... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Inventions by NASA employees. 1245.302... INTELLECTUAL PROPERTY RIGHTS NASA Foreign Patent Program § 1245.302 Inventions by NASA employees. (a) The foreign rights of NASA and of the NASA employee making an invention are determinable in accordance with...
Frederiksen, Anders; Lange, Fabian; Kriechell, Ben
Firms commonly use supervisor evaluations to assess the performance of employees who work in complex environments. Doubts persist whether their subjective nature invalidates using these performance measures to learn about careers of individuals and to inform theory in personnel economics. We...... examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employee performances within narrowly defined peer-groups, correlate with objective career outcomes. We find many similarities across firms in how subjective ratings correlate with base...
Frederiksen, Anders; Lange, Fabian; Kriechel, Ben
Firms commonly use supervisor ratings to evaluate employees when objective performance measures are unavailable. Supervisor ratings are subjective and data containing supervisor ratings typically stem from individual firm level data sets. For both these reasons, doubts persist on how useful...... such data are for evaluating theories in personnel economics and whether findings from such data generalize to the labor force at large. In this paper, we examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employees within narrowly...
... Intellectual Property, for an invention made and reported by a NASA Headquarters employee or an employee of a... (e) of this section may not exceed a total of $5,000 per category. Such cases, wherein a large number...
Vinarski-Peretz, Hedva; Binyamin, Galy; Carmeli, Abraham
This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The…
Dutra, Jayne E.; Smith, Lisa
The goal of this plan is to briefly describe new technologies available to us in the arenas of information discovery and discuss the strategic value they have for the NASA enterprise with some considerations and suggestions for near term implementations using the NASA Engineering Network (NEN) as a delivery venue.
Bendura, R. J.
The means of employee communication at the NASA Langley Research Center are reported, and their effectiveness evaluated. The history, purpose, and structure of the organization as well as the employee educational background and salary status are discussed. Some of the approaches used by Langley Research Center management in communicating with their men are addressed and compared with recommendations of experts in employee communication. The results of personal interviews involving both employee and management assessment of management-employee communication are presented and evaluated. Employees need a great deal more recommunication from management providing rationale behind the cancellation of existing projects or the disapproval of proposed research projects. Also NASA management needs to establish a policy and guidelines for the rapid and simultaneous dissemination of all non-restricted information to employees during organizational activities having potential adverse effects on large numbers of personnel. Finally some improvements should be made in employee orientation procedures.
... 29 Labor 3 2010-07-01 2010-07-01 false Employees subject to minimum wage or minimum wage and... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS RECORDS TO BE KEPT BY EMPLOYERS General Requirements § 516.2 Employees subject to minimum wage or minimum wage...
Airton Luiz Backes
Full Text Available The discussion developed in this paper, from a descriptive-qualitative research, deals with the employee´s subjective experience at a company during important organizational changing processes. The scope of the research is to verify how the subjective experience of organizational changes is reflected on the sustentation and reconstruction of the employee´s identity within the company. The ongoing changes in the company studied relate to controller and managers replacing, the insertion of new values and organizational innovations. Theoretically, the article presents aspects related to the simbolic in the employment relationship, to the imaginary, to the identity and identity crisis, the imaginary and the ideology in the identity construction and organizational identity. It can be concluded that the subjective experience of changes occurred in the company imply about the destabilization of the employee's identity through the jeopardizing of the friendly atmosphere, the human being metaphor as a result of the imaginary, the increasing competitiveness and individualism and the search for a professional qualification because of a new ideology assimilation.
Natalia V. Popova; Elena V. Popova
The aim of the publication is to determine the interrelation of the formation of subjective qualities and norms process of adaptation of young employees at the enterprise.Methods. The research methodology involves a comprehensive combination of the theoretical analysis and the results of applied research at the enterprises of the Sverdlovsk region. The dialectical method and comparative analysis are used.Results and theoretical novelty. The questions of adaptation of young employees at the en...
As clinicians are searching for evidence to support their practice interventions, it is sometimes hard to find the "real-world" studies that incorporate the complexities of actual practice. Following calls in the public health, nursing and medical literature for clinicians to participate in practice-based evidence, this pilot study explores the effectiveness of a single-subject design for practice-based evidence. Twenty-five "well" university employees participated in an ergonomic intervention over the course of one academic semester that consisted of a 15 min ergonomic intake session, a 45 min group hands-on ergonomic educational session and a 15 min individual ergonomic consult in their offices. Participants were sent postural comfort surveys weekly and their subjective ratings were analyzed to determine the effectiveness of the intervention to decrease their perceived postural discomfort at a computer work station. Twenty-one of the twenty-five participants reported an improvement in postural comfort over the course of the study. This pilot study suggests that further investigation needs to be conducted to determine the effectiveness of hands-on ergonomic education and consultation for well populations working at computer workstations.
Tarquini, Matteo; Di Trani, Michela; Solano, Luigi
Pennebaker's writing technique has yielded good results on health, psychological and performance dimensions. In spite of the positive outcomes, the technique has rarely been applied directly within the workplace and its effects on burnout have never been tested. 18 public employees subjected to work relocation were asked to write about their present work situation or another difficult event of their life (Writing Group), while another 17 were not assigned any writing task (Control Group). To assess whether there was an improvement in burnout, alexithymia and psychological well-being in the Writing Group compared with the baseline measurement and the Control Group. While the baseline levels in the Writing and Control Groups in the 3 dimensions considered were similar, scores in the Writing Group at both a second (1 month after the end of the procedure) and third measurement (7 months after the end) improved when compared with the baseline, whereas those in the Control Group worsened. Pennebaker's writing technique appears to promote adaptive coping strategies in stressful situations, and to increase occupational and psychological well-being as well as the ability to process emotions. It also appears to buffer the negative effects of work-related stress.
Natalia V. Popova
Full Text Available The aim of the publication is to determine the interrelation of the formation of subjective qualities and norms process of adaptation of young employees at the enterprise.Methods. The research methodology involves a comprehensive combination of the theoretical analysis and the results of applied research at the enterprises of the Sverdlovsk region. The dialectical method and comparative analysis are used.Results and theoretical novelty. The questions of adaptation of young employees at the enterprise are considered. The concepts of «subjectivity» and «norms» in philosophy are analyzed. Subjectivity is presented as a personal basis of social activity of the young worker at the entity; regulations – as a method of adaptation of the personality, individual to that community in which it emerged to be. The characteristics of the youth working at the industrial enterprise are disclosed on the basis of socio-philosophical analysis; youth policy at the industrial enterprises is described; the formation of values and norms of young workers in the process of adapting the enterprise is observed. The personal subjectivity as the basis of social activity of the young worker in the enterprise is demonstrated. It is shown that relevance of subject qualities forming and regulations at youth is caused not only by the need of development of the identity of young workers, but also by economic safety of industrial enterprises wellbeing where their working career begins.Practical significance consists in the social-philosophical substantiation of interrelation of formation of subjective qualities and norms in the process of adaptation of young employees in the company, of the main provisions for the development of programs of adaptation of young employees at the enterprise; in providing the teaching social and humanitarian disciplines for bachelors and masters majoring in «Organization of Work with Youth».
Full Text Available Research shows that worker subjective well-being influences physiological functioning—an early signal of poor health outcomes. While several theoretical perspectives provide insights on this relationship, the literature lacks an integrative framework explaining the relationship. We develop a conceptual model explaining the link between subjective well-being and physiological functioning in the context of work. Integrating positive psychology and occupational stress perspectives, our model explains the relationship between subjective well-being and physiological functioning as a result of the direct influence of subjective well-being on physiological functioning and of their common relationships with work stress and personal resources, both of which are influenced by job conditions.
Lee, Janice; Universe of Learning Team
Astronomy seeks to understand the workings of the Universe on its largest scales, and to answer fundamental questions about the story of our origins. The science of astronomy thus naturally lends itself to informal education and public outreach activities, as it broadly captures the human imagination. There are at least three overall goals for investment of resources in Astronomy E/PO: to interest students in pursuing STEM education and careers; to develop Astronomy as context for teaching more basic physical and computer science in service of US National Education Goals; to help motivate continued public support of federally funded Astronomy research and technology development. Providing a full spectrum of opportunities for the public to learn about recent Astronomy discoveries is key to achieving these societal goals. Thus, the E/PO professional community must have an understanding of recent scientific/technological results, and engage with the researchers who are creating new knowledge to explicate that knowledge to the public. It stands to reason that researchers (or “subject matter experts, SMEs”) must be involved in and remain connected to the E/PO endeavor. In this talk, I will describe how research astronomers and other SMEs play an integral role in a full range of informal education programming developed by the NASA Universe of Learning collaboration, and opportunities to get involved.
... 45 Public Welfare 1 2010-10-01 2010-10-01 false Control activity employees formerly associated... ADMINISTRATION SUPPLEMENT Miscellaneous Provisions § 73a.735-201 Control activity employees formerly associated... appointment to the Food and Drug Division, Office of the General Counsel, a control activity employee who was...
National Aeronautics and Space Administration — The NASA Thesaurus contains the authorized NASA subject terms used to index and retrieve materials in the NASA Technical Reports Server (NTRS) and the NTRS...
McIntosh, Tristan; Mulhearn, Tyler; Gibson, Carter; Mumford, Michael D.; Yammarino, Francis J.; Connelly, Shane; Day, Eric A.; Vessey, William B.
Planning is critical to organizations, especially for those involved in pursuing technologic, scientific, and innovative ventures. Examination of planning processes is particularly important in high-stake and high-risk environments. In the present study, to highlight the significance of planning in the context of long-duration space missions, 11 current and former National Aeronautics and Space Administration (NASA) personnel were interviewed to gain a better understanding of astronaut and Mission Control leadership in preparing for and carrying out space missions. Interviewees focused their responses on perceptions of leadership and thoughts on how long-duration spaceflight leadership should be different from current and short-term spaceflight. Notes from these interviews were content coded and qualitatively analyzed. We found that cognitive planning skills and case-based reasoning were among the variables that were most highly rated for being critical to the success of long-duration space missions. Moreover, qualitative analyses revealed new considerations for long-duration space missions, such as granting greater autonomy to crewmembers and the need for more near-term forecasting. The implications of these findings for understanding the planning processes and necessary characteristics of individuals tasked with planning are discussed.
Jesús Vega Encabo
Full Text Available In this paper, I claim that subjectivity is a way of being that is constituted through a set of practices in which the self is subject to the dangers of fictionalizing and plotting her life and self-image. I examine some ways of becoming subject through narratives and through theatrical performance before others. Through these practices, a real and active subjectivity is revealed, capable of self-knowledge and self-transformation.
Subjective career success has recently been discussed widely in the academic field of career development. The purpose of this study was to investigate the predictors of subjective career success. It examined the effects of the calling work orientation, the individual's career-enhancing strategy and the organizational learning climate on the…
Fenton, Mary (Editor); Wood, Jennifer (Editor)
This newsletter contains several articles, primarily on International Space Station (ISS) crewmembers and their activities, as well as the activities of NASA administrators. Other subjects covered in the articles include the investigation of the Space Shuttle Columbia accident, activities at NASA centers, Mars exploration, a collision avoidance test on a unmanned aerial vehicle (UAV). The ISS articles cover landing in a Soyuz capsule, photography from the ISS, and the Expedition Seven crew.
The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...
This paper gives an overview over some theory and empirical evidence on employee ownership and other forms of employee financial participation and answers the following questions: What is employee ownership and what is the relation to other forms of financial participation? Why is employee ownership widespread in some developed market economies like US and in Italy, France and Spain, while it has a quite rare occurrence in the Scandinavian countries? What are the conditions favouring and what...
The Human Exploration Research Analog (HERA) represents an analog for simulation of isolation, confinement and remote conditions of mission exploration scenarios. HERA aims at investigating team performance and cooperation, reaction to stress, signs of early depression, anxiety and anger and their impact on human health. HERA is a collaborative project involving experts in different fields. Not only psychological but also clinical biomarkers of stress, e.g. adrenaline has been measured. It is known that stress hormones induce DNA strand breaks thus, within this project, my tasks was to determine the level of DNA strand breaks as well as expression of genes involved in DNA damage response in immune cells obtained from HERA subjects. Furthermore, the sensitivity of the cells to ex vivo radiation was also assessed.
Significant risks for visual impairment associated with increased intracranial pressure (VIIP) are incurred by microgravity spaceflight, especially long-duration missions . We hypothesize that microgravity-induced fluid shifts result in pathological changes within blood vessels of the retina that precede development of visual and other ocular impairments. Potential contributions of retinal vascular remodeling to VIIP etiology are therefore being investigated for two studies in 30deg infrared (IR) Heidelberg Spectralis(Registered Trademark) images with NASA's innovative VESsel GENeration Analysis (VESGEN) software [2,3]. The retrospective studies include: (1) before, during and after (pre, mid and post) 6º head-down tilt (HDT) in human subjects during 70 days of bed rest, and (2) before and after missions to the International Space Station (ISS) by U.S. crew members. Results for both studies are almost complete. A preliminary example for HDT is described below.
The employee performance evaluation is one of the key activities in the current human resources management. It assists organization with valuable information, reports regarding work performance and a level of employee capability. Through such evaluation, the employees receive a feedback about their level of performance. This feedback helps to uncover their strength and areas of improvement as well perception by the organization about their efforts to meet the company goals. Therefore the work...
Osif, Bonnie A.; Harwood, Richard L.
Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…
, on the one hand, and what is considered as equitable (in accordance with employment rights) by employees, on the other. Since equality in reward counts for more among a considerable fraction of employees, while equity in contribution counts more for most employers, this is an inherent dilemma, constantly...
Spencer, D G
This study investigates the relationship between the extent to which employees have opportunities to voice dissatisfaction and voluntary turnover in 111 short-term, general care hospitals. Results show that, whether or not a union is present, high numbers of mechanisms for employee voice are associated with high retention rates. Implications for theory and research as well as management practice are discussed.
Thapa, Kumar; Adhikari, Devendra
How to motivate employees and the factors affecting motivation have been subjects of concern for many researchers and practitioners for decades. Until recently employees were primarily regarded as a factor of production (i.e. labor), and not, as in the current view, as an integral part of all businesses. Therefore, motivating employees has become essential in order to achieve the strategic goals of any company. However, due to the current state of competition in the job markets it has increas...
The primary driver for developing missions to send humans to other planets is to generate significant scientific return. NASA plans human planetary explorations with an acceptable level of risk consistent with other manned operations. Space exploration risks can not be completely eliminated. Therefore, an acceptable level of cost, technical, safety, schedule, and political risks and benefits must be established for exploratory missions. This study uses a three-dimensional multi-criteria decision making model to identify the risks and benefits associated with three alternative mission architecture operations concepts for the human exploration of Mars identified by the Mission Operations Directorate at Johnson Space Center. The three alternatives considered in this study include split, combo lander, and dual scenarios. The model considers the seven phases of the mission including: 1) Earth Vicinity/Departure; 2) Mars Transfer; 3) Mars Arrival; 4) Planetary Surface; 5) Mars Vicinity/Departure; 6) Earth Transfer; and 7) Earth Arrival. Analytic Hierarchy Process (AHP) and subjective probability estimation are used to captures the experts belief concerning the risks and benefits of the three alternative scenarios through a series of sequential, rational, and analytical processes.
The Bachelor thesis disserts upon employee motivation, namely the intluence upon their working effort with the goal to increase their performance and loyalty, and operates with the fact that people, with their knowledge, abilities, skills and certain brainware, are the key factor for successful performance of each organization if they are optimally motivated. The thesis emphasizes the fact that the employee motivation cannot lie only in stimulation with material instruments because the labour...
Kottwitz, Maria U; Meier, Laurenz L; Jacobshagen, Nicola; Kälin, Wolfgang; Elfering, Achim; Hennig, Jürgen; Semmer, Norbert K
Illegitimate tasks refer to tasks that do not conform to what can appropriately be expected from an employee. Violating role expectations, they constitute "identity-stressors", as one's professional role tends to become part of one's identity. The current study investigated the impact of illegitimate tasks on salivary cortisol. We analyzed data on an intra-individual level, that is, by examining fluctuations in illegitimate tasks and cortisol within individuals. Furthermore, we investigated the moderating role of perceived health, expecting that illegitimate tasks evoke stronger reactions when perceived health is relatively poor. Illegitimate tasks, salivary cortisol, and perceived health were assessed in each of three waves (time lag: 6 months) in a sample of 104 male employees. Data were analyzed by multilevel analysis using group mean centering. Controlling for social stressors, work interruptions, and emotional stability, the experience of more illegitimate tasks was associated with increased cortisol release if personal health resources were low compared to one's mean value of perceived health. Results cannot be explained by inter-individual differences. This is the first study showing that illegitimate tasks predict a biological indicator of stress, thus confirming and extending previous research on illegitimate tasks. The moderating role of perceived health confirms its importance as a personal resource, implying augmented vulnerability when perceived health is below its usual value. It is plausible to assume that increased stress reactions due to relatively poor health may further weaken available personal resources. Both avoiding illegitimate tasks and restoring personal health seem to be crucial.
Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the
The NASA Thesaurus contains the authorized NASA subject terms used to index and retrieve materials in the NASA Aeronautics and Space Database (NA&SD) and NASA Technical Reports Server (NTRS). The scope of this controlled vocabulary includes not only aerospace engineering, but all supporting areas of engineering and physics, the natural space sciences (astronomy, astrophysics, planetary science), Earth sciences, and the biological sciences. The NASA Thesaurus Data File contains all valid terms and hierarchical relationships, USE references, and related terms in machine-readable form. The Data File is available in the following formats: RDF/SKOS, RDF/OWL, ZThes-1.0, and CSV/TXT.
Nguyen, Johnny; Guevara (Castano), Nathalie; Thorpe, Barbara; Barnett, Rebecca
As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASAs higher-than-average aged workforce with approximately 50 of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety Mission Assurance (SMA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations functions.In response to this challenge, the Kennedy Space Center (KSC) SMA organization created the Strategic Employee Development (SED) program. The SED programs goal is to provide a proactive method to counter the primary drivers by creating a deeper bench strength and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an SMA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.
Breaugh, James A
The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.
Topousis, Daria; Trevarthen, Ellie; Yew, Manson
This slide presentation reviews the NASA Engineering Network (NEN). NEN is designed to search documents over multiple repositories, submit and browse NASA Lessons Learned, collaborate and share ideas with other engineers via communities of practice, access resources from one portal, and find subject matter experts via the People, Organizations, Projects, Skills (POPS) locator.
This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay-for-perf......This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay......-for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which reward structure should be utilized to motivate employees to a continuous search...
Tsao, Liuxing; Chang, Jing; Ma, Liang
Fatigue is an identifiable and preventable cause of accidents in transport operations. Regarding the railway sector, incident logs and simulation studies show that employee fatigue leads to lack of alertness, impaired performance, and occurrence of incidents. China has one of the largest rail systems in the world, and Chinese railway employees work under high fatigue risks; therefore, it is important to assess their fatigue level and find the major factors leading to fatigue. We designed a questionnaire that uses Multidimensional Fatigue Instrument (MFI-20), NASA-TLX and subjective rating of work overtime feelings to assess employee fatigue. The contribution of each influential factor of fatigue was analysed using structural equation modelling. In total, 297 employees from the rail maintenance department and 227 employees from the locomotive department returned valid responses. The average scores and standard deviations for the five subscales of MFI-20, namely General Fatigue, Physical Fatigue, Reduced Activity, Reduced Motivation, and Mental Fatigue, were 2.9 (0.8), 2.8 (0.8), 2.5 (0.8), 2.5 (0.7), and 2.4 (0.8) among the rail maintenance employees and 3.5 (0.8), 3.5 (0.7), 3.3 (0.7), 3.0 (0.6), and 3.1 (0.7), respectively, among the locomotive employees. The fatigue of the locomotive employees was influenced by feelings related to working overtime (standardized r = 0.22) and workload (standardized r = 0.27). The work overtime control and physical working environment significantly influenced subjective feelings (standardized r = -0.25 and 0.47, respectively), while improper work/rest rhythms and an adverse physical working environment significantly increased the workload (standardized r = 0.48 and 0.33, respectively). Copyright © 2017 Elsevier Ltd. All rights reserved.
Lewis, Pattie; Valek, Susan
For nearly five decades, the National Aeronautics and Space Administration (NASA) has been preeminent in space exploration. NASA has landed Americans on the moon, robotic rovers on Mars, and led cooperative scientific endeavors among nations aboard the International Space Station. But as Earth's population increases, the environment is subject to increasing challenges and requires more efficient use of resources. International partnerships give NASA the opportunity to share its scientific and engineering expertise. They also enable NASA to stay aware of continually changing international environmental regulations and global markets for materials that NASA uses to accomplish its mission. Through international partnerships, NASA and this nation have taken the opportunity to look globally for solutions to challenges we face here on Earth. Working with other nations provides NASA with collaborative opportunities with the global science/engineering community to explore ways in which to protect our natural resources, conserve energy, reduce the use of hazardous materials in space and earthly applications, and reduce greenhouse gases that potentially affect all of Earth's inhabitants. NASA is working with an ever-expanding list of international partners including the European Union, the European Space Agency and, especially, the nation of Portugal. Our common goal is to foster a sustainable future in which partners continue to explore the universe while protecting our home planet's resources for future generations. This brochure highlights past, current, and future initiatives in several important areas of international collaboration that can bring environmental, economic, and other benefits to NASA and the wider international space community.
... STUDENT LOANS § 537.104 Employee eligibility. (a) Subject to the conditions in 5 U.S.C. 5379 and this part, an authorized agency official may approve student loan repayment benefits to recruit a highly qualified job candidate or retain a highly qualified employee who, during the service period established...
Tai, Betty P. (Editor); Stewart, Lynne M. (Editor)
NASA and contractor employees achieved many notable improvements in 1989. The highlights of those improvements, described in this seventh annual Accomplishments Report, demonstrate that the people who support NASA's activities are getting more involved in quality and continuous improvement efforts. Their gains solidly support NASA's and this Nation's goal to remain a leader in space exploration and in world-wide market competition, and, when communicated to others through avenues such as this report, foster improvement efforts across government and industry. The principles in practice which led to these process refinements are important cultural elements to any organization's productivity and quality efforts. The categories in this report reflect NASA principles set forth in the 1980's and are more commonly known today as Total Quality Management (TQM): top management leadership and support; strategic planning; focus on the customer; employee training and recognition; employee empowerment and teamwork; measurement and analysis; and quality assurance.
Roman, Juan A.
This presentation provides an overview of the activities National Aeronautics and Space Administration (NASA) is doing to encourage innovation across the agency. All information provided is available publicly.
Full Text Available The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels. In total, 399 respondents took part in this research, which was conducted in companies in Bosnia and Herzegovina and Germany. This was the starting point to identify the dominant leadership style in each of the two countries. Using a nonparametric Mann-Whitney test, it was proved that there is a statistically significant difference in employee satisfaction under transformational leadership as opposed to the transactional and charismatic styles. After a detailed research of the literature, it became apparent that research on this subject is scarce. Accordingly, presenting transformational leadership and its influence on employee satisfaction was a particular challenge.
Hvass, Kristian Anders; Torfadóttir, Embla
Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector...
Nguyen, Johnny; Guevara, Nathalie; Barnett, Rebecca; Thorpe, Barbara
As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASA's higher-than-average aged workforce with approximately 50% of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety & Mission Assurance (S&MA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations' functions. In response to this challenge, the Kennedy Space Center (KSC) S&MA organization created the Strategic Employee Development (SED) program. The SED program's goal is to provide a proactive method to counter the primary drivers by creating a deeper "bench strength" and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an S&MA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.
Exterior view of the NASA Bioreactor Engineering Development Unit flown on Mir. The rotating wall vessel is behind the window on the face of the large module. Control electronics are in the module at left; gas supply and cooling fans are in the module at back. The NASA Bioreactor provides a low turbulence culture environment which promotes the formation of large, three-dimensional cell clusters. The Bioreactor is rotated to provide gentle mixing of fresh and spent nutrient without inducing shear forces that would damage the cells. Due to their high level of cellular organization and specialization, samples constructed in the bioreactor more closely resemble the original tumor or tissue found in the body. The work is sponsored by NASA's Office of Biological and Physical Research. The bioreactor is managed by the Biotechnology Cell Science Program at NASA's Johnson Space Center (JSC). NASA-sponsored bioreactor research has been instrumental in helping scientists to better understand normal and cancerous tissue development. In cooperation with the medical community, the bioreactor design is being used to prepare better models of human colon, prostate, breast and ovarian tumors. Cartilage, bone marrow, heart muscle, skeletal muscle, pancreatic islet cells, liver and kidney are just a few of the normal tissues being cultured in rotating bioreactors by investigators.
, and barriers to, employee ownership in China at three levels of analysis: the societal, organisational and individual. Its intended contribution to the employee ownership literature is to organise the scattered evidence in order to provide a systematic and comprehensive coverage of the development...... ventures that were at one stage employee-owned, dissolved. Outside of a couple of notable examples in the tertiary sector, enterprises featuring some level of employees as owners persist in reduced numbers in rural areas today. In the second thesis paper, the interest is in the role of the individual actor...
Covington, M. D.; Flores, M. P.; Neutzler, V. P.; Schlegel, T. T.; Platts, S. H.; Lioyd, C. W.
The purpose of the NASA Institutional Review Board (IRB) is to review research activities involving human subjects to ensure that ethical standards for the care and protection of human subjects have been met and research activities are in compliance with all pertinent federal, state and local regulations as well as NASA policies. NASA IRB's primary role is the protection of human subjects in research studies. Protection of human subjects is the shared responsibility of NASA, the IRB, and the scientific investigators. Science investigators who plan to conduct NASA-funded human research involving NASA investigators, facilities, or funds must submit and coordinate their research studies for review and approval by the NASA IRB prior to initiation. The IRB has the authority to approve, require changes in, or disapprove research involving human subjects. Better knowledge of the NASA IRB policies, procedures and guidelines should help facilitate research protocol applications and approvals. In this presentation, the myths and truths of NASA IRB policies and procedures will be discussed. We will focus on the policies that guide a protocol through the NASA IRB and the procedures that principal investigators must take to obtain required IRB approvals for their research studies. In addition, tips to help ensure a more efficient IRB review will be provided. By understanding the requirements and processes, investigators will be able to more efficiently prepare their protocols and obtain the required NASA IRB approval in a timely manner.
Abston, Kristie A.; Kupritz, Virginia W.
The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…
... do these limitations affect the employee and the employee’s job performance? What specific job tasks are problematic as a ... enclosures or a private work area or office Increase natural lighting or ... the employee's work environment Plan for uninterrupted work time Divide ...
McConnell, Charles R
Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.
Stahl, H. Philip
July 2010, NASA Office of Chief Technologist (OCT) initiated an activity to create and maintain a NASA integrated roadmap for 15 key technology areas which recommend an overall technology investment strategy and prioritize NASA?s technology programs to meet NASA?s strategic goals. Science Instruments, Observatories and Sensor Systems(SIOSS) roadmap addresses technology needs to achieve NASA?s highest priority objectives -- not only for the Science Mission Directorate (SMD), but for all of NASA.
organisations are the main cause for environmental problems. (Renwick, Redman & Maguire, 2012, p. 8) and these in turn are very often the cause of social problems (World Wildlife. Fund, 2012). Besides all this, the world of employment is facing a radical change. Employees are increasingly questioning the meaning of ...
Kristensen, Catharina Juul
Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....
THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES.......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...
Biotechnology Specimen Temperature Controller (BSTC) will cultivate cells until their turn in the bioreactor; it can also be used in culturing experiments that do not require the bioreactor. The BSTC comprises four incubation/refrigeration chambers individually set at 4 to 50 degreesC (near-freezing to above body temperature). Each chamber holds three rugged tissue chamber modules (12 total), clear Teflon bags holding 30 ml of growth media, all positioned by a metal frame. Every 7 to 21 days (depending on growth rates), an astronaut uses a shrouded syringe and the bags' needleless injection ports to transfer a few cells to a fresh media bag, and to introduce a fixative so that the cells may be studied after flight. The design also lets the crew sample the media to measure glucose, gas, and pH levels, and to inspect cells with a microscope. The controller is monitored by the flight crew through a 23-cm (9-inch) color computer display on the face of the BSTC. This view shows the BTSC with the front panel open. The work is sponsored by NASA's Office of Biological and Physical Research. The bioreactor is managed by the Biotechnology Cell Science Program at NASA's Johnson Space Center (JSC). NASA-sponsored bioreactor research has been instrumental in helping scientists to better understand normal and cancerous tissue development. In cooperation with the medical community, the bioreactor design is being used to prepare better models of human colon, prostate, breast and ovarian tumors. Cartilage, bone marrow, heart muscle, skeletal muscle, pancreatic islet cells, liver and kidney are just a few of the normal tissues being cultured in rotating bioreactors by investigators.
Hogan, P.; Kim, R.
NASA World Wind allows one to zoom from satellite altitude into any place on Earth, leveraging the combination of high resolution LandSat imagery and SRTM elevation data to experience Earth in visually rich 3D, just as if they were really there. NASA World Wind combines LandSat 7 imagery with Shuttle Radar Topography Mission (SRTM) elevation data, for a dramatic view of the Earth at eye level. Users can literally fly across the world's terrain from any location in any direction. Particular focus was put into the ease of usability so people of all ages can enjoy World Wind. All one needs to control World Wind is a two button mouse. Additional guides and features can be accessed though a simplified menu. Navigation is automated with single clicks of a mouse as well as the ability to type in any location and automatically zoom to it. NASA World Wind was designed to run on recent PC hardware with the same technology used by today's 3D video games. NASA World Wind delivers the NASA Blue Marble, spectacular true-color imagery of the entire Earth at 1-kilometer-per-pixel. Using NASA World Wind, you can continue to zoom past Blue Marble resolution to seamlessly experience the extremely detailed mosaic of LandSat 7 data at an impressive 15-meters-per-pixel resolution. NASA World Wind also delivers other color bands such as the infrared spectrum. The NASA Scientific Visualization Studio at Goddard Space Flight Center (GSFC) has produced a set of visually intense animations that demonstrate a variety of subjects such as hurricane dynamics and seasonal changes across the globe. NASA World Wind takes these animations and plays them directly on the world. The NASA Moderate Resolution Imaging Spectroradiometer (MODIS) produces a set of time relevant planetary imagery that's updated every day. MODIS catalogs fires, floods, dust, smoke, storms and volcanic activity. NASA World Wind produces an easily customized view of this information and marks them directly on the globe. When one
... contractor employees when performing public affairs, guard or fire protection duties, and similar duties... control of such vehicles at NASA Installations or parking areas. (3) Personal items used in connection... NASA Insignia application has been submitted to, and approved by, the Associate Administrator for...
Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.
Musk, A; de Klerk, N H; Beach, J.; Fritschi, L; Sim, M.; Benke, G.; Abramson, M; McNeil, J
OBJECTIVES—Employees in alumina refineries are known to be exposed to a number of potential respiratory irritants, particularly caustic mist and bauxite and alumina dusts. To examine the prevalence of work related respiratory symptoms and lung function in alumina refinery employees and relate these to their jobs. METHODS—2964 current employees of three alumina refineries in Western Australia were invited to participate in a cross sectional study, and 89% responded. Subjects were given a quest...
Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct. For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...
Reigle, Dale A
Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.
... Resources Home | Accommodation and Compliance Series: Employees with Epilepsy By Melanie Whetzel, M. A. Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Epilepsy What is Epilepsy? Epilepsy is a chronic, neurological ...
Lindner, James R.
Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)
... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...
Companies are competing for an ever-smaller share of the labor pool and are finding that offering training gives them a competitive advantage in recruiting and retaining employees. Both technical and interpersonal skills training is in demand. (JOW)
Marszalek-Gaucher, E; Elsenhans, V D
Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees.
Abstract It is known that most companies rely on Research and Development department for developing innovation. Recent research suggests that this approach is inefficient because it under utilizes other employees` knowledge. This study was conducted to find how management can enhance innovation performance by involving non-managerial employees into innovation process. Innovation in service firms is an important topic, not only for entrepreneurs, but also for policy makers. Despite thei...
J.J.A. Kamphorst (Jurjen); O.H. Swank (Otto)
textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess
Stacho, Zdenko; Stachova, Katarína
Employee allocation is a part of the process of workforce formation (staffing) in organisation. Its aim within hiring new employees and internal mobility is to have an adequate, stable and satisfied employee in the shortest possible time, and its key objective within employment termination is to ensure a fair departure. Employee allocation results in optimal usage of financial means of organisation as well as in development of abilities of employees and teams in accordance with the aims of or...
Zebulum, Ricardo S.
NASA's scientists are enjoying unprecedented access to astronomy data from space, both from missions launched and operated only by NASA, as well as missions led by other space agencies to which NASA contributed instruments or technology. This paper describes the NASA astrophysics program for the next decade, including NASA's response to the ASTRO2010 Decadal Survey.
Brook, Richard A; Kleinman, Nathan L; Su, Jun; Corey-Lisle, Patricia K; Iloeje, Uchenna H
To compare productivity, absence days, and absence costs for treated (HCV-Tx) and untreated (HCV-NoTx) US employees with hepatitis C virus (HCV) infection. Retrospective database study. Employee records from multiple large employers in the United States with data about demographics, jobs, and healthcare use in the Human Capital Management Services database were assessed. HCV subjects were identified by International Classification of Diseases, 9th Revision codes. To test differences between cohorts, t tests and χ2 tests were used. Regression modeling was used to compare absence days, costs,and objectively measured productivity, while controlling for confounding factors. For HCV-Tx employees, the index date was the date of the first treatment with interferon, peginterferon, and/or ribavirin. For HCV-NoTx employees, the index date was the average date by company among HCV-Tx employees. Absence and productivity were measured from each employee's index date to the last date the employee was enrolled in health benefits coverage. A total of 441 HCV-Tx and 1223 HCV-NoTx employees were evaluated. HCV-Tx workers had 0.52 more total monthly absence days and $31.31 in additional monthly absence payments per employee than untreated employees. Treated employees' productivity was lower, with treated subjects processing 11.7% fewer units per hour and 17.4% fewer units per month than untreated employees. This study quantified the substantial indirect burden of illness associated with use of current HCV treatments. New treatments are needed with improved adverse effect profiles that result in reduced absence from work and improved productivity among HCV-infected persons.
Kesting, Peter; Ulhøi, John Parm
Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...
Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.
Hills, Laura Sachs
Ethics is a critical part of medical employee education and is a subject that requires frequent and regular consideration and attention. This article defines ethics particularly as it applies to an individual who works in a medical practice and explores five core ethical values for all medical practice personnel. It suggests the benefits of basing management practices and decisions on ethical core values and explores specific ways that ethics can affect an individual's emotional and physical well being. This article also offers ethical guidelines specifically for medical practice employees regarding the use of their time at work and their workplace communications. Finally, this article offers a set of questions a medical practice employee can use when working through an ethical dilemma and dispels six common myths about medical practice ethics.
... may be subjected to civil liability for the following actions undertaken by its employees: (a) Making.... (c) Knowingly or willfully take action which might subject the Department to civil liability. (d... subject to criminal liability as set forth below and in 5 U.S.C. 552a (i): (a) Any officer or employee of...
Full Text Available Many objective or subjective factors influence the decision to open a business. The most important factors are: the existence of an adequate opportunity or a market, perception that starting a business could be difficult because of bureaucracy, financial barriers or the need to acquire new skills, a lack of money, etc. Also, entrepreneurial behavior is generally influenced by socio-economic status of the family of origin . Thus, children from wealthy families have the “competitive advantage” to receive an education appropriate for managing a business and of course have the necessary financial resources and its start . However, abilities of every individual can “correct’’ these benefits are completely eliminated/reduced exogenous barriers . In this article I will present the results of a pilot study conducted in 2014 at Bucharest employees to observe their entrepreneurial behavior.
Competency-based pay provides an incentive for employees to enhance their capacity for performing their jobs. Salary increases are not linked to past performance, but to future professional growth to meet increasingly higher expectations. Discussions to identify key teaching competencies must precede implementation. (MLH)
Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between
Mekel, Peggy A.; Saerang, David P.E; Silalahi, Immanuel Maradopan
Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...
Akdere, Mesut; Schmidt, Steven W.
This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…
The eighth annual accomplishments report provides numerous examples of quality strategies that have proven effective and efficient in a time when cost reduction is critical. NASA's continuous improvement efforts can provide insight for others to succeed in their own endeavors. The report covers: top management leadership and support, strategic planning, focus on the customer, employee training and recognition, employee empowerment and teamwork, measurement and analysis, and quality assurance.
US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...
Blaski, Nancy J.; And Others
Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)
Andersen, Mona Agerholm
In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...
Zulfikar, W. B.; Jumadi; Prasetyo, P. K.; Ramdhani, M. A.
Nowadays, employees are big assets to an institution. Every employee has a different educational background, degree, work skill, attitude and ethic that affect the performance. An institution including government institution implements a promotion system in order to improve the performance of the employees. Pangandaran Tourism, Industry, Trade, and SME Department is one of government agency that implements a promotion system to discover employees who deserve to get promotion. However, there are some practical deficiencies in the promotion system, one of which is the subjectivity issue. This work proposed a classification model that could minimize the subjectivity issue in employee promotion system. This paper reported a classification employee based on their eligibility for promotion. The degree of membership was decided using Mamdani Fuzzy based on determinant factors of the performance of employees. In the evaluation phase, this model had an accuracy of 91.4%. It goes to show that this model may minimize the subjectivity issue in the promotion system, especially at Pangandaran Tourism, Industry, Trade, and SME Department.
This thesis studies and discusses the impact leadership management has on employee creativity and output. In order to bring out the best in an employee, the role job satisfaction and performance appraisal play can’t be underestimated in the working environment. The research was approved by the human resources department of Lorna LTD, the case company, to ascertain the level of contentment of its employees. The purpose of this research is to maximize employee output at Lorna LTD and re...
White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)
Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene
In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.
Kristensen, Catharina Juul
Employee-driven innovation is gaining ground as a strategy for developing sustainable organisations in the public and private sector. This type of innovation is characterised by active employee participation, and the bottom-up perspective is often emphasised. This article explores an issue that has...... hitherto been paid little explicit attention, namely collaboration between middle managers and employees in innovation processes. In contrast to most studies, middle managers and employees are here both subjects of explicit investigation. The collaboration processes explored in this article are termed...... ‘bottom-linked innovation’. The empirical analysis is based on an in-depth qualitative study of bottom-linked innovation in a public frontline institution in Denmark. By combining research on employee-driven innovation and middle management, the article offers new insights into such collaborative...
Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.
Stewart, Della W
With the economic and market changes currently taking place, organizations cannot survive or prosper without quality employees. Key to employee loyalty, performance, and retention is the relationship between the leader, manager, and employee. Leaders are visionaries who make sure that the right things are done for the organization. Managers are in a position to make sure that things are done right within the organization. There are traits and qualities that good leaders and managers must possess to ensure organizational success. Displaying these characteristics will ensure that employees are taken care of, which will benefit both the employees and the organization.
Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.
Full Text Available New technologies have led to a new information and knowledge based economy. In this context, technology has changed the work environment, where organisations have become increasingly complex and competitive. Namely, the technologically induced a “virtual” environment has resulted in the adoption of new organisational structures and work skills and practices. On the one hand, the workplace increasingly requires employee to work in teams,collaborating across companies, communities, and continents. These changes and the new organisational structures have also made an impact on role of managers and their management styles, on the other hand. In line with this, there a very rich collection of thinking and empirical research findings on the subject. The goal of our research was to recognize the importance of certain factors in motivating employees in organisations by managers . The other purpose was to investigate the job related motivation factors among senior and junior employees as well as explore issues in the workplace that may affect work demoralization. Furthemore, we explored the relationship between employees motivation and their competences.We also contributed to the topic in our research project-book with the new model of competency. Furthemore, we expect that our methodology will be implemented in practice. However, it should be also a good basis for further improvements in this area.
Johnson, Marjory J.
Networking is an infrastructure technology; it is a tool for NASA to support its space and aeronautics missions. Some of NASA's networking problems are shared by the commercial and/or military communities, and can be solved by working with these communities. However, some of NASA's networking problems are unique and will not be addressed by these other communities. Individual characteristics of NASA's space-mission networking enviroment are examined, the combination of all these characteristics that distinguish NASA's networking systems from either commercial or military systems is explained, and some research areas that are important for NASA to pursue are outlined.
Zondiros, Dimitris; Konstantopoulos, Nikolaos; Tomaras, Petros
Customer satisfaction is defined as a measure of how a firm's product or service performs compared to customer's expectations. It has long been a subject of research due to its importance for measuring marketing and business performance. A lot of models have been developed for its measurement. This paper propose a simulation model using employee satisfaction as one of the most important factors leading to customer satisfaction (the others being expectations and disconfirmation of expectations). Data obtained from a two-year survey in customers of banks in Greece were used. The application of three approaches regarding employee satisfaction resulted in greater customer satisfaction when there is serious effort to keep employees satisfied.
Echer, Isabel Cristina; Corrêa, Ana Paula Almeida; Lucena, Amália de Fátima; Ferreira, Stephani Amanda Lukasewicz; Knorst, Marli Maria
This cross-sectional study aimed to identify the prevalence of smoking among employees of a university hospital in Southern Brazil. Data collection happened in 2008, during the periodic health exam, using a questionnaire, according to the smoking status of the employees. The sample consisted of 1,475 subjects, in which 979 (66.4%) were non-smokers, 295 (20%) former smokers and 201 (13.6%) smokers. Smoking was more prevalent among employees with lower education levels and among professionals i...
Full Text Available In order to constantly improve the quality of service program, organizations in tourism industry, have to pay special attention to managing employees' behavior, especially those in the first line of service provision and their direct superiors. Encouraging the employees towards service-oriented behavior is greatly determined by the adequate and consistent implementation of human resources management instruments. The subject of this research is an empirical examination of relations between employees' behavior in the service providing process and service quality. This research was conducted during 2012, in a five-star hotel 'Izvor', situated in Arandjelovac.
... be subjected to civil liability for the following actions undertaken by its employees: (a) Making a... criminal liability as set forth below and in 5 U.S.C. 552a (i): (a) Any officer or employee of an agency... guard force. (c) Knowingly or willfully take action which might subject the Department to civil...
... subjected to civil liability for the following actions undertaken by its employees: (a) Making a... subject SSA to civil liability. (d) Make any arrangements for the design, development, or operation of any... liability as set forth below and in 5 U.S.C. 552a (i): (a) Willful disclosure. Any officer or employee of...
The subject of this thesis is to explore the phenomenon of employee disengagement. The main aim of this research is to understand the nature of this phenomenon, its roots and consequences, as well as provide a description of why an organization would be interested in improving employee engagement and what human resource practices can be used for this purpose. To get a clear picture of the phenomenon, this study examines an academic literature and earlier practitioners’ works on the subjec...
Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...
Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven
Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.
This is a benefit to NASA because of all the networking opportunities as well as sharing information about UAS-NAS within the UAS community. NASA has developed, and is executing, a Cohesive Strategy for UAS Integration
Federal Laboratory Consortium — The NASA Space Radiation Laboratory (NSRL) at Brookhaven National Laboratory is a NASA funded facility, delivering heavy ion beams to a target area where scientists...
This viewgraph presentation is a review of the career paths for chemicals engineer at NASA (specifically NASA Johnson Space Center.) The author uses his personal experience and history as an example of the possible career options.
National Aeronautics and Space Administration — Exquadrum, Inc. proposes to demonstrate the feasibility of an innovative approach to providing NASA with a Guided Dropsonde (NGD). NASA's desire to use existing...
Maggs, William Ward
The Eos news article “Conference OKs Science Budgets” (August 23, 1988, p. 801) stated that a House-Senate conference had agreed to fund the National Aeronautics and Space Administration's scatterometer at the requested and Senate-approved Fiscal Year 1989 level of $15.7 million rather than the House-approved level of $5.7 million. However, while the conference report did propose up to $10 million more than the House recommendation, it also said that the money would only be available if “the administrator elects to exercise the option of transferring u p to $30 million of funding from the construction of facilities account” to the research and development account, which includes NSCAT.According to NASA's William F. Townsend, NSCAT Program Manager, because of other stipulations in the conference report the ultimate source of the proposed funds for NSCAT would not be the construction of facilities account, but would be the research and program management account, which pays NASA employee salaries, not the construction of facilities account. Such a shift of funds is highly unlikely, he said, and the scatterometer will probably receive only $5.7 million for FY 1989, 64% less than the budget request.
Brown, Robert W.
The educational programs of NASA's Educational Affairs Division are examined. The problem of declining numbers of science and engineering students is reviewed. The various NASA educational programs are described, including programs at the elementary and secondary school levels, teacher education programs, and undergraduate, graduate, and university faculty programs. The coordination of aerospace education activities and future plans for increasing NASA educational programs are considered.
Riipinen, Anita; Sallmén, Markku; Taskinen, Helena; Koskinen, Aki; Lindbohm, Marja-Liisa
The aim of this study was to investigate whether working as a daycare employee increases the risk of perinatal death, pre-term birth, low birth weight, smallness for gestational age, or congenital malformations. We conducted a register-based cohort study among daycare employees and women from various occupations of healthcare (reference group). Study subjects were identified from the files of Finnish trade unions and the National Authority for Medicolegal Affairs. Pregnancy outcomes, antenatal occupation, and working status were obtained by linkage to national registers. The final data consisted of 13 299 and 12 182 singleton births in the study and reference groups, respectively. We analyzed pregnancy outcome data using generalized estimating equations and linear regression. The occurrences of pre-term birth [odds ratio (OR) 0.91, 95% confidence interval (95% CI) 0.79-1.06], perinatal death (OR 0.91, 95% CI 0.62-1.34), smallness for gestational age (OR 1.01, 95% CI 0.91-1.12), and congenital malformation (OR 1.10, 95% CI 0.92-1.32) were similar among the children of the daycare employees and the reference group. The adjusted mean birth weight of the children of the daycare employees was slightly higher (14 g, 95% CI -1-29) than that of the reference group, but the difference was attenuated to 6 g in the subset of the first births. Daycare employees were not, in general, at an increased risk of an adverse pregnancy outcome. However, efforts should nevertheless be made to prevent their exposure to harmful viruses and heavy physical load during pregnancy.
The purpose of this meeting was to exchange information across NASA facilities that is critical to agency-wide improvement in the efforts to maintain and enhance employee health. The topics covered include the following: occupational medicine, environmental health, physical fitness, and health education.
McMonigal, K. A.; Pietrzyk, R. A.; Sams, C. F.; Johnson, M. A.
The NASA Biological Specimen Repository (NBSR) was established in 2006 to collect, process, preserve and distribute spaceflight-related biological specimens from long duration ISS astronauts. This repository provides unique opportunities to study longitudinal changes in human physiology spanning may missions. The NBSR collects blood and urine samples from all participating ISS crewmembers who have provided informed consent. These biological samples are collected once before flight, during flight scheduled on flight days 15, 30, 60, 120 and within 2 weeks of landing. Postflight sessions are conducted 3 and 30 days after landing. The number of in-flight sessions is dependent on the duration of the mission. Specimens are maintained under optimal storage conditions in a manner that will maximize their integrity and viability for future research The repository operates under the authority of the NASA/JSC Committee for the Protection of Human Subjects to support scientific discovery that contributes to our fundamental knowledge in the area of human physiological changes and adaptation to a microgravity environment. The NBSR will institute guidelines for the solicitation, review and sample distribution process through establishment of the NBSR Advisory Board. The Advisory Board will be composed of representatives of all participating space agencies to evaluate each request from investigators for use of the samples. This process will be consistent with ethical principles, protection of crewmember confidentiality, prevailing laws and regulations, intellectual property policies, and consent form language. Operations supporting the NBSR are scheduled to continue until the end of U.S. presence on the ISS. Sample distribution is proposed to begin with selections on investigations beginning in 2017. The availability of the NBSR will contribute to the body of knowledge about the diverse factors of spaceflight on human physiology.
Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...
Brindley, T. A.
In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.
Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...
Simone, Angela; Olesen, Bjarne W.
of the employees. It is relevant to know how the employees assess the thermal conditions and what their subjective reactions in commercial kitchens are. The subjective feedback is the effective way, together with the physical measurements, of defining the values of thermal comfort parameters in commercial kitchens...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Report of separation allowances subject to tier II taxation. 209.14 Section 209.14 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER... separation allowances subject to tier II taxation. For any employee who is paid a separation payment, the...
Sahinidis, Alexandros G.; Bouris, John
Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…
Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M
In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
White, S J; Generali, J A
Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.
... that provides the lower level of coverage in the Service Benefit Plan. If the employee has a self only... written authorization to do so, may enroll or change the enrollment for the employee. (e) Change to self only. (1) Subject to two exceptions, an employee may change the enrollment from self and family to self...
Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.
Schwerin, T. G.; Callery, S.; Chambers, L. H.; Riebeek Kohl, H.; Taylor, J.; Martin, A. M.; Ferrell, T.
The NASA Earth Science Education Collaborative (NESEC) is led by the Institute for Global Environmental Strategies with partners at three NASA Earth science Centers: Goddard Space Flight Center, Jet Propulsion Laboratory, and Langley Research Center. This cross-organization team enables the project to draw from the diverse skills, strengths, and expertise of each partner to develop fresh and innovative approaches for building pathways between NASA's Earth-related STEM assets to large, diverse audiences in order to enhance STEM teaching, learning and opportunities for learners throughout their lifetimes. These STEM assets include subject matter experts (scientists, engineers, and education specialists), science and engineering content, and authentic participatory and experiential opportunities. Specific project activities include authentic STEM experiences through NASA Earth science themed field campaigns and citizen science as part of international GLOBE program (for elementary and secondary school audiences) and GLOBE Observer (non-school audiences of all ages); direct connections to learners through innovative collaborations with partners like Odyssey of the Mind, an international creative problem-solving and design competition; and organizing thematic core content and strategically working with external partners and collaborators to adapt and disseminate core content to support the needs of education audiences (e.g., libraries and maker spaces, student research projects, etc.). A scaffolded evaluation is being conducted that 1) assesses processes and implementation, 2) answers formative evaluation questions in order to continuously improve the project; 3) monitors progress and 4) measures outcomes.
Coan, Mary R.; Hirshorn, Steven R.; Moreland, Robert
The NASA Protoflight Research Initiative is an internal NASA study conducted within the Office of the Chief Engineer to better understand the use of Protoflight within NASA. Extensive literature reviews and interviews with key NASA members with experience in both robotic and human spaceflight missions has resulted in three main conclusions and two observations. The first conclusion is that NASA's Protoflight method is not considered to be "prescriptive." The current policies and guidance allows each Program/Project to tailor the Protoflight approach to better meet their needs, goals and objectives. Second, Risk Management plays a key role in implementation of the Protoflight approach. Any deviations from full qualification will be based on the level of acceptable risk with guidance found in NPR 8705.4. Finally, over the past decade (2004 - 2014) only 6% of NASA's Protoflight missions and 6% of NASA's Full qualification missions experienced a publicly disclosed mission failure. In other words, the data indicates that the Protoflight approach, in and of it itself, does not increase the mission risk of in-flight failure. The first observation is that it would be beneficial to document the decision making process on the implementation and use of Protoflight. The second observation is that If a Project/Program chooses to use the Protoflight approach with relevant heritage, it is extremely important that the Program/Project Manager ensures that the current project's requirements falls within the heritage design, component, instrument and/or subsystem's requirements for both the planned and operational use, and that the documentation of the relevant heritage is comprehensive, sufficient and the decision well documented. To further benefit/inform this study, a recommendation to perform a deep dive into 30 missions with accessible data on their testing/verification methodology and decision process to research the differences between Protoflight and Full Qualification
Explored relationship between employees' participation in quality circle activities and perceptions of the influence they have on their job, characteristics of their jobs, and overall job satisfaction. Involvement in a quality circle was significantly related to employees' perception of influence, and some job characteristics, but not to job…
Hotel and Catering Training Board, Wembley (England).
This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…
Hayes, James L.
A manager training a new employee should explain what is expected, encourage questions, allow flexibility, expect mistakes, and review procedures. When problems arise, the manager must be honest, set guidelines, and inform the employee of his/her progress. (Author/MLF)
Milica Jakšiæ, Miloš Jakšiæ
Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.
Haidari, Alexandra; Strandberg, Hanna
Background- CSR is a highly relevant subject for corporations today, since there is an increased stakeholder demand to report corporate social, economic and environmental performance. CSR may convey numerous benefits for a firm, such as a competitive advantage, increased trust and improved corporate image, as well as many outcomes related to the employee. The automotive industry is facing high external pressures to lower their carbon footprint, and to become more sustainable, consequently, th...
Murphy, Nicholas A.; Freeland, Emily
Graduate employee unions represent a significant fraction of graduate employees in the United States, Canada, and other nations. The collective bargaining process is a unique forum where issues ranging from paid parental leave, hostile work environment, and access to lactation rooms can be addressed on an even footing with the employing universities. Because employment is governed by a collective bargaining agreement, violations are subject to a grievance policy. The Teaching Assistants' Association at the University of Wisconsin-Madison is one of the oldest graduate employee unions in the world. We discuss this example union, including successes in both the collective bargaining process and the grievance procedure. In particular, we find that graduate employee unions are an effective means of fighting pregnancy discrimination. We also provide a comparison of parental leave policies for graduate students at various universities.
Stańczak, Aleksander; Mościcka-Teske, Agnieszka; Merecz-Kot, Dorota
Psychosocial risks, via stress mechanism, may negatively influence employees' health and work activity. Both the scale and the type of these risks depend on job specificity in particular occupation or sector. The aim of the study was to characterize the categories of stressors occurring in the banking sector and their effects on employees' performance. The studied subjects were 484 employees tested with the questionnaire method. The Scale of Psychosocial Risk was used as a research tool. The more the employees are exposed to threats connected with work content, work context, pathologies and specific factor, the less satisfied they are and the more frequently they declare turnover intention. However, rarely does it change their engagement or absence. The subjects felt the effects of risks, regardless of their stressfulness. It turns out that individual's well-being is rather related to work context, e.g. relations with co-workers or salary, than to the character of tasks. It was observed, that with age, employees are less resistant to work context related to threats, which results in frequent absence. Most of the results comply with the literature data. The work environment diagnosis may be based only on the occurrence of psychosocial risks, regardless of the subjectively experienced stress. The conclusions can be used by both employers and specialists in occupational stress prevention.
Hall, Nancy R.; Wagner, James; Phelps, Amanda
What is NASA HUNCH? High School Students United with NASA to Create Hardware-HUNCH is an instructional partnership between NASA and educational institutions. This partnership benefits both NASA and students. NASA receives cost-effective hardware and soft goods, while students receive real-world hands-on experiences. The 2014-2015 was the 12th year of the HUNCH Program. NASA Glenn Research Center joined the program that already included the NASA Johnson Space Flight Center, Marshall Space Flight Center, Langley Research Center and Goddard Space Flight Center. The program included 76 schools in 24 states and NASA Glenn worked with the following five schools in the HUNCH Build to Print Hardware Program: Medina Career Center, Medina, OH; Cattaraugus Allegheny-BOCES, Olean, NY; Orleans Niagara-BOCES, Medina, NY; Apollo Career Center, Lima, OH; Romeo Engineering and Tech Center, Washington, MI. The schools built various parts of an International Space Station (ISS) middeck stowage locker and learned about manufacturing process and how best to build these components to NASA specifications. For the 2015-2016 school year the schools will be part of a larger group of schools building flight hardware consisting of 20 ISS middeck stowage lockers for the ISS Program. The HUNCH Program consists of: Build to Print Hardware; Build to Print Soft Goods; Design and Prototyping; Culinary Challenge; Implementation: Web Page and Video Production.
Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne
To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.
Key words: Employee morale, Predictors, PHCN, Organizational efficiency, Eastern zones. Introduction. Employee ... internal and external factors. Internally, for ... formal organizations. Organizational Communication. The study attempted to find out the level of communication of official developments to employees. Table 1: ...
Sugarindra, M.; Suryoputro, M. R.; Permana, A. I.
The workload, encountered a combination of physical workload and mental workload, is a consequence of the activities for workers. Central control room is one department in the oil processing company, employees tasked with monitoring the processing unit for 24 hours nonstop with a combination of 3 shifts in 8 hours. NASA-TLX (NASA Task Load Index) is one of the subjective mental workload measurement using six factors, namely the Mental demand (MD), Physical demand (PD), Temporal demand (TD), Performance (OP), Effort (EF), frustration levels (FR). Measurement of a subjective mental workload most widely used because it has a high degree of validity. Based on the calculation of the mental workload, there at 5 units (DTU, NPU, HTU, DIST and OPS) at the control chamber (94; 83.33; 94.67; 81, 33 and 94.67 respectively) that categorize as very high mental workload. The high level of mental workload on the operator in the Central Control Room is a requirement to have high accuracy, alertness and can make decisions quickly
Davis, Jeffrey R.
NASA@work is an agency-wide website designed to increase innovation and access to ideas and knowledge from within the NASA community. Individuals (challenge owners) post their specific problem or "challenge." Anyone in the community (solvers) can contribute to the interactive discussions and submit proposed solutions with the opportunity to win an award.
Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...
Dul, Jan; Ceylan, Canan
Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness.
Alisa Mujkic; Dzevad Sehic; Zijada Rahimic; Jasmin Jusic
The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...
Alisa Mujkić; Dževad Šehić; Zijada Rahimić; Jasmin Jusić
The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...
One of the purposes of this research was to explore the topics of employee motivation and job satisfaction along with finding out key motivational factors for employees in two case companies. The idea behind the thesis was to check whether Frederick Herzberg’s opinion regarding money not being the most important motivating factor at work is applicable to the two case companies. The author attempted to answer the following questions: - Which motivators affect job performance and employe...
Ovidiu Iliuta Dobre
The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of any organization in the long run. On the one hand, measuring performance is critical to organization's management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in n...
The aim of this study was to investigate the difference in productivity between those who are depressed and those who are not. A cross-sectional study of depressive and non-depressive employees at a workplace was performed. Data was collected between April and June 2008 through self-reported questionnaires including the Stanford Presenteeism Scale. One thousand employees participated in this study. Inappropriate responses including missing data or non-relevant responses were excluded. Finally, data of 612 subjects was analyzed using the SPSS program. The productivity of employees with depression was lower than that of employees without depression. The difference in productivity loss due to impaired presenteeism was significantly different between the two groups, but the productivity loss due to absenteeism was not. From the results of this study, we can deduce that depression among employees leads to productivity loss. Therefore, we must consider the management of depression in the workplace and improve the activities of occupational nurses and doctors during the mental health screening of employees.
Lundgaard Andersen, Linda; Soldz, Stephen
A major theme in recent psychoanalytic thinking concerns the use of therapist subjectivity, especially “countertransference,” in understanding patients. This thinking converges with and expands developments in qualitative research regarding the use of researcher subjectivity as a tool to understa...
Koys, Daniel J.
Eighty-eight employees were asked about management motivation for 37 activities and the degree to which they are committed to their organizations. Subjects' organizational commitment is positively related to the perception that these activities are motivated by a desire to (1) show respect for the individual and (2) attract/retain employees.…
... conflict with the employee's official duties or create the appearance that the employee is violating the..., general partner, trustee, teacher, or speaker. It includes writing when done under an arrangement with... INFORMATION CONTACT captions. ] List of Subjects in 5 CFR Part 8001 Conflict of interests, Government...
The focus of this study was on performance appraisal of academic staff of Universities in Nigeria and their productivity levels. The prime problem that necessitated this study was to examine the effectiveness of the subjective methods used in appraising qualitative work attributes of the employees and to assess the extent to ...
Verlander, Edward G; Evans, Martin R
This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.
Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation
Full Text Available It is a known fact that the organizations, which give more attention to the satisfaction of their employees, produce more successful outcomes than others do. In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction depending on the factors of organizational culture and organizational learning capacity. The aim of the research is to contribute to academic researchers as well as managerial level and human resource department employees of metalworking organizations, in maximizing the employee satisfaction. The research was applied on 578 employees of the related industry. By the results, we have determined that the constructed model is significant and there is positive significant correlation both between -organizational culture and employee satisfaction- and -organizational learning capacity and employee satisfaction. Additionally, the total explained variance of employee satisfaction depending on these two variables has come out as the value of 0.56.
Rick Marrs, Deputy Assistant Administrator Office of Strategic Infrastructure NASA Headquarters will be speaking during the 2017 Energy Exchange opening plenary. His presentation showcases the NASA mission, sustainability at NASA, NASA's strategic Sustainability Performance Plan, Existing PV Partnerships, and NASA funded Solar Initiatives at KSC.
Young, C. Alex; Heliophysics Education Consortium
Monday, August 21, 2017, marked the first total solar eclipse to cross the continental United States coast-to-coast in almost a century. NASA scientists and educators, working alongside many partners, were spread across the entire country, both inside and outside the path of totality. Like many other organizations, NASA prepared for this eclipse for several years. The August 21 eclipse was NASA's biggest media event in recent history, and was made possible by the work of thousands of volunteers, collaborators and NASA employees. The agency supported science, outreach, and media communications activities along the path of totality and across the country. This culminated in a 3 ½-hour broadcast from Charleston, SC, showcasing the sights and sounds of the eclipse – starting with the view from a plane off the coast of Oregon and ending with images from the International Space Station as the Moon's inner shadow left the US East Coast. Along the way, NASA shared experiments and research from different groups of scientists, including 11 NASA-supported studies, 50+ high-altitude balloon launches, and 12 NASA and partner space-based assets. This talk shares the timeline of this momentous event from NASA's perspective, describing outreach successes and providing a glimpse at some of the science results available and yet to come.
Full Text Available The present study examined the longitudinal profiles of burnout, engagement and workaholism among highly educated employees. First, the latent profile modeling indicated two latent classes: Engaged and Exhausted-Workaholic. Second, the results revealed that employees with the Engaged profile experienced high levels of energy and dedication, whereas employees with the Exhausted-Workaholic profile experienced exhaustion, cynicism and workaholism. Social pessimism in the transition from high education to work predicted poor subjective well-being at work. Further, workaholism decreased during the career among members of the Exhausted-Workaholic profile suggesting positive direction during career. Finally, Engaged employees experienced detachment and relaxation, life satisfaction and rewards.
DesMarais, David J.; Chang, Sherwood (Technical Monitor)
NASA will indeed conduct a more active search for life beyond Earth. Research on the Martian meteorites will be augmented by $2 million to be contributed equally by NASA and NSF (National Science Foundation). The science strategy for the NASA Mars Surveyor Program now places a much higher priority on the search for life, particularly fossil evidence. This program features two launches per opportunity (every two years, starting this November). The focus on Exobiology emphasizes high resolution multispectral orbital mapping to locate key aqueous sedimentary minerals, the exploration of ancient terrains by capable rovers, and the need for multiple sample return missions. Additional information is contained within the original extended abstract.
Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T
A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.
... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees and...
Workers' or employees' motivation is one of the key survival strategies of any corporate organization. Access to vital information on their welfare no doubt motivates employees towards commitment to corporate goals. The types of information sought by employees are many and varied. This paper examines employees' ...
...' constitutional form of government (5 U.S.C. 7311). Employees are also prohibited from striking against the Federal Government. With these restrictions, an employee has the right to form, join, or assist lawful employee organizations. Similarly, an employee has also the right to refrain from such activity. In either...
... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...
... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...
... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of...
Van Peenen, P F; Blanchard, A G; Wolkonsky, P M
Smoking habits of White male employees of a large oil company were analyzed. There were only slight differences in smoking habits between refinery and nonrefinery employees. Salaried employees, both at refineries and elsewhere, smoked much less than hourly employees. PMID:6507698
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee's rights. 105.24 Section 105.24... Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy from the authorized employer of any information concerning the employee provided under these regulations to...
Van Yperen, Nico W.; Verbraak, Marc; Spoor, Ellen
We examined differences in perfectionism between burned-out employees (n = 77), depressed employees (n = 29), anxiety-disordered employees (n = 31), employees with comorbid disorders, that is, a combination of clinical burnout, depression, or anxiety disorder (n = 28), and individuals without
Yperen, N.W. van; Verbraak, M.J.P.M.; Spoor, E.
We examined differences in perfectionism between burned-out employees (n = 77), depressed employees (n = 29), anxiety-disordered employees (n = 31), employees with comorbid disorders, that is, a combination of clinical burnout, depression, or anxiety disorder (n = 28), and individuals without
... partners are not considered employees for recordkeeping purposes. (b) Implementation—(1) If a self-employed... employees from a temporary help service, employee leasing service, or personnel supply service, do I have to... service, employee leasing service, or contractor also record the injuries or illnesses occurring to...
In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.
Tehmina Fiaz Qazi
Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship
Steel, Simon J.; Dussault, M. E.; Sienkiewicz, F. F.; Deutsch, F. S.; Reinfeld, E. L.; Gould, R. R.
Observing With NASA (OWN) is a new NASA-funded e-learning project developed by the Harvard-Smithsonian Center for Astrophysics (CfA) in partnership with the Space Telescope Science Institute (STScI). The project will allow users to make their OWN astronomical observations and compare their images and data with that of NASA's orbiting telescopes and space probes. OWN will provide NASA's education and public outreach audiences with universal access to the CfA's MicroObservatory online network of robotic educational telescopes. Project staff are developing a customized online interface, curricular support materials, and professional development tutorials for both classroom and informal educators. OWN has the capacity to serve hundreds of thousands of student and public users during the 2009 International Year of Astronomy and beyond.
National Aeronautics and Space Administration — MY NASA DATA (MND) is a tool that allows anyone to make use of satellite data that was previously unavailable.Through the use of MND’s Live Access Server (LAS) a...
National Aeronautics and Space Administration — NASA Technical Reports Server (NTRS) provides access to aerospace-related citations, full-text online documents, and images and videos. The types of information...
National Aeronautics and Space Administration — The NASA Earth Exchange (NEX) represents a new platform for the Earth science community that provides a mechanism for scientific collaboration and knowledge sharing....
National Aeronautics and Space Administration — NASA has released a series of space sounds via sound cloud. We have abstracted away some of the hassle in accessing these sounds, so that developers can play with...
National Aeronautics and Space Administration (NASA), 2008
For the past 15 years, the number of American college students earning science, technology, engineering, and mathematics (STEM) degrees has continued to decrease. By 2010, it is projected the national demand for STEM employees will rise by 10 percent. The Education Communication Strategy identifies the steps National Aeronautics and Space…
Toll, David L.
With increasing population pressure and water usage coupled with climate variability and change, water issues are being reported by numerous groups as the most critical environmental problems facing us in the 21st century. Competitive uses and the prevalence of river basins and aquifers that extend across boundaries engender political tensions between communities, stakeholders and countries. In addition to the numerous water availability issues, water quality related problems are seriously affecting human health and our environment. The potential crises and conflicts especially arise when water is competed among multiple uses. For example, urban areas, environmental and recreational uses, agriculture, and energy production compete for scarce resources, not only in the Western U.S. but throughout much of the U.S. and also in numerous parts of the world. Mitigating these conflicts and meeting water demands and needs requires using existing water resources more efficiently. The NASA Water Resources Program Element works to use NASA products and technology to address these critical water issues. The primary goal of the Water Resources is to facilitate application of NASA Earth science products as a routine use in integrated water resources management for the sustainable use of water. This also includes the extreme events of drought and floods and the adaptation to the impacts from climate change. NASA satellite and Earth system observations of water and related data provide a huge volume of valuable data in both near-real-time and extended back nearly 50 years about the Earth's land surface conditions such as precipitation, snow, soil moisture, water levels, land cover type, vegetation type, and health. NASA Water Resources Program works closely to use NASA and Earth science data with other U.S. government agencies, universities, and non-profit and private sector organizations both domestically and internationally. The NASA Water Resources Program organizes its
... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement..., AND INVESTIGATIONS § 225.12 Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail Equipment...
Full Text Available Presently, knowledge is considered as the most strategic resource of organizations. The literature on the subject often raises the issues of commitment. The purpose of the article was to discuss the associations between knowledge management and employee commitment. The article presents the stages of knowledge management and describes the category of commitment, taking account of several criteria. In the opinion of the authors, from the point of view of knowledge management particular importance can be attained to the way qualifications, skills, predispositions and knowledge of employees will be used, which, in turn, depends on "quality" of their commitment (its type, intensity, dimension and direction in achieving organizational goals.
Farley, C. F.
NASA's Technology Utilization Program is described, illustrating how it can be useful in achieving improved productivity, providing more jobs, solving public sector challenges, and strengthening the international competitive situation. Underlying the program is the fact that research and development conducted in NASA's aeronautics and space programs have generated much technical information concerning processes, products, or techniques which may be useful to engineers, doctors, or to others. The program is based on acquisition and publication, working with the user, and applications engineering.
A terminology of descriptors used by the NASA Scientific and Technical information effort to index documents in the area of astronomy is presented. The terms are listed in hierarchical format derived from the 1988 edition of the NASA Thesaurus Volume 1 -- Hierarchical Listing. Over 1600 terms are included. In addition to astronomy, space sciences covered include astrophysics, cosmology, lunar flight and exploration, meteors and meteorites, celestial mechanics, planetary flight and exploration, and planetary science.
Shuck, Brad; Albornoz, Carlos
This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…
Full Text Available Background: Medical supervisors of sickness absenteeism find frequent and long lasting sickness absences during pregnancy. They wanted to find reasons for these absences from work.Methods: Data about pregnant employees in Ljubljana region of the Health Insurance Institute of Slovenia was collected for the year 2004. They were selected by chosen general practitioner, chosen obstetrician, age and causal diagnoses for sickness absenteeism.Results: In the year 2004 there were 1504 pregnant employees sickness absent from work (the number of births in the same region was 5044. The average length was 122.47 days (30– 414. The number of sickness absent pregnant employees differed much regarding the chosen general practitioner and chosen obstetrician. The most frequent age for sickness absenteeism was 30 years (155, the largest average duration was in pregnant women aged 36 years (288.77 days. The most frequent reason for sickness absenteeism was imminent abortion. Conclusions: Legislation in the Republic Slovenia protects pregnant employees against risks on their working places. Chosen general practitioners and chosen obstetricians are not familiar with it. The diagnosis Z 34.9 (healthy pregnancy and combination with the described risk on the working place prove it. The relation between the risk factors and the consequent pathology of pregnancy should be evaluated with a special study. The opinions of the chosen obstetricians often lack clinical status. The diagnosis its elf and also the age of the pregnant employees are not enough for the decision about ability of the pregnant patients to work.
Yu-Hsi Yuan; Sang-Bing Tsai; Chien-Yun Dai; Hsiao-Ming Chen; Wan-Fei Chen; Chia-Huei Wu; Guodong Li; Jiangtao Wang
The purpose of this study was to explore the relationships among employees' usage intention pertaining to mobile information devices, focusing on subjective judgement, technology acceptance tendency...
Friis, Ole Uhrskov; Koch, Christian
The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even if the mana......The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even...... strategy projects. Especially the latter two are important in facilitating the employee involvement. The case, however, also exhibits enterprise-situated praxises related to unplanned events, like the mitigation of taboos....
Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh
Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...... to be vital, and this paper investigates how the perception of a specific command system – obligatory student plans – is associated with two types of employee motivation (public service motivation and intrinsic task motivation). Using a dataset with 3439 school teachers in Denmark, the analysis shows...... that the perception of obligatory student plans as controlling is negatively associated with different types of employee motivation, indicating that motivation crowding happens. Although the strength of the associations varies between the investigated types of motivation, the findings imply that practitioners should...
Busck, Ole Gunni; Knudsen, Herman; Lind, Jens
This article reviews the research literature on the relationship between employee participation, influence and the work environment. The main part of the literature points to a positive connection in line with how it has been almost institutionalised in Karasek and Theorell´s demand control......-model. However, more recent research into psychosocial work environment problems questions the model’s assumption of high job control compensating for high job demands. Taking its point of departure in a `deconstruction´ of the concept of participation based on research on employee participation from the past...... few decades, the article discuss what factors and changes have resulted in that increased employee participation does not seem to result in a healthy work environment. The article concludes on the limitations of the demand control-model in modern working life given contextual changes in the employer...
Friis, Ole Uhrskov; Koch, Christian
Strategy as a practice and continuous innovation approaches are combined to conceptualise dilemmas of short versus long term and to analyse a case of employee participation as a particular example of strategy innovation. The case is a medium size textile company developing its strategy involving...... and Balanced Score Card consultancy, an ‘open space’ workshop and organized strategy projects. Especially the latter two are important in facilitating the employee involvement. The case however also exhibit enterprise situated praxis’s like mitigation of taboos....
Kesting, Peter; Ulhøi, John Parm
The responsibility to be innovative and think of useful ideas and the privilege of making decisions in processes of innovation are typically restricted to specifically assigned R&D functions and/or upper echelon managers. Given the importance of innovation to most organizations, it may seem...... illogical to reserve such a 'license' to so few individuals. This paper argues that some parts of that license should indeed be extended to include 'ordinary' employees, as they are potential drivers of innovation. Research on Employee Driven Innovation (EDI) is still at its beginnings. In the paper we...
Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...
Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon
on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...
Brown, Christopher E; Indest, George F
Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses.
Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.
Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…
Lurati, Ann R
MJ is a janitor working in an office building for the past 5 years. He sustained a third-degree burn with a secondary infection and was sent to the county hospital. He was diagnosed with leprosy. The employees in the office building were concerned with the risk of transmission. This article reviews leprosy, and implications for occupational health nurses are discussed.
Lamoreaux, Richard W.
Welcome to the 2008 edition of the NASA Range Safety Annual Report. Funded by NASA Headquarters, this report provides a NASA Range Safety overview for current and potential range users. This year, along with full length articles concerning various subject areas, we have provided updates to standard subjects with links back to the 2007 original article. Additionally, we present summaries from the various NASA Range Safety Program activities that took place throughout the year, as well as information on several special projects that may have a profound impact on the way we will do business in the future. The sections include a program overview and 2008 highlights of Range Safety Training; Range Safety Policy; Independent Assessments and Common Risk Analysis Tools Development; Support to Program Operations at all ranges conducting NASA launch operations; a continuing overview of emerging Range Safety-related technologies; Special Interests Items that include recent changes in the ELV Payload Safety Program and the VAS explosive siting study; and status reports from all of the NASA Centers that have Range Safety responsibilities. As is the case each year, contributors to this report are too numerous to mention, but we thank individuals from the NASA Centers, the Department of Defense, and civilian organizations for their contributions. We have made a great effort to include the most current information available. We recommend that this report be used only for guidance and that the validity and accuracy of all articles be verified for updates. This is the third year we have utilized this web-based format for the annual report. We continually receive positive feedback on the web-based edition, and we hope you enjoy this year's product as well. It has been a very busy and productive year on many fronts as you will note as you review this report. Thank you to everyone who contributed to make this year a successful one, and I look forward to working with all of you in the
Subject Index. Variation of surface electric field during geomagnetic disturbed period at Maitri, Antarctica. 1721. Geomorphology. A simple depression-filling method for raster and irregular elevation datasets. 1653. Decision Support System integrated with Geographic. Information System to target restoration actions in water-.
Leland W. K. Chung (left), Director, Molecular Urology Therapeutics Program at the Winship Cancer Institute at Emory University, is principal investigator for the NASA bioreactor demonstration system (BDS-05). With him is Dr. Jun Shu, an assistant professor of Orthopedics Surgery from Kuming Medical University China. The NASA Bioreactor provides a low turbulence culture environment which promotes the formation of large, three-dimensional cell clusters. Due to their high level of cellular organization and specialization, samples constructed in the bioreactor more closely resemble the original tumor or tissue found in the body. The Bioreactor is rotated to provide gentle mixing of fresh and spent nutrient without inducing shear forces that would damage the cells. The work is sponsored by NASA's Office of Biological and Physical Research. The bioreactor is managed by the Biotechnology Cell Science Program at NASA's Johnson Space Center (JSC). NASA-sponsored bioreactor research has been instrumental in helping scientists to better understand normal and cancerous tissue development. In cooperation with the medical community, the bioreactor design is being used to prepare better models of human colon, prostate, breast and ovarian tumors. Cartilage, bone marrow, heart muscle, skeletal muscle, pancreatic islet cells, liver and kidney are just a few of the normal tissues being cultured in rotating bioreactors by investigators. Credit: Emory University.
Hirshorn, Steven R.; Voss, Linda D.; Bromley, Linda K.
The update of this handbook continues the methodology of the previous revision: a top-down compatibility with higher level Agency policy and a bottom-up infusion of guidance from the NASA practitioners in the field. This approach provides the opportunity to obtain best practices from across NASA and bridge the information to the established NASA systems engineering processes and to communicate principles of good practice as well as alternative approaches rather than specify a particular way to accomplish a task. The result embodied in this handbook is a top-level implementation approach on the practice of systems engineering unique to NASA. Material used for updating this handbook has been drawn from many sources, including NPRs, Center systems engineering handbooks and processes, other Agency best practices, and external systems engineering textbooks and guides. This handbook consists of six chapters: (1) an introduction, (2) a systems engineering fundamentals discussion, (3) the NASA program project life cycles, (4) systems engineering processes to get from a concept to a design, (5) systems engineering processes to get from a design to a final product, and (6) crosscutting management processes in systems engineering. The chapters are supplemented by appendices that provide outlines, examples, and further information to illustrate topics in the chapters. The handbook makes extensive use of boxes and figures to define, refine, illustrate, and extend concepts in the chapters.
Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh
analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory...
Full Text Available The study analyzed the essence of the social responsibility of organizations and indicated the areas of actions to which this concept applies in the organizations. Particular attention has been paid to CSR practices objected at employees as key stakeholders of the organization. The purpose of the study was achieved in the form of analysis of CSR practices addressed to employees of the selected organizations in the Pomeranian Voivodeship. It has been confirmed that the study subjects undertake socially responsible actions addressed to their employees. These actions are compliant with the guidelines of ISO 26000 standard in the area of practice in workplace. However, it has been shown that socially responsible objectives are not commonly present in the strategies of these organizations. Personal strategies and the knowledge of the concept of CSR among employees also occur not frequently enough. The presented study is a pilot study. The reached conclusions apply only to the participating organizations. However, it should be noted that the concept of CSR is not yet widely and successfully implemented in organizations within the Pomeranian Voivodeship. It requires further popularizing and intensifying. Also, the practices of CSR addressed to employees should be further improved.
NASA Administrator Michael Griffin has made three new appointments to the NASA Advisory Council's (NAC' Science Committee, NASA announced on 22 September. Edward David, president of EED, Inc., and science advisor to the President from 1970 to 1973, will serve as the committee-s chair. Also appointed to the committee were Owen Garriott, a retired scientist astronaut, and Alan Stern, executive director of the Space Science and Engineering Division of the Southwest Research Institute (San Antonio, Tex.). David, Garriott, and Stern-who are among nine new members of the full advisory committee that were announced on 22 September-will replace three members of the Science Committee who resigned in August: Science Committee Chair Charles Kennel (Scripps Institution of Oceanography), Wesley Huntress (Carnegie Institution of Washington), and Eugene Levy (Rice University). The NAC's next public meeting will be held on 12 October at Goddard Space Flight Center in Greenbelt, Md.
Pellis, Neal R.
The challenge of human space exploration places demands on technology that push concepts and development to the leading edge. In biotechnology and biomedical equipment development, NASA science has been the seed for numerous innovations, many of which are in the commercial arena. The biotechnology effort has led to rational drug design, analytical equipment, and cell culture and tissue engineering strategies. Biomedical research and development has resulted in medical devices that enable diagnosis and treatment advances. NASA Biomedical developments are exemplified in the new laser light scattering analysis for cataracts, the axial flow left ventricular-assist device, non contact electrocardiography, and the guidance system for LASIK surgery. Many more developments are in progress. NASA will continue to advance technologies, incorporating new approaches from basic and applied research, nanotechnology, computational modeling, and database analyses.
This paper presents a proposal for modifying the current employee annual evaluation process in SCAD. It purports to simplify that process, primarily by breaking up the resultant document into a set of more or less independent components. It claims to reduce the overall time and effort required from each actor.
Wood, William C.; Doyle, Joanne M.
Reports the results of a telephone survey of employees (n=1001) of large corporations (n=7) conducted for the Business Roundtable. Embeds 20 questions keyed to the Voluntary National Content Standards in Economics to measure economic literacy. Finds that economic literacy was associated with education level, courses in economics, high income, and…
Wells, H. T.; Whiteley, S. H.; Karegeannes, C. E.
Names are selected for NASA spaceflight projects and programs from various sources. Some have their foundations in mythology and astrology or legend and folklore. Some have historic connotations; others are based on a description of their mission, often resulting in an acronym. Included are names of launch vehicles, spacecraft, manned spaceflight programs, sounding rockets, and NASA field installations. This study is limited to names of approved projects through 1974; it does not include names of numerous projects which have been or are being studied or projects that were canceled or postponed before reaching actual flight.
Stewart, W.L.; Weber, R.J.
Future advances in aircraft propulsion systems will be aided by the research performed by NASA and its contractors. This paper gives selected examples of recent accomplishments and current activities relevant to the principal classes of civil and military aircraft. Some instances of new emerging technologies with potential high impact on further progress are discussed. NASA research described includes noise abatement and fuel economy measures for commercial subsonic, supersonic, commuter, and general aviation aircraft, aircraft engines of the jet, turboprop, diesel and rotary types, VTOL, X-wing rotocraft, helicopters, and ''stealth'' aircraft. Applications to military aircraft are also discussed.
Objectives: This study investigated whether the association between perceived psychological contract breach (PCB) and employee mental health is moderated by the cognitive-motivational pattern of overcommitment (OC). Linking the psychological contract approach to the effort-reward imbalance model, this study examines PCB as an imbalance in employment relationships that acts as a psychosocial stressor in the work environment and is associated with stress reactions that in turn negatively affect mental health. Methods: The analyses were based on a sample of 3,667 employees who participated in a longitudinal linked employer-employee survey representative of large organizations (with at least 500 employees who are subject so social security contributions) in Germany. Fixed-effects regression models, including PCB and OC, were estimated for employee mental health, and interaction effects between PCB and OC were assessed. Results: The multivariate fixed-effects regression analyses showed a significant negative association between PCB and employee mental health. The results also confirmed that OC does indeed significantly increase the negative effect of PCB on mental health and that OC itself has a significant and negative effect on mental health. Conclusions: The results suggest that employees characterized by the cognitive-motivational pattern of OC are at an increased risk of developing poor mental health if they experience PCB compared with employees who are not overly committed to their work. The results of this study support the assumption that psychosocial work stressors play an important role in employee mental health. PMID:27488041
Taguchi, Sherrie Gong
Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)
Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama
Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.
Nightingale, Donald V.
Discusses a study of the effects of work and expanded employee participation in decision making on four employee outcomes: alienation, job satisfaction, life satisfaction, and commitment. (Author/JOW)
... employees' participation. This is necessary if organizations need to maintain their vibrant and resourceful workforce that will competitively drive organizational goals in this globalized economy and society. Keywords: Psychological contract, Employer, Employee retention, Performance, Productivity, Organization, Nigeria.
Auer, Jasna; Antončič, Boštjan
Purpose - Organizational performance, growth and development may depend considerably on entrepreneurship in existing organizations (intrapreneurship) and intrapreneurship employee-related antecedents. The purpose of this study is to focus on employee satisfaction (composed of four dimensions: general satisfaction with work
... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means... the recipient (e.g., volunteers, even if used to meet a matching requirement; consultants or... workplaces). ...
... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means... the recipient (e.g., volunteers, even if used to meet a matching requirement; consultants or... workplaces). ...
Snook, I D; Levitsky, S E
By streamlining the menu selection, layout, and operation of its employee cafeteria, a hospital was able to improve employee satisfaction with the service and reallocate needed resources to its inpatient food service.
Jørgensen, Michael Søgaard
An overview of strategies for involvement of employees in quality assurance developement and implementation.......An overview of strategies for involvement of employees in quality assurance developement and implementation....
Baturin, Rebecca R.
My project at Kennedy Space Center (KSC) during the spring 2013 Project Management and Systems Engineering Internship was to functionalJy test and deploy the SharePoint Extranet system and ensure successful completion of the project's various lifecycle milestones as described by NASA Procedural Requirement (NPR) 7 120.7. I worked alongside NASA Project Managers, Systems Integration Engineers, and Information Technology (IT) Professionals to pilot this collaboration capability between NASA and its External Partners. The use of identity federation allows NASA to leverage externally-issued credentials of other federal agencies and private aerospace and defense companies, versus the traditional process of granting and maintaining full NASA identities for these individuals. This is the first system of its kind at NASA and it will serve as a pilot for the Federal Government. Recognizing the novelty of this service, NASA's initial approach for deployment included a pilot period where nearby employees of Patrick Air Force Base would assist in testing and deployment. By utilizing a credential registration process, Air Force users mapped their Air Force-issued Common Access Cards (CAC) to a NASA identity for access to the External SharePoint. Once the Air Force stands up an Active Directory Federation Services (ADFS) instance within their Data Center and establishes a direct trust with NASA, true identity federation can be established. The next partner NASA is targeting for collaboration is Lockheed Martin (LMCO), since they collaborate frequently for the ORION Program. Through the use of Exostar as an identity hub, LMCO employees will be able to access NASA data on a need to know basis, with NASA ultimately managing access. In a time when every dollar and resource is being scrutinized, this capability is an exciting new way for NASA to continue its collaboration efforts in a cost and resource effective manner.
In 1994, the Clinton Administration issued a report, 'Science in the National Interest', which identified new national science goals. Two of the five goals are related to science communications: produce the finest scientists and engineers for the 21st century, and raise scientific and technological literacy of all Americans. In addition to the guidance and goals set forth by the Administration, NASA has been mandated by Congress under the 1958 Space Act to 'provide for the widest practicable and appropriate dissemination concerning its activities and the results thereof'. In addition to addressing eight Goals and Plans which resulted from a January 1994 meeting between NASA and members of the broader scientific, education, and communications community on the Public Communication of NASA's Science, the Science Communications Working Group (SCWG) took a comprehensive look at the way the Agency communicates its science to ensure that any changes the Agency made were long-term improvements. The SCWG developed a Science Communications Strategy for NASA and a plan to implement the Strategy. This report outlines a strategy from which effective science communications programs can be developed and implemented across the agency. Guiding principles and strategic themes for the strategy are provided, with numerous recommendations for improvement discussed within the respective themes of leadership, coordination, integration, participation, leveraging, and evaluation.
Dibley, Ryan P.
This viewgraph presentation reviews the work of the presenter at NASA Dryden Flight Research Center. He describes what he does, the projects that he has worked on and the background that led him to his position. The presentation has many pictures of aircraft in flight
This publication is primarily intended for use by NASA personnel engaged in managing or implementing trend analysis programs. 'Trend analysis' refers to the observation of current activity in the context of the past in order to infer the expected level of future activity. NASA trend analysis was divided into 5 categories: problem, performance, supportability, programmatic, and reliability. Problem trend analysis uncovers multiple occurrences of historical hardware or software problems or failures in order to focus future corrective action. Performance trend analysis observes changing levels of real-time or historical flight vehicle performance parameters such as temperatures, pressures, and flow rates as compared to specification or 'safe' limits. Supportability trend analysis assesses the adequacy of the spaceflight logistics system; example indicators are repair-turn-around time and parts stockage levels. Programmatic trend analysis uses quantitative indicators to evaluate the 'health' of NASA programs of all types. Finally, reliability trend analysis attempts to evaluate the growth of system reliability based on a decreasing rate of occurrence of hardware problems over time. Procedures for conducting all five types of trend analysis are provided in this publication, prepared through the joint efforts of the NASA Trend Analysis Working Group.
National Aeronautics and Space Administration, Washington, DC.
This pamphlet describes the preparations for launching a giant Atlas, Gemini (Titan 11), or Saturn launch vehicle. The material is intended for use in elementary general science. The pamphlet is one of the NASA Facts Science Series (each of which consists of four pages) and is designed to fit in the standard size three-ring notebook. Review…
National Aeronautics and Space Administration, Washington, DC.
Weightlessness and how it can be artificially produced is described in this pamphlet written for junior high school students. The pamphlet is one of the NASA Facts Science Series (each of which consists of four pages) and is designed to fit in the standard size three-ring notebook. Review questions, suggested activities, and references are…
National Aeronautics and Space Administration, Washington, DC.
The design and function of solar cells as a source of electrical power for unmanned space vehicles is described in this pamphlet written for high school physical science students. The pamphlet is one of the NASA Facts Science Series (each of which consists of four pages) and is designed to fit in the standard size three-ring notebook. Review…
Leptoukh, G.; Loboda, T.; Romanov, P.; Gerasimov, I.; Csiszar, I.
The Northern Eurasia Earth Science Partnership Initiative (NEESPI) is an international program of coordinated research on the state and dynamics of ecosystems in Northern Eurasia and their interactions with the Earth's Climate system. The program is designed to enhance scientific knowledge of these ecosystems as well as to develop predictive capabilities to support informed decision-making and practical applications. The NASA NEESPI Data Center is a multi-sensor, online, easy access data archive and distribution system to provide advanced data management capabilities in support of the NEESPI scientific objectives. Its tools include data analysis and visualization, and other techniques for better science data usage. The NASA NEESPI Data Center portal integrates remote sensing data from MODIS, AIRS, OMI, and other instruments on board polar- orbiting satellites, along with customized data products from climatology data sets and models into a single one-stop-shopping interdisciplinary NASA-NEESPI data center. The presentation will provide status and the most recent achievements of the NASA NEESPI Data Center. In the recent months, the emphasis has been put on analyzing and then preparing steps for the online data analysis by bringing data to common grids while preserving available and statistically important information from the higher resolution inputs. The NESSPI instance of Giovanni, the popular online visualization and analysis tool, features the first batch of atmospheric, fire and snow data products, organized to provide quick and user-friendly exploration means.
The schematic depicts the major elements and flow patterns inside the NASA Bioreactor system. Waste and fresh medium are contained in plastic bags placed side-by-side so the waste bag fills as the fresh medium bag is depleted. The compliance vessel contains a bladder to accommodate pressure transients that might damage the system. A peristolic pump moves fluid by squeezing the plastic tubing, thus avoiding potential contamination. The work is sponsored by NASA's Office of Biological and Physical Research. The bioreactor is managed by the Biotechnology Cell Science Program at NASA's Johnson Space Center (JSC). NASA-sponsored bioreactor research has been instrumental in helping scientists to better understand normal and cancerous tissue development. In cooperation with the medical community, the bioreactor design is being used to prepare better models of human colon, prostate, breast and ovarian tumors. Cartilage, bone marrow, heart muscle, skeletal muscle, pancreatic islet cells, liver and kidney are just a few of the normal tissues being cultured in rotating bioreactors by investigators.
This slide presentation describes the career path and projects that the author worked on during her internship at NASA. As a Graduate Student Research Program (GSRP) participant the assignments that were given include: Human Mesenchymal Stem Cell Research, Spaceflight toxicology, Lunar Airborne Dust Toxicity Advisory Group (LADTAG) and a special study at Devon Island.
The objective of this thesis is to measure the employee engagement at the company X. I have introduced different studies that have proven the employee engagement to have a positive influence on organizations performances worldwide and explain why the employee engagement is crucial for every successful organization nowadays. The purpose of this thesis is to help the company x to improve their performance through employee engagement. I have gathered information to support the argument that ...
Rothmann, Sebastiaan; Welsh, Coen
The purpose of this study was to investigate the antecedents of employee engagement in the context of a developing country. A cross-sectional survey design was used with a sample of 309 employees in organisations in Namibia. A biographical questionnaire and questionnaires that measure employee engagement and antecedents of engagement were administered. Work-role fit and job enrichment showed the strongest relationships with employee engagement, while rewards, co-worker relations, resources, s...
(1) States and their employees spent $30.7 billion on health insurance premiums for state employees in 2013. (2) State employee health plan cost-sharing arrangements and premiums vary widely by state. (3) Across all sectors, employer-provided health insurance costs doubled from 1992 to 2012.
C.B.M. van Riel (Cees); G.A.J.M. Berens (Guido); M. Dijkstra (Majorie)
textabstractStrategically aligned behaviour (SAB), i.e., employee action that is consistent with the company’s strategy, is of vital importance to companies. This study provides insights into the way managers can promote such behaviour among employees by stimulating employee motivation and by
Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.
This case study investigated whether Chinhoyi University Hotel employees identified themselves with the Hotel as an organisation and its departments. The research also aimed at establishing hotel employees' perceived customer satisfaction. A total population and sample of 35 hotel employees and 30 virtual in-house ...
.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...
.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...
... protected activities. An employee's engagement in protected activities does not automatically render him or... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a...
Managers need to establish the type of caring, spirited workplace that will ignite employee commitment. Employee Commitment is vital to the productivity, quality and good performance of an organisation. The objectives of the research were: to identify the employees' organizational commitment; to establish the relationship ...
... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...
... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or have...
... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office of the Secretary, Department of Education SALARY OFFSET TO RECOVER OVERPAYMENTS OF PAY OR ALLOWANCES FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement...
... the promises that marketing makes come alive. The only way to have certainty is to focus as much on the corporate culture through employee engagement as we do on customer engagement. Here's how Gallup defines the three tiers of employees. Engaged employees work with passion, feel a profound connection to their company, drive innovation, and move the...
... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Employee associations. 10..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... employee associations are considered the same as bonuses, premiums, compensation, or other things of value...
... specialized job safety and health training appropriate to the work performed by the employee, for example... their rights and responsibilities. (b) Occupational safety and health training for employees of the... 29 Labor 9 2010-07-01 2010-07-01 false Training of employees and employee representatives. 1960.59...
Kato, Takao; Miyajima, Hideaki; Owan, Hideo
studies, we focus on the effects of changes in varying attributes of existing ESO—the effects on the intensive margin. Our fixed effect estimates show that an increase in the strength of the existing ESO plans measured by stake per employee results in statistically significant productivity gains......This paper provides novel evidence on the effects of employee stock ownership (ESO), using new panel data on Japanese ESO plans for a highly representative sample of publicly-traded firms in Japan (covering more than 75% of all firms listed on Tokyo Stock Exchange) over 1989-2013. Unlike most prior....... Furthermore, such productivity gains are found to lead to profitability gains since wage gains from ESO plans are statistically significant yet rather modest. Our analysis of Tobin's Q suggests that the market tends to view such gains from ESO plans as permanent. We further find that increasing the stake...
Motivated employees are the cornerstone of any successful organization. The objectives of this research are to explore the motivational factors and the effectiveness of these incentive programs pertaining to work motivation. The thesis consists of two main components: theoretical and research. The first part is the theoretical framework, which examines the various motivation theories and the different categories of incentives. Information for the theoretical background was collected from publ...
lives of disabled people (Barnes & Mercer 2005, Paterson & Hughes 2010). A recurrent theme in this study’s transcribed and coded interviews was not an awareness of bullying and harassment, as other studies have found (e.g., Fevre et al. 2013), but rather how managers and employees without impairments...... discussed their impaired colleague as a child in need of (parental) care. This child/parent model will be analysed from a critical perspective....
In the mid to late 1980's, as NASA was studying ways to improve weather forecasting capabilities to reduce excessive weather launch delays and to reduce excessive weather Launch Commit Criteria (LCC) waivers, the Challenger Accident occurred and the AC-67 Mishap occurred. NASA and USAF weather personnel had advance knowledge of extremely high levels of weather hazards that ultimately caused or contributed to both of these accidents. In both cases, key knowledge of the risks posed by violations of weather LCC was not in the possession of final decision makers on the launch teams. In addition to convening the mishap boards for these two lost missions, NASA convened expert meteorological boards focusing on weather support. These meteorological boards recommended the development of a dedicated organization with the highest levels of weather expertise and influence to support all of American spaceflight. NASA immediately established the Weather Support Office (WSO) in the Office of Space Flight (OSF), and in coordination with the United Stated Air Force (USAF), initiated an overhaul of the organization and an improvement in technology used for weather support as recommended. Soon after, the USAF established a senior civilian Launch Weather Officer (LWO) position to provide meteorological support and continuity of weather expertise and knowledge over time. The Applied Meteorology Unit (AMU) was established by NASA, USAF, and the National Weather Service to support initiatives to place new tools and methods into an operational status. At the end of the Shuttle Program, after several weather office reorganizations, the WSO function had been assigned to a weather branch at Kennedy Space Center (KSC). This branch was dismantled in steps due to further reorganization, loss of key personnel, and loss of budget line authority. NASA is facing the loss of sufficient expertise and leadership required to provide current levels of weather support. The recommendation proposed
Partnerships is an important part of doing business at NASA. NASA partners with external organizations to access capabilities under collaborative agreements; enters into agreements for partner access to NASA capabilities; expand overall landscape of space activity; and spurring innovation. NASA partnerships consist of Reimbursable and Non-Reimbursable Space Act Agreements. Partnerships at Ames aligns with Ames' core competencies, and Partners often office in the NASA Research Park, which is an established regional innovation cluster that facilitates commercialization and services as a technology accelerator via onsite collaborations between NASA and its partners.
Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.
There is a difference between training employee and not training employee. Training employee more well manner rather than not training employee. Why? Training employee while their working more effective in their performance, training helped people to becoming more effective at work by modifying skills, knowledge, and ability for getting experience to achieve a better performance. Research objectives are to analyze the measuring the effectiveness of skills, knowledge, and ability on the job tr...
Susi A. Rahayu; Emma Surahman
Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance ...
This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.
Requirements have always been acknowledged as the backbone of any system. However, in many past development efforts, requirements were paid little heed. At NASA, in recent years, the hue and cry for project development has been "Faster, Better, Cheaper and Safer". This has impacted the way we develop software; it has increased the risks to quality, safety and reliability. At NASA, the Software Assurance Technology Center (SATC) is working with projects to emphasize the criticality of requirements throughout development, not just in the initial phases. This emphasis is on requirements relationship to all aspects of quality, including reliability and safety. In this presentation, we will look at some of these relationships through the eyes of quality.
Hueter, Uwe; Hutt, John; McClinton, Charles
NASA has established long term goals for access to space. The third generation launch systems are to be fully reusable and operational around 2025. The goal for third-generation launch systems represents significant reduction in cost and improved safety over the current first generation system. The Advanced Space Transportation Office (ASTP) at NASA s Marshall Space Flight Center (MSFC) has the agency lead to develop space transportation technologies. Within ASTP, under the Hypersonic Investment Area (HIA), third generation technologies are being pursued in the areas of propulsion, airframe, integrated vehicle health management (IVHM), avionics, power, operations and system analysis. These technologies are being matured through research and both ground and flight-testing. This paper provides an overview of the HIA program plans and recent accomplishments.
This bibliography lists 630 reports, articles and other documents introduced into the NASA Scientific and Technical Information System in 1991. Items are selected and grouped according to their usefulness to the manager as manager. Citations are grouped into ten subject categories: human factors and personnel issues; management theory and techniques; industrial management and manufacturing; robotics and expert systems; computers and information management; research and development; economics, costs and markets; logistics and operations management; reliability and quality control; and legality, legislation, and policy.
Des Marais, David J; Nuth, Joseph A; Allamandola, Louis J; Boss, Alan P; Farmer, Jack D; Hoehler, Tori M; Jakosky, Bruce M; Meadows, Victoria S; Pohorille, Andrew; Runnegar, Bruce; Spormann, Alfred M
The NASA Astrobiology Roadmap provides guidance for research and technology development across the NASA enterprises that encompass the space, Earth, and biological sciences. The ongoing development of astrobiology roadmaps embodies the contributions of diverse scientists and technologists from government, universities, and private institutions. The Roadmap addresses three basic questions: how does life begin and evolve, does life exist elsewhere in the universe, and what is the future of life on Earth and beyond? Seven Science Goals outline the following key domains of investigation: understanding the nature and distribution of habitable environments in the universe, exploring for habitable environments and life in our own Solar System, understanding the emergence of life, determining how early life on Earth interacted and evolved with its changing environment, understanding the evolutionary mechanisms and environmental limits of life, determining the principles that will shape life in the future, and recognizing signatures of life on other worlds and on early Earth. For each of these goals, Science Objectives outline more specific high priority efforts for the next three to five years. These eighteen objectives are being integrated with NASA strategic planning.
Des Marais, David J.; Nuth, Joseph A., III.; Allamandola, Louis J.; Boss, Alan P.; Farmer, Jack D.; Hoehler, Tori M.; Jakosky, Bruce M.; Meadows, Victoria S.; Pohorille, Andrew; Runnegar, Bruce; Spormann, Alfred M.
The NASA Astrobiology Roadmap provides guidance for research and technology development across the NASA enterprises that encompass the space, Earth, and biological sciences. The ongoing development of astrobiology roadmaps embodies the contributions of diverse scientists and technologists from government, universities, and private institutions. The Roadmap addresses three basic questions: how does life begin and evolve, does life exist elsewhere in the universe, and what is the future of life on Earth and beyond? Seven Science Goals outline the following key domains of investigation: understanding the nature and distribution of habitable environments in the universe, exploring for habitable environments and life in our own Solar System, understanding the emergence of life, determining how early life on Earth interacted and evolved with its changing environment, understanding the evolutionary mechanisms and environmental limits of life, determining the principles that will shape life in the future, and recognizing signatures of life on other worlds and on early Earth. For each of these goals, Science Objectives outline more specific high priority efforts for the next three to five years. These eighteen objectives are being integrated with NASA strategic planning.
Dr. Lisa E. Freed of the Massachusetts Institute of Technology and her colleagues have reported that initially disc-like specimens tend to become spherical in space, demonstrating that tissues can grow and differentiate into distinct structures in microgravity. The Mir Increment 3 (Sept. 16, 1996 - Jan. 22, 1997) samples were smaller, more spherical, and mechanically weaker than Earth-grown control samples. These results demonstrate the feasibility of microgravity tissue engineering and may have implications for long human space voyages and for treating musculoskeletal disorders on earth. The work is sponsored by NASA's Office of Biological and Physical Research. The bioreactor is managed by the Biotechnology Cell Science Program at NASA's Johnson Space Center (JSC). NASA-sponsored bioreactor research has been instrumental in helping scientists to better understand normal and cancerous tissue development. In cooperation with the medical community, the bioreactor design is being used to prepare better models of human colon, prostate, breast and ovarian tumors. Cartilage, bone marrow, heart muscle, skeletal muscle, pancreatic islet cells, liver and kidney are just a few of the normal tissues being cultured in rotating bioreactors by investigators.
employee ownership. The article concludes that privatization was the main determinant for the initial spread of employee ownership. However, other factors undermined the sustainability of employee-owned firms. No institutions created a framework for employee ownership. The long and deep production crisis......Employee-owned companies are those where the broad group of employees owns the majority of shares. They have been widespread in the early transition process in Eastern Europe. This raises the question of why this type of ownership was so frequently used in some of the countries involved, and why...... there was a subsequent rapid transfer to manager ownership or outside ownership. This article gives a theoretical overview of the factors driving and hampering employee ownership, and develops hypotheses about how the transition process provided specific conditions for the development of these firms. The predictions...
Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. © 2015 The Author(s).
...(k). 553.51 Section 553.51 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... GOVERNMENTS General Recordkeeping § 553.51 Records to be kept for employees paid pursuant to section 7(k). For each employee subject to the partial overtime exemption in section 7(k) of the Act, a public agency...
National Aeronautics and Space Administration — Workforce Information Cubes for NASA, sourced from NASA's personnel/payroll system, gives data about who is working where and on what. Includes records for every...
National Aeronautics and Space Administration — The NASA Lessons Learned system provides access to official, reviewed lessons learned from NASA programs and projects. These lessons have been made available to the...
The NASA New England Outreach Center in Nashua, New Hampshire was established to serve as a catalyst for heightening regional business awareness of NASA procurement, technology and commercialization opportunities. Emphasis is placed on small business participation, with the highest priority given to small disadvantaged businesses, women-owned businesses, HUBZone businesses, service disabled veteran owned businesses, and historically black colleges and universities and minority institutions. The Center assists firms and organizations to understand NASA requirements and to develop strategies to capture NASA related procurement and technology opportunities. The establishment of the NASA Outreach Center serves to stimulate business in a historically underserved area. NASA direct business awards have traditionally been highly present in the West, Midwest, South, and Southeast areas of the United States. The Center guides and assists businesses and organizations in the northeast to target opportunities within NASA and its prime contractors and capture business and technology opportunities. The Center employs an array of technology access, one-on-one meetings, seminars, site visits, and targeted conferences to acquaint Northeast firms and organizations with representatives from NASA and its prime contractors to learn about and discuss opportunities to do business and access the inventory of NASA technology. This stimulus of interaction also provides firms and organizations the opportunity to propose the use of their developed technology and ideas for current and future requirements at NASA. The Center provides a complement to the NASA Northeast Regional Technology Transfer Center in developing prospects for commercialization of NASA technology. In addition, the Center responds to local requests for assistance and NASA material and documents, and is available to address immediate concerns and needs in assessing opportunities, timely support to interact with NASA Centers on
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded after...
Full Text Available The purpose of this research was to demonstrate the importance of employee engagement and its relationship to employee intent to quit witch moderated by job insecurity on employees frontline state bank in Bandung City Indonesia. The method used is explanatory survey method that this study took a sample of the population with a questionnaire and interview techniques as the primary means of data collection. The subjects of the study were also as the unit of analysis in this study is the frontline employees teller and customer service that serve the general customers where the position is vulnerable to employee turnover whereas they are the spearhead or the forefront frontline that connects to the customers bank the customer . A randomly selected sample of 4 bank was used in this study. A total of 270 respondents participated. Data were analyzed using Smart PLS 2.0. The linear regression analysis indicated there was a significant strong and negative linear relationship between employee engagement level and employee intent to quit rate. The results of this research promote employee engagement is a significant negative effect amounted 4142 of the intention to quit while the variable job insecurity is not proven significantly. The conclusion from this study is that the employe engagement give significant influence on the intention to quit and variable job insecurity is not a variable moderation.
Shwetha, Bijavara; Sudhakar, Honnamachanahalli
India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. To study the cognitive functions in male BPO employees exposed to regular shifts. Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Cognitive functions are impaired in BPO employees exposed to regular shift changes.
This viewgraph presentation describes NASA's product peer review process. The contents include: 1) Inspection/Peer Review at NASA; 2) Reasons for product peer reviews; 3) Different types of peer reviews; and 4) NASA requirements for peer reviews. This presentation also includes a demonstration of an actual product peer review.
Lassen, Anne Dahl; Thorsen, Anne Vibeke; Sommer, Helle Mølgaard
) changes in employees' dietary habits derived from 4 d pre-coded food diaries of a group of employees at the worksites (paired-data structure); and (ii) the canteen nutrition environment as identified by aggregating chemical nutritional analysis of individual canteen lunches (different participants...... at baseline and at endpoint). Setting. Eight blue-collar worksites (five of these with canteens). Subject. Employees. Results. In the intervention group (n 102), several significant positive nutritional effects were observed among employees, including a median daily decrease in intake of fat (—2.2% E, P = 0...... in the intervention group (median difference 11% E, P blue-collar worksites. Copyright © The Authors 2010....
Gerson, Richard F
Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the
Richards, Wayne K., Jr.
Disengaged employees cost U.S. companies billions of dollars annually in lowered productivity, a cost which has been compounded by the difficult economic situations in the country. The potential for increasing productivity through increased employee engagement was examined in this study. Using personal engagement theory and the theory of planned behavior, the purpose of this phenomenological study was to explore how the experiences of salaried aerospace employees affected productivity and the financial performance of an organization. Interviews were conducted with a purposive sample of 20 aerospace employees whose responses were codified and analyzed to identify themes. The analysis indicated that (a) the lived experiences of employees influenced employee engagement, (b) employee engagement affects organizational commitment and performance, and (c) trust and respect and leadership are essential components to keep employees engaged. Eighty percent of the participants indicated that as employee engagement increases so too does organizational performance. The implications for positive social change include new insights for leaders seeking to increase productivity and financial performance, and to support employee engagement for maintaining sustainability, retaining talent, increasing profits, and improving the economy.
Full Text Available Research Question (RQ: How does Motivation Impact Employees Effectiveness? Purpose: The purpose of the study is to determine how motivation contributes to greater work efficiency. Method: Qualitative method was used, specifically, interviews with five individuals, two leaders and three employees in different organizations. Results: The research study provides findings on how motivation affects theeffective work of employees and how employees are encouraged to maximize work motivation. The results also present which demotivating factors are most present at work. Organization: The findings assist management staff to understand their rolein motivating their employees and how much it is important that leaders themselves should be the most motivated. Society: Results show that employee motivation is very important at the workplace. Because of this, employees have to take care of a good work climate within the organization and for good interpersonal relationships with fellow employees. Originality: Certain motivators were ranked differently in the review of literature, because many respondents in this study favored intangible motivating factors before tangible ones. Limitations/further research: The study is limited to employees of different ages, gender and years of service in various organizations. One of the limitations is the time determination, because I was interviewing employees at a specific time (now and not for the past.
Full Text Available In the study the analysis of agricultural employees structure on the basis of data from 120 agricultural farms in Kąty Wrocławskie has been conducted. The research confirmed, that agricultural people maximum of time spend on work in their own farms. The maximum annual time of work begins at the end of last five years of working age. The men work relatively less, in agricultural farms in the case of small area farms. While the women, if better educated and in mobile working age work more. Then the biggest engagement of work outside agricultural farm concerns persons at age of 25 to 44.
Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success
Alajbeg, I Z; Zuvela, A; Tarle, Z
The aim of the study was to evaluate the relationship between bruxism, and sociodemographic parameters, symptoms of temporomandibular disorders (TMD), personality and war experience among Croatian navy employees. The sample included 1092 subjects, aged 20-60 years (mean age 37·06 ± 7·85). An individual's bruxism status was based on clinical oral examination and participants' report of bruxism. Subjects with bruxism index values ≥ 90th percentile were included in severe bruxism group (n = 111), and those with scores below 90th percentile were labelled as negligible bruxism group (n = 981). No differences were found in gender distribution between the two groups. The proportion of military personnel presenting with bruxism is double the proportion of administrative employees with bruxism. A total of 23·34% subjects in negligible bruxism group and 48·65% in severe bruxism group participated in the war. Subjects in severe bruxism group presented more TMD-related signs and symptoms than those in negligible bruxism group. Higher prevalence of neuroticism and psychoticism was found in severe bruxism group. According to logistic regression, the probability of severe bruxism was significantly associated with marital status [Odds ratio (OR) 6·859, 95% confidence interval (CI) 3·869-12·158 P bruxism than non-smokers. Subjects who participated in war were more represented in severe bruxism group. Further studies, including other potential risk factors, are required to clarify these relationships. © 2012 Blackwell Publishing Ltd.
Cheng, Yawen; Huang, Hsun-Yin; Li, Pei-Rong; Hsu, Jin-Huei
Employment insecurity and workplace injustice are important psychosocial hazards. However, few studies of these associations have been conducted in Chinese-speaking populations. This study evaluated the psychometric properties of a Chinese version of employment insecurity and workplace justice scales, and examined their associations with the levels of workers' burnout status in Taiwanese workers. Study subjects were participants in a national survey of employees in Taiwan, consisting of 9,636 men and 7,406 women. A self-administered questionnaire was used to assess employment insecurity (six items) and workplace justice (nine items), as well as other psychosocial work characteristics. After the survey was completed, in-depth interviews with 10 employees were conducted for a qualitative evaluation. Cronbach's α was 0.87 or greater for the workplace justice scale and 0.76 or greater for the employment insecurity scale, indicating satisfactory internal consistencies. Exploratory factor analyses revealed a factor pattern consistent with the theoretically assumed structure, except that the items with statements in reversed direction were loaded on separated factors. Higher levels of employment insecurity and lower levels of workplace justice were associated with higher burnout scores. However, results from the qualitative interviews suggested that some questionnaire items contained double-barreled questions, and some questions were misinterpreted or considered irrelevant by participants. The Chinese version of employment insecurity and workplace justice scales were found to have satisfactory reliability and validity. However, improvement of these scales is still needed.
Somers, Jeffrey; Granderson, Brad; Scheuring, Rick
This slide presentation reviews NASA's efforts to arrive at protection of occupants of the ORION space craft on landing. An Abbreviated Injury Scale (AIS) has been developed, it is an anatomically-based, consensus-derived, global severity scoring system that classifies each injury by body region according to its relative importance on a 6-point ordinal scale. It reviews an Operationmally Relevant Injury Scale (ORIS), a classification methodology, and shows charts that detail the results of applying this ORIS to the injury databases. One chart uses NASCAR injury classification. It discusses providing a context for the level of risk inherent in the Orion landings in terms that people understand and have a sense for. For example is the risk of injury during an Orion landing roughly the same, better or worse than: An aircraft carrier landing, a NASCAR crash, or a helicopter crash, etc? The data for NASCAR and Indy Racing league (IRL) racing crash and injury data was reviewed. The risk from the Air Force, Navy, and Army injury data was also reviewed. Past NASA and the Soyuz programs injury risks are also reviewed. The work is an attempt to formulate a recommendation to the Orion Project for an acceptable level of injury risk associated with Nominal and Off-Nominal landing cases. The presentation also discusses the data mining and use of the data to Validate NASA Operationally-Relevant Injury Scale (NORIS) / Military Operationally-Relevant Injury Scale (MORIS), developing injury risk criteria, the types of data that are required, NASCAR modeling techniques and crash data, and comparison with the Brinkley model. The development of injury risk curves for each biodynamic response parameter is discussed. One of the main outcomes of this work is to establish an accurate Automated Test Dummy (ATD) that can be used to measure human tolerances.
Suggs, Robert M.; Moser, D. E.
The MSFC lunar impact monitoring program began in 2006 in support of environment definition for the Constellation (return to Moon) program. Work continued by the Meteoroid Environment Office after Constellation cancellation. Over 330 impacts have been recorded. A paper published in Icarus reported on the first 5 years of observations and 126 calibrated flashes. Icarus: http://www.sciencedirect.com/science/article/pii/S0019103514002243; ArXiv: http://arxiv.org/abs/1404.6458 A NASA Technical Memorandum on flash locations is in press
Jannazo, Mary Ann
The services of NASA's Technology Utilization Program are detailed and highlights of spinoff products in various stages of completion are described. Areas discussed include: Stirling engines for automotive applications, klystron tubes used to reduce power costs at UHF television stations, sports applications of riblet film (e.g., boat racing), reinforced plastic for high-temperature applications, coating technology appropriate for such applications similar to the renovation of the Statue of Liberty, and medical uses of fuel pump technology (e.g., heart pumps).
Aydin, Bulent; Ceylan, Adnan
.... In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction...
... Board, or other officer or employee of the Board shall, by any means of communication to any person or... may, in his discretion, decline to excise portions which, although not relating to the subject matter...
... report may also subject an employee to criminal prosecution. (b) Where the right to compensation is... right to compensation with respect to any period for which the report was required. A false or evasive...
Monray Marsellus Botha
Full Text Available Central to company law is the promotion of corporate governance. An important question in company law still today is in whose interest the company should be managed. Corporate governance needs to address the entire span of responsibilities to stakeholders of the company such as customers, employees, shareholders, suppliers and the community at large. The promotion of human rights in the application of company law must also take place. This is extremely important given the significant role of enterprises within the social and economic life of the nation. The interests of various stakeholder groups in the context of the corporation as a "social institution" should be enhanced and protected. Because corporations are part of society and the community, like all of us, it is required of them to be socially responsible and have greater accountability to all stakeholders of the company. Although directors must act in the best interests of shareholders collectively they must also consider the interests of other stakeholders. Sustainable relationships with all the relevant stakeholders are thus important. The advancement of social justice is thus important to corporations in that they should take note of the Constitution, labour legislation and company law legislation when social justice issues are dealt with. Employees have become very important stakeholders of companies and their needs should be taken into account in the bigger corporate governance and social responsibility framework.
During his 28+ as a NASA employee, Mr. Duarte has had the privilege to work in several programs and projects (Space Shuttle Main Engine; Advanced Solid Rocket Booster; X-33; X-34; X-36; External Tank for the Space Shuttle; Space Shuttle missions and others) related to the NASA aerospace exploration program. At the VIII version of F-AIR COLOMBIA, the organizers want to have Colombian born aerospace professionals with experience in aerospace matters to contribute as panelists for this years theme, Benefits of Space Development for A Country. For more than 50 years NASA has lead the world in exploration through continuous advancement in science and innovative technologies. The results have been not only of a service to the nation but to humankind, as well. Those remarkable developments have resulted in positive impact in social and economic growth, enhancements in academics and educational horizons, creation of numerous investment opportunities for large corporations and small business, and a more comprehensive understanding of the universe. NASA has layout path for space exploration and has been of inspiration for scientist, academics and students. Benefits of NASA to the USA and Humanity, will provide a relevant contribution to the theme and objectives of this national event in Colombia.
Darskuviené, Valdoné; Hanisch, Stefan; Mygind, Niels
Participation of employees in decision-making in Lithuanian companies has its roots in trade union movement as well as in the practice of managing companies under Soviet rule. After Lithuania regained independence, employee ownership was used to facilitate privatization. A notable success...... was establishment of a number of employee-owned companies that were formerly state-owned enterprises during the first stage of privatization. However, no stronger tradition of employee participation has evolved. Current legal regulation of participation of employees - financial participation, as well...... as participation in decision-making - is not well developed and does not provide for stronger incentives. The solution of current employment and social problems by the Government, ruling parties as well as social partners is not associated with a higher level of participation of employees. Financial participation...
Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.
Farid, Hadi; Hakimian, Fatemeh; Ismail, Mohd Nazari
The intention of this paper was to examine the impact of six selected leaders' behaviours on employees' innovative behaviour through the mediating role of leader-member exchange (LMX). A total number of 155 pairs of employees and their immediate managers participated in this study. Employees rated...... their managers' behaviours and managers evaluated their subordinates' innovative behaviour. Both managers and employees answered to LMX measurement. Then, the agreements of employees' and managers' LMX rating were applied based on the results of within and between analysis (WABA). The obtained data were analysed...... through structural equation modelling-partial least square (SEM-PLS). The findings revealed the significance of mediating role of LMX in relationship between behaviour of recognising, taking risks for change and paternalistic with employees' innovative behaviour. Thus, this study has contributed...
Farid, Hadi; Hakimian, Fatemeh; Ismail, Mohd Nazari
The intention of this paper was to examine the impact of six selected leaders' behaviours on employees' innovative behaviour through the mediating role of leader-member exchange (LMX). A total number of 155 pairs of employees and their immediate managers participated in this study. Employees rated...... their managers' behaviours and managers evaluated their subordinates' innovative behaviour. Both managers and employees answered to LMX measurement. Then, the agreements of employees' and managers' LMX rating were applied based on the results of within and between analysis (WABA). The obtained data were analysed...... through structural equation modelling-partial least square (SEM-PLS). The findings revealed the significance of mediating role of LMX in relationship between behaviour of recognising, taking risks for change and paternalistic with employees' innovative behaviour. Thus, this study has contributed...
Exploration of space provides a compelling need for cell-based research into the basic mechanisms that underlie the profound changes that occur in terrestrial life that is transitioned to low gravity environments. Toward that end, NASA developed a rotating bioreactor in which cells are cultured while continuously suspended in a cylinder in which the culture medium rotates with the cylinder. The randomization of the gravity vector accomplished by the continuous rotation, in a low shear environment, provides an analog of microgravity. Because cultures grown in bioreactors develop structures and functions that are much closer to those exhibited by native tissue than can be achieved with traditional culture methods, bioreactors have contributed substantially to advancing research in the fields of cancer, diabetes, infectious disease modeling for vaccine production, drug efficacy, and tissue engineering. NASA has developed a Classroom Bioreactor (CB) that is built from parts that are easily obtained and assembled, user-friendly and versatile. It can be easily used in simple school settings to examine the effect cultures of seeds or cells. An educational brief provides assembly instructions and lesson plans that describes activities in science, math and technology that explore free fall, microgravity, orbits, bioreactors, structure-function relationships and the scientific method.
Machine Aided Indexing (MAI) is a Web-based application program for aiding the indexing of literature in the NASA Scientific and Technical Information (STI) Database. MAI was designed to be a convenient, fully interactive tool for determining the subject matter of documents and identifying keywords. The heart of MAI is a natural-language processor that accepts, as input, any user-supplied text, including abstracts, full documents, and Web pages. Within seconds, the text is analyzed and a ranked list of terms is generated. The 17,800 terms of the NASA Thesaurus serve as the foundation of the knowledge base used by MAI. The NASA Thesaurus defines a standard vocabulary, the use of which enables MAI to assist in ensuring that STI documents are uniformly and consistently accessible. Of particular interest to traditional users of the NASA Thesaurus, MAI incorporates a fully searchable thesaurus display module that affords word-search and hierarchy- navigation capabilities that make it much easier and less time-consuming to look up terms and browse, relative to lookup and browsing in older print and Portable Document Format (PDF) digital versions of the Thesaurus. In addition, because MAI is centrally hosted, the Thesaurus data are always current.
Sk. Mahmudul Alam, Mahmud
At present day’s employee turnover is one of the challenging issues in microfinance sector of Bangladesh. Excessive turnover is not only pricey, but it can create a bad reputation in the MFI sector and among the job seekers. Excessive turnover may be harmful to an MFI's productivity if experienced and efficient employees are often departing and the employee encompasses a high percentage of beginners. The impact of turnover has received substantial attention by the senior management and human ...
Jackson, Todd; Wood, Ben D
There were multiple factors identified in a literature review that have a relationship to customer satisfaction, customer loyalty, employee satisfaction, and links between employee and customer satisfaction. Some of the factors identified were communication, wait times, perceived value, trust, dissatisfaction with management, changes in the workplace, vision,and fun at work. Managers must identify these topics to ensure customer satisfaction, customer loyalty,and employee satisfaction which will ultimately have a positive impact on their organizations.
Marius W. Stander
Full Text Available Orientation: The psychological empowerment of employees might affect their engagement. However, psychological empowerment and employee engagement might also be influenced by job insecurity.Research purposes: The objective of this study was to examine the relationship between psychological empowerment, job insecurity and employee engagement.Motivation for the study: Employee engagement results in positive individual and organisational outcomes and research information about the antecedents will provide valuable information for the purposes of diagnosis and intervention.Research design, approach and method: A correlational design was used. Survey design was conducted among 442 employees in a government and a manufacturing organisation. The measuring instruments included the Psychological Empowerment Questionnaire, the Job Insecurity Inventory, and the Utrecht Work Engagement Scale.Main findings: Statistically significant relationships were found between psychological empowerment, job insecurity and employee engagement. A multivariate analysis of variance showed that affective job insecurity had a main effect on three dimensions of psychological empowerment (viz. competence, meaning and impact and on employee engagement. Affective job insecurity moderated the effect of psychological empowerment on employee engagement.Practical implications: The implication of the results is that interventions that focus on the psychological empowerment of employees (viz. meaningfulness, competence, self-determination and impact will contribute to the engagement (vigour, dedication and absorption of employees. If job insecurity is high, it is crucial to attend to the psychological empowerment of employees.Contribution: This study contributes to knowledge about the conditions that precede employee engagement, and shows that the dimensions of psychological empowerment (namely experienced meaningfulness, competence, impact and self-determination play an important role
Organizations increasingly empower their employees to conduct local experimentation and generate innovation ideas. The aim of this dissertation is to understand the role of management control mechanisms in motivating and managing employee-driven innovation. Specifically, I provide empirical evidence – both quantitative and qualitative – on the specific channels and mechanisms through which employee-driven innovation is facilitated within real-world settings. In the first chapter of my di...
Lee, Barbara W.
Employee participation in the financial and managerial aspects of firms has increased as governments and owners have tried to enhance productivity, broaden ownership, or facilitate privatization transactions. Many developed countries are experiencing rapid growth in schemes to introduce or enhance various forms of employee participation. For example, about 11,000 firms employing 11 million workers in the United States have some form of stock ownership for employees. An estimated 500,000 emplo...
Chen, Chien-Yu; Mao, Hsiao-Yen; Hsieh, An-Tien
The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships.
Musk, A W; de Klerk, N H; Beach, J R; Fritschi, L; Sim, M R; Benke, G; Abramson, M; McNeil, J J
Employees in alumina refineries are known to be exposed to a number of potential respiratory irritants, particularly caustic mist and bauxite and alumina dusts. To examine the prevalence of work related respiratory symptoms and lung function in alumina refinery employees and relate these to their jobs. 2964 current employees of three alumina refineries in Western Australia were invited to participate in a cross sectional study, and 89% responded. Subjects were given a questionnaire on respiratory symptoms, smoking, and occupations with additional questions on temporal relations between respiratory symptoms and work. Forced expiratory volume in 1 second (FEV(1)) and forced vital capacity (FVC) were measured with a rolling seal spirometer. Atopy was assessed with prick skin tests for common allergens. Associations between work and symptoms were assessed with Cox's regression to estimate prevalence ratios, and between work and lung function with linear regression. Work related wheeze, chest tightness, shortness of breath, and rhinitis were reported by 5.0%, 3.5%, 2.5%, and 9.5% of participants respectively. After adjustment for age, smoking, and atopy, most groups of production employees reported a greater prevalence of work related symptoms than did office employees. After adjustment for age, smoking, height, and atopy, subjects reporting work related wheeze, chest tightness, and shortness of breath had significantly lower mean levels of FEV(1) (186, 162, and 272 ml respectively) than subjects without these symptoms. Prevalence of most work related symptoms was higher at refinery 2 than at the other two refineries, but subjects at this refinery had an adjusted mean FEV(1) >60 ml higher than the others. Significant differences in FVC and FEV(1)/FVC ratio, but not FEV(1), were found between different process groups. There were significant differences in work related symptoms and lung function between process groups and refineries, but these were mostly not consistent
IJBE Volume 2
Full Text Available SUBJECT INDEX IJBE VOLUME 2access credit, 93acquisition, 177AHP, 61, 82, 165arena simulation,43BMC, 69Bojonegoro, 69brand choice, 208brand image, 208brand positioning, 208bullwhip effect, 43burger buns, 1business synergy and financial reports, 177capital structure, 130cluster, 151coal reserves, 130coffee plantation, 93competitiveness, 82consumer behaviour, 33consumer complaint behavior, 101cooking spices, 1crackers, 1cross sectional analytical, 139crosstab, 101CSI, 12direct selling, 122discriminant analysis, 33economic value added, 130, 187employee motivation, 112employee performance, 112employees, 139EOQ, 23farmer decisions, 93farmer group, 52financial performance evaluation, 187financial performance, 52, 177financial ratio, 187financial report, 187fiva food, 23food crops, 151horticulture, 151imports, 151improved capital structure, 177IPA, 12leading sector, 151life insurance, 165LotteMart, 43main product, 61marketing mix, 33, 165matrix SWOT, 69MPE, 61multiple linear regression, 122muslim clothing, 197Ogun, 139Pangasius fillet, 82Pati, 93pearson correlation, 101perceived value, 208performance suppy chain, 23PLS, 208POQ, 23portfolio analyzing, 1product, 101PT SKP, 122pulp and papers, 187purchase decision, 165purchase intention, 33remuneration, 112re-purchasing decisions, 197sales performance, 122sawmill, 52SCOR, 23sekolah peternakan rakyat, 69SEM, 112SERVQUAL, 12Sido Makmur farmer groups, 93SI-PUHH Online, 12small and medium industries (IKM, 61socio-demographic, 139sport drink, 208stress, 139supply chain, 43SWOT, 82the mix marketing, 197Tobin’s Q, 130trade partnership, 52uleg chili sauce, 1 AUTHOR INDEX IJBE VOLUME 2Achsani, Noer Azam, 177Andati, Trias, 52, 177Andihka, Galih, 208Arkeman, Yandra, 43Baga, Lukman M, 69Cahyanugroho, Aldi, 112Daryanto, Arief, 12David, Ajibade, 139Djoni, 122Fahmi, Idqan, 1Fattah, Muhammad Unggul Abdul, 61Hakim, Dedi Budiman, 187Harianto, 93Hartoyo, 101Homisah, 1Hubeis, Musa, 112Hutagaol, M. Parulian, 93Jaya, Stevana
The remuneration system and motivation of employees are very important part of every company. It is very resisting in how the system is adjusted and if it works not only for company, but for employees as well. The remuneration system together with motivation of employees are better matching with all the processes in company, which are in progress in the company, the final result can be taken for the employees as bigger motivation for the work and they will be worked more effectively, which is...
Full Text Available In the theoretical part of the publication an overview of the definitions of employee engagement was conducted together with the analysis of the methods and techniques which influence the professional activity of the employees in the metallurgical enterprise. The practical part discusses the results of diagnosis of engagement in steelworks. Presented theories, as well as the research, fill the information gap concerning the engagement of the employees in metallurgical enterprises. This notion is important due to the fact that modern conditions of human resources management require the engagement of the employees as something commonly accepted and a designation of manufacturing enterprises.
Klauberg, Theis; Muravska, Tatyana; Mygind, Niels
This report outlines main trends in employees' financial participation in Latvia including historical, socioeconomic and legal background. A special emphasis is placed on privatization during the transition period which shaped an environment for employees' financial participation and influenced...... the current state of employee share ownership and profit-sharing. Attitudes of social partners and the government will be addressed. The report will show why the transition process lead to a low level of employees' financial participation and the indifference and ignorance of policy makers concerning...... the development of financial participation....
Hoedemaekers, C.; Keegan, A.
We draw on Lacan’s notion of language to study employee subjectivity in a public sector organization (Publica) in the Netherlands. Our main contribution lies in using Lacan’s theorization of language and subjectivity as a basis for a detailed textual analysis of how local organizational discourses
Ravazzani, Silvia; Mazzei, Alessandra
This article aims to enhance understanding of employee anonymous online dissent (EAOD), a controversial phenomenon in contemporary digital environments. We conceptualise and scrutinise EAOD as a communicative and interactional process among four key actors: dissenting employees, online outlet...
Shamim, S; Cang, Shuang; Yu, Hongnian
This study investigates how managers can enhance the knowledge management (KM) among front line hotel employees at the individual level, by affecting the employee goal orientations through supervisory orientations. This study found significant influence of supervisory orientations on employee goal orientation. The positive effect of employee learning goal orientation on KM is also significant. However the effect of performance goal orientation on KM is insignificant. Results also support the ...
Every angler has his secrets, whether it be an old family recipe for stink bait, a midnight worm-hunting ritual, or the most coveted of all, the no-fail fishing hole. Most of these secrets are lore and legend, passed through generations, and coveted more than the family s best tableware. Each of these kernels of wisdom promises the fisherman a bite at the end of the line, but very few are rooted in fact and science. There is one, though.... NASA partnered with a company on the bayous of Mississippi and Louisiana to use satellite data to create a marine information system, a space-age fish finder. This product provides up-to-date information about the location of a variety of fish, including yellowfin tuna, bluefish, blue marlin, white marlin, sailfish, blackfin tuna, little tunny, and swordfish. The system shows peaked catch rates, and may be the only true fish-finding product on the market.
Myers, Neill; Shadoan, Michael
Engineers at NASA's Marshall Space Flight Center (MSFC) in Huntsville, Alabama have designed a knee brace to aid in the rehabilitation of medical patients. The device, called the Selectively Lockable Knee Brace, was designed for knee injury and stroke patients but may potentially serve in many more patient applications. Individuals with sports related injuries, spinal cord injuries and birth defects, such as spina bifida, may also benefit from the device. The Selectively Lockable Knee Brace is designed to provide secure support to the patient when weight is applied to the leg; however; when the leg is not supporting weight, the device allows free motion of the knee joint. Braces currently on the market lock the knee in a rigid, straight or bent position, or by manually pulling a pin, allow continuous free joint motion.
We, as NASA, continue to Dare Mighty Things. Here we are in October. In my country, the United States of America, we celebrate the anniversary of Christopher Columbus's arrival in the Americas, which occurred on October 12, 1492. His story, although happening over 500 years ago, is still very valid today. It is a part of the American spirit; part of the international human spirit. Columbus is famous for discovering the new world we now call America, but he probably never envisioned what great discoveries would be revealed many generations later. But in order for Columbus to begin his great adventure, he needed a business plan. Ho would he go about obtaining the funds and support necessary to build, supply, and man the ships required for his travels? He had a lot of obstacles and distractions. He needed a strong, internal drive to achieve his plans and recruit a willing crew of explorers also ready to risk their all for the unknown journey ahead. As Columbus set sail, he said "By prevailing over all obstacles and distractions, one may unfailingly arrive at his chosen goal or destination." Columbus may not have known he was on a journey for all human exploration. Recently, Charlie Bolden, the NASA Administrator, said, "Human exploration is and has always been about making life better for humans on Earth." Today, NASA and the U.S. human spaceflight program hold many of the same attributes as did Columbus and his contemporaries - a willing, can-do spirit. We are on the threshold of exciting new times in space exploration. Like Columbus, we need a business plan to take us into the future. We need to design the best ships and utilize the best designers, with their past knowledge and experience, to build those ships. We need funding and support from governments to achieve these goals of space exploration into the unknown. NASA does have that business plan, and it is an ambitious plan for human spaceflight and exploration. Today, we have a magnificent spaceflight
NASA programs are characterized by complexity, harsh environments and the fact that we usually have one chance to get it right. Programs last decades and need to accept new hardware and technology as it is developed. We have multiple suppliers and international partners Our challenges are many, our costs are high and our failures are highly visible. CM systems need to be scalable, adaptable to new technology and span the life cycle of the program (30+ years). Multiple Systems, Contractors and Countries added major levels of complexity to the ISS program and CM/DM and Requirements management systems center dot CM Systems need to be designed for long design life center dot Space Station Design started in 1984 center dot Assembly Complete in 2012 center dot Systems were developed on a task basis without an overall system perspective center dot Technology moves faster than a large project office, try to make sure you have a system that can adapt
Several thousand inventions result each year from research supported by the National Aeronautics and Space Administration. NASA seeks patent protection on inventions to which it has title if the invention has important use in government programs or significant commercial potential. These inventions cover a broad range of technologies and include many that have useful and valuable commercial application. NASA inventions best serve the interests of the United States when their benefits are available to the public. In many instances, the granting of nonexclusive or exclusive licenses for the practice of these inventions may assist in the accomplishment of this objective. This bibliography is published as a service to companies, firms, and individuals seeking new, licensable products for the commercial market. The NASA Patent Abstracts Bibliography is an annual NASA publication containing comprehensive abstracts of NASA-owned inventions covered by U.S. patents. The citations included were originally published in NASA s Scientific and Technical Aerospace Reports (STAR) and cover STAR announcements made since May 1969. The citations published in this issue cover the period July 2005 through September 2006. The range of subjects covered includes the NASA Scope and Subject Category Guide's 10 broad subject divisions separated further into 76 specific categories. However, not all categories contain citations during the dates covered for this issue; therefore, the Table of Contents does not include all divisions and categories. This scheme was devised in 1975 and last revised in 2005 in lieu of the 34 category divisions which were utilized in supplements (01) through (06) covering STAR abstracts from May 1969 through January 1974. Each entry consists of a citation accompanied by an abstract and, when appropriate, a key illustration taken from the patent or application for patent. Entries are arranged by subject category in ascending order. When available, citations contain a
Miller, Robert D.
NASA has been interested in wireless communications for many years, especially when the crew size of the International Space Station (ISS) was reduced to two members. NASA began a study to find ways to improve crew efficiency to make sure the ISS could be maintained with limited crew capacity and still be a valuable research testbed in Low-Earth Orbit (LEO). Currently the ISS audio system requires astronauts to be tethered to the audio system, specifically a device called the Audio Terminal Unit (ATU). Wireless communications would remove the tether and allow astronauts to freely float from experiment to experiment without having to worry about moving and reconnecting the associated cabling or finding the space equivalent of an extension cord. A wireless communication system would also improve safety and reduce system susceptibility to Electromagnetic Interference (EMI). Safety would be improved because a crewmember could quickly escape a fire while maintaining communications with the ground and other crewmembers at any location. In addition, it would allow the crew to overcome the volume limitations of the ISS ATU. This is especially important to the Portable Breathing Apparatus (PBA). The next generation of space vehicles and habitats also demand wireless attention. Orion will carry up to six crewmembers in a relatively small cabin. Yet, wireless could become a driving factor to reduce launch weight and increase habitable volume. Six crewmembers, each tethered to a panel, could result in a wiring mess even in nominal operations. In addition to Orion, research is being conducted to determine if Bluetooth is appropriate for Lunar Habitat applications.
Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. Competency Mapping is a process of identifying key competencies for an organization, the jobs and functions within it. Competency mapping, the buzz word in any industry is not complicated as it may appear. At the heart of any successful activity lies a competence or skill. In the recent years, various thought leaders in business strategy have emphasized the need to identify what competencies a business needs, in order to compete in a specific environment. In this article explains the why competencies needed and how is measured competency of employees in the organization.
McConnaughey, Paul K.; Femminineo, Mark G.; Koelfgen, Syri J.; Lepsch, Roger A; Ryan, Richard M.; Taylor, Steven A.
Safe, reliable, and affordable access to low-Earth (LEO) orbit is necessary for all of the United States (US) space endeavors. In 2010, NASA s Office of the Chief Technologist commissioned 14 teams to develop technology roadmaps that could be used to guide the Agency s and US technology investment decisions for the next few decades. The Launch Propulsion Systems Technology Area (LPSTA) team was tasked to address the propulsion technology challenges for access to LEO. The developed LPSTA roadmap addresses technologies that enhance existing solid or liquid propulsion technologies and their related ancillary systems or significantly advance the technology readiness level (TRL) of less mature systems like airbreathing, unconventional, and other launch technologies. In developing this roadmap, the LPSTA team consulted previous NASA, military, and industry studies as well as subject matter experts to develop their assessment of this field, which has fundamental technological and strategic impacts for US space capabilities.
Goldman, Dana P; Leibowitz, Arleen A; Robalino, David A
To determine the sensitivity of employees' health insurance decisions--including the decision to not choose health maintenance organization or fee-for-service coverage--during periods of rapidly escalating healthcare costs. A retrospective cohort study of employee plan choices at a single large firm with a "cafeteria-style" benefits plan wherein employees paid all the additional cost of purchasing more generous insurance. We modeled the probability that an employee would drop coverage or switch plans in response to employee premium increases using data from a single large US company with employees across 47 states during the 3-year period of 1989 through 1991, a time of large premium increases within and across plans. Premium increases induced substantial plan switching. Single employees were more likely to respond to premium increases by dropping coverage, whereas families tended to switch to another plan. Premium increases of 10% induced 7% of single employees to drop or severely cut back on coverage; 13% to switch to another plan; and 80% to remain in their existing plan. Similar figures for those with family coverage were 11%, 12%, and 77%, respectively. Simulation results that control for known covariates show similar increases. When faced with a dramatic increase in premiums--on the order of 20%--nearly one fifth of the single employees dropped coverage compared with 10% of those with family coverage. Employee coverage decisions are sensitive to rapidly increasing premiums, and single employees may be likely to drop coverage. This finding suggests that sustained premium increases could induce substantial increases in the number of uninsured individuals.
... MANAGEMENT Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance... Management (OPM) is announcing changes in premiums for certain Federal ] Employees' Group Life Insurance... bands), and Post-Retirement Basic Insurance. These rates will be effective the first pay period...
Schmidt, Steven W.; Akdere, Mesut
This empirical study examines employee perceptions of organizational vision and leadership at three different time periods. New employees at a large manufacturing organization were surveyed regarding their perceptions of their organization's vision and leadership before they attended new employee orientation training, immediately after new…
Susi A. Rahayu
Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.
We provide an overview of several ongoing NASA endeavors based on concepts, systems, and technology from the Semantic Web arena. Indeed NASA has been one of the early adopters of Semantic Web Technology and we describe ongoing and completed R&D efforts for several applications ranging from collaborative systems to airspace information management to enterprise search to scientific information gathering and discovery systems at NASA.
Occupational health and safety research rarely makes use of data on employee healthcare utilization to gain insight into the physical and mental health of healthcare staff. This paper aims to fill this gap by examining the prevalence of two relevant types of healthcare utilization among staff working in healthcare organizations: physical therapy and mental healthcare utilization. The paper furthermore explores what role employee and organizational characteristics play in explaining differences in healthcare utilization between organizations. A Dutch healthcare insurance company provided healthcare utilization records for a sample of 417 organizations employing 136,804 healthcare workers in the Netherlands. The results showed that there are large differences between and within healthcare industries when it comes to employee healthcare utilization. Multivariate regression analyses revealed that employee characteristics such as age and gender distributions, and healthcare industry, explain some of the variance between healthcare organizations. Nevertheless, the results of the analyses showed that for all healthcare utilization indicators there is still a large amount of unexplained variance. Further research into the subject of organizational differences in employee healthcare utilization is needed, as finding possibilities to influence employee health and subsequent healthcare utilization is beneficial to employees, employers and society as a whole.
Ikechukwu O. Ezeuduji
Full Text Available Employee retention can be measured quite accurately by the actual number of years that employees have worked in an organisation. This study investigates relationships between hotel employees’ length of service and responses to individual variables explaining employee retention factors. A structured questionnaire survey of 217 hotel employees in Cape Town, South Africa was used to obtain information that were subjected to bivariate and multivariate analyses. Key results show that the employees who have worked longer in the hotel have particular characteristics: they perceive that working hours in the hotel do not infringe on their personal quality time with friends; they perceive it will be difficult for them to leave the hotel; they want to remain in the hotel for a long time; and quite interestingly, they perceive they do not receive continuous training in the hotel. Further costs of hiring and developing new employees can be reduced if loyal and talented employees are retained for longer periods through continuous career development. This study is of particular interest to the hotel sector management, as it is focussed on retaining those staff who really want to build a career in the hospitality industry.
Full Text Available Rapid operative changes in the modern world, related to technological advances, cause disorganization in the area of human capital management. An important point is the need for psychological preparation of employees to assimilate innovative changes. The problem is especially noticeable in manufacturing and industrial companies. The management’s task, throughout the process of implementing changes in the organization, is to prepare their employees to assimilate innovation. The management should use a psychological approach to detect the so-called objection mechanisms operating among the staff in the face of change. This publication mainly discusses innovation and those of its aspects which which determine employee match to the organization and, consequently, employee adaptation to change. The paper discusses the mechanisms governing the assimilation of innovation in individual employees, as it makes an attempt to identify those personality traits which condition employees for successful adjustment. Additionally, the survey focuses on manager behaviour which is desirable in situations of innovation and response to innovation. The aim of this article is to prove that changes in the organization significantly affect employee behaviour. To achieve this goal, we have analysed the existing literature, taking into account the results of research on this subject.
NASA's Information Technology (IT) resources and IT support continue to be a growing and integral part of all NASA missions. Furthermore, the growing IT support requirements are becoming more complex and diverse. The following are a few examples of the growing complexity and diversity of NASA's IT environment. NASA is conducting basic IT research in the Intelligent Synthesis Environment (ISE) and Intelligent Systems (IS) Initiatives. IT security, infrastructure protection, and privacy of data are requiring more and more management attention and an increasing share of the NASA IT budget. Outsourcing of IT support is becoming a key element of NASA's IT strategy as exemplified by Outsourcing Desktop Initiative for NASA (ODIN) and the outsourcing of NASA Integrated Services Network (NISN) support. Finally, technology refresh is helping to provide improved support at lower cost. Recently the NASA Automated Data Processing (ADP) Consolidation Center (NACC) upgraded its bipolar technology computer systems with Complementary Metal Oxide Semiconductor (CMOS) technology systems. This NACC upgrade substantially reduced the hardware maintenance and software licensing costs, significantly increased system speed and capacity, and reduced customer processing costs by 11 percent.
Remedios, Richard; Boreham, Nick
This study examined the effects of organisational learning initiatives on employee motivation. Four initiatives consistent with theories of organisational learning were a priori ranked in terms of concepts that underpin intrinsic-motivation theory. Eighteen employees in a UK petrochemical company were interviewed to ascertain their experiences of…
Kyndt, Eva; Dochy, Filip; Michielsen, Maya; Moeyaert, Bastiaan
In this continuously changing contemporary economy, companies have to be able to anticipate technological innovations and to compete with other companies worldwide. This need makes important a company's ability to evolve through its employees' learning and through continuous development. Securing and retaining skilled employees plays an important…
compensation structure. The application of these notions when matched with a good managerial disposition will enable organizations to formulate effective, sustainable strategies that will address equitable and adequate reward for employees, which in turn will enhance employees' performance, retention and productivity in ...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... indirect charge employees, unless their impact or involvement in the performance of work under the award is... definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... employees, unless their impact or involvement in the performance of work under the award is insignificant to... does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a...
... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... indirect charge employees, unless their impact or involvement in the performance of work under the award is... definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to...
... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign...) All indirect charge employees, unless their impact or involvement in the performance of work under the.... (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... indirect charge employees, unless their impact or involvement in the performance of work under the award is... definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to...
Eamets, Raul; Mygind, Niels; Spitsa, Natalia
Presently, legal regulation of participation of employees - financial participation as well as participation in decision-making - is not well developed in Estonia. On the one hand, it is due to the fact that no tradition of employee participation could have been formed after Estonia became...
Bayer, Darryl Lee
This paper addresses delivery aspects and benefits of client-centered Employee Assistance Program (EAP) services through a review of the literature and research. EAP services are described as educational and mental health services utilized to assist employees and their families to respond constructively to job, personal, interpersonal or…
Abstract. This study examined the influence of the social impact of organisational restructuring on employee workplace attitudes. A sample of 725 employees drawn through stratified random sampling technique from four (4) manufacturing organisations which had been involved in an intensive restructuring process ...
The study empirically examines the relationship between employee retention strategies and organizational performance. Using a sample size of 120 respondents in a leading beverage establishment in Nigeria, the results shows that organizations with adequate employee retention strategies in form of enhanced and ...
Gandy-Goldston, Terrie M.
A study examined employees' knowledge of the causes of carpal tunnel syndrome (CTS), its prevention, and their legal rights after being diagnosed with CTS. A 24-item questionnaire was administered to a random sample of 30 Chicago-area employees who had been afflicted with CTS. Of those surveyed, 99% considered their CTS injury related to their…
This study examined the influence of the social impact of organisational restructuring on employee workplace attitudes. A sample of 725 employees drawn through stratified random sampling technique from four (4) manufacturing organisations which had been involved in an intensive restructuring process participated in the ...
Pulich, Marcia; Tourigny, Louise
More than ever, today's health care employees must perform their jobs as efficiently and effectively as possible. Job performance must integrate both technical and necessary soft skills. Workplace deviant behaviors are counterproductive to good job performance. Various deviant behaviors are examined. Areas and strategies of managerial intervention are reviewed which will enable the prevention or modification of undesired employee behaviors.
Balk, Judith L; Chung, Sheng-Chia; Beigi, Richard; Brooks, Maria
Employee stress leads to attrition, burnout, and increased medical costs. We aimed to assess if relaxation training leads to decreased stress levels based on questionnaire and thermal biofeedback. Thirty-minute relaxation training sessions were conducted for hospital employees and for cancer patients. Perceived Stress levels and skin temperature were analyzed before and after relaxation training.
Ilies, R.; Pluut, Helen; Aw, S.S.Y.
In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of
... Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security Administration, Labor. ACTION: Notice of hearing and extension of comment period. SUMMARY: Notice is hereby given that the Employee Benefits Security Administration will hold a hearing to consider issues attendant to...
Vitt, Lois A.
This chapter discusses shifts in hiring and benefits that changed the employment landscape, offering a historical look at workplace financial education, and arguing that educating employees to adjust to new financial realities is a win-win for employers and employees.
Wan, Hooi Lan
Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…
Liang, H.; Renneboog, Luc
Extending the theories of employee incentives and inalienability of human capital, we investigate the link between a firm’s engagement in employee issues and the returns to shareholders around mergers and acquisitions (M&As) and analyze an international sample of 4,565 M&A deals from 48 countries.
Minnesota State Dept. of Personnel, St. Paul.
The manual provides supervisors with both a reference as they assist employees in writing descriptions and developing performance indicators and with a guide for conducting performance appraisal interviews with employees. It contains the basic guidelines for the operation of the performance appraisal system, discussing such matters as how often…
C. Bradler (Christiane); A.J. Dur (Robert); S. Neckermann (Susanne); J.A. Non (Arjan)
textabstractThis paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly
Bradler, C.; Dur, R.; Neckermann, S.; Non, J.A.
This paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received
... often work outside the classroom or at their homes) did not work 1,250 hours during the previous 12... § 825.105(b) regarding employees who work outside the U.S.) (b) The 12 months an employee must have been... benefits or compensation are provided by the employer (e.g., workers' compensation, group health plan...
....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has the...
Found that while beginning managers enrolled in a graduate management course overwhelmingly endorsed a nondirective/permissive style of manager-employee communication, they expected compliance from employees only when managers used a directive/autocratic style of communication. Discusses implications for management training and relationship with…
Kopnina, H.; Haafkens, J.; Elling, L.R.
This article provides an overview of current policies related to the chronically ill employees in the Netherlands. Different levels of policy are discussed: those formulated at the European, Dutch and organizational levels. A significantg percentage of Dutch employees suffer from longstanding
Dreher, George F.
Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Death of employee. 335.5 Section 335.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT SICKNESS BENEFITS § 335.5 Death of employee. If an employee dies before filing one or more of the required...
... 26 Internal Revenue 2 2010-04-01 2010-04-01 false Qualified employee discounts. 1.132-3 Section 1... employee discounts. (a) In general—(1) Definition. Gross income does not include the value of a qualified employee discount. A “qualified employee discount” is any employee discount with respect to qualified...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's earnings...
... 34 Education 1 2010-07-01 2010-07-01 false Who are employees. 7.0 Section 7.0 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian or military, except such...
... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Promotion of a GM employee. 531.243... UNDER THE GENERAL SCHEDULE Determining Rate of Basic Pay Special Rules for Gm Employees § 531.243 Promotion of a GM employee. (a) Upon promotion, an employee's status as a GM employee ends, as provided in...
Backman, D. E.; Harman, P. K.; Clark, C.
NASA's Airborne Astronomy Ambassadors (AAA) is a three-part professional development (PD) program for high school physics and astronomy teachers. The AAA experience consists of: (1) blended-learning professional development composed of webinars, asynchronous content learning, and a series of hands-on workshops (2) a STEM immersion experience at NASA Armstrong Flight Research Center's B703 science research aircraft facility in Palmdale, California, and (3) ongoing participation in the AAA community of practice (CoP) connecting participants with astrophysics and planetary science Subject Matter Experts (SMEs). The SETI Institute (SI) is partnering with school districts in Santa Clara and Los Angeles Counties during the AAA program's "incubation" period, calendar years 2016 through 2018. AAAs will be selected by the school districts based on criteria developed during spring 2016 focus group meetings led by the program's external evaluator, WestEd.. Teachers with 3+ years teaching experience who are assigned to teach at least 2 sections in any combination of the high school courses Physics (non-AP), Physics of the Universe (California integrated model), Astronomy, or Earth & Space Sciences are eligible. Partner districts will select at least 48 eligible applicants with SI oversight. WestEd will randomly assign selected AAAs to group A or group B. Group A will complete PD in January - June of 2017 and then participate in SOFIA science flights during fall 2017 (SOFIA Cycle 5). Group B will act as a control during the 2017-18 school year. Group B will then complete PD in January - June of 2018 and participate in SOFIA science flights in fall 2018 (Cycle 6). Under the current plan, opportunities for additional districts to seek AAA partnerships with SI will be offered in 2018 or 2019. A nominal two-week AAA curriculum component will be developed by SI for classroom delivery that will be aligned with selected California Draft Science Framework Disciplinary Core Ideas
Productivity--why it's low and how to enhance it--is on everyone's mind these days. A major component of productivity is employee satisfaction. If an employee is dissatisfied, feels unappreciated or under-compensated, that employee will not perform to the best of his or her ability. How is the personnel administrator to address this pressing problem? One answer that emerges is employee recognition programs. In many cases, properly run recognition programs can boost awareness of the organization, build employee pride, raise morale and, ultimately, increase productivity. As some of our respondents observed, higher salary is not the best answer. While a larger paycheck is always appreciated, everyone's pride is boosted by a public demonstration of appreciation.
Spaten, Ole Michael; Flensborg, Winnie
Objectives: Until now, rather limited empirical research has been conducted as regards managers who coach their employees (Crabb, 2011). The aim of this research was to investigate the managers’ challenging and successful experience when coaching their employees and how these coaching sessions were...... assessed by their employees. Design: The overall study investigated 15 middle managers - from a major Danish nationwide company who were trained to coach by two coaching psychologists through theoretical presentations, individual coaching and peer coaching sessions with direct supervision (learning......-by-doing: Spaten, 2011b) - when they were coaching their 75 employees through an online survey and semi-structured interviews. Methods: Four middle managers and employees were interviewed after the intervention. Thematic analysis was chosen and elicited three main themes: (1) coaching skills; (2) professional...
Palm, Kristina; Ullström, Susanne; Sandahl, Christer; Bergman, David
This paper aims to explore if and how employees in a healthcare organisation perceive changes in their managers' leadership behaviour over time. An interview study was conducted with employees whose managers had participated in a two-year leadership development programme offered by their employer, Healthcare Provision Stockholm County. Qualitative content analysis was applied, and the interview discussions focused on areas in which the majority of the informants perceived that a change had occurred over time and their answers were relatively consistent. The majority of employees did discern changes in their managers' leadership over time, and, with very few exceptions, these changes were described as improvements. The knowledge that employees perceived changes in their managers' leadership supports investments in leadership development through courses, programmes or other initiatives. The present findings contribute to a deeper empirical understanding of leadership as it is practised over time in everyday contexts among employees in healthcare organisations.
Mitchell, Rebecca J; Ozminkowski, Ronald J; Serxner, Seth
The objective of this study was to estimate productivity-related savings associated with employee participation in health promotion programs. Propensity score weighting and multiple regression techniques were used to estimate savings. These techniques were adjusted for demographic and health status differences between participants who engaged in one or more telephonic health management programs and nonparticipants who were eligible for but did not engage in these programs. Employees who participated in a program and successfully improved their health care or lifestyle showed significant improvements in lost work time. These employees saved an average of $353 per person per year. This reflects about 10.3 hours in additional productive time annually, compared with similar, but nonparticipating employees. Participating in health promotion programs can help improve productivity levels among employees and save money for their employers.
Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S Lee
E-cigarettes have increased in popularity and given rise to a new type of sales outlet-the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors(1), this study examined key messages that vape shop employees communicate to customers. Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees' (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louisville, Kentucky. We used open coding to analyze the qualitative interviews, observation notes, and open-ended survey responses. Descriptive statistics were used to analyze survey data. The findings revealed that nearly all employees were former smokers (93.8%), who now only use e-cigarettes. Over one-third of the employees (37.5%) began using e-cigarettes as a replacement for traditional cigarettes, and 93.8% reported better health (e.g., easier breathing, less coughing) since starting to use e-cigarettes. Although most employees believed e-cigarettes should be regulated, 56.3% thought regulations should be different from those governing traditional cigarettes. Analysis of qualitative data revealed that employees see themselves as health advocates who: 1) provide instructions on vaping and promote a vape community, 2) encourage cessation of traditional cigarettes, and 3) support some regulations. The findings reveal that vape shop employees regard e-cigarettes as viable smoking cessation tools and relish their role in assisting others in taking what employees view as positive health actions. Future research addressing communication between vape shop employees and customers, especially related to smoking cessation and health, is needed.
Erin A. Cech
Full Text Available Lesbian, gay, bisexual, and transgender (LGBT individuals in U.S. workplaces often face disadvantages in pay, promotion, and inclusion and emergent research suggests that these disadvantages may be particularly pernicious within science and engineering environments. However, no research has systematically examined whether LGBT employees indeed encounter disadvantages in science, technology, engineering and math (STEM organizations. Using representative data of over 30,000 workers employed in six STEM-related federal agencies (the Department of Energy, the Environmental Protection Agency, the National Science Foundation, NASA, the Nuclear Regulatory Commission, and the Department of Transportation, over 1000 of whom identify as LGBT, we compare the workplace experiences of LGBT employees in STEM-related federal agencies with those of their non-LGBT colleagues. Across numerous measures along two separate dimensions of workplace experiences—perceived treatment as employees and work satisfaction—LGBT employees in STEM agencies report systematically more negative workplace experiences than their non-LGBT colleagues. Exploring how these disadvantages vary by agency, supervisory status, age cohort, and gender, we find that LGBT persons have more positive experiences in regulatory agencies but that supervisory status does not improve LGBT persons’ experiences, nor do the youngest LGBT employees fare better than their older LGBT colleagues. LGBT-identifying men and women report similar workplace disadvantages. We discuss the implications of these findings for STEM organizations and STEM inequality more broadly.
Przybelinski, Steven A.
Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.
... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...
NASA has established 6 Themes for Exploration: 1) USE THE MOON: Reduce risks and cost and increase productivity of future missions by testing technologies, systems, and operations in a planetary environment other than the Earth. 2) PURSUE SCIENTIFIC: Engage in scientific investigations of the Moon (solar system processes), on the Moon (use the unique environment), and from the Moon (to study other celestial phenomena). 3) EXTEND PERMANENT HUMAN PRESENCE: Develop the capabilities and infrastructure required to expand the number of people, the duration, the self-sufficiency, and the degree of non-governmental activity. 4) EXPAND EARTH S ECONOMIC SPHERE: Create new markets based on lunar activity that will return economic, technological, and quality-of-life benefits. 5) ENHANCE GLOBAL SECURTIY: Provide a challenging, shared, and peaceful global vision that unites nations in pursuit of common objectives. 6) ENGAGE, INSPIRE: Excite the public about space, encourage students to pursue careers in high technology fields, ensure that individuals enter the workforce with the scientific and technical knowledge necessary to sustain exploration.
Ferraro, Robert; Waliser, Duane; Peters-Lidard, Christa
A team of researchers from NASA Ames Research Center, Goddard Space Flight Center, the Jet Propulsion Laboratory, and Marshall Space Flight Center, along with university partners at UCLA, conducted an investigation to explore whether downscaling coarse resolution global climate model (GCM) predictions might provide valid insights into the regional impacts sought by decision makers. Since the computational cost of running global models at high spatial resolution for any useful climate scale period is prohibitive, the hope for downscaling is that a coarse resolution GCM provides sufficiently accurate synoptic scale information for a regional climate model (RCM) to accurately develop fine scale features that represent the regional impacts of a changing climate. As a proxy for a prognostic climate forecast model, and so that ground truth in the form of satellite and in-situ observations could be used for evaluation, the MERRA and MERRA-2 reanalyses were used to drive the NU-WRF regional climate model and a GEOS-5 replay. This was performed at various resolutions that were at factors of 2 to 10 higher than the reanalysis forcing. A number of experiments were conducted that varied resolution, model parameterizations, and intermediate scale nudging, for simulations over the continental US during the period from 2000-2010. The results of these experiments were compared to observational datasets to evaluate the output.
National Aeronautics and Space Administration, Washington, DC. Educational Programs Div.
Presented is one of a series of publications of National Aeronautics and Space Administration (NASA) facts about the exploration of Mars. The Viking mission to Mars, consisting of two unmanned NASA spacecraft launched in August and September, 1975, is described. A description of the spacecraft and their paths is given. A diagram identifying the…
A'Hearn, Michael F.
Can the recent Discovery mission selections be used as tea leaves to understand the future directions of NASA? In an age of many programmes being used to advance administrative and programmatic goals, Discovery appears to be driven almost entirely by science and by NASA's goal of cheaper missions.
This slide presentation reviews NASA's use of systems engineering for the complete life cycle of a project. Systems engineering is a methodical, disciplined approach for the design, realization, technical management, operations, and retirement of a system. Each phase of a NASA project is terminated with a Key decision point (KDP), which is supported by major reviews.
Westermann-Behaylo, M.; Berman, S.L.; Van Buren III, H.J.
Focusing on corporate responsibility (CR) toward employees, this article discusses how multilayered institutional logics affect the relationship between the firm and its employee stakeholders. It considers what constitutes CR toward employees and explores the institutional logics that can shape
How do works councils and employee board-level representation affect company performance? Research on employee participation provides mixed and sometimes contradictory findings. This article argues that the performance effects of employee participation depend on the business cycle. Specifically, the
Vlachoutsicos, Charalambos A
Everybody knows that an empowered team enhances everyone's performance, including the manager's. Vlachoutsicos, of the Athens University of Economics and Business, argues that the vital, particular ingredient in buoying employees is fostering a sense of mutual dependence, or "mutuality," every time you interact with subordinates. He offers six lessons in achieving mutuality: 1. Be modest. Specifically, avoid talking about your track record and instead focus on your people's present needs. 2. Listen seriously--and show it. Don't assume that folks recognize how attentive you are. Make sure the outward signs reflect it. 3. Invite disagreement. But deliver the invitation artfully so that people really do pipe up. 4. Focus the agenda. Don't let discussion run amok in the name of openness. Streamline it so that the progress is palpable to all participants. 5. Don't try to have all the answers. See yourself more as a catalyst for problem solving than as a problem solver per se. 6. Don't insist that a decision must be made. Give the decision-making process time to breathe, even if that sometimes means delaying a conclusion. The author richly illustrates each of these lessons with a compelling story from his lifelong experience.
In an era of low unemployment rates, companies are not only struggling to recruit talented employees, but they are straining to keep the ones they have. The purpose of this literature review is to look at companies, including many outside of the healthcare industry, and learn how they use incentives to retain employees. A review of a recently published book lists the following reasons why people stay with companies: Career growth, learning and development, exciting work challenges Meaningful work, making a difference and a contribution Great people Being part of a team Good boss, inspiring leadership Recognition for a job well done Fun on the job Autonomy, a sense of control over work and job security Flexibility Fair pay and benefits Great work environment and location Pride in the organization, it's mission and quality of product Family friendly Companies have to change with the times to retain a good work force. To survive, companies should ask employees what would keep them committed, look at all the possibilities, and then create an environment that makes employees want to stay because it provides the life balance they are looking for. There is risk in asking employees what would keep them from looking elsewhere. Employers need to weigh the risk of losing employees with the possibility of raising expectations by asking employees directly what they want. In the current climate, that may be a necessary risk.
Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms.
Don Groover, C.S.P. [Behavioral Science Technology, Ojai, CA (United States)
Safety leaders across industries face a critical challenge: engaging employees. While engagement of a few people may be easy in short-term projects, it is significantly more difficult with long-term processes. In this session we show leaders how they can create a culture where workers are more open and even eager to be involved in safety efforts. Our experience with safety leaders in the nuclear industry has verified that when the factors that drive organizational functioning are understood, leaders are enabled to augment employee engagement and attain significant improvement in safety outcomes. The underlying factors that influence employee engagement, performance, outcomes, and organizational culture are the same the world over. We will also show how safety is capable, by its intrinsic value, of winning profound support and direct engagement of employees. In this session, we will examine how leaders can leverage their decisions and actions to win over employees to safety and support them in their endeavors to promote it. Using the safety leadership best practices Vision, Credibility, Accountability, Communication, Collaboration, Action Orientation, and Recognition and Feedback, leaders increase their impact on their organization in favor of a culture that supports safety and employee engagement. Leaders that create a climate and culture where employee engagement thrives, realize better safety results. Leadership is not exclusively an inborn talent; it can be developed and enhanced. To this end, we will also show the advantages of transformational leadership style by comparing it to more classical transactional leadership.
Meyer, M. A.
Life on our planet is the only known example in the universe and so we are relegated to this planet for the study of life. However, life may be a natural consequence of planet formation, and so the study of the origin, evolution, distribution and future of life may be greatly informed by planetary exploration. Astrobiology has adopted several approaches to study life on Earth, for deducing our origins, for determining the likelihood of life elsewhere, and for enabling the search for evidence of past or present life. The first approach has been the Exobiology Program, centered around understanding the origins of life and which supports individual investigator research. Second has been the construction of consortia-type research in which researchers from different disciplines focus on a larger problem. This structure began with NASA Specialized Centers of Research and Training and has grown to include the Astrobiology Institute - a collection of competitively selected groups of researchers attacking problems in Astrobiology as individual teams and as a consolidated Institute. With the formation of an intellectual basis for exploring for life elsewhere, Astrobiology has initiated the competitive research and development program in instrument development (Astrobiology Science and Technology for Instrument Development [ASTID] Program) that would enable future mission instruments for the exploration of planetary bodies in the search for prebiotic chemistry, habitable environments (past or present), biomarkers, and possibly life itself. However, the act of exploring requires robust instrumentation, mobile robotic platforms, efficient operations, and a high level of autonomy. To this end, Astrobiology has started a new research activity that promotes scientifically-driven robotic exploration of extreme environments on Earth that are analogous to suspected habitable environments on other planetary bodies. The program is called Astrobiology Science and Technology for
Frandsen, Athela F.
I have had the opportunity to support the analytical laboratories in chemical analysis of unknown samples, using Optical Microscopy (OM), Polarizing Light Microscopy (PLM), Fourier-Transform Infrared Spectroscopy (FT-IR), Scanning Electron Microscopy with Energy Dispersive Spectroscopy (SEMEDS), and X-ray Powder Diffraction (XPD). I have assisted in characterizing fibers pulled from a spacecraft, a white fibrous residue discovered in a jet refueler truck, brown residue from a plant habitat slated for delivery to the ISS (International Space Station), corrosion on a pipe from a sprinkler, and air filtration material brought back from the ISS. I also conducted my own fiber study in order to practice techniques and further my understanding of background concepts. Furthermore, I had the opportunity to participate in diverse work assignments, where I was assigned to work with other branches of the engineering department for 1-2 days each. The first was in the Materials Science branch where I participated in the construction of the plant habitat intended for use in research aboard the ISS. The second was in the Testing Design branch where I assisted with tensile and hardness testing of over 40 samples. In addition, I have had the privilege to attend multiple tours of the NASA KSC campus, including to the Astronaut Crew Quarters, the VAB (the main area, the Columbia room, and the catwalk), the Visitor Center housing the shuttle Atlantis, the Saturn-V exhibit, the Prototype laboratory, SWAMP WORKS, the Shuttle Landing Facility, the Crawler, and the Booster Fabrication Facility (BFF). Lastly, much of my coursework prepared me for this experience, including numerous laboratory courses with topics diverse as chemistry, physics, and biology.
Forsgren, Roger C.; Miller, Lauren L.
NASA engineers are some of the world's best-educated graduates, responsible for technically complex, highly significant scientific programs. Even though these professionals are highly proficient in traditional analytical competencies, there is a unique opportunity to offer continuing education that further enhances their overall scientific minds. With a goal of maintaining the Agency's passionate, "best in class" engineering workforce, the NASA Academy of Program/Project & Engineering Leadership (APPEL) provides educational resources encouraging foundational learning, professional development, and knowledge sharing. NASA APPEL is currently partnering with the scientific community's most respected subject matter experts to expand its engineering curriculum beyond the analytics and specialized subsystems in the areas of: understanding NASA's overall vision and its fundamental basis, and the Agency initiatives supporting them; sharing NASA's vast reservoir of engineering experience, wisdom, and lessons learned; and innovatively designing hardware for manufacturability, assembly, and servicing. It takes collaboration and innovation to educate an organization that possesses such a rich and important historyand a future that is of great global interest. NASA APPEL strives to intellectually nurture the Agency's technical professionals, build its capacity for future performance, and exemplify its core valuesalJ to better enable NASA to meet its strategic visionand beyond.
D'Souza, Sarah; Sanchez, Hugo; Lewis, Ryan
This paper details the adaptation of specific 'knowledge production' methods to implement a first of its kind, grassroots event that provokes a cultural change in how the NASA Ames civil servant community engages in the creation and selection of innovative ideas. Historically, selection of innovative proposals at NASA Ames Research Center is done at the highest levels of management, isolating the views and perspectives of the larger civil servant community. Additionally, NASA innovation programs are typically open to technical organizations and do not engage non-technical organizations to bring forward innovative processes/business practices. Finally, collaboration on innovative ideas and associated solutions tend to be isolated to organizational silos. In this environment, not all Ames employees feel empowered to innovate and opportunities for employee collaboration are limited. In order to address these issues, the 'innovation contest' method was adapted to create the NASA Ames Innovation Fair, a unique, grassroots innovation opportunity for the civil servant community. The Innovation Fair consisted of a physical event with a virtual component. The physical event provided innovators the opportunity to collaborate and pitch their innovations to the NASA Ames community. The civil servant community then voted for the projects that they viewed as innovative and would contribute to NASA's core mission, making this event a truly grassroots effort. The Innovation Fair website provided a location for additional knowledge sharing, discussion, and voting. On March 3rd, 2016, the 'First Annual NASA Ames Innovation Fair' was held with 49 innovators and more than 300 participants collaborating and/or voting for the best innovations. Based on the voting results, seven projects were awarded seed funding for projects ranging from innovative cost models to innovations in aerospace technology. Surveys of both innovators and Fair participants show the Innovation Fair was successful
Edsel, W M
Industrial psychologists agree that reasons for motivation are difficult to pinpoint. Two basic schools of thought prevail. One theory is that individuals must have built-in motivation factors, while another contends that people can be motivated by positive stimuli. Either way, both sides generally agree that an open, positive working environment encourages workers to fulfill their potential. It makes sense. Employees are apt to be more motivated and, therefore, more productive in a pleasant work environment where praise, encouragement, and support exists. By developing an employee recognition award program in your clinic, you will help create a work environment that is conductive to maximizing employee performance.
Dawson, K M; Dawson, S N
Although working conditions, hours, pay, and advancement opportunities are better now than in the 1950s--the "golden age" of American business--today's workers are significantly less satisfied. Why? The authors believe the cause of this malaise is lack of motivation. This article examines several techniques to cure employee malaise and discusses the long-term benefits of these techniques, which include empowerment, recognition, career development, the Pygmalion effect, incentives, and rewards. By making a commitment to these motivational techniques, managers will boost the morale and enthusiasm of their employees and their organization. This motivational process is not quick and easy; developing your employees is an ongoing process.
Neville, Mette; Gregoric, Aleksandra; Poulsen, Thomas
Since 1973 the Danish Companies Act has contained rules on codetermination. Employees in public or private limited companies with at least 35 employees in average over a 3-year period have a right but not a duty to appoint representatives on board of directors. In 1973 the rules were seen as an e...... to employee representation, but an even stronger variation in the actual implementation of codetermination rights is observed across the industries. The question of why we see big variations has not been investigated in this study, and is left to further research....
Miller, F H
In summary, the rights of the employee as patient are essentially the same as they would be in any health care practitioner-patient relationship, whenever diagnosis and treatment are contemplated. When they are not involved and job fitness alone is at issue, the employee or potential employee has the right to expect that the practitioner will exercise reasonable skill and care in making the medical decision of employability. He probably also has the right to expect that any personal medical information generated in the course of making the decision remain confidential, unless it bears directly on his ability to do the job.
Full Text Available The objective of this research is to investigate employee satisfaction in one of Indonesian busi-ness firms named BM*. The study also tries to identify different factors influencing on employee satisfaction in the firm and to give appropriate suggestion for performance improvement. Meth-odology of this research is based on a survey and a questionnaire based on Human Resource In-dex (HRI with measure 15 is used for the assessment. The results show that employee satisfac-tion of BM* was relatively high. However, some of the attributes show the HRI were low. The study gives some insight to improve the customer satisfaction.
Anca Maria CLIPA
Full Text Available When negotiating, people have economic as well noneconomic, subjective concerns. This study is an exploratory investigation into the objective and subjective factors influencing employment contract negotiations and the willingness to interact in future business negotiations in the case of Romanian IT employees and recruiters. The study draws on qualitative data collection and analysis methods, i.e. semi-structured interviews with 10 participants, projective techniques and content analysis. At the time, 5 of the participants held recruitment and contracting HR roles, and 5 were working as employees (programmers, business analysts, IT project managers. They all had a recent working contract negotiation experience (less than one year ago in the IT industry. Using the principles of corpus linguistics and the methods specific to discourse and critical discourse analysis, our study highlights some of the factors taken into account by Romanian IT employees and recruiters in employment contract negotiations.
Label, Kenneth A.; Sampson, Michael J.; Casey, Megan; Lauenstein, Jean-Marie
Mission Statement: The NASA Electronic Parts and Packaging (NEPP) Program provides NASA's leadership for developing and maintaining guidance for the screening, qualification, test. and usage of EEE parts by NASA as well as in collaboration with other government Agencies and industry. NASA Space Technology Mission Directorate (STMD) "STMD rapidly develops, demonstrates, and infuses revolutionary, high-payoff technologies through transparent, collaborative partnerships, expanding the boundaries of the aerospace enterprise." Mission Statement: The Space Environments Testing Management Office (SETMO) will identify, prioritize, and manage a select suite of Agency key capabilities/assets that are deemed to be essential to the future needs of NASA or the nation, including some capabilities that lack an adequate business base over the budget horizon. NESC mission is to perform value-added independent testing, analysis, and assessments of NASA's high-risk projects to ensure safety and mission success. NASA Space Environments and Avionics Fellows as well as Radiation and EEE Parts Community of Practice (CoP) leads.
Snorradóttir, Ásta; Vilhjálmsson, Rúnar; Rafnsdóttir, Guðbjörg Linda; Tómasson, Kristinn
The study considered psychological distress among surviving bank employees differently entangled in downsizing and restructuring following the financial crisis of 2008. A cross-sectional, nationwide study was conducted among surviving employees (N = 1880, response rate 68%). Multivariate analysis was conducted to assess factors associated with psychological distress. In the banks, where all employees experienced rapid and unpredictable organizational changes, psychological distress was higher among employees most entangled in the downsizing and restructuring process. Being subjected to downsizing within own department, salary cut, and transfer to another department, was directly related to increased psychological distress, controlling for background factors. The associations between downsizing, restructuring, and distress were reduced somewhat by adding job demands, job control, and empowering leadership to the model, however, adding social support had little effect on these associations. Employees most entangled in organizational changes are the most vulnerable and should be prioritized in workplace interventions during organizational changes. Copyright © 2013 Wiley Periodicals, Inc.
Fort, Emmanuel; Ndagire, Sheba; Gadegbeku, Blandine; Hours, Martine; Charbotel, Barbara
An analysis of the occupational constraints and exposures to which employees facing road risk at work are subject was performed, with comparison versus non-exposed employees. Objective was to improve knowledge of the characteristics of workers exposed to road risk in France and of the concomitant occupational constraints. The descriptive study was based on data from the 2010 SUMER survey (Medical Monitoring of Occupational Risk Exposure: Surveillance Médicale des Expositions aux Risques professionnels), which included data not only on road risk exposure at work but also on a range of socio-occupational factors and working conditions. The main variable of interest was "driving (car, truck, bus, coach, etc.) on public thoroughfares" for work (during the last week of work). This was a dichotomous "Yes/No" variable, distinguishing employees who drove for work; it also comprised 4-step weekly exposure duration: company executives (PCS 36). Employees with driving exposure more often worked in small businesses or establishments. Constraints in terms of schedule and work-time were more frequent in employees with driving exposure. Constraints in terms of work rhythm were more frequent in non-exposed employees, with the exception of external demands requiring immediate response. On the Karasek's Job Demand-Control Model, employees with driving exposure less often had low decision latitude. Prevalence of job-strain was also lower, as was prevalence of "iso-strain" (combination of job-strain and social isolation). Employees with driving exposure were less often concerned by hostile behavior and, when they did report such psychological violence (inspired on the Leymann questionnaire), it was significantly more frequently due to clients, users or patients. Employees with driving exposure at work showed several specificities. The present study, based on a representative nationwide survey of employees, confirmed the existence of differences in working conditions between employees
Hasan, Hashima; Erickson, Kristen
The NASA Science Mission Directorate (SMD) restructured its efforts to enhance learning in science, technology, engineering, and mathematics (STEM) content areas through a cooperative agreement notice issued in 2015. This effort resulted in the competitive selection of 27 organizations to implement a strategic approach that leverages SMD’s unique assets. Three of these are exclusively directed towards Astrophysics. These unique assets include SMD’s science and engineering content and Science Discipline Subject Matter Experts. Awardees began their work during 2016 and span all areas of Earth and space science and the audiences NASA SMD intends to reach. The goal of the restructured STEM Activation program is to further enable NASA science experts and content into the learning environment more effectively and efficiently with learners of all ages. The objectives are to enable STEM education, improve US scientific literacy, advance national educational goals, and leverage efforts through partnerships. This presentation will provide an overview of the NASA SMD STEM Activation landscape and its commitment to meeting user needs.
Globus, Al; Bailey, David; Han, Jie; Jaffe, Richard; Levit, Creon; Merkle, Ralph; Srivastava, Deepak
Laboratories throughout the world are rapidly gaining atomically precise control over matter. As this control extends to an ever wider variety of materials, processes and devices, opportunities for applications relevant to NASA's missions will be created. This document surveys a number of future molecular nanotechnology capabilities of aerospace interest. Computer applications, launch vehicle improvements, and active materials appear to be of particular interest. We also list a number of applications for each of NASA's enterprises. If advanced molecular nanotechnology can be developed, almost all of NASA's endeavors will be radically improved. In particular, a sufficiently advanced molecular nanotechnology can arguably bring large scale space colonization within our grasp.
Harris, Philip D.; Price, Jennifer B.; Khan, Ahmed; Severance, Mark T.
Just 150 miles above us, the International Space Station (ISS) is orbiting. Each day, the astronauts on board perform a variety of activities from exercise, science experiments, and maintenance. Yet, many on the ground do not know about these daily activities. National Aeronautics Space Agency/ Johnson Space Center (NASA/JSC) innovation creation ISSLive! - an education project - is working to bridge this knowledge gap with traditional education channels such as schools, but also non-traditional channels with the non-technical everyday public. ISSLive! provides a website that seamlessly integrates planning and telemetry data, video feeds, 3D models, and iOS and android applications. Through the site, users are able to view astronauts daily schedules, in plain English alongside the original data. As an example, when an astronaut is working with a science experiment, a user will be able to read about the activity and for more detailed activities follow provided links to view more information all integrated into the same site. Live telemetry data from a predefined set can also be provided alongside the activities. For users to learn more, 3D models of the external and internal parts of the ISS are available, allowing users to explore the station and even select sensors, such as temperature, and view a real-time chart of the data. Even ground operations are modeled with a 3D mission control center, providing users information on the various flight control disciplines and showing live data that they would be monitoring. Some unique activities are also highlighted and have dedicated spaces to explore in more detail. Education is the focus of ISSLive!, even from the beginning when university students participated in the development process as part of their master s projects. Focus groups at a Houston school showed interest in the project and excitement towards including ISSLive! in their classroom. Through this inclusion, students' knowledge can be assessed with projects
Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II”and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub- dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position
Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II” and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub-dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position.
Jones, Derek C.; Kalmi, Panu; Kato, Takao
The authors investigate whether productivity is greater if firms use employee involvement (EI) in decision making and financial participation (FP) as complementary practices. Based on representative panel data from Finnish manufacturing firms, the study uses diverse specifications to examine...
.... This paper develops an intuitive method for calculating the minimum amount by which an employee's compensation must be adjusted taking into account changes in economic conditions since the start of employment...
Montgomery County of Maryland — ‘This dataset provides information regarding the total approved actual expenses incurred by Montgomery County government employees traveling non-locally (over 75...
Zettler, Ingo; Lang, Jonas W.B.
During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...... skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working...
Tаtiana V. Peregudova
Full Text Available The article justifies the approach to the encouragement of employees of the organization to the perception of innovative activity products. At the core of this process there is an estimation of their activity regarding contribution to this process by group examination with point scoring of each employee on the selected criteria.The principles of formation and distribution of the bonus fund, which it is proposed to establish on the basis of proportion of the sum of average scores which the employee received in total, are given. 20% of employees with the low rates are not paid the bonus.Such approach to the stimulation of innovation implementation in the organization will create a positive institutional environment and reduce implementation time.
... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a... payroll of the recipient (e.g., volunteers, even if used to meet a matching requirement; consultants or... workplaces). ...
... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a... payroll of the recipient (e.g., volunteers, even if used to meet a matching requirement; consultants or... workplaces). ...
...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a... payroll of the recipient (e.g., volunteers, even if used to meet a matching requirement; consultants or... workplaces). ...
Technological development and growing competition on the market asks for continuous improvement of knowledge and skills of employees, not only for securing their work places but also for increasing the companies...
Şenol Çavuş; Cüneyt Tokmak; Nasiykat Mambetova
The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment ...
Yuan, Jia; Zhang, Qian-Ming; Gao, Jian; Zhang, Linyan; Wan, Xue-Song; Yu, Xiao-Jun; Zhou, Tao
Enterprises have put more and more emphasis on data analysis so as to obtain effective management advices. Managers and researchers are trying to dig out the major factors that lead to employees' promotion and resignation. Most previous analyses were based on questionnaire survey, which usually consists of a small fraction of samples and contains biases caused by psychological defense. In this paper, we successfully collect a data set consisting of all the employees' work-related interactions...
Bùi, Dung; Wangmo, Nawang
The objective of this thesis project is to examine influences of Training, Responsibility, Inter-personal Relationship and Teamwork towards employee motivation. The research was carried out at two different SOL’s client’s premises to provide an overview of the operation and current working status which employees have been experiencing. The researchers reviewed both theoretical and practical sources for finding solutions to the problems. The theoretical background comprises of basic introd...
Chapleo, Chris; Liu, G.; Ko, W.W.
We extend the marketing literature on internal branding by developing a theoretical framework to explain the processes whereby brand orientation affects in- and extra-role employee brand-building behavior from the theoretical perspective of the attention-based view. The results of a survey of 314 UK-based nonprofit organizations show that brand orientation leads to the development of internal branding mechanisms, which in turn fosters in-role employee brand-building behaviors. We also find th...
This study was conducted to find out the impact of privatization on the job satisfaction of 51 full time employees of a post privatized public sector telecom company in a developing country. The primary data was collected using a job satisfaction questionnaire consisting of 25 questions that were scaled on a five-point Likert-type scale. The empirical validation of the employee satisfaction scale was performed by exploratory and confirmatory factor analysis. The study indicates that most of t...
RUSU Gabriela; AVASILCAI Silvia; HUȚU Carmen-Aida
Recent studies highlight the importance of employee performance appraisal in the context of strategic human resources management, outlining the role of organizational context. Accordingly, the paper presents an employee performance appraisal conceptual framework including the role of contextual factors, where strategic human resources management plays a key role. Moreover, the model includes two sets of procedural and representative basic performance criteria, as well as a new category ...
Performance appraisal is the most important process of HR management in an organization. Regular employee appraisal can reveal the status of their performance and it also provides information necessary for any further operation of the organization, eventually its development. To have this information correct, it is important to choose the appropriate procedure used for employee appraisal. There are many performance appraisal methods available for various situations. However, none of them appr...
Employer's lability for damages of an employee's health The purpose of my thesis is to analyze contemporary legal regulation of employer's lability for damages of employee's health with its former regulation in the labor code from 1965 and its future regulation in the code 266/2006 Sb. The thesis is composed of eleven chapters. Chapter one is introductory and characterises the basic sources of law in this sphere. The chapter is subdivided into three parts - International agreements, European ...
Shatenstein, B; Ska, B; Ferland, G
Decentralized bulk food distribution was implemented in a nursing home. Employees working with elderly residents with dementia were asked their opinion of the impact of the new system on residents and workload. A convenience sample of 24 employees (57% of the staff) completed a 31-item, self-administered Likert-scale questionnaire that allowed open-ended comments. Responses were subjected to descriptive quantitative analysis, and a qualitative approach was used to explore themes that emerged in comments. Qualitative analysis indicated that 52% of responses were negative in tone, 30% were positive, and 18% were neutral. Initially, three categories of comments emerged, with specific multiple themes related to the residents (41%), the employees (37%), or the food-service system (22%). Most comments in the employee category were negative, and suggested that the decentralized food-service system caused hardship for the staff. This problem was resolved by adding one staff-hour at the midday meal. One year later, an abbreviated repeat survey of 29 employees revealed adaptation and general acceptance of the system. Because a motivated patient care staff is essential to the successful feeding of nursing home residents with dementia, employees' concerns must be considered when operational changes are planned.
Seth Carnahan; Rajshree Agarwal; Benjamin Campbell; April Franco
Previous studies of employee entrepreneurship have not considered the rewards available to potential entrepreneurs inside of their current organizations. This study hopes to fill this gap by investigating how the firm’s compensation structure, an important strategic decision closely scrutinized by human resource management, affects the mobility and entrepreneurship decisions of its employees, particularly those employees at the extreme ends of the performance distribution. Using a comprehensi...
Salawati, Vicaria Susana
One of the job performance aspects is about work achievement. This measurement is used common by every company to evaluate, either one or overall all employees productiveness in the company which is related with the company existence. Work achievement is something you really work hard to do it well and accomplishing it successfully. This research is conducted in Bank Sulut Tomohon. Research objectives are to know the effect of punishment and employee discipline on employee work achievement. ...
This study is for the faculties of Economics and Administrative Sciences, Communication, Tourism, Theology and Literature based on Gumushane University, and for instructors who take charge in the units based on Rectorship. As a result of this study, the effect of academic staff and employee satisfaction when compared to employee performance have been researched and documented. In this context, the effects of internal and external satisfaction to employee performance that are two subdimensions...
Rossi, Ana; Todd-Mancillas, Wm. R.
A study compared male and female managers' preferences for using communication-based as opposed to power-centered strategies for resolving employer-employee disputes. Subjects, 40 male and 40 female middle and upper level managers, were interviewed and asked to report their preferred manner of resolving four different personnel problems: (1) an…
Rossi, Ana Maria; Todd-Mancillas, William R.
A study was conducted to compare Brazilian men and women managers' preferences for using communication versus power-centered strategies when resolving employer/employee disputes. Subjects were 40 men and 40 women in middle and top-management positions. Each manager read a packet of four scripts describing various problems that a manager might have…
... limitations. Premiums for enrolled federal and postal employees are withheld from salary on a pre-tax basis... regulation only adds flexibility to the current enrollment process. Executive Order 12866, Regulatory Review... responsibilities of State, local, or tribal governments. List of Subjects in 5 CFR Part 894 Administrative practice...
Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Parrish, Amanda T; Ahmed, Faruque; Zhou, Chuan; Allen, Claire L
To evaluate an evidence-based workplace approach to increasing adult influenza vaccination levels applied in the restaurant setting We implemented an intervention and conducted a pre/post analysis to determine effect on vaccination. Eleven Seattle-area restaurants. Restaurants with 25+ employees speaking English or Spanish and over 18 years. Restaurants received influenza vaccination promotion materials, assistance arranging on-site vaccination events, and free influenza vaccinations for employees. Pre/post employee surveys of vaccination status with direct observation and employer interviews to evaluate implementation. We conducted descriptive analysis of employee survey data and performed qualitative analysis of implementation data. To assess intervention effect, we used a mixed-effects logistic regression model with a restaurant-specific random effect. Vaccination levels increased from 26% to 46% (adjusted odds ratio 2.33, 95% confidence interval 1.69, 3.22), with 428 employees surveyed preintervention, 305 surveyed postintervention, and response rates of 73% and 55%, respectively. The intervention was effective across subgroups, but there were restaurant-level differences. An access-based workplace intervention can increase influenza vaccination levels in restaurant employees, but restaurant-level factors may influence success. © 2016 by American Journal of Health Promotion, Inc.
National Aeronautics and Space Administration — The Tropical Rainfall Measuring Mission (TRMM) is a joint mission between NASA and the Japan Aerospace Exploration Agency (JAXA) designed to monitor and study...
National Aeronautics and Space Administration — The NTRS is a valuable resource for researchers, students, educators, and the public to access NASA's current and historical technical literature and engineering...
National Aeronautics and Space Administration — Aqua, Latin for water, is a NASA Earth Science satellite mission named for the large amount of information that the mission is collecting about the Earth's water...
Larsen, R. L.
Following a major assessment of NASA's computing technology needs, a new program of computer science research has been initiated by the Agency. The program includes work in concurrent processing, management of large scale scientific databases, software engineering, reliable computing, and artificial intelligence. The program is driven by applications requirements in computational fluid dynamics, image processing, sensor data management, real-time mission control and autonomous systems. It consists of university research, in-house NASA research, and NASA's Research Institute for Advanced Computer Science (RIACS) and Institute for Computer Applications in Science and Engineering (ICASE). The overall goal is to provide the technical foundation within NASA to exploit advancing computing technology in aerospace applications.
National Aeronautics and Space Administration — Aquarius is making NASA's first space-based global observations of ocean surface salinity, flying 657 kilometers (408 miles) above Earth in a sun-synchronous polar...
National Aeronautics and Space Administration — Cassini spacecraft from SPACE rendering package, built by Michael Oberle under NASA contract at JPL. Includes orbiter only, Huygens probe detached. Accurate except...
Evans, Cody; Mogford, Richard; Wing, David; Stallmann, Summer L.
NASA's working with airlines and industry partners to introduce innovative concepts and new technology. This presentation will describe some of the research efforts at NASA Ames and NASA Langley and discuss future projects and research in aviation.
Shivers, Charles H.
A viewgraph presentation on the many applications of Industrial and Systems Engineering used for safe NASA missions is shown. The topics include: 1) NASA Information; 2) Industrial Engineering; 3) Systems Engineering; and 4) Major NASA Programs.
This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...
Doarn, Charles R.; Whitten, Raymond
The National Aeronautics and Space Administration (NASA) has been developing and applying telemedicine to support space flight since the Agency's beginning. Telemetry of physiological parameters from spacecraft to ground controllers is critical to assess the health status of humans in extreme and remote environments. Requisite systems to support medical care and maintain readiness will evolve as mission duration and complexity increase. Developing appropriate protocols and procedures to support multinational, multicultural missions is a key objective of this activity. NASA has created an Agency-wide strategic plan that focuses on the development and integration of technology into the health care delivery systems for space flight to meet these challenges. In order to evaluate technology and systems that can enhance inflight medical care and medical education, NASA has established and conducted several testbeds. Additionally, in June of 1997, NASA established a Commercial Space Center (CSC) for Medical Informatics and Technology Applications at Yale University School of Medicine. These testbeds and the CSC foster the leveraging of technology and resources between government, academia and industry to enhance health care. This commercial endeavor will influence both the delivery of health care in space and on the ground. To date, NASA's activities in telemedicine have provided new ideas in the application of telecommunications and information systems to health care. NASA's Spacebridge to Russia, an Internet-based telemedicine testbed, is one example of how telemedicine and medical education can be conducted using the Internet and its associated tools. Other NASA activities, including the development of a portable telemedicine workstation, which has been demonstrated on the Crow Indian Reservation and in the Texas Prison System, show promise in serving as significant adjuncts to the delivery of health care. As NASA continues to meet the challenges of space flight, the
My name is Isaac Lopez and I am a junior at the University of Houston majoring in Mechanical Engineering Technology. I will be completing my first tour at the NASA-Johnson Space Center ("JSC") as a Mechanical Engineer within the Human Interfaces Branch. Throughout my tour, I was given the opportunity to work on multiple projects that have expanded my knowledge and interest in acoustics and engineering design. One of the projects I worked on at JSC consisted of doing acoustic simulation of the EVA comm. cap. While working on the comm. cap headset, my main duty consisted of simulating the acoustics of the headset to find a solution to the condensing water that can accumulate and block the acoustic tube, causing attenuation or complete loss of audio in one ear for an astronaut using the EVA. For this project, I had to create a Creo model of the comm. cap so that I would be able to import it into Comsol for acoustic simulation. I also had the opportunity to design a portable and lightweight beam degrader for the EEE Parts and Radiation team. With the help of Creo, I was able to make a CAD design and put together a small working prototype for the radiation team to demonstrate the capabilities that the beam degrader had. In addition to these projects, JSC allowed me to work closely on projects with other interns. I had the opportunity to help another intern with his acoustic diverter, intended to improve the sound quality in Node 1 of the ISS. During this project, I helped with some of the acoustic testing inside the anechoic chamber as well as helping record data during testing at the ISS mock up. During the course of my first tour, I was able to learn and continually improve on my CAD drafting skills. With each project I worked on, I acquired new ways to create and improve various designs with various constraints. Furthermore, I also had the opportunity to work with electrical engineers and learn about the electronic components that would provide control of the beam
Endrissat, Nada; Kärreman, Dan; Noppeney, Claus
draw on a case study of a North American grocery chain that is known for employing art-school graduates and other creative talents in creative (store artist) and non-creative shop-floor positions. The study shows that the brand is partly built outside–in through association with employees who embody...... brand-relevant characteristics in their identities and lifestyles. In return, those employees receive identity opportunities to validate their desired sense of self as ‘creative subject’. We discuss the dual nature of identity-incentive branding as neo-normative control and outline its implications...
Full Text Available Orientation: The information technology industry is faced with a shrinking pool of skilled employees causing demand to increase for these employees. This places organisations under pressure to devise retention strategies to retain these employees. This study was conducted in the Information Technology Division of a South African Bank.Research purpose: To understand the challenges faced by the bank’s information technology leadership team to retain employees.Motivation for the study: To understand the challenges faced in attracting and retaining information technology professionals, and how this can serve as input for reducing skills shortages in Information Technology Divisions.Research design, approach and method: An interpretive approach employing a case study strategy and qualitative methods was employed. Semi structured interviews were conducted with thirteen senior managers and four directors of the bank’s Information Technology Division, who were selected on a purposive basis. Data were subjected to Creswell’s four stage data analysis process.Main findings: Findings indicate that employee turnover is the main contributor of skills shortages within the studied division. The lack of a retention strategy is making it difficult for leadership to identify crucial skills that must be retained.Practical/managerial implications: Evidence suggests that this bank, although they would like to retain information technology professionals, is not creating an environment conducive to do this, as little attention is paid to the unique demands of this group of employees.Contribution/value-add: This study investigates a specific group of employees for which a unique retention strategy does not exist. In understanding the challenges that impact on attracting and retaining information technology professionals, this study can contribute to the development of a retention strategy for these employees.
Nelson, Michael L.; Gottlich, Gretchen L.; Bianco, David J.; Paulson, Sharon S.; Binkley, Robert L.; Kellogg, Yvonne D.; Beaumont, Chris J.; Schmunk, Robert B.; Kurtz, Michael J.; Accomazzi, Alberto
The National Aeronautics and Space Act of 1958 established NASA and charged it to "provide for the widest practicable and appropriate dissemination of information concerning its activities and the results thereof." The search for innovative methods to distribute NASA's information lead a grass-roots team to create the NASA Technical Report Server (NTRS), which uses the World Wide Web and other popular Internet-based information systems as search engines. The NTRS is an inter-center effort which provides uniform access to various distributed publication servers residing on the Internet. Users have immediate desktop access to technical publications from NASA centers and institutes. The NTRS is comprised of several units, some constructed especially for inclusion in NTRS, and others that are existing NASA publication services that NTRS reuses. This paper presents the NTRS architecture, usage metrics, and the lessons learned while implementing and maintaining the service. The NTRS is largely constructed with freely available software running on existing hardware. NTRS builds upon existing hardware and software, and the resulting additional exposure for the body of literature contained ensures that NASA's institutional knowledge base will continue to receive the widest practicable and appropriate dissemination.
Bulent Aydin; Adnan Ceylan
It is a known fact that the organizations, which give more attention to the satisfaction of their employees, produce more successful outcomes than others do. In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction depending on the factors of organizational culture and organizational learning capacity. The aim of the research is to contribute to academic rese...
... 49 Transportation 7 2010-10-01 2010-10-01 false Member and employee indebtedness. 805.735-10... TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-10 Member and employee indebtedness. Members and employees shall pay each just financial obligation in a proper and timely manner, especially...
de Waal, A. A.; Oudshoorn, Michella
Purpose: The purpose of this study is to explore the profile of an ideal employee, to be more precise the behavioral characteristics of the Dutch high-performing employee (HPE). Organizational performance depends for a large part on the commitment of employees. Employees provide their knowledge, skills, experiences and creativity to the…
... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Part-time employees; earnings. 630.303... AND LEAVE Annual Leave § 630.303 Part-time employees; earnings. A part-time employee for whom there... workweek, and a part-time employee on a flexible work schedule for whom there has been established only a...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Notice to employee. 336.16 Section 336.16 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT DURATION OF NORMAL AND EXTENDED BENEFITS Extended Benefits § 336.16 Notice to employee. Upon determining...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Notice to employee. 336.5 Section 336.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT DURATION OF NORMAL AND EXTENDED BENEFITS Normal Benefits § 336.5 Notice to employee. The Board will notify...
... community service hot-line telephone number for employee assistance; and display and distribution of the... 49 Transportation 3 2010-10-01 2010-10-01 false Employee assistance program. 199.113 Section 199... TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee...
... an employee. Each EAP must include education and training on drug use for employees and training for... program. (1) Each employer shall implement a reasonable program of initial training for employees. The employee training program must include at least the following elements: (i) The effects and consequences of...
... 49 Transportation 9 2010-10-01 2010-10-01 false Education of employees. 1280.7 Section 1280.7... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a... affected employees at the time these procedures are implemented, and by appropriate instructions to new...
... 34 Education 1 2010-07-01 2010-07-01 false Employee's right of appeal. 7.8 Section 7.8 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to the Commissioner of Patents...
... 34 Education 1 2010-07-01 2010-07-01 false Notice to employee of determination. 7.7 Section 7.7 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the Department's determination of the...
... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Restoration rights of TAPER employees... Restoration rights of TAPER employees. An employee serving in the competitive service under a temporary... employee serving in a position classified above GS-15), is entitled to be restored to the position he or...
... 39 Postal Service 1 2010-07-01 2010-07-01 false Waiver of employee rights. 961.10 Section 961.10... EMPLOYEE HEARING PETITIONS UNDER SECTION 5 OF THE DEBT COLLECTION ACT § 961.10 Waiver of employee rights. The Hearing Official may determine the employee has waived his or her right to a hearing and the...
... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to...
... records used to track employee performance during the appraisal period.) (6) Any form or other document... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Contents of employee performance files... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee...
... REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE § 801.3 Measuring employee performance. (a) In general. All employees of the IRS will be... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Measuring employee performance. 801.3 Section...
... REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE § 801.5 Employee satisfaction measures. The employee satisfaction numerical ratings to be... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Employee satisfaction measures. 801.5 Section...
Ren, Feifei; Zhang, Jinghuan
This study attempted to examine the influence of job stressors and organizational innovation climate on employees' innovative behavior. Data were obtained from 282 employees in 4 cities of China. Results indicated that the nature of stressors matters in predicting employees' idea generation. Specifically, stressors that employees tend to appraise…
NASA (National Aeronautics and Space Administration) is one of the biggest employers of engineers in the world--about 90,000 among its own employees and its corporate partners. So it's not surprising that NASA wants kids to learn more about engineering, become interested in the things engineers do, and experience the world of engineering…
Cooper, Beth A.
Workplace and environmental noise issues at NASA Lewis Research Center are effectively managed via a three-part program that addresses hearing conservation, community noise control, and noise control engineering. The Lewis Research Center Noise Exposure Management Program seeks to limit employee noise exposure and maintain community acceptance for critical research while actively pursuing engineered controls for noise generated by more than 100 separate research facilities and the associated services required for their operation.
Johnson, Nicholas L.
Since the Second European Conference on Space Debris in 1997, the Orbital Debris Program Office at the NASA Johnson Space Center has undertaken a major effort to update and improve the principal software tools employed to model the space debris environment and to evaluate mission risks. NASA's orbital debris engineering model, ORDEM, represents the current and near-term Earth orbital debris population from the largest spacecraft to the smallest debris in a manner which permits spacecraft engineers and experimenters to estimate the frequency and velocity with which a satellite may be struck by debris of different sizes. Using expanded databases and a new program design, ORDEM2000 provides a more accurate environment definition combined with a much broader array of output products in comparison with its predecessor, ORDEM96. Studies of the potential long-term space debris environment are now conducted with EVOLVE 4.0, which incorporates significant advances in debris characterization and breakup modeling. An adjunct to EVOLVE 4.0, GEO EVOLVE has been created to examine debris issues near the geosynchronous orbital regime. In support of NASA Safety Standard 1740.14, which establishes debris mitigation guidelines for all NASA space programs, a set of evaluation tools called the Debris Assessment Software (DAS) is specifically designed for program offices to determine whether they are in compliance with NASA debris mitigation guidelines. DAS 1.5 has recently been released with improved WINDOWS compatibility and graphics functions. DAS 2.0 will incorporate guideline changes in a forthcoming revision to NASA Safety Standard 1740.14. Whereas DAS contains a simplified model to calculate possible risks associated with satellite reentries, NASA's higher fidelity Object Reentry Survival Analysis Tool (ORSAT) has been upgraded to Version 5.0. With the growing awareness of the potential risks posed by uncontrolled satellite reentries to people and property on Earth, the
Dusenbery, P.; LaConte, K.; Harold, J. B.; Randall, C.
NASA research programs are helping humanity understand the origin and evolution of galaxies, stars, and planets, and defining the conditions necessary to support life beyond Earth. The Space Science Institute's (SSI) National Center for Interactive Learning (NCIL) was recently funded by NASA`s Science Mission Directorate (SMD) to develop and implement a project called NASA@ My Library: A National Earth and Space Science Initiative That Connects NASA, Public Libraries and Their Communities. As places that offer their services for free, public libraries have become the "public square" by providing a place where members of a community can gather for information, educational programming, and policy discussions. Libraries are developing new ways to engage their patrons in STEM learning, and NCIL's STAR Library Education Network (STAR_Net) has been supporting their efforts for the last eight years, including through a vibrant community of practice that serves both librarians and STEM professionals. Project stakeholders include public library staff, state libraries, the earth and space science education community at NASA, subject matter experts, and informal science educators. The project will leverage high-impact SMD and library events to catalyze partnerships through dissemination of SMD assets and professional development. It will also develop frameworks for public libraries to increase STEM interest pathways in their communities (with supports for reaching underserved audiences). This presentation will summarize the key activities and expected outcomes of the 5-year project.
... Program (FEHBP) regulations to make certain employees who work on intermittent schedules eligible to be... intermittent employees engaged in emergency response functions. DATES: This rule is effective November 9, 2012... Assistance Act (42 U.S.C. 5149(b)(1)) (``Stafford Act'') to respond to major disasters and emergencies...
Full Text Available Topic of the research is the attitudes and interest of the Mill industry workers in Niksic towards sports recreation. The aim of the research is to establish attitudes of the Mill industry employees towards sports recreation and to establish connections and conditionalities depending on age, sex, level of education, subjective assessment of the health condition and level of information one has. The research sample represents employees of both sexes in the mill industry in Niksic. Statistical processing of the data is interpreted quantitatively and qualitatively. For the qualitative data processing we used calculation of percentage relations, coeffi cient of contingency and Hi-quadrate test.
The main goal of this thesis is to highlight the importance of employee engagement and deeply investigate employee engagement among selected employees in medium size organization, which operates in Liptovský Mikuláš. Besides finding out the total employee engagement, author examines the level of cognitive, physical, and emotional engagement too. Results are then compared to other studies provided by Gallup and CIPD research centers. Thesis further introduces the link between employee engageme...
The main focus of this study is on employee engagement in an environment that has gone through organizational change. The aim of this study is to investigate how employee engagement is related to organizational change, and the way it was managed, and which factors facilitate employee engagement according to the employees of the case company. Two theories were adopted to support the empirical research and together they provided the foundation for the theoretical framework. Employee engagem...
Employee engagement becomes an interesting issue on organizational behavior in recent years. Employee engagement has impact on overall company performance as key to success and high profitability to organization. Employee engagement will arise when employees have high morale. When workplace conditions are perceived positively both physical and social, the employee will experience a feeling of well-being that evokes the high level of morale, and then they will work with enthu...
Kamalanabhan, T J; Sai, L Prakash; Mayuri, Duggirala
Employee engagement has been identified as being important to employee productivity and performance. Measures of employee engagement and job satisfaction in the context of information technology (IT) were developed to explore how employee engagement affects perceived job satisfaction. In a sample of IT professionals (N = 159), controlling for age, sex, job tenure, and marital status, employee engagement had a significant and positive correlation with job satisfaction.
Wright, Bill J; Dulacki, Kristen; Rissi, Jill; McBride, Leslie; Tran, Sarah; Royal, Natalie
Employers are increasingly exploring health benefits that incentivize lifestyle change for employees. We used early data from an ongoing study of one such model-the Health Engagement Model (HEM), which Oregon implemented for all public employees in 2012-to analyze variation in employee participation and engagement. A survey was designed to assess program engagement, opinions of the program, and self-reported lifestyle changes. Data were collected in 2012, about 9 months after HEM launched. A representative random sample of 4500 state employees served as the study subjects. Primary measures included whether employees signed up for the program, completed its required activities, and reported making lifestyle changes. Logistic regression was used to analyze survey results. Most employees (86%) chose to participate, but there were important socioeconomic differences: some key target populations, including smokers and obese employees, were the least likely to sign up; less educated employees were also less likely to complete program activities. Despite mostly negative opinions of the program, almost half of participants reported making lifestyle changes. Oregon's HEM launch was largely unpopular with employees, but many reported making the desired lifestyle changes. However, some of those the program is most interested in enrolling were the least likely to engage. People involved with implementing similar programs will need to think carefully about how to cultivate broad interest among employees.
Gillies, D. C. (Compiler); McCauley, D. E. (Compiler)
The Microgravity Materials Science Conference was held July 14-16, 1998 at the Von Braun Center in Huntsville, AL. It was organized by the Microgravity Materials Science Discipline Working Group, sponsored by the Microgravity Research Division at NASA Headquarters, and hosted by the NASA Marshall Space Flight Center and the Alliance for Microgravity Materials Science and Applications. It was the third NASA conference of this type in the microgravity materials science discipline. The microgravity science program sponsored approximately 125 investigations and 100 principal investigators in FY98, almost all of whom made oral or poster presentations at this conference. The conference's purpose was to inform the materials science community of research opportunities in reduced gravity in preparation for a NASA Research Announcement scheduled for release in late 1998 by the Microgravity Research Division at NASA Headquarters. The conference was aimed at materials science researchers from academia, industry, and government. A tour of the Marshall Space Flight Center microgravity research facilities was held on July 16, 1998. This volume is comprised of the research reports submitted by the principal investigators after the conference.
Yuan, Jia; Zhang, Qian-Ming; Gao, Jian; Zhang, Linyan; Wan, Xue-Song; Yu, Xiao-Jun; Zhou, Tao
Enterprises have put more and more emphasis on data analysis so as to obtain effective management advices. Managers and researchers are trying to dig out the major factors that lead to employees' promotion and resignation. Most previous analyses are based on questionnaire survey, which usually consists of a small fraction of samples and contains biases caused by psychological defense. In this paper, we successfully collect a data set consisting of all the employees' work-related interactions (action network, AN for short) and online social connections (social network, SN for short) of a company, which inspires us to reveal the correlations between structural features and employees' career development, namely promotion and resignation. Through statistical analysis, we show that the structural features of both AN and SN are correlated and predictive to employees' promotion and resignation, and the AN has higher correlation and predictability. More specifically, the in-degree in AN is the most relevant indicator for promotion, while the k-shell index in AN and in-degree in SN are both very predictive to resignation. Our results provide a novel and actionable understanding of enterprise management and suggest that to enhance the interplays among employees, no matter work-related or social interplays, can be helpful to reduce staffs' turnover risk.
Dargahi, Hussein; Changizi, Vahid; Jazayeri Gharabagh, Elaheh
Quality of work Life (QWL) originates from interactions between employees' needs and relative organizational resources. QWL is aimed to improve and retain employees' satisfaction, productivity and effectiveness of all organizations. A cross-sectional descriptive study was conducted among 15 Tehran University of Medical Sciences. A Cross-Sectional, descriptive study was conducted among 15 Tehran University of Medical Sciences' Hospitals' Radiology Departments' Employees by QWL questionnaire. Respondents were asked to express their attitudes about a range of key factors as the most important issues impacting their QWL. The data was collected and analyzed by SPSS version 15 software. Most of the respondents indicated that they were unsatisfied and very unsatisfied with key factors of their QWL. Comparison of QWL key factors of TUMS radiology employees with the other countries indicated that most of the employees are unsatisfied with their poor QWL factors. We hope, the implications of these findings deliberate to improve QWL within each of TUMS hospitals radiology departments and also be relevant and value to policymakers of healthcare organizations in Iran. © 2012 Tehran University of Medical Sciences. All rights reserved.
C.M.W. Hoedemaekers (Casper)
textabstractThis study seeks to create an account of how the performing subject comes into being within a specific organizational context. It looks at some of the ways in which managerial practices impact upon the selfhood of employees by means of the language in which they are couched. Drawing
Indah L. Hilmi
Full Text Available The aims of the study are to analyze the relationship of organization culture on individual performance, customer satisfaction and employee engagement as mediation role in the installation of the hospital pharmacy. A total of 100 employees and 100 customers of the hospital pharmacy become participants in this study. The study used questioner and partial least square techniques. The study results show that there are significance between the organization culture and employee engagement (t value (18.16>t table (1.64, organization culture and customer satisfaction (t values (2.37>t-table (1.64, employee engagement and customer satisfaction (t value (3.26>t-table (1.64. In addition, the results show that there is no significant influence between organization culture and individual performance (t values (1.17
... following modifications: NASA Modification of FAR 52.232-12, (MAR 1998) (a) Basic Clause. (1) In paragraph... accepted accounting principles, subject to any applicable subparts of part 31 of the Federal Acquisition...
The primary objective of the symposium was to motivate American Indians and other minority youths and women to select science and engineering as viable career choices, thereby making them available to the technical work force. Other objectives were: (1) to determine how aerospace technology careers and aerospace activities can be made more relevant to minorities and women; (2) to provide an opportunity for key NASA officials to interact with teachers and counselors of the participating schools; (3) to stimulate a greater interest among American Indian organizations and students in NASA's research and development programs; (4) to help NASA's efforts in the recruiting of minorities and women into its work force; and (5) to provide opportunities for minority aerospace scientists and engineers to interact with the minority community, particularly with youths at the junior high school and high school levels.
Full Text Available The importance of Levinas’ notions of sensibility and subjectivity are evident in the revision of phenomenological method by current phenomenologists such as Jean-Luc Marion and Michel Henry. The criticisms of key tenants of classical phenomenology, intentionality and reduction, are of a particular note. However, there are problems with Levinas’ characterization of subjectivity as essentially sensible. In “Totality and Infinity” and “Otherwise than Being”, Levinas criticizes and recasts a traditional notion of subjectivity, particularly the notion of the subject as the first and foremost rational subject. The subject in Levinas’ works is characterized more by its sensibility and affectedness than by its capacity to reason or affect its world. Levinas ties rationality to economy and suggests an alternative notion of reason that leads to his analysis of the ethical relation as the face-to-face encounter. The ‘origin’ of the social relation is located not in our capacity to know but rather in a sensibility that is diametrically opposed to the reason understood as economy. I argue that the opposition in Levinas’ thought between reason and sensibility is problematic and essentially leads to a self-conflicted subject. In fact, it would seem that violence characterizes the subject’s self-relation and, thus, is also inscribed at the base of the social relation. Rather than overcoming a problematic tendency to dualistic thought in philosophy Levinas merely reverses traditional hierarchies of reason/emotion, subject/object and self/other.
Coletta, Mark P.
A viewgraph presentation on NASA's acquisition requirements for configuration management (CM) goes over CM requirements for single mission and multi-mission orientations, CM automation and CALS implementation initiatives, NASA implementation of DOD standards and DID's (data item descriptions), impact of traceability in NASA CM support, NASA's CM efforts in modifying/upgrading equipment, and CM control of multi-vendor hardware.
Hoban, Francis T. (Editor); Hoffman, Edward J. (Editor); Lawbaugh, William M. (Editor)
This volume is the ninth in an ongoing series on aerospace project management at NASA. Articles in this volume cover evolution of NASA cost estimating; SAM 2; National Space Science Program: strategies to maximize science return; and human needs, motivation, and results of the NASA culture surveys. A section on resources for NASA managers rounds out the publication.
Gruber, Jonathan; McKnight, Robin
We explore the causes of the dramatic rise in employee contributions to health insurance over the past two decades. In 1982, 44% of those who were covered by their employer-provided health insurance had their costs fully financed by their employer, but by 1998 this had fallen to 28%. We discuss the theory of why employers might shift premiums to their employees, and empirically model the role of four factors suggested by the theory. We find that there was a large impact of falling tax rates, rising eligibility for insurance through the Medicaid system, rising medical costs, and increased managed care penetration. Overall, this set of factors can explain more than one-half of the rise in employee premiums over the 1982-1996 period.
F. J. Carstens
Full Text Available This study set out to investigate what role the quality of the relationship between business leaders and their employees played in the performance of their business. The study compared the business performance of forty-five area managers in one of the major listed banks in South Africa with their specific leader/employee relationship profiles. The research approach was quantitative and of a correlational nature. The results indicate that although certain elements within the relationship between business leaders and employees indeed have an influence on business performance this alone was not a sufficient condition. The study suggested that the dimensions relating to vision, trust, accountability and decision- making have the strongest influence on business performance. Further research in this area is suggested.
Full Text Available The aim of this paper is to present results of implementation fluctuation preventing counter-measures among other positions in IT department. In 2017 there is still one of the lowest unemployment rates in the history of the Czech Republic (especially in IT and companies are trying to preserve and prevent their key employees from moving to another employer. One of the tools, which could help reduce this risk, is providing additional education, certification and qualification with laying great emphasis on most valuable and essential personnel. The paper present updated results after 6 months since the company started with selection of high risks employees. It has been found that group of employees with high risk of leaving the company has shrunk and overall fluctuation index has also plunged.
Medical practice workplace etiquette is slowly being modified and fine-tuned. New workplace etiquette rules have become necessary because of advances in communications technology, shifting norms, and expectations of what constitutes good manners. Today's medical practice employees must concern themselves with traditional workplace manners but also the manners that come into play when they make or receive cell phone calls, text messages, and e-mails, and when they use social networking media outside of work. This article offers 25 rules for good manners in the medical practice that relate to the ways employees interact with people today, whether face-to-face or when using electronic communications technologies. It offers practical guidelines for making introductions both inside and outside the medical practice. This article also provides a self-quiz to help medical practice employees assess their workplace etiquette intelligence and 12 tips for good workplace table manners.
Kristiansen, Marianne; Bloch-Poulsen, Jørgen
The article deals with employee driven innovation in regular teams from a critical, pragmatic action research perspective, referring to theories on innovation, dialogue, workplace learning, and organizational communication. It is based on an action research project "Innovation and involvement...... through strengthening dialogue in team based organizations" funded by the Danish Ministry of Science, Technology and Innovation. 18 teams from one public and two private organizations participated in the project. The article defines the concept of employee driven innovation (EDI) in relation to theories...... innovations co-created across conflicting workplace interests in and between teams. The article argues that it is meaningful to assert that every employee has an innovative potential, no matter of what educational background or sector and that sometimes, this innovative potential might be facilitated through...
Beven, Gary; Curtis, Kelly D.; Holland, Al W.; Sipes, Walter; VanderArk, Steve
During the NASA-Mir program of the 1990s and due to the challenges inherent in the International Space Station training schedule and operations tempo, it was clear that a special focus on supporting families was a key to overall mission success for the ISS crewmembers pre-, in- and post-flight. To that end, in January 2001 the first Family Services Coordinator was hired by the Behavioral Health and Performance group at NASA JSC and matrixed from Medical Operations into the Astronaut Office's organization. The initial roles and responsibilities were driven by critical needs, including facilitating family communication during training deployments, providing mission-specific and other relevant trainings for spouses, serving as liaison for families with NASA organizations such as Medical Operations, NASA management and the Astronaut Office, and providing assistance to ensure success of an Astronaut Spouses Group. The role of the Family Support Office (FSO) has modified as the ISS Program matured and the needs of families changed. The FSO is currently an integral part of the Astronaut Office's ISS Operations Branch. It still serves the critical function of providing information to families, as well as being the primary contact for US and international partner families with resources at JSC. Since crews launch and return on Russian vehicles, the FSO has the added responsibility for coordinating with Flight Crew Operations, the families, and their guests for Soyuz launches, landings, and Direct Return to Houston post-flight. This presentation will provide a summary of the family support services provided for astronauts, and how they have changed with the Program and families the FSO serves. Considerations for future FSO services will be discussed briefly as NASA proposes one year missions and beyond ISS missions. Learning Objective: 1) Obtain an understanding of the reasons a Family Support Office was important for NASA. 2) Become familiar with the services provided for
Tsushima, Kenji; Yasuo, Masanori; Tanabe, Tsuyoshi; Yoshikawa, Sumiko; Yamazaki, Yoshitaka; Kubo, Keishi
Chronic inhalation of spores may cause respiratory symptoms such as productive cough and sputum. The purpose of this study was to determine the clinical pathophysiology of airway inflammation caused by bunashimeji spores and to investigate whether the spores have direct toxic inflammatory effects. Sensitized employees with respiratory symptoms and a stimulation index (SI) > 200%, and non-sensitized employees with a SI < 200% were enrolled. They underwent sputum induction and chest high-resolution computed tomography (HRCT). The in vitro effect of bunashimeji spore solutions on normal human bronchial epithelial (NHBE) cell cultures was investigated using the air-liquid interface method. Bunashimeji spore solution was added at 10(4) or 10(6) spores per 20 microL/well. The interleukin (IL)-8 and epithelial neutrophil-activating peptide-78 (ENA-78) concentrations in the medium and IL-8 mRNA expression of NHBE cells were assessed after each stimulation. Sensitized employees were divided into 14 with normal HRCT and 9 with abnormal HRCT. Fifteen of the sensitized group and five of the non-sensitized group had a productive cough and sputum. The neutrophil counts in induced sputum were significantly higher in subjects with abnormal HRCT than in those with normal HRCT. IL-8 and ENA-78 concentrations following stimulation with 10(4) and 10(6) spores were significantly increased compared with PBS only on day 9. IL-8 mRNA expression due to spore stimulation was significantly increased compared with control. IL-8 mRNA expression with 10(6) spore stimulation was significantly increased on days 6 and 12 compared with 10(4) spores. The inhalation of spores directly produces toxic inflammatory effects in the airways, independent of the degree of sensitization.
Valente, M S S; Menezes, P R; Pastor-Valero, M; Lopes, C S
The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. To investigate the association between exposure to psychosocial work stressors and depressive symptoms in bank employees. A self-administered questionnaire was completed by a sample of bank employees in Pará and Amapá, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. Psychosocial conditions in banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in bank employees. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: email@example.com.
Godfrey, Sally; Rarick, Heather
Benchmarking was very interesting and provided a wealth of information (1) We did see potential solutions to some of our "top 10" issues (2) We have an assessment of where NASA stands with relation to other aerospace/defense groups We formed new contacts and potential collaborations (1) Several organizations sent us examples of their templates, processes (2) Many of the organizations were interested in future collaboration: sharing of training, metrics, Capability Maturity Model Integration (CMMI) appraisers, instructors, etc. We received feedback from some of our contractors/ partners (1) Desires to participate in our training; provide feedback on procedures (2) Welcomed opportunity to provide feedback on working with NASA
Black, Jesse A.
The purpose of this report is to describe the body of work I have produced as a NASA USRP intern in the spring 2010. My mentor during this time was Richard Birr and I assisted him with many tasks in the advanced systems group in the engineering design lab at NASA's Kennedy space center. The main priority was and scenario modeling for the FAA's next generation air traffic control system and also developing next generation range systems for implementation at Kennedy space center. Also of importance was the development of wiring diagrams for the portable communications terminal for the desert rats program.
This presentation is an introduction to NASA, to science and engineering, to biologically inspired robotics, and to the Swarmie ant-inspired robot project at KSC. This presentation is geared towards elementary school students, middle school students, and also high school students. This presentation is suitable for use in STEM (science, technology, engineering, and math) outreach events. The first use of this presentation will be on Oct 28, 2015 at Madison Middle School in Titusville, Florida where the author has been asked by the NASA-KSC Speakers Bureau to speak to the students about the Swarmie robots.
Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in
Nalbantian, Haig R; Szostak, Anne
In the late 1990s, Fleet Bank was facing high and rising employee turnover, particularly in its retail operations. Overall turnover had reached 25% annually, and among some groups, such as tellers and customer service reps, turnover was as high as 40%. Using a new methodology developed by Mercer Human Resource Consulting, Fleet set out to determine why so many employees were leaving and what could be done to retain them. It began examining data from HR, finance, operations, and sales about employee behavior and the factors that influence it in different locations and labor markets, departments or work groups, in positions with different pay and benefits, and under different supervisors. Fleet's analysis showed that people were leaving not so much for better pay--their personal testimony notwithstanding--but for broader experience, which they thought would enhance their marketability. Additionally, the analysis revealed a link between the turnover problem and the company's busy history of mergers and acquisitions. Fleet's mergers and acquisitions. frequently meant that it had to consolidate operations. That consolidation resulted in layoffs, which provoked higher levels of voluntary turnover, perhaps because remaining employees began worrying about their job security. While the obvious solution to the turnover problem might have been to compensate the remaining employees--say, with higher pay--the more effective and less costly solution, Fleet discovered, was to focus on employees' career opportunities within the company. Those who moved up the hierarchy, or who even made lateral moves, stayed longer. By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars.
Hyde, Paula; Sparrow, Paul; Boaden, Ruth; Harris, Claire
The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance. The paper draws on an extensive qualitative study of the NHS. A novel two-part method was used; the first part used focus group data from managers to identify high-performance HR practices specific to the NHS. Employees then conducted a card-sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work. In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no-one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal). These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively. The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.
Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on
Kim, Yun Kyung; Cha, Nam Hyun
[Purpose] This study identified correlations among occupational stress, fatigue, and depression in call center employees in South Korea. [Subjects and Methods] This study consisted of 150 call center workers. A cross-sectional design was adopted. Tools including the Effort-Reward Imbalance, Checklist Individual Strength, and Depression scales were used to measure levels of stress, fatigue, and depression. [Results] There were statistically significant differences between fatigue and depression. We found that fatigue significantly predicted the level of depression among Korean call center employees (adjusted R(2)= 0.227). [Conclusion] Call center employees who experienced great emotional stress appeared to have high levels of depression, and fatigue was a powerful factor influencing their depression.
Mygind, Niels; Faigen, Benjamin
Purpose: Little systematic work has been completed on the incidence of employee ownership in a Chinese context. Similar to the situation in Eastern Europe, this type of ownership was quite widespread in China, particularly during the 1990s. Based on the existing literature and available statistical...... data, the purpose of this paper is to identify drivers of, and barriers to, the development of employee ownership in China. Design/methodology/approach: The scattered evidence from the literature and official statistical sources are collected and structured in a systematic analysis where the drivers...... on a comprehensive literature review and by utilising existing statistical sources....
Le Moigne, Jacqueline; Grubb, Thomas G.; Milner, Barbara C.
A number of web-accessible databases, including medical, military or other image data, offer universities and other users the ability to teach or research new Image Processing techniques on relevant and well-documented data. However, NASA images have traditionally been difficult for researchers to find, are often only available in hard-to-use formats, and do not always provide sufficient context and background for a non-NASA Scientist user to understand their content. The new IMAGESEER (IMAGEs for Science, Education, Experimentation and Research) database seeks to address these issues. Through a graphically-rich web site for browsing and downloading all of the selected datasets, benchmarks, and tutorials, IMAGESEER provides a widely accessible database of NASA-centric, easy to read, image data for teaching or validating new Image Processing algorithms. As such, IMAGESEER fosters collaboration between NASA and research organizations while simultaneously encouraging development of new and enhanced Image Processing algorithms. The first prototype includes a representative sampling of NASA multispectral and hyperspectral images from several Earth Science instruments, along with a few small tutorials. Image processing techniques are currently represented with cloud detection, image registration, and map cover/classification. For each technique, corresponding data are selected from four different geographic regions, i.e., mountains, urban, water coastal, and agriculture areas. Satellite images have been collected from several instruments - Landsat-5 and -7 Thematic Mappers, Earth Observing-1 (EO-1) Advanced Land Imager (ALI) and Hyperion, and the Moderate Resolution Imaging Spectroradiometer (MODIS). After geo-registration, these images are available in simple common formats such as GeoTIFF and raw formats, along with associated benchmark data.
Le Moigne, Jacqueline; Grubb, Thomas G.; Milner, Barbara C.
A number of web-accessible databases, including medical, military or other image data, offer universities and other users the ability to teach or research new Image Processing techniques on relevant and well-documented data. However, NASA images have traditionally been difficult for researchers to find, are often only available in hard-to-use formats, and do not always provide sufficient context and background for a non-NASA Scientist user to understand their content. The new IMAGESEER (IMAGEs for Science, Education, Experimentation and Research) database seeks to address these issues. Through a graphically-rich web site for browsing and downloading all of the selected datasets, benchmarks, and tutorials, IMAGESEER provides a widely accessible database of NASA-centric, easy to read, image data for teaching or validating new Image Processing algorithms. As such, IMAGESEER fosters collaboration between NASA and research organizations while simultaneously encouraging development of new and enhanced Image Processing algorithms. The first prototype includes a representative sampling of NASA multispectral and hyperspectral images from several Earth Science instruments, along with a few small tutorials. Image processing techniques are currently represented with cloud detection, image registration, and map cover/classification. For each technique, corresponding data are selected from four different geographic regions, i.e., mountains, urban, water coastal, and agriculture areas. Satellite images have been collected from several instruments - Landsat-5 and -7 Thematic Mappers, Earth Observing -1 (EO-1) Advanced Land Imager (ALI) and Hyperion, and the Moderate Resolution Imaging Spectroradiometer (MODIS). After geo-registration, these images are available in simple common formats such as GeoTIFF and raw formats, along with associated benchmark data.
Thomsen, Steen; Rose, Caspar; Kronborg, Dorte
Several European countries have mandatory employee representation on company boards, but the consequences for corporate governance are debated. We use employee representation rules in the otherwise quite similar Nordic countries (Denmark, Finland, Norway, and Sweden) to elicit information...... on shareholder preferences for employee representation and board size. We find that shareholders tend to choose board structures that minimize the proportion of employee representatives. In Denmark and Norway employee representation depends on board size, and shareholders choose board sizes that minimize...... the number of employee representatives. However, many companies have more employee representatives than is mandatory. In Sweden, where the law mandates a fixed number of employee representatives (two or three depending on firm size), shareholders choose to have larger boards. In Finland, where employee...
Smith, Peter M; Mustard, Cameron A
Objective To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Design Three repeated national Canadian cross‐sectional surveys. Subjects 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Main outcome Receiving occupational health and safety training, orientation training or office or non‐office equipment training in either a classroom or on‐the‐job in the previous 12 months. Results Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium‐sized workplaces and in manufacturing, and men in large workplaces and in part‐time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. Conclusions From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries. PMID:17296687
Dilhani Anuradha Akuratiya
Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.
Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.
Potocka, Adrianna; Mościcka, Agnieszka
The aim of the study was to analyze potential relations between occupational stress, coping styles and ing habits. Questionnaires administered to 160 public administration employees allowed for assessing eating habits, occupational stress and coping styles. The eating habits correlated with work stress (ro-Spearman's = 0.17-0.29). More unhealthy eating patterns were observed in employees characterized by a higher level of stress. Such stressors as overload, lack of control over work and inappropriate work organization were especially related to poorer eating habits. Among the analyzed coping styles, focusing on emotions (ro-S = 0.19) and searching for emotional support most significantly correlated with poorer eating behaviors (ro-S = 0.16). There were statistically significant differences in eating habits, depending on the level of job stress (U = 1583.50, p eating more than those with a medium level of job stress. The relationship between subjective assessment of job stress, coping and eating habits has been confirmed. Taking into account the role of stress and coping, as the potential determinants of eating patterns in humans, more attention should be paid to education and promotion of knowledge about the relationship between stress and human eating behaviors to prevent obesity and eating disorders.
National Aeronautics and Space Administration, Washington, DC. Educational Programs Div.
Presented is one of a series of National Aeronautics and Space Administration (NASA) facts about the exploration of Mars. In this publication, emphasis is placed on the sun's planetary system with note made that there is no one theory for the origin and subsequent evolution of the Solar System that is generally accepted. Ideas from many scientists…