Safety on the Job. Some Guidelines for Working Safely. Instructor's Edition.

Science.gov (United States)

Oklahoma State Dept. of Vocational and Technical Education, Stillwater. Curriculum and Instructional Materials Center.

This teacher's guide was developed to help teachers (especially in Oklahoma) promote safe practices on the job. As a supplement to existing programs in the requirements for job safety, this book can also promote same basic safety attitudes and help support basic safety concepts, with an emphasis on accident prevention. The guide contains eight…

Factors explaining the job satisfaction of home care workers who left their older care recipients in Israel.

Science.gov (United States)

Ben-Arie, Ayala; Iecovich, Esther

2014-01-01

There are high levels of turnover among home care workers. The study goal was to examine factors connected with job satisfaction of home care workers who resigned from their jobs. A survey (self-administered questionnaire) was conducted of 197 home care workers who resigned from their jobs with a home care agency in Jerusalem. Overall job satisfaction of the home care workers was low to moderate. Memory impairment of the care recipient and quality of the relationship between the care worker and the care recipient were significant in explaining overall and intrinsic job satisfaction of the workers. Functional status (activities of daily living) and the impact of the care recipient's cognitive status on the care worker were significant in explaining job benefit satisfaction. Home care workers who provide care to severely disabled and cognitively impaired older persons experience great work stress. They need ongoing support and training as well as better job benefits.

Work-family conflict in Japan: how job and home demands affect psychological distress.

Science.gov (United States)

Shimazu, Akihito; Bakker, Arnold B; Demerouti, Evangelia; Peeters, Maria C W

2010-01-01

The aim of the present study was to examine how job and home demands are related to psychological distress in a sample of Japanese working parents with preschool children (n=196). We expected that job and home demands are partially related to psychological distress through work-to-family conflict (WFC) and family-to-work conflict (FWC), respectively. Structural equation modeling showed that, as expected, home demands were partially related to psychological distress, both directly and indirectly through FWC. In contrast, job demands were only directly related to psychological distress. The differences between the roles of FWC and WFC are discussed using identity theory.

Working in group living homes for older people with dementia: the effects on job satisfaction and burnout and the role of job characteristics

NARCIS (Netherlands)

te Boekhorst, S.; Willemse, B.; Depla, M.F.I.A.; Eefsting, J.A.; Pot, A.M.

2008-01-01

Background: Group living homes are a fast-growing form of nursing home care for older people with dementia. This study seeks to determine the differences in job characteristics of nursing staff in group living homes and their influence on well-being. Methods: We examined the Job Demand Control

Working in group living homes for older people with dementia: the effects on job satisfaction and burnout and the role of job characteristics

NARCIS (Netherlands)

Boekhorst, S. te; Willemse, B.; Depla, M.F.I.A.; Eefsting, J.A.; Pot, A.M.

2008-01-01

ABSTRACT Background: Group living homes are a fast-growing form of nursing home care for older people with dementia. This study seeks to determine the differences in job characteristics of nursing staff in group living homes and their influence on well-being. Methods: We examined the Job Demand

Work-family conflict in Japan: how job and home demands affect psychological distress

NARCIS (Netherlands)

Shimazu, A.; Bakker, A.B.; Demerouti, E.; Peeters, M.C.W.

2010-01-01

The aim of the present study was to examine how job and home demands are related to psychological distress in a sample of Japanese working parents with preschool children (n=196). We expected that job and home demands are partially related to psychological distress through work-to-family conflict

Work-family conflict in Japan: How job and home demands affect psychological distress

NARCIS (Netherlands)

A. Shimazu (Akihito); A.B. Bakker (Arnold); E. Demerouti (Eva); M.C.W. Peeters (Maria)

2010-01-01

textabstractThe aim of the present study was to examine how job and home demands are related to psychological distress in a sample of Japanese working parents with preschool children (n=196). We expected that job and home demands are partially related to psychological distress through work-to-family

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

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

2017-03-01

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

Home health nurses: stress, self-esteem, social intimacy, and job satisfaction.

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Moore, S; Lindquist, S; Katz, B

1997-06-01

A survey of 253 home health care nurses' perceptions of work-related stress, self-esteem, social intimacy, and job satisfaction found that stress has a negative correlation with self-esteem, social intimacy, and job satisfaction. A positive correlation, however, was found between self-esteem and social intimacy and job satisfaction. Health system administrators, owners, and directors had significantly higher levels of self-esteem, nurses with 5 years or more in their home health nursing position had significantly higher levels of self-esteem. The survey found that nurses with less than a baccalaureate degree possessed significantly lower levels of sociability than those with a graduate or baccalaureate degree. Administrators and managers scored significantly higher on sociability than head nurses.

Is home delivery safe for all involved? A new arrival breaks grandma's heart. Literally.

Science.gov (United States)

Doolub, Gemina; Daniels, Matthew J; Ormerod, Oliver

2011-12-01

Home birth is becoming increasingly popular. Labour in the privacy and comfort of a familiar environment has clear appeal. Home birth is usually as safe for low-risk women with appropriate prenatal care. Yet events during delivery can be unpredictable and may be stressful for unprepared family members. Here we report a case of Tako-tsubo cardiomyopathy, also known as broken-heart syndrome, in a relative attending an impromptu home delivery. Thus, while home delivery is generally safe for the mother we ask: is it safe for everyone involved?

Job satisfaction and quality of life among home care workers: a comparison of home care workers who are and who are not informal carers.

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Chou, Yueh-Ching; Fu, Li-Yeh; Kröger, Teppo; Ru-Yan, Chiu

2011-06-01

Job satisfaction and quality of life among home care workers who serve simultaneously as informal carers for their own family members have seldom been explored. This study examined how this dual role influences job satisfaction and quality of life by comparing these dual carers with home care workers who do not provide informal care. The study also explored whether the factors related to job satisfaction and quality of life between these two groups were different. Standardized self-administered questionnaires (Job Satisfaction Survey, the World Health Organization Quality of Life (WHOQOL) scales and various social demographic questions) were administered to the two groups of home care workers in Taiwan from March to April 2009. A total of 1,641 home care workers working in 119 non-government organizations sponsored by 23 local authorities completed and returned the questionnaires. The two groups did not differ in individual characteristics, work characteristics or job satisfaction. Analysis results indicate that the lowest mean scores for all home care workers were the domains of promotion and pay within their job satisfaction and the domain of environment within their quality of life. Multiple regression analysis revealed a significant effect of unpaid caregiving in terms of quality of life but not in terms of job satisfaction. Moreover, job satisfaction and quality of life among home care workers were significantly determined by both their work conditions (e.g. travelling time, salary and length of work experience) and personal variables (e.g. age, family income and family support).

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

Science.gov (United States)

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

2014-03-01

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

Job strain: a cross-sectional survey of dementia care specialists and other staff in Swedish home care services.

Science.gov (United States)

Sandberg, Linda; Borell, Lena; Edvardsson, David; Rosenberg, Lena; Boström, Anne-Marie

2018-01-01

An increasing number of older persons worldwide live at home with various functional limitations such as dementia. So, home care staff meet older persons with extensive, complex needs. The staff's well-being is crucial because it can affect the quality of their work, although literature on job strain among home care staff is limited. To describe perceived job strain among home care staff and to examine correlations between job strain, personal factors, and organizational factors. The study applied a cross-sectional survey design. Participants were dementia care specialists who work in home care (n=34) and other home care staff who are not specialized in dementia care (n=35). The Strain in Dementia Care Scale (SDCS) and Creative Climate Questionnaire instruments and demographic variables were used. Descriptive and inferential statistics (including regression modeling) were applied. The regional ethical review board approved the study. Home care staff perceived job strain - particularly because they could not provide what they perceived to be necessary care. Dementia care specialists ranked job strain higher (m=5.71) than other staff members (m=4.71; p =0.04). Job strain (for total score and for all five SDCS factors) correlated with being a dementia care specialist. Correlations also occurred between job strain for SDCS factor 2 (difficulties understanding and interpreting) and not having Swedish as first language and SDCS factor 5 (lack of recognition) and stagnated organizational climate. The study indicates that home care staff and particularly dementia care specialists perceived high job strain. Future studies are needed to confirm or reject findings from this study.

Guidelines for Home Energy Professionals Project: Multifamily Job Task Analyses Needs Assessment

Energy Technology Data Exchange (ETDEWEB)

Dirr, N.; Hepinstall, D.; Douglas, M.; Buck, S.; Larney, C.

2013-01-01

This report describes the efforts carried out to determine whether there is a need to develop separate, multifamily-specific JTAs for the four proposed job categories. The multifamily SWS market committee considered these job designations to be the best candidates for developing JTAs and certification blueprints, as well as having the greatest potential for promoting job growth in the multifamily home performance industry.

Quits and job changes among home care workers in Maine: the role of wages, hours, and benefits.

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Morris, Lisa

2009-10-01

Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions, actual turnover, and job-to-job transitions are examined. The analysis uses actual data on hours, wages, and benefits at current and subsequent jobs and controls for perceived rewards and work conditions, personal characteristics, and local labor market conditions. Although the analysis finds that improved work conditions and non-pecuniary rewards of home-based direct care work have significant negative effects on turnover intentions, compensation accounts for more actual job turnover. Higher wages, more hours, and travel cost reimbursement are found to be significantly associated with reduced turnover. Although wages and hours appear to have stronger effects, health benefits do appear to have some significance in predicting job-to-job transitions. Although improving compensation presents budgetary challenges to home care agencies, for this low-income workforce, the ability to earn higher wages and work more hours may be more of an imperative than improved work conditions.

Nursing Practice Environment and Registered Nurses' Job Satisfaction in Nursing Homes

Science.gov (United States)

Choi, JiSun; Flynn, Linda; Aiken, Linda H.

2012-01-01

Purpose: Recruiting and retaining registered nurses (RNs) in nursing homes is problematic, and little research is available to guide efforts to make nursing homes a more attractive practice environment for RNs. The purpose of this study was to examine relationships between aspects of the nursing practice environment and job satisfaction among RNs…

[Job stress of nursing aides in Swiss nursing homes : Nonlinear canonical analysis].

Science.gov (United States)

Ziegler, A; Bernet, M; Metzenthin, P; Conca, A; Hahn, S

2016-08-01

Due to demographic changes, the demand for care in nursing homes for the elderly and infirmed is growing. At the same time nursing staff shortages are also increasing. Nursing aides are the primary care providers and comprise the largest staff group in Swiss nursing homes. They are exposed to various forms of job stress, which threaten job retention. The aim of this study was to discover which features of the work situation and which personal characteristics of the nursing aides were related to the workload. Data from nursing aides in Swiss nursing homes were investigated through a secondary analysis of a national quantitative cross-sectional study, using descriptive statistics and a nonlinear canonical correlation analysis. A total of 1054 nursing aides were included in the secondary analysis, 94.6 % of whom were women between the ages of 42 and 61 years. The job stress most frequently mentioned in the descriptive analysis, almost 60 % of the participants referred to it, was staff shortage. The nonlinear canonical correlation analysis revealed that many job strains are caused by social and organizational issues. In particular, a lack of support from supervisors was associated with staff not feeling appreciated. These job strains correlated with a high level of responsibility, the feeling of being unable to work independently and a feeling of being exploited. These strains were predominant in the nursing aides between 32 and 51 years old who had part time jobs but workloads of 80-90 %. Middle-aged nursing aides who worked to 80-90 % are particularly at risk to resign from the position prematurely. Measures need to be mainly implemented in the social and organizational areas. It can be assumed that a targeted individual support, recognition and promotion of nursing aides may decrease the level of job strain.

High output stomas: ensuring safe discharge from hospital to home.

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Smith, Lisa

High-output stomas are a challenge for the patient and all health professionals involved. This article discusses safe discharge home for this patient group, encouraging collaborative working practices between acute care trust and the community services. The authors also discuss the management of a high-output stoma and preparation and education of the patient before discharge home.

The effects of leadership and ward factors on job satisfaction in nursing homes: a multilevel approach.

Science.gov (United States)

Havig, Anders K; Skogstad, Anders; Veenstra, Marijke; Romøren, Tor I

2011-12-01

To examine (1) the relationships between job satisfaction and task- and relationship-oriented leadership and (2) the direct and moderating effects on job satisfaction of three ward-level factors: workload, use of teams and staff stability. Job satisfaction in nursing homes is vital to meeting the challenges related to recruitment and turnover. Cross-sectional design. A multilevel analysis approach was used to recognise a hierarchal structure of determined factors and to capture variation in job satisfaction at the individual and ward level. A questionnaire was sent to 444 registered nurses, auxiliary nurses and unskilled nursing assistants. Structured interviews were administered to 40 ward managers and 13 directors, and 900 hours of field observations was conducted in 40 nursing home wards throughout Norway. We found a significant relationship between job satisfaction and task-oriented and relationship-oriented leadership styles, with a stronger effect for task orientation. The effect of the two leadership styles varied significantly across wards. Furthermore, staff stability had both a significant positive direct effect and a moderating effect on job satisfaction, whereas the two other ward-level predictors yielded no significant contributions. The relatively stronger effect of task-oriented leadership on job satisfaction, particularly in wards with low staff stability, is in contrast to most previous studies and suggests that there may be specific conditions in nursing homes that favour the use of this leadership style. The varying effect of both leadership styles indicates that staff in different nursing home wards could benefit from the use of different leadership styles. The study highlights the importance of using different leadership behaviour and the importance of high staff stability to ensure job satisfaction among nursing home personnel. © 2011 Blackwell Publishing Ltd.

A multigroup analysis of the job demands-resources model in four home care organizations

NARCIS (Netherlands)

Bakker, A.B.; Demerouti, E.; Taris, A.W. (Toon); Schaufeli, W.B.; Schreurs, Paul J.G.

2003-01-01

The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops when certain job demands are high and when job resources are limited because such negative working

Job demands-resources predicting burnout and work engagement among Belgian home health care nurses: A cross-sectional study.

Science.gov (United States)

Vander Elst, Tinne; Cavents, Carolien; Daneels, Katrien; Johannik, Kristien; Baillien, Elfi; Van den Broeck, Anja; Godderis, Lode

A better knowledge of the job aspects that may predict home health care nurses' burnout and work engagement is important in view of stress prevention and health promotion. The Job Demands-Resources model predicts that job demands and resources relate to burnout and work engagement but has not previously been tested in the specific context of home health care nursing. The present study offers a comprehensive test of the Job-Demands Resources model in home health care nursing. We investigate the main and interaction effects of distinctive job demands (workload, emotional demands and aggression) and resources (autonomy, social support and learning opportunities) on burnout and work engagement. Analyses were conducted using cross-sectional data from 675 Belgian home health care nurses, who participated in a voluntary and anonymous survey. The results show that workload and emotional demands were positively associated with burnout, whereas aggression was unrelated to burnout. All job resources were associated with higher levels of work engagement and lower levels of burnout. In addition, social support buffered the positive relationship between workload and burnout. Home health care organizations should invest in dealing with workload and emotional demands and stimulating the job resources under study to reduce the risk of burnout and increase their nurses' work engagement. Copyright © 2016 Elsevier Inc. All rights reserved.

A Correlational Study of Telework Frequency, Information Communication Technology, and Job Satisfaction of Home-Based Teleworkers

Science.gov (United States)

Webster-Trotman, Shana P.

2010-01-01

In 2008, 33.7 million Americans teleworked from home. The Telework Enhancement Act (S. 707) and the Telework Improvements Act (H.R. 1722) of 2009 were designed to increase the number of teleworkers. The research problem addressed was the lack of understanding of factors that influence home-based teleworkers' job satisfaction. Job dissatisfaction…

Job strain: a cross-sectional survey of dementia care specialists and other staff in Swedish home care services

Directory of Open Access Journals (Sweden)

Sandberg L

2018-05-01

Full Text Available Linda Sandberg,1 Lena Borell,1 David Edvardsson,2,3 Lena Rosenberg,1 Anne-Marie Boström1,4,5 1Department of Neurobiology, Care Sciences and Society (NVS, Division of Occupational Therapy, Karolinska Institutet, Huddinge, Sweden; 2School of Nursing and Midwifery, La Trobe University, Heidelberg, VIC, Australia; 3Department of Nursing, Umea University, Umea, Sweden; 4Theme Aging, Karolinska University Hospital, Stockholm, Sweden; 5Department of Nursing, Western Norway University of Applied Sciences, Haugesund, Norway Introduction: An increasing number of older persons worldwide live at home with various functional limitations such as dementia. So, home care staff meet older persons with extensive, complex needs. The staff’s well-being is crucial because it can affect the quality of their work, although literature on job strain among home care staff is limited. Aim: To describe perceived job strain among home care staff and to examine correlations between job strain, personal factors, and organizational factors. Methods: The study applied a cross-sectional survey design. Participants were dementia care specialists who work in home care (n=34 and other home care staff who are not specialized in dementia care (n=35. The Strain in Dementia Care Scale (SDCS and Creative Climate Questionnaire instruments and demographic variables were used. Descriptive and inferential statistics (including regression modeling were applied. The regional ethical review board approved the study. Results: Home care staff perceived job strain – particularly because they could not provide what they perceived to be necessary care. Dementia care specialists ranked job strain higher (m=5.71 than other staff members (m=4.71; p=0.04. Job strain (for total score and for all five SDCS factors correlated with being a dementia care specialist. Correlations also occurred between job strain for SDCS factor 2 (difficulties understanding and interpreting and not having Swedish as

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.

Home Safe Home: Appliances, Tools, and Small Equipment. Proceed with Caution: Consumer Safety in the Home, III.

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Saskatchewan Consumer and Commercial Affairs, Regina.

Many accidents in the home are caused by faulty, defective or improperly designed tools, appliances, and equipment. Government, non-governmental organizations, and industries cooperate to develop and implement standards for the safe design and manufacture of consumer products. This booklet provides information to help consumers select products,…

Home care nurses' experience of job stress and considerations for the work environment.

Science.gov (United States)

Samia, Linda W; Ellenbecker, Carol Hall; Friedman, Donna Haig; Dick, Karen

2012-01-01

Home care nurses report increased stress in their jobs due to work environment characteristics that impact professional practice. Stressors and characteristics of the professional practice environment that moderate nurses' experience of job stress were examined in this embedded multiple case study. Real life experiences within a complex environment were drawn from interviews and observations with 29 participants across two home care agencies from one eastern U.S. state. Findings suggest that role overload, role conflict, and lack of control can be moderated in agencies where there are meaningful opportunities for shared decision making and the nurse-patient relationship is supported.

Being safe: making the decision to have a planned home birth in the United States.

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Lothian, Judith A

2013-01-01

Although there is evidence that supports the safety of planned home birth for healthy women, less than 1 percent of women in the United States choose to have their baby at home. An ethnographic study of the experience of planned home birth provided rich descriptions of women's experiences planning, preparing for, and having a home birth.This article describes findings related to how women make the decision to have a planned home birth. For these women, being safe emerged as central in making the decision. For them, being safe included four factors: avoiding technological birth interventions, knowing the midwife and the midwife knowing them, feeling comfortable and protected at home, and knowing that backup hospital medical care was accessible if needed.

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.

Factors associated with high job satisfaction among care workers in Swiss nursing homes - a cross sectional survey study.

Science.gov (United States)

Schwendimann, René; Dhaini, Suzanne; Ausserhofer, Dietmar; Engberg, Sandra; Zúñiga, Franziska

2016-01-01

While the relationship between nurses' job satisfaction and their work in hospital environments is well known, it remains unclear, which factors are most influential in the nursing home setting. The purpose of this study was to describe job satisfaction among care workers in Swiss nursing homes and to examine its associations with work environment factors, work stressors, and health issues. This cross-sectional study used data from a representative national sample of 162 Swiss nursing homes including 4,145 care workers from all educational levels (registered nurses, licensed practical nurses, nursing assistants and aides). Care worker-reported job satisfaction was measured with a single item. Explanatory variables were assessed with established scales, as e.g. the Practice Environment Scale - Nursing Work Index. Generalized Estimating Equation (GEE) models were used to examine factors related to job satisfaction. Overall, 36.2 % of respondents reported high satisfaction with their workplace, while another 50.4 % were rather satisfied. Factors significantly associated with high job satisfaction were supportive leadership (OR = 3.76), better teamwork and resident safety climate (OR = 2.60), a resonant nursing home administrator (OR = 2.30), adequate staffing resources (OR = 1.40), fewer workplace conflicts (OR = .61), less sense of depletion after work (OR = .88), and fewer physical health problems (OR = .91). The quality of nursing home leadership-at both the unit supervisor and the executive administrator level-was strongly associated with care workers' job satisfaction. Therefore, recruitment strategies addressing specific profiles for nursing home leaders are needed, followed by ongoing leadership training. Future studies should examine the effects of interventions designed to improve nursing home leadership and work environments on outcomes both for care staff and for residents.

Safe medication management in specialized home healthcare - an observational study.

Science.gov (United States)

Lindblad, Marléne; Flink, Maria; Ekstedt, Mirjam

2017-08-24

Medication management is a complex, error-prone process. The aim of this study was to explore what constitutes the complexity of the medication management process (MMP) in specialized home healthcare and how healthcare professionals handle this complexity. The study is theoretically based in resilience engineering. Data were collected during the MMP at three specialized home healthcare units in Sweden using two strategies: observation of workplaces and shadowing RNs in everyday work, including interviews. Transcribed material was analysed using grounded theory. The MMP in home healthcare was dynamic and complex with unclear boundaries of responsibilities, inadequate information systems and fluctuating work conditions. Healthcare professionals adapted their everyday clinical work by sharing responsibility and simultaneously being authoritative and preserving patients' active participation, autonomy and integrity. To promote a safe MMP, healthcare professionals constantly re-prioritized goals, handled gaps in communication and information transmission at a distance by creating new bridging solutions. Trade-offs and workarounds were necessary elements, but also posed a threat to patient safety, as these interim solutions were not systematically evaluated or devised learning strategies. To manage a safe medication process in home healthcare, healthcare professionals need to adapt to fluctuating conditions and create bridging strategies through multiple parallel activities distributed over time, space and actors. The healthcare professionals' strategies could be integrated in continuous learning, while preserving boundaries of safety, instead of being more or less interim solutions. Patients' and family caregivers' as active partners in the MMP may be an underestimated resource for a resilient home healthcare.

75 FR 20854 - Medical Device Use in the Home Environment: Implications for the Safe and Effective Use of...

Science.gov (United States)

2010-04-21

...] Medical Device Use in the Home Environment: Implications for the Safe and Effective Use of Medical Device... related to the safe and effective use of medical device technology in the home environment. The workshop... the home environment. FDA will solicit feedback on: 1. The agency's current working definition of...

Characteristics of home care workers who leave their jobs: a cross-sectional study of job satisfaction and turnover in Washington State.

Science.gov (United States)

Banijamali, Sahar; Jacoby, Daniel; Hagopian, Amy

2014-01-01

Attracting and retaining a stable and motivated home care workforce has become a top policy priority. We surveyed 402 former home care workers in Washington State. We compared these "leavers" to current home care workers recently surveyed. Those who left the profession were more highly educated, had higher household income, and were more likely to be White. Those newly employed have better benefits, wages, hours, and career mobility than in their home care jobs. The low status and poor pay of home care workers may result in the inability of the profession to retain those who face better prospects.

Nursing Assistants' Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being

Science.gov (United States)

Bishop, Christine E.; Weinberg, Dana Beth; Leutz, Walter; Dossa, Almas; Pfefferle, Susan G.; Zincavage, Rebekah M.

2008-01-01

Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of…

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

Science.gov (United States)

Beck-Friis, B; Strang, P; Sjödén, P O

1991-01-01

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

Tensions between work and home: job quality and working conditions in the institutional contexts of Germany and Spain.

Science.gov (United States)

Drobnič, Sonja; Guillén Rodríguez, Ana M

2011-01-01

Good jobs can generate capabilities that allow employees to avoid tensions between work and family/home. Following the conceptual framework of Amartya Sen, we examine how job-related demands and resources are related to the level of interference, as well as satisfaction with managing work and home in Spanish and German employees, using three different large-scale European surveys: European Quality of Life Survey and two waves of the European Social Survey. We find that long working hours systematically increase tensions between work and home, as do time pressure, job-related stress, and working hard. Job control or autonomy at work, which is hypothesized to expand individuals' capabilities and agency, tends to increase work–home interference rather than alleviate it. Family responsibilities and household demands do not seem relevant to the tensions employees experience at the work–home interface. This also holds true for women, which is a surprising result in view of the “double burden” hypothesis. Employed mothers in Germany and Spain are a select group of women, as combining employment with raising children in conservative–corporatist and conservative–familialist states may be particularly problematic. Thus while the institutional contexts of Germany and Spain curtail women's ability to reconcile employment and parenthood, the mothers (and fathers) who are employed do not experience significantly higher levels of work–family/home tensions than nonparents.

JOB SATISFACTION AMONG FOREIGN NURSES IN A PRIVATE NURSING HOME, SOUTHERN FINLAND

OpenAIRE

Wanjohi, Nelius; Maringi, Peris

2013-01-01

The purpose of this study was to find out the experience of the foreign nurses working in Southern Finland and the factors that influence their job satisfaction. The aim was to provide information that could help improve job satisfaction. The research was carried out in a private nursing home in Southern Finland. The methodology used in this study was qualitative research method. Data was obtained by conducting interviews. A qualitative analysis of the data was applied to identify the fac...

Job-Demands, Job Control, Social Support, Self-Efficacy, and Burnout of Staff of Residential Children's Homes

Science.gov (United States)

Brouwers, André; Tomic, Welko

2016-01-01

The aim of the current study was to examine among educational staff members of residential children's homes to what extent task demands, job control, emotional and social support from colleagues and management as well as self-efficacy beliefs concerning coping with aggressive behaviour in youngsters are associated with emotional exhaustion,…

Intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants in nursing homes.

Science.gov (United States)

Decker, Frederic H; Harris-Kojetin, Lauren D; Bercovitz, Anita

2009-10-01

We examined predictors of intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs). The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the first telephone interview survey of NAs nationwide. Regression equations were calculated in which intrinsic satisfaction, overall satisfaction, and intention to leave were dependent variables. NA attributes (e.g., job tenure and education) and extrinsic job factors (e.g., assessment of supervisor behavior, pay satisfaction, and benefits) were exogenous variables. A positive assessment of the supervisor's behavior had the strongest association with intrinsic satisfaction. Pay satisfaction had the second strongest association with intrinsic satisfaction. Predictors with the strongest associations with intention to leave were overall and intrinsic satisfaction. Assessment of the supervisor was not associated directly with intention to leave. Assessments of the supervisor and pay may affect overall satisfaction and intention to leave in part through their direct effects on intrinsic satisfaction. Some facility and NA attributes were related to intrinsic satisfaction but not to overall satisfaction, suggesting that intrinsic satisfaction may be an intervening variable in the impact of these attributes on overall satisfaction. Intrinsic satisfaction and extrinsic job factors amenable to change appear central to NAs' overall satisfaction and intention to leave. A facility may be able to improve extrinsic job factors that improve NAs' job-related affects, including intrinsic satisfaction.

Marital Status, Gender, and Home-to-Job Conflict among Employed Parents

Science.gov (United States)

Nomaguchi, Kei M.

2012-01-01

Although researchers argue that single parents perceive more work-family conflict than married parents, little research has examined nuances in such differences. Using data from the 2002 National Study of Changing Workforce (N = 1,430), this study examines differences in home-to-job conflict by marital status and gender among employed parents.…

Quits and Job Changes among Home Care Workers in Maine: The Role of Wages, Hours, and Benefits

Science.gov (United States)

Morris, Lisa

2009-01-01

Purpose: Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Design and Methods: Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions,…

What Makes Migrant Live-in Home Care Workers in Elder Care Be Satisfied with Their Job?

Science.gov (United States)

Iecovich, Esther

2011-01-01

Purpose: The study aims to examine job satisfaction of migrant live-in home care workers who provide care to frail older adults and to examine the extent to which quality of relationships between the care provider and care recipient and workplace characteristics is associated with job satisfaction. Design and Methods: A convenience sample that…

Applying the Job Demands--Resources Model to the Work--Home Interface: A Study among Medical Residents and Their Partners

Science.gov (United States)

Bakker, Arnold B.; ten Brummelhuis, Lieke L.; Prins, Jelle T.; van der Heijden, Frank M. M. A.

2011-01-01

Work-home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands-resources (JD-R) model was used as a theoretical framework. Using a sample of…

Home safe home: Evaluation of a childhood home safety program.

Science.gov (United States)

Stewart, Tanya Charyk; Clark, Andrew; Gilliland, Jason; Miller, Michael R; Edwards, Jane; Haidar, Tania; Batey, Brandon; Vogt, Kelly N; Parry, Neil G; Fraser, Douglas D; Merritt, Neil

2016-09-01

The London Health Sciences Centre Home Safety Program (HSP) provides safety devices, education, a safety video, and home safety checklist to all first-time parents for the reduction of childhood home injuries. The objective of this study was to evaluate the HSP for the prevention of home injuries in children up to 2 years of age. A program evaluation was performed with follow-up survey, along with an interrupted time series analysis of emergency department (ED) visits for home injuries 5 years before (2007-2013) and 2 years after (2013-2015) implementation. Spatial analysis of ED visits was undertaken to assess differences in home injury rates by dissemination areas controlling differences in socioeconomic status (i.e., income, education, and lone-parent status) at the neighborhood level. A total of 3,458 first-time parents participated in the HSP (a 74% compliance rate). Of these, 20% (n = 696) of parents responded to our questionnaire, with 94% reporting the program to be useful (median, 6; interquartile range, 2 on a 7-point Likert scale) and 81% learning new strategies for preventing home injuries. The median age of the respondent's babies were 12 months (interquartile range, 1). The home safety check list was used by 87% of respondents to identify hazards in their home, with 95% taking action to minimize the risk. The time series analysis demonstrated a significant decline in ED visits for home injuries in toddlers younger than2 years of age after HSP implementation. The declines in ED visits for home injuries remained significant over and above each socioeconomic status covariate. Removing hazards, supervision, and installing safety devices are key facilitators in the reduction of home injuries. Parents found the HSP useful to identify hazards, learn new strategies, build confidence, and provide safety products. Initial finding suggests that the program is effective in reducing home injuries in children up to 2 years of age. Therapeutic/care management study

A physical workload index to evaluate a safe resident handling program for nursing home personnel.

Science.gov (United States)

Kurowski, Alicia; Buchholz, Bryan; Punnett, Laura

2014-06-01

The aim of this study was to obtain a comprehensive analysis of the physical workload of clinical staff in long-term care facilities, before and after a safe resident handling program (SRHP). Ergonomic exposures of health care workers include manual handling of patients and many non-neutral postures. A comprehensive assessment requires the integration of loads from these varied exposures into a single metric. The Postures, Activities, Tools, and Handling observational protocol, customized for health care, was used for direct observations of ergonomic exposures in clinical jobs at 12 nursing homes before the SRHP and 3, 12, 24, and 36 months afterward. Average compressive forces on the spine were estimated for observed combinations of body postures and manual handling and then weighted by frequencies of observed time for the combination. These values were summed to obtain a biomechanical index for nursing assistants and nurses across observation periods. The physical workload index (PWI) was much higher for nursing assistants than for nurses and decreased more after 3 years (-24% versus -2.5%). Specifically during resident handling, the PWI for nursing assistants decreased by 41% of baseline value. Spinal loading was higher for nursing assistants than for nurses in long-term care centers. Both job groups experienced reductions in physical loading from the SRHP, especially the nursing assistants and especially while resident handling. The PWI facilitates a comprehensive investigation of physical loading from both manual handling and non-neutral postures. It can be used in any work setting to identify high-risk tasks and determine whether reductions in one exposure are offset by increases in another.

Managing employee creativity and health in nursing homes : the moderating role of matching job resources and matching occupational rewards

NARCIS (Netherlands)

de Jonge, J.; Gevers, J.M.P.; Dollard, M.F.

2014-01-01

Health care staff in nursing homes are facing increasingly high job demands at work, which can have a detrimental impact on their health and work motivation. The Demand-Induced Strain Compensation (DISC) Model offers a theoretical framework to study how matching job resources and matching

The moderating role of decision authority and coworker- and supervisor support on the impact of job demands in nursing homes: A cross-sectional study

NARCIS (Netherlands)

Willemse, B.M.; de Jonge, J.; Smit, D.; Depla, M.F.I.A.; Pot, A.M.

2012-01-01

Background: Healthcare workers in nursing homes are faced with high job demands that can have a detrimental impact on job-related outcomes, such as job satisfaction. Job resources may have a buffering role on this relationship. The Demand-Control-Support (DCS) Model offers a theoretical framework to

Predictors of low back pain in nursing home workers after implementation of a safe resident handling programme.

Science.gov (United States)

Gold, Judith E; Punnett, Laura; Gore, Rebecca J

2017-06-01

Healthcare workers have high rates of low back pain (LBP) related to handling patients. A large chain of nursing homes experienced reduced biomechanical load, compensation claims and costs following implementation of a safe resident handling programme (SRHP). The aim of this study was to examine whether LBP similarly declined and whether it was associated with relevant self-reported occupational exposures or personal health factors. Worker surveys were conducted on multiple occasions beginning with the week of first SRHP introduction (baseline). In each survey, the outcome was LBP during the prior 3 months with at least mild severity during the past week. Robust Poisson multivariable regression models were constructed to examine correlates of LBP cross-sectionally at 2 years (F3) and longitudinally at 5-6 years (F5) post-SRHP implementation among workers also in at least one prior survey. LBP prevalence declined minimally between baseline and F3. The prevalence was 37% at F3 and cumulative incidence to F5 was 22%. LBP prevalence at F3 was positively associated with combined physical exposures, psychological job demands and prior back injury, while frequent lift device usage and 'intense' aerobic exercise frequency were protective. At F5, the multivariable model included frequent lift usage at F3 (relative risk (RR) 0.39 (0.18 to 0.84)) and F5 work-family imbalance (RR=1.82 (1.12 to 2.98)). In this observational study, resident lifting device usage predicted reduced LBP in nursing home workers. Other physical and psychosocial demands of nursing home work also contributed, while frequent intense aerobic exercise appeared to reduce LBP risk. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Home-care nursing staff in self-directed teams are more satisfied with their job and feel they have more autonomy over patient care: a nationwide survey.

Science.gov (United States)

Maurits, Erica E M; de Veer, Anke J E; Groenewegen, Peter P; Francke, Anneke L

2017-10-01

The aims of this study were: (1) To examine whether working in a self-directed team is related to home-care nursing staff's job satisfaction; (2) To assess the mediating effect of self-perceived autonomy over patient care; (3) To investigate the moderating effect of educational level on the association between autonomy over patient care and job satisfaction. Self-directed teams are being introduced in home care in several countries. It is unknown whether working in a self-directed team is related to nursing staff's job satisfaction. It is important to gain insight into this association since self-directed teams may help in retaining nursing staff. A cross-sectional study based on two questionnaire surveys in 2014 and 2015. The study involved 191 certified nursing assistants and registered nurses employed in Dutch home-care organizations (mean age of 50). These were members of the Dutch Nursing Staff Panel, a nationwide panel of nursing staff working in various healthcare settings. Self-direction is positively related to nursing staff's job satisfaction. This relationship is partly mediated by autonomy over patient care. For certified nursing assistants and registered nurses with a bachelor's degree, a greater sense of autonomy over patient care in self-directed teams is positively related to job satisfaction. No significant association was found between autonomy over patient care and job satisfaction for registered nurses with an associate degree. This study suggests that home-care organizations should consider the use of self-directed teams as this increases nursing staff's job satisfaction and may therefore help to retain nursing staff in home care. © 2017 John Wiley & Sons Ltd.

Getting home safe and sound: occupational safety and health administration at 38.

Science.gov (United States)

Silverstein, Michael

2008-03-01

The Occupational Safety and Health Act of 1970 (OSHAct) declared that every worker is entitled to safe and healthful working conditions, and that employers are responsible for work being free from all recognized hazards. Thirty-eight years after these assurances, however, it is difficult to find anyone who believes the promise of the OSHAct has been met. The persistence of preventable, life-threatening hazards at work is a failure to keep a national promise. I review the history of the Occupational Safety and Health Administration and propose measures to better ensure that those who go to work every day return home safe and sound. These measures fall into 6 areas: leverage and accountability, safety and health systems, employee rights, equal protection, framing, and infrastructure.

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

NARCIS (Netherlands)

Nijp, H.H.; Beckers, D.G.J.; Kompier, M.A.J.; Bossche, S.N.J. van den; Geurts, S.A.E.

2015-01-01

OBJECTIVE: Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence

Jobs, Jobs, Jobs!

Science.gov (United States)

Jacobson, Linda

2011-01-01

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

Promoting job safety for workers with intellectual disabilities: the staying safe at work training curriculum.

Science.gov (United States)

Dewey, Robin

2011-01-01

In the United States, approximately 125,000 people with disabilities are employed through Community Rehabilitation Programs in manufacturing, assembly, and service jobs. These jobs have significant hazards and, consequently, the workers are at risk of injury. Training that empowers workers to participate in prevention efforts can help reduce work-related injuries. In general this kind of health and safety training in the United States is limited. It is even more so for workers with intellectual disabilities, in part because there have not been programs for teaching individuals with cognitive challenges health and safety skills, adapted to their learning needs. This paper describes the development and promotion of the Staying Safe at Work curriculum of UC Berkeley's Labor Occupational Health Program, which is designed for use by support agencies and employers of workers with intellectual disabilities. The goal of this program is to teach these workers essential occupational safety and health skills in a manner they can understand.

Understanding sharps injuries in home healthcare: The Safe Home Care qualitative methods study to identify pathways for injury prevention.

Science.gov (United States)

Markkanen, Pia; Galligan, Catherine; Laramie, Angela; Fisher, June; Sama, Susan; Quinn, Margaret

2015-04-11

. Manufacturers and insurance providers can improve safety with more affordable and accessible sharps with injury prevention features for home users. Sharps disposal campaigns, free-of-charge disposal containers, and convenient disposal options remain essential. Sharps injuries are preventable through public health actions that promote needleless treatment methods, sharps with injury prevention features, and safe disposal practices. Communication about hazards regarding sharps is needed for all home healthcare stakeholders.

What makes home health workers think about leaving their job? The role of physical injury and organizational support.

Science.gov (United States)

Lee, Ahyoung Anna; Jang, Yuri

2016-01-01

Based on the job demands-resources (JD-R) model, this study explored the role of physical injury and organizational support in predicting home health workers' turnover intention. In a sample of home health workers in Central Texas (n = 150), about 37% reported turnover intention. The logistic regression model showed that turnover intention was 3.23 times more likely among those who had experienced work-related injury. On the other hand, organizational support was found to reduce the likelihood of turnover intention. Findings suggest that injury and organizational support should be prioritized in prevention and intervention efforts to promote home health workers' safety and retention.

Behaving safely under pressure: The effects of job demands, resources, and safety climate on employee physical and psychosocial safety behavior.

Science.gov (United States)

Bronkhorst, Babette

2015-12-01

Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work-family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change. Copyright © 2015 Elsevier Ltd and National Safety Council. All rights reserved.

The moderating role of decision authority and coworker- and supervisor support on the impact of job demands in nursing homes: a cross-sectional study.

Science.gov (United States)

Willemse, Bernadette M; de Jonge, Jan; Smit, Dieneke; Depla, Marja F I A; Pot, Anne Margriet

2012-07-01

Healthcare workers in nursing homes are faced with high job demands that can have a detrimental impact on job-related outcomes, such as job satisfaction. Job resources may have a buffering role on this relationship. The Demand-Control-Support (DCS) Model offers a theoretical framework to study how specific job resources can buffer the adverse effects of high demands, and can even activate positive consequences of high demands. The present study tests the moderating (i.e. buffering and activating) effects of decision authority and coworker- and supervisor support that are assumed by the hypotheses of the DCS Model. A national cross-sectional survey was conducted with an anonymous questionnaire. One hundred and thirty six living arrangements that provide nursing home care for people with dementia in the Netherlands. Fifteen healthcare workers per living arrangement. In total, 1147 people filled out the questionnaires (59% response rate). Hierarchical multilevel regression analyses were conducted to test the assumption that the effect of job demands on the dependent variables is buffered or activated the most when both decision authority and social support are high. This moderation is statistically represented by three-way interactions (i.e. demands×authority×support), while lower-order effects are taken into account (i.e. two-way interactions). The hypotheses are supported when three-way interaction effects are found in the expected direction. The dependent variables studied are job satisfaction, emotional exhaustion, and personal accomplishment. The proposed buffering and activation hypotheses of the DCS Model were not supported in our study. Three-way interaction effects were found for emotional exhaustion and personal accomplishment, though not in the expected direction. In addition, two-way interaction effects were found for job satisfaction and emotional exhaustion. Decision authority was found to buffer the adverse effect of job demands and to activate

Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes.

Science.gov (United States)

Spoor, Ellen; de Jonge, Jan; Hamers, Jan P H

2010-05-28

Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.

Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

Directory of Open Access Journals (Sweden)

Hamers Jan PH

2010-05-01

Full Text Available Abstract Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. Methods/design The DIRECT-project (DIsc Risk Evaluating Controlled Trial is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. Discussion The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1 how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2 what the effects of these interventions will be on health, well-being, and performance of nursing staff.

Safe injection procedures, injection practices, and needlestick ...

African Journals Online (AJOL)

Results: Safe injection procedures regarding final waste disposal were sufficiently adopted, while measures regarding disposable injection equipment, waste containers, hand hygiene, as well as injection practices were inadequately carried out. Lack of job aid posters that promote safe injection and safe disposal of ...

The Costs of Today's Jobs: Job Characteristics and Organizational Supports as Antecedents of Negative Spillover

Science.gov (United States)

Grotto, Angela R.; Lyness, Karen S.

2010-01-01

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O*NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and…

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation.

Science.gov (United States)

Nijp, Hylco H; Beckers, Debby G J; Kompier, Michiel A J; van den Bossche, Seth N J; Geurts, Sabine A E

2015-07-01

Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence between need for and access to WTC (ie, mismatch); and (ii) to examine the associations of this mismatch and the use of WTC with employees' work-home interference (WHI), fatigue and job motivation. Questionnaire data were collected among a large (N=2420) quasi-representative sample of Dutch employees. The prevalence of WTC need, access, use, and mismatch was assessed by means of descriptive statistics. Associations with employees' outcomes were assessed by analyses of covariance. The need for WTC was highly prevalent. For many employees, we observed a negative mismatch between access to and need for WTC (ie, accessmotivation. The use of WTC was also highly prevalent, but no meaningful associations were found with the outcome variables. It is relevant to examine WTC comprehensively, that is, to include measurements of employees' need for and access to WTC and assess employees' (mis)match between components of WTC. For practice, we recommend to introduce WTC on an organizational level and assess employees' need for WTC on an individual basis.

Exploring the Factor Structure of the Job Demands-Resources Measure With Patient Violence on Direct Care Workers in the Home Setting.

Science.gov (United States)

Byon, Ha Do; Harrington, Donna; Storr, Carla L; Lipscomb, Jane

2017-08-01

Workplace violence research in health care settings using the Job Demands-Resources (JD-R) framework is hindered by the lack of comprehensive examination of the factor structure of the JD-R measure when it includes patient violence. Is patient violence a component of job demands or its own factor as an occupational outcome? Exploratory factor analysis and confirmatory factor analysis were conducted using a sample of direct care workers in the home setting (n = 961). The overall 2-construct JD-R structure persisted. Patient violence was not identified as a separate factor from job demands; rather, two demand factors emerged: violence/emotional and workload/physical demands. Although the three-factor model fits the data, the two-factor model with patient violence being a component of job demands is a parsimonious and effective measurement framework.

[Subjective and objective indicators of job stress and burnout in a residential home for the elderly].

Science.gov (United States)

Fiabane, Elena; Dordoni, Paola; Argentero, Piergiorgio

2016-01-01

Elderly care workers have a higher risk than other professionals of developing burnout. Despite literature has highlighted the methodological advantage resulting from an integration of subjective and objective measures of stressors, only few studies have investigated job stress and burnout in the Italian elderly care context using this kind of assessment. The aims of this study were: (a) to investigate the level of stress and burnout and their organizational sources in a sample of eldercare workers by means of subjective and objective tools, and b) to compare the stress and burnout levels between health care staff and nursing aides employed in a residential home for the, elderly. The sample of the study included the totality of the elderly workers employed in a residential home for the elderly (N=49; response rate: 100%). The Maslach Burnout Inventory-GS and the Areas of Worklife Scale were used for the subjective assessment of burnout and organizational riskfactors. A check list of objective indicators was used for the objective assessment of job stress. Results from the self-report questionnaires showed high levels of exhaustion and a perception of high workload and unfairness for, the total sample. Objective parameters ofjob stress risk were biomechanical overload, dealing with suffering people and the risk of work-related violence. Nursing aides had greater risk of burnout and reported a greater number of objective sources of stress, compared to health care workers. This exploratory study supports the use of both subjective and objective method for the assessment of job stress risk as the most comprehensive approach for the implementation of preventive and corrective interventions.

Building Health Promotion into the Job of Home Care Aides: Transformation of the Workplace Health Environment

Directory of Open Access Journals (Sweden)

Naoko Muramatsu

2017-04-01

Full Text Available Home care aides (HCAs, predominantly women, constitute one of the fastest growing occupations in the United States. HCAs work in clients’ homes that lack typical workplace resources and benefits. This mixed-methods study examined how HCAs’ work environment was transformed by a pilot workplace health promotion program that targeted clients as well as workers. The intervention started with training HCAs to deliver a gentle physical activity program to their older clients in a Medicaid-funded home care program. Older HCAs aged 50+ reported increased time doing the types of physical activity that they delivered to their clients (stretching or strengthening exercise (p = 0.027. Almost all (98% HCAs were satisfied with the program. These quantitative results were corroborated by qualitative data from open-ended survey questions and focus groups. HCAs described how they exercised with clients and how the psychosocial work environment changed with the program. Building physical activity into HCAs’ job is feasible and can effectively promote HCAs’ health, especially among older HCAs.

Building Health Promotion into the Job of Home Care Aides: Transformation of the Workplace Health Environment.

Science.gov (United States)

Muramatsu, Naoko; Yin, Lijuan; Lin, Ting-Ti

2017-04-05

Home care aides (HCAs), predominantly women, constitute one of the fastest growing occupations in the United States. HCAs work in clients' homes that lack typical workplace resources and benefits. This mixed-methods study examined how HCAs' work environment was transformed by a pilot workplace health promotion program that targeted clients as well as workers. The intervention started with training HCAs to deliver a gentle physical activity program to their older clients in a Medicaid-funded home care program. Older HCAs aged 50+ reported increased time doing the types of physical activity that they delivered to their clients (stretching or strengthening exercise) ( p = 0.027). Almost all (98%) HCAs were satisfied with the program. These quantitative results were corroborated by qualitative data from open-ended survey questions and focus groups. HCAs described how they exercised with clients and how the psychosocial work environment changed with the program. Building physical activity into HCAs' job is feasible and can effectively promote HCAs' health, especially among older HCAs.

Work and home stress: associations with anxiety and depression symptoms.

Science.gov (United States)

Fan, L-B; Blumenthal, J A; Watkins, L L; Sherwood, A

2015-03-01

In the evolving work environment of global competition, the associations between work and home stress and psychological well-being are not well understood. To examine the impact of psychosocial stress at work and at home on anxiety and depression. In medically healthy employed men and women (aged 30-60), serial regression analyses were used to determine the independent association of psychosocial stress at work and at home with depression symptoms, measured using the Beck Depression Inventory-II (BDI-II), and anxiety symptoms, measured using the Spielberger Trait Anxiety Inventory (STAI). Psychosocial stress at work was measured using the Job Content Questionnaire to assess job psychological demands, job control, job social support and job insecurity. Psychosocial stress at home was assessed by 12 questions including stress at home, personal problems, family demands and feelings about home life. Serial regression analyses in 129 subjects revealed that job insecurity and home stress were most strongly associated with depression and anxiety symptoms. Job insecurity accounted for 9% of the variation both in BDI-II scores and in STAI scores. Home stress accounted for 13 and 17% of the variation in BDI-II scores and STAI scores, respectively. In addition, job social support was significantly and independently associated with STAI scores but not BDI-II scores. Work and home stress were associated with anxiety and depression symptoms in both men and women. Both work and home stress should be considered in studies evaluating anxiety and depression in working populations. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Job stress in young physicians with an emphasis on the work-home interface: a nine-year, nationwide and longitudinal study of its course and predictors.

Science.gov (United States)

Røvik, Jan Ole; Tyssen, Reidar; Hem, Erlend; Gude, Tore; Ekeberg, Oivind; Moum, Torbjørn; Vaglum, Per

2007-10-01

Although physicians are known to experience more stress than other workers, knowledge is lacking on the course of stress from a longitudinal perspective. This study explored the course of and contributors to, different dimensions of early career job-stress among physicians by means of a nationwide mail survey, with a particular emphasis on stress relating to the work-home interference. All physicians graduating from all four Norwegian universities in 1993 / 94 (N=631), responded during their final year of medical school (N=522), during their internship (N=402), in their 4th postgraduate year (N=422), and in their 10th postgraduate year (N=390). The mean observation period was 9.2 yr (SD=0.5). The main outcomes were job stress dimensions derived from an established job stress questionnaire (Cooper / Tyssen), with emphasis placed on dimensions of the work-home interference. Stress relating to the work-home interference increased during the observation period for both genders (repeated measures: beta=0.06, pstress relating to emotional pressure, time pressure, and fear of complaints and criticism, decreased. Stress relating to the work-home interference increased during their early career, mainly due to a lack of adaptive reduction in work hours and an increased number of children. Neuroticism, conscientiousness, and lack of support from one's partner and colleagues, appeared to be predictive of this stress.

The impact of stress and support on direct care workers' job satisfaction.

Science.gov (United States)

Ejaz, Farida K; Noelker, Linda S; Menne, Heather L; Bagaka's, Joshua G

2008-07-01

This research applies a stress and support conceptual model to investigate the effects of background characteristics, personal and job-related stressors, and workplace support on direct care workers' (DCW) job satisfaction. Researchers collected survey data from 644 DCWs in 49 long-term care (LTC) organizations. The DCWs included nurse assistants in nursing homes, resident assistants in assisted living facilities, and home care aides in home health agencies. We examined the influence of components of the LTC stress and support model on DCW job satisfaction. Initially, we ran a multiple regression analysis by entering individual-level DCW predictors with job satisfaction as the outcome. Subsequently, we used hierarchical linear modeling to examine the influence of organizational factors on DCW job satisfaction after controlling for significant individual-level DCW variables. Components of the model explained 51% of the variance in DCW job satisfaction. Background characteristics of DCWs were less important than personal stressors (e.g., depression), job-related stressors (e.g., continuing education), and social support (e.g., interactions with others) in predicting job satisfaction. Results from hierarchical linear modeling analysis showed that nursing homes compared to the two other types of LTC organizations had lower average DCW job satisfaction rates, as did organizations offering lower minimum hourly rates and those reporting turnover problems. Study findings underscore the importance of targeting both DCW-level and organizational-level factors to increase DCW job satisfaction.

When Does Job Crafting Generalize To Home Crafting

DEFF Research Database (Denmark)

Demerouti, Evangelina; De Gieter, Sara; Haun, Verena

Purpose: Job crafting represents attempts to expand (seeking resources or challenges) or reduce (reducing demands) the scope of the job such that it fits better to one’s preferences. The spillover hypothesis suggests that individuals generalize behaviors at work also to the non-work domain...

Map of Water Infrastructure and Homes Without Access to Safe Drinking Water and Basic Sanitation on the Navajo Nation - October 2010

Science.gov (United States)

This document presents the results of completed work using existing geographic information system (GIS) data to map existing water and sewer infrastructure and homes without access to safe drinking water and basic sanitation on the Navajo Nation.

Clinical Inquiry: Is megestrol acetate safe and effective for malnourished nursing home residents?

Science.gov (United States)

Wen, Frances K; Millar, James; Oberst-Walsh, Linda; Nashelsky, Joan

2018-02-01

No. Megestrol acetate (MA) is neither safe nor effective for stimulating appetite in malnourished nursing home residents. It increases the risk of deep vein thrombosis (strength of recommendation [SOR]: C, 2 retrospective chart reviews), but isn't associated with other new or worsening events or disorders (SOR: B, single randomized controlled trial [RCT]). Over a 25-week period, MA wasn't associated with increased mortality (SOR: B, single RCT). After 44 months, however, MA-treated patients showed decreased median survival (SOR: B, single case-control study). Consistent, meaningful weight gain was not observed with MA treatment (SOR: B, single case-control study, single RCT, 2 retrospective chart reviews, single prospective case-series).

Occupational health of home care aides: results of the safe home care survey

Science.gov (United States)

Quinn, Margaret M; Markkanen, Pia K; Galligan, Catherine J; Sama, Susan R; Kriebel, David; Gore, Rebecca J; Brouillette, Natalie M; Okyere, Daniel; Sun, Chuan; Punnett, Laura; Laramie, Angela K; Davis, Letitia

2016-01-01

Objectives In countries with ageing populations, home care (HC) aides are among the fastest growing jobs. There are few quantitative studies of HC occupational safety and health (OSH) conditions. The objectives of this study were to: (1) assess quantitatively the OSH hazards and benefits for a wide range of HC working conditions, and (2) compare OSH experiences of HC aides who are employed via different medical and social services systems in Massachusetts, USA. Methods HC aides were recruited for a survey via agencies that employ aides and schedule their visits with clients, and through a labour union of aides employed directly by clients or their families. The questionnaire included detailed questions about the most recent HC visits, as well as about individual aides’ OSH experiences. Results The study population included 1249 HC aides (634 agency-employed, 615 client-employed) contributing information on 3484 HC visits. Hazards occurring most frequently related to musculoskeletal strain, exposure to potentially infectious agents and cleaning chemicals for infection prevention and experience of violence. Client-hired and agency-hired aides had similar OSH experiences with a few exceptions, including use of sharps and experience of verbal violence. Conclusions The OSH experience of HC aides is similar to that of aides in institutional healthcare settings. Despite OSH challenges, HC aides enjoy caring for others and the benefits of HC work should be enhanced. Quantification of HC hazards and benefits is useful to prioritise resources for the development of preventive interventions and to provide an evidence base for policy-setting. PMID:26209318

Job demands, job resources, and behavior in times of sickness

DEFF Research Database (Denmark)

Schneider, Daniel; Winter, Vera; Schreyögg, Jonas

2017-01-01

BACKGROUND: The concept of presenteeism, that is, employees coming to work despite being sick, has recently received more attention in the literature. Presenteeism not only threatens employees' health but also substantially drains productivity and drives considerable costs. When they are sick......, employees have the choice of whether to go to work or to stay at home. Therefore, determinants of (sickness) absenteeism and presenteeism should be examined simultaneously. Nursing homes are faced with a particularly high prevalence of both absenteeism and presenteeism and are therefore a relevant object...... of investigation. PURPOSE: The aim of our study is to analyze the effect of job demands and job resources on absenteeism, presenteeism, and the tendency to choose one behavior (being absent or being present in times of sickness) rather than the other over the last 12 months. To do so, we identify the determinants...

Ostomy Home Skills Program

Medline Plus

Full Text Available ... JACS Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills Program Ostomy Home ...

Working in clients' homes: the impact on the mental health and well-being of visiting home care workers.

Science.gov (United States)

Denton, Margaret A; Zeytinoğlu, Işk Urla; Davies, Sharon

2002-01-01

The purpose of this paper is to examine the effects of working in clients' homes on the mental health and well-being of visiting home care workers. This paper reports the results of a survey of 674 visiting staff from three non-profit home care agencies in a medium-sized city in Ontario, Canada. Survey results are also complimented by data from 9 focus groups with 50 employees. For purposes of this study, home care workers include visiting therapists, nurses, and home support workers. Mental health and well-being is measured by three dependent variables: stress; job stress; and intrinsic job satisfaction. Multiple least squared regression analyses show several structural, emotional, physical, and organizational working conditions associated with the health and well-being of visiting home care workers. Overall, results show that workload, difficult clients, clients who take advantage of workers, sexual harassment, safety hazards, a repetitious job, and work-related injuries are associated with poorer health. Being fairly paid, having good benefits, emotional labour, organizational support, control over work, and peer support are associated with better health. Results suggest that policy change is needed to encourage healthier work environments for employees who work in clients' homes.

Enhanced care assistant training to address the workforce crisis in home care: changes related to job satisfaction and career commitment.

Science.gov (United States)

Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A

2007-01-01

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

Science.gov (United States)

Nahrgang, Jennifer D; Morgeson, Frederick P; Hofmann, David A

2011-01-01

In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.

Removing Hair Safely

Science.gov (United States)

... For Consumers Home For Consumers Consumer Updates Removing Hair Safely Share Tweet Linkedin Pin it More sharing ... related to common methods of hair removal. Laser Hair Removal In this method, a laser destroys hair ...

Feeling safe and motivated to achieve better health: Experiences with a partnership-based nursing practice programme for in-home patients with chronic obstructive pulmonary disease.

Science.gov (United States)

Leine, Marit; Wahl, Astrid Klopstad; Borge, Christine Råheim; Hustavenes, Magne; Bondevik, Hilde

2017-09-01

To explore chronic obstructive pulmonary disease patients' experiences with a partnership-based nursing practice programme in the home setting. Patients with chronic obstructive pulmonary disease suffer from psychological and physiological problems, especially when they return home after hospitalisation from exacerbation. Many express a need for information and knowledge about chronic obstructive pulmonary disease. Partnership as practice is a patient-centred framework providing an individualised practice for each patient. This study intends to achieve a nuanced and improved understanding of chronic obstructive pulmonary disease patients' experiences with a partnership-based nursing practice programme comprising home visits from a respiratory nurse after hospital discharge, alongside interdisciplinary collaboration. This study has a qualitative design with interviews. Six individual semi-structured interviews collected in 2012-2013 constitute the material. Interviews were recorded, transcribed to written text and analysed using systematic text condensation. Three key themes were identified: to be seen, talked with and understood; healthcare support at home-continuity, practical support and facilitation; and exchange of knowledge. However, there were two generic themes that permeated the material: feeling safe and comforted, and motivation to achieve better health. Patients with chronic obstructive pulmonary disease can experience feeling safe and comforted, and be motivated to make changes in order to achieve better health after participating in a partnership-based nursing practice programme that includes home visits from a respiratory nurse and interdisciplinary cooperation after hospital discharge. To feel safe is of great importance, and how this relates to the patient's ability to cope with illness should be explored in further research. The results suggest that the partnership-based nursing practice programme that includes home visits and interdisciplinary

A Comparison of Job Satisfaction and General Well-Being for Job Sharing and Part-Time Female Employees.

Science.gov (United States)

Kane, Debbie

1996-01-01

Explores factors that influence how women cope with multiple roles. Discusses implications of a study that investigated job sharing as a part-time employment alternative for women (n=4 job-sharing nurses and n=4 part-time nurses) wanting a healthier balance between home and work life. (SNR)

The Impact of Organizational Innovations in Nursing Homes on Staff Perceptions: A Secondary Data Analysis.

Science.gov (United States)

Adams, Joost; Verbeek, Hilde; Zwakhalen, Sandra M G

2017-01-01

The shift in nursing home care for patients with dementia from traditional task-driven environments towards patient-centered small-scale environments has implications for nursing practice. Information about its implications for nursing staff is lacking, and only a few studies have addressed staff perceptions. We sought to explore staff perceptions of required skills and to determine differences in job satisfaction, motivation, and job characteristics of staff working in both care settings. A secondary data analysis was conducted. The data source used was drawn from a larger study testing the effects of small-scale living (Verbeek et al., 2009). Nursing staff working on a permanent basis and who were directly involved in care were eligible to participate in the study. Data on job satisfaction, motivation, and job characteristics of nursing staff working in typical small-scale and traditional care environments were derived using a questionnaire. Data were analyzed using descriptive statistics. Differences between nursing staff job satisfaction, motivation, and job characteristics were tested using multilinear regression analysis. In total, 138 staff members were included (81 staff members working in traditional nursing home wards and 57 staff members working in small-scale nursing home wards). The findings showed that in typical small-scale nursing homes, job satisfaction and job motivation were significantly higher compared to those in typical traditional nursing homes. Job autonomy and social support were also significantly higher, while job demands were significantly lower in these small-scale nursing homes. Social support was found to be the most significant predictor of job motivation and job satisfaction in both types of typical nursing homes. Nursing staff working in traditional care environments more often expressed the intention to switch to small-scale environments. Based on the findings of this study, it can be concluded that nursing homes environments

Young Children and Job Satisfaction.

Science.gov (United States)

Hanson, Sandra L.; Sloane, Douglas M.

1992-01-01

Used data from General Social Surveys to examine effect of young children on job satisfaction of men and women. Findings suggest that young children have no effect on job satisfaction of male or female workers regardless of time period, work status, or marital status. This was true for women working in labor market as well as in home. (Author/NB)

Home teleworkers need more time to recover after work

OpenAIRE

Smulders, P.G.W.; Houtman, I.L.D.

2007-01-01

In the Netherlands, on average 4.6% of employees perform normal working hours at home. However, large differences emerge between occupational groups and in the relation between job demands and hours worked at home. Although working at home is perceived as improving work–life balance, in fact it is associated with needing more time for recovery after work. This may partly be caused by high job demands.

Determinants of job satisfaction among physicians in public ...

African Journals Online (AJOL)

Journal of Community Medicine and Primary Health Care ... Journal Home > Vol 30, No 1 (2018) > ... A mutivariate logistic regression model for overall job satisfaction was ... In the logistic regression model, the variables that independently predicted overall job satisfaction among respondents included: pay (AOR= 6.43, ...

Safe and effective use of medicines for ethnic minorities

DEFF Research Database (Denmark)

Dam, Pernille; El-Souri, Mira Mahmoud; Herborg, Hanne

2015-01-01

, there was a need to adapt a previously developed and validated medicine-based intervention “safe and effective use of medicines” to this vulnerable group of unemployed ethnic minority patients. Methods: The objective of this before-after study was to improve medicines adherence, health status and work ability...... of the target group through an individualized pharmacist delivered intervention with focus on safe and effective implementation of medical treatments. The target group was ethnic minorities of non-western origin affiliated with a job center. Results: At baseline, 35.7 % of the patients had a potential adherence...... to the intervention. Conclusion: The counseling program “Safe and effective use of medicines” was successfully adapted to unemployed ethnic minority patients, and tested in a new collaboration between job centers and community pharmacies. The counseling program resulted in statistically significant improvements...

Occupational stress, work-home interference and burnout among Belgian veterinary practitioners

Directory of Open Access Journals (Sweden)

Hansez I

2008-04-01

Full Text Available Abstract There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors' goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6% of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative work-home interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability.

Occupational stress, work-home interference and burnout among Belgian veterinary practitioners.

Science.gov (United States)

Hansez, I; Schins, F; Rollin, F

2008-04-01

There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors' goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6% of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative work-home interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability).

Job control, work-family balance and nurses' intention to leave their profession and organization: A comparative cross-sectional survey.

Science.gov (United States)

Yamaguchi, Yoshiko; Inoue, Takahiro; Harada, Hiroko; Oike, Miyako

2016-12-01

The shortage of nurses is a problem in many countries. In Japan, the distribution of nurses across different care settings is uneven: the shortage of nurses in home healthcare and nursing homes is more serious than in hospitals. Earlier research has identified numerous factors affecting nurses' intention to leave work (e.g., job control, family-related variables, work-family conflict); however, these factors' levels and effect size may vary between nurses in hospitals, home healthcare, and nursing homes. This study measured job control, family-related variables, and work-family conflict among nurses in hospitals, home healthcare, and nursing homes, and compared these variables' levels and effect size on nurses' intention to leave their organization or profession between these care settings. The research design was cross-sectional. Participating nurses from hospitals, home healthcare facilities, and nursing homes self-administered an anonymous questionnaire survey; nurses were recruited from the Kyushu district of Japan. Nurses from nine hospitals, 86 home healthcare offices, and 107 nursing homes participated. We measured nurses' intention to leave nursing or their organization, perceived job control, family variables and work-family conflict. We analyzed 1461 participants (response rate: 81.7%). The level of job control, family variables, and work-family conflict affecting nurses varied between hospitals, home healthcare, and nursing homes; additionally, these variables' effect on nurses' intention to leave their organization or profession varied between these care settings. Work-family conflict, family variables, and job control most strongly predicted nurses' intention to leave their organization or profession in hospitals, home healthcare, and nursing homes, respectively. Interventions aiming to increase nurse retention should distinguish between care settings. Regarding hospitals, reducing nurses' work-family conflict will increase nurse retention. Regarding

Everything safe? – Risk situations in advanced home care from the point of view of ventilated patients and their relatives

Science.gov (United States)

Ewers, Michael; Schaepe, Christiane; Lehmann, Yvonne

2017-01-01

Background: The number of home mechanically ventilated (HMV) patients has been growing for years. However, little is known about requirements, processes and effects of advanced home care, provided in distance from clinics and doctors. To date, safety related aspects of the above mentioned issues have scarcely been examined. Aim: Users of advanced home care were asked about their experiences and about situations in which they felt safe or unsafe. The aim was to gain insights into the daily care provision, explore safety risks from the users’ point of view, and to develop new approaches to enhance patient safety in home care for the severely ill. Method: A qualitative explorative study has been carried out, based on semi-structured interviews (ventilated patients N = 21; relatives N = 15). Sampling, data collecting and data analysis were guided by principles of Grounded Theory. Results: Risk situations occur when (non-)verbal communication offers of HMV patients are overseen or misunderstood, patient- or technology related monitoring tasks are neglected, if coordination and collaboration requirements are undervalued and if negotiation processes as well as education and supervision needs are disregarded. Furthermore, nurses’ lack of competence, self-confidence and professionalism may produce risk situations. Conclusion: Listen carefully to patients and relatives can help to identify quality shortcomings in advanced home care, to prevent risk situations and to develop patient-centered safety concepts for this particular setting.

Home Improvements Prevent Falls

Science.gov (United States)

... turn JavaScript on. Feature: Falls and Older Adults Home Improvements Prevent Falls Past Issues / Winter 2014 Table ... and ensure your safety. "Safe-ty-fy" Your Home Some Questions for Your Provider Will my medicines ...

The contribution of work characteristics, home characteristics and gender to burnout in medical residents.

Science.gov (United States)

Verweij, Hanne; van der Heijden, Frank M M A; van Hooff, Madelon L M; Prins, Jelle T; Lagro-Janssen, Antoine L M; van Ravesteijn, Hiske; Speckens, Anne E M

2017-10-01

Burnout is highly prevalent in medical residents. In order to prevent or reduce burnout in medical residents, we should gain a better understanding of contributing and protective factors of burnout. Therefore we examined the associations of job demands and resources, home demands and resources, and work-home interferences with burnout in male and female medical residents. This study was conducted on a nation-wide sample of medical residents. In 2005, all Dutch medical residents (n = 5245) received a self-report questionnaire on burnout, job and home demands and resources and work-home interference. Path analysis was used to examine the associations between job and home characteristics and work-home interference and burnout in both males and females. In total, 2115 (41.1 %) residents completed the questionnaire. In both sexes emotional demands at work and the interference between work and home were important contributors to burnout, especially when work interferes with home life. Opportunities for job development appeared to be an important protective factor. Other contributing and protective factors were different for male and female residents. In females, social support from family or partner seemed protective against burnout. In males, social support from colleagues and participation in decision-making at work seemed important. Effectively handling emotional demands at work, dealing with the interference between work and home, and having opportunities for job development are the most essential factors which should be addressed. However it is important to take gender differences into consideration when implementing preventive or therapeutic interventions for burnout in medical residents.

Home Canning and Botulism

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... this? Submit What's this? Submit Button Past Emails Home Canning and Botulism Language: English (US) Español (Spanish) ... myself and others safe when it comes to home-canned foods? Many cases of foodborne botulism have ...

JOB HORIZONS FOR COLLEGE WOMEN.

Science.gov (United States)

BARSKY, LILLIAN; TERLIN, ROSE

DETAILED INFORMATION IS PROVIDED ON A VARIETY OF PROFESSIONS FOR WOMEN. EDUCATIONAL REQUIREMENTS, JOB OPPORTUNITIES AND RESPONSIBILITIES, ESTIMATED SALARIES, AND OPPORTUNITIES FOR ADVANCEMENT ARE DISCUSSED IN SUCH OCCUPATIONS AS ACCOUNTANT, HOME ECONOMIST, ENGINEER, OCCUPATIONAL THERAPIST, NURSE, SCIENTIST, REAL ESTATE AGENT AND BROKER,…

Awareness of the need for safe storage of Methadone at home is not improved by the use of protocols on recording information giving

Directory of Open Access Journals (Sweden)

Crome Ilana B

2008-04-01

Full Text Available Abstract Background Methadone is a synthetic, narcotic analgesic used in the treatment of drug misuse. Tragedies involving children being poisoned by the accidental ingestion of methadone are no longer a rare occurrence. Following an audit of the effectiveness of the provision and recall of information to patients attending an NHS Methadone Clinic a protocol was introduced to ensure that staff documented the provision of such information and patients gave a written confirmation that they had received the information. Methods The study was undertaken in the setting of an NHS methadone clinic with the aim of re- auditing the storage of methadone at home following the introduction of the new protocols. 174 patients completed an anonymous questionnaire regarding where they store methadone at home and whether they recall being given advice about safe storage. Community pharmacists were contacted by telephone to assess the level of advice given to methadone patients regarding safety. Results Only 49 (28.2% patients recalled being given advice about safe storage, 24 (13.8% recalled that information was provided by clinic staff. 170 (97.7% patients regard methadone as being dangerous. (28.2%. Methadone is most commonly stored in a cupboard (37.9%. All methadone is dispensed in a bottle with a child resistant cap on it. All patients reported they stored their methadone in the original bottle provided by the pharmacist. Conclusion Recall of information on safety issues is very poor. Provision of written as well as verbal information is needed. The use of printed safety information cards which patients can take away for future reference may be of use. It is the responsibility of health professionals to ensure they provide information and advice to methadone users on the safe storage of their methadone at home.

Descriptive study of job satisfaction and job dissatisfaction in a sample of Croatian seafarers.

Science.gov (United States)

Slišković, Ana; Penezić, Zvjezdan

2015-01-01

Given the general lack of studies on well-being in Croatian seafarers, the aim of this study was to determine the level and sources of their job satisfaction and job dissatisfaction. This descriptive study was conducted on a sample of Croatian seafarers (n = 530), employed in various functions on cargo ships. Using an online survey, we examined overall job satisfaction, and satisfaction with some specific aspects of work. Participants additionally responded to two open questions relating to the sources of their job satisfaction and job dissatisfaction, and these data were analysed using a qualitative approach. The results showed a moderate level of overall job satisfaction, while analysis of the 10 specific facets indicated that the participants are, on average, most satisfied with payment, and least satisfied with the achieved benefits and work organisation on board. The results of the qualitative analysis showed that among the main sources of job satisfaction are: financial stability and security, the ratio of work days to days off, and the quality of days off, and the nature and dynamics of the work. On the other hand, sources of dissatisfaction relate primarily to: separation from home and family, the status of Croatian seafarers in the Republic of Croatia, and working and living conditions on board.

Use of the Home Safety Self-Assessment Tool (HSSAT) within Community Health Education to Improve Home Safety.

Science.gov (United States)

Horowitz, Beverly P; Almonte, Tiffany; Vasil, Andrea

2016-10-01

This exploratory research examined the benefits of a health education program utilizing the Home Safety Self-Assessment Tool (HSSAT) to increase perceived knowledge of home safety, recognition of unsafe activities, ability to safely perform activities, and develop home safety plans of 47 older adults. Focus groups in two senior centers explored social workers' perspectives on use of the HSSAT in community practice. Results for the health education program found significant differences between reported knowledge of home safety (p = .02), ability to recognize unsafe activities (p = .01), safely perform activities (p = .04), and develop a safety plan (p = .002). Social workers identified home safety as a major concern and the HSSAT a promising assessment tool. Research has implications for reducing environmental fall risks.

Quality performance-based training enhances safe and effective transport operations

International Nuclear Information System (INIS)

McCall, D.L.

1993-01-01

If the hazardous materials transportation industry is to reduce human error, reduce accidents, and improve its public image, there must be assurance that transportation personnel are properly trained and qualified to perform their jobs in a safe and efficient manner. This training must make them intimately aware of the hazards and risks associated with transport activities, ensure understanding of responsibilities and liabilities unique to their job, and ensure that they can competently perform functional duties vital to safety. To ensure that trained and qualified personnel are on the job, it is essential that the training be performance-based and require trainees to demonstrate functional proficiency. Performance-based training has proven to be a highly effective means of ensuring personnel are qualified to conduct their assignments safely and efficiently. This training is designed around the basic premise that training must be provided that supplies the information necessary for each worker to perform their assigned duties at a predetermined and acceptable level of expertise and skill. (J.P.N.)

Patient safety culture in Norwegian nursing homes.

Science.gov (United States)

Bondevik, Gunnar Tschudi; Hofoss, Dag; Husebø, Bettina Sandgathe; Deilkås, Ellen Catharina Tveter

2017-06-20

Patient safety culture concerns leader and staff interaction, attitudes, routines, awareness and practices that impinge on the risk of patient-adverse events. Due to their complex multiple diseases, nursing home patients are at particularly high risk of adverse events. Studies have found an association between patient safety culture and the risk of adverse events. This study aimed to investigate safety attitudes among healthcare providers in Norwegian nursing homes, using the Safety Attitudes Questionnaire - Ambulatory Version (SAQ-AV). We studied whether variations in safety attitudes were related to professional background, age, work experience and mother tongue. In February 2016, 463 healthcare providers working in five nursing homes in Tønsberg, Norway, were invited to answer the SAQ-AV, translated and adapted to the Norwegian nursing home setting. Previous validation of the Norwegian SAQ-AV for nursing homes identified five patient safety factors: teamwork climate, safety climate, job satisfaction, working conditions and stress recognition. SPSS v.22 was used for statistical analysis, which included estimations of mean values, standard deviations and multiple linear regressions. P-values safety factors teamwork climate, safety climate, job satisfaction and working conditions. Not being a Norwegian native speaker was associated with a significantly higher mean score for job satisfaction and a significantly lower mean score for stress recognition. Neither professional background nor work experience were significantly associated with mean scores for any patient safety factor. Patient safety factor scores in nursing homes were poorer than previously found in Norwegian general practices, but similar to findings in out-of-hours primary care clinics. Patient safety culture assessment may help nursing home leaders to initiate targeted quality improvement interventions. Further research should investigate associations between patient safety culture and the occurrence

Differences among nursing homes in outcomes of a safe resident handling program.

Science.gov (United States)

Kurowski, Alicia; Gore, Rebecca; Buchholz, Bryan; Punnett, Laura

2012-01-01

A large nursing home corporation implemented a safe resident handling program (SRHP) in 2004-2007. We evaluated its efficacy over a 2-year period by examining differences among 5 centers in program outcomes and potential predictors of those differences. We observed nursing assistants (NAs), recording activities and body postures at 60-second intervals on personal digital assistants at baseline and at 3-month, 12-month, and 24-month follow-ups. The two outcomes computed were change in equipment use during resident handling and change in a physical workload index that estimated spinal loading due to body postures and handled loads. Potential explanatory factors were extracted from post-observation interviews, investigator surveys of the workforce, from administrative data, and employee satisfaction surveys. The facility with the most positive outcome measures was associated with many positive changes in explanatory factors and the facility with the fewest positive outcome measures experienced negative changes in the same factors. These findings suggest greater SRHP benefits where there was lower NA turnover and agency staffing; less time pressure; and better teamwork, staff communication, and supervisory support. © 2012 American Society for Healthcare Risk Management of the American Hospital Association.

Job sharing: a retention strategy for nurses.

Science.gov (United States)

Kane, D

1999-01-01

Job sharing is a part-time employment alternative which offers advantages for employers interested in retaining experienced staff and nurses who are seeking a more equitable balance between work life and home life responsibilities. This quasi experimental, ex post facto research study was designed to determine if there are differences in job satisfaction, burnout, and desire to leave their position, in nurses who are employed in full-time, part-time, or job sharing positions. The sample (N = 269) was drawn from a large Canadian teaching and referral hospital. Three sample groups were developed, consisting of job sharing, full-time, and part-time nurses, respectively. Descriptive statistics were used to identify characteristics of the selected population. Analysis of variance was used to examine differences between the three employment groups on the outcome measures of job satisfaction, burnout, and desire to leave their position. The results of this study significantly support the belief that job sharing has a positive impact on job satisfaction and job retention. Implications for nursing administrators as well as individual nurses will be discussed.

Does working with the Veder Contact Method influence the job satisfaction of caregivers? A non-randomized controlled trial in nursing homes for people with dementia.

Science.gov (United States)

Boersma, P; Dröes, R M; Lissenberg-Witte, B I; van Meijel, B; van Weert, J C M

2017-12-01

Person-centered care interventions can improve the quality of life and decrease behavioral problems of people with dementia. Although not convincingly proven, person-centered care interventions may benefit the caregivers as well. This study aims to gain insight into how working with the Veder Contact Method (VCM) - a new person-centered care method - influences the job satisfaction of caregivers. Within a quasi-experimental study, the job satisfaction of caregivers of six experimental wards (n = 75) was compared with caregivers of six control wards (n = 36) that applied Care-As-Usual. The Leiden Quality of Work Questionnaire (LQWQ) was filled in by caregivers in both conditions. Additionally, on the experimental wards, qualitative research, i.e. focus groups with 42 caregivers and interviews with 11 managers, was conducted to obtain a deeper understanding of the influence of applying VCM on caregivers' job satisfaction. The transcripts were analyzed using deductive analysis. No quantitatively significant differences were found on the subscales of the LQWQ: work and time pressure, job satisfaction, autonomous decision making, social support from colleagues, and social support from supervisors. From the qualitative research, some caregivers and managers reported that implementing VCM contributed to their job satisfaction and that applying VCM supported handling difficult behavior and depressed mood of residents and contributed to team building. No significant effects on job satisfaction were demonstrated. Qualitative findings indicate that VCM positively influences the daily work performances of nursing home caregivers. The relation between the experience of offering quality care and job satisfaction of caregivers needs further investigation.

Home teleworkers need more time to recover after work

NARCIS (Netherlands)

Smulders, P.G.W.; Houtman, I.L.D.

2007-01-01

In the Netherlands, on average 4.6% of employees perform normal working hours at home. However, large differences emerge between occupational groups and in the relation between job demands and hours worked at home. Although working at home is perceived as improving work–life balance, in fact it is

Protecting workers in the home care industry: workers' experienced job demands, resource gaps, and benefits following a socially supportive intervention.

Science.gov (United States)

Mabry, Linda; Parker, Kelsey N; Thompson, Sharon V; Bettencourt, Katrina M; Haque, Afsara; Luther Rhoten, Kristy; Wright, Rob R; Hess, Jennifer A; Olson, Ryan

2018-05-02

The Community of Practice and Safety Support (COMPASS) program is a peer-led group intervention for home care workers. In a randomized controlled trial, COMPASS significantly improved workers' professional support networks and safety and health behaviors. However, quantitative findings failed to capture workers' complex emotional, physical, and social experiences with job demands, resource limitations, and the intervention itself. Therefore, we conducted qualitative follow-up interviews with a sample of participants (n = 28) in the program. Results provided examples of unique physical and psychological demands, revealed stressful resource limitations (e.g., safety equipment access), and elucidated COMPASS's role as a valuable resource.

Managing job stress in nursing: what kind of resources do we need?

Science.gov (United States)

van den Tooren, Marieke; de Jonge, Jan

2008-07-01

This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59.4%). Data were analyzed by hierarchical regression analyses. High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being.

Performance-based contracting in home-care work in The Netherlands: professionalism under pressure?

Science.gov (United States)

Oomkens, Rosanne; Hoogenboom, Marcel; Knijn, Trudie

2016-07-01

Our aim was to improve the understanding of the relationships between performance-based contracting, management supportiveness and professionalism in home care. Using path analysis, this article explores the relationships between home-care workers' perceptions of management support, implementation of performance-based contracting (i.e. use of strict time registration rules and cost-efficiency measures) and autonomy and intrinsic job satisfaction. We hypothesised that: use of strict time registration rules and cost-efficiency measures relates to lower levels of autonomy and intrinsic job satisfaction (H1); there is an indirect relationship between use of strict time registration rules and use of cost-efficiency measures and intrinsic job satisfaction via autonomy (H2); higher levels of management support relate to the use of looser time registration rules and less use of cost-efficiency measures (H3); and higher levels of management support relate to higher levels of autonomy and intrinsic job satisfaction (H4). We used data from a cross-sectional survey conducted in 2010 of a sample of Dutch home-care workers (N = 156, response rate = 34%). Overall, our study suggests that the consequences of performance-based contracting for professionalism are ambiguous. More specifically, using strict time registration rules is related to lower levels of autonomy, whereas using cost-efficiency measures does not seem to affect autonomy (H1). Performance-based contracting has no consequences for the level of fulfilment home-care workers find in their job, as neither of the two contracting dimensions measured was directly or indirectly related to intrinsic job satisfaction (H1, H2). The role of managers must be taken into account when studying performance-based contracting, because perceived higher management support is related to managers' less frequent use of both strict time registration rules and of cost-efficiency measures (H3). The insight we gained into the importance of

Ostomy Home Skills Program

Medline Plus

Full Text Available ... Stay Up to Date with ACS Association Management Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills ...

Ostomy Home Skills Program

Medline Plus

Full Text Available ... Up to Date with ACS Association Management JACS Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills ...

Effects of Deployments on Homestation Job Stress and Burnout

Science.gov (United States)

2005-03-01

training that may have left the deployees feeling under-prepared for the demands faced during the deployment. Upon returning to his or her homestation... face another day on the job. 01 2 3 4 5 6 7 33. I feel I am working too hard on my job. 01 2 3 4 5 6 7 34. Home station bureaucratic pressures...receive the recognitio it that I should receive. 3. There is too much bickering and fighting at w 4. I like my job better than the average

Factors influencing home care nurse intention to remain employed.

Science.gov (United States)

Tourangeau, Ann; Patterson, Erin; Rowe, Alissa; Saari, Margaret; Thomson, Heather; MacDonald, Geraldine; Cranley, Lisa; Squires, Mae

2014-11-01

To identify factors affecting Canadian home care nurse intention to remain employed (ITR). In developed nations, healthcare continues to shift into community settings. Although considerable research exists on examining nurse ITR in hospitals, similar research related to nurses employed in home care is limited. In the face of a global nursing shortage, it is important to understand the factors influencing nurse ITR across healthcare sectors. A qualitative exploratory descriptive design was used. Focus groups were conducted with home care nurses. Data were analysed using qualitative content analysis. Six categories of influencing factors were identified by home care nurses as affecting ITR: job characteristics; work structures; relationships/communication; work environment; nurse responses to work; and employment conditions. Findings suggest the following factors influence home care nurse ITR: having autonomy; flexible scheduling; reasonable and varied workloads; supportive work relationships; and receiving adequate pay and benefits. Home care nurses did not identify job satisfaction as a single concept influencing ITR. Home care nursing management should support nurse autonomy, allow flexible scheduling, promote reasonable workloads and create opportunities for team building that strengthen supportive relationships among home care nurses and other health team members. © 2013 John Wiley & Sons Ltd.

Single-Family Energy Auditor Job Task Analysis

Energy Technology Data Exchange (ETDEWEB)

Head, Heather R [National Renewable Energy Laboratory (NREL), Golden, CO (United States); Kurnik, Charles W [National Renewable Energy Laboratory (NREL), Golden, CO (United States)

2018-05-02

The National Renewable Energy Laboratory (NREL) is contracted by the U.S. Department of Energy (DOE) Weatherization Assistance Program (WAP) to develop and maintain the resources under the Guidelines for Home Energy Professionals (GHEP) project. As part of the GHEP strategy to increase the quality of work conducted for single-family, residential energy-efficiency retrofits, the Home Energy Professionals Job Task Analysis are used as the foundation for quality training programs and trainers.

Staying Safe in Your Home During a Hurricane

Centers for Disease Control (CDC) Podcasts

2006-08-10

If you are not ordered to evacuate, and you stay in your home through a hurricane, there are things you can do to protect yourself and your family.  Created: 8/10/2006 by Emergency Communications System.   Date Released: 8/13/2008.

Job Crafting, Employee Well-being, and Quality of Care.

Science.gov (United States)

Yepes-Baldó, Montserrat; Romeo, Marina; Westerberg, Kristina; Nordin, Maria

2018-01-01

The main objective is to study the effects of job crafting activities of elder care and nursing home employees on their perceived well-being and quality of care in two European countries, Spain and Sweden. The Job Crafting, the General Health, and the Quality of Care questionnaires were administered to 530 employees. Correlations and hierarchical regression analyses were performed. Results confirm the effects of job crafting on quality of care ( r = .291, p employees' well-being ( r = .201, p well-being in Spain and Sweden and with quality of care in Spain. On the contrary, in Sweden, the relationship between job crafting and well-being was not linear. Job crafting contributes significantly to employees' and residents' well-being. Management should promote job crafting to co-create meaningful and productive work. Cultural effects are proposed to explain the differences found.

Making It Safe, Making It Legal, and Creating Peace of Mind

International Nuclear Information System (INIS)

Strom, Daniel J.

2001-01-01

The job of a medical or academic radiation safety officer has three parts: keeping it safe, keeping it legal, and helping people feel that they are safe. Absence of peace-of-mind about radiation protection matters can create very real health effects, even when there is little or no radiation exposure involved. Frightened people may make decisions such as changing jobs (and losing health insurance), terminating a pregnancy, or moving, all of which impact health. Furthermore, frightened people who choose to stick with it may suffer from anxiety, stress, insomnia, and weight loss or even weight gain. Genuinely listening to the concerns of those who benefit from radiation safety services can help to provide peace-of-mind and minimize decisions that are risky to health

Making It Safe, Making It Legal, and Creating Peace of Mind

Energy Technology Data Exchange (ETDEWEB)

Strom, Daniel J.

2001-11-01

The job of a medical or academic radiation safety officer has three parts: keeping it safe, keeping it legal, and helping people feel that they are safe. Absence of peace-of-mind about radiation protection matters can create very real health effects, even when there is little or no radiation exposure involved. Frightened people may make decisions such as changing jobs (and losing health insurance), terminating a pregnancy, or moving, all of which impact health. Furthermore, frightened people who choose to stick with it may suffer from anxiety, stress, insomnia, and weight loss or even weight gain. Genuinely listening to the concerns of those who benefit from radiation safety services can help to provide peace-of-mind and minimize decisions that are risky to health.

Home is Private…Do Not Enter! Introversion and Sensitivity to Work-Home Conflict.

Science.gov (United States)

Baer, Stacy M; Jenkins, Jade S; Barber, Larissa K

2016-10-01

This study examined extraversion as a moderator of the relationship between negative work-home conflict and stress-related outcomes among US employees using conservation of resources theory and privacy regulation theory. Introverts only experienced stronger negative effects of negative work-home conflict on work-related resource depletion (job burnout, low engagement, low satisfaction with balance) rather than general resource depletion (personal burnout) and strain (physical and psychological). This finding suggests that introverts selectively withdraw from the work domain to conserve resources when privacy at home is threatened. Employers may want to consider ways to help introverts increase work-home segmentation, such as reducing workplace norms that encourage employees to be continuously accessible. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

A STUDY ON JOB SATISFACTION OF NURSING STAFFS IN GOVERNMENT HOSPITAL AT MAYILADUTHURAI

OpenAIRE

Dr. D. Mohan

2016-01-01

When persons are happy with their jobs, it improves their lives off the job. Some benefits of job satisfaction accrue to every citizen in society. Satisfied persons are more likely to be satisfied citizens. These people will hold a more positive attitude towards life in general treated as psychologically healthy people. So job satisfaction is very important. In contrast, the dissatisfied person carries that negative attitude at home. For management, a satisfied work force translates into high...

The relationship between work and home characteristics and work engagement in medical residents.

Science.gov (United States)

Verweij, Hanne; van Hooff, Madelon L M; van der Heijden, Frank M M A; Prins, Jelle T; Lagro-Janssen, Antoine L M; van Ravesteijn, Hiske; Speckens, Anne E M

2017-08-01

Work engagement is important for medical residents and the healthcare organizations they work for. However, relatively little is known about the specific predictors of work engagement in medical residents. Therefore, we examined the associations of work and home characteristics, and work-home interference with work engagement in male and female residents. This study was conducted on a nationwide sample of medical residents. In 2005, all Dutch medical residents (n = 5245) received a self-report questionnaire. Path analysis was used to examine the associations between the potential predictors and work engagement. In total, 2115 (41.1%) residents completed the questionnaire. Job characteristics, home characteristics and work-home interference were associated with work engagement. Important positive contributing factors of work engagement were opportunities for job development, mental demands at work, positive work-home interference and positive home-work interference. Important negative contributing factors were emotional demands at work and negative home-work interference. The influence of these factors on work engagement was similar in male and female residents. Opportunities for job development and having challenging work are of high relevance in enhancing work engagement. Furthermore, interventions that teach how to deal skilfully with emotional demands at work and home-work interference are expected to be the most effective interventions to enhance work engagement in medical residents.

Travellers and Home Education: Safe Spaces and Inequality

Science.gov (United States)

D'Arcy, Kate

2014-01-01

Elective home education (EHE) is a legal alternative to school in England but the statutory requirements for provision are remarkably vague. This book explores the use of EHE by Gypsy and Traveller families. The accounts of their experiences and their views about education spaces reveal the racism and discrimination their children encounter in…

Returning to the Job Market: A Woman's Guide to Employment Planning.

Science.gov (United States)

American Association of Retired Persons, Washington, DC.

Intended for midlife and older women in the job market, this booklet is designed to help them in the process of looking for work outside the home. It helps them assess current skills and identify potential employment barriers; teaches them how to prepare effective written materials to support the job search and how to interview successfully; and…

Factorial invariance, scale reliability, and construct validity of the job control and job demands scales for immigrant workers: The Multi-Ethnic Study of Atherosclerosis (MESA)

Science.gov (United States)

Fujishiro, Kaori; Landsbergis, Paul; Roux, Ana V. Diez; Stukovsky, Karen Hinckley; Shrager, Sandi; Baron, Sherry

2014-01-01

Immigrants have a different social context from those who stay in their home country or those who were born to the country that immigrants now live. Cultural theory of risk perception suggests that social context influences one’s interpretation of questionnaire items. We examined psychometric properties of job control and job demand scales with US- and foreign-born workers who preferred English, Spanish, or Chinese (n=3114, mean age=58.1). Across all groups, the job control scale had acceptable Cronbach’s alpha (0.78–0.83) and equivalent factor loadings (ΔCFIjob demands scale regardless of language, education, or age of migration. Two job-demand items had different factor loadings across groups. Among immigrants, both scales had inconsistent associations with perceived job stress and self-rated health. For a better understanding of immigrants’ job stress, the concept of job demands should be expanded and immigrants’ expectations for job control explored. (149/150 limit) PMID:20582720

Burnout in medical residents: a study based on the job demands-resources model.

Science.gov (United States)

Zis, Panagiotis; Anagnostopoulos, Fotios; Sykioti, Panagiota

2014-01-01

Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R). Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands' interface) and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor's support). The Maslach Burnout Inventory (MBI) was used to measure burnout. Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.

SMS security system for smart home detectors

OpenAIRE

Cekova, Katerina; Gelev, Saso

2016-01-01

Security has always been an important problem everywhere. Home security has been a major issue where crime is increasing and everybody wants home security to protect the home. Safety from theft and flame are the most important requirements of a home security system for people. A remote home security system offers many benefits from keeping homeowners, and their property safe. This paper present controlling of the home security system remotely from Android Application. Owners can turn on or...

The influence of work personality on job satisfaction: incremental validity and mediation effects.

Science.gov (United States)

Heller, Daniel; Ferris, D Lance; Brown, Douglas; Watson, David

2009-08-01

Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles- they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented.

Facilitating home birth.

Science.gov (United States)

Finigan, Valerie; Chadderton, Diane

2015-06-01

The birth of a baby is a family experience. However, in the United Kingdom birth often occurs outside the family environment, in hospital. Both home and hospital births have risks and benefits, but research shows that, for most women, it is as safe to give birth at home as it is in hospital. Women report home-birth to be satisfying with lowered risks of intervention and less likelihood of being separated from their family. It is also more cost effective for the National Health Service. Yet, whilst midwives are working hard to promote home birth as an option, it remains controversial. The aim of this paper is to raise awareness of the safety of home birth and the needs of women and midwives when a home birth is chosen. It provides an overview of care required and the role of the midwife in the ensuring care is woman-centred and personalised.

Work Engagement in the Public Service Context: The Dual Perceptions of Job Characteristics

DEFF Research Database (Denmark)

Noesgaard, Mette Strange; Hansen, Jesper Rosenberg

2017-01-01

. In this qualitative study, home caregivers’ perceptions of job characteristics are investigated. Semi-structured interviews and observations reveal three main themes: Optimization, helping others and emotional work. These show a dual perception of job characteristics consequently influencing the experienced...... engagement. Using Public Service Motivation literature, these dual perceptions are discussed...

Work Engagement in the Public Service Context: The Dual Perceptions of Job Characteristics

DEFF Research Database (Denmark)

Noesgaard, Mette Strange; Rosenberg Hansen, Jesper

2018-01-01

. In this qualitative study, home caregivers’ perceptions of job characteristics are investigated. Semi-structured interviews and observations reveal three main themes: Optimization, helping others and emotional work. These show a dual perception of job characteristics consequently influencing the experienced...... engagement. Using Public Service Motivation literature, these dual perceptions are discussed...

Keeping It Safe: Aging in Place among Rural Older Adults

Science.gov (United States)

Peek, Gina G.; Bishop, Alex J.

2016-01-01

The purpose of the study addressed in this article was to identify ways to reduce risk and improve safe aging in place among rural older adults. Resident and Extension faculty and county educators visited study participants at home to assess functional capacity and the home environment. Extension professionals may be uniquely positioned to provide…

Job characteristics, burnout and negative workhome interference in a nursing environment

Directory of Open Access Journals (Sweden)

FE Koekemoer

2006-04-01

Full Text Available The objectives of this study were 1 to determine which job characteristics are associated with burnout and 2 to determine the mediating role of negative work-home interference (WHI in the relationship between job characteristics and burnout within a nursing environment. Random samples (n = 300 were taken of nurses working in the Johannesburg, Klerksdorp, Krugersdorp, Pretoria and Potchefstroom areas. The results of the regression analyses indicated that the main job characteristics that predict exhaustion were pressure and a lack of autonomy, role clarity, colleague support and financial support. A lack of role clarity, colleague support and financial support were the main job characteristics that predict mental distance. Negative WHI played a partially mediating role in the relationship between job characteristics and burnout.

The relationship of educational preparation, autonomy, and critical thinking to nursing job satisfaction.

Science.gov (United States)

Zurmehly, Joyce

2008-10-01

This descriptive correlational study explored factors influencing job satisfaction in nursing. Relationships between educational preparation, autonomy, and critical thinking and job satisfaction were examined. A convenience sample of 140 registered nurses was drawn from medical-surgical, management, and home health nursing specialties. The nurses were asked to complete the Watson-Glaser Critical Thinking Appraisal and Minnesota Satisfaction Questionnaire. Relationships between variables were analyzed to determine which explained the most variance in job satisfaction. Results indicated significant positive correlations between total job satisfaction and perceived autonomy, critical thinking, educational preparation, and job satisfiers. Significant negative correlations between job dissatisfiers and total job satisfaction were also found. Understanding nursing job satisfaction through critical thinking, educational level, and autonomy is the key to staff retention. Further research focusing on increasing these satisfiers is needed.

Burnout in Medical Residents: A Study Based on the Job Demands-Resources Model

Directory of Open Access Journals (Sweden)

Panagiotis Zis

2014-01-01

Full Text Available Purpose. Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R. Method. Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands’ interface and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor’s support. The Maslach Burnout Inventory (MBI was used to measure burnout. Results. Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. Conclusions. Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.

How job demands affect partners' experience of exhaustion: integrating work-family conflict and crossover theory.

Science.gov (United States)

Bakker, Arnold B; Demerouti, Evangelia; Dollard, Maureen F

2008-07-01

This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women, job demands foster their own work-family conflict (WFC), which in turn contributes to their partners' home demands, family-work conflict (FWC), and exhaustion. In addition, they hypothesized that social undermining mediates the relationship between individuals' WFC and their partners' home demands. The results of structural equation modeling analyses provided strong support for the proposed model. The hypothesis that gender would moderate the model relationships was rejected. These findings integrate previous findings on work-family conflict and crossover theories and suggest fluid boundaries between the work and home domains.

Job stress and family social behavior: the moderating role of neuroticism.

Science.gov (United States)

Wang, Shu-wen; Repetti, Rena L; Campos, Belinda

2011-10-01

We investigated the role of neuroticism in the associations between job stress and working adults' social behavior during the first hour after work with their spouse and school-age children. Thirty dual-earner families were videotaped in their homes on two weekday afternoons and evenings. An observational coding system was developed to assess behavioral involvement and negative emotion expression. Participants also completed self-report measures of job stressors and trait neuroticism. There were few overall associations between job stress and social behavior during the first hour adults were at home with their spouse and school-age children. However, significant moderator effects indicated that linkages between work experiences and family behavior varied for men who reported different levels of trait neuroticism, which captures a dispositional tendency toward emotional instability. Among men who reported high neuroticism, job stress was linked to more active and more negative social behavior. Conversely, for men reporting low neuroticism, job stress was related to less talking and less negative emotion. These patterns were not found for the women in the study. The findings suggest that when work is stressful, men who are higher on neuroticism (i.e., less emotionally stable) may show a negative spillover effect, whereas men who are lower on neuroticism (i.e., more emotionally stable) may withdraw from social interactions. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

Staff's person-centredness in dementia care in relation to job characteristics and job-related well-being: a cross-sectional survey in nursing homes.

Science.gov (United States)

Willemse, Bernadette M; De Jonge, Jan; Smit, Dieneke; Visser, Quirijn; Depla, Marja F I A; Pot, Anne Margriet

2015-02-01

To explore the role of nursing staff's person-centredness caring for people with dementia in relation to their work environment and job-related well-being. Given the development towards person-centred care and labour force issues, research has recently focused on the effect of person-centredness on nursing staff's well-being. Findings from occupational stress research suggest that employees' personal characteristics, such as person-centredness, can moderate the impact particular job characteristics have on their job-related well-being. Cross-sectional survey. A national survey was conducted among healthcare staff (n = 1147) in 136 living arrangements for people with dementia in the Netherlands (2008-2009). Hierarchical regression analyses were used. Person-centredness moderates the relationship between coworker support and three outcomes of job-related well-being and between supervisor support and two of these outcomes. For highly person-centred nursing staff, coworker support was found to have a weaker impact and supervisor support to have a stronger impact on their job-related well-being. In addition, direct effects showed that person-centredness was weakly associated with more job satisfaction, more emotional exhaustion and more strongly with more personal accomplishment. Nursing staff's person-centredness does play a modest role in relation to job characteristics and job-related well-being. Findings indicate that person-centredness is not only beneficial to residents with dementia as found earlier, but also for nursing staff themselves; specifically, in case nursing staff members feel supported by their supervisor. Since a more person-centred workforce feels more competent, further implementation of person-centred care might have a positive impact on the attractiveness of the profession. © 2014 John Wiley & Sons Ltd.

Interactive eLearning - a safe place to practice.

Science.gov (United States)

Einarson, Elisabeth; Moen, Anne; Kolberg, Ragnhild; Flingtorp, Gry; Linnerud, Eva

2009-01-01

Interactive web-based learning environment offers refreshing opportunities to create innovative solutions to explore and exploit informatics support on-the-job training. We report from a study where a hospital is created a interactive eLearning resource. The modules are creating a safe place to practice - to be used for introduction to the work and preparation for certification or re-certification of competencies.

Rural nurse job satisfaction.

Science.gov (United States)

Molinari, D L; Monserud, M A

2008-01-01

The lack of rural nursing studies makes it impossible to know whether rural and urban nurses perceive personal and organizational factors of job satisfaction similarly. Few reports of rural nurse job satisfaction are available. Since the unprecedented shortage of qualified rural nurses requires a greater understanding of what factors are important to retention, studies are needed. An analysis of the literature indicates job satisfaction is studied as both an independent and dependent variable. In this study, the concept is used to examine the intention to remain employed by measuring individual and organizational characteristics; thus, job satisfaction is used as a dependent variable. One hundred and three rural hospital nurses, from hospitals throughout the Northwest region of the United States were recruited for the study. Only nurses employed for more than one year were accepted. The sample completed surveys online. The McCloskey/Mueller Satisfaction Scale, the Gerber Control Over Practice Scale, and two open-ended job satisfaction questions were completed. The qualitative analysis of the open-ended questions identified themes which were then used to support the quantitative findings. Overall alphas were 0.89 for the McCloskey/Mueller Scale and 0.96 for the Gerber Control Over Practice Scale. Rural nurses indicate a preference for rural lifestyles and the incorporation of rural values in organizational practices. Nurses preferred the generalist role with its job variability, and patient variety. Most participants intended to remain employed. The majority of nurses planning to leave employment were unmarried, without children at home, and stated no preference for a rural lifestyle. The least overall satisfied nurses in the sample were employed from 1 to 3 years. Several new findings inform the literature while others support previous workforce studies. Data suggest some job satisfaction elements can be altered by addressing organizational characteristics and by

Associations between state regulations, training length, perceived quality and job satisfaction among certified nursing assistants: cross-sectional secondary data analysis.

Science.gov (United States)

Han, Kihye; Trinkoff, Alison M; Storr, Carla L; Lerner, Nancy; Johantgen, Meg; Gartrell, Kyungsook

2014-08-01

In the U.S., there are federal requirements on how much training and annual continuing education a certified nursing assistant must complete in order to be certified. The requirements are designed to enable them to provide competent and quality care to nursing home residents. Many states also require additional training and continuing education hours as improved nursing home quality indicators have been found to be related to increased training. This study investigated the associations among state level regulations, initial training quality and focus, and job satisfaction in certified nursing assistants. Cross-sectional secondary data analysis. This study used the National Nursing Home Survey and National Nursing Assistant Survey as well as data on state regulations of certified nursing assistant training. 2897 certified nursing assistants in 580 nursing homes who were currently working at a nursing home facility, who represented 680,846 certified nursing assistants in US. State regulations were related to initial training and job satisfaction among certified nursing assistants using chi square tests and binomial logistic regression models. Analyses were conducted using SAS-callable SUDAAN to correct for complex sampling design effects in the National Nursing Home Survey and National Nursing Assistant Survey. Models were adjusted for personal and facility characteristics. Certified nursing assistants reporting high quality training were more likely to work in states requiring additional initial training hours (p=0.02) and were more satisfied with their jobs (OR=1.51, 95% CI=1.09-2.09) than those with low quality training. In addition, those with more training focused on work life skills were 91% more satisfied (OR=1.91, 95% CI=1.41-2.58) whereas no relationship was found between training focused on basic care skills and job satisfaction (OR=1.36, 95% CI=0.99-1.84). Certified nursing assistants with additional initial training were more likely to report that their

New working conditions and consequences on activity of home healthcare workers.

Science.gov (United States)

Van De Weerdt, Corinne; Baratta, René

2012-01-01

Home healthcare is steadily growing in Europe. There are a number of reasons for this development: aging population, rising hospital costs, preference to stay in one's own home. Nevertheless, it has been known that home healthcare workers are frequently exposed to a variety of potentially serious occupational hazards. Furthermore, emotional labor is frequently high in this profession. This paper describes an ergonomic study conducted at a home healthcare service. The research focuses on analyzing working conditions of home healthcare aides and nurses, as well as the impacts of their work in terms of job satisfaction, well-being, emotions at work, relationships with the others and occupational stress. The study show that employee strategies are specifically centered around preserving the relationship between patients and workers and coping with the job demands. This paper also shows that home healthcare workers express emotions and conceal them from others. Finally, recommendations discussed with the manager and workers to improve working conditions in this sector led to practical proposals: for example, implementing certain equipment items better suited to difficult care, encouraging assistance between healthcare workers when operations require this through adequate organizational measures, extending work emotion-focused discussion groups with management involvement.

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

Aptitude and Trait Predictors of Manned and Unmanned Aircraft Pilot Job Performance

Science.gov (United States)

2016-04-22

responsibility as a junior officer, challenging work - life balance issues associated with participating in combat operations while living at home...interest in the RPA career field is a person- job match assessment based on individual preferences for work context factors in the RPA environment...to job satisfaction and intent to stay in the Air Force after their initial service commitment (Barron, Rose, & Burns, 2015). While the

Well-being of nursing home professional caregivers : testing a positive psychological intervention

NARCIS (Netherlands)

Kloos, Noortje; Trompetter, H.R.; Bohlmeijer, Ernst Thomas; Westerhof, Gerben Johan

2017-01-01

With major job demands such as workload, professional caregivers in nursing homes are at increased risk for stress related problems like burnout. As such job demands will most likely not decrease in the near future, attention should be shifted towards resilience of all professional caregivers by

The influence of intrinsic and extrinsic job values on turnover intention among continuing care assistants in Nova Scotia.

Science.gov (United States)

Dill, Donna M; Keefe, Janice M; McGrath, Daniel S

2012-01-01

This article examines the influence that intrinsic and extrinsic job values have on the turnover intention of continuing care assistants (CCAs) who work either in home care or facility-based care in Nova Scotia (n = 188). Factor analysis of job values identified three latent job values structures: "compensation and commitment," "flexibility and opportunity," and "positive work relationships." Using binary logistic regression, we examined the predictive utility of these factors on two indices of turnover intention. Regression results indicate that, in general, job values constructs did not significantly predict turnover intention when controlling for demographics and job characteristics. However, a trend was found for the "positive work relationships" factor in predicting consideration of changing employers. In addition, CCAs who work in facility-based care were significantly more likely to have considered leaving their current employer. With projected increases in the demand for these workers in both home and continuing care, more attention is needed to identify and address factors to reduce turnover intention.

Planned home birth: the professional responsibility response.

Science.gov (United States)

Chervenak, Frank A; McCullough, Laurence B; Brent, Robert L; Levene, Malcolm I; Arabin, Birgit

2013-01-01

This article addresses the recrudescence of and new support for midwife-supervised planned home birth in the United States and the other developed countries in the context of professional responsibility. Advocates of planned home birth have emphasized patient safety, patient satisfaction, cost effectiveness, and respect for women's rights. We provide a critical evaluation of each of these claims and identify professionally appropriate responses of obstetricians and other concerned physicians to planned home birth. We start with patient safety and show that planned home birth has unnecessary, preventable, irremediable increased risk of harm for pregnant, fetal, and neonatal patients. We document that the persistently high rates of emergency transport undermines patient safety and satisfaction, the raison d'etre of planned home birth, and that a comprehensive analysis undermines claims about the cost-effectiveness of planned home birth. We then argue that obstetricians and other concerned physicians should understand, identify, and correct the root causes of the recrudescence of planned home birth; respond to expressions of interest in planned home birth by women with evidence-based recommendations against it; refuse to participate in planned home birth; but still provide excellent and compassionate emergency obstetric care to women transported from planned home birth. We explain why obstetricians should not participate in or refer to randomized clinical trials of planned home vs planned hospital birth. We call on obstetricians, other concerned physicians, midwives and other obstetric providers, and their professional associations not to support planned home birth when there are safe and compassionate hospital-based alternatives and to advocate for a safe home-birth-like experience in the hospital. Copyright © 2013 Mosby, Inc. All rights reserved.

On-the-job training makes the difference: healthcare assistants' perceived competence and responsibility in the care of patients with home mechanical ventilation.

Science.gov (United States)

Swedberg, Lena; Michélsen, Hans; Chiriac, Eva Hammar; Hylander, Ingrid

2015-06-01

To describe and analyse perceived competence and perceived responsibility among healthcare assistants (HC assistants), caring for patients with home mechanical ventilation (HMV) and other advanced caring needs, adjusted for socio-demographic and workplace background factors. A cross-sectional study was conducted including 128 HC assistants employed in Stockholm County, Sweden. The HC assistants responded to a study-specific questionnaire on perceived competence and perceived responsibility, provided socio-demographic and workplace background data, as well as information on the patient characteristics for the understanding of their work situations. Descriptive statistics and logistic regression analyses were performed. Eighty per cent of the HC assistants rated their perceived competence as high, and fifty-nine per cent rated their perceived responsibility as high. Fifty-five per cent lacked formal healthcare training, and only one in five of the HC assistants had a formal training equivalent with a licensed practical nurse (LPN) examination. Males lacked formal training to a greater extent than females and rated their competence accordingly. On-the-job training was significantly associated with high ratings on both perceived competence and perceived responsibility, and clinical supervision was associated with high rating on perceived responsibility. HC assistants with limited formal training self-reported their competence as high, and on-the-job training was found to be important. Also, clinical supervision was found important for their perception of high responsibility. In Sweden, HC assistants have a 24-hour responsibility for the care and safety of their patient with HMV and other advanced caring needs. The study results point out important issues for further research regarding formal training requirements as well as the needs for standardised workplace training and supervision of HC assistants. The consequences of transfer of responsibility by delegation from

Original Research Job satisfaction and attitudes towards nursing ...

African Journals Online (AJOL)

Nurses' job satisfaction is defined as the degree to which ... to provide safe, quality, and compassionate care has been ..... Nursing is a holy and noble profession because it gives service directly to ... Your participation in organizational decision making ..... Why some women fail to give birth at health facilities: a qualitative.

Coming to grips with challenging behaviour: a cluster randomised controlled trial on the effects of a new care programme for challenging behaviour on burnout, job satisfaction and job demands of care staff on dementia special care units

NARCIS (Netherlands)

Zwijsen, S.A.; Gerritsen, D.L.; Eefsting, J.A.; Smalbrugge, M.; Hertogh, C.M.P.M.; Pot, A.M.

2015-01-01

Background: Caring for people with dementia in dementia special care units is a demanding job. Challenging behaviour is one of the factors influencing the job satisfaction and burnout of care staff. A care programme for the challenging behaviour of nursing home residents with dementia might, next to

Coming to grips with challenging behaviour: a cluster randomised controlled trial on the effects of a new care programme for challenging behaviour on burnout, job satisfaction and job demands of care staff on dementia special care units

NARCIS (Netherlands)

Zwijsen, S.A.; Gerritsen, D.L.; Eefsting, J.A.; Smalbrugge, M.; Hertogh, C.M.; Pot, A.M.

2015-01-01

BACKGROUND: Caring for people with dementia in dementia special care units is a demanding job. Challenging behaviour is one of the factors influencing the job satisfaction and burnout of care staff. A care programme for the challenging behaviour of nursing home residents with dementia might, next to

[Work-related stress risk assessment in a home care agency].

Science.gov (United States)

Latocca, R; Riva, M A; D'Orso, M; Ploia, P; Rocca, S; De Vito, G; Cesana, G

2012-01-01

The workload, the quality of professional relationships and emotional involvement have a significant impact on distress and burnout in health care-workers; this impact has an hight variability among the different environments and different care facilities (hospital, erderly nursing homes, home care). The risk assessment of work-related stress performed in 2010 in a homecare agency highlighted organizational problems related to the content/context of work and risk factors for health and safety. High turn-over is evidenced as critical among the "sentinel events". The level of job-strain was moderate, even if some critical issues were evidenced especially in the group of physiotherapists; nurses were configured as a homogeneous group with a low level of job-strain. In informative meetings the workers identified the discomfort related to the time for transferring patients from their homes in a high-traffic metropolitan area was identified as the most critical aspect.

Working from Home and the Willingness to Accept a Longer Commute

NARCIS (Netherlands)

de Vos, D.W.; Meijers, E.J.; van Ham, M.

It is generally found that workers are more inclined to accept a job that is located farther away from home if they have the ability to work from home one day a week or more (telecommuting). Such findings inform us about the effectiveness of telecommuting policies that try to alleviate congestion

Home Network Security

NARCIS (Netherlands)

Scholten, Hans; van Dijk, Hylke

2008-01-01

Service discovery and secure and safe service usage are essential elements in the deployment of home and personal networks. Because no system administrator is present, setup and daily operation of such a network has to be automated as much as possible with a high degree of user friendliness. To

A comparison of working in small-scale and large-scale nursing homes: A systematic review of quantitative and qualitative evidence.

Science.gov (United States)

Vermeerbergen, Lander; Van Hootegem, Geert; Benders, Jos

2017-02-01

Ongoing shortages of care workers, together with an ageing population, make it of utmost importance to increase the quality of working life in nursing homes. Since the 1970s, normalised and small-scale nursing homes have been increasingly introduced to provide care in a family and homelike environment, potentially providing a richer work life for care workers as well as improved living conditions for residents. 'Normalised' refers to the opportunities given to residents to live in a manner as close as possible to the everyday life of persons not needing care. The study purpose is to provide a synthesis and overview of empirical research comparing the quality of working life - together with related work and health outcomes - of professional care workers in normalised small-scale nursing homes as compared to conventional large-scale ones. A systematic review of qualitative and quantitative studies. A systematic literature search (April 2015) was performed using the electronic databases Pubmed, Embase, PsycInfo, CINAHL and Web of Science. References and citations were tracked to identify additional, relevant studies. We identified 825 studies in the selected databases. After checking the inclusion and exclusion criteria, nine studies were selected for review. Two additional studies were selected after reference and citation tracking. Three studies were excluded after requesting more information on the research setting. The findings from the individual studies suggest that levels of job control and job demands (all but "time pressure") are higher in normalised small-scale homes than in conventional large-scale nursing homes. Additionally, some studies suggested that social support and work motivation are higher, while risks of burnout and mental strain are lower, in normalised small-scale nursing homes. Other studies found no differences or even opposing findings. The studies reviewed showed that these inconclusive findings can be attributed to care workers in some

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

Science.gov (United States)

Koning, Clare

2014-09-25

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

VegeSafe: A community science program measuring soil-metal contamination, evaluating risk and providing advice for safe gardening.

Science.gov (United States)

Rouillon, Marek; Harvey, Paul J; Kristensen, Louise J; George, Steven G; Taylor, Mark P

2017-03-01

The extent of metal contamination in Sydney residential garden soils was evaluated using data collected during a three-year Macquarie University community science program called VegeSafe. Despite knowledge of industrial and urban contamination amongst scientists, the general public remains under-informed about the potential risks of exposure from legacy contaminants in their home garden environment. The community was offered free soil metal screening, allowing access to soil samples for research purposes. Participants followed specific soil sampling instructions and posted samples to the University for analysis with a field portable X-ray Fluorescence (pXRF) spectrometer. Over the three-year study period, >5200 soil samples, primarily from vegetable gardens, were collected from >1200 Australian homes. As anticipated, the primary soil metal of concern was lead; mean concentrations were 413 mg/kg (front yard), 707 mg/kg (drip line), 226 mg/kg (back yard) and 301 mg/kg (vegetable garden). The Australian soil lead guideline of 300 mg/kg for residential gardens was exceeded at 40% of Sydney homes, while concentrations >1000 mg/kg were identified at 15% of homes. The incidence of highest soil lead contamination was greatest in the inner city area with concentrations declining towards background values of 20-30 mg/kg at 30-40 km distance from the city. Community engagement with VegeSafe participants has resulted in useful outcomes: dissemination of knowledge related to contamination legacies and health risks; owners building raised beds containing uncontaminated soil and in numerous cases, owners replacing all of their contaminated soil. Copyright © 2016 Elsevier Ltd. All rights reserved.

Care home manager attitudes to balancing risk and autonomy for residents with dementia.

Science.gov (United States)

Evans, Elizabeth A; Perkins, Elizabeth; Clarke, Pam; Haines, Alina; Baldwin, Ashley; Whittington, Richard

2018-02-01

To determine how care home managers negotiate the conflict between maintaining a safe environment while enabling the autonomy of residents with dementia. This is important because there is limited research with care home managers; yet, they are key agents in the implementation of national policies. Semi-structured interviews were conducted with 18 managers from care homes offering dementia care in the Northwest of England. Data were analysed using a thematic analysis approach. There were three areas in which care home staff reported balancing safety and risk against the individual needs of residents. First, the physical environment created a tension between safety and accessibility to the outside world, which meant that care homes provided highly structured or limited access to outdoor space. Second, care home managers reflected a balancing act between an individual's autonomy and the need to protect their residents' dignity. Finally, care home managers highlighted the ways in which an individual's needs were framed by the needs of other residents to the extent that on some occasions an individual's needs were subjugated to the needs of the general population of a home. There was a strong, even dominant, ethos of risk management and keeping people safe. Managing individual needs while maintaining a safe care home environment clearly is a constant dynamic interpersonal process of negotiating and balancing competing interests for care home managers.

A selection of problems related to safe working conditions in nuclear power plants

International Nuclear Information System (INIS)

Brunner, K.H.

1984-01-01

Two representative examples were chosen to demonstrate that the problems related to safe working conditions can be solved with work being prepared extensively and in detail taking into consideration radiation protection and conventional job safety measures and with qualified staff. Most of the job safety problems in nuclear power plants are pretty much the same as in conventional plants. Despite successful implementation of employment and radiation protection in nuclear power plants, improvements in detail are possible and make sense. (orig.) [de

Starting a Second Chance Home: A Guide for Policymakers and Practitioners.

Science.gov (United States)

Reich, Kathy; Kelly, Lisa M.

This guide outlines 10 basic steps for policymakers and practitioners interested in creating Second Chance Homes in their areas. Second Chance Homes provide stable, nurturing environments for teen families with access to child care, education, job training, counseling, and advice on parenting and life skills. The guide is based on interviews with…

Nurses' satisfaction with shiftwork and associations with work, home and health characteristics: a survey in the Netherlands.

Science.gov (United States)

Peters, Velibor P J M; de Rijk, Angelique E; Boumans, Nicolle P G

2009-12-01

This paper is a report of a study conducted to determine if satisfaction with irregular working hours that are a form of shiftwork operates as a mediator between work and home characteristics and health problems. Shiftwork contributes to health problems, decreased well-being and poorer health habits. It also affects employees' decisions to leave the healthcare sector. Although many nurses voluntarily work shifts, there have been few studies of their satisfaction with irregular working hours when these are a form of shiftwork. A survey was carried out with 144 nurses working in three nursing homes and one care home in the Netherlands. Questionnaires were distributed in 2003 to 233 nurses who worked shifts (response rate 60%). The questionnaire contained items on work and home characteristics, satisfaction with irregular working hours that are a form of shiftwork and health. A new scale to measure satisfaction with irregular working hours was constructed. All work characteristics, but no home characteristics, were associated with satisfaction with irregular working hours. The work characteristics 'job demands' and the home characteristics 'autonomy at home' and 'home demands' were associated with health. Satisfaction with irregular working hours did not mediate between work/home characteristics and health. Those reporting more social support, lower job demands and more job autonomy were more satisfied with their irregular working times that were a form of shiftwork. Satisfaction with irregular working hours is a useful construct that requires further longitudinal study. The results also underline the importance of considering home characteristics when predicting health outcomes.

Lower back pain in nurses working in home care: linked to work-family conflict, emotional dissonance, and appreciation?

Science.gov (United States)

Elfering, Achim; Häfliger, Evelyne; Celik, Zehra; Grebner, Simone

2018-07-01

In industrial countries home care services for elderly people living in the community are growing rapidly. Home care nursing is intensive and the nurses often suffer from musculoskeletal pain. Time pressure and job control are job-related factors linked to the risk of experiencing lower back pain (LBP) and LBP-related work impairment. This survey investigated whether work-family conflict (WFC), emotional dissonance and being appreciated at work have incremental predictive value. Responses were obtained from 125 home care nurses (63% response rate). Multiple linear regression showed that emotional dissonance and being appreciated at work predicted LBP intensity and LBP-related disability independently of time pressure and job control. WFC was not a predictor of LBP-related disability in multiple regression analyses despite a zero-order correlation with it. Redesigning the working pattern of home care nurses to reduce the emotional demands and improve appreciation of their work might reduce the incidence of LBP in this group.

Green Jobs: Definition and Method of Appraisal of Chemical and Biological Risks.

Science.gov (United States)

Cheneval, Erwan; Busque, Marc-Antoine; Ostiguy, Claude; Lavoie, Jacques; Bourbonnais, Robert; Labrèche, France; Bakhiyi, Bouchra; Zayed, Joseph

2016-04-01

In the wake of sustainable development, green jobs are developing rapidly, changing the work environment. However a green job is not automatically a safe job. The aim of the study was to define green jobs, and to establish a preliminary risk assessment of chemical substances and biological agents for workers in Quebec. An operational definition was developed, along with criteria and sustainable development principles to discriminate green jobs from regular jobs. The potential toxicity or hazard associated with their chemical and biological exposures was assessed, and the workers' exposure appraised using an expert assessment method. A control banding approach was then used to assess risks for workers in selected green jobs. A double entry model allowed us to set priorities in terms of chemical or biological risk. Among jobs that present the highest risk potential, several are related to waste management. The developed method is flexible and could be adapted to better appraise the risks that workers are facing or to propose control measures. © The Author 2015. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.

Safe practices and financial considerations in using oral chemotherapeutic agents.

Science.gov (United States)

Bartel, Sylvia B

2007-05-01

Safe handling practices and financial concerns associated with oral chemotherapy in non-traditional settings are discussed. Oral chemotherapy may pose a risk to patients because of a narrow therapeutic index, complex dosing regimen, dispensing by community pharmacists without prescription order review by an oncology pharmacist or nurse, or self-administration in the home or another nontraditional setting, where patient monitoring is infrequent. Errors in prescribing, dispensing, and administration and patient or caregiver misunderstandings are potential problems with the use of oral chemotherapy that need to be addressed when developing safe practices. Changes in Medicare pharmaceutical reimbursement rates and rules need to be monitored because they have the potential to affect patient care and outcomes. Patient assistance programs and advocacy groups can help alleviate financial concerns associated with oral chemotherapy. Consensus guidelines specific to safe handling of oral chemotherapy in the home or other nontraditional setting need to be developed. Also, healthcare providers must understand reimbursement and provide direction to patients when patient assistance programs or advocacy groups can assist with the financial challenges of oral chemotherapy.

Mobbing among care workers in nursing homes: A cross-sectional secondary analysis of the Swiss Nursing Homes Human Resources Project.

Science.gov (United States)

Tong, Myriam; Schwendimann, René; Zúñiga, Franziska

2017-01-01

As a category of bullying, mobbing is a form of violence in the workplace that damages the employing organization as well as the targeted employee. In Europe, the overall prevalence of mobbing in healthcare is estimated at 4%. However, few studies have explored mobbing among long-term care workers. This study aims to examine the frequency of mobbing in Swiss nursing homes and its relationships with care workers' (i.e. registered nurse, licensed practical nurse, assistant nurse, nurse aide) health status, job satisfaction, and intention to leave, and to explore the work environment as a contributing factor to mobbing. A cross-sectional, multi-center sub-study of the Swiss Nursing Homes Human Resource Project (SHURP). Nursing homes in Switzerland's three language regions. A total of 162 randomly selected nursing homes with 20 or more beds, including 5311 care workers with various educational levels. Controlling for facility and care worker characteristics, generalized estimation equations were used to assess the relationships between mobbing and care workers' health status, job satisfaction, and intention to leave as well as the association of work environment factors with mobbing. In Swiss nursing homes, 4.6% of surveyed care workers (n=242) reported mobbing experiences in the last 6 months. Compared to untargeted persons, those directly affected by mobbing had higher odds of health complaints (Odds Ratios (OR): 7.81, 95% CI 5.56-10.96) and intention to leave (OR: 5.12, 95% CI 3.81-6.88), and lower odds of high job satisfaction (OR: 0.19, 95% CI 0.14-0.26). Odds of mobbing occurrences increased with declining teamwork and safety climate (OR: 0.41, 95% CI 0.30-0.58), less supportive leadership (OR: 0.42, 95% CI 0.30-0.58), and higher perceived inadequacy of staffing resources (OR: 0.66, 95% CI 0.48-0.92). Mobbing experiences in Swiss nursing homes are relatively rare. Alongside teamwork and safety climate, risk factors are strongly associated with superiors

Exploring correlates of turnover among nursing assistants in the National Nursing Home Survey.

Science.gov (United States)

Temple, April; Dobbs, Debra; Andel, Ross

2011-01-01

High turnover of nursing assistants (NAs) has implications for the quality of nursing home care. Greater understanding of correlates of NA turnover is needed to provide insight into possible retention strategies. This study examined nursing home organizational characteristics and specific job characteristics of staff in relation to turnover of NAs. Cross-sectional data on 944 nationally representative nursing homes were derived from the 2004 National Nursing Home Survey. Using a 3-month turnover rate, 25% of the facilities with the lowest turnover rates were classified as low turnover, 25% of the facilities with the highest turnover were classified as high turnover, and the remaining 50% of the facilities were classified as moderate turnover. Multinomial logistic regression was used to examine organizational and job characteristics associated with low and high turnover compared with moderate turnover. One organizational characteristic, staffing levels at or greater than 4.0 hours per patient day, was associated with greater odds of low NA turnover and reduced odds of high NA turnover. Job characteristics including higher wages and union membership were associated with greater odds of low NA turnover, whereas wages, fully paid health insurance, employee assistance benefits, and involvement in resident care planning were associated with reduced odds of high NA turnover. The results of this study suggest that job characteristics of NA staff may be particularly important for turnover. Specifically, the provision of competitive wages and benefits (particularly health insurance) and involvement of NAs in resident care planning could potentially reduce NA turnover, as could maintaining high levels of nurse staffing.

Design of the DIRECT-project : interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

NARCIS (Netherlands)

Spoor, E.M.B.; Jonge, de J.; Hamers, J.P.H.

2010-01-01

Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still

Microcontroller Based Home Security and Load Controlling Using Gsm Technology

OpenAIRE

Mustafijur Rahman; A.H.M Zadidul Karim; Sultanur Nyeem; Faisal Khan; Golam Matin

2015-01-01

"Home automation" referred to as 'Intelligent home' or 'automated home', indicates the automation of daily tasks with electrical devices used in homes. This could be the control of lights or more complex chores such as remote viewing of the house interiors for surveillance purposes. The emerging concept of smart homes offers a comfortable, convenient and safe and secure environment for occupants. These include automatic load controlling, fire detection, temperature sensing, and motion detecti...

Prevalence and correlates of job stress among junior doctors in the ...

African Journals Online (AJOL)

Prevalence and correlates of job stress among junior doctors in the ... Journal Home > Vol 14, No 2 (2016) > ... Descriptive statistics were generated. ... 61.3% were males, 59% had spent less than 5 years in medical practice, and 34.8% were ...

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...

Improving community health worker use of malaria rapid diagnostic tests in Zambia: package instructions, job aid and job aid-plus-training

Directory of Open Access Journals (Sweden)

Mulholland Kurt

2008-08-01

Full Text Available Abstract Background Introduction of artemisinin combination therapy (ACT has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs, particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii whether simple, mostly pictorial instructions (a "job aid" could raise performance to adequate levels; and (iii whether a brief training programme would produce further improvement. Methods The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32 was guided only by manufacturer's instructions. The second (n = 21 used only the job aid. The last (n = 26 used the job aid after receiving a three-hour training. Results Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test

Work-to-family conflict as a mediator of the relationship between job satisfaction and turnover intention.

Science.gov (United States)

Chen, I-Hui; Brown, Roger; Bowers, Barbara J; Chang, Wen-Yin

2015-10-01

To investigate the mediating effect of work-to-family conflict on the relationship between job satisfaction and turnover intention among licensed nurses in long-term care settings. The considerable research on turnover in long-term care has primarily focused on the impact of job satisfaction on turnover intention. Given the well-documented high turnover rate in nursing home staffing, dissatisfaction is expected to continue. Alternatives (e.g. reduction in work-to-family conflict) for reducing turnover under the circumstance of job dissatisfaction have not been investigated extensively. A cross-sectional mailed survey. A convenience sample comprising 200 nurses from 25 private nursing homes in Central Taiwan was created. Data were collected from nurses about their level of turnover intention, job satisfaction and work-to-family conflict in 2012. A composite indicator structural equation model was used to examine the mediation model of this study. Overall, 186 nurses (93%) returned the completed questionnaires. Consistent with published research from other countries, turnover intention in our study was significantly and negatively associated with job satisfaction and significantly and positively associated with work-to-family conflict. In addition, job dissatisfaction indirectly influenced turnover intention through high work-to-family conflict. Findings from this study indicate the importance of work-to-family conflict to nurse turnover. While work setting has a strong, well-documented influence on job satisfaction, limiting job satisfaction efforts to work setting improvements may not yield the hoped-for results unless work-to-family conflict is also considered and addressed. © 2015 John Wiley & Sons Ltd.

Verification of Generic Ubiquitous Middleware for Smart Home Using Coloured Petri Nets

OpenAIRE

Madhusudanan. J; Anand. P; Hariharan. S; V. Prasanna Venkatesan

2014-01-01

Smart home is a relatively new technology, where we applied pervasive computing in all the aspects, so as to make our jobs or things that we normally do in-side the home in a very easier way. Originally, a smart home technology was used to control environmental systems such as lighting and heating; but recently the use of smart technology has been developed so that almost any electrical component within the home can be included in the system. Usually in pervasive computing, a middleware is de...

75 FR 32237 - Information Collection Requirements

Science.gov (United States)

2010-06-07

.... Title: Bad Order and Home Shop Card. OMB Control Number: 2130-0519. Type of Request: Extension without... installations are to be drop-tested at the job site after initial installation and before being used as a fall... is maintained at the job site promotes safe bridge worker practices. Form Number(s): N/A. Annual...

Training to Increase Safe Tray Carrying Among Cocktail Servers

OpenAIRE

Scherrer, Megan D; Wilder, David A

2008-01-01

We evaluated the effects of training on proper carrying techniques among 3 cocktail servers to increase safe tray carrying on the job and reduce participants' risk of developing musculoskeletal disorders. As participants delivered drinks to their tables, their finger, arm, and neck positions were observed and recorded. Each participant received individual safety training that focused on proper carrying positions and techniques after baseline data were collected. A multiple baseline design acr...

Home drinking-water purifiers

International Nuclear Information System (INIS)

Pizzichini, Massimo; Pozio, Alfonso; Russo, Claudio

2005-01-01

To salve the widespread problem of contaminated drinking water, home purifiers are now sold in Italy as well as other countries. This article describes how these devices work, how safe they are to use and how safe the water they produce, in the broad context of regulations on drinking water and mineral water. A new device being developed by ENEA to treat municipal water and ground water could provide greater chemical and bacteriological safety. However, the appearance of these new systems makes it necessary to update existing regulations [it

Balance of power shifts when providing care in patients' homes.

Science.gov (United States)

Sander, Ruth

2011-06-01

Nursing practice at home involves entering a place where the patient's and family's values and habits predominate. In hospital, nurses work in safe territory with the aid of conferred authority but this manner might not be suitable in a patient's own home. When people need nursing care, the meaning of home is at risk of changing.

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.

Workplace accommodations and job success for persons with bipolar disorder.

Science.gov (United States)

Tremblay, Carol Horton

2011-01-01

This research seeks to identify job characteristics and workplace policies conducive to the job success of individuals with bipolar disorder, and to examine the interactions between employers and bipolar employees regarding requested workplace accommodations. The study population consists of 39 adults who were in outpatient care and diagnosed with bipolar I or II disorder. Each participant completed a mail-in questionnaire regarding workplace characteristics that would enhance job performance. Primary beneficial work characteristics reported are schedule flexibility, autonomy, and supervisor willingness to provide accommodations. Specific helpful characteristics noted by participants include allowances for working at home, leaves of absence, frequent breaks, barriers between work spaces, control over goal-setting, creativity, and avoidance of jobs with pace set by machinery. Twelve of the 26 workers requested workplace changes, and of the 12 requests, 10 were implemented. Incidents of employer bias were reported. The experiences of the survey participants regarding beneficial workplace accommodations may help to improve the productivity and well-being of other individuals with bipolar disorder.

The implementation of intelligent home controller

Science.gov (United States)

Li, Biqing; Li, Zhao

2018-04-01

This paper mainly talks about the working way of smart home terminal controller and the design of hardware and software. Controlling the lights and by simulating the lamp and the test of the curtain, destroy the light of lamp ON-OFF and the curtain's UP-DOWN by simulating the lamp and the test of the cuetain. Through the sensor collects the ambient information and sends to the network, such as light, temperature and humidity. Besides, it can realise the control of intelligent home control by PCS. Terminal controller of intelligent home which is based on ZiBee technology has into the intelligent home system, it provides people with convenient, safe and intelligent household experience.

The home health workforce: a distinction between worker categories.

Science.gov (United States)

Stone, Robyn; Sutton, Janet P; Bryant, Natasha; Adams, Annelise; Squillace, Marie

2013-01-01

The demand for home health aides is expected to rise, despite concerns about the sustainability of this workforce. Home health workers receive low wages and little training and have high turnover. It is difficult to recruit and retain workers to improve clinical outcomes. This study presents national estimates to examine how home health workers and the subgroup of workers differ in terms of sociodemographic characteristics, compensation, benefits, satisfaction, and retention. Hospice aides fare better than other categories of workers and are less likely to leave their job. Policymakers should consider strategies to increase the quality and stability of this workforce.

Occupational Home Economics Education Series. Fabrics and Textiles Merchandising. Competency Based Teaching Module.

Science.gov (United States)

Martin, Ruth

This module, one of ten competency based modules developed for vocational home economics teachers, is based on a job cluster in fabric and textiles merchandising. It is designed for use with a variety of groups including grades 9-14 and adults. Focusing on the specific job title fabric and textiles salesperson, ten competencies and the student…

Life on the line: Job demands, perceived co-worker support for safety, and hazardous work events.

Science.gov (United States)

Turner, Nick; Chmiel, Nik; Hershcovis, M Sandy; Walls, Melanie

2010-10-01

The present study of 334 United Kingdom trackside workers tested an interaction hypothesis. We hypothesized, drawing on the job demands-resources framework, that perceived support for safety (from senior managers, supervisors, and coworkers) as job resources would weaken the relationship between higher job demands and more frequent hazardous work events. Consistent with social impact theory, we predicted that perceived coworker support for safety would be particularly influential when trackside workers faced higher job demands. Moderated multiple regression showed that, of all three sources of perceived support for safety, perceived coworker support for safety was most important for keeping employees safe in the face of high job demands. © 2010 APA, all rights reserved.

Home health care nurses' perceptions of empowerment.

Science.gov (United States)

Williamson, Kathleen M

2007-01-01

This exploratory study involved the triangulation of qualitative (interview and observation) and quantitative methods (Psychological Empowerment Instrument). This study examined the individual home care nurses' perception of empowerment and how it influences decisions in the home clinical setting. Fifteen nurses were self-selected to participate. All completed an interview, and were observed and given Likert Instrument to complete. A framework analysis was performed to identify mutually exclusive and exhaustive emergent themes and patterns within the data. Home care nurses described that enpowerment is in the interaction between nurse and patient, and nurse and health care provider. Empowered is defined as being independent, confident, trusting, and comfortable with providing quality care. Home health care nurses believe that having the ability to practice collaboratively and build professional relationships was essential. Nurses in this study perceived empowerment as having meaning, choice, and competence in their job.

Volunteer Computing Experience with ATLAS@Home

CERN Document Server

Cameron, David; The ATLAS collaboration; Bourdarios, Claire; Lan\\c con, Eric

2016-01-01

ATLAS@Home is a volunteer computing project which allows the public to contribute to computing for the ATLAS experiment through their home or office computers. The project has grown continuously since its creation in mid-2014 and now counts almost 100,000 volunteers. The combined volunteers' resources make up a sizable fraction of overall resources for ATLAS simulation. This paper takes stock of the experience gained so far and describes the next steps in the evolution of the project. These improvements include running natively on Linux to ease the deployment on for example university clusters, using multiple cores inside one job to reduce the memory requirements and running different types of workload such as event generation. In addition to technical details the success of ATLAS@Home as an outreach tool is evaluated.

Coming to grips with challenging behaviour: a cluster randomised controlled trial on the effects of a new care programme for challenging behaviour on burnout, job satisfaction and job demands of care staff on dementia special care units.

Science.gov (United States)

Zwijsen, S A; Gerritsen, D L; Eefsting, J A; Smalbrugge, M; Hertogh, C M P M; Pot, A M

2015-01-01

Caring for people with dementia in dementia special care units is a demanding job. Challenging behaviour is one of the factors influencing the job satisfaction and burnout of care staff. A care programme for the challenging behaviour of nursing home residents with dementia might, next to diminishing the challenging behaviour of residents, improve job satisfaction and reduce the care staff's feelings of burnout. To determine the effects of a care programme for the challenging behaviour of nursing home residents with dementia on the burnout, job satisfaction and job demands of care staff. The care programme was implemented according to a stepped wedge design in which care units were randomly divided over five groups with different time points of starting with implementation. 17 Dutch dementia special care units. Care staff members of the 17 units. The care programme consists of an education package and of various structured assessment tools that guide professionals through the multidisciplinary detection, analysis, treatment and evaluation of treatment of challenging behaviour. Burnout, job satisfaction and job demands were measured before implementation, halfway through the implementation process and after all the care units had implemented the care programme. Burnout was measured with the Dutch version of the Maslach burnout inventory (UBOS-C, three subscales); job satisfaction and job demands were measured with subscales of the Leiden Quality of Work Questionnaire. Mixed model analyses were used to determine effects. Care staff could not be blinded for the intervention. Of the 1441 questionnaires, 645 were returned (response 45%, 318 control measurements, 327 intervention measurements) by 380 unique care staff members. Significant effects were found on job satisfaction (0.93, 95% CI 0.48-1.38). On the other outcomes, no significant changes in the scores were found. Positive effects of using the Grip on Challenging behaviour care programme were found on job

A study on relationship between quality of work life and job satisfaction

Directory of Open Access Journals (Sweden)

Heydar Mohammadi

2013-10-01

Full Text Available A healthy and good work condition is often involved with other factors such as leadership style, management, etc. In this paper, we present an empirical investigation to study the effects of the quality of work life on job satisfaction. The study uses a standard questionnaire and distributes it among all 86 full time employees of two governmental agencies in Iran, Supreme Audit Court and Interior Ministry, and Cronbach alphas has been calculated as 0.92. The main hypothesis of this survey considers the relationship between job satisfaction and quality of work life and there. There are also eleven sub-hypotheses associated with this survey including fair and sufficient payment, safe and healthy work conditions, equal job opportunities, rule of law, service training, integration and social cohesion, human development capabilities, organizational structure, delegation of authority, job satisfaction and employee participation. The results of survey have confirmed that there were some meaningful relationships between the quality of work life on job satisfaction in both organizations.

Working from Home and the Willingness to Accept a Longer Commute

OpenAIRE

de Vos, Duco; Meijers, Evert J.; van Ham, Maarten

2017-01-01

It is generally found that workers are more inclined to accept a job that is located farther away from home if they have the ability to work from home one day a week or more (telecommuting). Such findings inform us about the effectiveness of telecommuting policies that try to alleviate congestion and transport related emissions, but they also stress that the geography of labour markets is changing due to information technology. We argue that estimates of the effect of working from home on com...

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...

Partnering for optimal respiratory home care: physicians working with respiratory therapists to optimally meet respiratory home care needs.

Science.gov (United States)

Spratt, G; Petty, T L

2001-05-01

The need for respiratory care services continues to increase, reimbursement for those services has decreased, and cost-containment measures have increased the frequency of home health care. Respiratory therapists are well qualified to provide home respiratory care, reduce misallocation of respiratory services, assess patient respiratory status, identify problems and needs, evaluate the effect of the home setting, educate the patient on proper equipment use, monitor patient response to and complications of therapy, monitor equipment functioning, monitor for appropriate infection control procedures, make recommendations for changes to therapy regimen, and adjust therapy under the direction of the physician. Teamwork benefits all parties and offers cost and time savings, improved data collection and communication, higher job satisfaction, and better patient monitoring, education, and quality of life. Respiratory therapists are positioned to optimize treatment efficacy, maximize patient compliance, and minimize hospitalizations among patients receiving respiratory home care.

[The planned home care transfer by a local medical support hospital and the introduction to home intravenous hyper alimentation--the making of a home care patient's instruction plan document].

Science.gov (United States)

Shinobu, Akiko; Ohtsu, Yoko

2004-12-01

It is important to offer continuous medical service without interrupting everyone's various job functions at the Tama Numbu-Chiiki Hospitals in order to secure the quality and safety of home medical care to patients and their families. From 1998 up to the present, home intravenous hyper alimentation (home IVH) has been introduced by individually exchanging information that was based on items such as clinical case, doctor and caregiver in charge of the day, and introductory information. Five years have passed since we started an introduction of home IVH, and it appears that the medical cooperation of home IVH between the Minami-tama medical region and its neighboring area has been established. Then, we arranged an examination of the past 2 years based on the 57 patients who elected to choose home IVH instruction. Consequently, we created "home IVH introduction plan document" in standardizing a flow from home IVH introduction to post-hospital intervention. Since November of 2003, the plan document has been utilized and carried out to 5 patients by the end of February in 2004. This home IVH introduction plan document was able to clarify the role of medical person in connection with the patient. Therefore, we could not only share the information, but also could transfer medical care smoothly from the hospital to the patient's home.

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

Science.gov (United States)

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

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

The final report of ''on-the-job training'' on the CANDU reactor

International Nuclear Information System (INIS)

Kim, D.H.; Koh, B.J.

1983-01-01

This is the final Report for the technical ''on-the-job traning'' for the Wolsung CANDU nuclear power plant which is the first Pressurized Heavy Water Reactor setting up in Korea. The technical ''on-the-job traning'' was established to increase the capability for the nuclear safety evaluation in order to contribute the future safe operation of the CANDU nuclear power plant. The training has been excuted through three level courses as elementary, intermediate and ''on-the-job training'' at Wolsung power plant. The elementary course was introduction to the CANDU basics and fundamentals. The intermediate course was the more advanced course, and the detailed concepts and engineering explanations of the CANDU system had been instructed. The third course was the ''on-the-job training'' at the Wolsung plant site, which was the most emphasized course during the project. (Author)

Employer retention strategies and their effect on nurses' job satisfaction and intent to stay.

Science.gov (United States)

Ellenbecker, Carol Hall; Samia, Linda; Cushman, Margaret J; Porell, Frank W

2007-01-01

Faced with a nursing shortage and anticipated increase in demand, home care agencies are implementing retention strategies with little knowledge of their effectiveness. The purpose of this study is to describe the strategies implemented and their effect on nurse job satisfaction and intention to leave. Data were collected from a random sample of 123 New England agencies during in-person interviews. Most agencies reported implementing multiple recruitment and retention strategies. Regression results suggest that the effects of employer retention strategy on nurses' intent to stay are the indirect result of its effects on job satisfaction. The only retention intervention that made a statistically significant difference in job satisfaction was shared governance, and no retention strategy directly affected nurses' intention to stay in their jobs.

Work related characteristics, work-home and home-work interference and burnout among primary healthcare physicians: a gender perspective in a Serbian context.

Science.gov (United States)

Putnik, Katarina; Houkes, Inge

2011-09-23

Little information exists on work and stress related health of medical doctors in non-EU countries. Filling this knowledge gap is needed to uncover the needs of this target population and to provide information on comparability of health related phenomena such as burnout across countries. This study examined work related characteristics, work-home and home-work interference and burnout among Serbian primary healthcare physicians (PHPs) and compared burnout levels with other medical doctors in EU countries. Data were collected via surveys which contained Maslach Burnout Inventory and other validated instruments measuring work and home related characteristics. The sample consisted of 373 PHPs working in 12 primary healthcare centres. Data were analysed using t-tests and Chi square tests. No gender differences were detected on mean scores of variables among Serbian physicians, who experience high levels of personal accomplishment, workload, job control and social support, medium to high levels of emotional exhaustion, medium levels of depersonalisation and work-home interference, and low levels of home-work interference. There were more women than men who experienced low job control and high depersonalisation. Serbian physicians experienced significantly higher emotional exhaustion and lower depersonalisation than physicians in some other European countries. To diminish excessive workload, the number of physicians working in primary healthcare centres in Serbia should be increased. Considering that differences between countries were detected on all burnout subcomponents, work-related interventions for employees should be country specific. The role of gender needs to be closely examined in future studies as well.

Work related characteristics, work-home and home-work interference and burnout among primary healthcare physicians: A gender perspective in a Serbian context

Directory of Open Access Journals (Sweden)

Houkes Inge

2011-09-01

Full Text Available Abstract Background Little information exists on work and stress related health of medical doctors in non-EU countries. Filling this knowledge gap is needed to uncover the needs of this target population and to provide information on comparability of health related phenomena such as burnout across countries. This study examined work related characteristics, work-home and home-work interference and burnout among Serbian primary healthcare physicians (PHPs and compared burnout levels with other medical doctors in EU countries. Methods Data were collected via surveys which contained Maslach Burnout Inventory and other validated instruments measuring work and home related characteristics. The sample consisted of 373 PHPs working in 12 primary healthcare centres. Data were analysed using t-tests and Chi square tests. Results No gender differences were detected on mean scores of variables among Serbian physicians, who experience high levels of personal accomplishment, workload, job control and social support, medium to high levels of emotional exhaustion, medium levels of depersonalisation and work-home interference, and low levels of home-work interference. There were more women than men who experienced low job control and high depersonalisation. Serbian physicians experienced significantly higher emotional exhaustion and lower depersonalisation than physicians in some other European countries. Conclusions To diminish excessive workload, the number of physicians working in primary healthcare centres in Serbia should be increased. Considering that differences between countries were detected on all burnout subcomponents, work-related interventions for employees should be country specific. The role of gender needs to be closely examined in future studies as well.

Compensating Differentials and Income Taxes: Are the Wages of Dangerous Jobs More Responsive to Tax Changes than the Wages of Safe Jobs?

Science.gov (United States)

Powell, David

2012-01-01

Income taxes distort the relationship between wages and nontaxable amenities. When the marginal tax rate increases, amenities become more valuable as the compensating differential for low-amenity jobs is taxed away. While there is evidence that the provision of amenities responds to taxes, the literature has ignored the consequences for job…

Smart Home : A Social, Technological and Virtual Learning and Development Environment

OpenAIRE

Heimovaara-Kotonen, Essi (ed.)

2014-01-01

All people have the right to good housing regardless of their age or functional capacity. The objective of the Smart Home environment is to present solutions that enable accessible and safe housing and promote meaningful assistance and life at home. The goal of building the Smart Home environment was to find a useroriented, comprehensive solution for the client, which maintains the client’s own control over his or her home environment. The Smart Home was also built to serve the developme...

Development of Safe Food Handling Guidelines for Korean Consumers.

Science.gov (United States)

Kang, Hee-Jin; Lee, Min-Woo; Hwang, In-Kyeong; Kim, Jeong-Weon

2015-08-01

The purpose of this study was to develop guidelines for Korean consumers with regard to safe food handling practices at home by identifying current food handling issues. Korean consumers' behaviors regarding their safe food handling were identified via survey questionnaires that included items on individual hygiene practices, prepreparation steps when cooking, the cooking process, and the storage of leftover foods. The subjects were 417 Korean parents with elementary school children living in Seoul and Gyeonggi Province in the central area of Korea. The survey results revealed gaps between the knowledge or practices of Korean consumers and scientific evidence pertaining to safe food handling practices. Based on these findings, a leaflet on safe food handling guidelines was developed in accordance with Korean food culture. These guidelines suggest personal hygiene practices as well as fundamental principles and procedures for safe food handling from the stage of food purchase to that of keeping leftover dishes. A pilot application study with 50 consumers revealed that the guidelines effectively improved Korean consumers' safe food handling practices, suggesting that they can serve as practical educational material suitable for Korean consumers.

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

Science.gov (United States)

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

2013-04-01

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

On-line hemodiafiltration at home.

Science.gov (United States)

Vega, Almudena; Abad, Soraya; Macías, Nicolás; Aragoncillo, Inés

2018-04-01

Survival with online hemodiafiltration (OL-HDF) is higher than with hemodialysis; frequent hemodialysis has also improved survival and quality of life. Home hemodialysis facilitates frequent therapy. We report our experience with 2 patients with stage 5 CKD who started home hemodialysis with OL-HDF in November 2016. After a training period at the hospital, they started home hemodialysis with OL-HDF after learning how to manage dialysis monitors and how to administer water treatment. We used the "5008-home" (FMC © ) monitor, and the Acqua C © (Fresenius Medical Care) for water treatment. Water conductivity was always checked before and during dialysis sessions and was always 2.5 to 3 mS/cm. Water cultures always fulfilled the criteria for ultrapurity. As far as we know, this is the first report on patients receiving OL-HDF at home. The technique proved to be safe and valid for renal replacement therapy and transfers the benefits of hospital convective therapy to the home setting. Future data will enable us to determine whether survival has also improved. © 2017 International Society for Hemodialysis.

Ohio Department of Health Home

Science.gov (United States)

Business Award Flu Season Media button unselected Media button selected Data Stats button unselected Data unselected Contact Us button selected Start Talking Help Me Grow WIC (Women, Infants & Children) Office , sleep-related deaths and birth defects. Makes it easier for Ohio families to identify lead-safe homes

Work-home interaction of employees in the mining industry

Directory of Open Access Journals (Sweden)

Karina Mostert

2011-08-01

Full Text Available This study aimed to test the construct validity, factorial invariance and reliability of the Survey Work-Home Interaction-NijmeGen (SWING and to explore whether and how the work-home interaction of various socio-demographic groups differ. Random samples (n = 320 were taken of employees in the mining industry. The confirmatory factor analysis results supported the proposed four-factor structure measuring negative/positive work-home interference and negative/positive home-work interference. The multi-group invariance analyses’ results for two language and ethnic groups also supported the factorial invariance of the SWING. All the scales were found to be reliable. Statistically significant differences in work-home interaction were found, based on age, ethnicity, gender, education, marital status, parental status, language, flexibility at work and individuals who had a partner with a paid job.

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

Directory of Open Access Journals (Sweden)

Adrianna Potocka

2013-04-01

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

Safe delivery practices: experience from cross-sectional data of Bangladeshi women.

Science.gov (United States)

Kabir, M A; Goh, Kim-Leng; Khan, M M H; Al-Amin, Abul Quasem; Azam, Mohammad Nurul

2015-03-01

This study examines the safe delivery practices of Bangladeshi women using data on 4905 ever-married women aged 15 to 49 years from the 2007 Bangladesh Demographic and Health Survey. Variables that included age, region of origin, education level of respondent and spouse, residence, working status, religion, involvement in NGOs, mass media exposure, and wealth index were analyzed to find correlates of safe delivery practices. More than 80% of the deliveries took place at home, and only 18% were under safe and hygienic conditions. The likelihood of safe deliveries was significantly lower among younger and older mothers than middle-aged mothers and higher among educated mothers and those living in urban areas. Economically better-off mothers and those with greater exposure to mass media had a significantly higher incidence of safe delivery practices. A significant association with religion and safe delivery practices was revealed. Demographic, socioeconomic, cultural, and programmatic factors that are strongly associated with safe delivery practices should be considered in the formulation of reproductive health policy. © 2012 APJPH.

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

Science.gov (United States)

Cowin, Leanne S; Moroney, Robyn

2018-01-01

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

Recovery After Stroke: Managing Life at Home

Science.gov (United States)

... be made before you go home. Staying Safe Connected and  Write out emergency phone numbers in large ... learn how to manage many sharp or hot objects that pose serious dangers in the kitchen. To ...

Job sharing: impact on the general well-being of female nurses.

Science.gov (United States)

Kane, D; Kartha, A

1992-01-01

Women today have more life choices than ever before: career, marriage, motherhood, or any combination of the three. Unfortunately little has been done to make up for the competing demands of these roles. Job sharing may be the alternative choice which allows working women to cope with the multiple stressors of having it all--career and family without having to sacrifice their sense of well-being. Nursing administrators stand to benefit from a work schedule alternative which promotes a healthy balance between work and family. Job sharing may offer a solution to the loss of valued staff nurses who require less than full-time employment. In order to compare the general well-being of female nurses who are employed in full-time, casual part-time, and job sharing positions a descriptive correlation study was conducted. One hundred female nurses between the ages of 22 and 40 who have their children living at home with them completed the 18-Item General Well-Being Questionnaire. Additional questions regarding job satisfaction, physical health status, and demographic data were also included. The results of the analyses of variances revealed there were no statistical differences between the general well-being scores of women working full-time, casual part-time, or job sharing. However, crosstabulations showed the job sharing nurses had the highest ratings for job satisfaction and physical health status.

Explaining worker strain and learning: how important are emotional job demands?

Science.gov (United States)

Taris, Toon W; Schreurs, Paul J G

2009-05-01

This study examined the added value of emotional job demands in explaining worker well-being, relative to the effects of task characteristics, such as quantitative job demands, job control, and coworker support. Emotional job demands were expected to account for an additional proportion of the variance in well-being. Cross-sectional data were obtained from 11,361 female Dutch home care employees. Hierarchical stepwise regression analysis demonstrated that low control, low support and high quantitative demands were generally associated with lower well-being (as measured in terms of emotional exhaustion, dedication, professional accomplishment and learning). Moreover, high emotional demands were in three out of four cases significantly associated with adverse well-being, in these cases accounting for an additional 1-6% of the variance in the outcome variables. In three out of eight cases the main effects of emotional demands on well-being were qualified by support and control, such that high control and high support either buffered the adverse effects of high emotional demands on well-being or increased the positive effects thereof. All in all, high emotional demands are as important a risk factor for worker well-being as well-established concepts like low job control and high quantitative job demands.

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.

The role of collective labor contracts and individual characteristics on job satisfaction in Tuscan nursing homes.

Science.gov (United States)

Vainieri, Milena; Smaldone, Pierluigi; Rosa, Antonella; Carroll, Kathleen

2017-08-23

The role played by remuneration strategies in motivating health care professionals is one of the most studied factors. Some studies of nursing home (NH) services, while considering wages and labor market characteristics, do not explicitly account for the influence of the contract itself. This study investigates the relationship between the labor contracts applied in 62 Tuscan NHs and NH aides' job satisfaction with two aims: to investigate the impact of European contracts on employee satisfaction in health care services and to determine possible limitations of research not incorporating these contracts. We apply a multilevel model to data gathered from a staff survey administered in 2014 to all employees of 62 NHs to analyze two levels: individual and NH. Labor contracts were introduced into the model as a variable of NH. Findings show that the factors influencing nursing aides' satisfaction occur at both the individual and NH levels. Organizational characteristics explain 16% of the variation. For individual characteristics, foreign and temporary workers emerge as more satisfied than others. For NH variables, results indicate that the labor contract with the worst conditions is not associated with lower workers' satisfaction. Although working conditions play a relevant role in the job satisfaction of aides, labor contracts do not seem to affect it. Interestingly, aides of the NHs with the contract having the best conditions register a significantly lower level of satisfaction compared to the NHs with the worst contract conditions. This suggests that organizational factors such as culture, team work, and other characteristics, which were not explicitly considered in this study, may be more powerful sources of worker satisfaction than labor contracts. Our analysis has value as a management tool to consider alternative sources as well as the labor contract for employee incentives.This is an open-access article distributed under the terms of the Creative Commons

The impact of state fire safe cigarette policies on fire fatalities, injuries, and incidents.

Science.gov (United States)

Folz, David H; Shults, Chris

Cigarettes are a leading cause of civilian deaths in home fires. Over the last decade, state fire service leaders and allied interest groups succeeded in persuading state lawmakers to require manufacturers to sell only low-ignition strength or "fire safe" cigarettes as a strategy to reduce these fatalities and the injuries and losses that stem from them. This article examines whether the states' fire safe cigarette laws actually helped to save lives, prevent injuries, and reduce the incidence of home fires ignited by cigarettes left unattended by smokers. Controlling for the effects of key demographic, social, economic, and housing variables, this study finds that the states' fire-safe cigarette policies had significant impacts on reducing the rate of smoking-related civilian fire deaths and the incidence of fires started by tobacco products. The findings also suggest that the states' fire safe cigarette policies may have helped to reduce the rate of smoking-related fire injuries. The study shows that collective actions by leaders in the fire service across the states can result in meaningful policy change that protects lives and advances public safety even when a political consensus for action is absent at the national level.

Jobs

DEFF Research Database (Denmark)

Schubart, Rikke

2013-01-01

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

Job autonomy and job satisfaction: new evidence

OpenAIRE

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

2003-01-01

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

Improving community health worker use of malaria rapid diagnostic tests in Zambia: package instructions, job aid and job aid-plus-training.

Science.gov (United States)

Harvey, Steven A; Jennings, Larissa; Chinyama, Masela; Masaninga, Fred; Mulholland, Kurt; Bell, David R

2008-08-22

Introduction of artemisinin combination therapy (ACT) has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs), particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs) is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i) whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii) whether simple, mostly pictorial instructions (a "job aid") could raise performance to adequate levels; and (iii) whether a brief training programme would produce further improvement. The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32) was guided only by manufacturer's instructions. The second (n = 21) used only the job aid. The last (n = 26) used the job aid after receiving a three-hour training. Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test results interpreted correctly were 54% (group 1

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

Science.gov (United States)

Hayes, Bronwyn; Douglas, Clint; Bonner, Ann

2015-07-01

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

Coming and staying: a qualitative exploration of Registered Nurses' experiences working in nursing homes.

Science.gov (United States)

Prentice, Dawn; Black, Margaret

2007-09-01

Aim. This paper reports on a qualitative study that explored the reasons why Registered Nurses (RNs) chose to work in nursing homes in Southern Ontario, Canada and what factors attracted them to remain. Background.  There is a paucity of information about factors associated with the recruitment and retention of RNs within long-term care (LTC) in Canada. As the population of older people is growing in Canada and elsewhere, it is essential that we better understand what attracts RNs to work and remain in this setting. Design and method. A case study approach was used in this study of nine RNs working in three nursing homes. Data were collected through in-depth interviews. Findings. Six sub-themes were identified: 'Job of Choice', 'Job of Convenience', 'Caring for the Residents', 'A Supportive Environment', 'Heavy Workload' and 'Supervisory Role of the RN'. Conclusion. Nurses chose to work in the nursing home because it was a 'Job of Convenience'. However, characteristics of the organizational environment played a major role in their remaining. Also, the caring relationship with residents played a role in the nurses remaining in this setting. Relevance to clinical practice. Strategies are provided that nurse managers may consider when planning recruitment and retention activities for LTC settings.

Not all food additive related reactions originate from commercial foods: chronic urticaria due to home-made canned tomato.

Science.gov (United States)

Ozturk, S; Karaayvaz, M; Caliskaner, Z; Gulec, M

2005-01-01

Additives and preservatives in commercial foods have been implicated in the etiology of chronic urticaria, but such foods have not been widely accepted. In some countries, as in ours, people prefer to use home-made foodstuffs to avoid potentially hazardous commercial additives. However, not all home-made foodstuffs are safe, especially regarding allergies. In this report, we describe a patient with chronic urticaria due to home-made canned tomato prepared using "tomato drug" as a "safe (!)" additive.

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.

Spirituality and job satisfaction among hospice interdisciplinary team members.

Science.gov (United States)

Clark, Leah; Leedy, Stephen; McDonald, Laurie; Muller, Barbara; Lamb, Cheryl; Mendez, Tracy; Kim, Sehwan; Schonwetter, Ronald

2007-12-01

As a continuing effort to enhance the quality of palliative care for the dying, this study examined (1) the prevalence of spirituality among hospice interdisciplinary team (IDT) members; (2) whether spirituality is related to job satisfaction; and (3) the structural path relationships among four variables: spiritual belief, integration of spirituality at work, self actualization and job satisfaction. The study surveyed 215 hospice IDT members who completed the Jarel Spiritual Well-Being Scale, the Chamiec-Case Spirituality Integration and Job Satisfaction Scales. Multiple regression and structural path modeling methods were applied to explain the path relationships involving all four variables. The IDT members surveyed were: nurses, 46.4%; home health aids, 24.9%; social workers, 17.4%; chaplains, 4.2%; physicians, 2.3%; and other, 4.8%. Ninety-eight percent of the respondents viewed themselves as having spiritual well-being. On a 0-100 scale, IDT staff reported high spiritual belief (mean = 89.4) and they were self-actualizing (mean = 82.6). Most reported high job satisfaction (mean = 79.3) and spiritual integration (mean = 67.9). In multiple regression, spirituality, integration and self-actualization explained 22% of the variation in job satisfaction (R = 0.48; adjusted R(2) = 0.218; df = 3,175; F = 17.2; p = 0.001). Structural path models revealed that job satisfaction is more likely to be realized by a model that transforms one's spirituality into processes of integrating spirituality at work and self actualization (chi(2) = 0.614; df = 1; p = 0.433) than a model that establishes a direct path from spirituality to job satisfaction (chi(2) = 1.65; df = 1; p = 0.199). Hospice IDT member's integration of their spirituality at work and greater self actualization significantly improve job satisfaction.

Occupational Stress Among Home Healthcare Workers: Integrating Worker and Agency-Level Factors.

Science.gov (United States)

Zoeckler, Jeanette M

2018-02-01

Home healthcare work is physically and emotionally exhausting. In addition, home healthcare workers frequently work under precarious work arrangements for low wages and in poor work conditions. Little is known about how sources of job strain for home healthcare workers might be reduced. This research examines the occupational stressors among paid home care workers by analyzing home healthcare agency characteristics and individual home healthcare workers' experiences in upstate New York agencies (n = 9). The study augments existing theoretical models and describes new sources of stress arising from the nature of agency-based caregiving. Results feature the analysis of both agency executives' (n = 20) and home healthcare workers' narratives (n = 25) to make the agency's inner workings more transparent. Agency structures and culture are implicated in the lack of progress to address home care workers' health problems. Policy change should focus on compensation, healthier work conditions, and training requirements.

The effect of globalization on employee psychological health and job satisfaction in Malaysian workplaces.

Science.gov (United States)

Idris, Mohd Awang; Dollard, Maureen F; Winefield, Anthony H

2011-01-01

To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.

Guiding people with early dementia home with the talkmehome service

NARCIS (Netherlands)

Christian Hesselman; Martine de Jong; Marcel Roest; Marike Hettinga; Matti Groot; Lammie van den Bosch; Jeffrey Brangert; Jan M. Nauta

2012-01-01

People suffering from mild dementia may get lost during a walk, which can be dangerous for them and adds to the anxiety felt by their informal caregivers. TalkMeHome is a new service that allows these people to get home safely in such situations using their mobile phone. They can call a remote care

Vascular access for home haemodialysis.

Science.gov (United States)

Al Shakarchi, Julien; Day, C; Inston, N

2018-03-01

Home haemodialysis has been advocated due to improved quality of life. However, there are very little data on the optimum vascular access for it. A retrospective cohort study was carried on all patients who initiated home haemodialysis between 2011 and 2016 at a large university hospital. Access-related hospital admissions and interventions were used as primary outcome measures. Our cohort consisted of 74 patients. On initiation of home haemodialysis, 62 individuals were using an arteriovenous fistula as vascular access, while the remaining were on a tunnelled dialysis catheter. Of the 12 patients who started on a tunnelled dialysis catheter, 5 were subsequently converted to either an arteriovenous fistula ( n = 4) or an arteriovenous graft ( n = 1). During the period of home haemodialysis use, four arteriovenous fistula failed or thrombosed with patients continuing on home haemodialysis using an arteriovenous graft ( n = 3) or a tunnelled dialysis catheter ( n = 1). To maintain uninterrupted home haemodialysis, interventional rates were 0.32 per arteriovenous fistula/arteriovenous graft access-year and 0.4 per tunnelled dialysis catheter access-year. Hospital admission rates for patients on home haemodialysis were 0.33 per patient-year. Our study has shown that home haemodialysis can be safely and independently performed at home within a closely managed home haemodialysis programme. The authors also advocate the use of arteriovenous fistulas for this cohort of patients due to both low complication and intervention rates.

Safe discharge: an irrational, unhelpful and unachievable concept

OpenAIRE

Goodacre, S

2006-01-01

Emergency doctors often decide whether to advise hospital admission or discharge by assessing whether a decision to discharge home is considered safe. This implies that hospital admission may be recommended on the basis of exceeding an arbitrarily defined risk of adverse outcome, rather than weighing the potential benefits, risks and costs of hospital admission. This approach is likely to lead to irrational decision making, unnecessary hospitalisation and unrealistic expectations regarding ri...

Setting priorities for safe motherhood interventions in resource-scarce settings.

Science.gov (United States)

Prata, Ndola; Sreenivas, Amita; Greig, Fiona; Walsh, Julia; Potts, Malcolm

2010-01-01

Guide policy-makers in prioritizing safe motherhood interventions. Three models (LOW, MED, HIGH) were constructed based on 34 sub-Saharan African countries to assess the relative cost-effectiveness of available safe motherhood interventions. Cost and effectiveness data were compiled and inserted into the WHO Mother Baby Package Costing Spreadsheet. For each model we assessed the percentage in maternal mortality reduction after implementing all interventions, and optimal combinations of interventions given restricted budgets of US$ 0.50, US$ 1.00, US$ 1.50 per capital maternal health expenditures respectively for LOW, MED, and HIGH models. The most cost-effective interventions were family planning and safe abortion (fpsa), antenatal care including misoprostol distribution for postpartum hemorrhage prevention at home deliveries (anc-miso), followed by sepsis treatment (sepsis) and facility-based postpartum hemorrhage management (pph). The combination of interventions that avert the greatest number of maternal deaths should be prioritized and expanded to cover the greatest number of women at risk. Those which save the most number of lives in each model are 'fpsa, anc-miso' and 'fpsa, sepsis, safe delivery' for LOW; 'fpsa, anc-miso' and 'fpsa, sepsis, safe delivery' for MED; and 'fpsa, anc-miso, sepsis, eclampsia treatment, safe delivery' for HIGH settings. Safe motherhood interventions save a significant number of newborn lives.

Drivers of change: Learning from the lived experiences of nursing home social workers.

Science.gov (United States)

Lee, Ahyoung Anna; Lee, Sharon Narae; Armour, Marilyn

2016-01-01

In response to the growing attention to integrated health care and the cultural change movement in nursing homes, this study examines the lived experiences of nursing home social workers to better understand their role perceptions, job satisfaction, and relationship with other staff members. Hermeneutic phenomenology was used in order to understand the lived experience of being a nursing home social worker. Ten nursing home social workers were recruited from a southern state and individual interviews were conducted. From the interviews, four themes emerged: challenge, coping, mattering, and rewarding. Guided by identity negotiation theory and social identity theory, these findings are discussed. Also, implications for social work education, nursing home administration, and policy is discussed.

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 ...

Love, money, or flexibility: what motivates people to work in consumer-directed home care?

Science.gov (United States)

Howes, Candace

2008-07-01

The purpose of this study was to investigate the impact of wages and benefits (relative to other jobs available to workers), controlling for personal characteristics, on the recruitment and retention of providers working in a consumer-directed home care program. I used the results of focus groups to design a survey that was administered to 2,260 workers stratified by ethnicity and working in eight California counties that represented the range of wage and benefit packages available. I used logistic regression to measure the effect of wage and benefit levels, controlling for covariates, on home care workers' stated reason for entering and remaining in the job. Two thirds of respondents reported that commitment to their consumer was the most important reason why they took the job and flexibility was the second most important reason, regardless of wages and benefits and personal characteristics. However, in the county in which very part-time workers were eligible, health insurance was the most important reason for retention. Wage levels above $9 an hour mattered somewhat, especially where the increase was recent. Family providers responded to wage and benefit incentives similarly to non-family providers. To improve recruitment and retention of consumer-directed home care workers, jobs should be flexible and provide affordable health insurance for part-time workers. The effect of wages suggests that recruitment might be improved with higher wages, but only when they reach the $9 to $10 range (in 2004 dollars). Finally, policy must recognize that family caregivers have financial needs similar to non-family caregivers.

Make Yourself At Home! Adolescents in Search of the Queer Spaces of Home

Directory of Open Access Journals (Sweden)

Kokkola, Lydia

2014-09-01

Full Text Available Home is often assumed to be a safe place, a place to which children can return after their adventures Away. For many gay and lesbian teens, both fictional and in real life, however, the space they share with their family of origin is not a place where they can feel at home. The heterosexual family home is often so hostile to queerly desiring teens that they are forced to leave in search of a place where they can feel at home. The queer spaces they enter in their search are usually considered risky spaces – public spaces, urban spaces, the bar and the street – unhomely spaces. In these temporary, in-between spaces, the queerly desiring teens in the novels examined in this paper form new family structures. Although all the Anglophone novels discussed in this article end on moments of up-lift and hope for the future, the association of the queerly desiring youngster with risky spaces suggests that the queer teens are themselves unheimlich (uncanny..

A modified model of pharmacists' job stress: the role of organizational, extra-role, and individual factors on work-related outcomes.

Science.gov (United States)

Gaither, Caroline A; Kahaleh, Abir A; Doucette, William R; Mott, David A; Pederson, Craig A; Schommer, Jon C

2008-09-01

Understanding the effects of job stress continues to be a concern for health-care providers as workload and personnel needs increase. The overall objective of this study was to test a direct effects model of job stress that examines the characteristics of the organizational environment (interpersonal interactions, environmental aspects, the level of compensation and advancement, role stress, and availability of alternative jobs); extra-role factors (work-home conflict); job stress; individual factors (career commitment); and the work-related psychological outcomes of job satisfaction, organizational commitment, and job turnover intention. A cross-sectional mail survey was sent to a nationwide random sample of 4895 licensed pharmacists in the United States. Previously validated summated Likert-type scales measured each of the study variables. Data analyses included descriptive statistics, and exploratory and confirmatory factor analyses. Structural equation modeling was used to estimate the final model. A response rate of 46% was achieved. Psychometric analyses indicated acceptable reliability and validity. The study model fit the data well (CFI[comparative fit index] = 0.90, RMSEA[root mean square error of approximation] = 0.05). Organizational factors in the form of role overload (standardized beta = 0.45) and conflict (0.31) and ease of finding a job with better interpersonal characteristics (0.26) had the largest effects on job stress. Interpersonal characteristics were also one of the strongest predictors of job satisfaction (-0.61) and organizational commitment (-0.70). Work-home conflict directly affected job turnover intention (0.11) and career commitment (-0.16). Other significant, but sometimes, opposite direct effects were found. Job satisfaction and organizational commitment directly affected job turnover intention. Given the increased demand for pharmacy services, health-care organizations will benefit from increasing positive and reducing negative work

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...

Independent Children's Social Work Practice Pilots: Evaluating Practitioners' Job Control and Burnout

Science.gov (United States)

Hussein, Shereen; Manthorpe, Jill; Ridley, Julie; Austerberry, Helen; Farrelly, Nicola; Larkins, Cath; Bilson, Andy; Stanley, Nicky

2014-01-01

Objectives: To investigate whether a new model that delegates some out-of-home care services from the public to the private and not-for-profit sectors in England enhances practitioners' job control and stress levels. Methods: A 3-year longitudinal matched-control evaluation examined changes in Karasek demand-control model and Maslach burnout…

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2011-01-01

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

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

OpenAIRE

Adrianna Potocka; Małgorzata Waszkowska

2013-01-01

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

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

Measuring safety climate in elderly homes.

Science.gov (United States)

Yeung, Koon-Chuen; Chan, Charles C

2012-02-01

Provision of a valid and reliable safety climate dimension brings enormous benefits to the elderly home sector. The aim of the present study was to make use of the safety climate instrument developed by OSHC to measure the safety perceptions of employees in elderly homes such that the factor structure of the safety climate dimensions of elderly homes could be explored. In 2010, surveys by mustering on site method were administered in 27 elderly homes that had participated in the "Hong Kong Safe and Healthy Residential Care Home Accreditation Scheme" organized by the Occupational Safety and Health Council. Six hundred and fifty-one surveys were returned with a response rate of 54.3%. To examine the factor structure of safety climate dimensions in our study, an exploratory factor analysis (EFA) using principal components analysis method was conducted to identify the underlying factors. The results of the modified seven-factor's safety climate structure extracted from 35 items better reflected the safety climate dimensions of elderly homes. The Cronbach alpha range for this study (0.655 to 0.851) indicated good internal consistency among the seven-factor structure. Responses from managerial level, supervisory and professional level, and front-line staff were analyzed to come up with the suggestion on effective ways of improving the safety culture of elderly homes. The overall results showed that managers generally gave positive responses in the factors evaluated, such as "management commitment and concern to safety," "perception of work risks and some contributory influences," "safety communication and awareness," and "safe working attitude and participation." Supervisors / professionals, and frontline level staff on the other hand, have less positive responses. The result of the lowest score in the factors - "perception of safety rules and procedures" underlined the importance of the relevance and practicability of safety rules and procedures. The modified OSHC

76 FR 56784 - Safe and Healthy Homes Investment Partnerships: Request for Comments

Science.gov (United States)

2011-09-14

... the attention of the Rules Docket Clerk. Due to security measures at all federal agencies, submission... multiple intervention strategies, pilot initiatives in several cities and counties began to formalize... HUD Healthy Homes Rating Tool (HHRT), c. Supporting common multi-disciplinary workforce training, d...

Youth expectations in job search in Serbia

Directory of Open Access Journals (Sweden)

Pavlović Dejana

2016-01-01

Full Text Available Youth on the labour market in developing countries such as Serbia, Macedonia, Bosnia and Herzegovina are facing numerous difficulties, with almost a half of their population aged between 15 -24 not working or working in informal sector. The reasons may be numerous. The financial crisis and the low economic development of the country have had negative impact on young generations and this resulted in lack of sufficient jobs vacancies. In addition, the reasons for their slow entry into the labour market could be the lack of experience, low education among young people etc. Although employers have certain expectations of young people, once they enter the labour market young people have certain values that are important for them when choosing a job. The paper presents the research on the expectations of young people entering labour market in the Republic of Serbia. According to survey results based on analyses of youth' expectations and preferences in Serbia regarding potential work conditions, authors have by the means of factor analysis identified which groups of factors are the most important for young people ages between 16 and 30 in job finding in Serbia. The results showed that there is a significance of three questions: 1. Job does not affect the private life; 2. Work resources are provided; 3. Work is safe. In conclusion, if a company ensures that these three issues are regulated, it will more likely employ young professionals.

Does low job satisfaction lead to job mobility?

DEFF Research Database (Denmark)

Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

[Development of a scale for work motivation of home care workers and influencing factors].

Science.gov (United States)

Nakatani, Yasuhisa; Sugiura, Keiko; Mikami, Hiroshi

2009-02-01

To develop a scale for home care workers focusing on work motivation and to determine influential underlying factors. This study was an anonymous mailed survey of home care workers who provided home help services in July 2007. We collected information in the following areas: demographics of home care workers and care-recipients, burnout, stress, job satisfaction, life satisfaction, and self-esteem (SE). Hierarchical regression analysis was performed in order to identify factors related to work motivation. Construct validity was analyzed by factor analysis. Two subscales were obtained by the analysis and designated as "positive appraisal of the current state" (9 items) and "uplift of morale" (3 items). Content validity was analyzed by good-poor and item-total, and all correlations were strongly positive. Reliability was analyzed by internal consistency. Cronbach's ? values were 0.94 and 0.77, respectively. Concurrent validity was analyzed by correlation coefficient and a significant negative correlation was seen between the two subscales and burnout (r = -0.23--0.50), while positive correlations were noted for job or life satisfaction (r= 0.24-0.49). The positive influential factors on "positive appraisal of the current state" were satisfaction in 1) relation to care-recipients, 2) work environment for skill improvement and 3) the wages. The positive influential factors on "uplift of morale" were satisfaction with relation to care-recipients and their own life. This scale has sufficient reliability and validity. "Positive appraisal of the current state" and "uplift of morale" were confirmed as appropriate work motivation subscales for home care workers. Thus, support to augment job satisfaction with the work environment and wages appears to enhance "positive appraisal of the current state" and support to augment life satisfaction appears to enhance "uplift of morale".

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...

Ombuds’ corner: Work at home

CERN Multimedia

Vincent Vuillemin

2013-01-01

Just the word “telecommuter” is enough to make many managers start to sweat. When faced with the prospect of managing an employee they cannot even see, basic managerial knowledge often becomes hazy, resulting in a confusing arrangement for both manager and employee. As more and more of our world revolves around technology and an increasing number of jobs can be executed from an office at home , managers must learn how to adapt their leadership style to cater to both remote employees, and those working in the office.(1)   As the policy concerning working from home is described in the Operational Circular No 7(2), I will not describe it in detail but rather focus on the pros and cons of such a work arrangement, and most importantly on the discussion following a request and on the necessary mutual confidence between the manager and the employee. Of course, working from home is appropriate for some professions, but may not be possible for all of them. Some 500 studies(3) abou...

Medical care employment in the United States, 1968 to 1993: The importance of health sector jobs for African Americans and women.

Science.gov (United States)

Himmelstein, D U; Lewontin, J P; Woolhandler, S

1996-04-01

The purpose of this study was to elucidate the social and economic impact of health sector employment. US medical care employment was analyzed for each year between 1968 and 1993, with data from the March Current Population Survey. Between 1968 and 1993, medical care employment grew from 4.32 million to 11.40 million persons, accounting for 5.7% of all jobs in 1968 and 8.4% in 1993. Today, one seventh of employed women work in medical care; they hold 78% of medical care jobs. One fifth of all employed African-American women work in medical care. African-Americans hold 15.5% of jobs in the health sector: they hold 24.1% of the jobs in nursing homes, 15.9% of the jobs in hospitals, but only 5.6% of the jobs in practitioners' offices. Hispanics constitute 6.4% of medical care employees. Real wages rose 25% to 50% between 1968 and 1993 for most health occupations. Wages of registered nurses rose 86%; physicians' incomes rose 22%. Wages of nursing home workers were far lower than those of comparable hospital workers, and the gap has widened. In 1993, 11.7% of all medical care workers lacked health insurance and 597 000 lived in poverty. Hospital cuts and the continuing neglect of long-term care exacerbate unemployment and poverty among women and African Americans.

A Statistical and Demographic Profile of the US Temporary Protected Status Populations from El Salvador, Honduras, and Haiti

Directory of Open Access Journals (Sweden)

Robert Warren

2017-07-01

• About 27,000, or 11 percent, of those in the labor force are self-employed, having created jobs for themselves and likely for others as well. TPS status should be extended until beneficiaries can safely return home and can successfully reintegrate into their home communities. Most long-term TPS recipients should be afforded a path to lawful permanent resident (LPR status and ultimately to US citizenship.

Making home visits: Creativity and the embodied practices of home visiting in social work and child protection.

Science.gov (United States)

Ferguson, Harry

2018-01-01

Although the home is the most common place where social work goes on, research has largely ignored the home visit. Drawing on a participant observation study of child protection work, this article reveals the complex hidden practices of social work on home visits. It is argued that home visits do not simply involve an extension of the social work organisation, policies and procedures into the domestic domain but the home constitutes a distinct sphere of practice and experience in its own right. Home visiting is shown to be a deeply embodied practice in which all the senses and emotions come into play and movement is central. Through the use of creativity, craft and improvisation practitioners 'make' home visits by skilfully enacting a series of transitions from the office to the doorstep, and into the house, where complex interactions with service users and their domestic space and other objects occur. Looking around houses and working with children alone in their bedrooms were common. Drawing upon sensory and mobile methods and a material culture studies approach, the article shows how effective practice was sometimes blocked and also how the home was skilfully negotiated, moved around and creatively used by social workers to ensure parents were engaged with and children seen, held and kept safe.

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

OpenAIRE

Josef Zweimüller; Rudolf Winter-Ebmer

2003-01-01

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

Planned hospital birth versus planned home birth

DEFF Research Database (Denmark)

Olsen, O.; Clausen, J.A.

2012-01-01

Observational studies of increasingly better quality and in different settings suggest that planned home birth in many places can be as safe as planned hospital birth and with less intervention and fewer complications. This is an update of a Cochrane review first published in 1998....

Stress and Burnout in Demanding Nursing Home Care : A literature review of the causes, prevention and coping strategies

OpenAIRE

Yang, Di

2017-01-01

Nursing job is generally related to intense pressure and high-level burnout because of its high demanding, challenging and stressful professional characteristic. Nursing staff in elderly home and long-term care facilities particularly experience higher level of physical job demands, more emotional exhaustion and lower level of job satisfaction than those in other units, thus bringing out higher burnout ratio among the nursing staffs. The main aim of this study was to reveal the causing factor...

Jobs masonry in LHCb with elastic Grid Jobs

Science.gov (United States)

Stagni, F.; Charpentier, Ph

2015-12-01

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

How task characteristics and social support relate to managerial learning: empirical evidence from Dutch home care.

Science.gov (United States)

Ouweneel, A P Else; Taris, Toon W; Van Zolingen, Simone J; Schreurs, Paul J G

2009-01-01

Researchers have revealed that managers profit most from informal and on-the-job learning. Moreover, research has shown that task characteristics and social support affect informal learning. On the basis of these insights, the authors examined the effects of task characteristics (psychological job demands, job control) and social support from the supervisor and colleagues on informal on-the-job learning among 1588 managers in the Dutch home-care sector. A regression analysis revealed that high demands, high control, and high colleague and supervisor support were each associated with high levels of informal learning. The authors found no evidence for statistical interactions among the effects of these concepts. They concluded that to promote managers' informal workplace learning, employers should especially increase job control.

Newborn care practices and home-based postnatal newborn care programme – Mewat, Haryana, India, 2013

Directory of Open Access Journals (Sweden)

Latika Nath Sinha

2014-09-01

Full Text Available Background: In India, the Home Based Postnatal Newborn Care programme by Accredited Social Health Activists (ASHAs under the National Rural Health Mission was initiated in 2011 to reduce neonatal mortality rates (NMRs. ASHAs get cash incentives for six postnatal home visits for newborn care. We studied newborn care practices among mothers in Mewat, Haryana, having a high NMR and determined risk factors for unsafe practices and described the knowledge and skills of ASHAs during home visits. Methods: A cross-sectional survey was conducted among mothers who had delivered a child during the previous seven months using cluster sampling. We interviewed mothers and ASHAs in the selected subcentres using semi–structured questionnaires on the six safe newborn care practices, namely safe breastfeeding, keeping cord and eyes clean, wrapping baby, kangaroo care, delayed bathing and hand washing. Results: We interviewed 320 mothers, 61 ASHAs and observed 19 home visits. Overall, 60% of mothers adopted less than three safe practices. Wrapping newborns (96% and delayed bathing (64% were better adopted than cord care (49%, safe breastfeeding (48%, hand washing (30%, kangaroo care (20% and eye care (9%. Cultural beliefs and traditional birth attendants influenced the mother’s practices. The lack of supervision by auxiliary nurse midwives (ANM, delayed referral and transportation were the other challenges. Conclusion: Knowledge–practice gaps existed among mothers counselled by ASHAs. Poor utilization of reproductive and child health services decreased opportunities for ASHA–mother dialogue on safe practices. Recommendations included training ANMs, training TBAs as ASHAs, innovative communication strategies for ASHAs and improved referral system.

Accounting for job satisfaction: Examining the interplay of person and situation.

Science.gov (United States)

Elfstrand Corlin, Tinna; Kazemi, Ali

2017-10-01

In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini-IPIP tapping the five-factor model of personality, Individualized Care Inventory tapping four aspects of person-centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person-centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person-centered care with improving personal job satisfaction. © 2017 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Safe Handling and Use of Flammable and Combustible Materials. Module SH-30. Safety and Health.

Science.gov (United States)

Center for Occupational Research and Development, Inc., Waco, TX.

This student module on safe handling and use of flammable and combustible materials is one of 50 modules concerned with job safety and health. This module introduces the student to the hazards of flammable and combustible materials and the measures necessary to control those hazards. Following the introduction, 14 objectives (each keyed to a page…

Teaching Family Caregivers to Assist Safely with Mobility.

Science.gov (United States)

Powell-Cope, Gail; Pippins, Karla M; Young, Heather M

2017-12-01

: This article is part of a series, Supporting Family Caregivers: No Longer Home Alone, published in collaboration with the AARP Public Policy Institute. Results of focus groups, conducted as part of the AARP Public Policy Institute's No Longer Home Alone video project, supported evidence that family caregivers aren't given the information they need to manage the complex care regimens of family members. This series of articles and accompanying videos aims to help nurses provide caregivers with the tools they need to manage their family member's health care at home.The articles in this new installment of the series explain principles for promoting safe mobility that nurses should reinforce with family caregivers. Each article also includes an informational tear sheet-Information for Family Caregivers-that contains links to instructional videos. To use this series, nurses should read the article first, so they understand how best to help family caregivers, and then encourage the caregivers to watch the videos and ask questions. For additional information, see Resources for Nurses.

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

Energy Technology Data Exchange (ETDEWEB)

Owens, C. M.

2013-09-01

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

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

Energy Technology Data Exchange (ETDEWEB)

Owens, C. M.

2013-09-01

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

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

Science.gov (United States)

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

2014-05-01

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

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.

The nature, characteristics and associations of care home staff stress and wellbeing: a national survey.

Science.gov (United States)

Islam, Muhammad Saiful; Baker, Christine; Huxley, Peter; Russell, Ian T; Dennis, Michael S

2017-01-01

The majority of residents in care homes in the United Kingdom are living with dementia or significant memory problems. Caring in this setting can be difficult and stressful for care staff who work long hours, have little opportunity for training, are poorly paid and yet subject to high expectation. This may affect their mental and physical wellbeing, cause high rates of staff turnover and absenteeism, and affect the quality of care they provide. The main objective of this survey was to explore the nature, characteristics and associations of stress in care home staff. Staff working in a stratified random sample of care homes within Wales completed measures covering: general health and wellbeing (SF-12); stress (Work Stress Inventory); job content (Karasek Job Content); approach to, and experience of, working with people living with dementia (Approaches to Dementia Questionnaire; and Experience of Working with Dementia Patients); and Productivity and Health Status (SPS-6). Multiple linear regressions explored the effects of home and staff characteristics on carers. 212 staff from 72 care homes completed questionnaires. Staff from nursing homes experienced more work stress than those from residential homes (difference 0.30; 95% confidence interval (CI) from 0.10 to 0.51; P  work (difference -4.77; CI -7.80 to -1.73; P  working in local authority homes than in the private sector (difference 7.75; CI 2.56 to 12.94; P  < 0.01). Our study highlights the importance of dementia training in care homes, with a particular need in the private sector. An effective intervention to reduce stress in health and social care staff is required, especially in nursing and larger care homes, and for nursing staff. ISRCTN registry: ISRCTN80487202. Registered 24 July 2013.

Law, Ethics, and Conversations between Physicians and Patients about Firearms in the Home.

Science.gov (United States)

McCourt, Alexander D; Vernick, Jon S

2018-01-01

Firearms in the home pose a risk to household members, including homicide, suicide, and unintentional deaths. Medical societies urge clinicians to counsel patients about those risks as part of sound medical practice. Depending on the circumstances, clinicians might recommend safe firearm storage, temporary removal of the firearm from the home, or other measures. Certain state firearm laws, however, might present legal and ethical challenges for physicians who counsel patients about guns in the home. Specifically, we discuss state background check laws for gun transfers, safe gun storage laws, and laws forbidding physicians from engaging in certain firearm-related conversations with their patients. Medical professionals should be aware of these and other state gun laws but should offer anticipatory guidance when clinically appropriate. © 2018 American Medical Association. All Rights Reserved.

Development of safe routes for children in urban environment

Science.gov (United States)

Koryagin, M. E.; Medvedev, V. I.; Strykov, P. G.

2018-01-01

The matter of development of safe travel routes for children between school and home is analyzed. The availability of various applications and devices to identify the location of the child and his/her travel routes is noted. The main factors to be taken into account when planning children travel routes are described. The most popular Russian services for route planning, Google, Yandex, and 2GIS, are discussed. These services are shown to have a number of shortcomings which does not allow them to choose really safe routes. A decision on making the route selection by two criteria (the travel time and the probability of an accident) is obtained. As a numerical example, the Pareto area for possible routes is constructed.

Re-entry Adjustment and Job Embeddedness: The Mediating Role of Professional Identity in Indonesian Returnees.

Science.gov (United States)

Andrianto, Sonny; Jianhong, Ma; Hommey, Confidence; Damayanti, Devi; Wahyuni, Honey

2018-01-01

The present study examined the relationship between difficulty in re-entry adjustment and job embeddedness, considering the mediating role of sense of professional identity. The online data on demographic characteristics, difficulty on re-entry adjustment, sense of professional identity, and job embeddedness were collected from 178 Indonesian returnees from multiple organizations. The results showed that difficulty in re-entry adjustment was a significant predictor of a sense of professional identity; a sense of professional identity was a significant predictor of job embeddedness. Furthermore, sense of professional identity is an effective mediating variable, bridging the relationship between post-return conditions to the home country and work atmosphere. Finally, the key finding of this study was that sense of professional identity mediated the effect of difficulty in re-entry adjustment on job embeddedness. The theoretical and practical implications, study limitations, and future research needs of our findings are noted.

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

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

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

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

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

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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

System Control Device Electronics Smart Home Using Neural Networks

Directory of Open Access Journals (Sweden)

Safarul Ilham

2017-06-01

Full Text Available The use of information technology is very useful for today’s life and the next, where the human facilitated in doing a variety of activities in the life day to day. By the development of the existing allows people no longer do a job with difficulty. For that, it takes a system safety home using system technology Web-based and complete video streaming CCTV (video streaming a person can see the condition of his home whenever and wherever by using handphone, laptops and other tools are connected to the Internet network. This tool can facilitate someone in the monitor at home and control equipment the House as open and close and the lock the gate, turning on and off the lights so homeowners are no longer have to visit their home and fear the state of the House because fully security and control in the House was handled by the system. based on the above problems Writer try to design work system a tool that can control the simulation tools home using two Microcontroller is Attiny 2313 and Atmega16.

Sex-Role Stereotyping and Work: Opportunities for the Home Economics Teacher

Science.gov (United States)

McClelland, Jerry

1977-01-01

A discussion of two problems: (1) That career choices of men and women are limited by sex role stereotypes and (2) that occupations related to home economics and other traditionally female occupations tend to be low-pay, dead-end jobs. Some solutions and teaching strategies are offered. (HD)

Factors Affecting Employees’ Job Satisfaction in Telecommunication Industry: a case study of Pakistan

Directory of Open Access Journals (Sweden)

Mohammad Aamir

2014-08-01

Full Text Available Employees’ satisfaction is crucial to any organization. There are numerous factors affecting the employees’ job satisfaction but 5 factors, namely working conditions, pay & promotion, job security, fairness and relations with co-workers. Organizations have to invest on its employees to satisfy its employees. Target audience is in Telecommunication sector Zong and Mobilink in Pakistan and took data through ques-tionnaire and analyzes data through SPSS. The research included 5 independent variables that are working condition, pay and promotion, job security, relation with co-workers and fairness and 1 dependent variable that is employee job satisfaction. Finding was that all the 5 independent variables have strong and positive effect on employee job satisfaction, if any of the independent is increased satisfaction level will also be increased. Rewards given by organization to its employees should be clear and motivating. Rewards should include both intrinsic and extrinsic benefits. They must be on performance basis. Working environment must be safe and healthy. Some people like anesthetists work with different gases so organization must provide them extra benefits. There should be no disturbance in working environment so that employees can do their work with their full potential.

Safe current in home and spare time. Sicherer Strom in Heim und Freizeit. Vortraege

Energy Technology Data Exchange (ETDEWEB)

1982-01-01

The papers read at the meeting of the Association of Electrical Engineers (VDE) in May 1982 are intended on the one hand to create awareness of sources of danger and, on the other hand, to demonstrate and discuss how safety can be further enhanced by consistent use of standardization and enlightenment. They are titled as follows: Power accidents in home and spare time; Physiological aspects of accidents; Tasks of the state in consumer protection; Consumer protection through laws and standards; Test institutions and test-marks; Installation technology at home and abroad; Protective measures; Teaching and learning safety; Training for electricians and continuation training.

Second-career CNAs in nursing homes: tapping an underused resource.

Science.gov (United States)

Pennington, Karen; Congdon, Joann G; Magilvy, Joan K

2007-06-01

The purpose of this study was to describe the characteristics, work perceptions, and factors influencing employment of second-career certified nursing assistants (CNAs) in nursing homes. The qualitative descriptive design included a purposeful sample of 17 participants from 5 nursing homes. Data generation consisted of demographic surveys and audiotaped interviews that were transcribed, coded, and analyzed for emerging themes. Four themes were identified: negative first impressions of the work did not deter second-career CNAs, second-career CNAs lived out personal ideals and values through their work, positive relationships and job benefits retained second-career CNAs, and second-career CNAs expressed hopes for transforming nursing homes. Results revealed a group of committed, mature workers to fill labor shortages in an essential health care setting.

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...

Validating the JobFit system functional assessment method

Energy Technology Data Exchange (ETDEWEB)

Jenny Legge; Robin Burgess-Limerick

2007-05-15

Workplace injuries are costing the Australian coal mining industry and its communities $410 Million a year. This ACARP study aims to meet those demands by developing a safe, reliable and valid pre-employment functional assessment tool. All JobFit System Pre-Employment Functional Assessments (PEFAs) consist of a musculoskeletal screen, balance test, aerobic fitness test and job-specific postural tolerances and material handling tasks. The results of each component are compared to the applicant's job demands and an overall PEFA score between 1 and 4 is given with 1 being the better score. The reliability study and validity study were conducted concurrently. The reliability study examined test-retest, intra-tester and inter-tester reliability of the JobFit System Functional Assessment Method. Overall, good to excellent reliability was found, which was sufficient to be used for comparison with injury data for determining the validity of the assessment. The overall assessment score and material handling tasks had the greatest reliability. The validity study compared the assessment results of 336 records from a Queensland underground and open cut coal mine with their injury records. A predictive relationship was found between PEFA score and the risk of a back/trunk/shoulder injury from manual handling. An association was also found between PEFA score of 1 and increased length of employment. Lower aerobic fitness test results had an inverse relationship with injury rates. The study found that underground workers, regardless of PEFA score, were more likely to have an injury when compared to other departments. No relationship was found between age and risk of injury. These results confirm the validity of the JobFit System Functional Assessment method.

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…

The effects of job and family conditions on cumulative fatigue of working mothers in double income family.

OpenAIRE

Hirono Ishikawa

2000-01-01

The purpose of this study is to investigate the factors in the workplace and in the home which may have effects on cumulative fatigue, and to examine the moderating effect of the quality of family life on the relationship between job related stress and cumulative fatigue. The subject is the sample of working mothers with young children in double income family. Two hypotheses were examined in this study. First, higher level of job related stress and family related stress are both associated ...

Perceived barriers to effective job performance among nursing assistants in long-term care.

Science.gov (United States)

Parmelee, Patricia A; Laszlo, Mary C; Taylor, Jo A

2009-10-01

This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (1) to clarify which of the problems identified by previous research are most troublesome for NAs, (2) to develop a reliable quantitative measure of perceived barriers to job performance, and (3) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barriers were also rated by a small sample of NAs at a single Georgia nursing home. Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the 2 constructs. This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect to NAs' actual job performance, intent to stay on the

Jobs masonry in LHCb with elastic Grid Jobs

CERN Document Server

Stagni, F

2015-01-01

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

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

Science.gov (United States)

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

2005-03-01

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

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

Science.gov (United States)

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

2014-01-01

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

Work satisfaction, stress, quality of care and morale of older people in a nursing home.

Science.gov (United States)

Redfern, Sally; Hannan, Shirina; Norman, Ian; Martin, Finbarr

2002-11-01

The aim in the present study, which was carried out in one nursing home for older people, was to determine the feasibility of working with care workers and very frail service users to investigate links between the levels of work satisfaction and stress of the staff, and the quality of care and morale of the residents. Most of the 44 care staff (70%) and 22 cognitively intact residents (82%) participated willingly in completing rating scales through self-completion questionnaire or by interview. Well-validated scales were used to measure job satisfaction, work stress, organisational commitment, perceived quality of care, and morale and mental health. The findings revealed a staff group with a fairly high level of job dissatisfaction and stress, who were, nevertheless, very committed to the nursing home. The morale of the residents was good although the residents rated the home atmosphere lower than the staff did. Significant correlations emerged, in the expected direction, between satisfaction, commitment, stress and quality of care perceived by staff. The correlations between home atmosphere perceived by residents, and their morale and mental health were low; further investigation is needed with a larger sample. This feasibility study supports the need for further research using a case-study approach in a small number of homes because of the labour-intensive nature of the data collection and the importance of triangulating data from many sources.

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

Job satisfaction and intention to quit the job.

Science.gov (United States)

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

2013-03-01

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

Job Matching and On-the-Job Training.

OpenAIRE

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

1989-01-01

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

Performance House -- A Cold Climate Challenge Home

Energy Technology Data Exchange (ETDEWEB)

Puttagunta, S.; Grab, J.; Williamson, J.

2013-08-01

Working with builder partners on a test homes allows for vetting of whole-house building strategies to eliminate any potential unintended consequences prior to implementing these solution packages on a production scale. To support this research, CARB partnered with Preferred Builders Inc. on a high-performance test home in Old Greenwich, CT. The philosophy and science behind the 2,700 ft2 'Performance House' was based on the premise that homes should be safe, healthy, comfortable, durable, efficient, and adapt with the homeowners. The technologies and strategies used in the 'Performance House' were not cutting-edge, but simply 'best practices practiced'. The focus was on simplicity in construction, maintenance, and operation. When seeking a 30% source energy savings targets over a comparable 2009 IECC code-built home in the cold climate zone, nearly all components of a home must be optimized. Careful planning and design are critical. To help builders and architects seeking to match the performance of this home, a step-by-step guide through the building shell components of DOE's Challenge Home are provided in a pictorial story book. The end result was a DOE Challenge Home that achieved a HERS Index Score of 20 (43 without PV, the minimum target was 55 for compliance). This home was also awarded the 2012 HOBI for Best Green Energy Efficient Home from the Home Builders & Remodelers Association of Connecticut.

The Impact of Telecommuting Intensity on Employee Perception Outcomes: Job Satisfaction, Productivity, and Organizational Commitment

Science.gov (United States)

Nyaanga, Solomon G.

2012-01-01

This research investigates the impact of telecommuting intensity (hours worked/week from home) on worker perceived outcomes such as job satisfaction, productivity, organizational commitment. Data was collected and analyzed from a large U.S. Federal Department. The conceptual research model and design include three key mediating variables, one…

How job demands affect partners' experience of exhaustion : integrating work-family conflict and crossover theory

NARCIS (Netherlands)

Bakker, A.B.; Demerouti, E.; Dollard, M.F.

2008-01-01

This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women,

[Outcomes after planned home births].

Science.gov (United States)

Blix, Ellen; Øian, Pål; Kumle, Merethe

2008-11-06

About 150 planned home births take place in Norway annually. Professionals have different opinions on whether such births are safe or not. The aim of the present study was to perform a systematic literature review on maternal and neonatal outcomes after planned home births. A review was performed of literature retrieved from searches in MEDLINE, PubMed, Embase, Cinahl and The Cochrane Library and relevant references found in the articles. The searches were limited to studies published in 1985 and later. 10 studies with data from 30 204 women who had planned and were selected to home birth at the onset of labour were included. Three of the studies had control groups including women with planned hospital births. All included studies were assessed to be of medium quality. Between 9.9 and 23.1 % of women and infants were transferred to hospital during labour or after birth. There were few caesarean sections, other interventions or complications in the studies assessed; the total perinatal mortality rate was 2.9/1000 and the intrapartum mortality rate 0.8/1000. There is no sound basis for discouraging low-risk women from planning a home birth. Results from the included studies do not directly apply to Norwegian conditions. Outcomes and transfers after planned home births should be systematically registered.

Health and Safety Guide for Home Performance Contractors

Energy Technology Data Exchange (ETDEWEB)

Stratton, Chris [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Walker, Iain S. [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States)

2012-02-15

This report is intended to provide home performance contractor trainers with a resource to keep both their workers and home residents safe and healthy. This document is an attempt to describe what we currently believe is safe, what we believe is unsafe, and what we’re unsure about. It is intended to identify health and safety issues and provide historical context and current understanding of both risks and mitigation strategies. In addition, it provides links to more in-depth resources for each issue. When we tighten the thermal envelope of a house to improve comfort and reduce energy use, we have to be sure that we are not compromising the indoor air quality of the home. This means identifying and mitigating or eliminating pollution sources before and after you make changes to the home. These sources can include materials and finishes in the home, exhaust gasses from combustion appliances, soil gasses such as radon, and moisture from a bathroom, kitchen, or unvented clothes dryer. Our first responsibility is to do no harm — this applies both to our clients and to our employees. Currently, there are many new products that are widely used but whose health effects are not well understood. Our in ability to have perfect information means the directive to do no harm can be difficult to obey. Each home is a little bit different, and in the face of a situation you’ve never encountered, it’s important to have a solid grasp of the fundamental concepts of building science when the hard and fast rules don’t apply . The home performance industry is gaining momentum, and has the potential to expand greatly as energy costs continue to rise. It is imperative that we remain vigilant about protecting the health and safety of our workers and our customers. It only takes a few news stories about a family that got sick after their home was tightened by a home performance contractor to scare off potential customers and taint the reputation of the entire industry. Good

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

Energy Technology Data Exchange (ETDEWEB)

Owens, C. M.

2013-09-01

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

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

Energy Technology Data Exchange (ETDEWEB)

Owens, C. M.

2013-09-01

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

Trust in Supervisor and Job Engagement: Mediating Effects of Psychological Safety and Felt Obligation.

Science.gov (United States)

Basit, Ameer A

2017-11-17

In the social context of job engagement, the role of trust in supervisor in predicting engagement of employees has received attention in research. Very limited research, however, has investigated the mechanisms mediating this dynamic relationship. To address this important gap in knowledge, the aim of this study was to examine psychological safety and felt obligation as two psychological mechanisms mediating the effect of trust in supervisor on job engagement. Drawing from job engagement and social exchange theories, the mediating roles of psychological safety and felt obligation in the trust-engagement relationship were empirically investigated in the Malaysian context. Using self-report questionnaires, data were collected from 337 nurses employed in a public hospital located near Kuala Lumpur, Malaysia. Results fully supported the proposed serial multiple mediator model. Trust in supervisor was indirectly related to job engagement via psychological safety followed by felt obligation. This study provides empirical evidence that trust in supervisor makes employees feel psychologically safe to employ and express their selves in their job roles. This satisfaction of the psychological safety need is interpreted by employees as an important socioemotional benefit that, in turn, makes them feel obligated to pay back to their organization through their enhanced level of job engagement. Implications for theory and practice were discussed.

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

OpenAIRE

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

2014-01-01

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

Energy-efficient housing stimulus that pays for itself

International Nuclear Information System (INIS)

Nevin, Rick

2010-01-01

This paper describes an energy-efficient housing stimulus strategy that can: (1) quickly provide large-scale job creation; (2) reduce home energy bills by 30-50% with associated reductions in emissions and energy assistance spending; (3) stabilize home values and reduce foreclosure inventory; (4) help to eliminate childhood lead poisoning; and (5) implement regulatory reforms that highlight market incentives for cost effective energy efficiency and alternative home energy investments. These benefits, far in excess of costs, can be achieved by combining 'lead-safe window replacement' with other weatherization activities and simple regulatory and market reforms. This strategy can help to coordinate American Recovery and Reinvestment Act funding for energy efficiency, the $75 billion Making Home Affordable plan to reduce foreclosures, and the recently announced partnership between the Departments of Energy (DOE) and Housing and Urban Development (HUD) to streamline weatherization efforts and spur job creation. (author)

Is socially integrated community day care for people with dementia associated with higher user satisfaction and a higher job satisfaction of staff compared to nursing home-based day care?

Science.gov (United States)

Marijke van Haeften-van Dijk, A; Hattink, Bart J J; Meiland, Franka J M; Bakker, Ton J E M; Dröes, Rose-Marie

2017-06-01

To investigate whether community-based (CO) day care with carer support according to the proven effective Meeting Centres Support Programme model is associated with higher satisfaction of people with dementia (PwD) and their informal caregivers (CG) and with a higher job satisfaction among care staff compared to traditional nursing home-based (NH) day care. Data were collected in 11 NH day care centres and 11 CO day care centres. User satisfaction of PwD and CG was evaluated in the 11 NH day care centres (n PwD = 41, n CG = 39) and 11 CO day care centres (n PwD = 28, n CG = 36) with a survey after six months of participation. Job satisfaction was measured only in the six NH day care centres that recently transformed to CO day care, with two standard questionnaires before (n STAFF = 35), and six months after the transition (n STAFF = 35). PwD were more positive about the communication and listening skills of staff and the atmosphere and activities at the CO day care centre. Also, CG valued the communication with, and expertise of, staff in CO day care higher, and were more satisfied with the received emotional, social and practical support. After the transition, satisfaction of staff with the work pace increased, but satisfaction with learning opportunities decreased. PwD and CG were more satisfied about the communication with the staff and the received support in CO day care than in NH day care. Overall job satisfaction was not higher, except satisfaction about work pace.

Role of environmental cleanliness and decontamination in care homes.

Science.gov (United States)

Cousins, Gary

2016-01-06

While it is widely accepted that the environment has an important role in transmission of healthcare-associated infections, there has been a paucity of empirical investigation in this area to date, and the majority of published literature relates to acute settings. People living in care homes come into contact with a communally used environment and communally used equipment daily. Equipment may include hoists, hoist slings, clinical monitoring equipment, commodes and shower chairs. In care homes, primary responsibility for decontamination lies with the healthcare team, most of whom are not nurses. The challenge for nurses working in care homes is their accountability for the provision of safe and effective care.

The Performance House - A Cold Climate Challenge Home

Energy Technology Data Exchange (ETDEWEB)

Puttagunta, S. [Consortium for Advanced Residential Buildings (CARB), Norwalk, CT (United States); Grab, J. [Consortium for Advanced Residential Buildings (CARB), Norwalk, CT (United States); Williamson, J. [Consortium for Advanced Residential Buildings (CARB), Norwalk, CT (United States)

2013-08-01

Working with builder partners on test homes allows for vetting of whole-house building strategies to eliminate any potential unintended consequences prior to implementing these solution packages on a production scale. To support this research, CARB partnered with Preferred Builders Inc. on a high-performance test home in Old Greenwich, CT. The philosophy and science behind the 2,700 ft2 "Performance House" was based on the premise that homes should be safe, healthy, comfortable, durable, efficient, and adapt with the homeowners. The technologies and strategies used in the "Performance House" were not cutting-edge, but simply "best practices practiced". The focus was on simplicity in construction, maintenance, and operation. When seeking a 30% source energy savings targets over a comparable 2009 IECC code-built home in the cold climate zone, nearly all components of a home must be optimized. Careful planning and design are critical. To help builders and architects seeking to match the performance of this home, a step-by-step guide through the building shell components of DOE's Challenge Home are provided in a pictorial story book. The end result was a DOE Challenge Home that achieved a HERS Index Score of 20 (43 without PV, the minimum target was 55 for compliance). This home was also awarded the 2012 HOBI for Best Green Energy Efficient Home from the Home Builders & Remodelers Association of Connecticut.

Physician job satisfaction related to actual and preferred job size.

Science.gov (United States)

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

2017-05-11

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

Good job, bad job: The employment experiences of women in recovery from substance abuse.

Science.gov (United States)

Sinakhone, Joyce K; Hunter, Bronwyn A; Jason, Leonard A

2017-01-01

Women in metropolitan areas have lower employment participation and employment rates than men. Although women face multiple challenges in the labor market, those who have a history of substance use and are abstinent may have a greater disadvantage in obtaining viable employment opportunities due to factors associated with substance use. No research to date has examined employment experiences among women in recovery from substance use. This study examined employment characteristics and experiences of women who had a history of substance use and lived in sober-living environments in urban areas. Data were collected through telephone interviews to sober living homes that were located in 20 urban areas. Themes identified through thematic analysis included employment challenges, the importance of work to substance abuse recovery, job satisfaction, employment aspirations, and employment support in the sober living home. Employment is important to women in substance abuse recovery, not only as a means for financial support, but also as a life priority. The results highlight how employer scheduling practices, low-level positions, and lack of employment supports impact recovery. Findings provide insight into the need for employment support services, including employer education and flexible policies for women in recovery.

Nurses’ Widespread Job Dissatisfaction, Burnout, And Frustration With Health Benefits Signal Problems For Patient Care

Science.gov (United States)

McHugh, Matthew D.; Kutney-Lee, Ann; Cimiotti, Jeannie P.; Sloane, Douglas M.; Aiken, Linda H.

2011-01-01

Job dissatisfaction among nurses contributes to costly labor disputes, turnover, and risk to patients. Examining survey data from 95,499 nurses, we found much higher job dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses’ benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out—a finding that signals problems with quality of care. Improving nurses’ working conditions may improve both nurses’ and patients’ satisfaction as well as the quality of care. PMID:21289340

Nurses' widespread job dissatisfaction, burnout, and frustration with health benefits signal problems for patient care.

Science.gov (United States)

McHugh, Matthew D; Kutney-Lee, Ann; Cimiotti, Jeannie P; Sloane, Douglas M; Aiken, Linda H

2011-02-01

Job dissatisfaction among nurses contributes to costly labor disputes, turnover, and risk to patients. Examining survey data from 95,499 nurses, we found much higher job dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses' benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out-a finding that signals problems with quality of care. Improving nurses' working conditions may improve both nurses' and patients' satisfaction as well as the quality of care.

Therapeutic home adaptations for older adults with disabilities.

Science.gov (United States)

Unwin, Brian K; Andrews, Christopher M; Andrews, Patrick M; Hanson, Janice L

2009-11-01

Family physicians commonly care for older patients with disabilities. Many of these patients need help maintaining a therapeutic home environment to preserve their comfort and independence. Patients often have little time to decide how to address the limitations of newly-acquired disabilities. Physicians can provide patients with general recommendations in home modification after careful history and assessment. Universal design features, such as one-story living, no-step entries, and wide hallways and doors, are key adaptations for patients with physical disabilities. Home adaptations for patients with dementia include general safety measures such as grab bars and door alarms, and securing potentially hazardous items, such as cleaning supplies and medications. Improved lighting and color contrast, enlarged print materials, and vision aids can assist patients with limited vision. Patients with hearing impairments may benefit from interventions that provide supplemental visual and vibratory cues and alarms. Although funding sources are available, home modification is often a nonreimbursed expense. However, sufficient home modifications may allow the patient and caregivers to safely remain in the home without transitioning to a long-term care facility.

On Using TPM for Secure Identities in Future Home Networks

Directory of Open Access Journals (Sweden)

Georg Carle

2011-01-01

Full Text Available Security should be integrated into future networks from the beginning, not as an extension. Secure identities and authentication schemes are an important step to fulfill this quest. In this article, we argue that home networks are a natural trust anchor for such schemes. We describe our concept of home networks as a universal point of reference for authentication, trust and access control, and show that our scheme can be applied to any next generation network. As home networks are no safe place, we apply Trusted Computing technology to prevent the abuse of identities, i.e., identity theft.

Job characteristics as determinants of job satisfaction and labour mobility

OpenAIRE

Cornelißen, Thomas

2006-01-01

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

Why Do Parents with Toddlers Store Poisonous Products Safely?

Directory of Open Access Journals (Sweden)

Tinneke M. J. Beirens

2010-01-01

Full Text Available Unintentional poisoning is a major cause of nonfatal injuries in children aged 0–24 months. Associations between self-reported habits on the child safe storage of medication and cleaning products and family, and psychosocial factors were assessed, using a model based on the Protection Motivation Theory. By identifying correlates of safety behavior in this manner, more insight in factors which influence this behavior is obtained. Health promotion activities in order to promote safety behavior should address these factors in order to increase the effectiveness of the health message. Data were gathered from a cross-sectional survey using self-administered questionnaires, mailed to a population sample of 2470 parents with toddlers. The results indicate that the promotion of safe storage of medication and cleaning products should address the family situation, personal cognitive factors as well as social factors. Interventions should particularly focus on parents' self-efficacy of storing poisonous products in a child safe manner and on the vulnerability of their child in their home concerning an unintentional poisoning incident.

Oxford House Recovery Homes: Characteristics and Effectiveness

Science.gov (United States)

Jason, Leonard A.; Ferrari, Joseph R.

2010-01-01

One of the largest examples of a community-based, mutual-help residential community for high risk substance abuse individuals is Oxford House. In the U.S., over 9,800 people live in these self-run dwellings where they obtain jobs, pay utility bills, and learn to be responsible citizens. Beginning with one single rented residence in the mid 1970s, Oxford Houses now number over 1,300. These rented homes are helping to deal with drug addiction and community re-entry by providing stable housing without any limits on length of stay, a network of job opportunities, and support for abstinence. An exploration of the research on these unique settings highlights the strengths of such a community-based approach to addressing addiction. New roles for psychologists in working with these types of support systems are identified. PMID:20577571

The Job Training and Job Satisfaction Survey Technical Manual

Science.gov (United States)

Schmidt, Steven W.

2004-01-01

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

Search Results | Page 11 | IDRC - International Development ...

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

Results 101 - 110 of 650 ... Home · Project; South of Sahara .... Safe and Inclusive Cities: Research to Reduce Urban Violence, ... jobs, goods, and services for poor people in developing countries. ... An investigation into the determinants of business performance ... High-performing businesses are currently seen as a source of ...

Nurse practitioner job satisfaction: looking for successful outcomes.

Science.gov (United States)

Pasarón, Raquel

2013-09-01

To examine overall job satisfaction and its association with extrinsic and intrinsic characteristics of job satisfaction among nurse practitioners at the chosen practice site. The objectives were to identify relevant retention and recruitment strategies, from the nurse practitioners perspective, by examining (1) what role aspects are most satisfying, and (2) approaches for successful, professional development and integration in the role. Supportive professional practice environments are particularly important to nurses' satisfaction with their work and the quality of patient care provided. Hence, research that examines nurse practitioners practice implications and barriers in today's healthcare system is essential. A descriptive-correlational design using survey methodology. A nonprobability sample of convenience was used. The outcome measures were: The Misener Nurse Practitioner Job Satisfaction Scale and two investigator-developed surveys. Participants expressed dissatisfaction with professional and monetary recognition, assertive influence, administrative support and collegial relationships. Interaction of subscale factors on overall job satisfaction and demographic survey findings has important implications for health administrators and nurse practitioners in similar organisations. Stakeholders in healthcare milieus need to be fully engaged in the redesign of the American healthcare system heeding the recommendations of the Institute of Medicine to provide safer health systems to the public. By doing this, issues related to frustration by nurse practitioners related to job satisfaction will be addressed. The need for cooperation, participation, collaboration and instrumental communication are essential in the delivery of safe, quality patient care. A better understanding of intrinsic professional rewards needs to be learned by nurse practitioners who want to seek professional satisfaction and engage in the survival and growth of the profession. Nurse

Job dissatisfaction among certified adapted physical education specialists in the USA

Directory of Open Access Journals (Sweden)

Lucie Ješinová

2014-09-01

Full Text Available Background: Professionals working in the area of special education are exposed to the unique situation of occupational stress. Adapted physical education teachers are experiencing several symptoms of the burnout phenomenon. Objective: The purpose of this study was to identify factors causing job dissatisfaction among certified adapted physical education specialists in the USA. Methods: The survey was developed based (a on Herzberg's (1959 theory of job satisfaction, and (b a pilot study, which examined specific factors of job dissatisfaction among adapted physical education (APE teachers in the USA. The survey consisted of three parts: (a demographic information, (b paired comparison of nine general factors which could cause job dissatisfaction, and (c paired comparison of ten APE specific factors which could cause job dissatisfaction. The participants were 113 certified adapted physical education specialists (CAPES (88 females, 25 males, a 38% return rate of all mailed surveys. Results: The results indicated that 39% of CAPES have seriously considered another job outside of APE and 26% of CAPES have actively searched for job outside of APE in the last two years. 113 CAPES indicated the general factors that they found the most dissatisfying in their job (listed accordingly to rank, frequency and percent of times chosen, N for each factor = 1017 were working conditions (644, 71%; policies and administration (619, 68%; interpersonal relationship with supervisors (552, 61%; supervision (484, 54%; salary (404, 45%; interpersonal relationship with subordinates (404, 45%; benefits on job (301, 33%; interpersonal relationship with peers (293, 32%; and job security (245, 27%. 110 CAPES indicated the APE specific factors they found the most dissatisfying on their job (listed accordingly to rank, frequency and percent of times chosen, N for each factor = 990 were paperwork (687, 69%; scheduling (659, 67%; facilities (617, 62%; individualized education

Committee Opinion No. 697: Planned Home Birth.

Science.gov (United States)

2017-04-01

In the United States, approximately 35,000 births (0.9%) per year occur in the home. Approximately one fourth of these births are unplanned or unattended. Although the American College of Obstetricians and Gynecologists believes that hospitals and accredited birth centers are the safest settings for birth, each woman has the right to make a medically informed decision about delivery. Importantly, women should be informed that several factors are critical to reducing perinatal mortality rates and achieving favorable home birth outcomes. These factors include the appropriate selection of candidates for home birth; the availability of a certified nurse-midwife, certified midwife or midwife whose education and licensure meet International Confederation of Midwives' Global Standards for Midwifery Education, or physician practicing obstetrics within an integrated and regulated health system; ready access to consultation; and access to safe and timely transport to nearby hospitals. The Committee on Obstetric Practice considers fetal malpresentation, multiple gestation, or prior cesarean delivery to be an absolute contraindication to planned home birth.

Committee Opinion No. 669: Planned Home Birth.

Science.gov (United States)

2016-08-01

In the United States, approximately 35,000 births (0.9%) per year occur in the home. Approximately one fourth of these births are unplanned or unattended. Although the American College of Obstetricians and Gynecologists believes that hospitals and accredited birth centers are the safest settings for birth, each woman has the right to make a medically informed decision about delivery. Importantly, women should be informed that several factors are critical to reducing perinatal mortality rates and achieving favorable home birth outcomes. These factors include the appropriate selection of candidates for home birth; the availability of a certified nurse-midwife, certified midwife or midwife whose education and licensure meet International Confederation of Midwives' Global Standards for Midwifery Education, or physician practicing obstetrics within an integrated and regulated health system; ready access to consultation; and access to safe and timely transport to nearby hospitals. The Committee on Obstetric Practice considers fetal malpresentation, multiple gestation, or prior cesarean delivery to be an absolute contraindication to planned home birth.

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

Gauging Perceived Benefits from ‘Working from Home’ as a Job Benefit

Directory of Open Access Journals (Sweden)

Nicole Farideh Church

2015-11-01

Full Text Available This paper covers working from home as an employee benefit and looks to gauge the advantages and disadvantages for both employees and employers. The focus is on employees that work from home on behalf of an employer, not self-employed individuals. The article reviews secondary research on working from home. The primary research included in this paper was conducted via anonymous online surveys. Respondents were assured of anonymity, and ranged in their functional roles. The survey included ranking questions, as well as freeform short answer questions. This primary research is not positioned to be statistically representative of all employees and employers. This primary research does reflect a gauge on perspectives on working from home as a job benefit. Ultimately the results suggest that employees hold a very positive perspective on working from home, however, more can be done to help ensure perceptions on workplace promotional opportunities remain consistent for employees that work in an office or for home. Research also suggests that the greatest challenge for managers remains a lack of trust in results from employees they cannot physically see in the same location. Managers will find driving their employees’ performance through clearly defined metrics which will improve the trust.

Occupational Home Economics Education Series. Catering Services. Competency Based Teaching Module.

Science.gov (United States)

Lowe, Phyllis; And Others

This module, one of ten competency based modules developed for vocational home economics teachers, is based on a job cluster in the catering industry. It is designed for use with a variety of levels of learners (secondary, postsecondary, adult) in both school and non-school educational settings. Focusing on two levels of employment, food caterer…

A study investigating patients' experience of hospital and home iontophoresis for hyperhidrosis.

LENUS (Irish Health Repository)

McAleer, Maeve Aine

2014-08-01

Iontophoresis is an effective and safe treatment for hyperhidrosis. We investigated patients\\' experiences with the Idrostar® home iontophoresis unit (STD Pharmaceuticals, Hereford, UK) considering compliance and efficacy.

All in a Day's Work: Job Experiences, Self-Esteem, and Fathering in Working-Class Families.

Science.gov (United States)

Grimm-Thomas, Karen; Perry-Jenkins, Maureen

1994-01-01

Examined how working-class fathers' job experiences affected their self-esteem and parenting styles. Conducted home interviews with 59 working-class fathers in dual-earner families and their target child, who was aged 8 to 12 years. Found that more positive fathers' work experiences, higher their self-esteem, which predicted more accepting…

Safe motherhood at risk?

Science.gov (United States)

Thompson, A

1996-12-01

Health professionals' negative attitudes toward clients often exacerbate the problems women face in terms of health status and access to health care. Thus, the health professionals can themselves be obstacles to women seeking the health care they need. A key challenge to midwives, in addition to providing technically competent services, is gaining insight into the people for whom they are responsible so that childbirth traditions are treated with respect and women are offered dignity. Safe motherhood requires intersectoral collaboration. Many innovative approaches to safe motherhood are based on the community's participation in planning services that meet the needs of women. Other approaches are based on decentralization of services. For example, a large university teaching hospital in Lusaka, Zambia, set up birthing centers around the city to take the pressure off the hospital. Midwives head up these centers, which are close to the women's homes. Decentralization of delivery services has improved the physical and emotional outcomes for mothers and newborns. Midwives must be prepared to articulate concerns about inequalities and deficiencies in the health care system in order to persuade the government to change. Women, including midwives, need to form multidisciplinary alliances to work together to effect change. The front-line workers in maternity care are midwives. They should adopt the following strategies to become even more effective in their efforts to make motherhood safer. They should listen to what women say about their needs. They should scale services to a manageable, human scale. They should learn the skills to become politically active advocates. They should work with other midwives, women, leaders, and other professional groups. Motherhood can be safe when women have more control over their own decision making, the education to liberate themselves to make their own decisions, and access to skilled care.

Safe sex

Science.gov (United States)

... sex; Sexually transmitted - safe sex; GC - safe sex; Gonorrhea - safe sex; Herpes - safe sex; HIV - safe sex; ... contact. STIs include: Chlamydia Genital herpes Genital warts Gonorrhea Hepatitis HIV HPV Syphilis STIs are also called ...

Job flexibility and job insecurity : the Dutch case

NARCIS (Netherlands)

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

1999-01-01

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

Considerations for the design of safe and effective consumer health IT applications in the home.

Science.gov (United States)

Zayas-Cabán, Teresa; Dixon, Brian E

2010-10-01

Consumer health IT applications have the potential to improve quality, safety and efficiency of consumers' interactions with the healthcare system. Yet little attention has been paid to human factors and ergonomics in the design of consumer health IT, potentially limiting the ability of health IT to achieve these goals. This paper presents the results of an analysis of human factors and ergonomics issues encountered by five projects during the design and implementation of home-based consumer health IT applications. Agency for Healthcare Research and Quality-funded consumer health IT research projects, where patients used the IT applications in their homes, were reviewed. Project documents and discussions with project teams were analysed to identify human factors and ergonomic issues considered or addressed by project teams. The analysis focused on system design and design processes used as well as training, implementation and use of the IT intervention. A broad range of consumer health IT applications and diverse set of human factors and ergonomics issues were identified. The design and implementation processes used resulted in poor fit with some patients' healthcare tasks and the home environment and, in some cases, resulted in lack of use. Clinician interaction with patients and the information provided through health IT applications appeared to positively influence adoption and use. Consumer health IT application design would benefit from the use of human factors and ergonomics design and evaluation methods. Considering the context in which home-based consumer health IT applications are used will likely affect the ability of these applications to positively impact the quality, safety and efficiency of patient care.

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.

The daily commute from work to home: examining employees' experiences in relation to their recovery status.

Science.gov (United States)

van Hooff, Madelon L M

2015-04-01

Sufficient recovery after daily effort expenditure at work is important to protect employee health and well-being. However, the role of commuting in the daily effort-recovery process is still not very well understood. The present study aimed to advance insight in this respect by examining if relaxation, detachment, mastery and stressful delays experienced during the commute from work to home affect employees' recovery status after returning home from work and at the end of the evening. Daily job demands were expected to moderate these effects. Serenity and (low) anxiety were included as indicators of employees' recovery status. Data were collected by means of a 5-day daily diary study (three measurements daily) among 76 participants from various industries. Multilevel analyses showed that relaxation was positively and stressful delays were negatively related to employees' recovery status after returning home from work but not to indicators of recovery at the end of the evening. For detachment, similar relations were found but only on days with high job demands. Mastery was not related to employees' recovery status. These findings enhance our insight in the daily effort-recovery cycle and underline the importance of promoting detachment (on demanding workdays) and relaxation on the way home from work. Copyright © 2013 John Wiley & Sons, Ltd.

Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England.

Science.gov (United States)

Ahmad, Nora; Oranye, Nelson Ositadimma

2010-07-01

To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies. Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment. This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia. Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job. The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment. Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Relationship Between Job Characteristics And Job Performance Of ...

African Journals Online (AJOL)

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

Career plans of primary care midwives in the Netherlands and their intentions to leave the current job.

NARCIS (Netherlands)

Warmelink, J.C.; Wiegers, T.A.; Cock, T.P. de; Spelten, E.R.; Hutton, E.K.

2015-01-01

Background: In labour market policy and planning, it is important to understand the motivations of people to continue in their current job or to seek other employment. Over the last decade, besides the increasingly medical approach to pregnancy and childbirth and decreasing home births, there were

Stakeholder perceptions of job stress in an industrialized country: implications for policy and practice.

Science.gov (United States)

Page, Kathryn M; LaMontagne, Anthony D; Louie, Amber M; Ostry, Aleck S; Shaw, Andrea; Shoveller, Jeannie A

2013-08-01

We used a secondary, qualitative analysis of stakeholder perceptions of work stress in Australia to characterize the context for policy and practice intervention. Themes included: Individual versus contextual descriptions of stress; perceived 'gender' differences in manifesting and reporting of stress; the work/home interface; and perceived sectoral and occupational differences in compensation claim rates. We found that people often still perceive stress as an individual rather than organizational problem and view work stress as a stereotypically feminine weakness that affects only certain people. Organizations downplay and overlook risks, increasing worker reluctance to report stressors, creating barriers to job stress interventions. Our study may be relevant to other industrial countries where researchers currently study job stress interventions to improve their effectiveness. Comprehensive approaches can increase knowledge and decrease stigma about job stress and mental illness, and target both work- and non-work-related influences on mental health.

Job Hazard Analysis

National Research Council Canada - National Science Library

1998-01-01

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

78 FR 73441 - Grants to States for Construction or Acquisition of State Homes

Science.gov (United States)

2013-12-06

... on the economy of $100 million or more or adversely affect in a material way the economy, a sector of the economy, productivity, competition, jobs, the environment, public health or safety, or State..., Sharing Specialized Medical Resources; 64.022, Veterans Home Based Primary Care; 64.024, VA Homeless...

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.

Nurses' reflections on pain management in a nursing home setting.

Science.gov (United States)

Clark, Lauren; Fink, Regina; Pennington, Karen; Jones, Katherine

2006-06-01

Achieving optimal and safe pain-management practices in the nursing home setting continues to challenge administrators, nurses, physicians, and other health care providers. Several factors in nursing home settings complicate the conduct of clinical process improvement research. The purpose of this qualitative study was to explore the perceptions of a sample of Colorado nursing home staff who participated in a study to develop and evaluate a multifaceted pain-management intervention. Semistructured interviews were conducted with 103 staff from treatment and control nursing homes, audiotaped, and content analyzed. Staff identified changes in their knowledge and attitudes about pain and their pain-assessment and management practices. Progressive solutions and suggestions for changing practice include establishing an internal pain team and incorporating nursing assistants into the care planning process. Quality improvement strategies can accommodate the special circumstances of nursing home care and build the capacity of the nursing homes to initiate and monitor their own process-improvement programs using a participatory research approach.

Job strain associated with increases in ambulatory blood and pulse pressure during and after work hours among female hotel room cleaners.

Science.gov (United States)

Feaster, Matt; Krause, Niklas

2018-06-01

Previously documented elevated hypertension rates among Las Vegas hotel room cleaners are hypothesized to be associated with job strain. Job strain was assessed by questionnaire. Ambulatory blood pressure (ABP) was recorded among 419 female cleaners from five hotels during 18 waking hours. Multiple linear regression models assessed associations of job strain with ABP and pulse pressure for 18-h, work hours, and after work hours. Higher job strain was associated with increased 18-h systolic ABP, after work hours systolic ABP, and ambulatory pulse pressure. Dependents at home but not social support at work attenuated effects. Among hypertensive workers, job strain effects were partially buffered by anti-hypertensive medication. High job strain is positively associated with blood pressure among female hotel workers suggesting potential for primary prevention at work. Work organizational changes, stress management, and active ABP surveillance and hypertension management should be considered for integrated intervention programs. © 2018 Wiley Periodicals, Inc.

Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

CERN Document Server

Toporkov, Victor; Tselishchev, Alexey; Yemelyanov, Dmitry; Potekhin, Petr

2015-01-01

In this work, we consider the problems of job flow distribution and ranked job framework forming within a model of cycle scheduling in Grid virtual organizations. The problem of job flow distribution is solved in terms of jobs and computing resource domains compatibility. A coefficient estimating such compatibility is introduced and studied experimentally. Two distribution strategies are suggested. Job framework forming is justified with such quality of service indicators as an average job execution time, a number of required scheduling cycles, and a number of job execution declines. Two methods for job selection and scheduling are proposed and compared: the first one is based on the knapsack problem solution, while the second one utilizes the mentioned compatibility coefficient. Along with these methods we present experimental results demonstrating the efficiency of proposed approaches and compare them with random job selection.

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

NARCIS (Netherlands)

Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

2016-01-01

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

Staff's person-centredness in dementia care in relation to job characteristics and job-related well-being: a cross-sectional survey in nursing homes

NARCIS (Netherlands)

Willemse, Bernadette M.; Jonge, de J.; Smit, D.; Visser, Q.; Depla, M.F.I.A.; Pot, Anne Margriet

2015-01-01

Aim: To explore the role of nursing staff's person-centredness caring for people with dementia in relation to their work environment and job-related well-being. Background: Given the development towards person-centred care and labour force issues, research has recently focused on the effect of

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

Science.gov (United States)

Saunders, Bob

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

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

Turner, Nick; Chmiel, Nik; Walls, Melanie

2005-10-01

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

The influence of secondary conditions on job acquisition and retention in adults with spinal cord injury.

Science.gov (United States)

Meade, Michelle A; Forchheimer, Martin B; Krause, James S; Charlifue, Susan

2011-03-01

To examine the associations of job acquisition and job retention to secondary conditions, hospitalizations, and nursing home stays for adults with spinal cord injury (SCI). Retrospective analysis of longitudinal data from multicenter study. Community setting. Two samples of adults participating in the SCI Model Systems; the first sample consisted of persons who reported being unemployed at follow-up (n=9501); the second sample consisted of those who reported working at follow-up (n=5,150). Not applicable. Job acquisition (change from not working at 1 anniversary of injury to working at the following data collection) and job retention (maintenance of work between 2 assessment periods). Discrete time hazard modeling was used to assess how secondary conditions affect job acquisition. After controlling for the effects of demographic and injury characteristics, hospitalizations within the last 12 months were associated with decreased chance of having obtained employment. Hierarchic logistic regression analyses were used to examine job retention. Hospitalizations and the presence of PUs were associated with lower odds of job retention once demographic and injury characteristics were controlled. Secondary conditions from the previous assessment period were not significantly related to either job acquisition or job retention after the variance from demographic and injury characteristics and current secondary conditions were controlled. Hospitalization, as well as a limited number of secondary conditions, were associated with reduced odds of both job acquisition and job retention among adults with SCI. Interventions that can prevent secondary conditions and reduce the need for hospitalizations may be beneficial in improving employment for this population. Copyright © 2011 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

76 FR 52274 - Expansion of State Home Care for Parents of a Child Who Died While Serving in the Armed Forces

Science.gov (United States)

2011-08-22

... likely to result in a rule that may: (1) Have an annual effect on the economy of $100 million or more or adversely affect in a material way the economy, a sector of the economy, productivity, competition, jobs... Nursing Home Care; 64.015, Veterans State Nursing Home Care; 64.018, Sharing Specialized Medical Resources...

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

OpenAIRE

Hetschko, Clemens; Chadi, Adrian

2014-01-01

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

Patient Safety Culture and the Association with Safe Resident Care in Nursing Homes

Science.gov (United States)

Thomas, Kali S.; Hyer, Kathryn; Castle, Nicholas G.; Branch, Laurence G.; Andel, Ross; Weech-Maldonado, Robert

2012-01-01

Purpose of the study: Studies have shown that patient safety culture (PSC) is poorly developed in nursing homes (NHs), and, therefore, residents of NHs may be at risk of harm. Using Donabedian's Structure-Process-Outcome (SPO) model, we examined the relationships among top management's ratings of NH PSC, a process of care, and safety outcomes.…

Predictors of activity involvement in dementia care homes: a cross-sectional study.

Science.gov (United States)

Smit, Dieneke; de Lange, Jacomine; Willemse, Bernadette; Pot, Anne Margriet

2017-08-04

Despite the finding that involvement in activities is one of the most important needs of residents with dementia living in care homes, care facilities struggle to fulfill this need. Over the years, various factors are suggested which may contribute to or disable activity provision in dementia care homes. These include limited financial resources, task oriented staff and disease-related characteristics of residents. This study aims to further clarify which of these factors predict higher activity involvement. Data were derived from the second measurement (2011) of the Living Arrangements for people with Dementia study. One thousand two hundred eighteen people residing in 139 dementia care homes were involved. Forty predictors of higher involvement were studied. Multilevel backward regression analyses were performed. The most important predictors of higher involvement were: absence of agitation, less ADL dependency, and a higher cognitive status of the residents, higher staff educational level, lower experienced job demands by care staff and a smaller number of residents living in the dementia care wards of a facility. More social supervisor support as perceived by staff was found to predict less activity involvement. To increase the activity involvement of care home residents with dementia it seems vital to: 1) reduce staff's experienced job demands; 2) elevate their overall educational level; 3) train staff to provide suitable activities, taking account of the behavior and preserved capabilities of residents; and 4) foster transition towards small-scale care. In order to achieve these aims, care organizations might need to evaluate the use of their financial means.

Job satisfaction

OpenAIRE

PODROUŽKOVÁ, Lucie

2013-01-01

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

Work-home interference among nurses: reciprocal relationships with job demands and health

NARCIS (Netherlands)

van der Heijden, Beatrice; Demerouti, Evangelia; Bakker, Arnold B.; Hasselhorn, Hans Martin

2008-01-01

Aims: This paper is a report of a study with three aims: (i) to investigate whether emotional, quantitative and physical demands have a causal, negative impact on nurses' health; (ii) to examine whether work-home interference can explain this effect, by playing a mediating role; and (iii) to test

Safe Handling of Oral Antineoplastic Medications: Focus on Targeted Therapeutics in the Home Setting

Science.gov (United States)

Cass, Yaakov; Connor, Thomas H.; Tabachnik, Alexander

2017-01-01

Introduction With the growing number of oral targeted therapies being approved for use in cancer therapy, the potential for long-term administration of these drugs to cancer patients is expanding. The use of these drugs in the home setting has the potential to expose family members and caregivers to them either through direct contact with the drugs or indirectly by exposure to the parent compounds and/or their active metabolites in contaminated patient's waste. Methods A systematic literature review was performed and the known adverse health effect of 32 oral targeted therapeutics is summarized. In particular, the carcinogenicity, genotoxicity, and embryo-foetal toxicity, along with the route of excretion were evaluated. Results Carcinogenicity testing has not been performed on most of the oral targeted therapeutics and the genotoxicity data are mixed. However, the majority of these drugs exhibit adverse reproductive effects, some of which are severe. Currently available data does not permit the possibility of a health hazard from inappropriate handling of drugs and contaminated patients waste to be ignored, especially in a long-term home setting. Further research is needed to understand these issues. Conclusions With the expanding use of targeted therapies in the home setting, family members and caregivers, especially those of reproductive risk age, are, potentially at risk. Overall basic education and related precautions should be taken to protect family members and caregivers from indirect or direct exposure from these drugs. Further investigations and discussion on this subject is warranted. PMID:27009803

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

OpenAIRE

Petri Böckerman; Pekka Ilmakunnas

2005-01-01

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

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

African Journals Online (AJOL)

McRoy

2014-12-31

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

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

Directory of Open Access Journals (Sweden)

Mojtaba Rafiee

2013-09-01

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

Job Analysis

OpenAIRE

Bravená, Helena

2009-01-01

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

A Study on Job Satisfaction as a Determinant of Job Motivation

Directory of Open Access Journals (Sweden)

Azman Ismail

2016-06-01

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

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

Science.gov (United States)

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

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

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

Directory of Open Access Journals (Sweden)

Carol M. Wong

2017-09-01

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

Committee Opinion No. 669 Summary: Planned Home Birth.

Science.gov (United States)

2016-08-01

In the United States, approximately 35,000 births (0.9%) per year occur in the home. Approximately one fourth of these births are unplanned or unattended. Although the American College of Obstetricians and Gynecologists believes that hospitals and accredited birth centers are the safest settings for birth, each woman has the right to make a medically informed decision about delivery. Importantly, women should be informed that several factors are critical to reducing perinatal mortality rates and achieving favorable home birth outcomes. These factors include the appropriate selection of candidates for home birth; the availability of a certified nurse-midwife, certified midwife or midwife whose education and licensure meet International Confederation of Midwives' Global Standards for Midwifery Education, or physician practicing obstetrics within an integrated and regulated health system; ready access to consultation; and access to safe and timely transport to nearby hospitals. The Committee on Obstetric Practice considers fetal malpresentation, multiple gestation, or prior cesarean delivery to be an absolute contraindication to planned home birth.

Committee Opinion No 697 Summary: Planned Home Birth.

Science.gov (United States)

2017-04-01

In the United States, approximately 35,000 births (0.9%) per year occur in the home. Approximately one fourth of these births are unplanned or unattended. Although the American College of Obstetricians and Gynecologists believes that hospitals and accredited birth centers are the safest settings for birth, each woman has the right to make a medically informed decision about delivery. Importantly, women should be informed that several factors are critical to reducing perinatal mortality rates and achieving favorable home birth outcomes. These factors include the appropriate selection of candidates for home birth; the availability of a certified nurse-midwife, certified midwife or midwife whose education and licensure meet International Confederation of Midwives' Global Standards for Midwifery Education, or physician practicing obstetrics within an integrated and regulated health system; ready access to consultation; and access to safe and timely transport to nearby hospitals. The Committee on Obstetric Practice considers fetal malpresentation, multiple gestation, or prior cesarean delivery to be an absolute contraindication to planned home birth.

Safe delivery care practices in western Nepal: Does women's autonomy influence the utilization of skilled care at birth?

Science.gov (United States)

Bhandari, Tulsi Ram; Kutty, V Raman; Sarma, P Sankara; Dangal, Ganesh

2017-01-01

Despite various efforts to increase the utilization of skilled birth attendants (SBA), nearly two-thirds of deliveries take place at home without the assistance of SBAs in Nepal. We hypothesized that the ability of women to take decisions about their own lives-women's autonomy-plays an important part in birth choices. To know this, we conducted a community-based cross-sectional study for assessing women's autonomy and utilization of safe delivery care service in Kapilvastu district of Nepal from June to October 2014. We used multivariate modeling to associate socioeconomic factors and women's autonomy with the utilization of safe delivery care services. Just over one-third of women sought institutional delivery care during the birth of their last child. Out of the total deliveries at health facilities, nearly 58% women visited health facility for self-reported emergency obstructive care. Only 6.2% home deliveries were handled by health workers and 14.7% women used the safe delivery kit for home delivery care. Higher levels of women's education had a strong positive association (odds ratio = 24.11, CI = 9.43-61.64) with institutional delivery care. Stratified analysis showed that when the husband is educated, women's education seems to work partly through their autonomy in decision making. Educational status of women emerged as one of the key predictors of the utilization of delivery care services in Kapilvastu district. Economic status of household and husband's education are other dominant predictors of the utilization of safe delivery care services. Improving the economic and educational status may be the way out for improving the proportion of institutional deliveries. Women's autonomy may be an important mediating factor in this pathway.

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

OpenAIRE

Belzil, Christian

2000-01-01

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

Toward Hazardless Waste: A Guide for Safe Use and Disposal of Hazardous Household Products.

Science.gov (United States)

Toteff, Sally; Zehner, Cheri

This guide is designed to help individuals make responsible decisions about safe use and disposal of household products. It consists of eight sections dealing with: (1) hazardous chemicals in the home, how hazaradous products become hazardous waste, and whether a hazardous waste problem exists in Puget Sound; (2) which household wastes are…

Job satisfaction and job content in Dutch dental hygienists.

Science.gov (United States)

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

2012-08-01

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

Frontline registered nurse job satisfaction and predictors over three decades: a meta-analysis from 1980 to 2009.

Science.gov (United States)

Saber, Deborah A

2014-01-01

Frontline registered nurses' job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The purpose of this study was to comprehensively, quantitatively examine the largest, moderate, and smallest predictors of frontline registered nurse job satisfaction from 1980 to 2009. A non-a priori meta-analysis was used to analyze studies that met inclusion. Sixty-two studies and 27 job satisfaction predictors met inclusion for analysis. The largest effect sizes were found for task requirements (r = .61), empowerment (r = .55), and control (r = .52), and moderate effect sizes were found for 10 predictors. Fail-safe N indicates high reliability. Heterogeneity between studies was present in all of the 27 predictor analyses. The largest predictors of job satisfaction for the frontline registered nurse may be different than previously thought. Supporting past research, autonomy and stress were found to be moderate predictors of satisfaction. Heterogeneity indicates study differences or moderator influence in studies. Copyright © 2014 Elsevier Inc. All rights reserved.

Home-based care, technology, and the maintenance of selves.

Science.gov (United States)

Parks, Jennifer A

2015-06-01

In this paper, I will argue that there is a deep connection between home-based care, technology, and the self. Providing the means for persons (especially older persons) to receive care at home is not merely a kindness that respects their preference to be at home: it is an important means of extending their selfhood and respecting the unique selves that they are. Home-based technologies like telemedicine and robotic care may certainly be useful tools in providing care for persons at home, but they also have important implications for sustaining selfhood in ways that are of value to individuals and those who care for them. I will argue, by appealing to Hilde Lindemann's notion of "holding" persons' identities in place, that technological interventions are not only useful tools for improving and sustaining health and good care at home, but that they may also help to extend our personal identities and relational capacities in ways that are practically and ethically good. Because of these important goods, I will claim that there is a prima facie moral duty to do this "holding" work and that it is best done by family members and loved ones who are well suited to the job because of their history and relationship with the individual that needs to be "held" in place.

Job insecurity and work-family conflict in teachers in Sweden: Examining their relations with longitudinal cross-lagged modeling.

Science.gov (United States)

Richter, Anne; Näswall, Katharina; Lindfors, Petra; Sverke, Magnus

2015-06-01

Job insecurity and work-family conflict are increasingly prevalent in contemporary working life and numerous studies have documented their antecedents and negative consequences. The present study used longitudinal questionnaire data collected among teachers in Sweden to test the direction of the relation between job insecurity and work-family conflict using cross-lagged modeling. Multiple-group comparisons were conducted to account for the skewed gender composition in the teachers' group. After controlling for baseline levels of job insecurity, work-family conflict, and four potential confounders (age, children under 12 living at home, university education, and relationship status), we found that the reciprocal relationship between job insecurity and work-family conflict over a 1-year time period fitted the data best for the men. For women, however, only the auto regression coefficients were significant. The results provide some empirical support for gender differences in the relation between job insecurity and work-family conflict. Moreover, this study partially supports theoretical assumptions suggesting that job insecurity and work-family conflict influence each other. © 2015 The Institute of Psychology, Chinese Academy of Sciences and Wiley Publishing Asia Pty Ltd.

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

Science.gov (United States)

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

2017-01-01

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

OUTLINE FOR OCCUPATIONAL HOME ECONOMICS COURSE IN COMMERCIAL AND INSTITUTIONAL FOOD PREPARATION.

Science.gov (United States)

Alabama State Dept. of Education, Montgomery. Home Economics Service.

THE EXPERIMENTAL OUTLINE IS FOR TEACHER USE IN PLANNING A TWO-SEMESTER COURSE TO PREPARE 11TH AND 12TH GRADE STUDENTS FOR ENTRY LEVEL COMMERCIAL FOOD PREPARATION JOBS SUCH AS FOOD SERVICE WORKERS, COOK HELPERS, CATERER HELPERS, SALAD MAKERS, BAKER HELPERS, SHORT ORDER COOKS, AND TRAY LINE WORKERS. IT WAS DEVELOPED BY VOCATIONAL HOME ECONOMICS…

Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob R.

2010-01-01

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

Flexible work arrangements, job satisfaction, and turnover intentions: the mediating role of work-to-family enrichment.

Science.gov (United States)

McNall, Laurel A; Masuda, Aline D; Nicklin, Jessica M

2010-01-01

The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice.

Sixty Girls, Three Nuns, One Home.

Science.gov (United States)

Smeltzer, Carolyn Hope

2016-04-01

This article describes the experience of a nurse volunteer working with girls in India who had been trafficked and/or were children of mothers who were (are) prostitutes. The article describes how nuns who care, provide values and a safe home give the girls opportunities. The article illustrates how, with little recourse, three nuns care for 60 girls living in one home. The girls range in age from 4 to 18 years. The girls are motivated to live happily, work hard, study often, and play together. Lessons learned from the nurse volunteer who worked and lived with the girls are described. This article illustrates how nurses in retirement can still fulfill their passion of helping others. © 2015 Wiley Periodicals, Inc.

Job longevity as a situational factor in job satisfaction.

Science.gov (United States)

Katz, R

1978-06-01

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

Creative Arts Therapies as Temporary Home for Refugees: Insights from Literature and Practice

Directory of Open Access Journals (Sweden)

Rebekka Dieterich-Hartwell

2017-10-01

Full Text Available One of the frequently overlooked psychosocial problems of refugees is the phenomenon of homesickness. Being forced into exile and unable to return home may cause natural feelings of nostalgia but may also result in emotional, cognitive, behavioral and physical adversities. According to the literature, the creative arts therapies with their attention to preverbal language—music, imagery, dance, role play, and movement—are able to reach individuals through the senses and promote successive integration, which can lead to transformation and therapeutic change. These forms of therapy can be a temporary home for refugees in the acculturation process, by serving as a safe and enactive transitional space. More specifically, working with dance and movement can foster the experience of the body as a home and thus provide a safe starting place, from which to regulate arousal, increase interoception, and symbolize trauma- and resource-related processes. Hearing, playing, and singing music from the home culture may assist individuals in maintaining their cultural and personal individuality. Creating drawings, paintings, or sculpturing around the topics of houses and environments from the past can help refugees to retain their identity through art, creating safe spaces for the future helps to look ahead, retain resources, and regain control. This article provides a literature review related to home and homesickness, and the role the arts therapies can play for refugees in transition. It further reports selected interview data on adverse life events and burdens in the host country from a German study. We propose that the creative arts therapies are not only a container that offers a temporary home, but can also serve as a bridge that gently guides refugees to a stepwise integration in the host country. Several clinical and research examples are presented suggesting that the support and affirmation through the creative arts can strengthen individuals in

The use of technology to transform the home into a safe-haven.

Science.gov (United States)

Kun, Luis

2007-01-01

On June 14, 2006 three reports were published by the Institute of Medicine (IOM) in regards to "THE FUTURE OF EMERGENCY CARE IN THE UNITED STATES HEALTH SYSTEM". The three combined reports: Hospital-Based Emergency Care at the Breaking Point, Emergency Medical Services at the Crossroads and Emergency Care for Children Growing Pains, are a clear reflection of the state we currently face, even without a major disaster. Some key findings drawn from all three reports showed that the emergency care system is ill-prepared to handle a major one. For example, many of the 41 million citizens who do not have medical insurance end up using the Emergency Departments (ED) as their source of "regular" care and many of these EDs are at or over capacity, there is little surge capacity for a major event, whether it takes the form of a natural disaster, disease outbreak, or terrorist attack. If we had during the major disaster event, a "contagion" element, i.e. pandemic flu, then the problem would be even more complicated, since the "regular" hospital patient population would need to be isolated from these patients. If we add to this equation the length of time involved in the "current" process of vaccine creation and production (i.e. the volume of vaccines that would be required to be provided to the citizens of the world), the scenario does not look to promising. A new model is needed then to address these requirements. In the developed world we have a number of devices (e.g., radio, TV, Computers, telephones, mobile devices, etc.) and infrastructure (e.g., cable, wireless networks, etc.) that are already supplying the homes and the individuals with a large number of independent applications and different types of information. These stovepipes or independently developed family that include: tele-banking, Telehealth, tele-education, e-commerce, entertainment on demand, etc. when "connected" as an integrated set, may provide an ideal environment, where families may stay at home for

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

OpenAIRE

Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

H. Viviers

1995-09-01

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

Grid Service for User-Centric Job

Energy Technology Data Exchange (ETDEWEB)

Lauret, Jerome

2009-07-31

The User Centric Monitoring (UCM) project was aimed at developing a toolkit that provides the Virtual Organization (VO) with tools to build systems that serve a rich set of intuitive job and application monitoring information to the VO’s scientists so that they can be more productive. The tools help collect and serve the status and error information through a Web interface. The proposed UCM toolkit is composed of a set of library functions, a database schema, and a Web portal that will collect and filter available job monitoring information from various resources and present it to users in a user-centric view rather than and administrative-centric point of view. The goal is to create a set of tools that can be used to augment grid job scheduling systems, meta-schedulers, applications, and script sets in order to provide the UCM information. The system provides various levels of an application programming interface that is useful through out the Grid environment and at the application level for logging messages, which are combined with the other user-centric monitoring information in a abstracted “data store”. A planned monitoring portal will also dynamically present the information to users in their web browser in a secure manor, which is also easily integrated into any JSR-compliant portal deployment that a VO might employ. The UCM is meant to be flexible and modular in the ways that it can be adopted to give the VO many choices to build a solution that works for them with special attention to the smaller VOs that do not have the resources to implement home-grown solutions.

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

Science.gov (United States)

Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

2004-04-01

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

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

Science.gov (United States)

Leppel, Karen; Brucker, Eric; Cochran, Jeremy

2012-01-01

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

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

OpenAIRE

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

1989-01-01

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

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

Science.gov (United States)

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

2016-06-01

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

The Job of 'Conseiller info energie': Small Uncertain Hands of the French Energy Policies

International Nuclear Information System (INIS)

Cacciari, Joseph

2016-01-01

This article examines the diffusion of the 'green economy' from the Conseiller info energie job, created in 2002. These advisors direct individuals in their proposed purchase of renewable energy equipment or energy renovation of their homes, to promote the 'greening' of the housing sector. From the story and position of this activity, we support the green economy is caught in uncertainty as to its effective institutionalization

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.

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

African Journals Online (AJOL)

McRoy

2014-12-31

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

Benefits and implementation of home hemodialysis: A narrative review

Directory of Open Access Journals (Sweden)

Ayman Karkar

2015-01-01

Full Text Available Home hemodialysis (HD is a modality of renal replacement therapy that can be safely and independently performed at home by end-stage renal disease (ESRD patients. Home HD can be performed at the convenience of the patients on a daily basis, every other day and overnight (nocturnal. Despite the great and many perceived benefits of home HD, including the significant improvements in health outcomes and resource utilization, the adoption of home HD has been limited; lack or inadequate pre-dialysis education and training constitute a major barrier. The lack of self-confidence and/or self-efficacy to manage own therapy, lack of family and/or social support, fear of machine and cannulation of blood access and worries of possible catastrophic events represent other barriers for the implementation of home HD besides inadequate competence and/or expertise in caring for home HD patients among renal care providers (nephrologists, dialysis nurses, educators. A well-studied, planned and prepared and carefully implemented central country program supported by adequate budget can play a positive role in overcoming the challenges to home HD. Healthcare authorities, with the increasingly financial and logistic demands and the relatively higher mortality and morbidity rates of the conventional in-center HD, should tackle home HD as an attractive and cost-effective modality with more freedom, quality of life and improvement of clinical outcomes for the ESRD patients.

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…

Maternal worries, home safety behaviors, and perceived difficulties.

Science.gov (United States)

Hendrickson, Sherry Garrett

2008-01-01

The aim of the study was to explore the worries, safety behaviors, and perceived difficulties in keeping children safe at home in a purposive sample of low-income, predominantly non-English speaking mothers as a foundation for later nursing interventions. This study was a qualitative, descriptive design with content analysis to identify maternal concerns, behaviors, and perceptions of home safety as part of a larger study. Eighty-two mothers, 64% of whom were monolingual Spanish-speakers, responded in writing to three semistructured interview questions. When mothers were unable to read and write the researcher wrote the responses, then read the content aloud for verification. A standardized probe for each question was posed to obtain richer responses. Data management included use of the software program NUD*IST and coding analyses following the Miles and Huberman guidelines (1994). Interpretations were translated into English for this report. The major worries were falling, health, kidnapping, and being hit by a car. The leading maternal behaviors were coded as being physically, verbally, and environmentally preventive. Mothers said that it was their role to provide safety, and that this role could be wearisome, such that constant supervision was difficult. Low-income mothers described their worries for their 1 to 4 year-old children, explored their behaviors for preventing injury, and discussed what made keeping children from harm difficult. Understanding how mothers keep children safe, the barriers to home safety, and effective safety behaviors are important to the health of children. The clinical relevance of this study includes building trust as clinicians plan assessment, intervention and evaluation of home safety to encourage dialog about concerns, safety behaviors, and barriers to keeping children from injury.

Supplemental Work at Home among Finnish Wage Earners: Involuntary Overtime or Taking the Advantage of Flexibility?

Directory of Open Access Journals (Sweden)

Satu Ojala

2011-11-01

Full Text Available It is suggested, that the new flexible work practices are enhanced to meet the work-family demandsand therefore benefit especially women. In the article the focus is on informal flexibilitytaking place at home, for which field studies of the role of gender are rare. Against the assumptions,paid work at home is mostly informal, supplementary overtime by nature. In this article, I explorewhy employees undertake work in their private sphere during their free time and whether gendermakes a difference there. I carry out both qualitative and quantitative analyses. The qualitativedata consists of 21 interviews with white-collar employees and the quantitative data from theFinnish Quality of Work Life survey 2008 for which there are almost 4400 respondents. The methodsinclude content analysis, descriptive statistics and logistic regression analysis.According to both the qualitative and quantitative data, job characteristics play the most importantrole for all who work at home; employees with higher education, or supervisory tasks, inparallel with having an autonomous and inspiring job predict both tele- and supplemental work.Importantly, gender plays only a minor role in the puzzles of choosing when and where to work.The social relations at the workplace, including the atmosphere and the support of superiors andthe work community, are only weakly related to work at home. At the same time, supplementalwork is associated with great time pressure and involuntary overtime.

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

Science.gov (United States)

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

2018-01-01

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

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

African Journals Online (AJOL)

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

Randomized Trial of a Children's Book Versus Brochures for Safe Sleep Knowledge and Adherence in a High-Risk Population.

Science.gov (United States)

Hutton, John S; Gupta, Resmi; Gruber, Rachel; Berndsen, Jennifer; DeWitt, Thomas; Ollberding, Nicholas J; Van Ginkel, Judith B; Ammerman, Robert T

Sleep-related infant deaths have plateaued in the past decade, disproportionately affecting low socioeconomic status (SES) families. Printed materials are widely used for anticipatory guidance, yet none for safe sleep has been studied. We tested the efficacy of a specially designed children's book compared to brochures for safe sleep knowledge and adherence, which we hypothesized would be greater due to superior readability and engagement. This randomized controlled trial involved low-SES mothers (n = 282) enrolled in a home visiting program. Home visitors (n = 56) were randomly assigned to perform safe sleep teaching and assessments during 3 visits: third trimester, 1 week old, and 2 months old, exclusively utilizing a specially designed children's book or brochures, and surveys incorporating the American Academy of Pediatrics' safe sleep recommendations. Outcomes were safe sleep knowledge, adherence, and usefulness of materials, controlling for maternal health literacy. Safe sleep knowledge increased across all time points with no overall group difference, though gains for sleep-evocative and general health items varied. Odds of bed sharing were higher and exclusive crib use lower for the brochure group (P book and mothers in the book group reported more book sharing with their baby. While a specially designed children's book and brochures were equally effective conveying aggregate safe sleep knowledge in low-SES mothers, adherence to exclusive crib use and avoiding bed sharing were greater in the book group, attributable to enhanced dialogue, readability and emotional engagement. Children's books are a promising mode of anticipatory guidance, warranting further investigation. Copyright © 2017 Academic Pediatric Association. Published by Elsevier Inc. All rights reserved.

The effectiveness of a specialized trauma course in the knowledge base and level of job satisfaction in emergency nurses.

Science.gov (United States)

Bailey, Kate; Swinyer, Michelle; Bard, Michael; Sparrow, Vicki; Deegan, Jennifer; Small, Karen; Janssen, Robert; Bailey, Brian; Toschlog, Eric; Sagraves, Scott; Goettler, Claudia; Rotondo, Michael

2005-01-01

The purpose of this study is to evaluate the level of job satisfaction of the emergency department nurses that care for trauma patients. The hospital is a Level I trauma center and tertiary care center that provides multiple services to more than 1.2 million people in 29 counties. The Trauma Service and the Emergency Department (ED) must define and maintain the same expectations. The level of job satisfaction of the emergency department nurses will define the success of safe and effective patient care in a Level I Trauma Center.

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

Directory of Open Access Journals (Sweden)

Dina Maria LUT

2012-12-01

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

SafeMed: Using pharmacy technicians in a novel role as community health workers to improve transitions of care.

Science.gov (United States)

Bailey, James E; Surbhi, Satya; Bell, Paula C; Jones, Angel M; Rashed, Sahar; Ugwueke, Michael O

2016-01-01

To describe the design, implementation, and early experience of the SafeMed program, which uses certified pharmacy technicians in a novel expanded role as community health workers (CPhT-CHWs) to improve transitions of care. A large nonprofit health care system serving the major medically underserved areas and geographic hotspots for readmissions in Memphis, TN. The SafeMed program is a care transitions program with an emphasis on medication management designed to use low-cost health workers to improve transitions of care from hospital to home for superutilizing patients with multiple chronic conditions and polypharmacy. CPhT-CHWs were given primary responsibility for patient outreach after hospital discharge with the use of home visits and telephone follow-up. SafeMed program CPhT-CHWs served as pharmacist extenders, obtaining medication histories, assisting in medication reconciliation and identification of potential drug therapy problems (DTPs), and reinforcing medication education previously provided by the pharmacist per protocol. CPhT-CHW training included patient communication skills, motivational interviewing, medication history taking, teach-back techniques, drug disposal practices, and basic disease management. Some CPhT-CHWs experienced difficulties adjusting to an expanded scope of practice. Nonetheless, once the Tennessee Board of Pharmacy affirmed that envisioned SafeMed CPhT-CHW roles were consistent with Board rules, additional responsibilities were added for CPhT-CHWs to enhance their effectiveness. Patient outreach teams including CPhT-CHWs achieved increases in home visit and telephone follow-up rates and were successful in helping identify potential DTPs. The early experience of the SafeMed program demonstrates that CPhT-CHWs are well suited for novel expanded roles to improve care transitions for superutilizing populations. CPhT-CHWs can identify and report potential DTPs to the pharmacist to help target medication therapy management. Critical

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

Science.gov (United States)

Shin, Jung Cheol; Jung, Jisun

2014-01-01

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

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

Science.gov (United States)

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

2006-09-01

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

A comparative analysis of leaving home in the United States, the Netherlands and West Germany

Directory of Open Access Journals (Sweden)

2002-12-01

Full Text Available We investigate how leaving the parental home differs between three countries with different welfare-state and housing systems: the USA, the Netherlands and West Germany. Using longitudinal survey data, we examine the transitions of leaving home to live with and without a partner. We find that, much more than in the European countries, union formation has become separated from leaving home in the USA. We also find a different impact of level of education and employment status on leaving-home patterns in the European countries with their social-welfare state system than in the US system in which market forces prevail. The differences are not just related to welfare-state systems but also to the sizes of the countries and the geographical dispersion of jobs and educational opportunities.

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

Science.gov (United States)

Hansez, Isabelle; Chmiel, Nik

2010-07-01

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

TED-Time and life saving External Defibrillator for home-use.

Science.gov (United States)

Weiss, Teddy A; Rosenheck, Shimon; Gorni, Shraga; Katz, Ioni; Mendelbaum, Mendel; Gilon, Dan

2014-06-01

Sudden Cardiac Death--SCD --is a major unmet health problem that needs urgent and prompt solution. AICDs are very expensive, risky and indicated for a small group of patients, at the highest risk. AEDs--Automatic External Defibrillators--are designed for public places and although safe, cannot enter the home-market due to their cost and need for constant, high-cost maintenance. We developed TED, a low-cost AED that derives its energy off the mains, designed for home-use, to save SCD victims' lives. Copyright © 2014 Elsevier Inc. All rights reserved.

Willingness to pay for safe drinking water: Evidence from Parral, Mexico.

Science.gov (United States)

Vásquez, William F; Mozumder, Pallab; Hernández-Arce, Jesús; Berrens, Robert P

2009-08-01

A referendum-format contingent valuation (CV) survey is used to elicit household willingness to pay responses for safe and reliable drinking water in Parral, Mexico. Households currently adopt a variety of averting and private investment choices (e.g., bottled water consumption, home-based water treatment, and installation of water storage facilities) to adapt to the existing water supply system. These revealed behaviors indicate the latent demand for safer and more reliable water services, which is corroborated by the CV survey evidence. Validity findings include significant scope sensitivity in WTP for water services. Further, results indicate that households are willing to pay from 1.8% to 7.55% of reported household income above their current water bill for safe and reliable drinking water services, depending upon the assumptions about response uncertainty.

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.

Guide to good practices for on-the-job training

Energy Technology Data Exchange (ETDEWEB)

NONE

1998-04-01

Training programs at DOE facilities should prepare personnel to safely and efficiently operate and maintain the facilities in accordance with DOE requirements. This guide presents good practices for a systematic approach to on-the-job training (OJT) and OJT programs and should be used in conjunction with DOE Training Program Handbook: A Systematic Approach to Training, and with the DOE Handbook entitled Alternative Systematic Approaches to Training to develop performance-based OJT programs. DOE contractors may also use this guide to modify existing OJT programs that do not meet the systematic approach to training (SAT) objectives.

Job satisfaction and intention to quit the job

DEFF Research Database (Denmark)

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

2013-01-01

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

Determinants of Indian physicians' satisfaction & dissatisfaction from their job.

Science.gov (United States)

Sharma, Meenakshi; Goel, Sonu; Singh, Sharad Kumar; Sharma, Raman; Gupta, Pramod K

2014-03-01

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

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

NARCIS (Netherlands)

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

2002-01-01

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

Physician job satisfaction related to actual and preferred job size