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

Science.gov (United States)

Pierce, Charles H.; Risley, Todd R.

1974-01-01

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

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Science.gov (United States)

2010-10-01

... assessments, job creation and economic development activities? 287.130 Section 287.130 Public Welfare... creation and economic development activities? (a) A Tribe may conduct job market assessments within its NEW Program. These might include the following: (1) Consultation with the Tribe's economic development staff...

Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance

Directory of Open Access Journals (Sweden)

Azman Bin Ismail

2010-02-01

Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.

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.

Development and implementation of on-the-job training programs

International Nuclear Information System (INIS)

1986-10-01

The purpose of an effective on-the-job training (OJT) program is to ensure that nuclear power station personnel possess the required job-related knowledge and skills. Effective OJT consists of four elements: 1) the objectives, 2) the standards, 3) trainer/evaluator, 4) documentation. Once appropriate objectives and standards are established, training on each task or grouping of like tasks is conducted in two distinct steps; the trainee is taught, and the trainee is evaluated. The teaching step may be accomplished by trainee self-study, observation, discussion, simulation, and/or performance under the supervision of a qualified job incumbent or trainer. The evaluation step is typically a 'checkout' in which the trainee performs or simulates a task under the scrutiny of an evaluator and/or discusses the task if necessary. Both the teaching and evaluation steps are essential to effective OJT programs. The results of these steps are then documented to satisfy training record requirements and to provide input to the formal qualification process as appropriate. An example program that addresses the major elements of OJT has been attached

Factors influencing job satisfaction of new graduate nurses participating in nurse residency programs: a systematic review.

Science.gov (United States)

Lin, Patrice S; Viscardi, Molly Kreider; McHugh, Matthew D

2014-10-01

Nurse residency programs are designed to increase competence and skill, and ease the transition from student to new graduate nurse. These programs also offer the possibility to positively influence the job satisfaction of new graduate nurses, which could decrease poor nursing outcomes. However, little is known about the impact of participation in a nurse residency program on new graduate nurses' satisfaction. This review examines factors that influence job satisfaction of nurse residency program participants. Eleven studies were selected for inclusion, and seven domains influencing new graduate nurses' satisfaction during participation in nurse residency programs were identified: extrinsic rewards, scheduling, interactions and support, praise and recognition, professional opportunities, work environment, and hospital system. Within these domains, the evidence for improved satisfaction with nurse residency program participation was mixed. Further research is necessary to understand how nurse residency programs can be designed to improve satisfaction and increase positive nurse outcomes. Copyright 2014, SLACK Incorporated.

Welfare to Work: Effectiveness of Tribal JOBS Programs Unknown. Briefing Report to Congressional Committees.

Science.gov (United States)

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

This report presents the results of a study of the Job Opportunities and Basic Skills Training (JOBS) programs operated by Indian tribes and Alaska Native organizations. Congress established the JOBS program to give recipients of Aid to Families with Dependent Children (AFDC) the education, training, work experience, and supportive services they…

25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to...

34 CFR 692.30 - How does a State administer its community service-learning job program?

Science.gov (United States)

2010-07-01

...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of... Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community service-learning job program? (a)(1) Each year, a State may use up to 20 percent of its allotment for a...

Highway construction on-the-job training program review.

Science.gov (United States)

2007-05-01

"This study provides information about the experiences of trainees, contractors, Montana Department of : Transportation (MDT) field staff, and other state DOT staff in their states On-the-Job Training (OJT) Program. : Obtaining this information is...

Programs and resources for control of job stress in the Federal workplace

Science.gov (United States)

Joice, Wendell

1993-01-01

A couple of weeks ago, the American Psychological Association and the National Institute of Occupational Safety and Health held a conference in Washingtion, D.C. entitled 'Stress in the 90's'. At this conference the Office of Personnel Management (OPM) conducted a session on 'Programs and Resources for the Control of Job Stress in the Federal Workplace'. I am going to present an overview of that three-hour session and some related information from the conference. My discussion covers stress terminology and models, selected programs and resources, evaluation research, some concerns about our progress, and plans to expand our efforts at OPM.

Report: Environmental Job Training Program Implemented Well, But Focus Needed on Possible Duplication With Other EPA Programs

Science.gov (United States)

Report #12-P-0843, September 21, 2012. EPA effectively established and adhered to competitive criteria that resulted in the selection of job training proposals that addressed the broad goals of the Environmental Job Training program.

Physician assistant job satisfaction : a narrative review of empirical research

NARCIS (Netherlands)

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

2015-01-01

PURPOSE: 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

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

Science.gov (United States)

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

2010-10-26

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

20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false In which Department job training programs do... job training programs do covered persons receive priority of service? (a) Priority of service applies to every qualified job training program funded, in whole or in part, by the Department, including: (1...

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

Science.gov (United States)

Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

2018-02-01

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

Randomized comparison of a multidisciplinary job-retention vocational rehabilitation program with usual outpatient care in patients with chronic arthritis at risk for job loss.

Science.gov (United States)

de Buck, Petronella D M; le Cessie, Saskia; van den Hout, Wilbert B; Peeters, Andreas J; Ronday, Herman K; Westedt, Marie-Louise; Breedveld, Ferdinand C; Vliet Vlieland, Theodora P M

2005-10-15

Work disability is a major consequence of inflammatory rheumatic conditions. Evidence regarding the effectiveness of interventions aimed at the prevention or reduction of work disability in rheumatic diseases is limited. We conducted a randomized controlled trial to investigate the effectiveness of a multidisciplinary job-retention vocational rehabilitation (VR) program in patients with a rheumatic condition who were at risk for job loss. A total of 140 patients with a chronic rheumatic condition were randomly assigned to either a multidisciplinary job-retention VR program (n = 74) or usual outpatient care (UC) (n = 66). Patients in the VR group were assessed and guided by a multidisciplinary team, whereas patients in the UC group received care as initiated by their rheumatologist, supplemented with written information. The main outcome measure was the occurrence of job loss (complete work disability or unemployment); additional outcome measures included job satisfaction, pain, functional status, emotional status, and quality of life. There was no difference between the 2 groups regarding the proportion of patients having lost their job at any time point, with 24% and 23% of the patients in the VR and UC groups, respectively, having lost their job after 24 months. Over the total period of 24 months, patients in the VR group had a significantly greater improvement of the fatigue visual analog scale and of emotional status (all P values job-retention VR program did not reduce the risk of job loss but improved fatigue and mental health in patients with chronic rheumatic diseases at risk for job loss.

20 CFR 670.975 - How is the performance of the Job Corps program assessed?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is the performance of the Job Corps..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is the performance of the Job Corps program assessed? The performance of the Job...

Adapting Job Analysis Methodology to Improve Evaluation Practice

Science.gov (United States)

Jenkins, Susan M.; Curtin, Patrick

2006-01-01

This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

Current issues relating to psychosocial job strain and cardiovascular disease research.

Science.gov (United States)

Theorell, T; Karasek, R A

1996-01-01

The authors comment on recent reviews of cardiovascular job strain research by P. L. Schnall and P. A. Landsbergis (1994), and by T. S. Kristensen (1995), which conclude that job strain as defined by the demand-control model (the combination of contributions of low job decision latitudes and high psychological job demands) is confirmed as a risk factor for cardiovascular mortality in a large majority of studies. Lack of social support at work appears to further increase risk. Several still-unresolved research questions are examined in light of recent studies: (a) methodological issues related to use of occupational aggregate estimations and occupational career aggregate assessments, use of standard scales for job analysis and recall bias issues in self-reporting; (b) confounding factors and differential strengths of association by subgroups in job strain-cardiovascular disease analyses with respect to social class, gender, and working hours; and (c) review of results of monitoring job strain-blood pressure associations and associated methodological issues.

Effect of Time Management Program on Job Satisfaction for Head Nurses

Science.gov (United States)

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

2015-01-01

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

Challenges in Measuring Benefit of Clinical Research Training Programs--the ASH Clinical Research Training Institute Example.

Science.gov (United States)

Sung, Lillian; Crowther, Mark; Byrd, John; Gitlin, Scott D; Basso, Joe; Burns, Linda

2015-12-01

The American Society of Hematology developed the Clinical Research Training Institute (CRTI) to address the lack of training in patient-oriented research among hematologists. As the program continues, we need to consider metrics for measuring the benefits of such a training program. This article addresses the benefits of clinical research training programs. The fundamental and key components are education and mentorship. However, there are several other benefits including promotion of collaboration, job and advancement opportunities, and promotion of work-life balance. The benefits of clinical research training programs need to be measured so that funders and society can judge if they are worth the investment in time and resources. Identification of elements that are important to program benefit is essential to measuring the benefit of the program as well as program planning. Future work should focus on the constructs which contribute to benefits of clinical research training programs such as CRTI.

Creating Tomorrow's Technologists: Contrasting Information Technology Curriculum in North American Library and Information Science Graduate Programs against Code4lib Job Listings

Science.gov (United States)

Maceli, Monica

2015-01-01

This research study explores technology-related course offerings in ALA-accredited library and information science (LIS) graduate programs in North America. These data are juxtaposed against a text analysis of several thousand LIS-specific technology job listings from the Code4lib jobs website. Starting in 2003, as a popular library technology…

Assessing the Job Satisfaction of Research Scientists: A Comparative Analysis.

Science.gov (United States)

Tuttle, Waneta C.; And Others

1987-01-01

The variables and management strategies influencing the job satisfaction of research scientists are examined. Emphasis is on defining satisfaction within the job context and the implications for managing the context to enhance satisfaction. (MSE)

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

Science.gov (United States)

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

2014-03-01

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

Tying it all together--The PASS to Success: a comprehensive look at promoting job retention for workers with psychiatric disabilities in a supported employment program.

Science.gov (United States)

Dorio, JoAnn

2004-01-01

Job initiation rates are steadily improving for people with severe and persistent mental illnesses. Yet, job retention rates, especially for those individuals who historically have had difficulty maintaining employment, continue to concern vocational rehabilitation professionals. In this paper, the author develops and refines her ideas that were presented in a previous research paper titled "Differences in Job Retention in a Supported Employment Program, Chinook Clubhouse." A more complete model, "The PASS to Success," is suggested by incorporating existing research with the author's revised work. Components of the model (Placement, Attitude, Support, Skills), can be used to predict vocational success and promote job retention.

Research on Job Satisfaction of Elementary and High School Teachers and Strategies to Increase Job Satisfaction

Science.gov (United States)

Fuming, Xu; Jiliang, Shen

2007-01-01

Job satisfaction is an important topic in teacher education research. Exploring the issue of teacher job satisfaction helps us gain a deeper understanding of teachers' mental state, such as their occupational attitudes, zeal for teaching, and work enthusiasm, which affects the quality of teaching and education. From an examination of teachers' job…

Genetic programming for evolving due-date assignment models in job shop environments.

Science.gov (United States)

Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

2014-01-01

Due-date assignment plays an important role in scheduling systems and strongly influences the delivery performance of job shops. Because of the stochastic and dynamic nature of job shops, the development of general due-date assignment models (DDAMs) is complicated. In this study, two genetic programming (GP) methods are proposed to evolve DDAMs for job shop environments. The experimental results show that the evolved DDAMs can make more accurate estimates than other existing dynamic DDAMs with promising reusability. In addition, the evolved operation-based DDAMs show better performance than the evolved DDAMs employing aggregate information of jobs and machines.

Partnering with education and job and training programs for sustainable tobacco control among Baltimore african american young adults.

Science.gov (United States)

Smith, Katherine Clegg; Bone, Lee; Clay, Eric A; Owings, Kerry; Thames, Sean; Stillman, Frances

2009-01-01

Young adults are generally overlooked in tobacco control initiatives, even though they are critical to sustained success. African American young adults who are not in higher education or working are particularly vulnerable to harmful tobacco use, given high smoking rates and limited access to cessation services. Guided by community-based participatory research (CBPR) principles, we sought to identify program and community-level strategies to reduce tobacco use among African American young adults in Baltimore. We describe the challenges and opportunities for integrating effective tobacco control into community-based education and job training programs for unemployed young adults. As part of a longstanding community-research partnership in Baltimore, we conducted fourteen semistructured key informant interviews with leaders from city government and education and job training programs for young adults. The research design, data collection, analysis, and dissemination all included dialogue between and active contribution by both research and community partners. Interview data were structured into opportunities (mindset for change and desire for bonds with a trusted adult), challenges (culture of fatalism, tobacco as a stress reliever, and culture of tobacco use among young adults), and possible tobacco control solutions (tobacco education designed with and for program staff and participants and integration of tobacco issues into holistic program goals and policies). The emergent themes enhance our understanding of how tobacco is situated in the lives of unemployed young adults and the potential for building sustainable, community-based public health solutions.

Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue

NARCIS (Netherlands)

Varekamp, Inge; Verbeek, Jos H.; de Boer, Angela; van Dijk, Frank J. H.

2011-01-01

Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance.

25 CFR 26.30 - Does the Job Training Program provide part-time training or short-term training?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...

Progress on mobility and instability of research personnel in Japan: scientometrics on a job-posting database for monitoring the academic job market

Energy Technology Data Exchange (ETDEWEB)

Kawashima, H.; Yamashita, Y.

2016-07-01

This study has two purposes. The first purpose is to extract statistics from a database of jobposting cards, previously little-used as a data source, to assess the academic job market. The second purpose is to connect statistics on the academic job market with monitoring of indicators of policy progress related to the mobility and instability of research personnel. The data source used in this study is a job-posting database named JREC-IN Portal, which is the de facto standard for academic job seeking in Japan. The present results show a growing proportion of fixed-term researchers in the Japanese academic job market and that job information is increasingly diverse. (Author)

Type-A Behavior, Gender, and Job Satisfaction: A Research on Instructors

Science.gov (United States)

Yazici, Hikmet; Altun, Fatma

2013-01-01

There has been some research which investigates the relationship between gender, different personality traits, and job satisfaction in the field of behavioral sciences. The aim of this study is to examine the difference between male and female instructors' job satisfaction and to investigate the predict level of job satisfaction by Type-A…

Retaining undergrads, and preparing grads for academic jobs: the PFPF program

Science.gov (United States)

Stewart, Gay

2001-04-01

When we embarked upon an NSF supported curriculum development project, it became clear that the greatest need for educational reform to be sustained was for future faculty to be prepared to be as professional about roles as educators as roles as researchers. A new faculty member may find themselves preparing to teach a class for the first time, with little guidance. Complaints employers have about those hired for research positions involve interpersonal skills. More researchers are being called upon to do outreach. Teaching and outreach activities develop these skills. We are adding these kinds of activities to the graduate program, with the same sort of mentoring that accompanies the development of research skills, without extending the time to degree. Also, a new MA for those that find themselves unmotivated by research, but still loving physics, provides a route straight into teaching at very low resource cost. These interests helped us become one of four pilot sites for the Preparing Future Physics Faculty program. The early results of our efforts will be presented: increased undergraduate enrollment and satisfaction with the departmental climate, recognition from the university administration for doing a superior job in student preparation, and graduate students more comfortable in the classroom.

More Decent Jobs in Peru: Strengthening Research and ...

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

More Decent Jobs in Peru: Strengthening Research and Policymaking Capacities. Despite ... In turn, such understanding requires appropriate data. Currently ... Call for new OWSD Fellowships for Early Career Women Scientists now open.

The Meaning of Career Success among Job-Hopper in The Boundaryless Career (Phenomenological Research

Directory of Open Access Journals (Sweden)

Marcham Darokah

2012-04-01

Full Text Available Abstract This phenomenology qualitative research was conducted in order to examine the dynamics of career success among job hopper and how did job hoppers interpret the meaning career success in boundaryless career. This research used in-depth interview for collecting the data and supported by the data from the documents. The respondents involved in this research were fours job hoppers in the level of manager, five significant others, such as family, workmate, and a steady career. The findings revealed that: the job-hoppers individuals who frequently movement of job from one place to another place because of intrinsic factors (financial, interpersonal conflict, alternative employment opportunities, etc., extrinsic factors (challenges, willing to learn, personal characteristics, family, etc., proponent factors (networking, family support, and media. The meanings of career success among job-hopper in the boundaryless career namely; self-fulfillment (job satisfaction, life satisfaction, meeting personal goals, adding value to others, and work/life balance (family satisfaction and quality time with family. This study showed that being a job-hopper was a tool for pursuing the meaning of career success

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study.

Science.gov (United States)

Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

2016-10-24

Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1), post-intervention (Time 2), and a one-month follow-up (Time 3). The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3) as an indicator of intervention effect. Effect sizes were calculated using Cohen's d. The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03) in the mixed growth model analyses, but with only small effect sizes (Cohen's d = 0.33 at Time 2 and 0.26 at Time 3). The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen's d = 0.36 at Time 2 and 0.47 at Time 3) and reduced psychological distress (t = -2.06, p = 0.04: Cohen's d = -0.15 at Time 2 and -0.31 at Time 3). The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

Effects of aquaculture researchers' job characteristics on linkage ...

African Journals Online (AJOL)

The study examined the effects of researchers' job characteristics on linkage activities in Nigeria due to the fact that many fish farmers have not been properly reached with technologies and the problem of poor fish production has been attributed to the weak linkages existing between research, extension and fish farmers.

THE INDIANA ENTERPRISE ZONE PROGRAM: FISCAL IMPACT OF A JOB CREATION TAX CREDIT

OpenAIRE

Low, Sarah A.

2004-01-01

This paper estimated the fiscal impact of a job creation tax credit, a proposed incentive for establishments participating in the Indiana enterprise zone program. State unemployment insurance files were utilized with GIS to obtain enterprise zone data. Labor demand and labor supply were estimated. Job creation due to the credit was calculated from empirical results.

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study

Directory of Open Access Journals (Sweden)

Asuka Sakuraya

2016-10-01

Full Text Available Abstract Background Job crafting, an employee-initiated job design/redesign, has become important for employees’ well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome, as well as job crafting and psychological distress (as secondary outcomes, using a pretest-posttest study design among Japanese employees. Methods Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1, post-intervention (Time 2, and a one-month follow-up (Time 3. The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3 as an indicator of intervention effect. Effect sizes were calculated using Cohen’s d. Results The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03 in the mixed growth model analyses, but with only small effect sizes (Cohen’s d = 0.33 at Time 2 and 0.26 at Time 3. The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen’s d = 0.36 at Time 2 and 0.47 at Time 3 and reduced psychological distress (t = −2.06, p = 0.04: Cohen’s d = −0.15 at Time 2 and −0.31 at Time 3. Conclusions The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. Trial registration UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

20 CFR 670.400 - Who is eligible to participate in the Job Corps program?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Who is eligible to participate in the Job Corps program? 670.400 Section 670.400 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment, Eligibility...

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

Directory of Open Access Journals (Sweden)

Youngjin Lee, RN, PhD

2014-03-01

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

Program Assistant | IDRC - International Development Research ...

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

Job Summary Under the direction of the Program Leader, the Program ... of the operations of the Program, and assists with information management the team. ... and distribution of documents and providing the necessary technical devices;; Takes ... mailings or distribution;; Prepares training kits or information packages and ...

NASA Ames summary high school apprenticeship research program, 1983 research papers

Science.gov (United States)

Powell, P.

1984-01-01

Engineering enrollments are rising in universities; however, the graduate engineer shortage continues. Particularly, women and minorities will be underrepresented for years to come. As one means of solving this shortage, Federal agencies facing future scientific and technological challenges were asked to participate in the Summer High School Apprenticeship Research Program (SHARP). This program was created 4 years ago to provide an engineering experience for gifted female and minority high school students at an age when they could still make career and education decisions. The SHARP Program is designed for high school juniors (women and minorities) who are U.S. citizens, are 16 years old, and who have unusually high promise in mathematics and science through outstanding academic performance in high school. Students who are accepted into this summer program will earn as they learn by working 8 hours a day in a 5-day work week. This work-study program features weekly field trips, lectures and written reports, and job experience related to the student's career interests.

Moral Stress and Job Burnout Among Frontline Staff Conducting Clinical Research on Affective and Anxiety Disorders.

Science.gov (United States)

Fried, Adam L; Fisher, Celia B

2016-06-01

There has been increased attention on job-related stress and burnout experienced by clinicians working with vulnerable and at-risk populations, including effects on personal mental health, therapeutic decision-making, and job effectiveness. Little is known, however, about the job-related stressors and symptoms of burnout experienced by clinical research staff working with similar populations, especially in terms of moral stress they may experience when adherence to scientific procedures appears to conflict with their personal commitment to address the clinical needs of their research participants or role as health care provider. In this national study, 125 frontline research workers conducting clinical research studies with individuals diagnosed with affective and anxiety disorders completed an online survey including measures assessing research work related moral stress, job burnout, organizational ethics climate and organizational research support. Results indicated that younger research workers, those whose research work was part of a graduate assistantship and perceptions of higher participant research risk were associated with higher levels of moral stress and job burnout. Supportive organizational climates were associated with lower levels of moral stress and job burnout. Recommendations for clinical research workers, supervisors and clinical training directors are discussed.

Assessing the effectiveness of HSE Management Programs And Its Relationship With jobSatisfaction، One of the vegetable oil production plant at the West of Tehran

Directory of Open Access Journals (Sweden)

Akbar Pakjoo

2017-03-01

Full Text Available Background & Objectives: Today Every organization in order  to survive and develop, need safe and efficient staffing and to use appropriate and worthy of this investment . Accomplishing this goal,  is possible only by executing programs in HSE management seamlessly until to eliminate parallel activities and to create a balance in current Affairs effective organization and by motivating staff and to increase productivity and save money. The original purpose of this reserch is  to study efectiveness of HSE management programs and its relationship with job satisfaction in  offered plant. Methods: The method  of this research is  survey and data analysis  is descriptive-analytic. The statistical  society is  60 persons of Noosh Azar Company who was determined by using cocran formula and randomly. The assessment tool is  a researcher made questionnaire which the validity was confirmed by professors and faculty members and its reliability was measured by using Cronbach. Data were analyzed using SPSS 22. Conclusions: The results were  that the between total score of HSE programs and total score of job satisfaction and all of the aspects of them, before and after the intervention there was a significant and positive correlation. Ranking in the field of management indicators HSE, for "professional health control programs" and the job satisfaction index ranking, for "technical management" was the highest score. Results: Considering the significant relationship between job satisfaction and HSE management programs, as these programs are implemented coherently and more and more quality it will be more effective on  the employee satisfaction.

Job Insecurity Research is Still Alive and Kicking Twenty Years Later : A Commentary

NARCIS (Netherlands)

Schaufeli, Wilmar B.

2016-01-01

This paper comments on the review of longitudinal job insecurity studies in this special issue. The main conclusion of that review, namely that job insecurity leads to poor health and well-being, remains undisputed. It is argued, however, that future job insecurity research should focus more on: (a)

Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue.

Science.gov (United States)

Varekamp, Inge; Verbeek, Jos H; de Boer, Angela; van Dijk, Frank J H

2011-07-01

Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions. Participants with chronic physical diseases were randomly assigned to the intervention (N=64) or the control group (N=58). Participants were eligible for the study if they had a chronic physical disease, paid employment, experienced work-related problems, and were not on long-term 100% sick leave. Primary outcome measures were self-efficacy in solving work- and disease-related problems (14-70), job dissatisfaction (0-100), fatigue (20-140) and job maintenance measured at 4-, 8-, 12- and 24-month follow-up. We used GLM repeated measures for the analysis. After 24 months, loss to follow-up was 5.7% (7/122). Self-efficacy increased and fatigue decreased significantly more in the experimental than the control group [10 versus 4 points (P=0.000) and 19 versus 8 points (P=0.032), respectively]. Job satisfaction increased more in the experimental group but not significantly [6 versus 0 points (P=0.698)]. Job maintenance was 87% in the experimental and 91% in the control group, which was not a significant difference. Many participants in the control group also undertook actions to solve work-related problems. Empowerment training increases self-efficacy and helps to reduce fatigue complaints, which in the long term could lead to more job maintenance. Better understanding of ways to deal with work-related problems is needed to develop more efficient support for employees with a chronic disease.

45 CFR 287.125 - What supportive and job retention services may be provided under the NEW Program?

Science.gov (United States)

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false What supportive and job retention services may be provided under the NEW Program? 287.125 Section 287.125 Public Welfare Regulations Relating to Public... Operations § 287.125 What supportive and job retention services may be provided under the NEW Program? The...

[Reducing occupational burnout and enhancing job performance in new nurses: the efficacy of "last mile" programs].

Science.gov (United States)

Wu, Hsiu-Mei; Liu, Pei-Fen; Ho, Hsueh-Hua; Chen, Ping-Ling; Chao, Hui-Lin; Chen, Hsiao-Lien

2012-08-01

New nurses undergo a stressful and challenging transition process in the nursing workplace. Lack of patient care knowledge and skills and work adaption difficulties lead to a high turnover rate that drains essential new talent away from the nursing profession and further exacerbates professional staffing shortages in the healthcare sector. The "last mile" program is a program developed jointly by a nursing school and hospital as a mechanism to bridge classroom learning to clinical practice and smooth the transition of nursing students into nursing professionals. The purpose of this study was to understand the effect of the "last mile" program on job performance and occupational burnout among new nurses. We conducted a quasi-experimental study in 2009 on a convenience sample of new nurses in a medical center. Participants were assigned into two groups, namely those enrolled in the last mile program (n = 29) and those not enrolled in the program (n = 94). Research team members and several collaborative universities developed the last mile program used in this study; Seven experts established content validity; The last mile program included 84 hours of lecture courses and 160 hours of clinical practice. Data was collected using the nursing job performance scale developed in 2007 by Greenslade and Jimmieson and translated ÷ back translated into an equivalent Chinese version. Exploratory factor analysis showed all items aggraded into 8 factors, which could be divided into task performance and contextual performance concept categories. Task performance concepts included: social support, information, coordination of care, and technical care; Contextual performance concepts included: interpersonal support, job-task support, volunteering for additional duties and compliance. The Cronbach's α for the 8 factors were .70-.95. The occupational burnout inventory included the 4 subscales of personal burnout, work-related burnout, client-related burnout, and over

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

Science.gov (United States)

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

2015-11-01

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

From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

Science.gov (United States)

Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

2013-01-01

The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

Professional confidence and job satisfaction: an examination of counselors' perceptions in faith-based and non-faith-based drug treatment programs.

Science.gov (United States)

Chu, Doris C; Sung, Hung-En

2014-08-01

Understanding substance abuse counselors' professional confidence and job satisfaction is important since such confidence and satisfaction can affect the way counselors go about their jobs. Analyzing data derived from a random sample of 110 counselors from faith-based and non-faith-based treatment programs, this study examines counselors' professional confidence and job satisfaction in both faith-based and non-faith-based programs. The multivariate analyses indicate years of experience and being a certified counselor were the only significant predictors of professional confidence. There was no significant difference in perceived job satisfaction and confidence between counselors in faith-based and non-faith-based programs. A majority of counselors in both groups expressed a high level of satisfaction with their job. Job experience in drug counseling and prior experience as an abuser were perceived by counselors as important components to facilitate counseling skills. Policy implications are discussed. © The Author(s) 2013.

The effects of restorative care training on caregiver job satisfaction.

Science.gov (United States)

Walker, Bonnie L; Harrington, Susan S

2013-01-01

The job satisfaction of assisted living facility staff was examined as part of an evaluation study of a restorative care training program. Participants completed a job satisfaction survey at registration (before the training) and again at follow-up 3 months after registration (1 month after the conclusion of the training). Researchers examined the effects of training on job satisfaction. Researchers found a high level of job dissatisfaction at registration. At follow-up, responses were more positive on most of the items suggesting a slight but significant change to a more positive attitude toward their jobs. Improving staff job satisfaction in the assisted living environment is an important goal and needs further investigation. Providing staff with inservice training may be one way to help nurse educators achieve that goal.

An corrigendum on the paper : Solving the job-shop scheduling problem optimally by dynamic programming (Computers and Operations Research 39(12) (2968–2977) (S0305054812000500) (10.1016/j.cor.2012.02.024))

NARCIS (Netherlands)

van Hoorn, Jelke J.; Nogueira, Agustín; Ojea, Ignacio; Gromicho Dos Santos, Joaquim Antonio

2017-01-01

In [1] an algorithm is proposed for solving the job-shop scheduling problem optimally using a dynamic programming strategy. This is, according to our knowledge, the first exact algorithm for the Job Shop problem which is not based on integer linear programming and branch and bound. Despite the

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.

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study

OpenAIRE

Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

2016-01-01

Abstract Background Job crafting, an employee-initiated job design/redesign, has become important for employees’ well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Methods Participants were managers of a private company and a private psyc...

A Mathematical Model for Scheduling a Batch Processing Machine with Multiple Incompatible Job Families, Non-identical Job dimensions, Non-identical Job sizes, Non-agreeable release times and due dates

International Nuclear Information System (INIS)

Ramasubramaniam, M; Mathirajan, M

2013-01-01

The paper addresses the problem scheduling a batch processing machine with multiple incompatible job families, non-identical job dimensions, non-identical job sizes and non-agreeable release dates to minimize makespan. The research problem is solved by proposing a mixed integer programming model that appropriately takes into account the parameters considered in the problem. The proposed is validated using a numerical example. The experiment conducted show that the model can pose significant difficulties in solving the large scale instances. The paper concludes by giving the scope for future work and some alternative approaches one can use for solving these class of problems.

76 FR 9213 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

Science.gov (United States)

2011-02-17

... history instead of only one year. The Jobs Act also provides that this refinancing program is not... year period was either deferred or more than 30 days past due. Any delinquency in payment of the loan...

Shopping for Jobs: Mall Internship Program Opens Doors for HVAC Students.

Science.gov (United States)

Nolot, Terry

1995-01-01

Ivy Tech State College uses River Falls, a shopping mall, as an enormous heating, ventilation, and air conditioning laboratory. Students spend Saturdays working with full-time technicians getting invaluable training and experience. Students see the program as a professional opportunity and a direct route to jobs. (JOW)

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

Directory of Open Access Journals (Sweden)

Mojtaba Rafiee

2013-09-01

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

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.

Table-top job analysis

Energy Technology Data Exchange (ETDEWEB)

1994-12-01

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

THE MEANING OF CAREER SUCCESS AMONG JOB-HOPPER IN THE BOUNDARYLESS CAREER (Phenomenological Research

Directory of Open Access Journals (Sweden)

Marcham Darokah Danita Irianti Malute

2013-02-01

Full Text Available Abstract This  phenomenology  qualitative  research  was  conducted  in  order  to  know  the dynamics of career success among job hopper and how did job hoppers interpret the  meaning  career  success  in  boundaryless  career. This  research  used  in-depth interview  for  collecting  the  data  and  supported  by the  data  from  the  documents. The  respondents  involved in  this  research  were  fours job  hoppers in  the level  of manager,  five  significant  others,  such  as  family,  workmate,  and  a  steady  career. The findings revealed that: the job-hoppers individuals who frequently movement of  job  from  one  place  to  another  place  because  of  intrinsic  factors  (financial, interpersonal  conflict,  alternative  employment  opportunities,  etc.,  extrinsic factors  (challenges,  willing  to  learn,  personal  characteristics,  family,  etc., proponent  factors  (networking,  family  support,  and media.  The  meanings  of career  success  among  job-hopper  in  the  boundaryless  career  namely;  self-fulfillment (job satisfaction, life satisfaction, meeting personal goals, adding value to  others,  and  work/life  balance  (family  satisfaction  and  quality  time  with family.  This  study  showed  that  being  a  job-hopper was  a  tool  for  pursuing  the meaning of career success. Keywords: Job-hopper, career success, boundaryless career, qualitative.

JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

Science.gov (United States)

Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

2013-01-01

This study evaluated the effectiveness of an Internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning ASD. In a randomized study, twenty two youth, ages 16 to 19, were evaluated during two employment interviews. Half received a training intervention following the initial interview and the half who served as a contrast group did not. Their performance pre and post intervention was assessed by four independent raters using a scale that included evaluation of both Content and Delivery. Results suggest that youth who completed the JobTIPS employment program demonstrated significantly more effective verbal content skills than those who did not. PMID:23494559

DO WE REALLY HATE OUR JOBS? DETERMINANTS OF JOB SATISFACTION IN ROMANIA

Directory of Open Access Journals (Sweden)

Saveanu Tomina Gabriela

2011-12-01

presents the data and the main research findings. For data analysis we used the data obtained in the European Values Survey 2008, research conducted by the Romanian group for the study of social values, supported by the Quality of Life Research Institute. Other data used in this paper derived from a research program developed at University of Oradea - Social Sciences Faculty - HURO 0801/180 ENRI. The research section of this paper follows the theoretical questions: first we focus on the value attributed to work by Romanians and its contribution to self definition, then reflect on the significations of work, and finally explain the levels of work satisfaction. The main findings of our analysis suggest that even though work is seen as very important by Romanians, the main explanatory factor of job satisfaction at a general level is connected to economical status provided by a certain job. In the concluding section we stated several research directions that would provide better insight in this topic.

Effects of Profile, Religiosity and Job Attitude on the Job Performance of the Philippine National Police: The Case of Bulacan Province

Directory of Open Access Journals (Sweden)

Romeo D.C. Inasoria

2014-10-01

Full Text Available The Philippine National Police in the Province of Bulacan continuously update and enrich themselves to ensure peace and order in the province by reviewing the police operational procedures. Reform programs take place and seek to address the ills of society and the root causes of insurgency. Dynamic program actions are further reinforced by activities and projects towards capability building. Various programs had been develop in order to uplift the moral status of the police. But despite of these undertakings, there are still police officers who engage themselves in corruption and unethical practices. Hence, this research tries to look into a way to understand the relationship between the profile, religiosity, job attitude and job performance of the Philippine National Police in the Province of Bulacan. The respondents of this study consist ofthree hundred and ten (310 Police Non-Commissioned Officers (PNCO assigned in twenty-one (21 Municipal Police Stations,three (3 City Police Stations, the Provincial Head Quarter and provincial Public Safety Company.Using a descriptive-correlation survey method, the researcher believes to find the link between and among the variables. The findings of the study proved that there is a correlation in the profiles, level of religiosity and job attitude of the respondents to job performance Conclusion and recommendation are also presented in the paper.

THE EFFECT OF PERSON-JOB FIT ON THE PERFORMANCE APPRAISAL: A RESEARCH IN KONYA TEXTILE ENTERPRISES

Directory of Open Access Journals (Sweden)

Ali Şükrü ÇETİNKAYA

2017-12-01

Full Text Available Lack of person-job fit may be one of the possible reasons for the symptoms of absence at work, increase in social loafing, employee turnover, burnout, stress etc. among employees in an organization. The compatibility of knowledge level, skills and personal traits with job characteristics determines the level of employee job satisfaction, effectiveness, productivity and performance. Performance appraisal practices, which assess employee performance level, enable organizations get aware of the importance of person-job fit. This quantitative research aimed to determine the effect of person-job fit on performance appraisal in organizations. Exploratory factor analysis and structural equation modeling techniques were employed to test the proposed hypotheses based on 223 valid responses gathered through questionnaire from textile enterprises operating in Konya province. Research findings revealed that both person fit and job fit components of the person-job fit structure have positive effect on performance appraisal. Results revealed that when person-job fit was satisfied, employees have positive attitude against performance appraisal practices.

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

African Journals Online (AJOL)

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

20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities conduct outreach and admissions activities for the Job Corps program? 670.430 Section 670.430 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

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

Science.gov (United States)

Schmidt, Steven W.

2010-01-01

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

The SUPER Program: A Research-based Undergraduate Experience

Science.gov (United States)

Ernakovich, J. G.; Boone, R. B.; Boot, C. M.; Denef, K.; Lavallee, J. M.; Moore, J. C.; Wallenstein, M. D.

2014-12-01

Producing undergraduates capable of broad, independent thinking is one of the grand challenges in science education. Experience-based learning, specifically hands-on research, is one mechanism for increasing students' ability to think critically. With this in mind, we created a two-semester long research program called SUPER (Skills for Undergraduate Participation in Ecological Research) aimed at teaching students to think like scientists and enhancing the student research experience through instruction and active-learning about the scientific method. Our aim was for students to gain knowledge, skills, and experience, and to conduct their own research. In the first semester, we hosted active-learning workshops on "Forming Hypotheses", "Experimental Design", "Collecting and Managing Data", "Analysis of Data", "Communicating to a Scientific Audience", "Reading Literature Effectively", and "Ethical Approaches". Each lesson was taught by different scientists from one of many ecological disciplines so that students were exposed to the variation in approach that scientists have. In the second semester, students paired with a scientific mentor and began doing research. To ensure the continued growth of the undergraduate researcher, we continued the active-learning workshops and the students attended meetings with their mentors. Thus, the students gained technical and cognitive skills in parallel, enabling them to understand both "the how" and "the why" of what they were doing in their research. The program culminated with a research poster session presented by the students. The interest in the program has grown beyond our expectations, and we have now run the program successfully for two years. Many of the students have gone on to campus research jobs, internships and graduate school, and have attributed part of their success in obtaining their positions to their experience with the SUPER program. Although common in other sciences, undergraduate research experiences are

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

OpenAIRE

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

2017-01-01

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

Employer-provided support services and job dissatisfaction in Canadian registered nurses.

Science.gov (United States)

Wilkins, Kathryn; Shields, Margot

2012-10-01

Previous research indicates that nurses' job dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine job dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine job dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with job dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' job dissatisfaction. This is a key finding in view of nursing shortages and the importance of job satisfaction to retention.

Job Satisfaction and the Neglected Variable of Job Seniority

Science.gov (United States)

Ronen, Simcha

1978-01-01

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

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

Science.gov (United States)

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

2014-01-01

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

The Job Demands?Resources model: Challenges for future research

NARCIS (Netherlands)

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

2011-01-01

textabstractMotivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working

The Job Demands-Resources model: challenges for future research

NARCIS (Netherlands)

Demerouti, E.; Bakker, A.B.

2011-01-01

Motivation: The motivation of this overview is to present the state of the art of Job Demands–Resources (JD–R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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

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

NARCIS (Netherlands)

Gerards, Ruud; Welters, Ricardo

2016-01-01

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

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

NARCIS (Netherlands)

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

2017-01-01

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

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

OpenAIRE

Loon, M; Bartram, T

2007-01-01

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

The Job Demands?Resources model: Challenges for future research

OpenAIRE

Demerouti, Eva; Bakke, Arnold B.

2011-01-01

textabstractMotivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studie...

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

Science.gov (United States)

Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

2017-05-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

Formal on-the-job training programs at power generating stations

Energy Technology Data Exchange (ETDEWEB)

Hoch, R.R. [HGS, Inc., Ellicott City, MD (United States)

1996-11-01

On-the-Job Training (OJT) should be utilized for all posts in the stations. OJT for entry level positions should include training in many mundane areas that are often overlooked such as record keeping (log sheets and log books), proper communications and how to conduct himself or herself on the watch, during either emergency or routine situations. A separate OJT Program should be provided to prepare personnel to qualify for promotion to the next level. (Depending on any common agreements or bargaining unit contracts, OJT Programs can also be used to pre-qualify candidates for promotion to the next level.) By allowing the trainee to retain all OJT Program materials, it will also be available to him or her for continued reference or remedial training. (When an OJT Program is first instituted, it may be validated by issuing it to incumbent personnel and, subsequent, incorporating their comments or corrections.) This paper describes a formal OJT program.

Use of Job Task Analysis (JTA) in the development of craft training programs

International Nuclear Information System (INIS)

Gonyeau, J.A.; Long, R.E.

1985-01-01

Northern States Power Company is making a major effort to develop performance based training. It is finding the use of JTA data very helpful in the revision of its maintenance craft training programs. The technique being used involves a group of interns from the Training and Development Program of the University of Minnesota. These interns are largely graduate students, but with no nuclear and little mechanical/electrical experience. A Job Analysis for each discipline was used to: guide the following task analysis, determine program content, evaluate existing OJT check lists, and to define the four crafts used for mechanical maintenance. From the Job Analysis, a Training Task List was developed and correlated to training materials. The analysis of the tasks on the Training Task List is proceeding. Taxonomies of systems or subjects are compared to existing lesson plans. These taxonomies are useful when writing new lesson plans. The taxonomies are an excellent start for the development of enabling objectives. A Nine-Step Plan is being followed in the application of JTA data to the development and refinement of performance based training

Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind.

Science.gov (United States)

Peck, Jessica A; Levashina, Julia

2017-01-01

Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact.

Effectiveness of on-the-job training

NARCIS (Netherlands)

van der Klink, Marcel; Streumer, Jan

2002-01-01

Investigates the effectiveness of on-the-job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were

Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.

Science.gov (United States)

Texas A and M Univ., College Station. Vocational Instructional Services.

This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…

Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.

Science.gov (United States)

Texas A and M Univ., College Station. Vocational Instructional Services.

This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…

Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

Science.gov (United States)

Frazier, Eugene

2013-01-01

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

Direct care worker's perceptions of job satisfaction following implementation of work-based learning.

Science.gov (United States)

Lopez, Cynthia; White, Diana L; Carder, Paula C

2014-02-01

The purpose of this study was to understand the impact of a work-based learning program on the work lives of Direct Care Workers (DCWs) at assisted living (AL) residences. The research questions were addressed using focus group data collected as part of a larger evaluation of a work-based learning (WBL) program called Jobs to Careers. The theoretical perspective of symbolic interactionism was used to frame the qualitative data analysis. Results indicated that the WBL program impacted DCWs' job satisfaction through the program curriculum and design and through three primary categories: relational aspects of work, worker identity, and finding time. This article presents a conceptual model for understanding how these categories are interrelated and the implications for WBL programs. Job satisfaction is an important topic that has been linked to quality of care and reduced turnover in long-term care settings.

Impacts of teachers’ competency on job performance in research universities with industry characteristics: Taking academic atmosphere as moderator

Directory of Open Access Journals (Sweden)

Anguo Xu

2014-10-01

Full Text Available Purpose: Research universities with industry characteristics play an irreplaceable role in national economic development and social development. With the rapid development of research universities with industry characteristics in China, these universities face new challenges in managing teachers and promoting their quality. This paper aims to examine the impact of teachers’ competency on job performance in research university with industry characteristics Design/methodology/approach: Based on the behavioral event interview and questionnaire methods, a four-dimension (i.e. basic quality, teaching ability, industry awareness and research capacity competency model was proposed, the influence mechanism of competency on job performance was examined using empirical research. Findings: We found that there is a significant positive correlation between the teachers’ competency level, four dimensions and job performance in research universities with industry characteristics, especially between research capacity, teaching ability, industry awareness and job performance. And academic atmosphere plays a regulatory role in the interaction between the competency and job performance. Practical implications: Our findings can help to improve the management level of teachers in research universities with industry characteristics.Originality/value: The paper introduces the competency theory to the teacher management in research universities with industry characteristics, and gives some interesting findings.

Hospital Job Skills Enhancement Program: A Workplace Literacy Project. Final Evaluation Report.

Science.gov (United States)

Nurss, Joanne R.

A workplace literacy program was designed to improve the literacy skills of entry-level workers in the housekeeping, food service, and laundry departments of Grady Memorial Hospital in Atlanta. Classes were held twice per week for 36 weeks at the hospital on job time. Literacy was defined as reading, writing, oral communication, and problem…

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

Directory of Open Access Journals (Sweden)

Oguz Basol

2016-06-01

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

Positive Side Effects of a Job-Related Training Program for Older Adults in South Korea

Science.gov (United States)

Lee, Minhong; Choi, Jae-Sung

2012-01-01

The objective of the current study was to evaluate empirically positive side effects of a job-related training program on older adults' self-esteem, depression, and social networks. A total of 70 older adults participated in the study after completing the Older Paraprofessional Training Program developed and provided by the Continuing Education…

28 CFR 345.83 - Job safety training.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

The impact of health-management training programs in Latin America on job performance

Directory of Open Access Journals (Sweden)

Díaz-Monsalve Sonia Janeth

2004-01-01

Full Text Available A study was undertaken in Mexico, Colombia, and El Salvador to determine the impact of a management training program on health managers' job performance. A quasi-experimental design was used where in the baseline study an intervention group of 85 district health managers in the three countries was compared with a control group of 71 managers who did not receive the training program. After the implementation of an 18-month training program (which included 5-day training workshops and a series of tasks to be carried out between the workshops, the outcome in terms of improved job performance (i.e. use of predefined management techniques was measured through twelve management performance indicators. The data collection tools were two questionnaires, participant observation in managers' workplaces, focus group discussions, staff interviews, and document analysis. In Mexico, the control group showed 8.3 times weaker management performance compared to the intervention group; in Colombia the value was 3.6 and in El Salvador 2.4. Factors associated with a successful training outcome were: (a training techniques, (b strengthening of enabling factors, and (c reinforcement mechanisms.

Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

Science.gov (United States)

Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

2014-01-01

This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

Recent Research Trends in Genetic Algorithm Based Flexible Job Shop Scheduling Problems

OpenAIRE

Amjad, Muhammad Kamal; Butt, Shahid Ikramullah; Kousar, Rubeena; Ahmad, Riaz; Agha, Mujtaba Hassan; Faping, Zhang; Anjum, Naveed; Asgher, Umer

2018-01-01

Flexible Job Shop Scheduling Problem (FJSSP) is an extension of the classical Job Shop Scheduling Problem (JSSP). The FJSSP is known to be NP-hard problem with regard to optimization and it is very difficult to find reasonably accurate solutions of the problem instances in a rational time. Extensive research has been carried out in this area especially over the span of the last 20 years in which the hybrid approaches involving Genetic Algorithm (GA) have gained the most popularity. Keeping in...

JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

Science.gov (United States)

Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

2013-01-01

This study evaluated the effectiveness of an internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning Autism Spectrum Disorders. In a randomized study, twenty-two youth, ages…

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

OpenAIRE

Kosugi, Shoutaro; Otsuka, Yasumasa

2000-01-01

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

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

Directory of Open Access Journals (Sweden)

I Ketut R Sudiarditha

2016-09-01

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

The Construction of Job Families Based on the Component and Overall Dimensions of the PAQ.

Science.gov (United States)

Taylor, L. R.

1978-01-01

Seventy-six insurance company jobs were analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, company-wide research program. (Editor/RK)

Job profile research for the purchasing profession

NARCIS (Netherlands)

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

2005-01-01

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

Jobs and Skills in Industry 4.0: An Exploratory Research

OpenAIRE

Pinzone , Marta; Fantini , Paola; Perini , Stefano; Garavaglia , Stefano; Taisch , Marco; Miragliotta , Giovanni

2017-01-01

Part 5: Sustainable Human Integration in Cyber-Physical Systems: The Operator 4.0; International audience; Industry 4.0 is at the center of the current debate among manufacturing leaders, industrial practitioners, policy makers and researchers. Despite the increasing attention paid to changes in jobs and skills generated by Industry 4.0, research in this domain is still scarce. Our study focuses on the evolution of technical skills in the context of Industry 4.0 and it provides qualitative in...

Recent Research Trends in Genetic Algorithm Based Flexible Job Shop Scheduling Problems

Directory of Open Access Journals (Sweden)

Muhammad Kamal Amjad

2018-01-01

Full Text Available Flexible Job Shop Scheduling Problem (FJSSP is an extension of the classical Job Shop Scheduling Problem (JSSP. The FJSSP is known to be NP-hard problem with regard to optimization and it is very difficult to find reasonably accurate solutions of the problem instances in a rational time. Extensive research has been carried out in this area especially over the span of the last 20 years in which the hybrid approaches involving Genetic Algorithm (GA have gained the most popularity. Keeping in view this aspect, this article presents a comprehensive literature review of the FJSSPs solved using the GA. The survey is further extended by the inclusion of the hybrid GA (hGA techniques used in the solution of the problem. This review will give readers an insight into use of certain parameters in their future research along with future research directions.

Monetary incentives to reinforce engagement and achievement in a job-skills training program for homeless, unemployed adults.

Science.gov (United States)

Koffarnus, Mikhail N; Wong, Conrad J; Fingerhood, Michael; Svikis, Dace S; Bigelow, George E; Silverman, Kenneth

2013-01-01

The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n=124) were randomized to a no-reinforcement group (n=39), during which access to the training program was provided but no incentives were given; a training reinforcement group (n=42), during which incentives were contingent on attendance and performance; or an abstinence and training reinforcement group (n=43), during which incentives were contingent on attendance and performance, but access was granted only if participants demonstrated abstinence from alcohol. abstinence and training reinforcement and training reinforcement participants advanced further in training and attended more hours than no-reinforcement participants. Monetary incentives were effective in promoting engagement and achievement in a job-skills training program for individuals who often do not take advantage of training programs. © Society for the Experimental Analysis of Behavior.

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

Science.gov (United States)

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

2005-03-01

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

Pawtucket R.I. Group Selected for EPA Environmental Workforce Development and Job Training Program Grant

Science.gov (United States)

Groundwork Rhode Island, a Pawtucket-based organization, was one of 17 groups selected today by the U.S. Environmental Protection Agency (EPA) to share $3.3 million to operate environmental job training programs for local citizens.

Job Sharing in Education.

Science.gov (United States)

Davidson, Wilma; Kline, Susan

1979-01-01

The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

PENGARUH JOB DEMANDS, JOB RESOURCES DAN PERSONAL RESOURCES TERHADAP WORK ENGAGEMENT

OpenAIRE

Diah Restu Ayu; M. Syamsul Maarif; Anggraini Sukmawati

2015-01-01

The purposes of this study were to identify the influence of job demands, job resources and personal resources toward work engagement, define the best predictors of work engagement and the influence of work engagement towards turnover intention. Structural equation modeling was used in this research to estimate the influence of variables simultaneously. This research was conducted to 116 samples of manufacturing employees. The results showed that job demands have direct effect to work engagem...

Mentorship and job satisfaction among Navy family physicians.

Science.gov (United States)

Saperstein, Adam K; Viera, Anthony J; Firnhaber, Gina C

2012-08-01

Among civilian academic physicians, having a mentor is associated with greater job satisfaction. Whether this is true for military physicians is unknown. We sought to examine whether having a mentor is associated with positive job satisfaction among Navy family physicians. A web-based survey was sent to all Navy family physicians in the Specialty leader's database in May 2008. Our main outcome variable was "positive job satisfaction," and our main exposure variable was being in a mentor relationship. Chi-square was used to test for difference in frequencies in categorical variables and logistic regression was used to adjust for covariates. The response rate was 60.2% (186/309). Among respondents, 73.7% reported positive job satisfaction. Factors associated with positive job satisfaction included having a mentor, being >9 years postresidency, spending <50% of time in patient care, higher rank, male gender, and being active in research. After adjustment for these factors, having a mentor remained significantly associated with positive job satisfaction (odds ratio 2.86, 95% confidence interval 1.22-6.71). Having a mentor is associated with positive job satisfaction among Navy family physicians, even after adjusting for multiple other factors. An implication is that a mentorship program may be a strategy for improving job satisfaction.

Problem-Solving Management Training Effects on Sales Productivity and Job Satisfaction.

Science.gov (United States)

Ross, Paul C.; And Others

Research suggests that effective organizational change must be led by line personnel rather than by outside consultants. The Performance Management Program (PMP) implemented in two Bell Telephone companies is a line-led, self-help program in which managers participate in problem-solving activities within their own jobs. Marketing and sales…

Job Campaign Strategies. The Career Life Assessment Skills Series, Booklet Three. A Program to Meet Adult Developmental Needs.

Science.gov (United States)

Curtin, Bernadette M.; Hecklinger, Fred J.

As part of a series on career and life planning for adults, this four-part booklet discusses job search strategies, resume writing, and job interviews. Part I discourages conventional job-hunting techniques (i.e., visiting employment agencies, researching want ads, going through company personnel offices, and sending resumes and cover letters in…

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

Science.gov (United States)

Wolniak, Gregory C.; Pascarella, Ernest T.

2005-01-01

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

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

OpenAIRE

Noermijati Noermijati; Diana Primasari

2015-01-01

Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have signific...

Research Program Overview

Science.gov (United States)

PEER logo Pacific Earthquake Engineering Research Center home about peer news events research products laboratories publications nisee b.i.p. members education FAQs links research Research Program Overview Tall Buildings Initiative Transportation Research Program Lifelines Program Concrete Grand

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

Directory of Open Access Journals (Sweden)

Dragan Benazić

2013-07-01

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

ACGME core competency training, mentorship, and research in surgical subspecialty fellowship programs.

Science.gov (United States)

Francesca Monn, M; Wang, Ming-Hsien; Gilson, Marta M; Chen, Belinda; Kern, David; Gearhart, Susan L

2013-01-01

To determine the perceived effectiveness of surgical subspecialty training programs in teaching and assessing the 6 ACGME core competencies including research. Cross-sectional survey. ACGME approved training programs in pediatric urology and colorectal surgery. Program Directors and recent trainees (2007-2009). A total of 39 program directors (60%) and 57 trainees (64%) responded. Both program directors and recent trainees reported a higher degree of training and mentorship (75%) in patient care and medical knowledge than the other core competencies (pinterpersonal and communication, and professionalism training were perceived effective to a lesser degree. Specifically, in the areas of teaching residents and medical students and team building, program directors, compared with recent trainees, perceived training to be more effective, (p = 0.004, p = 0.04). Responses to questions assessing training in systems based practice ubiquitously identified a lack of training, particularly in financial matters of running a practice. Although effective training in research was perceived as lacking by recent trainees, 81% reported mentorship in this area. According to program directors and recent trainees, the most effective method of teaching was faculty supervision and feedback. Only 50% or less of the recent trainees reported mentorship in career planning, work-life balance, and job satisfaction. Not all 6 core competencies and research are effectively being taught in surgery subspecialty training programs and mentorship in areas outside of patient care and research is lacking. Emphasis should be placed on faculty supervision and feedback when designing methods to better incorporate all 6 core competencies, research, and mentorship. Copyright © 2012 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Job demands-resources model

OpenAIRE

Bakker, Arnold; Demerouti, Eva

2013-01-01

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

Monetary Incentives to Reinforce Engagement and Achievement in a Job-Skills Training Program for Homeless, Unemployed Adults

Science.gov (United States)

Koffarnus, Mikhail N.; Wong, Conrad J.; Fingerhood, Michael; Svikis, Dace S.; Bigelow, George E.; Silverman, Kenneth

2013-01-01

The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n?=?124) were randomized to a no-reinforcement group (n?=?39), during which access to the training program was provided but no incentives were given; a…

20 CFR 627.240 - On-the-job training.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

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

Directory of Open Access Journals (Sweden)

Stella Ribeiro

2016-05-01

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

Hospital nurse staffing and patient mortality, emotional exhaustion, and job dissatisfaction.

Science.gov (United States)

Halm, Margo; Peterson, Michelle; Kandels, Mary; Sabo, Julie; Blalock, Miriam; Braden, Rebecca; Gryczman, Anna; Krisko-Hagel, Kathryn; Larson, Dave; Lemay, Diane; Sisler, Bette; Strom, Linda; Topham, Debra

2005-01-01

To conduct an investigation similar to a landmark study that investigated the association between nurse-to-patient ratio and patient mortality, failure-to-rescue, emotional exhaustion and job satisfaction of nurses. Cross-sectional analysis of 2709 general, orthopedic, and vascular surgery patients, and 140 staff nurses (42% response rate) caring for these patients in a large Midwestern institution. The main outcome measures were mortality, failure-to-rescue, emotional exhaustion, and job dissatisfaction. Staffing was not a significant predictor of mortality or failure-to-rescue, nor did clinical specialty predict emotional exhaustion or job dissatisfaction. Although these findings reinforce adequate staffing ratios at this institution, programs that support nurses in their daily practice and positively impact job satisfaction need to be explored. The Nursing Research Council not only has heightened awareness of how staffing ratios affect patient and nurse outcomes, but also a broader understanding of how the research process can be used to effectively shape nurse's practice and work environments.

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

OpenAIRE

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

2014-01-01

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

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

Directory of Open Access Journals (Sweden)

Noermijati Noermijati

2015-08-01

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

A meta-analysis of the variables related to job satisfaction among Korean nurses.

Science.gov (United States)

Choi, So Eun; Kim, Sang Dol

2016-08-01

The shortage of nursing workforce has been a critical and global issue and associated with job satisfaction. To evaluate the strength of the relationships between job satisfaction and organizational commitment, job stress, and turnover intention among Korean nurses. Preferred Reporting Items for Systematic Reviews and Meta-Analyses; Korean Education & Research Information Service, KISS, DB pia, PubMed, and CINAHL databases were searched. The meta-analysis software package, R program (version 3.0.1), was used. Thirty-eight of 1245 screened studies had appropriate data. The overall relationships were high and significant, and increased organizational commitment (WES = .62), decreased turnover intention (WES = -.47), and decreased job stress (WES = -.37) were associated with job satisfaction. The strongest relationship was identified between organizational commitment and job satisfaction. These findings have important implications for improving organizational commitment to increase job satisfaction among nurses.

Job Motivation and Job Satisfaction among Academic Staff in Higher Education

Directory of Open Access Journals (Sweden)

Gordana Stankovska

2017-05-01

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

Solar installer training: Home Builders Institute Job Corps

Energy Technology Data Exchange (ETDEWEB)

Hansen, K.; Mann, R. [San Diego Job Corps Center, Imperial Beach, CA (United States). Home Builders Inst.

1996-10-01

The instructors describe the solar installation training program operated since 1979 by the Home Builders Institute, the Educational Arm of the National Association of Home Builders for the US Department of Labor, Job Corps in San Diego, CA. The authors are the original instructors and have developed the program since its inception by a co-operative effort between the Solar Energy Industries Association, NAHB and US DOL. Case studies of a few of the 605 students who have gone to work over the years after the training are included. It is one of the most successful programs under the elaborate Student Performance Monitoring Information System used by all Job Corps programs. Job Corps is a federally funded residential job training program for low income persons 16--24 years of age. Discussion details the curriculum and methods used in the program including classroom, shop and community service projects. Solar technologies including all types of hot water heating, swimming pool and spa as well as photovoltaics are included.

Alaska Native Weatherization Training and Jobs Program First Steps Toward Tribal Weatherization – Human Capacity Development

Energy Technology Data Exchange (ETDEWEB)

Wiita, Joanne

2013-07-30

The Alaska Native Weatherization Training and Jobs Project expanded weatherization services for tribal members’ homes in southeast Alaska while providing weatherization training and on the job training (OJT) for tribal citizens that lead to jobs and most probably careers in weatherization-related occupations. The program resulted in; (a) 80 Alaska Native citizens provided with skills training in five weatherization training units that were delivered in cooperation with University of Alaska Southeast, in accordance with the U.S. Department of Energy Core Competencies for Weatherization Training that prepared participants for employment in three weatherizationrelated occupations: Installer, Crew Chief, and Auditor; (b) 25 paid OJT training opportunities for trainees who successfully completed the training course; and (c) employed trained personnel that have begun to rehab on over 1,000 housing units for weatherization.

Automatic programming via iterated local search for dynamic job shop scheduling.

Science.gov (United States)

Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

2015-01-01

Dispatching rules have been commonly used in practice for making sequencing and scheduling decisions. Due to specific characteristics of each manufacturing system, there is no universal dispatching rule that can dominate in all situations. Therefore, it is important to design specialized dispatching rules to enhance the scheduling performance for each manufacturing environment. Evolutionary computation approaches such as tree-based genetic programming (TGP) and gene expression programming (GEP) have been proposed to facilitate the design task through automatic design of dispatching rules. However, these methods are still limited by their high computational cost and low exploitation ability. To overcome this problem, we develop a new approach to automatic programming via iterated local search (APRILS) for dynamic job shop scheduling. The key idea of APRILS is to perform multiple local searches started with programs modified from the best obtained programs so far. The experiments show that APRILS outperforms TGP and GEP in most simulation scenarios in terms of effectiveness and efficiency. The analysis also shows that programs generated by APRILS are more compact than those obtained by genetic programming. An investigation of the behavior of APRILS suggests that the good performance of APRILS comes from the balance between exploration and exploitation in its search mechanism.

MODEL ON THE JOB TRAINING PENINGKATAN KETERAMPILAN MAHASISWA

Directory of Open Access Journals (Sweden)

Suranto

2012-10-01

Full Text Available Penelitian ini bertujuan untuk mengetahui apakah model on the job training (pelatihan kerja di industri mampu meningkatkan kemampuan keterampilan mahasiswa program studi vokasi bidang manufaktur di Universitas Tujuh Belas Agustus Surabaya. Penelitian ini mengambil data pada mahasiswa di Program Studi Vokasi bidang manufaktur sejumlah 20 orang untuk menguji validitas dan reliabilitas angket dan sejumlah 30 orang mahasiswa untuk menguji pengaruh on the job training terhadap kemampuan keterampilan mahasiswa yang meliputi aspek afektif, kognitif dan psikomotorik. Pengumpulan data melalui angket, observasi, dan wawancara. Metode analisis menggunakan regresi untuk mengetahui pengaruh antara variabel on the job training terhadap variabel kemampuan keterampilan mahasiswa. Diketahui hasil persamaan regresi bahwa semakin baik model on the job training diterapkan, maka semakin baik pula peningkatan kemampuan keterampilan yang dimiliki mahasiswa. Besarnya pengaruh model on the job training terhadap keterampilan sebesar 0.701 atau 70.1%. Dihasilkan model pembelajaran on the job training yang dilakukan mampu mempengaruhi peningkatan kemampuan keterampilan calon lulusan program studi vokasi bidang manufaktur

Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

Directory of Open Access Journals (Sweden)

Nicolaas W.H. Smit

2016-08-01

Full Text Available Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa. Motivation for the study: The mining industry in general is often faced with hazardous and physically demanding working environments, where employees work under constant pressure. Work stressors, job insecurity, union support and job satisfaction are considered key variables when investigating effective means of managing safety. Research design, approach and method: A cross-sectional survey design was utilised to collect the data. A convenience sample of employees in the iron ore mining industry of South Africa (N = 260 were included. Structural equation modelling and bootstrapping resampling analysis were used to analyse the data. Main findings: Work stressors and job insecurity were found to be negatively associated with job satisfaction. Conversely, perceived union support was positively associated with job satisfaction and safety motivation and behaviour. Furthermore, job satisfaction mediated the relationship between union support and safety motivation and behaviour. Practical/managerial implications: Mining organisations can, by placing the focus on reducing work stressors, and promoting job security and union support, achieve higher levels of safety motivation and behaviour through job satisfaction. Contribution/value-add: A great deal of independent research on work stressors, job insecurity, union support, job satisfaction as well as safety motivation and behaviour has already been done. To date, very little empirical research exists that simultaneously considers all these constructs. This

Job-demand for learning and job-related learning: the moderating effect of need for achievement

OpenAIRE

Loon, M; Casimir, G

2008-01-01

Purpose: The purpose of the research is to examine whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Design/methodology/approach: Data were obtained from 153 participants full-time. The scales for job-demand for learning and job-related learning were developed for this research, whilst the scale for need for achievement was obtained from an external source. Hierarchical regression analysis was used in testing the hypothesized mod...

The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

Science.gov (United States)

Chen, Chien-Cheng; Chiu, Su-Fen

2009-08-01

Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

Use of Job and Task Analysis in Training.

Science.gov (United States)

George Washington Univ., Alexandria, VA. Human Resources Research Office.

A t a briefing sponsored by the Office of the Deputy Chief of Staff for Individual Training, members of the Human Resources Research Office reported on four projects using job and task analysis in different training situations. Wor k Unit STOCK was a training program designed to develop training management procedures for heterogeneous ability…

Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?

Science.gov (United States)

Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A; Pitt-Catsouphes, Martha

2013-01-01

There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with job satisfaction for workers of different ages. Findings suggest that the positive relationships between job satisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between job satisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for job satisfaction vary for employees of different ages.

Variable Neighbourhood Search and Mathematical Programming for Just-in-Time Job-Shop Scheduling Problem

Directory of Open Access Journals (Sweden)

Sunxin Wang

2014-01-01

Full Text Available This paper presents a combination of variable neighbourhood search and mathematical programming to minimize the sum of earliness and tardiness penalty costs of all operations for just-in-time job-shop scheduling problem (JITJSSP. Unlike classical E/T scheduling problem with each job having its earliness or tardiness penalty cost, each operation in this paper has its earliness and tardiness penalties, which are paid if the operation is completed before or after its due date. Our hybrid algorithm combines (i a variable neighbourhood search procedure to explore the huge feasible solution spaces efficiently by alternating the swap and insertion neighbourhood structures and (ii a mathematical programming model to optimize the completion times of the operations for a given solution in each iteration procedure. Additionally, a threshold accepting mechanism is proposed to diversify the local search of variable neighbourhood search. Computational results on the 72 benchmark instances show that our algorithm can obtain the best known solution for 40 problems, and the best known solutions for 33 problems are updated.

Job and task analysis for technical staff

International Nuclear Information System (INIS)

Toline, B.C.

1991-01-01

In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

Inpo/industry job and task analysis efforts

International Nuclear Information System (INIS)

Wigley, W.W.

1985-01-01

One of the goals of INPO is to develop and coordinate industrywide programs to improve the education, training and qualification of nuclear utility personnel. To accomplish this goal, INPO's Training and Education Division: conducts periodic evaluations of industry training programs; provides assistance to the industry in developing training programs; manages the accreditation of utility training programs. These efforts are aimed at satisfying the need for training programs for nuclear utility personnel to be performance-based. Performance-based means that training programs provide an incumbent with the skills and knowledge required to safely perform the job. One of the ways that INPO has provided assistance to the industry is through the industrywide job and task analysis effort. I will discuss the job analysis and task analysis processes, the current status of JTA efforts, JTA products and JTA lessons learned

THE RELATION BETWEEN EMOTIONAL LABOR, JOB BURNOUT AND INTENTION TO TURNOVER: A RESEARCH ON TRAVEL AGENCY WORKERS

Directory of Open Access Journals (Sweden)

Lokman TOPRAK

2015-07-01

Full Text Available The aim of this study is to show the relation between emotional labor, job burnout and intention to turnover of travel agency workers, and to develop appropriate suggestions in the light of obtained findings. For this aim, a survey is applied to travel agency workers which is one of the emotional labor-intensive jobs. According to the results of this research, emotional labor behaviors of travel agency workers influence job burnout negatively and their level of job burnout influences intention to turnover positively. However, any relation between emotional labor and intention to turnover was not found.

Job satisfaction and retention of community nutrition educators: the importance of perceived value of the program, consultative supervision, and work relationships.

Science.gov (United States)

Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

2010-01-01

To investigate how paraprofessional Community Nutrition Educators' (CNEs') perceptions of work context relate to job satisfaction and intention to leave the position. Cross-sectional statewide survey of program personnel. Expanded Food and Nutrition Education Program (EFNEP) sites (n = 32) serving low- income families in New York. CNEs delivering EFNEP (n = 115). CNE job satisfaction and intention to leave. Multivariate regression analysis predicting work attitudes from perceived work context, CNE personality traits, and characteristics of CNEs, supervisors, and programs. Despite low satisfaction with pay, overall job satisfaction was high and intention to leave was low. Satisfaction was positively related to CNEs' perceptions of program value, work relationships, and having a voice in relevant decisions (adjusted R(2) = 0.60). Intention to leave was negatively related to perceptions of program value and supervision and satisfaction with pay (adjusted R(2) = 0.36), but the latter relationship was found only among more educated CNEs. CNEs' satisfaction and intention to leave were strongly associated with perceptions of program value, work relationships, and consultative management. Intrinsically motivating work, often viewed as the domain of professionals, is critical for the morale and retention of paraprofessional nutrition educators. Copyright 2010 Society for Nutrition Education. Published by Elsevier Inc. All rights reserved.

Qualitative study of African-American job satisfaction in a scientific/technical research environment

Energy Technology Data Exchange (ETDEWEB)

Krossa, Cheryl Delemos [San Francisco Univ. (United States)

1996-09-01

Many studies have been conducted in the area of job satisfaction. Its necessary attributes sor components have been studied, analyzed, validated, standardized, and normed, onpredominantly white male populations. Few of these studies have focused on people of color, specifically African-Americans, and fewer still on those African-Americans working in a high-tech, scientific and research environments. The researchers have defined what is necessary for the current dominent culture`s population, but are their findings applicable and valid for our nation`s other cultures and ethnic groups? Among the conclusions: the subjects felt that there was no real difference in job satisfiers from their white colleagues; however the subjects had the sense of community (African-American) and the need to give back to it. Frustrations included politics, funding, and lack of control.

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

OpenAIRE

Sutjitra, Devilan

2015-01-01

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

Training young rural women to find urban jobs in Bangladesh | IDRC ...

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

2016-04-20

Apr 20, 2016 ... But not everyone has equal access to these jobs. ... Researchers supported by IDRC evaluate a training program to ... in Bangladesh's Daily Star Equip youth with skills to accelerate growth ... Careers · Contact Us · Site map.

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

OpenAIRE

Dehghan; Mobinyzadeh; Habibi

2016-01-01

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

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

OpenAIRE

Sinaulan; Noor; wildan

2017-01-01

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

Review of research on teacher's work motivation and job satisfaction

OpenAIRE

山下, 顕史; Yamashita, Kenji

2010-01-01

In this text, the theory was arranged concerning the teacher's job satisfaction and work motivation. The job satisfaction and the work motivation are especially receiving a big influence from the organizational culture. Moreover, when the organization was managed, there are necessities of the payment of special attention to job satisfaction and work motivation. The teacher's job satisfaction and work motivation of are influenced from not only the factor in the school organization but also the...

Labor and Population Program. Job Continuity Among New Mothers

National Research Council Canada - National Science Library

2000-01-01

.... By protecting the right of new mothers to return to their previous jobs, maternity-leave statutes seek to help women benefit more from on-the-job training and to reduce the wage gap between mothers...

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

Directory of Open Access Journals (Sweden)

Marić Zorica

2005-01-01

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

The Complete Guide to Job Sharing.

Science.gov (United States)

Hohn, Marcia D.

This booklet provides information on job sharing that resulted from the research and experience of the Merrimack Valley Job Sharing Project. An overview of the topic considers the need for job sharing, employer benefits, types of jobs shared, job division, benefits, employer costs and savings, financial considerations for job sharers, perspectives…

Job demands-resources model

NARCIS (Netherlands)

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

2013-01-01

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

The Relation of Source Credibility and Message Frequency to Program Evaluation and Self-Confidence of Students in a Job Shadowing Program

Science.gov (United States)

Linnehan, Frank

2004-01-01

Using a pre- and post-test design, this study examined the relation of an adult's credibility and message frequency to the beliefs of female high school students participating in a job-shadowing program. Hypotheses were based on the Elaboration Likelihood Model of attitude formation and change. Findings indicate that credibility of the adult…

An Examination of Job Skills Posted on Internet Databases: Implications for Information Systems Degree Programs.

Science.gov (United States)

Liu, Xia; Liu, Lai C.; Koong, Kai S.; Lu, June

2003-01-01

Analysis of 300 information technology job postings in two Internet databases identified the following skill categories: programming languages (Java, C/C++, and Visual Basic were most frequent); website development (57% sought SQL and HTML skills); databases (nearly 50% required Oracle); networks (only Windows NT or wide-area/local-area networks);…

20 CFR 638.541 - Job Corps training opportunities.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

Smart Industry Research in the Field of HRM : Resetting Job Design as an Example of Upcoming Challenges

NARCIS (Netherlands)

Habraken, Milou Maria Petronella; Bondarouk, Tatiana; Bondarouk, Tanya; Ruel, Huub; Parry, Emma

2017-01-01

Purpose – This chapter aims to encourage and guide Smart Industry HRM-related research by addressing upcoming challenges developed using a Job Design lens. Methodology/approach – The challenges are constructed based on a developed overview of the existing body of work related to Job Design and a

Individual Differences in the Relationship between Satisfaction with Job Rewards and Job Satisfaction

Science.gov (United States)

Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland

2013-01-01

Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-job satisfaction relationship. For the…

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

Directory of Open Access Journals (Sweden)

Seyed Hossein Alavi

2017-10-01

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

Determining Composite Validity Coefficients for Army Jobs and Job Families

National Research Council Canada - National Science Library

Zeidner, Joseph

2002-01-01

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

The Grid[Way] Job Template Manager, a tool for parameter sweeping

Science.gov (United States)

Lorca, Alejandro; Huedo, Eduardo; Llorente, Ignacio M.

2011-04-01

Parameter sweeping is a widely used algorithmic technique in computational science. It is specially suited for high-throughput computing since the jobs evaluating the parameter space are loosely coupled or independent. A tool that integrates the modeling of a parameter study with the control of jobs in a distributed architecture is presented. The main task is to facilitate the creation and deletion of job templates, which are the elements describing the jobs to be run. Extra functionality relies upon the GridWay Metascheduler, acting as the middleware layer for job submission and control. It supports interesting features like multi-dimensional sweeping space, wildcarding of parameters, functional evaluation of ranges, value-skipping and job template automatic indexation. The use of this tool increases the reliability of the parameter sweep study thanks to the systematic bookkeeping of job templates and respective job statuses. Furthermore, it simplifies the porting of the target application to the grid reducing the required amount of time and effort. Program summaryProgram title: Grid[Way] Job Template Manager (version 1.0) Catalogue identifier: AEIE_v1_0 Program summary URL:http://cpc.cs.qub.ac.uk/summaries/AEIE_v1_0.html Program obtainable from: CPC Program Library, Queen's University, Belfast, N. Ireland Licensing provisions: Apache license 2.0 No. of lines in distributed program, including test data, etc.: 3545 No. of bytes in distributed program, including test data, etc.: 126 879 Distribution format: tar.gz Programming language: Perl 5.8.5 and above Computer: Any (tested on PC x86 and x86_64) Operating system: Unix, GNU/Linux (tested on Ubuntu 9.04, Scientific Linux 4.7, centOS 5.4), Mac OS X (tested on Snow Leopard 10.6) RAM: 10 MB Classification: 6.5 External routines: The GridWay Metascheduler [1]. Nature of problem: To parameterize and manage an application running on a grid or cluster. Solution method: Generation of job templates as a cross product of

The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors.

Science.gov (United States)

Hoert, Jennifer; Herd, Ann M; Hambrick, Marion

2018-05-01

The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. A cross-sectional survey design was used. Four worksites with a range of wellness programs were selected for this study. Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior ( P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F 7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P stress (β = -.27, t = -6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Results from the study suggest that employees' perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

Career Planning Workshop offers advice on landing a job

Science.gov (United States)

Fiske, Peter S.

As part of a continuing program on career planning and job hunting skills for geoscientists, AGU sponsored a career workshop at the Fall 1994 meeting in San Francisco. Over 100 attended the 2-hour seminar led by Peter Fiske, a post-doc at Lawrence Livermore National Laboratory, and Al Levin, assistant director of graduate counseling and programs at Stanford University's Career Planning and Placement Center. The purpose of the seminar was to help Ph.D.s identify the transferable skills they possess and to outline the basic steps in making the often difficult transition to a new career outside of research science. According to Fiske and Levin, scientists tend to start their career change by searching for specific jobs and organizations they think might be a good match for their technical training and tend to assume that a technical position is the only good match for them. In fact, research-trained scientists possess a number of transferable skills that are valued in a wide variety of work environments, such as good communication, organizational, and team work skills, and independence.

ANALISIS PENGARUH WORK-FAMILY BALANCE DAN PROGRAM FAMILY FRIENDLY TERHADAP KEPUASAN KERJA Studi Kasus pada Rumah Sakit Panti Wilasa Citarum, Semarang

OpenAIRE

Paloma Paramita; Waridin Waridin

2007-01-01

This research aim to test the impact of work-family balance and family friendly program to job satisfaction. The sample of the research are 75 nurses in Panti Wilasa Hospital by purposive sampling. Result of the research support hypotheses. First, work-family balance have positive impact to job satisfaction, second, family friendly program have positive impact to job satisfaction. Analyses in the research use multiple regression.

Factors Impacting on Teachers' Job Satisfaction Related to Science Teaching: A Mixed Methods Study

Science.gov (United States)

Song, S.; Mustafa, M.

2015-01-01

Science teachers' job satisfaction is identified as a major factor that affects the quality of a science program. This research investigated to what extent a science program supports science teachers in terms of curriculum materials or extracurricular activities. It also examined the relationships among schools' curriculum support, the number of…

Job Satisfaction of Nursing Managers

OpenAIRE

Petrosova, Liana; Pokhilenko, Irina

2015-01-01

The aim of the study was to research levels of job satisfaction, factors affecting job satisfaction/dissatisfaction, and ways to improve job satisfaction among nursing managers. The purposes of the study were to extend knowledge in the field of healthcare management, to raise awareness about factors that affect job satisfaction in nursing management career, and to provide suggestions regarding how to increase job satisfaction among nursing managers. The method of this study is literature r...

Mapping the global health employment market: an analysis of global health jobs.

Science.gov (United States)

Keralis, Jessica M; Riggin-Pathak, Brianne L; Majeski, Theresa; Pathak, Bogdan A; Foggia, Janine; Cullinen, Kathleen M; Rajagopal, Abbhirami; West, Heidi S

2018-02-27

The number of university global health training programs has grown in recent years. However, there is little research on the needs of the global health profession. We therefore set out to characterize the global health employment market by analyzing global health job vacancies. We collected data from advertised, paid positions posted to web-based job boards, email listservs, and global health organization websites from November 2015 to May 2016. Data on requirements for education, language proficiency, technical expertise, physical location, and experience level were analyzed for all vacancies. Descriptive statistics were calculated for the aforementioned job characteristics. Associations between technical specialty area and requirements for non-English language proficiency and overseas experience were calculated using Chi-square statistics. A qualitative thematic analysis was performed on a subset of vacancies. We analyzed the data from 1007 global health job vacancies from 127 employers. Among private and non-profit sector vacancies, 40% (n = 354) were for technical or subject matter experts, 20% (n = 177) for program directors, and 16% (n = 139) for managers, compared to 9.8% (n = 87) for entry-level and 13.6% (n = 120) for mid-level positions. The most common technical focus area was program or project management, followed by HIV/AIDS and quantitative analysis. Thematic analysis demonstrated a common emphasis on program operations, relations, design and planning, communication, and management. Our analysis shows a demand for candidates with several years of experience with global health programs, particularly program managers/directors and technical experts, with very few entry-level positions accessible to recent graduates of global health training programs. It is unlikely that global health training programs equip graduates to be competitive for the majority of positions that are currently available in this field.

It's all in the attitude: The role of job attitude strength in job attitude-outcome relationships.

Science.gov (United States)

Schleicher, Deidra J; Smith, Troy A; Casper, Wendy J; Watt, John D; Greguras, Gary J

2015-07-01

Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes. (c) 2015 APA, all rights reserved).

Impact of external job mobility and occupational job mobility on earnings

Energy Technology Data Exchange (ETDEWEB)

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

2016-07-01

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

Impact of external job mobility and occupational job mobility on earnings

International Nuclear Information System (INIS)

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

2016-01-01

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

Outcome Evaluation of a Policy-Mandated Lifestyle and Environmental Modification Program in a National Job Training Center.

Science.gov (United States)

Jimenez, Elizabeth Yakes; Harris, Amanda; Luna, Donald; Velasquez, Daniel; Slovik, Jonathan; Kong, Alberta

2017-06-01

Excess weight gain is common when adolescents become young adults, but there are no obesity prevention or weight management interventions that have been tested for emerging adults who follow non-traditional post-secondary paths, such as enrolling in job training programs. We evaluated Healthy Eating & Active Lifestyles (HEALs), a policy-mandated lifestyle education/environmental modification program, at a job training center for low-income 16-24 year olds. We examined average change in body mass index (BMI) z-score from baseline to 6 months for emerging adults (aged 16-24 years) in pre-HEALs implementation (n = 125) and post-HEALs implementation (n = 126) cohorts living at the job training center, by baseline weight status. In both cohorts, average BMI z-score significantly increased from baseline to 6 months for students with BMI < 25. Average BMI z-score significantly decreased for the overweight (BMI 25 to <30; -0.11, p = .03) and obese (BMI ≥ 30; -0.11, p = .001) students only within the post-HEALs cohort; changes within the pre-HEALs cohort and between cohorts were not significant. HEALs may promote positive weight-related trends for overweight/obese students, but prevention efforts for non-overweight/obese students need to be improved.

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

OpenAIRE

R Sudiarditha, I Ketut; Baqi, Fikri Haikal; Handaru, Agung Wahyu

2016-01-01

The purpose of this research are: 1 ) To know description and how picture level job stress, compensation and job satisfaction atPT Tri Megah Makmur. 2) To know the influence of job stress tojob satisfaction atPT Tri Megah Makmur. 3) To know the influence of compensation to job satisfaction atPT Tri Megah Makmur. 4) To know empirically the influence of job stress and compensation tojob satisfaction atPT Tri Megah Makmur. 5) To know how far the contribution of job stress and compensation tojob ...

Principals' instructional management skills and middle school science teacher job satisfaction

Science.gov (United States)

Gibbs-Harper, Nzinga A.

The purpose of this research study was to determine if a relationship exists between teachers' perceptions of principals' instructional leadership behaviors and middle school teacher job satisfaction. Additionally, this study sought to assess whether principal's instructional leadership skills were predictors of middle school teachers' satisfaction with work itself. This study drew from 13 middle schools in an urban Mississippi school district. Participants included teachers who taught science. Each teacher was given the Principal Instructional Management Rating Scale (PIMRS; Hallinger, 2011) and the Teacher Job Satisfaction Questionnaire (TJSQ; Lester, 1987) to answer the research questions. The study was guided by two research questions: (a) Is there a relationship between the independent variables Defining the School's Mission, Managing the Instructional Program, and Developing the School Learning Climate Program and the dependent variable Work Itself?; (b) Are Defining the School's Mission, Managing the Instructional Program, and Developing the School Learning Climate Program predictors of Work Itself? The Pearson's correlation and multiple regression analysis were utilized to examine the relationship between the three dimensions of principals' instructional leadership and teacher satisfaction with work itself. The data revealed that there was a strong, positive correlation between all three dimensions of principals' instructional leadership and teacher satisfaction with work itself. However, the multiple regression analysis determined that teachers' perceptions of principals' instructional management skills is a slight predictor of Defining the School's Mission only.

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

Science.gov (United States)

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

2002-06-01

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

A Novel Service-Oriented Professional Development Program for Research Assistants at an Academic Hospital: A Web-Based Survey.

Science.gov (United States)

Kitts, Robert Li; Koleoglou, Kyle John; Holland, Jennifer Elysia; Hutchinson, Eliza Haapaniemi; Nang, Quincy Georgdie; Mehta, Clare Marie; Tran, Chau Minh; Fishman, Laurie Newman

2015-11-02

Research assistants (RAs) are hired at academic centers to staff the research and quality improvement projects that advance evidence-based medical practice. Considered a transient population, these young professionals may view their positions as stepping-stones along their path to graduate programs in medicine or public health. To address the needs of these future health professionals, a novel program-Program for Research Assistant Development and Achievement (PRADA)-was developed to facilitate the development of desirable professional skill sets (ie, leadership, teamwork, communication) through participation in peer-driven service and advocacy initiatives directed toward the hospital and surrounding communities. The authors hope that by reporting on the low-cost benefits of the program that other institutions might consider the utility of implementing such a program and recognize the importance of acknowledging the professional needs of the next generation of health care professionals. In 2011, an anonymous, Web-based satisfaction survey was distributed to the program membership through a pre-established email distribution list. The survey was used to evaluate demographics, level of participation and satisfaction with the various programming, career trajectory, and whether the program's goals were being met. Upon the completion of the survey cycle, a 69.8% (125/179) response rate was achieved with the majority of respondents (94/119, 79.0%) reporting their 3-year goal to be in medical school (52/119, 43.7%) or nonmedical graduate school (42/119, 35.3%). Additionally, most respondents agreed or strongly agreed that PRADA had made them feel more a part of a research community (88/117, 75.2%), enhanced their job satisfaction (66/118, 55.9%), and provided career guidance (63/117, 53.8%). Overall, 85.6% of respondents (101/118) agreed or strongly agreed with recommending PRADA to other research assistants. High response rate and favorable outlook among respondents

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

Science.gov (United States)

Palazoğlu, Cansu Atmaca; Koç, Zeliha

2017-01-01

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

20 CFR 628.210 - State Job Training Coordinating Council.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

Brownfields Tabor Commons Green Jobs Training Program

Science.gov (United States)

This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

25 CFR 26.12 - Who provides the Job Placement and Training?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...

Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

Science.gov (United States)

Barker, Kathryn Chang

The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

Effects of a worker participatory program for improving work environments on job stressors and mental health among workers: a controlled trial.

Science.gov (United States)

Kobayashi, Yuka; Kaneyoshi, Akiko; Yokota, Atsuko; Kawakami, Norito

2008-01-01

The Mental Health Action Checklist for a Better Workplace Environment (MHACL) is a tool for a worker participatory approach to improve work environments for worker mental health. The present study investigated the effects of an organizational intervention using the MHACL on reducing job stressors and the psychological distress of workers of a manufacturing enterprise in Japan with a controlled study design. Nine of 45 departments participated in a work environment improvement program, including planning workshops, implementation and monitoring, between July and December 2005 (intervention group, n=321). The remaining 36 departments served as the control group (n=750). Outcomes (job stressors, worksite support, psychological distress, etc.), measured using the Brief Job Stress Questionnaire, as well as sick leave days taken from the company record, were recorded before and six months after the program for both groups. Among women, skill underutilization, supervisor and coworker support, psychological distress, and job satisfaction changed more favorably in the intervention group than in the control group (pparticipation in the planning workshops and among departments with a 50% or higher rate of implemented vs. planned actions. A worker participatory organizational intervention using the MHACL seems effective for promoting mental health among Japanese white-collar women.

Research on readiness for job creation through one's own agribusiness startup

OpenAIRE

Vojnović Boško; Stefanović Vidoje; Vojnović Dragana; Perović Milorad

2014-01-01

This paper examines the problems of jobs, employment, staff hiring in the agriindustrial complex, job description and requirements, theoretical and practical job cost indicators, and the willingness of our people to create new jobs by starting up their own private agribusiness. The results indicate a chronic lack of private funds necessary for every new business as well as the inevitability of borrowing. Potential entrepreneurs know the advantages and the disadvantages of solo and partnership...

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

Science.gov (United States)

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

2015-01-01

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

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

Science.gov (United States)

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

2014-11-10

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

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

NARCIS (Netherlands)

De Beer, L.T. (Leon T.); M. Tims (Maria); A.B. Bakker (Arnold)

2016-01-01

textabstractThe purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional

The Construction of Job Families Based on Company Specific PAQ Job Dimensions.

Science.gov (United States)

Taylor, L. R.; Colbert, G. A.

1978-01-01

Research is presented on the construction of job families based on Position Analysis Questionnaire data. The data were subjected to a component analysis. Results were interpreted as sufficiently encouraging to proceed with analyses of validity generalization within the job families. (Editor/RK)

Disabled Veterans on the Job Front.

Science.gov (United States)

Walker, Michael J.

1978-01-01

The Disabled Veterans Outreach Program (DVOP) administered by the Department of Labor's Employment and Training Administration arranges training and placement for disabled veterans in local job service offices. These employees then assist in placing other disabled veterans on jobs. Some typical DVOP success stories are described. (MF)

Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

Science.gov (United States)

Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

2017-02-01

An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

PSYCHOLOGICAL CAPITAL AND EMOTIONAL LABOR AS DETERMINANTS OF JOB SATISFACTION: A RESEARCH ON BANK EMPLOYEES

Directory of Open Access Journals (Sweden)

Mustafa Kemal TOPCU

2017-09-01

Full Text Available Employees’ contribution to organizations to be succesfull and to reach objectives are considered great. As a natural result, organizations has exponentially started to invest in human capital. By adapting positive psychology to organizational field, it is believed that the happier employees are the more porductive they work. In fact, psychology of employees at workplace has a great significance on organizational attitudes and behaviors towards the job itself, organization, co-workers, and customers. In particular, the effects on job satisfaction,  which is a sum of emotions at workplace, is continously attached more attraction by researchers. Nonetheless, relations among variables are studied at organizations having a normal life cycle. On the other side, extreme cases like moving, downsizing, restructuring are rarely studied. To this end, this study aims at determining the effects of psychological capital and emotional labor on job satisfaction of employees working in a moving bank headquarters. Findings indicate that there is no significant effect of psychological capital and emotional labor on job satifaction due to organizational climate whilst psychological capital has a positive effect on emotional labor.

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

Science.gov (United States)

2010-09-01

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

A research education program model to prepare a highly qualified workforce in biomedical and health-related research and increase diversity.

Science.gov (United States)

Crockett, Elahé T

2014-09-24

continued their research experiences beyond the program. The combination of carefully providing standard basics of research education and mentorship has been successful and instrumental for training these students/learners and their success in finding biomedical/health-related jobs and/or pursuing graduate/medical studies. All experiences have been positive and highly promoted. This approach has the potential to train a highly qualified workforce, change lives, enhance biomedical research, and by extension, improve national health-care.

Job Satisfaction Levels of Employees in Hotel Establisments: A Research on Employees in Resort and City Hotel Establishments

Directory of Open Access Journals (Sweden)

Elbeyi Pelit

2010-03-01

Full Text Available No matter in which sector they function, the job satisfaction of the employees at desired level has the utmost importance for the employees’ performance and organizational efficiency. In this respect, applications and studies related to defining job satisfaction and the factors affecting job satisfaction also have importance for establishments to provide data sources to perfrom their functions in the long term. For this reason, establishments should revise their employees’ job satisfaction levels at times. Especially the issue is much more significant for labour-intensive hotel establishments. In this context, to determine the job satisfaction levels of the city and resort employees in hotel establishments ,this research is carried on 1854 employees employed at 114 five-star hotels in city and resort areas of Turkey using “Minnesota Job Satisfaction Scale” to collect data. It is concluded that the employees whose job satisfaction is measured by questionnaires are not satisfied with such issues as the wage, making their own decisions, company policies and promotion opportunities. In the further analyses performed (independent-samples t test and ANOVA, it is found out that the job satisfaction level of the employees working in resort hotel establishments is higher than the employees working in the ciy hotel establishments. In addition this, it is found out that there are some differences between the job satisfaction level and education level of the employees.

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

2015-12-01

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. Collegiate institutions. To determine the relationship between job satisfaction and personality among collegiate athletic trainers (ATs). 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%. 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. 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. 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. 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.

The Trauma Research Associates Program (T-RAP) for undergraduate students: shaping future academic surgeons.

Science.gov (United States)

Barmparas, Galinos; Fierro, Nicole; Lee, Debora; Sun, Beatrice J; Ley, Eric J

2015-01-01

Offering undergraduate students research opportunities may enhance their interest in pursuing a surgical career and lead to increased academic productivity. We characterize the benefits of participating in the Trauma Research Associates Program. A 19-point Web-based survey. Academic Level I Trauma Center. A total of 29 active and former members of the Trauma Research Associates Program. Academic activities and predictors associated with interest in a surgical career and research productivity. Surveys were completed on 26 of 29 (90%) participants. Clinical experience was the most highly ranked motivation to join the program (65%), followed by pursuing a research experience (46%). During their involvement, 73% of participants observed surgical intensive care unit rounds, 65% observed acute care surgery rounds, and 35% observed a surgical procedure in the operating room. In addition, 46% submitted at least one abstract to a surgical meeting coauthored with the Division's faculty. Furthermore, 58% reported that they enrolled in a medical school, whereas 17% pursued a full-time research job. The program influenced the interest in a surgical career in 39% of all members, and 73% reported that they would incorporate research in their medical career. Observing a surgical procedure was independently associated with development of a high interest in a surgical career (adjusted odds ratio: 6.50; 95% CI: 1.09, 38.63; p = 0.04), whereas volunteering for more than 15 hours per week predicted submission of at least 1 abstract to a surgical conference by the participant (adjusted odds ratio: 13.00; 95% CI: 1.27, 133.29; p = 0.03). Development of a structured research program for undergraduate students is beneficial to both the participants and sponsoring institution. Undergraduate exposure to academic surgery enhances interest in pursuing a surgical specialty and leads to academic productivity. Copyright © 2014 Association of Program Directors in Surgery. Published by Elsevier

Selection and scheduling of jobs with time-dependent duration

OpenAIRE

DM Seegmuller; SE Visagie; HC de Kock; WJ Pienaar

2007-01-01

In this paper two mathematical programming models, both with multiple objective functions, are proposed to solve four related categories of job scheduling problems. All four of these categories have the property that the duration of the jobs is dependent on the time of implementation and in some cases the preceding job. Furthermore, some jobs (restricted to subsets of the total pool of jobs) can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemen...

Influence of the age upon the job satisfaction

OpenAIRE

Riemer, Jakub

2013-01-01

Presented bachelor thesis covers the topic of job satisfaction in the context of the age of worker. It is focused on theoretical base of job satisfaction, its character or influencing factors. It explores the job satisfaction-job behavior relations and basic methods of research in the field of job satisfaction. Attention is also paid to researches already performed and they are compared. The thesis also includes original empirical survey performed in the international bank company, which is f...

Moving beyond job search quantity: towards a conceptualization and self-regulatory framework of job search quality

NARCIS (Netherlands)

van Hooft, E.A.J.; Wanberg, C.R.; van Hoye, G.

2013-01-01

Job seeking is an important aspect throughout people’s careers. Extant theory and research has focused on one particular dimension of job search, that is, intensity/effort (i.e., job search quantity), posing that intensity/effort importantly affects employment success. The present conceptual paper

The Effect of Organizational Culture, Leader Behavior, Self-Efficacy, and Job Satisfaction on Job Performance of The Employees

Directory of Open Access Journals (Sweden)

A Hussein Fattah

2017-10-01

Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.

Integrated Job Scheduling and Network Routing

DEFF Research Database (Denmark)

Gamst, Mette; Pisinger, David

2013-01-01

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

Safe and healthy integration into semiskilled jobs: does gender matter?

Science.gov (United States)

Laberge, Marie; Vézina, Nicole; Saint-Charles, Johanne

2012-01-01

Women report fewer injuries than men when they are young, but report a higher proportion of professional diseases later in life (35 years +). Understanding early work conditions that lead to postponed health outcomes is necessary if we are to prevent women's injury as well as men's. Introduction to work and safe integration programs are often put forward to prevent injuries among youth. This paper aims to illustrate some differences in the job introduction / integration process for men and women and to discuss some gender-based Occupational Health and Safety (OHS) implications. Data come from two waves of interviews with 31 students enrolled in vocational training for a semiskilled trade. Results demonstrated differences between men and women: trades chosen, OHS complaints, supervising patterns, integration to work, etc. Women often choose customer service jobs, have less formal supervision and are often left to themselves when learning to do their job. Men declared more accidents while women reported more musculoskeletal symptoms. Findings from this research suggest young women's OHS issues should not be trivialized and that specific youth prevention programs for sectors where women are more present, such as customer service, should be developed.

Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

Directory of Open Access Journals (Sweden)

Natasha Khamisa

2015-01-01

Full Text Available Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate. Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes.

Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

Science.gov (United States)

Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

2015-01-01

Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes. PMID:25588157

Work related stress, burnout, job satisfaction and general health of nurses.

Science.gov (United States)

Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

2015-01-12

Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes.

The effects of employer-provided massage therapy on job satisfaction, workplace stress, and pain and discomfort.

Science.gov (United States)

Back, Chris; Tam, Helen; Lee, Elaine; Haraldsson, Bodhi

2009-01-01

Long-term care staff have high levels of musculoskeletal concerns. This research provided a pilot program to evaluate the efficacy of employer-funded on-site massage therapy on job satisfaction, workplace stress, pain, and discomfort. Twenty-minute massage therapy sessions were provided. Evaluation demonstrated possible improvements in job satisfaction, with initial benefits in pain severity, and the greatest benefit for individuals with preexisting symptoms. A long-term effect was not demonstrated.

13 CFR 120.861 - Job creation or retention.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Job creation or retention. 120.861... Company Loan Program (504) Project Economic Development Goals § 120.861 Job creation or retention. A Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified...

Pengaruh Job Involvement dan Job Satisfaction terhadap Organizational Citizenship Behaviour serta Dampaknya pada Knowledge Sharing di PT Indolift Sukses Abadi

Directory of Open Access Journals (Sweden)

Tinjung Desy Nursanti

2015-08-01

Full Text Available The research was conducted at PT Indolift Sukses Abadi, a folklift distributor that sells and distributes all heavy equipment products. The objective of this study was to determine whether there is any influence of job involvement and job satisfaction on organizational citizenship behavior that impact to knowledge sharing. Data were obtained by distributing a questionnaire to 100 respondents of the company; and then were processed using Path Analysis Technique. Based on this research, job involvement and job satisfaction partially and simultaneously have influence on organizational citizenship behaviour. Then, job satisfaction and organizational citizenship behaviour partially have influence on knowledge sharing. However, job involvement partially has no influence on knowledge sharing. Nevertheless, job involvement, job satisfaction, and organizational citizenship behavior simultaneously have influence on knowledge sharing.

Personality factors and adult attachment affecting job mobility

NARCIS (Netherlands)

van Vianen, A.E.M.; Feij, J.A.; Krausz, M.; Taris, R.

2003-01-01

Past research has revealed that individuals' job mobility is affected by factors such as job satisfaction, specific career enhancing attributes and job availability. This study examined personality factors predicting voluntary internal and external job mobility. Three types of voluntary job mobility

Piping research program plan

International Nuclear Information System (INIS)

1988-09-01

This document presents the piping research program plan for the Structural and Seismic Engineering Branch and the Materials Engineering Branch of the Division of Engineering, Office of Nuclear Regulatory Research. The plan describes the research to be performed in the areas of piping design criteria, environmentally assisted cracking, pipe fracture, and leak detection and leak rate estimation. The piping research program addresses the regulatory issues regarding piping design and piping integrity facing the NRC today and in the foreseeable future. The plan discusses the regulatory issues and needs for the research, the objectives, key aspects, and schedule for each research project, or group of projects focussing of a specific topic, and, finally, the integration of the research areas into the regulatory process is described. The plan presents a snap-shot of the piping research program as it exists today. However, the program plan will change as the regulatory issues and needs change. Consequently, this document will be revised on a bi-annual basis to reflect the changes in the piping research program. (author)

Enhancing the intrinsic work motivation of community nutrition educators: how supportive supervision and job design foster autonomy.

Science.gov (United States)

Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

2011-01-01

Mixed-methods research investigated the work motivation of paraprofessional community nutrition educators (CNEs) delivering a long-running public health nutrition program. In interviews, CNEs (n = 9) emphasized "freedom," supportive supervision, and "making a difference" as key sources of motivation. Community nutrition educator surveys (n = 115) confirmed high levels of autonomy, which was associated with supervisors' delegation and support, CNE decision-making on scheduling and curricula, and job satisfaction. Supervisors (n = 32) rated CNEs' job design as having inherently motivating characteristics comparable to professional jobs. Supervisory strategies can complement job design to create structured, supportive contexts that maintain fidelity, while granting autonomy to paraprofessionals to enhance intrinsic work motivation.

Job Satisfaction and Retention of Community Nutrition Educators: The Importance of Perceived Value of the Program, Consultative Supervision, and Work Relationships

Science.gov (United States)

Dickin, Katherine L.; Dollahite, Jamie S.; Habicht, Jean-Pierre

2010-01-01

Objective: To investigate how paraprofessional Community Nutrition Educators' (CNEs') perceptions of work context relate to job satisfaction and intention to leave the position. Design: Cross-sectional statewide survey of program personnel. Setting: Expanded Food and Nutrition Education Program (EFNEP) sites (n = 32) serving low- income families…

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

Directory of Open Access Journals (Sweden)

Leon T de Beer

2016-09-01

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

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

Science.gov (United States)

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

2011-09-01

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

Intrinsic Motivation and Its Determinants as Factors Enhancing the Prediction of Job Performance from Ability. Research Report No. 11.

Science.gov (United States)

Howard, Ann

The primary purpose of the present research was to explore the relationship of ability and intrinsic motivation in the prediction of job performance. Intrinsic motivation was traced to two primary determinants. One, an organizational factor, is the extent to which an employee's job is "enriched," or incorporates challenging elements such as…

Exploring job embeddedness' antecedents

Directory of Open Access Journals (Sweden)

Ghadeer Mohamed Badr ElDin Aboul-Ela

2018-04-01

Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

The investigation of the relationship between the job satisfaction and job performance of employees in furniture sector

Directory of Open Access Journals (Sweden)

Türkay Türkoğlu

2017-04-01

Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.

Job analysis of nuclear power reactor health physics technicians

International Nuclear Information System (INIS)

Davis, L.T.; Mazour, T.J.; Clark, P.V.; Todd, R.C.; Marotta, F.J.

1984-06-01

This report describes a project, an industry-wide Job Analysis of Nuclear Power Reactor Health Physics Technicians (HPTs), conducted by Brookhaven National Laboratory and Analysis and Technology, Inc. to provide the industry with job-performance data that can be used in systematically defining training programs in terms of required job functions responsibilities, and performance standards. The job-analysis methodology is consistent with that used by the Institute of Nuclear Power Operations (INPO) in similar industry-wide projects and includes administration of over 850 job task questionnaires to utility and contractor Health Physics Technicians throughout the country. Data collected includes task performance (difficulty, importance, and frequency) and industry-wide demographics (job levels, experience, education, and training). The results of this project discussed herein include model job descriptions for HPT positions, summaries of HPT experience, education, and training, industry-wide task listings with task-performance characteristics, and recommendations of selected tasks as a basis for HPT training development. Finally, potential future applications of the data base by utility and contractor organizations in training program development and evaluation and personnel qualifications are discussed

Energy research program 82

International Nuclear Information System (INIS)

1982-01-01

The energy research program 82 (EFP-82) is prepared by the Danish ministry of energy in order to continue the extension of the Danish energy research and development started through the former trade ministry's programs EM-1 (1976) and EM-2 (1978), and the energy ministry's programs EFP-80 and EFP-81. The new program is a continuation of the activities in the period 1982-84 with a total budget of 100 mio.Dkr. The program gives a brief description of background, principles, organization and financing, and a detailed description of each research area. (BP)

Analysis of the Effect of Individual Characteristics, Employees’ Competency and Organizational Climate on Job Satisfaction and Employees’ Performance at a State-Owned Trading Company in Indonesia

Directory of Open Access Journals (Sweden)

SYAIFUDDIN

2017-08-01

Full Text Available Job satisfaction and employees’ performance are important for the organization to improve the company's competitive value. This research aims to know the influence of individual characteristic, employees’ competency and organizational climate toward job satisfaction and its implication on employees’ performance. The research method used in this research is cross sectional survey. The population of this research was from 4 cities with a total sample of 51 employees. Moreover, this research applied structural equation modeling with Partial Least Square approach for analyzing the data. The results showed that individual characteristics do not effect on job satisfaction, while employees’ competency and organizational climate have a significant effect on job satisfaction. Then, job satisfaction has a significant effect on employees’ performance. It is necessary to conduct training and education programs along with flexible structural support and adequate rewards for the employees to improve the job satisfaction. Those aspects are expected to improve the employees’ performance.

Kamu Üniversiteleri Öğretim Elemanlarının İş Tatmini Düzeyini Etkileyen Faktörler(The Factors Affecting Job Satisfaction Level of Public Universities’ Academics

Directory of Open Access Journals (Sweden)

Filiz KARAMAN

2007-01-01

Full Text Available Job satisfaction is one of the most discussed subjects in the management pschology field. However, there are not sufficient research concerning with job satisfaction level of academics. The aims of this research are to fill this gap to some extent and to point out the factors affecting job satisfaction. For this reason, the data were collected from 138 academics working in eight different public universities. According to the research, job satisfacton is affected by freedom to give decisions, good conditions for implementing new programs, cooperation with colleagues and wage factors.

A study of job stress, stress coping strategies, and job satisfaction for nurses working in middle-level hospital operating rooms.

Science.gov (United States)

Chen, Chung-Kuang; Lin, Cecilia; Wang, Shu-Hui; Hou, Tung-Hsu

2009-09-01

Understanding the interactive relationships between demographics and work-related variables, job stress, job stress coping strategies, and job satisfaction for operating room (OR) nurses is important. The purpose of this study was to determine the stressors, the stress coping strategies, and the job satisfaction of nursing staff who worked in the OR and to evaluate influence of demographic characteristics on job stress, stress coping strategies, and job satisfaction. A cross-sectional research design was used to collect data. Participants included 121 nurses with more than 6 months of work experience at seven hospitals in Yunlin and Chiayi Counties. Data were collected from March through May 2008. One hundred twelve questionnaires were returned, giving a response rate of 92.56%. The questionnaire included four parts designed to gather data on demographics and work-related information, job stress, stress coping strategies, and job satisfaction. Major findings of this study were as follows: (a) stress level and frequency perception of OR nurses were significantly related to the type of hospital; (b) the most intense stressor perceived by OR nurses was patient safety; (c) the stressor most frequently perceived by OR nurses was administrative feedback; (d) although all job stressors were positively related to destructive stress coping strategies, professional status, patient safety, and OR environment were also positively related to constructive stress coping strategies; (e) factors including work rewards, OR environment, and administrative management of job satisfaction were inversely related to destructive stress coping strategies; and (f) factors including work rewards, OR environment, and administrative management of job satisfaction were inversely related to all job stressors. Major suggestions of this study include the following: (a) hospitals should ensure set standard operating procedures for the OR, strengthen the designed-in security of the OR working

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

Science.gov (United States)

Hsieh, Hui-Hsien; Huang, Jie-Tsuen

2017-04-03

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

The One-Stop Job Shop.

Science.gov (United States)

Kiser, Kim

1998-01-01

Minnesota's WorkForce Centers are a model of state employment services. The centers assist those in need of initiatives such as dislocated worker programs, welfare-to-work services, services for the blind, employment-and-training programs, veterans' services, and job-search assistance. (JOW)

Job Characteristics, Core Self-Evaluations, and Job Satisfaction: What's Age Got to Do with It?

Science.gov (United States)

Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A.; Pitt-Catsouphes, Martha

2013-01-01

There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent…

Comparing Mixed & Integer Programming vs. Constraint Programming by solving Job-Shop Scheduling Problems

Directory of Open Access Journals (Sweden)

Renata Melo e Silva de Oliveira

2015-03-01

Full Text Available Scheduling is a key factor for operations management as well as for business success. From industrial Job-shop Scheduling problems (JSSP, many optimization challenges have emerged since de 1960s when improvements have been continuously required such as bottlenecks allocation, lead-time reductions and reducing response time to requests.  With this in perspective, this work aims to discuss 3 different optimization models for minimizing Makespan. Those 3 models were applied on 17 classical problems of examples JSSP and produced different outputs.  The first model resorts on Mixed and Integer Programming (MIP and it resulted on optimizing 60% of the studied problems. The other models were based on Constraint Programming (CP and approached the problem in two different ways: a model CP1 is a standard IBM algorithm whereof restrictions have an interval structure that fail to solve 53% of the proposed instances, b Model CP-2 approaches the problem with disjunctive constraints and optimized 88% of the instances. In this work, each model is individually analyzed and then compared considering: i Optimization success performance, ii Computational processing time, iii Greatest Resource Utilization and, iv Minimum Work-in-process Inventory. Results demonstrated that CP-2 presented best results on criteria i and ii, but MIP was superior on criteria iii and iv and those findings are discussed at the final section of this work.

Structural Equation Models of Management and Decision-Making Styles with Job Satisfaction of Academic Staff in Malaysian Research University

Science.gov (United States)

Amzat, Ismail Hussein; Idris, Datuk Abdul Rahman

2012-01-01

Purpose: The purpose of this paper is to discuss the effect of management and decision-making styles on the job satisfaction of academic staff in a Malaysian Research University. Design/methodology/approach: The sample consisted of 218 respondents. The instruments used in the study were the Teacher Job Satisfaction Questionnaire and the Decision…

A comprehensive study on the relationship between meaning and spirituality at work with job happiness, positive affect and job satisfaction

Directory of Open Access Journals (Sweden)

Mohsen Golparvar

2014-02-01

Full Text Available Positive affectivity and affective management are among important issues for the most desirable effectiveness of employees in the workplace. Accordingly, in this research, the role of meaning and spirituality at workplace is considered for job happiness, positive affect and job satisfaction. To this end, within a correlation study, with the selection of two hundred and four employees of two custom organizations in Esfahan and Tehran, in Iran, who answer meaning and spirituality at work, job happiness, positive affect and job satisfaction questionnaires, the research hypotheses have been tested through Pearson's correlation and structural equation modeling. The results show that there were significant relationships between meaning and spirituality at work, job happiness, positive affect and job satisfaction. Results of structure equation modeling reveal that during two chain models, at first meaning and spirituality at work are linked to job happiness and positive effect. Then job happiness and positive effect cause reinforcement of job satisfaction. The results of this study showed that meaning and spirituality at work cause positive affective spillover from job happiness and positive affect to job satisfaction.

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

Directory of Open Access Journals (Sweden)

Naveed R. KHAN

2014-06-01

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

Selection and scheduling of jobs with time-dependent duration

Directory of Open Access Journals (Sweden)

DM Seegmuller

2007-06-01

Full Text Available In this paper two mathematical programming models, both with multiple objective functions, are proposed to solve four related categories of job scheduling problems. All four of these categories have the property that the duration of the jobs is dependent on the time of implementation and in some cases the preceding job. Furthermore, some jobs (restricted to subsets of the total pool of jobs can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemented during the given time period.

Potential Job Creation in Nevada as a Result of Adopting New Residential Building Energy Codes

Energy Technology Data Exchange (ETDEWEB)

Scott, Michael J.; Niemeyer, Jackie M.

2013-09-01

Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levels of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.

Potential Job Creation in Tennessee as a Result of Adopting New Residential Building Energy Codes

Energy Technology Data Exchange (ETDEWEB)

Scott, Michael J.; Niemeyer, Jackie M.

2013-09-01

Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levels of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.

Potential Job Creation in Minnesota as a Result of Adopting New Residential Building Energy Codes

Energy Technology Data Exchange (ETDEWEB)

Scott, Michael J.; Niemeyer, Jackie M.

2013-09-01

Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levels of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.

Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

Science.gov (United States)

Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

2018-04-01

Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

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...

A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program.

Science.gov (United States)

Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

Science.gov (United States)

Reio, Thomas G., Jr.; Kidd, Cathy A.

2006-01-01

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

An Analysis of Person-Job Fit, Job Satisfaction, and Student Academic Performance

Science.gov (United States)

Westfall, Richard E., Jr.

2012-01-01

The major purpose of this study was to analyze the relationship between person-job fit in new teacher hires, those teachers' perceptions of job satisfaction and the resulting student academic achievement. The survey of teachers and principals was conducted by the Texas Public Schools Research Network (TPSRN). TPSRN received over 729 responses from…

An Analysis of Job Satisfaction among Iranian Pharmacists through Various Job Characteristics.

Science.gov (United States)

Foroughi Moghadam, Mohamad Javad; Peiravian, Farzad; Naderi, Azadeh; Rajabzadeh, Ali; Rasekh, Hamid Reza

2014-01-01

Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists' job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. A job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named "Endogenous Satisfaction", "Exogenous Satisfaction" and "Current Sense of Being Pharmacists" was considered as the main job satisfaction factors. Generally low scores of exogenous and endogenous job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous job satisfaction was found. Low levels of job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem.

Energy research program 84

International Nuclear Information System (INIS)

1984-01-01

The energy research program 84 (EFP-84) is prepared by the Danish Ministry of Energy in order to continue the extension of the Danish energy research and development started through the former Trade Ministry's programs EM-1 (1976) and EM-2 (1978), and the Ministry of Energy's programs EFP-80, EFP-81, EFP-82 and EFP-83. The new program is a continuation of the activities in the period 1984-86 with a total budget of 112 mio. DKK. The program gives a brief description of background, principles, organization and financing, and a detailed description of each research area. (ln)

Energy research program 83

International Nuclear Information System (INIS)

1983-01-01

The energy research program 83 (EFP-83) is prepared by the Danish Ministry of Energy in order to continue the extension of the Danish energy research and development started through the former Trade Ministry's programs EM-1 (1976) and EM-2 (1978), and the Ministry of Energy's programs EFP-80, EFP-81 and EFP-82. The new program is a continuation of the activities in the period 1983-85 with a total budget of 111 mio. DKK. The program gives a brief description of background, principles, organization and financing, and a detailed description of each research area. (ln)

Energy research program 85

International Nuclear Information System (INIS)

1985-01-01

The energy research program 85 (EFP-85) is prepared by the Danish Ministry of Energy in order to continue the extension of the Danish energy research and development started through the former Trade Ministry's programs EM-1 (1976) and EM-2 (1978), and Ministry of Energy's programs EFP-80, EFP-81, EFP-82, EFP-83, and EFP-84. The new program is a continuation of the activities in the period 1985-87 with a total budget of 110 mio. DKK. The program gives a brief description of background, principles, organization and financing, and a detailed description of each research area. (ln)

Determinants of nurses' job satisfaction: the role of work-family conflict, job demand, emotional charge and social support.

Science.gov (United States)

Cortese, Claudio G; Colombo, Lara; Ghislieri, Chiara

2010-01-01

The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work-family conflict (WFC) and job satisfaction. Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention. The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues. The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction. WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction. Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.

Explaining employment relationships with social exchange and job embeddedness.

Science.gov (United States)

Hom, Peter W; Tsui, Anne S; Wu, Joshua B; Lee, Thomas W; Zhang, Ann Yan; Fu, Ping Ping; Li, Lan

2009-03-01

The research reported in this article clarifies how employee-organization relationships (EORs) work. Specifically, the authors tested whether social exchange and job embeddedness mediate how mutual-investment (whereby employers offer high inducements to employees for their high contributions) and over-investment (high inducements without corresponding high expected contributions) EOR approaches, which are based on Tsui, Pearce, Porter, and Tripoli's (1997) framework, affect quit propensity and organizational commitment. Two studies evaluated these intervening mechanisms. Study 1 surveyed 953 Chinese managers attending part-time master of business administration (MBA) programs in China, whereas Study 2 collected cross-sectional and longitudinal data from 526 Chinese middle managers in 41 firms. Standard and multilevel causal modeling techniques affirmed that social exchange and job embeddedness translate EOR influence. A second multilevel test using lagged outcome measures further established that job embeddedness mediates long-term EOR effects over 18 months. These findings corroborate prevailing views that social exchange explains how mutual- and over-investment EORs motivate greater workforce commitment and loyalty. This study enriches EOR perspectives by identifying job embeddedness as another mediator that is more enduring than social exchange. (c) 2009 APA, all rights reserved.

Energy research program 86

International Nuclear Information System (INIS)

1986-01-01

The energy research program 86 (EFP-86) is prepared by the Danish Ministry of Energy in order to continue the extension of the Danish energy research and development started through the former Trade Ministry's programs EM-1 (1976) and EM-2 (1978), and the Ministry of Energy's programs EFP-80, EFP-81, EFP-82, EFP-83, EFP-84, and EFP-85. The new program is a continuation of the activities in the period 1986-88 with a total budget of 116 mio. DKK. The program gives a brief description of background, principles, organization and financing, and a detailed description of each research area. (ln)

Medical residents' job satisfaction and their related factors.

Science.gov (United States)

Chung, Eun-Kyung; Han, Eui-Ryoung; Woo, Young-Jong

2013-03-01

This study was conducted to investigate medical residents' job satisfaction and their related factors to improve the quality of residency program. The study subjects were 159 medical residents being trained at Chonnam National University Hospital, South Korea, in 2011. The participants were asked to complete a short form Minnesota satisfaction questionnaire (MSQ). The mean score for 20 items on the short form MSQ varied between 2.91 and 3.64 on a 5-point Likert scale. The assessment of related factors with job satisfaction revealed that medical residents had higher levels for job satisfaction, particularly those who were women (beta=0.200, p=0.022), and those who had mentorship experience (beta=0.219, p=0.008). This study results indicate that we should expand and support the mentorship program during medical residency to promote job satisfaction.

Joint effects of job demands and job resources on vocational teachers’ innovative work behavior

NARCIS (Netherlands)

Messmann, G.; Stoffers, J.M.M.; Heijden, B.I.J.M. van der; Mulder, R.H.; Stoffers, J.; Mulder, R.

2017-01-01

PURPOSE - The purpose of this paper is to investigate interactions of job demands and job resources in the facilitation of innovative work behavior (IWB). In particular, the paper aims at researching interactive effects of psychological empowerment and participative safety and their potential to

Energy research program 80

International Nuclear Information System (INIS)

1980-01-01

The energy research program 80 contains an extension of the activities for the period 1980-82 within a budget of 100 mio.kr., that are a part of the goverment's employment plan for 1980. The research program is based on a number of project proposals, that have been collected, analysed, and supplemented in October-November 1979. This report consists of two parts. Part 1: a survey of the program, with a brief description of the background, principles, organization and financing. Part 2: Detailed description of the different research programs. (LN)

An evaluation of high-dose jobs for ALARA improvement

International Nuclear Information System (INIS)

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

1997-01-01

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

Job-Structure and Job-Related Information

OpenAIRE

川上, 善郎

1981-01-01

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

Equipment qualification research program: program plan

International Nuclear Information System (INIS)

Dong, R.G.; Smith, P.D.

1982-01-01

The Lawrence Livermore National Laboratory (LLNL) under the sponsorship of the US Nuclear Regulatory Commission (NRC) has developed this program plan for research in equipment qualification (EQA). In this report the research program which will be executed in accordance with this plan will be referred to as the Equipment Qualification Research Program (EQRP). Covered are electrical and mechanical equipment under the conditions described in the OBJECTIVE section of this report. The EQRP has two phases; Phase I is primarily to produce early results and to develop information for Phase II. Phase I will last 18 months and consists of six projects. The first project is program management. The second project is responsible for in-depth evaluation and review of EQ issues and EQ processes. The third project is responsible for detailed planning to initiate Phase II. The remaining three projects address specific equipment; i.e., valves, electrical equipment, and a pump

Medical Research Volunteer Program (MRVP): innovative program promoting undergraduate research in the medical field.

Science.gov (United States)

Dagher, Michael M; Atieh, Jessica A; Soubra, Marwa K; Khoury, Samia J; Tamim, Hani; Kaafarani, Bilal R

2016-06-06

Most educational institutions lack a structured system that provides undergraduate students with research exposure in the medical field. The objective of this paper is to describe the structure of the Medical Research Volunteer Program (MRVP) which was established at the American University of Beirut, Lebanon, as well as to assess the success of the program. The MRVP is a program that targets undergraduate students interested in becoming involved in the medical research field early on in their academic career. It provides students with an active experience and the opportunity to learn from and support physicians, clinical researchers, basic science researchers and other health professionals. Through this program, students are assigned to researchers and become part of a research team where they observe and aid on a volunteer basis. This paper presents the MRVP's four major pillars: the students, the faculty members, the MRVP committee, and the online portal. Moreover, details of the MRVP process are provided. The success of the program was assessed by carrying out analyses using information gathered from the MRVP participants (both students and faculty). Satisfaction with the program was assessed using a set of questions rated on a Likert scale, ranging from 1 (lowest satisfaction) to 5 (highest satisfaction). A total of 211 students applied to the program with a total of 164 matches being completed. Since the beginning of the program, three students have each co-authored a publication in peer-reviewed journals with their respective faculty members. The majority of the students rated the program positively. Of the total number of students who completed the program period, 35.1 % rated the effectiveness of the program with a 5, 54.8 % rated 4, and 8.6 % rated 3. A small number of students gave lower ratings of 2 and 1 (1.1 % and 0.4 %, respectively). The MRVP is a program that provides undergraduate students with the opportunity to learn about research firsthand

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

Science.gov (United States)

Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

2015-01-01

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

Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

Science.gov (United States)

Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

2016-01-01

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

Performance-based training: from job and task analysis to training materials

International Nuclear Information System (INIS)

Davis, L.T.; Spinney, R.W.

1983-01-01

Historically, the smoke filled room approach has been used to revise training programs: instructors would sit down and design a program based on existing training materials and any federal requirements that applied. This failure to reflect a systematic definition of required job functions, responsibilities and performance standards in training programs has resulted in generic program deficiencies: they do not provide complete training of required skills and knowledge. Recognition of this need for change, coupled with a decrease in experienced industry personnel inputs and long training pipelines, has heightened the need for efficient performance-based training programs which are derived from and referenced to job performance criteria. This paper presents the process for developing performance-based training materials based on job and task analysis products

Job analysis of the instrument and control technician position for the nuclear power plant maintenance personnel reliability model

International Nuclear Information System (INIS)

Siegel, A.I.; Bartter, W.D.; Federman, P.J.

1983-08-01

This report is one of a series that is planned to describe the results of a program undertaken by the Oak Ridge National Laboratory (ORNL) for the US Nuclear Regulatory Commission, Office of Nuclear Regulatory Research, to define, develop, validate, and disseminate a methodology for the quantitative prediction of human reliability in the conduct of maintenance tasks in nuclear power plants (NPPs). ORNL has subcontracted portions of this effort to Applied Psychological Services, Inc. This report on the job analysis of the Instrument and Control technician (NUREG/CR-3274) and a report on the job analysis of the electrician position (NUREG/CR-3275) comprise a part of the initial efforts of the development phase of this program. With the publication of the job analysis of the electrician position, the series of job analyses reports addressing nuclear power plant maintenance personnel will be complete. Subsequent reports addressing model development and validation are planned

Potential Job Creation in Rhode Island as a Result of Adopting New Residential Building Energy Codes

Energy Technology Data Exchange (ETDEWEB)

Scott, Michael J.; Niemeyer, Jackie M.

2013-09-01

Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levels of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.

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

Science.gov (United States)

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

2017-07-01

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

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

Iterated greedy algorithms to minimize the total family flow time for job-shop scheduling with job families and sequence-dependent set-ups

Science.gov (United States)

Kim, Ji-Su; Park, Jung-Hyeon; Lee, Dong-Ho

2017-10-01

This study addresses a variant of job-shop scheduling in which jobs are grouped into job families, but they are processed individually. The problem can be found in various industrial systems, especially in reprocessing shops of remanufacturing systems. If the reprocessing shop is a job-shop type and has the component-matching requirements, it can be regarded as a job shop with job families since the components of a product constitute a job family. In particular, sequence-dependent set-ups in which set-up time depends on the job just completed and the next job to be processed are also considered. The objective is to minimize the total family flow time, i.e. the maximum among the completion times of the jobs within a job family. A mixed-integer programming model is developed and two iterated greedy algorithms with different local search methods are proposed. Computational experiments were conducted on modified benchmark instances and the results are reported.

Factors affecting allied health faculty job satisfaction: a literature review.

Science.gov (United States)

Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

2011-01-01

Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

Pengaruh Participation Budgeting, Information Asimetry dan Job Relevant Information terhadap Budget Slack pada Institusi Pendidikan (Studi pada Institusi Pendidikan Universitas Kristen Maranatha)

OpenAIRE

K. S., Christine Dwi; Agustina, Lidya

2010-01-01

The purpose of this research is to analyze and examine the hyphothesis effect of participation budgeting on job relevant information and  information asimetry as a moderating variable , and effect of participation budgeting and information asimetry on budget slack and job relevant information as mediating varible. The respondent of this research are 30 structural staf of program and ministry in Maranatha Christian University who have participated to make  budgeting. This method that...

Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

OpenAIRE

Nicolaas W.H. Smit; Leon T. de Beer; Jaco Pienaar

2016-01-01

Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa. Motivation for the study: The minin...

Radon Research Program, FY 1991

International Nuclear Information System (INIS)

1992-03-01

The scientific information being sought in this program encompasses research designed to determine radon availability and transport outdoors, modeling transport into and within buildings, physics and chemistry of radon and radon progeny, dose response relationships, lung cancer risk, and mechanisms of radon carcinogenesis. The main goal of the DOE/OHER Radon Research Program is to develop information to reduce these uncertainties and thereby provide an improved health risk estimate of exposure to radon and its progeny as well as to provide information useful in radon control strategies. Results generated under the Program were highlighted in a National Research Council report on radon dosimetry. The study concluded that the risk of radon exposure is 30% less in homes than in mines. This program summary of book describes the OHER FY-1991 Radon Research Program. It is the fifth in an annual series of program books designed to provide scientific and research information to the public and to other government agencies on the DOE Radon Research Program

Community College Faculty Recruitment Practices: The Effects of Applicant Gender, Instructional Programs, and Job Attributes.

Science.gov (United States)

Winter, Paul A.

1998-01-01

Describes a study that applied marketing and advertising theory to recruit community-college business faculty. The reactions of male and female target applicants to recruitment advertisements and job descriptions were assessed, with differences found between the two groups. Discusses results, and implications for practice, theory and research. (36…

Ecological Research Division, Marine Research Program

Energy Technology Data Exchange (ETDEWEB)

1980-05-01

This report presents program summaries of the various projects sponsored during 1979 by the Marine Research Program of the Ecological Research Division. Program areas include the effects of petroleum hydrocarbons on the marine environment; a study of the baseline ecology of a proposed OTEC site near Puerto Rico; the environmental impact of offshore geothermal energy development; the movement of radionuclides through the marine environment; the environmental aspects of power plant cooling systems; and studies of the physical and biological oceangraphy of the continental shelves bordering the United States.

Ecological Research Division, Marine Research Program

International Nuclear Information System (INIS)

1980-05-01

This report presents program summaries of the various projects sponsored during 1979 by the Marine Research Program of the Ecological Research Division. Program areas include the effects of petroleum hydrocarbons on the marine environment; a study of the baseline ecology of a proposed OTEC site near Puerto Rico; the environmental impact of offshore geothermal energy development; the movement of radionuclides through the marine environment; the environmental aspects of power plant cooling systems; and studies of the physical and biological oceangraphy of the continental shelves bordering the United States

Job satisfaction among recent graduates of schools of nursing.

Science.gov (United States)

Munro, B H

1983-01-01

Using a randomly selected national sample and multiple regression analysis, the correlates of job satisfaction among recent graduates of nursing programs were investigated. Factor analysis was used to test the validity of Herzberg's theory of job satisfaction/dissatisfaction. For these 329 employed RNs, responsibility (the importance and challenge of the work) was the most important determinant of job satisfaction, and working conditions was the second strongest predictor. Graduates from diploma, associate degree, and baccalaureate programs did not differ in terms of job satisfaction. Support was given for the validity of Herzberg's dual-factor theory in relation to all five motivators included in the analysis (achievement, work itself, responsibility, advancement, and growth) and for the hygiene salary. The validity of four other hygienes (supervision, working conditions, status, and security) was not established. The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally.

Utilizing job/task analysis to establish content validity in the design of training programs

Energy Technology Data Exchange (ETDEWEB)

Nay, W.E.

1988-01-01

The decade of the 1980's has been a turbulent time for the Department of Energy. With concern mounting about the terrorist threat, a wave of congressional inquiries and internal inspections crossed the nation and engulfed many of the nuclear laboratories and facilities operated by DOE contractors. A typical finding was the need to improve, and increase, the training of the protective force. The immediate reaction resulted in a wide variety of responses, with most contractors feeling safer with too much, rather than not enough training. As soon as the initial pressures to upgrade subsided, a task force was established to evaluate the overall training needs. Representatives from the contractor facilities worked together to conduct a job analysis of the protective force. A generic task inventory was established, and validated at the different sites. This list has been invaluable for determining the tasks, conditions, and standards needed to develop well stated learning objectives. The enhanced training programs are being refined to ensure job content validity based on the data collected.

Research on readiness for job creation through one's own agribusiness startup

Directory of Open Access Journals (Sweden)

Vojnović Boško

2014-01-01

Full Text Available This paper examines the problems of jobs, employment, staff hiring in the agriindustrial complex, job description and requirements, theoretical and practical job cost indicators, and the willingness of our people to create new jobs by starting up their own private agribusiness. The results indicate a chronic lack of private funds necessary for every new business as well as the inevitability of borrowing. Potential entrepreneurs know the advantages and the disadvantages of solo and partnership business; however, they do not have any potential partners in sight. Almost a half of them have their own facilities and arable land etc. as a material base; however, they do not know what else is needed for a business to operate properly. In general, they understand the importance of education and training for any future business.

Personality, personnel selection, and job performance

OpenAIRE

Linden, Dimitri; Pelt, Dirk; Dunkel, Curtis; Born, Marise

2017-01-01

markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related activities (e.g., writing an article, conducting specific surgical acts). In the majority of research on this topic, job performance as an outcome is used. Personnel selection: Personnel selection refe...

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

Science.gov (United States)

Bowron, J S; Todd, K H

1999-01-01

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

Why job autonomy matters for young companies' performance: company maturity as a moderator between job autonomy and company performance

NARCIS (Netherlands)

Preenen, P.T.Y.; Howaldt, J.; Oeij, P.R.A.; Dhondt, S.; Kraan, K.O.; Jansen, E.

2016-01-01

Although the positive impact of job autonomy has been widely shown for individual-level employee outcomes, research on job autonomy and company-level outcomes has been surprisingly scarce. Therefore, among 3,311 companies in the Netherlands, we investigate the relationship between employees' job

Nursing directors' leadership styles and faculty members' job satisfaction in Taiwan.

Science.gov (United States)

Chen, Hsiu-Chin; Baron, Mark

2006-10-01

Nursing leaders in Taiwan seldom receive the leadership training necessary to lead an academic organization. As a result, leaders may experience burn out, and dissatisfaction among faculty may increase. This study examined nursing faculty members' perceptions of nursing directors' leadership and their job satisfaction levels to understand how perceptions of leadership styles related to job satisfaction in Taiwan. This descriptive, correlational, cross-sectional study used self-administered questionnaires. Transformational leadership theory supported the research framework. Nine schools with nursing programs awarding diplomas to students participated in this study. A total of 175 questionnaires were returned (72% response rate). The findings indicated that Taiwan's nursing directors tend to display transformational leadership more frequently in their workplaces and that Taiwan's nursing faculty members are moderately satisfied in their jobs. In addition, nursing faculty in Taiwan are more satisfied with directors who practice the leadership style of attributed idealized influence.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

2016-01-01

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

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

Emotional Exhaustion and Job Satisfaction in Airport Security Officers − Work−Family Conflict as Mediator in the Job Demands–Resources Model

Directory of Open Access Journals (Sweden)

Sophie eBaeriswyl

2016-05-01

Full Text Available The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners. Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R model and using work–family conflict (WFC as an intervening variable to study relationships between work characteristics (workload and supervisor support, emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a supervisor support as a major job resource predicted job satisfaction among screeners; (b workload as a major job demand predicted their emotional exhaustion; and (c WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

Emotional Exhaustion and Job Satisfaction in Airport Security Officers – Work–Family Conflict as Mediator in the Job Demands–Resources Model

Science.gov (United States)

Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

2016-01-01

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD–R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. PMID:27242581

Dynamic evaluation of job search assistance

NARCIS (Netherlands)

Kastoryano, S.; van der Klaauw, B.

2011-01-01

This paper evaluates a job search assistance program for unemployment insurance recipients. The assignment to the program is dynamic. We provide a discussion on dynamic treatment effects and identification conditions. In the empirical analyses we use administrative data from a unique institutional

PSIP: Where the Jobs Are.

Science.gov (United States)

Brown, Stephen

1979-01-01

The Private Sector Initiative Program (PSIP), Title VII of the Comprehensive Employment and Training Act (CETA), is planned to put employment and training back in private business through grants to employers for on-the-job training programs, with private industry councils as links between business and industry and the federal government. (MF)

Conditions of job performance quality during nuclear reactor maintenance

International Nuclear Information System (INIS)

Babos, K.; Takacs, J.

1991-01-01

The education and training programs of the maintenance personnel at the Paks Nuclear Power Plant, Hungary are described. In addition to well trained personnel, the conditions of job quality involves the preparation of job by proper check lists and availability of documentation, and the inspection and checking of the accomplishment of job tasks. Such an inspection procedure is proposed. (R.P.) 2 figs

Subjective Estimates of Job Performance after Job Preview: Determinants of Anticipated Learning Curves

Science.gov (United States)

Ackerman, Phillip L.; Shapiro, Stacey; Beier, Margaret E.

2011-01-01

When people choose a particular occupation, they presumably make an implicit judgment that they will perform well on a job at some point in the future, typically after extensive education and/or on-the-job experience. Research on learning and skill acquisition has pointed to a power law of practice, where large gains in performance come early in…

Predictors of nursing faculty's job satisfaction and intent to stay in academe.

Science.gov (United States)

Derby-Davis, Marcia J

2014-01-01

The retention of nursing faculty is a growing concern in the United States and a major challenge for nursing education administrators. This descriptive study used Herzberg's Motivation-Hygiene Theory of Job Satisfaction to explore the factors that predict nursing faculty's job satisfaction and intent to stay in academe. Institutional review board approval was obtained, and consent forms with self-administered questionnaires were posted on Survey Monkey. Participants included a convenience sample of nursing faculty teaching in baccalaureate and graduate nursing programs in Florida during the months of May and June 2010. Participants (N = 134) were directed to an on-line site to retrieve and complete the following questionnaires: (a) Job Satisfaction Survey, (b) Nurse Educators' Intent to Stay in Academe Scale, and (c) a researcher-designed demographic questionnaire. Highly educated, experienced nursing faculty reported having more intent to stay (P motivation-hygiene factor score and the intent to stay score, F(4, 94) = 13.196, P motivational factors (job satisfiers) and the hygiene factors (job dissatisfiers) and intent to stay indicated that the nursing faculty overall were satisfied with their jobs. The mean job satisfaction score was 105.20, with a standard deviation of 30.712. The results provide support that Herzberg's Motivation-Hygiene Theory is a strong predictor of nursing faculty's intent to stay in academe in Florida. Copyright © 2014 Elsevier Inc. All rights reserved.

Job satisfaction among radiation therapy educators.

Science.gov (United States)

Swafford, Larry G; Legg, Jeffrey S

2007-01-01

Job satisfaction is one of the most consistent variables related to employee retention and is especially relevant considering the shortage of radiation therapists and radiation therapy educators in the United States. To investigate job satisfaction levels among radiation therapy educators certified by the American Registry of Radiologic Technologists and employed in programs accredited by the Joint Review Committee on Education in Radiologic Technology. The long form of the Minnesota Satisfaction Questionnaire (MSQ) was mailed to 158 radiation therapy educators to measure job satisfaction. Overall job satisfaction and subscales were calculated based on MSQ methodology. A total of 90 usable surveys were returned for a 56.9% response rate. With a "general satisfaction" score of 69.64, radiation therapy educators ranked in the lowest 25th percentile of the nondisabled norm scale for job satisfaction. Respondents reported higher degrees of job satisfaction on the moral values, social service and achievement subscales. Lower job satisfaction levels were associated with the company policies and practices, advancement and compensation subscales. Radiation therapy educators report low job satisfaction. Educational institutions must tailor recruitment and retention efforts to better reflect the positive aspects of being a radiation therapy educator. Furthermore, improving retention and recruitment efforts might help offset the current shortages of radiation therapy educators and, ultimately, clinical radiation therapists.

An integrative review of the influence of job strain and coping on nurses' work performance: Understanding the gaps in oncology nursing research

Directory of Open Access Journals (Sweden)

Dhuha Youssef Wazqar

2017-10-01

Full Text Available Nursing is known to be a stressful profession that can lead to physical and psychological health issues and behavioural problems. In oncology, workload among nurses is believed to be increasing in conjunction with rapidly increasing numbers of patients with cancer and staff shortages worldwide, therefore it is essential to sustain a quality oncology nurse workforce. Numerous studies have presented evidence on job strain, effects of coping strategies, and nurses' work performance within healthcare settings, but few have focused on oncology settings and none of these on nurses working in Saudi Arabia. The purpose of this review was to summarize empirical and theoretical evidence concerning job-related stressors in nurses, particularly oncology nurses, and the interrelationships among job strain, coping strategies, and work performance in this population. Search strategies identified studies published on studies in peer-reviewed journals from 2004 to 2016. Twenty-five nursing studies were found examining the relationships among the concepts of interest. Common job-related stressors among oncology nurses were high job demands, dealing with death/dying, lack of job control, and interpersonal conflicts at work. Job strain was found to be significantly linked to coping strategies, and negatively associated with work performance among nurses in general. There is no existing empirical evidence to support the relationship between coping strategies and work performance among oncology nurses. The present evidence is limited, and a considerable amount of research is required in the future to expand the oncology nursing literature. Research is needed to investigate job-related stressors and their effects on oncology nurses. Keywords: Coping, Job strain, Nurses, Review, Work performance

Technology Training for Older Job-Seeking Adults: The Efficacy of a Program Offered through a University-Community Collaboration

Science.gov (United States)

Taha, Jessica; Czaja, Sara J.; Sharit, Joseph

2016-01-01

Many older adults who lose their jobs face challenges in finding new employment due to fundamental limitations in their technology skills. While training could give them the skills they need, older workers often have less access to training programs than younger workers. This study examined the feasibility of using an e-learning training program…

Social capital and job satisfaction among substance abuse treatment employees.

Science.gov (United States)

Tsounis, Andreas; Niakas, Dimitris; Sarafis, Pavlos

2017-02-15

Job satisfaction is an important predictor for management and clinical ratios. Although it is accepted that is affected by many aspects, the influence of social capital remains to be determined. The main purpose of the article is to examine the relationship between job satisfaction and individual social capital for employees offering services in the treatment of addiction. A cross-sectional study was conducted on 239 employees from 14 therapeutic programs at KETEA (Therapy Center for Dependent Individuals in Greece) (KETHEA). A revised Greek Version of the Social Capital Questionnaire (SCQ-G) for the individual social capital measurement, and of the Job Satisfaction Survey (JSS) for the job satisfaction measurement, were used. Individual Social Capital ranged in medium levels. We observed a significant positive association between social capital and its' different aspects and gender, age, place of residence and working experience. Men, older employees, those who lived in smaller places, and those working more years, reached higher levels of individual social capital. Concerning overall job satisfaction most of the participants were ambivalent (61.5%), while 21.8% were satisfied and 16.7% were dissatisfied. Concerning its separate aspects, 77% were least satisfied with pay, 69.9% were least satisfied with advancement opportunities, 60.3% were least satisfied with fringe benefits, 85.8% were most satisfied with the nature of their work, 80.8% with their relationship with colleagues, and 77.8% were satisfied with supervision. Total Job Satisfaction was positively associated with place of residence and monthly salary. A significant positive correlation between social capital and job satisfaction was also observed. Early evidence suggests that social capital is associated with job satisfaction of employees providing services in the treatment of substance abuse. Further research, regarding social capital on job satisfaction, is suggested. We need to design and implement

The associations of humorous coping styles, affective states, job demands and job control with the frequency of upper respiratory tract infection

NARCIS (Netherlands)

Doosje, S.; De Goede, M.P.M.; Van Doornen, L.J.P.; Van de Schoot, R.

2011-01-01

Orientation: There is some evidence that job demands and job resources such as job control and humorous coping may contribute to the risk of upper respiratory tract infections (URTI). Research purpose: The purpose of this study was to test a model including these variables as well as job-related

Does migration matter? Job search outcomes for the unemployed.

Science.gov (United States)

Boehm, T P; Herzog, H W; Schlottmann, A M

1998-01-01

The US has long been characterized by its geographically mobile population, with workers historically seeking new or better jobs in different locales as dictated by either opportunity or necessity. It is now generally accepted that the main determinants of interregional labor force migration are differential employment growth and amenity-adjusted earnings. The authors investigate migration's effect upon labor market transitions. Specifically, transition rates out of unemployment to employment, and from nonparticipation to active job search are examined. A multistate model of the hazard rate is developed and estimated to facilitate this process. Study results strongly suggest that migration is both directly and indirectly associated with a successful transition to re-employment. Findings are based upon the analysis of longitudinal microdata drawn from the corrected 1987 panel of the Survey of Income and Program Participation. Monthly labor market histories used covered the period from January 1987 to March 1989, for a research population of 3814 heads of households involved in 6096 total months of employment, job searching, and nonparticipation over the 26-month study period.

Radon Research Program, FY-1990

International Nuclear Information System (INIS)

1991-03-01

The Department of Energy (DOE) Office of Health and Environmental Research (OHER) has established a Radon Research Program with the primary objectives of acquiring knowledge necessary to improve estimates of health risks associated with radon exposure and also to improve radon control. Through the Radon Research Program, OHER supports and coordinates the research activities of investigators at facilities all across the nation. From this research, significant advances are being made in our understanding of the health effects of radon. OHER publishes this annual report to provide information to interested researchers and the public about its research activities. This edition of the report summarizes the activities of program researchers during FY90. Chapter 2 of this report describes how risks associated with radon exposure are estimated, what assumptions are made in estimating radon risks for the general public, and how the uncertainties in these assumptions affect the risk estimates. Chapter 3 examines how OHER, through the Radon Research Program, is working to gather information for reducing the uncertainties and improving the risk estimates. Chapter 4 highlights some of the major findings of investigators participating in the Radon Research Program in the past year. And, finally, Chapter 5 discusses the direction in which the program is headed in the future. 20 figs

22 CFR 146.520 - Job classification and structure.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Job classification and structure. 146.520... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the... and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Job classification and structure. 25.520 Section... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the... and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

Directory of Open Access Journals (Sweden)

Imran Shafique

2018-03-01

Full Text Available This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196 of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.

Job satisfaction and job values among beginning nurses: a questionnaire survey.

Science.gov (United States)

Daehlen, Marianne

2008-12-01

Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.

Health effects of job insecurity

OpenAIRE

Green, F.

2015-01-01

Research has shown that job insecurity affects both mental and physical health, though the effects are lower when employees are easily re-employable. The detrimental effects of job insecurity can also be partly mitigated by employers allowing greater employee participation in workplace decision-making in order to ensure fair procedures. But as job insecurity is felt by many more people than just the unemployed, the negative health effects during recessions are multiplied and extend through th...

Ten Years of the Workforce Investment Act (WIA): Interpreting the Research on WIA and Related Programs

Science.gov (United States)

Decker, Paul T.; Berk, Jillian A.

2011-01-01

In 1998, President Clinton signed the federal Workforce Investment Act (WIA). Implemented in 2000, WIA replaced the Job Partnership Training Act (JTPA) as the primary federal job training program. Congress viewed WIA as a way to end "business as usual" in the workforce investment system. WIA aimed to transform the employment and training…

PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Directory of Open Access Journals (Sweden)

Aginta Chairunnisa Sinulingga

2018-03-01

Full Text Available The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes.

Science.gov (United States)

Brauchli, Rebecca; Jenny, Gregor J; Füllemann, Désirée; Bauer, Georg F

2015-01-01

Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate-selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

Directory of Open Access Journals (Sweden)

Rebecca Brauchli

2015-01-01

Full Text Available Studies using the Job Demands-Resources (JD-R model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

Physical Research Program: research contracts and statistical summary

International Nuclear Information System (INIS)

1975-01-01

The physical research program consists of fundamental theoretical and experimental investigations designed to support the objectives of ERDA. The program is directed toward discovery of natural laws and new knowledge, and to improved understanding of the physical sciences as related to the development, use, and control of energy. The ultimate goal is to develop a scientific underlay for the overall ERDA effort and the fundamental principles of natural phenomena so that these phenomena may be understood and new principles, formulated. The physical research program is organized into four functional subprograms, high-energy physics, nuclear sciences, materials sciences, and molecular sciences. Approximately four-fifths of the total physical research program costs are associated with research conducted in ERDA-owned, contractor-operated federally funded research and development centers. A little less than one-fifth of the costs are associated with the support of research conducted in other laboratories

Research results of the Optimiturve research program in 1991

International Nuclear Information System (INIS)

Alakangas, E.

1992-01-01

Optimiturve research program is one of the energy research programs funded by the Ministry of Trade and Industry of Finland. The main target of the program is double the annual hectare yield of peat dried by solar radiation to decrease the peat production costs, to speed up the circulation of capital invested to peat production with the aid of a new production method developed in this research, and hence improve the price competitivity of peat. The targets of the research program are expected to be completed by improving the drying of peat, the efficiency of the peat production machinery, and by developing peat production techniques. The program was started in 1988, and the targets are to be fulfilled up to year 1993. The research program is carried out in cooperation with universities, research organizations and peat producers. This publication consists of the results of the ongoing projects in the Optimiturve research program in 1991. The aim, the contents and the main results of the 18 projects are presented. At the end of this publication there is a list of the reports published in Reports series

Factors Influencing Job Satisfaction Among Long-Term Care Staff.

Science.gov (United States)

Doran, Kelly; Resnick, Barbara; Swanberg, Jennifer

2017-11-01

We assessed the intrapersonal, interpersonal, and organizational factors that predicted job satisfaction among long-term care employees. Baseline data were used to describe characteristics that influence job satisfaction. Using a forced linear regression model, while controlling for age and job title, we assessed if higher physical activity levels, fewer symptoms of depression, stress, and/or anxiety (ie, decreased mood), less back pain, stronger social support, and reports of low work demands were associated with higher job satisfaction. Mood (β = -0.412, P = 0.003) explained 17% of the variance in job satisfaction. This information can be used to guide facility wide programs and interventions aimed at increasing job satisfaction among all long-term care staff.

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. Copyright © 2015 Elsevier Ltd. All rights reserved.

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

Directory of Open Access Journals (Sweden)

Margherita Zito

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

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

Nurses' Job satisfaction: an Italian study.

Science.gov (United States)

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

2016-01-01

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

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

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

2013-04-01

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

The Job Demands–Resources model: Challenges for future research

Directory of Open Access Journals (Sweden)

Evangelia Demerouti

2011-05-01

Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studies on the JD–R model were reviewed to enlighten the health and motivational processes suggested by the model. Main findings: Next to the confirmation of the two suggested processes of the JD–R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model. Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD–R model that can be used to predict well-being and performance at work. New avenues for future research were suggested. Practical/managerial implications: The JD–R model is a framework that can be used for organisations to improve employee health and motivation, whilst simultaneously improving various organisational outcomes.

The Effects of Job Autonomy on Work Outcomes: Self Efficacy as an Intervening Variable

OpenAIRE

Susanti Saragih

2011-01-01

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job au...

Determinants of job satisfaction among radiation therapy faculty.

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Swafford, Larry G; Legg, Jeffrey S

2009-01-01

Job satisfaction is one of the most significant predictors of employee retention in a variety of occupational settings, including health care and education. A national survey of radiation therapy educators (n = 90) has indicated that respondents are not satisfied with their jobs based on data collected using the Minnesota Satisfaction Questionnaire (MSQ). To predict the factors associated with job satisfaction or dissatisfaction, the authors used a nine-item questionnaire derived from the MSQ. Educators were grouped according to their job satisfaction scores, and multiple discriminant analysis was used to determine which factors were predictive of satisfaction among groups of educators. Statistical results indicate that ability utilization, institutional support, compensation, personnel, and job characteristics were key determinants of job satisfaction among radiation therapy educators. These results may better inform faculty and administration of important factors that can promote job satisfaction and retain faculty in radiation therapy education programs.

Pengaruh Job Involvement dan Job Satisfaction terhadap Organizational Citizenship Behaviour serta Dampaknya pada Knowledge Sharing di PT Indolift Sukses Abadi

OpenAIRE

Tinjung Desy Nursanti; Ebenhaezer Samudera; Fajar Widiansyah

2015-01-01

The research was conducted at PT Indolift Sukses Abadi, a folklift distributor that sells and distributes all heavy equipment products. The objective of this study was to determine whether there is any influence of job involvement and job satisfaction on organizational citizenship behavior that impact to knowledge sharing. Data were obtained by distributing a questionnaire to 100 respondents of the company; and then were processed using Path Analysis Technique. Based on this research, job inv...

The efficacy and efficiency of Disability Management in job-retention and job-reintegration. A systematic review.

Science.gov (United States)

Lefever, Marlies; Decuman, Saskia; Perl, François; Braeckman, Lutgart; Van de Velde, Dominique

2018-01-01

Disability management (DM) is a systematic method to ensure job-retention and job-reintegration in competitive employment for individuals with a disability. There is evidence that 'returning to work' has a positive impact on the individual, the company and on the society. However, a clear overview of the efficacy and efficiency of the DM programs is scarce. To systematically review the efficacy and efficiency of the disability management programs. Cochrane, PubMed, Google Scholar, and Web of Science were searched from 1994 to 2015. Two reviewers independently evaluated the articles on title, abstract, and full text. The data extraction and results are documented according to the study designs. Twenty-eight articles were included in the review. These 28 articles consisted of 7 systematic reviews, 3 randomized controlled trials, 9 clinical trials, 4 mixed-method studies and 5 qualitative studies. The DM program has shown to be effective and efficient. A consensus about the DM components is still not reached. Nevertheless, some components are emphasized more than others; job accommodation, facilitation of transitional duty, communication between all stakeholders, health care provider advice, early intervention, and acceptance, goodwill and trust in the stakeholders, in the organization, and in the disability management process.

Marketing the Job Training Partnership Act.

Science.gov (United States)

Markowicz, Arlene, Ed.; And Others

1984-01-01

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

The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

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Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua

2012-01-01

The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.

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

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

1993-10-01

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

[Personal resources and nursing work: a research on coping strategies and job satisfaction].

Science.gov (United States)

Formentin, Silvia; Dallago, Lorenza; Negrisolo, Adriana

2009-01-01

The coping (ability to face a difficult situation), is an essential resource for nurses, because it increases the effective functioning in the working environment, job satisfaction and individual level of wellness. The aim of this study is to explore the relationship between coping strategies and job satisfaction. A self report questionnaire was administered to all the nurses working in health services and hospitals of Padua province and to free lance nurses members of the College of Nurses, to collect information on coping strategies and job satisfaction. 2264 questionnaires were returned (71%). Active coping strategies are adopted mainly from older nurses while avoiding strategies are prevalent among younger. An association was observed between job satisfaction and active coping strategies, aimed at problem solving: active strategies increase job satisfaction while avoiding strategies descrease it. Individual coping strategies implemented to face difficult situations are associated to job satisfaction.

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

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Cowin, Leanne S; Moroney, Robyn

2018-01-01

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

Diagnosing Job Satisfaction in Mental Health Institutions.

Science.gov (United States)

Buffum, William E.; Konick, Andrew

Job satisfaction in mental health organizations has been a neglected research topic, in spite of the fact that mental health organizations themselves are concerned with quality of life issues. To study job satisfaction at three long-term public psychiatric hospitals, the Job Satisfaction Index was administered to 44 direct service employees. In…

Overview of Gas Research Institute environmental research programs

International Nuclear Information System (INIS)

Evans, J.M.

1991-01-01

The Gas Research Institute (GRI) is a private not-for-profit membership organization of natural gas pipelines, distribution companies and natural gas producers. GRI's purpose is to plan, to manage and to develop financing for a gas-related research and development (R and D) program on behalf of its members and their customers. GRI does not do any research itself. GRI's R and D program is designed to provide advanced technologies for natural gas supply, transport, storage, distribution and end-use applications in all markets. In addition, basic research is conducted for GRI in these areas to build a foundation for future technology breakthroughs. Work in the Environment and Safety Research Department includes sections interested in: supply related research, air quality research, end use equipment safety research, gas operations safety research, and gas operations environmental research. The Natural Gas Supply Program has research ongoing in such areas as: restoration of pipeline right-of-ways; cleaning up town gas manufacturing sites; the development of methanogenic bacteria for soil and groundwater cleanup; development of biological fluidized carbon units for rapid destruction of carbonaceous compounds; research on liquid redox sulfur recovery for sulfur removal from natural gas; research on produced water and production wastes generated by the natural gas industry; environmental effects of coalbed methane production; and subsurface effects of natural gas operations. The western coalbed methane and ground water programs are described

Job satisfaction in the European union: the role of macroeconomic, personal, and job-related factors.

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Augner, Christoph

2015-03-01

Job satisfaction is influenced by many factors. Most of them are attributed to personality or company features. Little research has been conducted identifying the relationship of job satisfaction with macroeconomic parameters. We used data collected by European Commission (Eurostat, Eurofound) and World Health Organization (WHO) for personal (eg, subjective health, physical activity), company (eg, career advancement perspectives, negative health effects of work), or macroeconomic parameters (eg, Gross Domestic Product, unemployment rate) on state level. Correlation analysis and a stepwise linear regression model were obtained. Gross domestic product (GDP) was the best predictor for job satisfaction across the European Union member states ahead of good career perspectives, and WHO-5 score (depressive symptoms). Beside personal, job-related, and organizational factors that influence job satisfaction, the macroeconomic perspective has to be considered, too.

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.

An analysis of the Canadian cognitive psychology job market (2006-2016).

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Pennycook, Gordon; Thompson, Valerie A

2018-06-01

How accomplished does one need to be to compete in the Canadian cognitive psychology job market? We looked at the publication record of everyone who was hired as an assistant professor in Canadian cognitive psychology divisions with PhD programs between 2006 and 2016 (N = 64). Individuals who were hired from 2006 to 2011 averaged 10 journal-article publications up to and including the year they were hired. However, this number increased by 57% to 18 publications between 2012 and 2016. Notably, this increase (a) occurred despite an increase in the number of positions since 2010, (b) was not restricted to top-ranked institutions, (c) did not come at the cost of decreasing quality in research (based on citations), and (d) was not driven by longer postdoctoral fellowships. To supply context, we obtained data on the publication records of 98 eminent and early-career award-winning cognitive psychologists when they obtained their first faculty positions. The correlation between year of hire and publication number in the full sample was strongly positive (r = .47) and driven primarily by a substantial increase in recent years, which suggests that the increasingly competitive job market is not specific to Canada. Finally, we found that behaviour (as opposed to neuroscience) researchers and those who obtained their PhDs from Canadian universities may be at particular risk in the job market. At a time when increasing numbers of PhDs are graduating from cognitive psychology programs, it has likely never been more difficult to obtain a faculty position. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Influence of Motivation and Job Training The Performance of Employees PT. RB Sukasada Palembang.

Directory of Open Access Journals (Sweden)

Ika Rakhmalina

2017-10-01

Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.

Accumulative job demands and support for strength use : Fine-tuning the job demands-resources model using conservation of resources theory

NARCIS (Netherlands)

van Woerkom, M.; Bakker, A.B.; Nishii, L.H.

2016-01-01

Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands—that of strengths use. We test the idea that employees who are

25 CFR 26.33 - How do I show I need job training?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false How do I show I need job training? 26.33 Section 26.33 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.33 How do I show I need job training? The need for Job Placement and...

Relationship between Training Programs being Offered in State and Federal Penal Institutions and the Unfilled Job Openings in the Major Occupations in the United States.

Science.gov (United States)

Torrence, John Thomas

Excluding military installations, training programs in state and federal penal institutions were surveyed, through a mailed checklist, to test the hypotheses that (1) training programs in penal institutions were not related to the unfilled job openings by major occupations in the United States, and (2) that training programs reported would have a…

Better jobs for Asia | IDRC - International Development Research ...

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

2018-03-02

Mar 2, 2018 ... But job quality often leaves much to be desired. ... Protecting food, energy, and livelihoods in Punjab through water-efficient agriculture ... The rise of the daughter-in-law: Why son preference is weakening in Bangladesh.

Summer Internships for Students through the Air Force Research Laboratory’s Scholars Program

Science.gov (United States)

Barnaby, David A.; Hwang, Eunsook; McCullough, Julie A.

2017-01-01

Did you know that the Air Force Research Laboratory (AFRL) has sponsored a summer research program for students for the last 15 years? The AFRL Scholars Program hires high school, undergraduate, and graduate students as payed interns for 12-18 weeks each summer to work on space science and astronomy projects at one of four AFRL locations. By now, more than 1200 students from 34 states have participated. Like advisors in other summertime astrophysics research programs, the AFRL mentors benefit from extra staff for their research efforts at no cost (the Scholars are funded centrally within AFRL). Likewise, the students benefit from summer pay, job experience in a science lab, university housing, and comradery with students from other states. Pay is based on the intern’s academic level with the range being $395/week for high school up to $1115/week for recent Ph.Ds. Benefits not available from other programs include a secret clearance, socializing with a cohort exceeding 100 peers, and exposure to a pathway to a professional science career outside academia. Benefits to AFRL include persuading young people to choose science-technical-engineering-math (STEM) degrees, and roughly 89% of participants show increased interest in STEM courses following their internship.In this poster, we present the advantages to college students (and their mentors) to participating. We outline the topic areas, 60% of which are related to space science and astronomy. We quantify the range of participants’ scholastic level and majors, as well as the impact the program has on stimulating STEM careers and sight stories of students going onto rewarding careers in AFRL. To be eligible, an applicant must be a U.S. citizen, at least 16 years old, available to work a 40-hour business week, agree to a background check, and be enrolled at the time of application. To apply for the summer 2017 program, start at http://afrlscholars.usra.edu.

Job design and job stress in office workers.

Science.gov (United States)

Carayon, P

1993-05-01

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

Predictors of Instrumental Music Teacher Job Satisfaction

Science.gov (United States)

Bryant, Robert Louis, III

2012-01-01

Previous research studies related to teacher quality have found that teacher attrition rates are at an all-time high. Although much research has been conducted in the area of job satisfaction within the general teaching population, few studies of job satisfaction exist for instrumental music teachers. The purpose of this correlational study was to…

Coping with Stress. Research Notes.

Science.gov (United States)

Jordan, Debra J.

1995-01-01

Research related to the impact of exercise on stress indicates that a regular aerobic exercise program is important to control the negative effects of stress. It was also reported that those who are physically fit have higher levels of self-esteem. Implications for camp staff involve starting a regular exercise program to offset job-related…

The moderating role of psychological capital in the relationship between job stress and the outcomes of incivility and job involvement amongst call centre employees

Directory of Open Access Journals (Sweden)

Sarah B. Setar

2015-12-01

Full Text Available Orientation: South African call centres were found to rank amongst those with the highest degree of performance monitoring and feedback. This revelation comes at a time when many scholars concur that research has not entirely succeeded in helping organisations overcome the negative aspects of work and enhance the positive aspects of work, such as job involvement. Research purpose: This study sought to examine the relationship between job stress, job involvement and the display of uncivil behaviour amongst call centre employees, whilst also studying the role of psychological capital (PsyCap in this relationship. Motivation for the study: The study was prompted by the scarcity of research in the area of PsyCap and job involvement, none of which has examined relationships between job stress and the outcomes of incivility and job involvement and the moderating role of PsyCap in this relationship, focusing on call centre employees. Research design, approach and method: A quantitative design employed a cross-sectional survey to collect data from 104 South African call centre employees using a biographical data sheet, the PsyCap Questionnaire, Job Stress Scale, Uncivil Workplace Behaviour Scale and the Job Involvement Scale. Main findings: PsyCap and uncivil workplace behaviour were negatively related, whilst PsyCap and job involvement were positively related. Job stress held predictive value for incivility and the hostility subscale. Hierarchical regression analysis indicated that PsyCap did not moderate the relationship between job stress and incivility and neither did it moderate the relationship between job stress and job involvement. Practical implications: Organisations should work on minimising stressors within the workplace in order to enhance the PsyCap of employees, which not only lowers the risk of incivility displayed by employees but also ensures greater employee involvement. Contribution/value-add: Although previous studies have examined

An Employment Training and Job Placement Program for Foster Youth Making the Transition to Adulthood in Cook County, Illinois

Science.gov (United States)

Dworsky, Amy; Havlicek, Judy

2010-01-01

This report describes the results of a study that used administrative data to better understand the need for employment-related services and supports among youth in foster care and how one community-based employment training and job placement program in Chicago is trying to address those needs. Among other things, the report describes the…

Junior College Faculty Job Satisfaction.

Science.gov (United States)

Frankel, Joanne

Some of the research done to date concerning job satisfaction of junior college faculty is reviewed in this "Brief." Part I of the "Brief" describes four frameworks that have been applied to the analysis of job satisfaction: the traditional approach, the two-factor approach, the need hierarchy, and the cognitive dissonance approach. Part II…

Guidelines for job and task analysis for DOE nuclear facilities

International Nuclear Information System (INIS)

1983-06-01

The guidelines are intended to be responsive to the need for information on methodology, procedures, content, and use of job and task analysis since the establishment of a requirement for position task analysis for Category A reactors in DOE 5480.1A, Chapter VI. The guide describes the general approach and methods currently being utilized in the nuclear industry and by several DOE contractors for the conduct of job and task analysis and applications to the development of training programs or evaluation of existing programs. In addition other applications for job and task analysis are described including: operating procedures development, personnel management, system design, communications, and human performance predictions

The associations of humorous coping styles, affective states, job demands and job control with the frequency of upper respiratory tract infection

Directory of Open Access Journals (Sweden)

Sibe Doosje

2011-05-01

Research purpose: The purpose of this study was to test a model including these variables as well as job-related affect, in order to explore their role in the explanation of the frequency of upper respiratory tract infection. Motivation of the study: This study has been conducted in order to extend our understanding of the role of traditional variables like job demands and job control with humorous coping styles and affective variables with regard to the explanation of the frequency of URTI. Research design, approach and method: A sample of 2094 employees filled out questionnaires assessing job demands, job control, generic (MSHS-C, antecedent-focused and responsefocused humorous coping (QOHC and job-related affect (JAWS. Main findings: Job demands were indirectly related to the frequency of upper respiratory tract infections, mediated by their relationships with job control and negative job-related affect. Generic and response-focused humorous coping were less relevant for the explanation of the frequency of upper respiratory tract infections than the presumably ‘healthy’ antecedentfocused humorous coping style. The latter showed a negative association with negative jobrelated affect. The frequency of upper respiratory tract infections was better predicted by job control and negative job-related affect than by humorous coping, in the expected directions. Practical/managerial implication: These findings may have practical relevance for the improvement of stress management interventions in organisations. Contribution/value-add: Although it was shown that healthy humorous coping does contribute to decreases in upper respiratory tract infection, job demands, job resources and negative affective state seem the most important predictors.

Association between overweight, obesity and self-perceived job insecurity in German employees

Directory of Open Access Journals (Sweden)

Letzel Stephan

2011-03-01

Full Text Available Abstract Background Recent studies have shown an association between job insecurity and morbidity as well as mortality, however until now, knowledge about a potential association between job insecurity and overweight or obesity has been lacking. Methods In order to identify a possible association between job insecurity and overweight or obesity, we analysed data from the German Socioeconomic Panel (GSOEP 2004/2005, a longitudinal study of private households in Germany. In this representative cohort of the German adult population, living and working conditions were observed. Data on Body Mass Index (BMI and self-perceived probability of job loss within the next 2 years were available for 10,747 adults either employed or attending training programs. Results We identified 5,216 (49% individuals as being overweight (BMI > 25 kg/m2 and 1,358(13% individuals as being obese (BMI > 30 kg/m2. A total of 5,941 (55% participants reported having concerns regarding job insecurity. In the multivariate analysis - after adjustment for relevant confounders - a statistically significant association between obesity and job insecurity (100% probability for losing the job in the following two years could be observed with an adjusted odds ratio of 2.55 (95% confidence interval: 1.09-5.96. Conclusions Because of these results, we were able to conclude that overweight and obese persons perceive job insecurity more often than their normal weight counterparts in Germany and that the concurrence of obesity and job insecurity might lead employees into a vicious cycle. Further research with an emphasis on the occupational setting might be necessary in order to establish useful preventive programmes at the workplace.

Gas Research Institute research program summary: Goals and accomplishments

International Nuclear Information System (INIS)

1991-07-01

Gas Research Institute's research and development programs pursue technologies that maximize the value of gas energy services while minimizing the cost of supplying and delivering gaseous fuels. Four program areas, Supply Options, End Use, Gas Operations, and Crosscutting Research, are described in the report, together with related project titles and numbers. Also included are summaries of 1990 research results, research collaboration and supported work, and patents and licensing agreements. Glossaries of budget and program terms and of acronyms and abbreviations often used in the GRI literature are added

Better jobs for Asia | IDRC - International Development Research ...

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

2018-03-02

Mar 2, 2018 ... Asian economies are rapidly transforming from East to West, creating jobs for a growing ... Two young female works at a garment factory ... In Bangladesh alone, five million people — 85% of them women — work in the sector.

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....

Why does the Job Corps increase gender earnings inequality?

OpenAIRE

Strittmatter, Anthony

2016-01-01

Several studies considering the Job Corps find more positive earnings effects for males than for females. This effect heterogeneity in favor of males contrasts with the results of the majority of other training program evaluations. Applying the translated quantile approach of Bitler, Hoynes, and Domina (2014), I show that an important mechanism behind the surprising findings for the Job Corps operates through existing gender earnings inequality rather than Job Corps trainability differences b...

Job autonomy and job satisfaction: new evidence

OpenAIRE

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

2003-01-01

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

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

Science.gov (United States)

1992-01-01

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

Fusion research program in Korea

International Nuclear Information System (INIS)

Hwang, Y.S.

1996-01-01

Fusion research in Korea is still premature, but it is a fast growing program. Groups in several universities and research institutes were working either in small experiments or in theoretical areas. Recently, couple of institutes who have small fusion-related experiments, proposed medium-size tokamak programs to jump into fusion research at the level of international recognition. Last year, Korean government finally approved to construct 'Superconducting Tokamak' as a national fusion program, and industries such as Korea Electric Power Corp. (KEPCO) and Samsung joined to support this program. Korea Basic Science Institute (KBSI) has organized national project teams including universities, research institutes and companies. National project teams are performing design works since this March. (author)

Assessing the effectiveness of interpersonal communication skills training on job satisfaction among nurses in Al-Zahra Hospital of Isfahan, Iran.

Science.gov (United States)

Dehaghani, Abdollah Rezaei; Akhormeh, Kobra Ahmadi; Mehrabi, Tayyebeh

2012-05-01

The worldwide nursing shortage is threatening the quality of healthcare. The two most common causes in maintaining nurses are job satisfaction, a positive working environment, and good relationships among staff. This study aimed to determine the effect of interpersonal communication skills training on job satisfaction among the nurses working in Al-Zahra Hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in 2011. This study was a quasi-experimental research with two groups and two phases, and was carried out on 70 nurses from Al-Zahra University Hospital. Only nurses who had been employed for more than one year were accepted into the study. There were 35 nurses in the test group and 35 nurses in the control group. The study questionnaire included personal details and job satisfaction scale by Smith and Kendall. Sampling was done randomly and nurses were divided into test and control groups. In the test group, the communication skills training program was done in 6 sessions, twice a week and each session was held for 2 hours. The questionnaire was completed in two stages; before, and two months after the study. Data were analyzed by descriptive and inferential statistics through SPSS Software version 18. Findings showed that pre-intervention mean score of job satisfaction of nurses in both groups had no significant difference (p = 0.92). After the communication skills training program in the experimental group, mean score of job satisfaction increased and it was significant compared to the control group (p interpersonal communication skills training program increased the mean score of job satisfaction in the test group. Therefore, it seems necessary that nursing managers design training programs for them.

Job loss, retirement and the mental health of older Americans.

Science.gov (United States)

Mandal, Bidisha; Roe, Brian

2008-12-01

study is the first to report that the re-employment of involuntary job-loss sufferers leads to a recapturing of past mental health status. Additionally, we find that re-entering the labor force is psychologically beneficial to retirees as well. It is well established that out-of-pocket expenditures on all forms of health care for seniors with self-diagnosed depression significantly exceeds expenditures for seniors with other common ailments such as hypertension and arthritis in the U.S. Thus, our research suggests that re-employment of older Americans displaced from the labor force will be cost-effective with regard to personal mental health outcomes. That re-employment of involuntary job loss sufferers leads to a recapturing of past mental health status illuminates one potential policy trade off - increased resources dedicated to job training and placement for older U.S. workers could reap benefits with regard to reduced private and public mental health expenditures. Further research could more clearly assess the degree to which the mental health benefits of employment among older Americans would warrant the expansion of job training and employment programs aimed at this group.

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

Science.gov (United States)

Park, Sun-A; Ahn, Seung-Hee

2015-01-01

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

20 CFR 670.505 - What types of training must Job Corps centers provide?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What types of training must Job Corps centers... Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers must... necessary for those jobs, and as appropriate, recommend changes in the center's vocational training program...

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.

A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program. Year 2 Report.

Science.gov (United States)

Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program. Year Summary Report.

Science.gov (United States)

Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

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.

Defining and Measuring Job Vacancies in a Dynamic Perspective

NARCIS (Netherlands)

P.A. Donker van Heel (Peter)

2015-01-01

textabstractWhat is the best definition for job vacancies, what is the best method to measure job vacancies, and what further research is needed to gain a better insight into job vacancies in a dynamic perspective?

Coping proactively with economic stress: career adaptability in the face of job insecurity, job loss, unemployment, and underemployment

NARCIS (Netherlands)

Klehe, U.-C.; Zikic, J.; van Vianen, A.E.M.; Koen, J.; Buyken, M.; Perrewé, P.L; Halbesleben, J.R.B.; Rosen, C.C.

2012-01-01

Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations, and societies overall. Consequently, most past research has taken a thoroughly negative perspective on economic stress, addressing

Effects of an Employee Wellness Program on Physiological Risk Factors, Job Satisfaction, and Monetary Savings in a South Texas University

Science.gov (United States)

Hamilton, Jacqueline

2009-01-01

An experimental study was conducted to investigate the effects of an Employee Wellness Program on physiological risk factors, job satisfaction, and monetary savings in a South Texas University. The non-probability sample consisted of 31 employees from lower income level positions. The employees were randomly assigned to the treatment group which…

A Nonlinear Programming and Artificial Neural Network Approach for Optimizing the Performance of a Job Dispatching Rule in a Wafer Fabrication Factory

Directory of Open Access Journals (Sweden)

Toly Chen

2012-01-01

Full Text Available A nonlinear programming and artificial neural network approach is presented in this study to optimize the performance of a job dispatching rule in a wafer fabrication factory. The proposed methodology fuses two existing rules and constructs a nonlinear programming model to choose the best values of parameters in the two rules by dynamically maximizing the standard deviation of the slack, which has been shown to benefit scheduling performance by several studies. In addition, a more effective approach is also applied to estimate the remaining cycle time of a job, which is empirically shown to be conducive to the scheduling performance. The efficacy of the proposed methodology was validated with a simulated case; evidence was found to support its effectiveness. We also suggested several directions in which it can be exploited in the future.

Review of job shop scheduling research and its new perspectives under Industry 4.0

OpenAIRE

Zhang, Jian; Ding, Guofu; Zou, Yisheng; Qin, Sheng-feng; Fu, Jianlin

2017-01-01

Traditional job shop scheduling is concentrated on centralized scheduling or semi-distributed scheduling. Under the Industry 4.0, the scheduling should deal with a smart and distributed manufacturing system supported by novel and emerging manufacturing technologies such as mass customization, Cyber-Physics Systems, Digital Twin, and SMAC (Social, Mobile, Analytics, Cloud). The scheduling research needs to shift its focus to smart distributed scheduling modeling and optimization. In order to t...

Job Hazards Analysis Among A Group Of Surgeons At Zagazig ...

African Journals Online (AJOL)

... 75% respectively. Conclusion: Job hazards analysis model was effective in assessment, evaluation and management of occupational hazards concerning surgeons and should considered as part of hospital wide quality and safety program. Key Words: Job Hazard Analysis, Risk Management, occupational Health Safety.

PENGARUH JOB SATISFACTION TERHADAP OCB DAN TURNOVER INTENTION

Directory of Open Access Journals (Sweden)

Febru Rida Ningsih

2015-06-01

Full Text Available This article aims to provide the impact of job satisfaction to OCB and turnover intention. This study used a quantitative method with a statistical analysis. Simple analysis regression used to test each hypotheses. The object of this research is a branch of national bank. Population in this research are entire employees of a brach of national bank that is e non frontliner employees. Non-probability sampling is used of this reseach. The measurement of job satiafaction and turnover intention variables used likert scale that developed by Rinaldi (2008 and measurement of OCB variable adopted from  Organ (1988.  The result of this research has shown that hypotheses one is rejected and hypotheses two is accepted. Eventually, through this article, an understanding that job satisfaction does not significantly influence to OCB but job satisfaction has significant influence to turnover intention.

Factors Related to Job Satisfaction of Information Technology Professionals

Directory of Open Access Journals (Sweden)

İbrahim Halil SEYREK

2016-01-01

Full Text Available Job satisfaction of employees in any type of organization is important both for the employee and for the organization he/she works for. There are several factors researchers studied that are related to employee satisfaction. Even though there are several common factors for the job satisfaction of employees, there can be differences based on the personal and job characteristics. Information Technology (IT workers are important for current information economy and therefore factors related to their job satisfaction is an important research topic. In this study, based on survey data collected from 455 IT workers from different industries, the factors related to IT worker job satisfaction are investigated. As a result of analyses, it was found that demographic factors like gender, sector (public vs. private, work experience, and wage are not related to the job satisfaction of the worker. On the other hand, the results show that feel of belonging, feel of acceptance, job autonomy, burnout, role clarity and fairness of rewards are factors that affect job satisfaction.

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

African Journals Online (AJOL)

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

Pengaruh High Performance Work Practice (Hpwp) Terhadap Job Performance Pada Frontliner Bank

OpenAIRE

Ihdaryanti, Monica Amani; Panggabean, Mutiara S

2014-01-01

Generally High Performance Work Practice (HPWP) is a part of management human resources. The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction; HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment; Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance. The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri. The result of th...

The Impact of Income on academic staff Job Satisfaction at Public research Universities, Malaysia

Directory of Open Access Journals (Sweden)

Aida Mehrad

2014-09-01

Full Text Available Abstract The presence of job satisfaction as a vital factor amongst academic staff in university is too considerable. Furthermore, recognizing principal factors that influence on job satisfaction assumed much significant, because of these factors appear various normal and abnormal behavior at workplace. In this case, the present study focused on income as external factor that impacts on job satisfaction and examines the association between these two factors among academic staffs at public universities in Malaysia. The sample of the study was 440 academic staff that worked in public universities and completed the job descriptive index inventory. Additionally, the result showed there is significant relationship between income and the amount of job satisfaction that analyzed by ANOVA test. As well, the existing paper supports the effect of income on job satisfaction among academic staff.

Job Sharing: One District's Experience.

Science.gov (United States)

Lantz, Mahlon L.

1983-01-01

Describes responses of principals, teachers, and parents to a job sharing program instituted to reduce impact of staff layoffs. Principals were satisfied overall; teachers believed that students benefited from interaction with two instructors; and a majority of parents felt likewise. (TE)

Job demands, job resources and safety outcomes: The roles of emotional exhaustion and safety compliance.

Science.gov (United States)

Li, Feng; Jiang, Li; Yao, Xiang; Li, YongJuan

2013-03-01

The aim of this study was to assess the effectiveness of the job demands-resources (JD-R) model in explaining the relationship of job demands and resources with safety outcomes (i.e., workplace injuries and near-misses). We collected self-reported data from 670 crude oil production workers from three sub-companies of a major oilfield company in China. The results of a structural equation analysis indicated that job demands (psychological and physical demands) and job resources (decision latitude, supervisor support and coworker support) could affect emotional exhaustion and safety compliance, and thus influence the occurrence of injuries and near-misses. The implications of the present findings regarding both the JD-R model and occupational safety research were discussed. Copyright © 2012 Elsevier Ltd. All rights reserved.

Primary School Principals' Job Satisfaction and Occupational Stress

Science.gov (United States)

Darmody, Merike; Smyth, Emer

2016-01-01

Purpose: The purpose of this paper is to explore the factors associated with occupational stress and job satisfaction among Irish primary school principals. A principal's job has become increasingly demanding and complex in recent decades. However, there is little current research into their levels of stress and job satisfaction, particularly…

Got Skills? On-the-Job Activities of Physicists

Science.gov (United States)

Ivie, Rachel

2011-03-01

It goes almost without saying that physics doctorates do a lot more than just physics research or teaching at their jobs. But what exactly do they do? First, I will share basic data showing where physics doctorates are employed. Then I will present data from two of AIP's surveys about the employment of physicists. The first set of data comes from our survey of physics PhDs one year after doctorate. We will consider how often physics doctorates do a variety of activities on the job, including management, technical writing, teamwork, design and development, programming, and advanced mathematics. The second set of data comes from AIP's new survey of PhDs in physics 10 to 13 years after graduation. Data for many of the same activities will be shown for physics doctorates who have been in the workplace about a decade. Depending on the type of job, most industrially employed physics doctorates do some type of physics at work, but they are also very likely to report managing projects, writing for technical audiences, working on a team, and collaborating with non-physicists, among many other activities. This examination of the types of activities physics doctorates perform in the workplace will provide insight on the non-scientific training that would benefit graduate students the most.

Quality of Care and Job Satisfaction in the European Home Care Setting: Research Protocol

Science.gov (United States)

van der Roest, Henriëtte; van Hout, Hein; Declercq, Anja

2016-01-01

Introduction: Since the European population is ageing, a growing number of elderly will need home care. Consequently, high quality home care for the elderly remains an important challenge. Job satisfaction among care professionals is regarded as an important aspect of the quality of home care. Aim: This paper describes a research protocol to identify elements that have an impact on job satisfaction among care professionals and on quality of care for older people in the home care setting of six European countries. Methods: Data on elements at the macro-level (policy), meso-level (care organisations) and micro-level (clients) are of importance in determining job satisfaction and quality of care. Macro-level indicators will be identified in a previously published literature review. At meso- and micro-level, data will be collected by means of two questionnaires utilsed with both care organisations and care professionals, and by means of interRAI Home Care assessments of clients. The client assessments will be used to calculate quality of care indicators. Subsequently, data will be analysed by means of linear and stepwise multiple regression analyses, correlations and multilevel techniques. Conclusions and Discussion: These results can guide health care policy makers in their decision making process in order to increase the quality of home care in their organisation, in their country or in Europe. PMID:28435423

Quality of Care and Job Satisfaction in the European Home Care Setting: Research Protocol

Directory of Open Access Journals (Sweden)

Liza Van Eenoo

2016-08-01

Full Text Available Introduction: Since the European population is ageing, a growing number of elderly will need home care. Consequently, high quality home care for the elderly remains an important challenge. Job satisfaction among care professionals is regarded as an important aspect of the quality of home care. Aim: This paper describes a research protocol to identify elements that have an impact on job satisfaction among care professionals and on quality of care for older people in the home care setting of six European countries. Methods: Data on elements at the macro-level (policy, meso-level (care organisations and micro-level (clients are of importance in determining job satisfaction and quality of care. Macro-level indicators will be identified in a previously published literature review. At meso- and micro-level, data will be collected by means of two questionnaires utilsed with both care organisations and care professionals, and by means of interRAI Home Care assessments of clients. The client assessments will be used to calculate quality of care indicators. Subsequently, data will be analysed by means of linear and stepwise multiple regression analyses, correlations and multilevel techniques. Conclusions and Discussion: These results can guide health care policy makers in their decision making process in order to increase the quality of home care in their organisation, in their country or in Europe.

Job Satisfaction among Employee Assistance Professionals: A National Study.

Science.gov (United States)

Sweeney, Anthony P.; Hohenshil, Thomas H.; Fortune, Jimmie C.

2002-01-01

Study examines job satisfaction in a national sample of employee assistance program (EAP) professionals. Data were collected from 210 EAP professionals through mailed surveys. Results indicate that respondents employed by external EAP organizations were more satisfied with their jobs than those who were employed by internal EAPs. (Contains 20…

Job Satisfaction and Job Performance at the Work Place

OpenAIRE

Vanden Berghe, Jae Hyung

2011-01-01

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

RASI Update: Research for RA In-Service Education.

Science.gov (United States)

Dickson, Gary L.; And Others

1981-01-01

Reports results of applied research with the Resident Assistant Stress Inventory. Concluded that sex, personality, job performance, experience, stress management training, and housing characteristics affect perceived anxiety among resident assistants. Suggests additional research is needed for planning inservice education programs. (JAC)

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2011-01-01

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

25 CFR 26.11 - What type of Job Placement and Training assistance may be approved?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What type of Job Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...

Pengaruh On The Job Training dan Off The Job Training terhadap Kinerja Karyawan (Studi pada Karyawan PT. Suntory Garuda Beverage Sidoarjo)

OpenAIRE

Setiawan, Fajar; Al Musadieq, Mochammad; Mayowan, Yuniadi

2017-01-01

This study aims to explain the variables of On The Job Training (X1), Off The Job Training (X2) simultaneously and partially on Employee Performance (Y). The research method used is explanatory research method. Based on the results of data analysis and hypothesis testing has been done, then from this study can be drawn conclusion as follows. First, there is a significant influence between the variable on the job training (X1) on the employee's performance (Y) with the beta coefficient value o...

Research Ethics with Undergraduates in Summer Research Training Programs

Science.gov (United States)

Cheung, I.; Yalcin, K.

2016-02-01

Many undergraduate research training programs incorporate research ethics into their programs and some are required. Engaging students in conversations around challenging topics such as conflict of interest, cultural and gender biases, what is science and what is normative science can difficult in newly formed student cohorts. In addition, discussing topics with more distant impacts such as science and policy, intellectual property and authorship, can be difficult for students in their first research experience that have more immediate concerns about plagiarism, data manipulation, and the student/faculty relationship. Oregon State University's Research Experience for Undergraduates (REU) in Ocean Sciences: From Estuaries to the Deep Sea as one model for incorporating a research ethics component into summer undergraduate research training programs. Weaved into the 10-week REU program, undergraduate interns participate in a series of conversations and a faculty mentor panel focused on research ethics. Topics discussed are in a framework for sharing myths, knowledge and personal experiences on issues in research with ethical implications. The series follows guidelines and case studies outlined from the text, On Being A Scientist: Responsible Conduct In Research Committee on Science, Engineering, and Public Policy, National Academy of Sciences.

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

NARCIS (Netherlands)

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

2013-01-01

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

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.

The Relationship between Job Dissatisfaction and Training Transfer

Science.gov (United States)

Jodlbauer, Susanne; Selenko, Eva; Batinic, Bernad; Stiglbauer, Barbara

2012-01-01

The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but…