, and future reforms in higher education were discussed at the Second Hiroshima International Seminar on Higher Education. Topics discussed include: Higher Education in an Age of Internationalization (Michio…

  7. Growing Job Insecurity and Inequality between Good Jobs and Bad Jobs: An Interview with Arne Kalleberg

    OpenAIRE

    Kalleberg, Arne

    2014-01-01

    Arne Kalleberg was interviewed by Tatiana Karabchuk and Andrey Shevchuk, senior fellows at the Higher School of Economics. This interview was conducted during the international conference “Embeddedness and Beyond: Do Sociological Theories Meet Economic Realities?” (Moscow, 25–28 October 2012), where Prof. Kalleberg presented his new research “The Growth of Precarious Work: A Challenge for Economic Sociology”. In the interview Arne Kalleberg clarified the difference between job security and jo...

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

    National Research Council Canada - National Science Library

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

    2017-01-01

    ...’ 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...

  9. 2015 Global Information Technology Report: Consequences on Knowledge Management in Higher Education Institutions in Nigeria

    Science.gov (United States)

    Ololube, Nwachukwu Prince; Agbor, Comfort Nkogho; Major, Nanighe Baldwin; Agabi, Chinyere O.; Wali, Worlu I.

    2016-01-01

    This research is a continuation of a theoretical review that evaluated ICT Policy Outcomes for National Development in relation to Networked Readiness Index (NRI) and the impact it has on knowledge integration and management in higher education institutions in Nigeria. A new dawn in information technology (IT) has initiated new trends in…

  10. Special Report #6. Developing Trends in Content of Collective Bargaining Contracts in Higher Education.

    Science.gov (United States)

    Andes, John

    The growth in the number of higher education collective bargaining contracts continues at a rapid pace, although it is taking longer for the initial contract to be negotiated. The data on 131 contracts covering 215 institutions is included in the statistical tables in this document. Collective bargaining has increased in the West and at least one…

  11. Report of the Governor's Commission on Higher Education and the Economy, January 1982.

    Science.gov (United States)

    Governor's Blue Ribbon Commission on Higher Education and the Economy of Connecticut, Inc., Hartford.

    The Governor's Commission on Higher Education and the Economy's assessment of the Connecticut system and ways that the educational needs of the economy and the state can be met during a period of declining enrollments and fiscal constraints is presented. Working committees of the commission studied governance and management; business, labor, and…

  12. Brief Report: Joint Attention and Information Processing in Children with Higher Functioning Autism Spectrum Disorders

    Science.gov (United States)

    Mundy, Peter; Kim, Kwanguk; McIntyre, Nancy; Lerro, Lindsay; Jarrold, William

    2016-01-01

    Theory suggests that information processing during joint attention may be atypical in children with Autism Spectrum Disorder (ASD). This hypothesis was tested in a study of school-aged children with higher functioning ASD and groups of children with symptoms of ADHD or typical development. The results indicated that the control groups displayed…

  13. Higher Education Cost Containment. Performance Audit, November 1995. Report of the State Auditor.

    Science.gov (United States)

    Colorado State Office of State Auditor, Denver.

    Between June and September 1995, this performance audit examined Colorado higher education cost containment in debt refinancing and improvements to student loan processes according to generally accepted government auditing standards. With respect to debt refinancing, the audit concluded that in general, governing boards and institutions were…

  14. Prepared in Mind and Resources? A Report on Public Higher Education in South Carolina

    Science.gov (United States)

    Alacbay, Armand; Poliakoff, Michael

    2011-01-01

    In 2011, South Carolina Governor Nikki Haley signed into law the South Carolina Higher Education Efficiency and Administrative Policies Act, maintaining the transparency and accountability that lead to increased academic quality and affordability at colleges and universities. It is in this context that ACTA (American Council of Trustees and…

  15. Made in Maine: A State Report Card on Public Higher Education

    Science.gov (United States)

    Markley, Eric; Poliakoff, Michael

    2011-01-01

    Maine is blessed with universities that have records of significant achievement. The seven campuses of the University of Maine System (UMS) together educated over 23,000 students (full-time equivalent) during the past year. But for good reason, in recent years public confidence in higher education throughout the nation has fallen. Half of the…

  16. Reporting the Use of Multiple Imputation for Missing Data in Higher Education Research

    Science.gov (United States)

    Manly, Catherine A.; Wells, Ryan S.

    2015-01-01

    Higher education researchers using survey data often face decisions about handling missing data. Multiple imputation (MI) is considered by many statisticians to be the most appropriate technique for addressing missing data in many circumstances. In particular, it has been shown to be preferable to listwise deletion, which has historically been a…

  17. Toward a Definition of Verbal Reasoning in Higher Education. Research Report. ETS RR-09-33

    Science.gov (United States)

    Burton, Nancy W.; Welsh, Cynthia; Kostin, Irene; VanEssen, Thomas

    2009-01-01

    This paper briefly summarizes the literatures of reading and reasoning in the last quarter century, focusing mainly on the disciplines of cognitive science, cognitive developmental psychology, linguistics, and educational psychology. These literatures were synthesized to create a framework for defining verbal reasoning in higher education. Eight…

  18. Interdisciplinarity: The Mutable Paradigm. AAHE/ERIC/Higher Education Research Report No 9, 1978.

    Science.gov (United States)

    Mayville, William V.

    The many forms of interdisciplinarity in higher education institutions and the various ways it has been used to advance curricular changes are examined. Definitions of interdisciplinarity and its variants (multi-, pluri-, and transdisciplinarity) provide a conceptual framework for the examination. In this study, interdisciplinarity is understood…

  19. Academic Judgment and Grievance Arbitration in Higher Education. Special Report No. 20.

    Science.gov (United States)

    Levy, Harold

    The first known analysis of a substantial number of arbitration awards in higher education is presented in an effort to determine whether arbitrators have confined their awards within the contract limitations. All of the arbitration awards generated by the four-year colleges of the State University of New York as well as the awards of the…

  20. European Union Students Studying in English Higher Education Institutions. DIUS Research Report 08-09

    Science.gov (United States)

    Morris, Marian; Rutt, Simon

    2008-01-01

    This study aimed to identify the pathways, intentions and relevant perceptions of (non-UK) European Union (EU) students entering English higher education. It sought to identify why students wished to obtain an English HE qualification, their attitudes towards the uptake and repayment of tuition fee loans and their future career plans. Drawing on…

  1. Cataloguing E-Books in UK Higher Education Libraries: Report of a Survey

    Science.gov (United States)

    Belanger, Jacqueline

    2007-01-01

    Purpose: The purpose of this paper is to discuss the results of a 2006 survey of UK Higher Education OPACs in order to provide a snapshot of cataloguing practices for e-books. Design/methodology/approach: The OPACs of 30 UK HE libraries were examined in July/August 2006 to determine which e-books were catalogued, and the level of cataloguing…

  2. 2014-2015 State of CRM Use in Higher Education Report

    Science.gov (United States)

    American Association of Collegiate Registrars and Admissions Officers (AACRAO), 2010

    2010-01-01

    The American Association of Collegiate Registrars and Admissions Officers (AACRAO) periodically undertakes research projects to keep themselves and the higher education community in general, informed about relevant current and emerging practices. The aim of this survey was to measure the extent of ownership of Constituent (or Customer)…

  3. Quality: Transforming Postsecondary Education. ASHE-ERIC Higher Education Report No. 3, 1992.

    Science.gov (United States)

    Chaffee, Ellen Earle; Sherr, Lawrence A.

    Many colleges and universities, in responding to public demand for higher education and the external challenges it creates, are employing Total Quality Management (TQM) techniques to improve quality, increase productivity, and decrease costs. The quality improvement process itself (the tools for problem identification and developing solutions),…

  4. Family nursing hospital training and the outcome on job demands, control and support.

    Science.gov (United States)

    Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun

    2015-07-01

    The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work.

  5. Perceived job insecurity as a risk factor for incident coronary heart disease

    DEFF Research Database (Denmark)

    Virtanen, Marianna; Nyberg, Solja T; Batty, George David;

    2013-01-01

    To determine the association between self reported job insecurity and incident coronary heart disease.......To determine the association between self reported job insecurity and incident coronary heart disease....

  6. Wind Energy Workforce Development & Jobs

    Energy Technology Data Exchange (ETDEWEB)

    Tegen, Suzanne

    2016-11-08

    The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

  7. A single-item global job satisfaction measure is associated with quantitative blood immune indices in white-collar employees.

    Science.gov (United States)

    Nakata, Akinori; Irie, Masahiro; Takahashi, Masaya

    2013-01-01

    Although a single-item job satisfaction measure has been shown to be reliable and inclusive as multiple-item scales in relation to health, studies including immunological data are few. The purpose of this study was to evaluate the validity of single-item job and family life satisfaction based on its association with immune indices. A total of 189 white-collar employees (70% men) underwent a blood draw for the measurement of natural killer (NK), total T, and B cell counts as well as plasma immunoglobulin (Ig) G concentrations and completed single-item job and family life satisfaction measures, respectively. The response options for satisfaction measures were 'dissatisfied' (coded 1) to 'satisfied' (coded 4). Spearman's partial correlations controlling for cofactors revealed that increased job satisfaction was positively associated with NK cells (rsp=0.201, p=0.007) and IgG (rsp=0.178, p=0.018), while family life satisfaction was unrelated to immune indices. Those who reported a combination of low job/low family life satisfaction had significantly lower NK and higher B cell counts than those with a high job/high family life satisfaction. Our study suggests that the single-item summary measure of job satisfaction, but not family life satisfaction, may be a valid tool to evaluate immune status in healthy white-collar employees.

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

    OpenAIRE

    Steyn, Renier; Vawda, Naseema

    2014-01-01

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

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

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

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

  10. 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...

  11. Balancing Motherhood and Career in STEM Jobs

    Directory of Open Access Journals (Sweden)

    Rituparna Bhattacharyya

    2016-03-01

    Full Text Available Proportion of women working in the hitherto male-dominated sectors such as Science, Technology, Engineering, and Maths (STEM jobs are primarily low because of gender stereotyping and motherhood roles. Using the findings of the article titled Entitled to a Sustainable Career? Motherhood in Science, Engineering, and Technology published in the Journal of Social Issues, this report attempts to explain as to how STEM jobs can retain more women.

  12. 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.

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

    Directory of Open Access Journals (Sweden)

    Maria Tims

    2010-12-01

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

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

    Science.gov (United States)

    Technical Education Research Center, Cambridge, MA.

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

  15. CEBAF at higher energies: Working group report on hadron spectroscopy and production

    Energy Technology Data Exchange (ETDEWEB)

    Barnes, T. [Oak Ridge National Laboratory, TN (United States)]| [Univ. of Tennessee, Knoxville (United States); Napolitano, J. [Rensselaer Polytechnic Inst., Troy, NY (United States)

    1994-04-01

    This report summarizes topics in hadron spectroscopy and production which could be addressed at CEBAF with an energy upgrade to E{sub {gamma}} = 8 GeV and beyond. The topics discussed include conventional meson and baryon spectrocopy, spectroscopy of exotica (especially molecules and hybrids), CP and CPT tests using {phi} mesons, and new detector and accelerator options.

  16. Giving to Excellence: Generating Philanthropic Support for UK Higher Education. Ross-CASE Report 2016

    Science.gov (United States)

    Jain, Yashraj

    2016-01-01

    This report presents findings from the 2016 Ross-CASE Survey of Philanthropic Giving to Universities in UK. The project was conducted by CASE Europe and funded by HEFCE and the Ross-Group. This year's survey comes at a time of great change for the UK charity sector. The historical trend data of previous surveys will be invaluable in helping…

  17. Analyzing jobs for redesign decisions.

    Science.gov (United States)

    Conn, V S; Davis, N K; Occena, L G

    1996-01-01

    Job analysis, the collection and interpretation of information that describes job behaviors and activities performed by occupants of jobs, can provide nurse administrators with valuable information for redesigning effective and efficient systems of care.

  18. Job Redesign Improves Productivity

    Science.gov (United States)

    Kraft, W. Philip; Williams, Kathleen L.

    1975-01-01

    The unique challenges presented in good banking business are approached through the concept of job enrichment. Described in this article is one consulting firm's experience with one bank--how they transformed job satisfaction, motivation, and performance into useable tools benefiting the individual and the organization. (Author)

  19. College Students’ Job Hunting

    Institute of Scientific and Technical Information of China (English)

    2012-01-01

    Nowadays, the employment of college students is becoming more and more of a problem. About a decade ago, university students could find satisfactory and enviable jobs after graduation, while the things are quite different at present. In addition, according to statistics, about 30% of graduate students can't find a job but stay at home after graduation.

  20. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  1. Establishing Job Security

    Institute of Scientific and Technical Information of China (English)

    LAN XINZHEN

    2010-01-01

    @@ Even amid holiday festivities and feelings of good cheer,the end of the year is traditionally a bad season for job hunters.But each day at the Longgang District labor market,located in Shenzhen in south China's Guangdong Province,more than 600 companies set up stands,offering some 12,000 jobs.

  2. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  3. Job Redesign Improves Productivity

    Science.gov (United States)

    Kraft, W. Philip; Williams, Kathleen L.

    1975-01-01

    The unique challenges presented in good banking business are approached through the concept of job enrichment. Described in this article is one consulting firm's experience with one bank--how they transformed job satisfaction, motivation, and performance into useable tools benefiting the individual and the organization. (Author)

  4. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will he held in Beijing Swissotel(Hong Kong Macao Center)on April 14,and in the Shanghai Library on April 21. Dozens of employers from educational institutions.

  5. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educational institutions, lang

  6. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    resume@chinajob.com 2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educationa

  7. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    The 2007 Job Fair for Foreigners The 2007 Job Fair for Foreigners in Beijing and Shanghai will be held in Beijing Swissotel (Hong Kong Macao Center) on April 14, and in the Shanghai Library on April 21. Dozens of employers from educational institutions,

  8. The effects of goal orientation on job search and reemployment: a field experiment among unemployed job seekers.

    Science.gov (United States)

    van Hooft, Edwin A J; Noordzij, Gera

    2009-11-01

    Because unemployment has detrimental effects on the well-being of unemployed people, it is important that unemployed individuals move back to work. The present study aimed at improving the understanding of the job search and reemployment process by applying goal orientation theory to job seeking. Using a 3-group field experimental design among 109 unemployed job seekers, the authors examined the effects of situational learning and performance goal orientation on participants' job search intentions, job search behavior, and reemployment status. A situational focus on learning goals was found to be beneficial for the job search process, leading to more search intentions, more search behavior, and higher reemployment probabilities. These effects seemed to be independent of people's dispositional goal orientation. Findings indicate that goal orientation is a promising construct for both science and practice in the field of job seeking.

  9. Flipped Classroom Implementation: A Case Report of Two Higher Education Institutions in the United States and Australia

    Science.gov (United States)

    McLaughlin, Jacqueline E.; White, Paul J.; Khanova, Julia; Yuriev, Elizabeth

    2016-01-01

    This case report explored the implementation of flipped classrooms at two higher education institutions. Experiences and publications from the institutions were used to identify and describe common themes, including successes and challenges encountered along with potential solutions to common misalignments, particularly as related to…

  10. Higher Education in Further Education Colleges: Indirectly Funded Partnerships: Codes of Practice for Franchise and Consortia Arrangements. Report.

    Science.gov (United States)

    Higher Education Funding Council for England, Bristol.

    This report provides codes of practice for two types of indirectly funded partnerships entered into by higher education institutions and further education sector colleges: franchises and consortia. The codes of practice set out guidance on the principles that should be reflected in the franchise and consortia agreements that underpin indirectly…

  11. Higher Reported Levels of Depression, Stress, and Anxiety Are Associated with Increased Endorsement of ADHD Symptoms by Postsecondary Students

    Science.gov (United States)

    Harrison, Allyson G.; Alexander, Sandra J.; Armstrong, Irene T.

    2013-01-01

    This study examined the extent to which postsecondary students endorse symptoms of Attention Deficit/Hyperactivity Disorder (ADHD) and whether experienced level of stress, depression, or anxiety are associated with higher reporting of ADHD symptoms. Students attending a combined health and counseling service completed the Conners Adult ADHD Rating…

  12. Not all job demands are equal: differentiating job hindrances and job challenges in the job demands-resources model

    OpenAIRE

    Van den Broeck, Anja; De Cuyper, Nele; De Witte, Hans; Vansteenkiste, Maarten

    2010-01-01

    This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job-Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analys...

  13. Multiple Sclerosis Questionnaire for Job Difficulties (MSQ-Job): definition of the cut-off score.

    Science.gov (United States)

    Schiavolin, Silvia; Giovannetti, Ambra Mara; Leonardi, Matilde; Brenna, Greta; Brambilla, Laura; Confalonieri, Paolo; Frangiamore, Rita; Mantegazza, Renato; Moscatelli, Marco; Clerici, Valentina Torri; Cortese, Francesca; Covelli, Venusia; Ponzio, Michela; Zaratin, Paola; Raggi, Alberto

    2016-05-01

    Multiple Sclerosis (MS) mainly affects people of working age. The Multiple Sclerosis Questionnaire for Job Difficulties (MSQ-Job) was designed to measure difficulties in work-related tasks. Our aim is to define cut-off score of MSQ-Job to identify potential critical situations that might require specific attention. A sample of patients with MS completed the MSQ-Job, WHODAS 2.0 and MSQOL-54 respectively for work difficulties, disability and health-related quality of life (HRQoL) evaluation. K-means Cluster Analysis was used to divide the sample in three groups on the basis of HRQoL and disability. ANOVA test was performed to compare the response pattern between these groups. The cut-off score was defined using the receiver operating characteristic (ROC) curve analyses for MSQ-Job total and count of MSQ-Job items scores ≥3: a score value corresponding to the maximum of the sensitivity-to-specificity ratio was chosen as the cut-off. Out of 180 patients enrolled, twenty were clustered in the higher severity group. The area under the ROC curve was 0.845 for the MSQ-Job total and 0.859 for the count of MSQ-Job items scores ≥3 while the cut-off score was 15.8 for MSQ-Job total and 8 for count of items scored ≥3. We recommend the use of MSQ-Job with this calculation as cut-off for identifying critical situations, e.g. in vocational rehabilitation services, where work-related difficulties have a significant impact in terms of lower quality of life and higher disability.

  14. Effects of leadership characteristics on pediatric registered nurses' job satisfaction.

    Science.gov (United States)

    Roberts-Turner, Reneé; Hinds, Pamela S; Nelson, John; Pryor, Juanda; Robinson, Nellie C; Wang, Jichuan

    2014-01-01

    Job satisfaction levels among registered nurses (RNs) influence RN recruitment, retention, turnover, and patient outcomes. Researchers examining the relationship between characteristics of nursing leadership and RN job satisfaction have treated RNs as a monolithic group with little research on the satisfaction of hospital-based pediatric RNs. This study assessed the relationship of transformational and transactional nursing leadership characteristics and RN job satisfaction reported by pediatric RNs. This single site study included 935 hospital-based pediatric RNs who completed validated survey items regarding nursing leadership and job satisfaction. A structural equation model (SEM) was applied to assess how autonomy (transformational leadership) and distributive justice (transactional leadership) influence RN job satisfaction, and how RN socio-demographic characteristics influence job satisfaction via autonomy and distributive justice. Findings revealed that both autonomy and distributive justice had significant positive effects on RN job satisfaction but the largest source of influence was autonomy.

  15. Orthogonal Range Reporting: Query Lower Bounds, Optimal Structures in 3-d, and Higher Dimensional Improvements

    DEFF Research Database (Denmark)

    Afshani, Peyman; Arge, Lars Allan; Larsen, Kasper Dalgaard

    2010-01-01

    Orthogonal range reporting is the problem of storing a set of n points in d-dimensional space, such that the k points in an axis-orthogonal query box can be reported efficiently. While the 2-d version of the problem was completely characterized in the pointer machine model more than two decades ago...... data structure for the d-dimensional orthogonal range reporting problem in the pointer machine model of computation that uses S(n) space must spend Ω((log n/ log(S(n)/n))⌊d/2⌋--1) time to answer queries. Thus, if S(n)/n is poly-logarithmic, then the query time is at least Ω((log n/ log log n)⌊d/2......) to Ω((log n/ log log n)2 + k) somewhere between three and six dimensions. Finally, we show that our techniques also lead to improved structures for point location in rectilinear subdivisions, that is, the problem of storing a set of n disjoint d-dimensional axis-orthogonal rectangles...

  16. 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.

  17. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with hetero-geneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers...

  18. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    2008-01-01

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JSpreferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with weak...

  19. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with heterogeneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with weak...

  20. Jobs in Marine Science. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the job family of marine science. Following a brief introduction to the concept of occupational clusters, the student is given an overall orientation to the general area of oceanography and marine-related careers. A shore research station and the activities of a marine biologist are…