Exploring employees' perceptions, job-related attitudes and characteristics during a planned organizational change

Directory of Open Access Journals (Sweden)

Katsaros, K.K.

2014-07-01

Full Text Available The current study explores employee perceptions regarding organizational readiness to change, supervisory support, trust in management and appropriateness of change during a planned organizational change in a public hospital. Survey data were collected at two time periods, before and five months after the initiation of the planned change. Research findings show a significant increase in perceptive organizational readiness to change, supervisory support, trust in management and appropriateness of change after the planned change implementation. Findings also suggest that differences in the aforementioned perceptions are moderated by certain job-related attitudes, namely, job satisfaction, organizational commitment and job involvement; and job-related characteristics, namely, skill variety, task identity, task significance feedback, autonomy and goal clarity. Theoretical and practical implications of these findings are discussed.

EMPLOYEE RETENTION: COMPONENTS OF JOB SATISFACTION OF GREEN INDUSTRY EMPLOYEES

OpenAIRE

Bitsch, Vera; Hogberg, Michael

2004-01-01

Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information.

The Impact of Correctional Officer Perceptions of Inmates on Job Stress

Directory of Open Access Journals (Sweden)

Marcos Misis

2013-05-01

Full Text Available Research suggests that job-related stress affects correctional officers’ attitudes toward their work environment, coworkers, and supervisors, as well as their physical and mental health; however, very few studies have examined the relationship between stress and attitudes toward inmates. This study examined the relationship between correctional officers’ levels of stress and their perceptions of inmates by surveying a sample of 501 correctional officers employed by a Southern prison system. Hierarchical multiple regression analysis was used to test the principal hypothesis of this study—that more negative perceptions of inmates would result in higher levels of stress for correctional officers. Independent variables were grouped into four groups (demographic variables, supervisory support, job characteristics, and attitudes toward inmates and were entered into the model in blocks. Lower supervisory support and perceptions of the job being dangerous were associated with higher levels of job stress. More importantly, correctional officers who saw inmates as intimidated (not arrogant and nonmanipulative reported lower levels of job stress, while officers who perceived inmates as being unfriendly, antisocial, and cold reported higher levels of stress.

Job satisfaction of nurses who work in private psychiatric hospitals.

Science.gov (United States)

Aronson, Keith R

2005-01-01

This study assessed the job satisfaction of nurses who work in private psychiatric hospitals. In 1998 and 1999 an anonymous employee satisfaction survey was completed by all 3,024 employees of 39 for-profit psychiatric hospitals owned by the same hospital corporation. Of this total, 546 were registered nurses (RNs). Generally RNs reported fair levels of satisfaction. They reported high levels of pride in their hospitals but low levels of satisfaction with the parent company. Differences in satisfaction were noted as a function of work shift, supervisory role, work setting, and tenure. RNs were less satisfied than employees in all other hospital job classifications. RNs' low level of satisfaction relative to other positions is concerning.

Development of a supervisory skills course for hospital pharmacy workplaces.

Science.gov (United States)

Woloschuk, Donna M M; Raymond, Colette B

2010-07-01

Many Canadian hospital pharmacies are experiencing difficulties recruiting supervisory personnel. It was expected that, through a "learning-by-doing" course, pharmacy staff would learn to apply basic skills in the day-to-day supervision of pharmacy operations and human resources and to apply the principles of supervisory documentation. A supervisory skills course targeted to pharmacy staff members was developed and implemented by the pharmacy department of a large urban health region. The course was initially offered to practising pharmacy technicians. The course design emphasized a constructivist framework incorporating authentic learning and reflective practice during seminars, with experiential and self-directed learning in the workplace. Preceptors assisted learners to achieve the course goals. Learners and preceptors provided feedback about hours spent (as the course progressed) and about their satisfaction with the course itself (at the end of the course). Learners and preceptors completed a post-program evaluation 2 months after completing the course to help in the assessment of the transfer of learning (lasting impact) associated with the course. Overall performance in the course was assessed on a pass/fail basis. Eighteen pharmacy technicians were admitted to the program, but one withdrew because of a job change. All learners successfully completed the course. Two months after the course, learners and preceptors described enhanced organization, time management, leadership, communication, and conflict-resolution skills on the part of learners, as well as their increased confidence, maturity, and ability to supervise staff. Learners' evaluations revealed a broadened perspective of pharmacy. The preceptors valued the enhancement of learners' skills and their increased enthusiasm. At the time of writing, 6 of the participants had secured supervisory positions. Creating formal instruction that engages pharmacy staff to pursue management positions is challenging

A Process Algebra for Supervisory Coordination

Directory of Open Access Journals (Sweden)

Jos Baeten

2011-08-01

Full Text Available A supervisory controller controls and coordinates the behavior of different components of a complex machine by observing their discrete behaviour. Supervisory control theory studies automated synthesis of controller models, known as supervisors, based on formal models of the machine components and a formalization of the requirements. Subsequently, code generation can be used to implement this supervisor in software, on a PLC, or embedded microprocessor. In this article, we take a closer look at the control loop that couples the supervisory controller and the machine. We model both event-based and state-based observations using process algebra and bisimulation-based semantics. The main application area of supervisory control that we consider is coordination, referred to as supervisory coordination, and we give an academic and an industrial example, discussing the process-theoretic concepts employed.

Conceptual design of a new supervisory control system for JT-60SA

International Nuclear Information System (INIS)

Totsuka, Toshiyuki; Sakata, Shinya

2009-05-01

The functions of JT-60 discharge control computer system and the data processing computer system will be integrated into a new JT-60SA supervisory control system to improve the operational efficiency of the JT-60 control computer system. In this report, we first show the necessary requirements for the new JT-60SA supervisory control system that should have high cost performance and maintainability. Next, overall system image of the new JT-60SA supervisory control system is presented and the necessary functions and the issues to be solved in the development are shown. Finally, the necessary manpower for this development and performance of the computer hardware, and the expected reduction of maintenance cost of the computer system are described. (author)

Supervisory training: From self awareness to leadership skills

International Nuclear Information System (INIS)

Kelly, M.

1991-01-01

This presentation will trace the development of the New York Power Authority's three-phase first line supervisory training curriculum. In twenty-two days of classroom training, this program follows our new supervisors though their first two years on the job. The objectives of this presentation are to: share the ups and downs experienced during the three years it took to design and fully implement the program; describe the rationale for, and content of, each of the program's three phases; and describe the corporate impact of the training, including the unexpected demand by higher level staff for similar comprehensive management development programs. Topics covered will include management support, needs assessment, program design and evolution, and training impact

The relationship between constructivist supervisory practices, school climate, and student proficiency in reading, mathematics, and science: Evidence from NELS:88

Science.gov (United States)

Molnar, John Alexander

In an effort to improve instruction and student learning, school reform efforts have become prevalent. School reformers have examined many aspects of the school experience, including learning theories such as behaviorism and constructivism, the changing roles of teachers and supervisors, and even the concept of the school itself. The theoretical framework for this study centered around constructivist learning theory. The study itself focused on the application of constructivist learning theory to the supervisory process. The study examined five areas of interest: (a) teachers' perceptions of constructivist supervisory behavior; (b) teachers' perceptions of efficacy and control in the classroom; (c) teachers' perceptions of school climate; (d) teachers' perceptions of job satisfaction, and (e) the influences of each of the aforementioned on student proficiency in mathematics, reading, and science. Data for the study was drawn from the first follow-up survey of the National Educational Longitudinal Study of 1988 (NELS: 88). NELS: 88 investigated a wide variety of factors that influence the educational process. The first follow-up focuses on environmental factors that affect teachers and students. Variables were selected from the NELS:88 data set that represented the areas to be examined. Factor analysis and correlational analysis were applied to ensure that the variables were measuring distinct constructs and to determine ways they could be grouped for analysis. Multiple linear regression analysis was applied to determine relationships among the individual and composite variables, controlling for student and teacher demographic factors. The results of the study suggest that varying relationships do exist between constructivist supervisory practices and the constructs measuring school climate and job satisfaction. The results also suggest that varying relationships exist between each of these factors and student proficiency in mathematics, reading, and science

Design of an advanced human-centered supervisory system for a nuclear fuel reprocessing system

International Nuclear Information System (INIS)

Riera, B.; Lambert, M.; Martel, G.

1999-01-01

In the field of highly automated processes, our research concerns supervisory system design adapted to supervisory and default diagnosis by human operators. The interpretation of decisional human behaviour models shows that the tasks of human operators require different information, which has repercussions on the supervisory system design. We propose an advanced human-centred supervisory system (AHCSS) which is more adapted to human-beings, because it integrates new representation of the production system,(such as functional and behavioural aspects) with the use of advanced algorithms of detection and location. Based on an approach using these new concepts, and AHCSS was created for a nuclear fuel reprocessing system. (authors)

Supervisory Styles: A Contingency Framework

Science.gov (United States)

Boehe, Dirk Michael

2016-01-01

While the contingent nature of doctoral supervision has been acknowledged, the literature on supervisory styles has yet to deliver a theory-based contingency framework. A contingency framework can assist supervisors and research students in identifying appropriate supervisory styles under varying circumstances. The conceptual study reported here…

Development of an Automated Decision-Making Tool for Supervisory Control System

Energy Technology Data Exchange (ETDEWEB)

Cetiner, Sacit M. [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Muhlheim, Michael David [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Flanagan, George F. [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Fugate, David L. [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Kisner, Roger A. [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States)

2014-09-01

This technical report was generated as a product of the Supervisory Control for Multi-Modular Small Modular Reactor (SMR) Plants project within the Instrumentation, Control and Human-Machine Interface technology area under the Advanced Small Modular Reactor (AdvSMR) Research and Development Program of the US Department of Energy. The report documents the definition of strategies, functional elements, and the structural architecture of a supervisory control system for multi-modular AdvSMR plants. This research activity advances the state of the art by incorporating real-time, probabilistic-based decision-making into the supervisory control system architectural layers through the introduction of a tiered-plant system approach. The report provides background information on the state of the art of automated decision-making, including the description of existing methodologies. It then presents a description of a generalized decision-making framework, upon which the supervisory control decision-making algorithm is based. The probabilistic portion of automated decision-making is demonstrated through a simple hydraulic loop example.

Models of Public Relations in Bulgaria and Job Satisfaction among Its Practitioners.

Science.gov (United States)

Karadjov, Christopher; Kim, Yungwook; Karavasilev, Lyudmil

2000-01-01

Explores public relations practices and job satisfaction among Bulgarian public relations practitioners. Finds Bulgarian practitioners need a supervisory organization to lead them to a pervasive and strong ethical standard. (NH)

Supervisory control synthesis for a waterway lock

NARCIS (Netherlands)

Reijnen, F.F.H.; Goorden, M.A.; van de Mortel - Fronczak, J.M.; Rooda, J.E.

2017-01-01

Formal methods help in coping with the growing functionality and complexity, time-to-market and costs in cyber-physical systems (CPSs). Supervisory control synthesis (SCS) is such a method. It can be used to synthesize a controller for a CPS from the uncontrolled system model (plant) and the

Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

Science.gov (United States)

Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

2013-01-01

When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

A diary study on the happy worker: how job resources generate positive emotions and generate personal resources

NARCIS (Netherlands)

Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.

2012-01-01

This diary study tests the broaden-and-build theory in the work context and expands it by examining job resources as potential antecedents of positive emotions on a daily basis. We hypothesized that general perceptions of job resources (autonomy, supervisory coaching, and the psychological climate

A reconfigurable hybrid supervisory system for process control

International Nuclear Information System (INIS)

Garcia, H.E.; Ray, A.; Edwards, R.M.

1994-01-01

This paper presents a reconfigurable approach to decision and control systems for complex dynamic processes. The proposed supervisory control system is a reconfigurable hybrid architecture structured into three functional levels of hierarchy, namely, execution, supervision, and coordination. While the bottom execution level is constituted by either reconfigurable continuously varying or discrete event systems, the top two levels are necessarily governed by reconfigurable sets of discrete event decision and control systems. Based on the process status, the set of active control and supervisory algorithm is chosen. The reconfigurable hybrid system is briefly described along with a discussion on its implementation at the Experimental Breeder Reactor II of Argonne National Laboratory. A process control application of this hybrid system is presented and evaluated in an in-plant experiment

A reconfigurable hybrid supervisory system for process control

International Nuclear Information System (INIS)

Garcia, H.E.; Ray, A.; Edwards, R.M.

1994-01-01

This paper presents a reconfigurable approach to decision and control systems for complex dynamic processes. The proposed supervisory control system is a reconfigurable hybrid architecture structured into three functional levels of hierarchy, namely, execution, supervision, and coordination. While, the bottom execution level is constituted by either reconfigurable continuously varying or discrete event systems, the top two levels are necessarily governed by reconfigurable sets of discrete event decision and control systems. Based on the process status, the set of active control and supervisory algorithm is chosen. The reconfigurable hybrid system is briefly described along with a discussion on its implementation at the Experimental Breeder Reactor 2 of Argonne National Laboratory. A process control application of this hybrid system is presented and evaluated in an in-plant experiment

Sex Role Identity and the Prediction of Job Performance in Stereotypic Masculine and Feminine Tasks.

Science.gov (United States)

Dalessio, Anthony; And Others

Much research on sex roles and their correlates characteristically has been performed in laboratory settings with a college student sample. Job analysis interviews were conducted to extend androgyny research to the work setting. Supervisory performance ratings of job activities and Bem Sex-Role Inventory data were obtained for 135 female nurses. A…

RTE - Report by the Chairman of the Supervisory Board 2016

International Nuclear Information System (INIS)

2017-01-01

The Chairman of the Supervisory Board of RTE (Reseau de Transport d'Electricite) draws up and publishes an annual report on corporate governance and internal control procedures, in application of Paragraph 7 of Article L. 225-68 of French company law (Code de Commerce). This is a requirement on companies whose shares are traded on a regulated market, as is the case of RTE. Paragraph 7 of Article L. 225-68 of French company law (Code de Commerce) stipulates that the report must present: the composition of the Supervisory Board and the application of the principle of equal representation of men and women, the conditions of preparing and organising the work of the Supervisory Board, internal control and risk management procedures implemented by the company, the corporate governance code to which the company adheres. Additionally, this report must set out: the principles for determining the remuneration of senior executives, specific provisions relating to the involvement of shareholders at the General Meeting of Shareholders. Within RTE, this report has been prepared by the Legal Affairs Department, which directed a work team. They reported on the functioning of the Supervisory Board and the implementation of internal control and risk management procedures, both for RTE and for its subsidiaries. The present report was approved by the Executive Board and was submitted to the Statutory Auditors. It was then presented to the Economic and Audit Supervisory Committee on 07 February 2017 and the Supervisory Board on 09 February 2017. The report was published at the same time as the activity report, the management report and consolidated accounts, annual accounts and the sustainability report. This document takes account of the various recommendations published by the French Financial Markets Authority (AMF)

Communicating Processes with Data for Supervisory Coordination

Directory of Open Access Journals (Sweden)

Jasen Markovski

2012-08-01

Full Text Available We employ supervisory controllers to safely coordinate high-level discrete(-event behavior of distributed components of complex systems. Supervisory controllers observe discrete-event system behavior, make a decision on allowed activities, and communicate the control signals to the involved parties. Models of the supervisory controllers can be automatically synthesized based on formal models of the system components and a formalization of the safe coordination (control requirements. Based on the obtained models, code generation can be used to implement the supervisory controllers in software, on a PLC, or an embedded (microprocessor. In this article, we develop a process theory with data that supports a model-based systems engineering framework for supervisory coordination. We employ communication to distinguish between the different flows of information, i.e., observation and supervision, whereas we employ data to specify the coordination requirements more compactly, and to increase the expressivity of the framework. To illustrate the framework, we remodel an industrial case study involving coordination of maintenance procedures of a printing process of a high-tech Oce printer.

[Occupational mental health and job satisfaction in university teachers in Shenyang, China].

Science.gov (United States)

Li, M Y; Wang, Z Y; Wu, H; Wang, J N; Wang, L

2017-02-20

Objective: To investigate the current status of occupational mental health and job satisfaction in university teachers in Shenyang, China and related influencing factors. Methods: A total of 1500 teachers from 6 universities in Shenyang were randomly selected as study subjects from November 2013 to January 2014. Self-administered questionnaires were used to investigate mental health, including effort-reward imbalance questionnaire, Minnesota Satisfaction Questionnaire, Center for Epidemiological Survey-Depression Scale, and Psychological Capital Questionnaire. Results: Of all teachers, 58.9% had depressive symptoms. Depressive symptoms in university teachers were negatively correlated with the scores of psychological capital, supervisory commitment, and perceived organizational support ( r =-0.461, -0.306, and -0.366, all P university teachers in Shenyang, and psychological capital has a mediating effect on perceived organizational support, supervisory commitment, occupational stress, job satisfaction, and depressive symptoms.

Supervisory, hierarchical control for a multimodular ALMR

International Nuclear Information System (INIS)

Otaduy, P.J.; Brittain, C.R.; Rovere, L.A.

1989-01-01

This paper describes the directions and present status of research in supervisory control for multimodular nuclear plants at ORNL as part of DOE's advanced controls program ACTO. The hierarchical supervisory structure envisioned for a PRISM-like supervisor closest to the process actuators and how it has actually been implemented for demonstration in a network of CPU's is presented next. Two demonstrations of supervisory control with an expert system are also described, one for control of a plant with a single reactor and turbine, the other for control of a plant with three reactors and one turbine. An appendix contains the mathematical basis for the novel approach to large scale system decomposition we have used in the demonstrations of supervisory distributed control of the single reactor plant. 6 refs., 5 figs

Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement

NARCIS (Netherlands)

Airila, Auli; Hakanen, Jari J.; Schaufeli, Wilmar B.|info:eu-repo/dai/nl/073779563; Luukkonen, Ritva; Punakallio, Anne; Lusa, Sirpa

2014-01-01

Using a two-wave 10-year longitudinal design, this study examined the motivational process proposed by the Job Demands-Resources (JD-R) model. The aim was to examine whether work engagement acts as a mediator between job resources (i.e. supervisory relations, interpersonal relations and task

A fuzzy quality function deployment approach to improve a component of a supervisory control and data acquisition system

OpenAIRE

Cristea Ciprian; Saşa Ciprian; Cristea Maria

2017-01-01

Monitoring and control of electric transformer stations, frequently spread out over small or large geographical areas, are achieved with supervisory control and data acquisition (SCADA). Quality function deployment (QFD) is a valuable analyzing tool in product design and development. To solve the uncertainty or inherent imprecision in QFD, many researchers have applied the fuzzy set theory to QFD and have developed various fuzzy QFD approaches. The literature regarding applying fuzzy QFD for ...

30 CFR 77.1703 - First-Aid training; supervisory employees.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 77... UNDERGROUND COAL MINES Miscellaneous § 77.1703 First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses for selected supervisory employees at the mine. Within 60 days...

Scale Transformations and Information Presentation in Supervisory Control

DEFF Research Database (Denmark)

Petersen, Johannes; May, Michael

2006-01-01

It is commonly accepted that designers of supervisory control systems cannot comprehensively anticipate operators' information needs. In order to compensate the lack between the information presented by the Supervisory control system and the information needed, operators tailor the information...... presentation. Currently, there is a lack of theoretical understanding of tailoring activities and hence fundamental principles for the design of Supervisory control systems that support tailoring activities in a systematic manner. Any data being presented to the operator is oil one of the four different scale...... the paper proposes systematic principles for operator-initiated adaptation of the interpretation of system properties as presented by the supervisory control system. The value of the approach is illustrated by means of examples. (c) 2005 Elsevier Ltd. All rights reserved....

Public service electric and gas company technical supervisory skills programs for nuclear power plant personnel

International Nuclear Information System (INIS)

Meredith, J.B.

1985-01-01

A series of training programs entitled Technical Supervisory Skills Programs for management personnel are described. The first level of this program, TSSP-1, is a seven week program designed for first-line supervisors and other selected management personnel responsible for directing the work forces in the stations. TSSP-1 includes training in PWR/BWR Technology, Supervision, Aberrant Behavior Identification, Labor Relations and Ethics, Technical Administration, Quality Assurance Program, On-the-job Training, and Specific Departmental Training. TSSP-2, TSSP-3, and TSSP-4 courses are described in this paper

Board of Directors or Supervisory Board

DEFF Research Database (Denmark)

Werlauff, Erik

2009-01-01

The article analyses the legal consequences of the choice now available to Danish public limited companies, which can now opt for a two-tier management structure, in which the management board undertakes both the day-to-day and the overall management, while a supervisory board exercises control...... over the management board, including its appointment and dismissal. The article considers which companies a two-tier structure may be relevant for, and reviews the consequences for the composition, election and functioning of the company organs....

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

Science.gov (United States)

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

2015-01-01

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

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

Directory of Open Access Journals (Sweden)

Abdul Kadar Muhammad Masum

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

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

Science.gov (United States)

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

2015-01-01

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

Job insecurity and organizational citizenship behavior: exploring curvilinear and moderated relationships.

Science.gov (United States)

Lam, Chak Fu; Liang, Jian; Ashford, Susan J; Lee, Cynthia

2015-03-01

This article examined a curvilinear relationship between job insecurity and organizational citizenship behavior (OCB). Drawing from social exchange theory and research on personal control, we developed and tested an explanation for employees' reactions to job insecurity based on their conceptualization of their social exchange relationship with the organization at different levels of job insecurity. Using data from 244 Chinese employees and 102 supervisory ratings of OCB, we found support for a U-shaped relationship between job insecurity and OCB. Moreover, 2 factors--psychological capital and subordinate-supervisor guanxi--moderated the curvilinear relationship, such that the curvilinear relationship is more pronounced among those with lower psychological capital or less positive subordinate-supervisor guanxi. PsycINFO Database Record (c) 2015 APA, all rights reserved.

International Symposium on Monitoring Behavior and Supervisory Control

CERN Document Server

Johannsen, Gunnar

1976-01-01

This book includes all papers presented at the International Symposium on Monitoring Behavior and Supervisory Control held at Berchtesgaden, Federal Republic of Germany, March 8-12, 1976. The Symposium was sponsored by the Scientific Affairs Division of the North Atlantic Treaty Organization, Brussels, and the government of the Federal Republic of Germany, Bonn. We believe the book constitutes an important and timely status report on monitoring behavior and supervisory control by human operators of complex man-machine systems in which the computer is sharing key functions with the man. These systems include aircraft and other vehicles, nuclear and more conventional power plants, and processes for the manu­ facture of chemicals, petroleum, and discrete parts. By "monitoring" we mean the systematic observation by a human operator of mul tiple sources of information, e. g. , ranging from integrated display consoles to disparate "live situations". The monitor's purpose is to determine whether operations are norm...

Model-Based Engineering of Supervisory Controllers using CIF

NARCIS (Netherlands)

Schiffelers, R.R.H.; Theunissen, R.J.M.; Beek, van D.A.; Rooda, J.E.; Levendovsky, T.; Lengyel, L.

2009-01-01

In the Model-Based Engineering (MBE) paradigm, models are the core elements in the design process of a system from its requirements to the actual implementation of the system. By means of Supervisory Control Theory (SCT), supervisory controllers (supervisors) can be synthesized instead of

Self-Disclosure as a Predictor of EAP Supervisory Utilization

Science.gov (United States)

Donohoe, Timothy L.; Johnson, James T.; Taquino, Maurice A.

1999-01-01

The value of Employee Assistance Programs (EAPS) has been cited in a variety of published papers and articles. An important managerial element relative to the assessment and referral of troubled employees has been supervisory training. There has been numerous studies highlighting the various factors and circumstances associated with supervisory behavior and EAP referrals. The inclusion of emotional awareness factors in EAP supervisory utilization has not been thoroughly investigated, although frequently found in the literature as a training and development objective for managers in business and education. The present study sought to determine what role supervisory denial and anxiety avoidance plays in confrontation of troubled employees and if admission of specific, internal emotional events is a characteristic among EAP utilizing supervisors.

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

Science.gov (United States)

Karimi, Leila; Karimi, Hamidreza; Nouri, Aboulghassem

2011-04-01

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

Validating the JobFit system functional assessment method

Energy Technology Data Exchange (ETDEWEB)

Jenny Legge; Robin Burgess-Limerick

2007-05-15

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

Management and non-supervisory perceptions surrounding the implementation and significance of high-performance work practices in a nuclear power plant

Science.gov (United States)

Ashbridge, Gayle Ann

Change management has become an imperative for organizations as they move into the 21st century; up to 75 percent of change initiatives fail. Nuclear power plants face the same challenges as industrial firms with the added challenge of deregulation. Faced with this challenge, restructuring the electric utility has raised a number of complex issues. Under traditional cost-of-service regulation, electric utilities were able to pass on their costs to consumers who absorbed them. In the new competitive environment, customers will now choose their suppliers based on the most competitive price. The purpose of this study is to determine the degree of congruence between non-supervisory and supervisory personnel regarding the perceived implementation of high performance workplace practices at a nuclear power plant. This study used as its foundation the practices identified in the Road to High Performance Workplaces: A Guide to Better Jobs and Better Business Results by the U.S. Department of Labor's Office of the American Workplace (1994). The population for this study consisted of organizational members at one nuclear power plant. Over 300 individuals completed surveys on high performance workplace practices. Two surveys were administered, one to non-supervisory personnel and one to first line supervisors and above. The determination of implementation levels was accomplished through descriptive statistical analysis. Results of the study revealed 32 areas of noncongruence between non-supervisory and supervisory personnel in regard to the perceived implementation level of the high performance workplace practices. Factor analysis further revealed that the order in which the respondents place emphasis on the variables varies between the two groups. This study provides recommendations that may improve the nuclear power plants alignment of activities. Recommendations are also provided for additional research on high-performance work practices.

Advanced I&C for Fault-Tolerant Supervisory Control of Small Modular Reactors

Energy Technology Data Exchange (ETDEWEB)

Cole, Daniel G. [Univ. of Pittsburgh, PA (United States)

2018-01-30

In this research, we have developed a supervisory control approach to enable automated control of SMRs. By design the supervisory control system has an hierarchical, interconnected, adaptive control architecture. A considerable advantage to this architecture is that it allows subsystems to communicate at different/finer granularity, facilitates monitoring of process at the modular and plant levels, and enables supervisory control. We have investigated the deployment of automation, monitoring, and data collection technologies to enable operation of multiple SMRs. Each unit's controller collects and transfers information from local loops and optimize that unit’s parameters. Information is passed from the each SMR unit controller to the supervisory controller, which supervises the actions of SMR units and manage plant processes. The information processed at the supervisory level will provide operators the necessary information needed for reactor, unit, and plant operation. In conjunction with the supervisory effort, we have investigated techniques for fault-tolerant networks, over which information is transmitted between local loops and the supervisory controller to maintain a safe level of operational normalcy in the presence of anomalies. The fault-tolerance of the supervisory control architecture, the network that supports it, and the impact of fault-tolerance on multi-unit SMR plant control has been a second focus of this research. To this end, we have investigated the deployment of advanced automation, monitoring, and data collection and communications technologies to enable operation of multiple SMRs. We have created a fault-tolerant multi-unit SMR supervisory controller that collects and transfers information from local loops, supervise their actions, and adaptively optimize the controller parameters. The goal of this research has been to develop the methodologies and procedures for fault-tolerant supervisory control of small modular reactors. To achieve

Leadership Development: A Supervisory Responsibility

National Research Council Canada - National Science Library

French, David

2000-01-01

.... This is a recurring theme found throughout leadership literature and speeches. The US Air Force clearly establishes subordinate development as a supervisory responsibility in top-level doctrine...

12 CFR 261.20 - Confidential supervisory information made available to supervised financial institutions and...

Science.gov (United States)

2010-01-01

... available to supervised financial institutions and financial institution supervisory agencies. 261.20... Supervised Institutions, Financial Institution Supervisory Agencies, Law Enforcement Agencies, and Others in... institutions and financial institution supervisory agencies. (a) Disclosure of confidential supervisory...

Development and psychometric testing of the Supportive Supervisory Scale.

Science.gov (United States)

McGilton, Katherine S

2010-06-01

To describe the development and psychometric testing of the Supportive Supervisory Scale (SSS). The development of the items of the scale was based on Winnicott's relationship theory and on focus groups with 26 healthcare aides (HCAs) and 30 supervisors from six long-term care (LTC) facilities in Ontario, Canada. Content validity of the 15-item instrument was established by a panel of experts. Based on a secondary analysis of data collected from 222 HCAs in 10 LTC facilities in Ontario, Canada, the SSS was subjected to principal components analysis with oblique rotation. A two-factor solution was accepted, which is consistent with the theoretical conceptualization of the instrument. Factor I was labeled Respects Uniqueness and Factor II was labeled Being Reliable. Internal consistency of Factor I was .95, and that of Factor II was .91. Discriminant validity was also established. The focus groups revealed that "being available to staff" while "recognizing the HCA as an individual, and taking a moment to get to know them" was essential to feeling supported by their supervisor. The SSS is a reliable and valid measure of supervisory support of supervisors working in LTC facilities. At the core of supportive supervision is the supervisor's ability to develop and maintain positive relationships with each HCA. It is through respecting the uniqueness of each HCA and being reliable that supervisor-HCA relationships can flourish. Supportive leadership in LTC settings is a major contributor to HCAs' job satisfaction and retention and to quality of patient care. Therefore, a tool developed and tested to measure supervisors' supportive capacities in LTC is primal to evaluate the effectiveness of supervisors in these environments.

Modular supervisory controller for hybrid power systems

Energy Technology Data Exchange (ETDEWEB)

Lemos Pereira, A. de

2000-06-01

The power supply of remote places has been commonly provided by thermal power plants, usually diesel generators. Although hybrid power systems may constitute the most economical solution in many applications their widespread application to the electrification schemes of remote areas still depends on improvements in the issues of design and operation control. The main limitations of the present hybrid power systems technology, which are identified in this work, are related to the control and supervision of the power system. Therefore this thesis focuses on the modularity of supervisory controllers in order to design cost-competitive and reliable hybrid power systems. The modular supervisory controller created in this project is considered an important part of a system design approach that aims to overcome the technical difficulties of the current engineering practice and contribute to open the market of hybrid power systems. The term modular refers to a set of design characteristics that allows the use of basically the same supervisory controller in different projects. The modularization and standardisation of the controller include several issues such as interfacing components, communication protocols, modelling, programming and control strategies. The modularity can reduce the highly specialised system engineering related to the integration of components, operation and control. It can also avoid the high costs for installation, service and maintenance. A modular algorithm for supervisory controllers has been developed (a Matlab program called SuperCon) using an object-oriented design and it has been tested through several simulations using different hybrid system configurations and different control strategies. This thesis presents a complete control system design process which can be used as the basis for the development and implementation of intelligent and autonomous supervisory controllers for hybrid power systems with modular characteristics. (au)

The Supervisory Process of EFL Teachers: A Case Study

Science.gov (United States)

Chen, Cheryl Wei-Yu; Cheng, Yuh-show

2013-01-01

Supervision is an essential part of language teachers' professional experiences. The literature on language teacher supervision from the past few decades consists largely of descriptions of supervisory approaches (Bailey, 2009) and analysis of the supervisory discourse (Hooton, 2008; Wajnryb, 1994; 1995; 1998; Wallace & Woolger, 1991). This…

Job Demands and Job Resources in Human Service Managerial Work An External Assessment ThroughWork Content Analysis

Directory of Open Access Journals (Sweden)

Linda Corin

2016-12-01

Full Text Available Managers’ psychosocial working conditions are important for managerial sustainability in the public sector. The job demands-resources (JD-R model is a widely applied and well-recognized framework for measuring psychosocial working conditions. However, there is still a need for methodological contributions including more objective as well as qualitative ways to assess these conditions. In this study, job demands and job resources as well as the balance between them was qualitatively and externally assessed for first-line human service managers using a work content analysis method. Conditions and actions were focused upon with an external perspective. Special attention was paid to concrete examples and consequences of work characteristics with predefined criteria and cut-off points to guide the assessments. The results reveal an imbalance for human service managers between high levels of job demands and the lack of job resources available to meet these demands. Work overload, conflicting and unclear goals and tasks, emotional demands, restricted control, and lack of supervisory and organizational support generally characterized the managerial assignment. The analysis provided concrete explanations of the current work strain in this group of employees, thereby giving both short-term and long-term possibilities for improvement of managerial work and sustainability.

Chronic job burnout and daily functioning: A theoretical analysis

Directory of Open Access Journals (Sweden)

Arnold B. Bakker

2014-12-01

Full Text Available In this article, we discuss the individual employee's role in the development of his/her job burnout. We review the antecedents and consequences of burnout, and propose a model with chronic burnout as a moderator of daily functioning in the workplace. Specifically, we argue that chronic burnout strengthens the loss cycle of daily job demands, daily exhaustion, and daily self-undermining. Additionally, we argue that chronic burnout weakens the gain cycle of daily job resources, daily work engagement, and daily job crafting. We conclude that employees with high levels of burnout need help in structurally changing their working conditions and health status.

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

Science.gov (United States)

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

2011-01-01

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

Perceptions of Administrative and Supervisory Support in Public Child Welfare

Directory of Open Access Journals (Sweden)

Tonya M. Westbrook

2012-06-01

Full Text Available Using the Child Welfare Organizational Culture Inventory (CWOCI in a public child welfare agency, perceptions of administrative and supervisory support held by employees with social work degrees (BSW and MSW were compared to perceptions of administrative and supervisory support held by employees without social work degrees. Child welfare employees with social work degrees reported lower administrative and supervisory support than employees without social work degrees. Implications for social work educators, public child welfare administrators and supervisors, and future research are presented.

Work-related factors, job satisfaction and intent to leave the current job among United States nurses.

Science.gov (United States)

Han, Kihye; Trinkoff, Alison M; Gurses, Ayse P

2015-11-01

To examine the relationships of work-related factors (e.g., autonomy, work schedule, supervisory and peer support) to nurses' job satisfaction and intent to leave their current position. Low job satisfaction and high turnover of nurses are major problems for health care. To improve nurse retention, work-related factors associated with job satisfaction and intent to leave should be investigated. A cross-sectional secondary data analysis. Data were obtained in 2004 from Wave 3 of the Nurses' Worklife and Health Study. A random sample of 5000 actively licenced nurses in Illinois and North Carolina (two U.S. states) were sent the survey in wave 1, of which 1641 actively working bedside nurses participated in wave 3. We examined associations of various work-related factors with job satisfaction and intent to leave the current position. Nurses who were dissatisfied with their job reported significantly higher psychological demands and lower autonomy than nurses who were satisfied. Nurses were significantly less satisfied with their jobs when they worked longer hours with inadequate breaks or sick days. Lack of support from peers and supervisors was also related to significantly lower odds of job satisfaction. For intention to leave, nurses who said they planned to leave their current job reported significantly lower autonomy and less support from their peers than nurses who intended to stay. A variety of modifiable work-related factors were significantly related to job satisfaction and intention to leave the current job among nurses. Future research should focus on developing interventions that could mitigate these factors (e.g., by improving work schedules, increasing autonomy and/or nurse support). The impact of such interventions on job satisfaction and intention to leave the current position could then be evaluated. To increase nurse retention, improved schedules, autonomy and supportive work environments should be promoted. © 2015 John Wiley & Sons Ltd.

32 CFR 776.53 - Responsibilities of the Judge Advocate General and supervisory attorneys.

Science.gov (United States)

2010-07-01

... of the Judge Advocate General and supervisory attorneys. (a) Responsibilities of the Judge Advocate General and supervisory attorneys. (1) The JAG and supervisory attorneys shall make reasonable efforts to... 32 National Defense 5 2010-07-01 2010-07-01 false Responsibilities of the Judge Advocate General...

Development of new supervisory system with ITV. ITV ni yoru kanshi system ni kansuru kenkyu

Energy Technology Data Exchange (ETDEWEB)

Shimonaga, S; Matsunaga, R; Ono, H [The Kyushu Electric Power Co. Inc., Fukuoka (Japan)

1994-02-28

This paper describes an automatic trespassing supervisory system with ITV and picture processing (PP). The paper details an integrated control system and automatic supervision. The system functions to automatically detect a trespassing by means of PP, transfers items of information collected by sensors to a remote control center, and records relevant data. The operation principle consists of measurement of change in two or more images of moving bodies with binary value at a certain interval, determination on acceptability of the moving bodies represented by human characteristics, and identification of a trespasser. The system consists of an automatic supervisory device using PP and an automatic patrolling and searching device by means of sensor measurements. The supervisory device has images outputted from ITV and VTR processed by PP, host computer, and HD, and linked to an indication mechanism. According to the result of a site test at wireless transmission station of Kyushu Electric Power Company, the difference between measurement values collected by the searching device and those by the supervisory device was [plus minus]3% or less (other than EG output current), which is a useful value for verification. Although the basic technique has been established, practical use of the system still has some problems including performance improvement in picture processing. 37 refs., 38 figs., 18 tabs.

Depressive and anxiety disorders on-the-job: the importance of job characteristics for good work functioning in persons with depressive and anxiety disorders.

Science.gov (United States)

Plaisier, Inger; de Graaf, Ron; de Bruijn, Jeanne; Smit, Johannes; van Dyck, Richard; Beekman, Aartjan; Penninx, Brenda

2012-12-30

This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study of Depression and Anxiety (NESDA, n=2981) we examined associations between job characteristics and work functioning (absenteeism and work performance) in multinominal logistic regression models. Job characteristics were working hours, psychosocial working conditions and occupational status. As expected, depressed and anxious patients were at significantly elevated risk for absenteeism and poor work performance. In analyses adjusted for psychopathology, absenteeism and poor performance were significantly lower among persons reporting high job support, high job control, less working hours, self-employed and high skilled jobs. Associations were comparable between persons with and without psychopathology. High job support, high job control and reduced working hours were partially related to work functioning in both workers with- and without-psychopathology. Since depressed and anxious employees are at a substantially increased risk for absenteeism and poor work performance, strategies that improve job support and feelings of control at work may be especially helpful to prevent poor work functioning in this at-risk group of employees. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

30 CFR 75.1713-3 - First-Aid training; supervisory employees.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 75... First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses... employee and date on which the employee satisfactorily completed the first-aid training course. The...

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors.

Science.gov (United States)

Pincus, J. David; And Others

Using H. Dennis' (1974) five-factor communication climate construct framework as a predictor variable, a study investigated the relationship between perceptions of communication climate and job satisfaction of supervisory employees in the banking industry. A systematic random sample was drawn from 68 commercial banks in Orange County, California,…

Supervisory control in a distributed, hierarchical architecture for a multimodular LMR

International Nuclear Information System (INIS)

Otaduy, P.J.; Brittain, C.R.; Rovere, L.A.

1989-01-01

This paper describes the directions and present status of the research in supervisory control for multimodular nuclear plants being conducted at Oak Ridge National Laboratory (ORNL) as part of US Department of Energy's (DOE) Advanced Controls Program. First, the hierarchical supervisory control structure envisioned for a Power Reactor Inherently Safe Module (PRISM) multimodular LMR is discussed. Next, the architecture of the supervisory module closest to the process actuators and its implementation for demonstration in a network of CPU's are presented. 12 refs., 3 figs

Research reactor job analysis - A project description

International Nuclear Information System (INIS)

Yoder, John; Bessler, Nancy J.

1988-01-01

Addressing the need of the improved training in nuclear industry, nuclear utilities established training program guidelines based on Performance-Based Training (PBT) concepts. The comparison of commercial nuclear power facilities with research and test reactors owned by the U.S. Department of Energy (DOE), made in an independent review of personnel selection, training, and qualification requirements for DOE-owned reactors pointed out that the complexity of the most critical tasks in research reactors is less than that in power reactors. The U.S. Department of Energy (DOE) started a project by commissioning Oak Ridge Associated Universities (ORAU) to conduct a job analysis survey of representative research reactor facilities. The output of the project consists of two publications: Volume 1 - Research Reactor Job Analysis: Overview, which contains an Introduction, Project Description, Project Methodology,, and. An Overview of Performance-Based Training (PBT); and Volume 2 - Research Reactor Job Analysis: Implementation, which contains Guidelines for Application of Preliminary Task Lists and Preliminary Task Lists for Reactor Operators and Supervisory Reactor Operators

Optimising Job-Shop Functions Utilising the Score-Function Method

DEFF Research Database (Denmark)

Nielsen, Erland Hejn

2000-01-01

During the last 1-2 decades, simulation optimisation of discrete event dynamic systems (DEDS) has made considerable theoretical progress with respect to computational efficiency. The score-function (SF) method and the infinitesimal perturbation analysis (IPA) are two candidates belonging to this ......During the last 1-2 decades, simulation optimisation of discrete event dynamic systems (DEDS) has made considerable theoretical progress with respect to computational efficiency. The score-function (SF) method and the infinitesimal perturbation analysis (IPA) are two candidates belonging...... of a Job-Shop can be handled by the SF method....

Decision support in supervisory control

International Nuclear Information System (INIS)

Rasmussen, J.; Goodstein, L.P.

1985-08-01

It is argued that the supervisory control of complex industrial processes having a potential for serious consequences in case of accidents requires careful consideration of the allocation of decision making between the three main agents of control; namely the designer, the operator and the automatic control system. In particular, it is advocated that instead of continuing their efforts to make their preplanning of responses and countermeasures more and more complete and restricting the operator's initiative, designers should take advantage of modern information technology to make available to the operators their conceptual models and their processing resources so as to allow the operators to function as their extended arm in coping with the plant. Such an interactive decision making activity would thus benefit from this simultaneous availability of the design basis, up-to-date knowledge of plant status and accumualted operational experience. (author)

SUPERVISORY CONTROL FOR PEAK REDUCTION IN COMMERCIAL BUILDINGS WHILE MAINTAINING COMFORT

Energy Technology Data Exchange (ETDEWEB)

Nutaro, James J [ORNL; Olama, Mohammed M [ORNL; Kuruganti, Teja [ORNL

2016-01-01

This paper describes a supervisory control strategy for limiting peak power demand by small and medium commercial buildings while still meeting the business needs of the occupants. This control strategy has two features that make it relevant to new and existing buildings. First, it is designed to operate with building equipment, such as air conditioning and refrigeration systems, as they are presently installed in most small and medium commercial buildings. Because of this, the supervisory control could be realized as a software-only retrofit to existing building management systems. Second, the proposed control acts as a supervisory management layer over existing control systems, rather than replacing them outright. The primary idea of this approach is that the controls for individual building equipment request energy resources for a control action and the supervisory control examines the requests and decides which control actions to allow while satisfying a limit on peak power demand.

Two-objective on-line optimization of supervisory control strategy

Energy Technology Data Exchange (ETDEWEB)

Nassif, N.; Kajl, S.; Sabourin, R. [Ecole de Technologie Superieure, Montreal (Canada)

2004-09-01

The set points of supervisory control strategy are optimized with respect to energy use and thermal comfort for existing HVAC systems. The set point values of zone temperatures, supply duct static pressure, and supply air temperature are the problem variables, while energy use and thermal comfort are the objective functions. The HVAC system model includes all the individual component models developed and validated against the monitored data of an existing VAV system. It serves to calculate energy use during the optimization process, whereas the actual energy use is determined by using monitoring data and the appropriate validated component models. A comparison, done for one summer week, of actual and optimal energy use shows that the on-line implementation of a genetic algorithm optimization program to determine the optimal set points of supervisory control strategy could save energy by 19.5%, while satisfying the minimum zone airflow rates and the thermal comfort. The results also indicate that the application of the two-objective optimization problem can help control daily energy use or daily building thermal comfort, thus saving more energy than the application of the one-objective optimization problem. (Author)

Teacher Job Satisfaction and Motivation to Leave the Teaching Profession: Relations with School Context, Feeling of Belonging, and Emotional Exhaustion

Science.gov (United States)

Skaalvik, Einar M.; Skaalvik, Sidsel

2011-01-01

This study examines the relations between school context variables and teachers' feeling of belonging, emotional exhaustion, job satisfaction, and motivation to leave the teaching profession. Six aspects of the school context were measured: value consonance, supervisory support, relations with colleagues, relations with parents, time pressure, and…

A Queueing Model for Supervisory Control of Unmanned Autonomous Vehicles

Science.gov (United States)

2013-09-01

Autonomous Vehicles Joseph DiVita, PhD Robert L. Morris Maria Olinda Rodas SSC Pacific Approved...298 (Rev. 8/98) Prescribed by ANSI Std. Z39.18 09–2013 Final A Queueing Model for Supervisory Control of Unmanned Autonomous Vehicles Joseph...Mission Area: Command and Control, Queueing Model; Supervisory Control; Unmanned Autonomous Vehicles M. O. Rodas U U U U 38 (619)

Areva - Press release from the Supervisory Board

International Nuclear Information System (INIS)

Marie, Patricia; Briand, Pauline; Floquet-Daubigeon, Fleur; Michaut, Maxime; Scorbiac, Marie de; Repaire, Philippine du

2012-01-01

During its meeting held on December 12, 2011, devoted in particular to the examination of the 2011 closing estimates, the AREVA Executive Board indicated that it expected to book a provision of 1.46 billion euros (2.025 billion US dollars) in the company's accounts for fiscal year 2011 for impairment of assets for the reporting entity UraMin, a mining company acquired by AREVA in 2007, which, given the provision booked in 2010 (426 million euros), brings the value of these assets on the AREVA balance sheet down to 410 million euros. Given the size of these provisions, the Supervisory Board decided to make three of its members, meeting as an ad hoc committee, in charge of analyzing the terms of acquisition of this company, as well as the key decisions made in this reporting entity up to 2011 and, based on the outcome of these analyses, to recommend to it any appropriate measures in AREVA's interest. This committee reported on its work during the Supervisory Board meeting held on February 14, 2012. In light of this report, the Supervisory Board found that the fairness and reliability of the financial statements of previous years were not in question. Nevertheless, considering the malfunctions raised, the Board considers it appropriate to thoroughly review AREVA's governance in order to ensure that decisions concerning large acquisitions or investments be reviewed and validated in the future under conditions ensuring better legal and financial security and enabling a more transparent dialogue between management and the Supervisory Board. It thus asked the Executive Board to recommend, at the next General Meeting of Shareholders, that the by-laws of the company be modified to make the Supervisory Board's prior approval of investments, stake acquisitions and acquisitions mandatory above a threshold of 20 million euros. It also decided to set up a business ethics committee within the Supervisory Board responsible for ensuring that rules of conduct are properly applied

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

Science.gov (United States)

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

2017-10-01

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

Migration of supervisory machine control architectures

NARCIS (Netherlands)

Graaf, B.; Weber, S.; Deursen, van A.; Nord, R.; Medvidovic, N.; Krikhaar, R.; Stafford, J.; Bosch, J.

2005-01-01

In this position paper, we discuss a first step towards an approach for the migration of supervisory machine control (SMC) architectures. This approach is based on the identification of SMC concerns and the definition of corresponding transformation rules.

I. Do chronic pain patients' perceptions about their preinjury jobs determine their intent to return to the same type of job post-pain facility treatment?

Science.gov (United States)

Fishbain, D A; Rosomoff, H L; Cutler, R B; Steele-Rosomoff, R

1995-12-01

To demonstrate that chronic pain patients' (CPPs') perceptions about their preinjury jobs determine their intent to return to the same type of job post pain facility treatment. A total of 225 CPPs completed a series of rating scales and yes/no questions relating to their preinjury job perceptions and a question relating to intent to return to the same type of preinjury job post-pain facility treatment. The CPPs were broken down into subgroups (males, females, college males, noncollege males, college females, noncollege females), and within each subgroup those not intending to return to the same type of pre-injury job were compared to those intending to return on the preinjury job perception questions. In addition for the whole group, stepwise discriminant analysis was used to predict who planned to return to the preinjury job utilizing the job perceptions questions. Multidisciplinary Pain Center. Consecutive chronic pain patients. For the whole group, CPPs not intending to return were more likely to complain of job excessive physical demands, job satisfaction, and job dislike. Job perception complaints that were significantly different between the intending and not intending to return groups differed between the subgroups. For example, noncollege males not intending to return were more likely to complain of excessive physical demands only versus satisfaction and liking as significant items for college males who did not intend to return. Within the discriminant analysis, the combination of job satisfaction, excessive physical demands, employee conflicts, job liking, job dangerousness, supervisory conflicts, job stress, and age classified 73.46% of the CPPs correctly as to intent to return to the same type of preinjury job. There appears to be a relationship between preinjury job perceptions and intent to return to the same type of job post pain treatment. However, subgroups of CPPs will differ by which job perceptions are important towards making that decision.

Supervisory Control and Court Management

Directory of Open Access Journals (Sweden)

Andreas Lienhard

2009-08-01

Full Text Available Court management is an essential precondition for guaranteeing the adjudication of cases. At the same time, court administration is the key focus of supervisory control. Management instruments and structures, caseload management and other elements of quality assurance including the certification of judicial authorities must therefore be accorded considerable constitutional importance.

Automatic synthesis of supervisory control systems

NARCIS (Netherlands)

Najafi, E.

2016-01-01

Sequential composition is an effective supervisory control method for addressing control problems in nonlinear dynamical systems. It executes a set of controllers sequentially to achieve a control specification that cannot be realized by a single controller. Sequential composition focuses on the

The Roles of Socioeconomic Status, Occupational Health and Job Rank on the Epidemiology of Different Psychiatric Symptoms in a Sample of UK Workers.

Science.gov (United States)

Lopes, B; Kamau, C; Jaspal, R

2018-03-06

There is a considerable gap in epidemiological literature about community mental health showing how psychiatric symptoms are associated with job rank, socioeconomic status, and occupational health. We examine data from 4596 employees collected in the United Kingdom's Psychiatric Morbidity among Adults Living in Private Households Survey. There were 939 workers in managerial jobs, 739 in supervisory jobs and 2918 employees in lower ranking jobs. Of the 4596 workers, 2463 had depressive symptoms and 2133 no depressive symptoms. Job rank, household gross income, social class, personal gross income and socio-economic group were significantly associated with general health, occupational health and depressive and avoidant symptoms. Job rank, occupational and physical health also explained the variance in paranoid and avoidant symptoms among the employees. This study shows that severe psychopathology is related to workers' job rank.

Plant Modeling for Human Supervisory Control

DEFF Research Database (Denmark)

Lind, Morten

1999-01-01

This paper provides an overview of multilevel flow modelling (MFM) and its application for design of displays for the supervisory control of industrial plant. The problem of designing the inforrrzatian content of sacpervisory displays is discussed and plant representations like MFM using levels...

Effectiveness of behavioral skills training on staff performance in a job training setting for high-functioning adolescents with autism spectrum disorders

NARCIS (Netherlands)

Palmen, A.M.J.W.; Didden, H.C.M.; Korzilius, H.P.L.M.

2010-01-01

Few studies have focused on improving staff performance in naturalistic training settings for high-functioning adolescents with autism spectrum disorders. Behavioral skills training, consisting of group instruction and supervisory feedback, was used to improve staff performance on (a) providing

Reducing job insecurity and increasing performance ratings: does impression management matter?

Science.gov (United States)

Huang, Guo-hua; Zhao, Helen Hailin; Niu, Xiong-ying; Ashford, Susan J; Lee, Cynthia

2013-09-01

Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PsycINFO Database Record (c) 2013 APA, all rights reserved

Assistance tools for generic definition of ITER maintenance tasks and scenarios in advanced supervisory control systems

International Nuclear Information System (INIS)

Zieba, Stéphane; Russotto, François-Xavier; Da Silva Simoes, Max; Measson, Yvan

2013-01-01

Highlights: ► Improve supervisory control systems for ITER in-vessel and hot cell maintenance. ► Optimize remote handling operations effectiveness, reliability and safety. ► Provide a generic description of the maintenance tasks and scenarios. ► Development of context-based assistances for operators and supervisor. ► Improvement of operator's situation awareness. -- Abstract: This paper concerns the improvement of supervisory control systems in the context of remote handling for the maintenance tasks in ITER. This work aims at providing a single formalism and tools to define in a generic way the ITER maintenance tasks and scenarios for in-vessel and hot cell operations. A three-layered approach is proposed to model these tasks and scenarios. Physical actions are defined for the scene elements. From these physical actions, behaviours are defined to represent high-level functionalities. Finally, interaction modes define the way that behaviours are achieved in terms of human–machine interactions. Case study concerning the blanket maintenance procedure is discussed concerning the contributions of the descriptive model and the context-based assistances to the activities of supervisory control

Organizational Structure as a Determinant of Job Burnout.

Science.gov (United States)

Bilal, Atif; Ahmed, Hafiz Mushtaq

2017-03-01

This exploratory study determined the impact of organizational structure, particularly participation in decision making, instrumental communication, formalization, integration, and promotional opportunity, on burnout among Pakistani pediatric nurses. Data were collected from pediatric nurses working for Punjab's largest state-run hospital. The findings revealed that participation in decision making, instrumental communication, and promotional opportunity prevented burnout. Formalization contributed to burnout but integration was not related to burnout. Quite interestingly, except for supervisory status, most control variables for this study were not significantly related to emotional burnout. Hence, the hypothesis that organizational structure is a determinant of job burnout was accepted.

Supervisory behavior, reciprocity and subordinate absenteeism

NARCIS (Netherlands)

Dierendonck, van D.; Blanc, Le P.M.; Breukelen, van W.

2002-01-01

The present study among 242 professionals working in a lung clinic and nursing home was designed to test a model that links supervisory behavior (i.e. leader member exchange (LMX) behavior and conflict management behavior) and reciprocity in the supervisor/subordinate relationship to objectively

The Satisfaction of Teachers with Their Supervisors' Interpersonal Communication Skills in Relation to Job Burn-Out and Growth Satisfaction in Southern India

Science.gov (United States)

Rajesh, J. Irudhaya; Suganthi, L.

2013-01-01

Social support of supervisors and colleagues is thought to enable people to cope better with the demanding work situations. More specifically, supportive, supervisory communication has been found to reduce uncertainty, promote discussion, build self-esteem, clarify role expectations and inculcate meaning in the job among employees. In an attempt…

Supervisory Control and Data Acquisition Laboratory

Directory of Open Access Journals (Sweden)

M. Iacob

2010-06-01

Full Text Available This paper presents practical laboratories for teaching purpose in Supervisory Control and Data Acquisition (SCADA systems. A SCADA system is described in terms of architecture, process interfaces, functionality, and application development facilities. These concepts are implemented on an integrated automation system, particularly for digital control of electric drives with a distributed peripheral, i.e., Totally Integrated Automation with Democase from Siemens. Using this system, a wide range of applications can be designed, implemented and tested. A practical labs set is presented to introduce gradually the main SCADA elements, and finally to develop an application to control an induction motor in interlocked manual/automatic mode, with touch-screen Human Machine Interface (HMI. The system employs industrial busses like PROFIBus and industrial Ethernet. The SCADA system also shows trends, alarms, motor frequency and automatic sequence of motor speed profile.

Ubiquitous Supervisory System Based on Social Contexts Using Ontology

Directory of Open Access Journals (Sweden)

Satoru Izumi

2009-01-01

Full Text Available As described in this paper, we propose a supervisory system that considers actual situations and social aspects of users in a ubiquitous computing environment. To realize gentle and safe supervision while providing efficient supervisory services, the system must recognize the situations of a watched person, such as the person's physical condition. To achieve this, we have proposed a ubiquitous supervisory system "uEyes", which introduces Social Context Awareness: a distinguishing feature for supervision. Using this feature, the system can combine environmental information acquired from sensors in the real world and common-sense knowledge related to human activities in daily life. As described in this paper, we specifically examine design of Social Context Awareness using ontology technologies. Based on this advanced feature, a live video streaming system is configured autonomously depending on the users' circumstances in runtime. We implemented a uEyes prototype for supervising elderly people and performed some experiments based on several scenarios. Based on those experimental results, we confirmed that the social contexts are handled effectively to support the supervision.

The Supervisory Control System for the HL-2A Neutral Beam Injector

Science.gov (United States)

Li, Bo; Li, Li; Feng, Kun; Wang, Xueyun; Yang, Jiaxing; Huang, Zhihui; Kang, Zihua; Wang, Mingwei; Zhang, Guoqing; Lei, Guangjiu; Rao, Jun

2009-06-01

Supervisory control and protection system of the neutral beam injector (NBI) in the HL-2A tokamak is presented. The system is used for a safe coordination of all the main NBI subsystems. Because the system is based on computer networks with its transmission medium of optical fiber, its advantages in high operational stability, reliability, security and flexible functional expandability are clearly shown during the NBI commissioning and heating experiment in HL-2A.

Predictors of global job satisfaction among Saudi physiotherapists: a descriptive study.

Science.gov (United States)

AlEisa, Einas; Tse, Cynthia; Alkassabi, Othman; Buragadda, Syamala; Melam, Ganeswara Rao

2015-01-01

Job satisfaction is an important consideration in the recruitment and retention of physiotherapists (PTs). To date, the job satisfaction of PTs working in Saudi Arabia has not been investigated. The aim of this study was to measure the level of job satisfaction of PTs working in Saudi Arabia and evaluate predictors of job satisfaction. This was a cross-sectional observational study among licensed physical therapists working across 11 health care centers and university hospitals in Riyadh between 2013 and 2014. A total of 183 physical therapists participated in the survey. Level of job satisfaction and factors influencing satisfaction were explored using a purpose-designed job satisfaction questionnaire. It consisted of 8 survey domains, and the scores were normalized to allow between-domain comparison. Global job satisfaction was 37%. The highest levels of job satisfaction were seen in the domains of professional development and teamwork and the lowest levels of job satisfaction in the domains of supervisory/ management relationship (75%) and working environment (60%). Predictors of job satisfaction were gender (OR [odds ratio] 1.4, 95% CI 1.1-2.3), age (OR 0.7, 95% CI 0.5-0.9), relationships with supervisors and managers (OR 1.3, 95% CI 1.2-1.9), working environment (OR 1.2, 95% CI 1.0-2.3), and opportunities for professional development (OR 1.4, 95% CI 1.2-3.7). Saudi PTs were moderately satisfied with their job; strategies should be designed in such a way that they experience a high level of job satisfaction and retention thus resulting in improved rehabilitation services in Saudi Arabia.

Crisis-counselor perceptions of job training, stress, and satisfaction during disaster recovery.

Science.gov (United States)

Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E

2018-05-03

The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p job training was rated as useful (p job stress (p job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Extended supervisory control of Peirce-Smith converter

International Nuclear Information System (INIS)

Hadjiski, Mincho; Boshnakov, Kosta

2014-01-01

In this paper some problems of the tight integration of the Process Control (PC) and Condition Based Maintenance (CBM) are considered in the creation of a supervised control system for Peirce-Smith Converter. The motivation of this approach is carried out on the base of numerous experimental data analyses, which show a significant improving potential. Because of a very high level of stochastic components in the direct measurements, due to the melt crystallisation a data driven degradation model is derived. A multistage procedure is proposed for effective Maintenance Decision Making (MDM) using a threshold based policy, Rule-Based Reasoning (RBR) and Case-Based Reasoning (CBR). The extended functionality of the proposed system is discussed. Key words: mathematical modelling, Peirce-Smith converter (PSC), rule-based reasoning (RBR), supervisory control, threshold based maintenance, maintenance decision making

What happens at work stays at work? Workplace supervisory social interactions and blood pressure outcomes.

Science.gov (United States)

Wong, Jennifer H K; Kelloway, E Kevin

2016-04-01

We investigated the relationship between workplace supervisory social interactions and blood pressure outcomes using hourly diary entries and ambulatory blood pressure data from an experience sampling study of 55 long-term care employees. After accounting for relevant cardiovascular controls, significant effects of supervisory interactions on cardiovascular reactivity and recovery were found. Multilevel analyses revealed that negatively perceived supervisory interactions predicted higher systolic blood pressure at work (B = -1.59, p pressure recovery after work (B = -14.52, p < .05, N = 33). Specifically, negatively perceived supervisory interactions at work predicted poorer cardiovascular recovery after work. Suggestions for improving practices in organizations and in experience sampling research are discussed. (c) 2016 APA, all rights reserved).

Role stress and job satisfaction: their supervisory antecedents and their influence on organizational commitment

Directory of Open Access Journals (Sweden)

C. Boshoff

1995-06-01

Full Text Available Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization. This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as

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

Directory of Open Access Journals (Sweden)

H. Viviers

1995-09-01

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

Job Satisfaction and Job Performance at the Work Place

OpenAIRE

Vanden Berghe, Jae Hyung

2011-01-01

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

Mental and physical health-related functioning mediates between psychological job demands and sickness absence among nurses.

Science.gov (United States)

Roelen, Corné; van Rhenen, Willem; Schaufeli, Wilmar; van der Klink, Jac; Magerøy, Nils; Moen, Bente; Bjorvatn, Bjørn; Pallesen, Ståle

2014-08-01

To investigate whether health-related functioning mediates the effect of psychological job demands on sickness absence in nurses. Nurses face high job demands that can have adverse health effects resulting in sickness absence. Prospective cohort study with 1-year follow-up. Data for 2964 Norwegian nurses were collected in the period 2008-2010. At baseline, psychological job demands were measured with the Demand-Control-Support Questionnaire. Health-related functioning was assessed by the Mental Composite Score and the Physical Composite Score of the SF-12 Health Survey (2nd version). Sickness absence (no = 0, yes = 1) was self-reported at 1-year follow-up. Interaction and mediation analyses were conducted stratified by tenure (6 years) as a registered nurse. A total of 2180 nurses (74%) with complete data were eligible for analysis. A significant three-way interaction between job demands, control and support was found in newly licensed nurses (tenure sickness absence at 1-year follow-up. This association was substantially weakened when Mental Composite Score and Physical Composite Score were introduced as mediator variables, indicating a partial mediation effect that was particularly pronounced in newly licensed nurses. Psychological job demands did not modify the effect of health-related functioning on sickness absence. Both mental and physical health-related functioning mediated between psychological job demands and sickness absence. Nurse managers should pay attention to health-related functioning, because poor health-related functioning may predict sickness absence, especially in newly licensed nurses. © 2013 John Wiley & Sons Ltd.

Job Satisfaction and the Neglected Variable of Job Seniority

Science.gov (United States)

Ronen, Simcha

1978-01-01

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

Chronic job burnout and daily functioning: A theoretical analysis

NARCIS (Netherlands)

A.B. Bakker (Arnold); P.L. Costa (Patrícia Lopes)

2014-01-01

textabstractIn this article, we discuss the individual employee's role in the development of his/her job burnout. We review the antecedents and consequences of burnout, and propose a model with chronic burnout as a moderator of daily functioning in the workplace. Specifically, we argue that chronic

KEBERHASILAN PELAYANAN STRATEGIS KONSUMEN TOKO RETAIL

Directory of Open Access Journals (Sweden)

Gatut L. Budiono

2017-04-01

Full Text Available Abstract: The research problem originates from previous research done by Yoon et al (2004:395-412. The instruments were re-research in Depok city West Java. It was measuring the effect of organizational support, supervisory support, customer participation, and job satisfaction and employee service quality. This research was to attest the hypothesis and to examine the effect of organizational support, supervisory support, customer participation in the service effort, job satisfaction and employee service quality.There was significant effect of organizational support, supervisory support, customer participation in service effort, job satisfaction. For future research, what factors are affecting to the service effort and job satisfaction, beside organization support, supervisory support, customer participation, and what factors affecting to the employee service quality, beside service effort, job satisfaction.

Supervisory Monitoring of Workplace at CIAE in 2011

Institute of Scientific and Technical Information of China (English)

无

2011-01-01

1 Introduction Based on The Routine Monitoring Programme for Workplace at CIAE in 2011 which approved by Division of Safe and Environmental Protection, a management sector of China Institute of Atomic Energy (CIAE), supervisory monitoring of

Enabling Critical Reflection on Research Supervisory Practice

Science.gov (United States)

Pearson, Margot; Kayrooz, Carole

2004-01-01

This paper describes the development of an instrument--The Reflective Supervisor Questionnaire (RSQ). The RSQ maps the domain of research supervisory practice as a facilitative process involving educational tasks and activities. It is designed to assist research supervisors explore, by means of self-reflection and reflection on feedback from…

Sleep deprivation influences some but not all processes of supervisory attention

Science.gov (United States)

Jennings, J. R.; Monk, T. H.; van der Molen, M. W.

2003-01-01

Does one night of sleep deprivation alter processes of supervisory attention in general or only a specific subset of such processes? Twenty college-aged volunteers, half female, performed a choice reaction time task. A cue indicated that compatible (e.g., right button, right-pointing arrow) or incompatible (e.g., left button, right-pointing arrow) responses were to be given to a stimulus that followed 50 or 500 ms later. The paradigm assessed response inhibition, task-shifting skill, and task strategy-processes inherent in supervisory attention. Performance, along with heart rate, was assessed for 12 hr following normal sleep or a night of complete sleep deprivation. Sleep deprivation altered neither preparation for task shifting nor response inhibition. The ability to use preparatory bias to speed performance did decrease with sleep deprivation. Sleep deprivation appears to selectively affect this supervisory attention process, which is perceived as an active effort to cope with a challenging task.

A psychometric approach to supervisory competency assessment

Directory of Open Access Journals (Sweden)

A. Vorster

2003-10-01

Full Text Available The primary purpose of this study was to evaluate the possibility of using a psychometric approach for assessing supervisory competencies relevant to the mining and refining environment. The competency questionnaire was developed using supervisory roles and registered supervisory unit standards from the United Kingdom (UK, as no registered unit standards exist in South Africa. Twenty-four supervisors from three departments (Production, Engineering and Laboratory were evaluated by 125 raters; besides by themselves, also by their managers, peers, customers and their sub-ordinates. Based on difference scores derived from the Importance and Performance scales, a single factor was extracted with an internal reliability of 0,965. No statistical significant differences were obtained (ANOVA’s, t-test and F-statistics between groups based on biographical variables or between rater groups. The findings and their implications are further discussed. Opsomming Die primêre doel van die studie was om die moontlikheid vir die gebruik van ’n psigometriese benadering tot toesighouerbevoegdheidsbeoordeling, te evalueer. Die bevoegdheidsvraelys is ontwikkel deur gebruik te maak van toesighouersrolle en geregistreerde toesighouerseenheidstandaarde van die Verenigde Koningkryk, as gevolg van ‘n gebrek aan bestaande eenheidstandaarde in Suid-Afrika. Vier-en-twintig toesighouers van drie departemente (Produksie, Ingenieurswese en Laboratorium is deur 125 beoordelaars geëvalueer; buiten deur hulself, ook deur hul bestuurders, kollegas, kliënte en hul ondergeskiktes. ’n Enkele faktor, met ’n betroubaarheid van 0,965, gebaseer op die verskiltellings van die Prestasie- en Belangrikheidskaal, is onttrek. Geen beduidende verskille (ANOVA’s, t-toetse en F-statistiek kon tussen groepe gebaseer op biografiese veranderlikes en die onderskeie beoordelaarsgroepe gevind word nie. Hierdie bevindinge en die implikasies daarvan word verder bespreek.

Reforms to the European Union Financial Supervisory and Regulatory Architecture and Their Implications for Asia

NARCIS (Netherlands)

Z. Darvas (Zsolt); D. Schoenmaker (Dirk); N. Véron (Nicolas)

2017-01-01

textabstractEuropean Union (EU) countries offer a unique experience of financial regulatory and supervisory integration, complementing various other European integration efforts following the Second World War. Financial regulatory and supervisory integration was a very slow process before 2008,

Supervisory Control and Diagnostics System Distributed Operating System

International Nuclear Information System (INIS)

McGoldrick, P.R.

1979-01-01

This paper contains a description of the Supervisory Control and Diagnostics System (SCDS) Distributed Operating System. The SCDS consists of nine 32-bit minicomputers with shared memory. The system's main purpose is to control a large Mirror Fusion Test Facility

THE ROLE OF SUPERVISOR SUPPORT İN RELATIONS BETWEEN EMOTIONALLABOR AND JOB INVOLVEMENT: A RESEARCH ON UNIVERSITY STUDENTAFFAIRS PERSONNEL

Directory of Open Access Journals (Sweden)

Asena ALTIN GÜLOVA

2013-12-01

Full Text Available One of the increasingly momentous topics in organisation studies is emotional labor. The direction towards which emotional labor affects the job involvement of service workers has also been studied and stated that this direction might change based on the choice of labor behaviour. The concept of "supervisor support" refers to the close, intimate and understanding attitude of the superior to the subordinates. As a result of the study conducted on student affairs office employees of three state universities in the Aegean Region (n=127 a positive significant relationship among three emotional labor behaviour and job involvement was discerned and an increase in parallel with supervisory support was displayed.

Design of Multiregional Supervisory Fuzzy PID Control of pH Reactors

Directory of Open Access Journals (Sweden)

Shebel AlSabbah

2015-01-01

Full Text Available This work concerns designing multiregional supervisory fuzzy PID (Proportional-Integral-Derivative control for pH reactors. The proposed work focuses, mainly, on two themes. The first one is to propose a multiregional supervisory fuzzy-based cascade control structure. It would enable modifying dynamics and enhance system’s stability. The fuzzy system (master loop has been chosen as a tuner for PID controller (slave loop. It takes into consideration parameters uncertainties and reference tracking. The second theme concerns designing a hybrid neural network-based pH estimator. The proposed estimator would overcome the industrial drawbacks, that is, cost and size, found with conventional methods for pH measurement. The final end-user-interface (EUI front panel and the results that evaluate the performance of the supervisory fuzzy PID-based control system and hybrid NN-based estimator have been presented using the compatibility found between LabView and MatLab. They lead to conclude that the proposed algorithms are appropriate to systems nonlinearities encountered with pH reactors.

The structure and operation scheme of an automatic and supervisory control system for KEPCO UPFC

Energy Technology Data Exchange (ETDEWEB)

Ahn, S.J.; Lee, D.W.; Moon, S.I. [Seoul National Univ., Seoul (Korea, Republic of). School of Electrical Engineering

2007-07-01

The structure and functions of a control system that can be used for automatic and supervisory control of a unified power flow controller (UPFC) was presented. A UPFC is a device used in power electronic based transmission to allow the independent control of active and reactive power flows as well as the simultaneous control of voltage profile. The Korea Electric Power Corporation (KEPCO) installed a {+-}80 MVA UPFC at the 154 kV Kangjin substation, operated in the Kangjin-Jangheung transmission line. The operation strategies used in both the normal state and emergency state were presented along with a scheme that includes the minimization of active power loss, coordination of voltage/Var control with an under load tap changer (ULTC), and better system security. Although this UPFC is operated by set-point control, it has some limitations, particularly in emergency events. In order to overcome the limitation of set-point control, this paper proposed the automatic and supervisory control system connected to a local SCADA for data exchange. The primary function of the system is to analyze the state of the power system, determine the control objectives and to calculate the optimal power flow. Details of each of these functions was described in this paper along with a detailed algorithm for each scheme. 5 refs., 6 figs.

strategies for improving supervisory skills for effective primary ...

African Journals Online (AJOL)

Elizabeth

certain basic concepts such as inspection and supervision, the responsibility of supervisors, relevant areas in ... Strategies For Improving Supervisory Skills For Effective Primary Education In Nigeria. Enaigbe A. P. 236 ... book, attendance book etc. 6) Managerial Skills: These are skills on time management, good use.

Predictive Models of Procedural Human Supervisory Control Behavior

Science.gov (United States)

2011-01-01

821708, Brest , France. Page 139 of 150 Boussemart, Y. and M. L. Cummings (2010). "Predicting Supervisory Control Behavior with Hidden Markov Models...Strategies for Strike Planning. COGIS 2006 - Cognitive Systems with Interactive Sensors, Paris . Burges, C. (1998). "A Tutorial on Support Vector Machines

The Relationship between Supervisee Stress, Coping Resources, the Working Alliance, and the Supervisory Working Alliance

Science.gov (United States)

Gnilka, Philip B.; Chang, Catherine Y.; Dew, Brian J.

2012-01-01

The authors examined the relationship of perceived stress, specific types of coping resources, the working alliance, and the supervisory working alliance among 232 counselor supervisees. The working alliance and the supervisory working alliance were negatively related to perceived stress and positively related to multiple coping resources. Two…

Job applicants’ attitudes towards cognitive ability and personality testing

Directory of Open Access Journals (Sweden)

Rachelle Visser

2017-10-01

Full Text Available Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process. Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa. Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified. Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160 who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions. Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test. Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants. Contribution: This study consolidated the

The Effect of Personality Traits of Managers/Supervisor on Job Satisfaction of Medical Sciences University Staffs.

Science.gov (United States)

Abedi, G; Molazadeh-Mahali, Q A; Mirzaian, B; Nadi-Ghara, A; Heidari-Gorji, A M

2016-01-01

Todays people are spending most of their time life in their workplace therefore investigation for job satisfaction related factors is necessities of researches. The purpose of this research was to analyze the effect of manager's personality traits on employee job satisfaction. The present study is a descriptive and causative-comparative one utilized on a statistical sample of 44 managers and 119 employees. It was examined and analyzed through descriptive and inferential statistics of Student's t -test (independent T), one-way ANOVA, and Kolmogorov-Smirnov test. Findings showed that the managers and supervisors with personality traits of extraversion, eagerness to new experiences, adaptability, and dutifulness had higher subordinate employee job satisfaction. However, in the neurotic trait, the result was different. The results showed that job satisfaction was low in the aspect of neurosis. Based on this, it is suggested that, before any selection in managerial and supervisory positions, candidates receive a personality test and in case an individual has a neurotic trait, appropriate interference takes place both in this group and the employees' one.

Independence and executive remuneration for supervisory board members and non-executive directors

Directory of Open Access Journals (Sweden)

Hana Horak

2011-01-01

Full Text Available In this paper, the author analyses the issues of independence and rewarding members of supervisory boards and non-executive directors in administrative boards. The question of independence was developed as one of the fundamental issues of corporative administration. Members of these organs of society should have the appropriate qualifications, specific knowledge and skills in order to reasonably and impartially weigh up social business and reach decisions in the best interests of society, its members and other interest holders. So that they can act in accordance with this, the presumption is that they are independent. Recently, after financial crises, it is precisely the independence of supervisory members, that is, non-executive directors, which is considered to be the foundation of the fight against the opportunism of administration and main shareholders. The authors analyse the Recommendations on Independence and Executive Remuneration for members of supervisory and administrative boards of the European Union, together with their implementation in Croatian law and practice.

Gender differences on the job satisfaction in the phase of implementing advanced manufacturing technology in the Chinese manufacturing firms.

Science.gov (United States)

Yu, Na; Shen, Li Ming; Lewark, Siegfried

2012-01-01

This research gave an effort to study on gender differences in the job satisfaction for technological innovation at Chinese manufacturing firm. The exploratory study was conducted in four Chinese furniture manufacturing firms, which are all in the phases of introducing advanced manufacturing system. The results of statistical analysis show that general satisfaction of female employees to their jobs is significantly higher than male employees. In addition, supervisory satisfaction of female employees is significantly higher than male employees. The findings of the study reveal that activities are suggested to be carried out to increase the job satisfaction of male employees, especially improve communication and relationship between the managerial and the non-managerial levels in the innovation process. In addition, the higher job satisfaction of female employees could be considered a positive factor for the successful implementation of AMT in the technological innovation, although male employees are still dominated work force in the case study firms.

Comparative study of researcher community support and supervisory support among Finnish and Danish PhD-students

DEFF Research Database (Denmark)

Cornér, Solveig; Pyhältö, Kirsi; Peltonen, Jouni

Prior research on doctoral supervision and researcher communities has identified social support as a key determinant of the doctoral journey (Jairam & Kahl, 2012; Zhao, Golde & McCormick, 2007). Supervisory support, for instance, in terms of constructive feedback and encouragement (Pyhältö......, 313-329. • Pyhältö, K., Vekkaila (o.s. Tuomainen), J., & Keskinen, J. (2015). Fit matters in the supervisory relationship: Doctoral students’ and supervisors’ perceptions about supervisory activities. Innovations in Education and Teaching International, 52(1), 4-16. • Zhau, C-M, Golde, C.M., McCormick...

A Tool For Enhancing Supervisory Effectiveness In Nigerian ...

African Journals Online (AJOL)

This paper examined the relevance of Information and Communication Technology (ICT) as a tool for enhancing supervisory effectiveness in Nigerian educational institutions. The paper highlighted various tools of ICT that could be used in educational supervision such as Closed Circuit Television (CCTV) Cameras, e-mails ...

Job Searchers, Job Matches and the Elasticity of Matching

NARCIS (Netherlands)

Broersma, L.; van Ours, J.C.

1998-01-01

This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about

An Adaptive Supervisory Sliding Fuzzy Cerebellar Model Articulation Controller for Sensorless Vector-Controlled Induction Motor Drive Systems

Directory of Open Access Journals (Sweden)

Shun-Yuan Wang

2015-03-01

Full Text Available This paper presents the implementation of an adaptive supervisory sliding fuzzy cerebellar model articulation controller (FCMAC in the speed sensorless vector control of an induction motor (IM drive system. The proposed adaptive supervisory sliding FCMAC comprised a supervisory controller, integral sliding surface, and an adaptive FCMAC. The integral sliding surface was employed to eliminate steady-state errors and enhance the responsiveness of the system. The adaptive FCMAC incorporated an FCMAC with a compensating controller to perform a desired control action. The proposed controller was derived using the Lyapunov approach, which guarantees learning-error convergence. The implementation of three intelligent control schemes—the adaptive supervisory sliding FCMAC, adaptive sliding FCMAC, and adaptive sliding CMAC—were experimentally investigated under various conditions in a realistic sensorless vector-controlled IM drive system. The root mean square error (RMSE was used as a performance index to evaluate the experimental results of each control scheme. The analysis results indicated that the proposed adaptive supervisory sliding FCMAC substantially improved the system performance compared with the other control schemes.

A distributed hierarchical architecture of expert systems for supervisory control of multimodular nuclear reactors

International Nuclear Information System (INIS)

Otaduy, P.J.; Brittain, C.R.; Rovere, L.A.; Gove, N.B.

1991-01-01

A hierarchical supervisory control architecture has being implemented at ORNL to coordinate the controllers of a multimodular nuclear plant. The supervisory controller form a network of distributed expert system interfaced with a real-time simulation of the plant, the plant's automatic controllers, and the human operator. The main goal of the supervisory controllers is to maintain the plant operating within safety envelopes while optimizing availability, minimizing stress to components and operators, and facilitating operations. Representative rules implementing strategies for situation dependent reassignment of process goals by embedding diagnostics into the control philosophy are discussed. It should noted that the control philosophies here described use the ALMR concept for illustration purposes and are not part of the official ALMR design at this time. 3 refs., 1 fig

Commerce Supervisory Course: Discussion Guide. Theories of Supervision.

Science.gov (United States)

McCaw, Edward A.

The contributions of Frederick W. Taylor, Henri Fayol and Elton Mayo to the development of current concepts of supervisory theory are outlined. Ten newer concepts of management, with graphics, provide the supervisor with an opportunity to formulate his own personal theory. Suggested bibliography for supervisors is given. (Author/NF)

Procedure competencies and job functions of the urologic advanced practice nurse.

Science.gov (United States)

Kleier, Jo Ann

2009-01-01

A 2-round modified Delphi study recruited a panel urologic advanced practice nurse experts to identify the procedure competencies and job functions unique to the role of the advanced practice nurse specializing in the care of urology patients.

Democratic Dialogue as a Process to Inform Public Policy: Reconceptualizing a Supervisory Officer’s Qualification Program

Directory of Open Access Journals (Sweden)

Deirdre M. Smith

2015-06-01

Full Text Available An exploration of the collaborative reconceptualization of a provincial Supervisory Officer’s Qualification Program (SOQP through the use of dialogic approaches is the focus of this inquiry. The stories, perspectives, and lived experiences of supervisory officers, principals, teachers, parents, students, and members of the public in Ontario were included as essential voices and information sources within policy development conversations. These narratives of experience revealed the forms of knowledge, skills, dispositions, and ethical commitments necessary for effective supervisory officers today and in the future. They also illustrated the transformative nature of narrative dialogue to enlighten, deepen understanding, and alter perspec- tives. The policy development processes used in this publicly shared educational initiative serve as a model of democratic dialogue. The inclusive and dialogic methods employed to collectively reconceptualize a supervisory officer formation program illustrate an innovative framework for developing policies governing the public good.

Job functions of Swedish public and private sector vocational rehabilitation workers.

Science.gov (United States)

Millet, Patrick B; Vaittinen, Pauli

2009-01-01

This study has had two main aims, the first to investigate and gather knowledge of the major job functions of Swedish rehabilitation workers, the second to study the frequency of use of these functions in the VR process. Structured questionnaires were sent to Swedish rehabilitation workers from public and private sectors. To identify the major dimensions of Swedish rehabilitation workers' job in the vocational rehabilitation (VR) process, a principal component factor analysis was performed. Results revealed that there are four main factors (dimensions) that comprised the VR process in Sweden. The four factors (dimensions) are job development and career counselling; assessment and counselling interventions; workplace adjustment and employer consultation and client support, personnel development and public relations. The VR process in Sweden is limited in both its scope and depth. This when one compares with the results of studies carried out in the USA, who found seven and six dimensions, respectively. It is argued that it cannot be excluded that the negative trend of extensive sick leave and early pensions are attributable to the limitations in the VR process that have been found. Suggested is the urgent need to put resources in place that would support the further advancement of the knowledge and competencies of the VR services in Sweden.

Autonomous Supervisory Engine for Multi-Spacecraft Formation Flying, Phase II

Data.gov (United States)

National Aeronautics and Space Administration — The overall goal of this project is to develop an onboard, autonomous Multi-spacecraft Supervisory Engine (MSE) for formation-flying guidance, navigation and control...

Supervisory control of (max,+) automata: extensions towards applications

Czech Academy of Sciences Publication Activity Database

Lahaye, S.; Komenda, Jan; Boimond, J.-L.

2015-01-01

Roč. 88, č. 12 (2015), s. 2523-2537 ISSN 0020-7179 Institutional support: RVO:67985840 Keywords : discrete event systems * logical and timed behaviors * (max,+) automata * supervisory control Subject RIV: BA - General Mathematics Impact factor: 1.880, year: 2015 http://www.tandfonline.com/doi/full/10.1080/00207179.2015.1048295

Supervisory control of (max,+) automata: extensions towards applications

Czech Academy of Sciences Publication Activity Database

Lahaye, S.; Komenda, Jan; Boimond, J.-L.

2015-01-01

Roč. 88, č. 12 (2015), s. 2523-2537 ISSN 0020-7179 Institutional support: RVO:67985840 Keywords : discrete event systems * logical and time d behaviors * (max,+) automata * supervisory control Subject RIV: BA - General Mathematics Impact factor: 1.880, year: 2015 http://www.tandfonline.com/doi/full/10.1080/00207179.2015.1048295

TEFL Graduate Supervisees' Views of Their Supervisors' Supervisory Styles and Satisfaction with Thesis Supervision

Science.gov (United States)

Gedamu, Abate Demissie

2018-01-01

Thesis supervisor supervisory styles play central roles in enhancing timely and quality completion of thesis works. To this effect, this study aimed at exploring TEFL graduate supervisees' perception of their thesis supervisors' supervisory style(s), the supervisees' level of satisfaction with thesis supervision, and the association between…

Supervisory Control of (max,+) automata: a behavioral approach

Czech Academy of Sciences Publication Activity Database

Komenda, Jan; Lahaye, S.; Boimond, J.-L.

2009-01-01

Roč. 19, č. 4 (2009), s. 525-549 ISSN 0924-6703 Grant - others:EU Projekt(XE) EU.ICT.DISC 224498 Institutional research plan: CEZ:AV0Z10190503 Keywords : timed discrete-event systems * supervisory control * formal power series * (max,+) * automata Subject RIV: BA - General Mathematics Impact factor: 0.921, year: 2009

Framework for modeling supervisory control behavior of operators of nuclear power plants

International Nuclear Information System (INIS)

Baron, S.; Feehrer, C.; Muralidharan, R.; Pew, R.; Horwitz, P.

1982-01-01

The importance of modeling the human-machine system has long been recognized, and many attempts have been made to estimate the operator's effect on system performance and reliability. The development of reliability models has been aimed at providing the means for exploring the physical consequences of specific classes of human error. However, the total impact of human performance on system operation and the adequacy of existing design and operating standards cannot be adequatly captured or assessed by simple error probabilities, or even by the combination of such probabilities. The behaviors of relevance are supervisory in nature, with a substantial cognitive component. The broad requirements for a model of human supervisory control are extensive and suggest that a highly sophisticated computer model will be needed. The purpose of this paper is to provide a brief overview of the approach employed in developing such supervisory control models; of some proposed specializations and extensions to adapt them for the nuclear power plant case; and of the potential utility of such a model

Instructional Supervisory Practices of Headteachers and Teacher Motivation in Public Basic Schools in Anomabo Education Circuit

Science.gov (United States)

Esia-Donkoh, Kweku; Baffoe, Stella

2018-01-01

The study examined the supervisory practices of headteachers and how these supervisory practices relate with teacher motivation in public basic schools in the Anomabo Education Circuit of the Mfantseman Municipality in the Central Region of Ghana. Quantitative approach of the cross-sectional survey design was adopted. Using purposive and…

Supervisory Presentation for Research, Information, Integration and Testing (SPRINT)

Science.gov (United States)

2015-03-29

in Microsoft Visual Studio and several third party developer libraries (See Figure 4). All distributed laboratory sites have similar hardware...Testing (SPRINT). 15. SUBJECT TERMS Supervisory Control, Multi-Modal Interfaces, Scalable Interfaces, Advanced Visualization , Augmented Symbology 16...23 Figure 9. Fusion Visual Framework Components

Promoting versatility in mentor teachers’ use of supervisory skills

NARCIS (Netherlands)

Crasborn, F.J.A.J.; Hennissen, P.P.M.; Korthagen, F.A.J.; Bergen, T.C.M.

2008-01-01

Mentor teachers need a versatile supervisory skills repertoire. Besides taking the prevalent role of daily advisor and instructor, mentor teachers should also be able to stimulate reflection in student teachers. Video recordings of 60 mentoring dialogues were analysed, both before and after a mentor

Promoting versatililty in mentor teachers' use of supervisory skills

NARCIS (Netherlands)

Dr. Paul Hennissen; Dr. F.J.A.J. Crasborn; Niels Brouwer; Theo Bergen; Fred Korthagen

2008-01-01

Mentor teachers need a versatile supervisory skills repertoire. Besides taking the prevalent role of daily advisor and instructor, mentor teachers should also be able to stimulate reflection in student teachers. Video recordings were analyzed of 60 mentoring dialogues, both before and after a mentor

Complexity of verifying nonblockingness in modular supervisory control

Czech Academy of Sciences Publication Activity Database

Masopust, Tomáš

2018-01-01

Roč. 63, č. 2 (2018), s. 602-607 ISSN 0018-9286 Institutional support: RVO:67985840 Keywords : nonblockingness * modular supervisory control * complexity Subject RIV: BA - General Mathematics OBOR OECD: Computer sciences, information science, bioinformathics (hardware development to be 2.2, social aspect to be 5.8) Impact factor: 4.270, year: 2016 http://ieeexplore.ieee.org/document/7979596/

A prospective study found impaired left ventricular function predicted job retirement after acute myocardial infarction

DEFF Research Database (Denmark)

Nielsen, Finn E; Sørensen, Henrik T; Skagen, Knud

2004-01-01

adjusting for confounding factors, reduced LVEF was an independent predictor of retirement. Based on a stratified analysis, being female (RR=3.90, 95% CI=1.18-12.62) or having heavy physical job demands (RR=3.83, 95% CI=1.02-14.30) had a more pronounced impact on retirement for patients with LVEF 35......%, compared with patients with better left ventricular function. CONCLUSION: We conclude that impaired left ventricular systolic function is a prognostic determinant of retirement from the job market after acute MI....

Supervisory practices in the Open and Distance Learning (ODL ...

African Journals Online (AJOL)

Formal training that specifically focuses on the ODL environment is recommended. Bridging the generational gap of supervisors regarding the use of information technology in supervisory practices needs to be addressed. A virtual appreciative coaching and mentoring programme can be a solution for providing support to ...

Investigating mentor teachers’ use and acquisition of supervisory skills:

NARCIS (Netherlands)

Dr. Niels Brouwer; Dr. F.J.A.J. Crasborn; Dr. Paul Hennissen; Prof. dr. Fred Korthagen

2015-01-01

The quality of mentoring in teacher education is an essential component of a powerful learning environment for teachers. There is no single approach to mentoring that will work in the same way for every teacher in each context. Nevertheless, most mentor teachers hardly vary their supervisory

30 CFR 75.1713-5 - First-aid training program; retraining of supervisory employees; availability to all miners.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-aid training program; retraining of...-UNDERGROUND COAL MINES Miscellaneous § 75.1713-5 First-aid training program; retraining of supervisory... shall conduct refresher first-aid training courses each calendar year for all selected supervisory...

Appreciation of the research supervisory relationship by postgraduate nursing students.

Science.gov (United States)

van Wyk, N C; Coetzee, I M; Havenga, Y; Heyns, T

2016-03-01

The quality of the relationship between postgraduate students and their supervisors often determines the progress of the students. Successful supervision according to students is associated with the expertise of the supervisors and their willingness to share their knowledge with their students. On the other hand, supervisors expect their students to be able to work independently to a large extent. Contradictory expectations of supervisors and postgraduate students can cause delays in the progress of students. The aim of this study was to explore and describe the aspects of the supervisory relationship that postgraduate students in nursing science at a selected university in South Africa appreciate. A qualitative research design with an appreciative inquiry approach was used and 18 students under the guidance of an independent facilitator provided the data during group interviews. Specific personal and professional qualities of the supervisors contribute to a valued supervisory relationship. Regarding personal qualities, the supervisors should show their understanding of the unique circumstances of the students in challenging times. Supervisors should also be expert researchers. The valued relationship refers to an open and trusting relationship between the students and the supervisors. The students' appreciation of the research supervisory relationship contributes to the understanding of the expectations of postgraduate students regarding the support that they need to become scholars in an academic discipline. There is a need for continuing professional development of supervisors to sensitize them about the expectations of the students. © 2015 International Council of Nurses.

Self-Leadership and Creativity Differences in Line and Supervisory Defense Acquisition Employees

National Research Council Canada - National Science Library

DiLiello, Trudy C; Houghton, Jeffery D

2007-01-01

.... More specifically, the study examined differences in self-leadership, creativity, and perceived organizational support for creativity between line and supervisory defense acquisition employees...

Health, supervisory support, and workplace culture in relation to work-family conflict and synergy.

Science.gov (United States)

Beutell, Nicholas J

2010-08-01

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.

Process theory for supervisory control of stochastic systems with data

NARCIS (Netherlands)

Markovski, J.

2012-01-01

We propose a process theory for supervisory control of stochastic nondeterministic plants with data-based observations. The Markovian process theory with data relies on the notion of Markovian partial bisimulation to capture controllability of stochastic nondeterministic systems. It presents a

Decision Support in Supervisory Control of High-Risk Industrial Systems

DEFF Research Database (Denmark)

Rasmussen, Jens; Goodstein, L. P.

1987-01-01

available to the operators their conceptual models and their processing resources so as to allow the operators to function as their extended arm in coping with the plant. Such as interactive decision-making activity would thus benefit from this simultaneous availability of the design basis, up......It is argued that the supervisory control of complex industrial processes having a potential for serious consequences in case of accidents requires careful consideration of the allocation of decision making between the three main agents of control; namely the designer, the operator...... and the automatic control system. In particular, it is advocated that, instead of continuing their efforts to make their preplanning of responses and countermeasures more and more complete and thus restrict the operators' own initiative, designers should take advantage of modern information technology to make...

Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust.

Science.gov (United States)

Ambrose, Maureen L; Schminke, Marshall

2003-04-01

Organizational justice researchers recognize the important role organization context plays in justice perceptions, yet few studies systematically examine contextual variables. This article examines how 1 aspect of context--organizational structure--affects the relationship between justice perceptions and 2 types of social exchange relationships, organizational and supervisory. The authors suggest that under different structural conditions, procedural and interactional justice will play differentially important roles in determining the quality of organizational social exchange (as evidenced by perceived organizational support [POS]) and supervisory social exchange (as evidenced by supervisory trust). In particular, the authors hypothesized that the relationship between procedural justice and POS would be stronger in mechanistic organizations and that the relationship between interactional justice and supervisory trust would be stronger in organic organizations. The authors' results support these hypotheses.

Supervisory control of drilling of composite materials

Science.gov (United States)

Ozaki, Motoyoshi

Composite materials have attractive features, such as high ratios of strength-to-weight and stiffness-to-weight. However, they are easily damaged when they are machined. A typical damage is delamination, which can occur when fiber reinforced composite laminates are drilled. The objective of this research is to study the drilling processes of carbon fiber reinforced laminates, and to develop and test a supervisory control strategy for their delamination-free drilling. Characterization of thrust force and torque is achieved through constant feedrate drilling experiments. The average values of thrust force and torque during the full engagement of the drill are utilized to obtain the Shaw's equations' parameters. The thrust force profile just before exit is given special attention. The Hocheng-Dharan equations, which give conservative values of delamination at the entrance and at the exit, are modified to express the influence of one lamina thickness explicitly. They are utilized not only for the characterization of thrust force but also for the determination of the thrust force reference for force control. In the design of the controllers of thrust force and torque, both thrust force and torque are assumed to be proportional to FPHR (Feed Per Half Revolution). A discrete-time dynamic model is established for the case when the time interval for a half revolution of the drill is divided by the sampling time, and the model is extended to the case of general spindle speeds. PI controllers are designed for the dynamic models of thrust force and torque. Root-locus techniques are used in the analysis. The phases of the drilling process are introduced and the control strategy at each phase is explained. The supervisory controller chooses not only the best control strategy for each phase, but also the reference value and the controller gain that are suitable at each drill position. Drilling experiments are conducted to show the usefulness of the concepts introduced in this

Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

International Nuclear Information System (INIS)

Probst, Heidi; Griffiths, Sue

2009-01-01

Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

Energy Technology Data Exchange (ETDEWEB)

Probst, Heidi [Sheffield Hallam University, Faculty of Health and Wellbeing, Collegiate Crescent Campus, Robert Winston Building, 11-15 Broomhall Road, Sheffield, S10 2BP (United Kingdom)], E-mail: h.probst@shu.ac.uk; Griffiths, Sue [Leeds Teaching Hospitals NHS Trust (United Kingdom)

2009-05-15

Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

Hospital ownership, decisions on supervisory board characteristics, and financial performance.

Science.gov (United States)

Kuntz, Ludwig; Pulm, Jannis; Wittland, Michael

2016-01-01

Dynamic and complex transformations in the hospital market increase the relevance of good corporate governance. However, hospital performance and the characteristics of supervisory boards differ depending on ownership. The question therefore arises whether hospital owners can influence performance by addressing supervisory board characteristics. The objective of this study is to explain differences in the financial performance of hospitals with regard to ownership by studying the size and composition of supervisory boards. The AMADEUS database was used to collect information on hospital financial performance in 2009 and 2010. Business and quality reports, hospital websites, and data from health insurer were used to obtain information on hospital and board characteristics. The resulting sample consisted of 175 German hospital corporations. We utilized ANOVA and regression analysis to test a mediation hypothesis that investigated whether decisions regarding board size and composition were associated with financial performance and could explain performance differences. Financial performance and board size and composition depend on ownership. An increase in board size and greater politician participation were negatively associated with all five tested measures of financial performance. Furthermore, an increase in physician participation was positively associated with one dimension of financial performance, whereas one negative relationship was identified for nurse and economist participation. For clerics, no associations were found. Decisions concerning board size and composition are important as they relate to hospital financial performance. We contribute to existing research by showing that, in addition to board size and physician participation, the participation of other professionals can also influence financial performance.

Supervisory monitoring system in nuclear power plants

International Nuclear Information System (INIS)

Ciftcioglu, O.; Turkcan, E.

1997-01-01

Monitoring of a power plant is one of the essential tasks during operation and the computer-based implementations are nowadays seemingly quite mature. However, presently these are still not satisfactory enough to meet the high standards to the licensing requirements and they are mostly not truly integrated to the plant's design-based monitoring system. This is basically due to the robustness problem as the majority of the methods are not robust enough for the monitoring of the safety parameter set in a plant or intelligent supervision. Therefore, a supervisory monitoring system (SMS) in a plant is necessary to supervise the monitoring tasks: determining the objectives to be obtained and finding the means to support them. SMS deals with the changing plant status and the coordination of the information flow among the monitoring subunits. By means of these robustness and consistency in monitoring is achieved. The paper will give the guidelines of knowledge and data management techniques in a framework of robust comprehensive and coordinated monitoring which is presented as supervisory monitoring. Such a high level monitoring serves for consistent and immediate actions in fault situations while this particularly has vital importance in preventing imminent severe accidents next to the issues of recognition of the monitoring procedures for licensing and enhanced plant safety. (author). 8 refs, 5 figs

Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior

NARCIS (Netherlands)

Janssen, Onne; Gao, Liping

2015-01-01

We investigated the role of employees' status appraisals within their work group in relation to their challenging-promotive voice behavior. We argued that fair and respectful treatment of their voice input by the authority figure of the group (i.e., supervisory responsiveness) enhances employees'

Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior

NARCIS (Netherlands)

Janssen, Onne; Gao, Liping

We investigated the role of employees' status appraisals within their work group in relation to their challenging-promotive voice behavior. We argued that fair and respectful treatment of their voice input by the authority figure of the group (i.e., supervisory responsiveness) enhances employees'

General job performance of first-line supervisors: the role of conscientiousness in determining its effects on subordinate exhaustion.

Science.gov (United States)

Perry, Sara Jansen; Rubino, Cristina; Witt, L A

2011-04-01

In an integrated test of the job demands-resources model and trait activation theory, we predicted that the general job performance of employees who also hold supervisory roles may act as a demand to subordinates, depending on levels of subordinate conscientiousness. In a sample of 313 customer service call centre employees, we found that high-conscientiousness individuals were more likely to experience emotional exhaustion, and low-conscientiousness individuals were less likely as the general job performance of their supervisor improved. The results were curvilinear, such that high-conscientiousness individuals' exhaustion levelled off with very high supervisor performance (two standard deviations above the mean), and low-conscientiousness individuals' exhaustion levelled off as supervisor performance improved from moderate to high. These findings suggest high-conscientiousness employees may efficiently handle demands presented by a low-performing coworker who is their boss, but when performance expectations are high (i.e. high-performing boss), these achievement-oriented employees may direct their resources (i.e. energy and time) towards performance-related efforts at the expense of their well-being. Conversely, low-conscientiousness employees suffer when paired with a low-performing boss, but benefit from a supervisor who demonstrates at least moderate job performance.

Supervisory Adaptive Network-Based Fuzzy Inference System (SANFIS Design for Empirical Test of Mobile Robot

Directory of Open Access Journals (Sweden)

Yi-Jen Mon

2012-10-01

Full Text Available A supervisory Adaptive Network-based Fuzzy Inference System (SANFIS is proposed for the empirical control of a mobile robot. This controller includes an ANFIS controller and a supervisory controller. The ANFIS controller is off-line tuned by an adaptive fuzzy inference system, the supervisory controller is designed to compensate for the approximation error between the ANFIS controller and the ideal controller, and drive the trajectory of the system onto a specified surface (called the sliding surface or switching surface while maintaining the trajectory onto this switching surface continuously to guarantee the system stability. This SANFIS controller can achieve favourable empirical control performance of the mobile robot in the empirical tests of driving the mobile robot with a square path. Practical experimental results demonstrate that the proposed SANFIS can achieve better control performance than that achieved using an ANFIS controller for empirical control of the mobile robot.

Job Attitudes of USAF Administrative Personnel

Science.gov (United States)

1986-04-01

34opportunities for training, giving supervisory feedback, and -developing future leaders. Their findings were bas-ed on researrch Sdate similar to those upon...chance to move in and out of this rewarding functional area, could have a significant effect on the outcome of future attitudinal surveys of the admin...admin personnal to mission accomplishment at newcomer orientetions , commander’s calls, and similar gatherings, especially when families are present. (c

Model-based design of supervisory controllers for baggage handling systems

NARCIS (Netherlands)

Swartjes, L.; van Beek, D.A.; Fokkink, W.J.; van Eekelen, J.A.W.M.

2017-01-01

The complexity of airport baggage handling systems in combination with the required high level of robustness makes designing supervisory controllers for these systems a challenging task. We show how a state of the art, formal, model-based design framework has been successfully used for model-based

An Exploration of Supervisory and Therapeutic Relationships and Client Outcomes

Science.gov (United States)

Bell, Hope; Hagedorn, W. Bryce; Robinson, E. H. Mike

2016-01-01

The authors explored the connection between the facilitative conditions present within the supervisory relationship, the therapeutic relationship, and client outcomes. A correlational research design was used with a sample of 55 counselors-in-training and 88 clients. Results indicated a significant positive relationship between the therapeutic…

Behavior coordination of mobile robotics using supervisory control of fuzzy discrete event systems.

Science.gov (United States)

Jayasiri, Awantha; Mann, George K I; Gosine, Raymond G

2011-10-01

In order to incorporate the uncertainty and impreciseness present in real-world event-driven asynchronous systems, fuzzy discrete event systems (DESs) (FDESs) have been proposed as an extension to crisp DESs. In this paper, first, we propose an extension to the supervisory control theory of FDES by redefining fuzzy controllable and uncontrollable events. The proposed supervisor is capable of enabling feasible uncontrollable and controllable events with different possibilities. Then, the extended supervisory control framework of FDES is employed to model and control several navigational tasks of a mobile robot using the behavior-based approach. The robot has limited sensory capabilities, and the navigations have been performed in several unmodeled environments. The reactive and deliberative behaviors of the mobile robotic system are weighted through fuzzy uncontrollable and controllable events, respectively. By employing the proposed supervisory controller, a command-fusion-type behavior coordination is achieved. The observability of fuzzy events is incorporated to represent the sensory imprecision. As a systematic analysis of the system, a fuzzy-state-based controllability measure is introduced. The approach is implemented in both simulation and real time. A performance evaluation is performed to quantitatively estimate the validity of the proposed approach over its counterparts.

Supervisory behaviour as a predictor of return to work in employees absent from work due to mental health problems

NARCIS (Netherlands)

Nieuwenhuijsen, K.; Verbeek, J.H.A.M.; Boer, A.G.E.M. de; Blonk, R.W.B.; Dijk, F.J.H. van

2004-01-01

Aims: To study supervisory behaviour as a predictive factor for return to work of employees absent due to mental health problems; and to explore the association between conditional factors and supervisory behaviour. Methods: Eighty five supervisors of employees were interviewed by telephone.

Supervisory control software for MFTF neutral beams

International Nuclear Information System (INIS)

Woodruff, J.P.

1981-01-01

We describe the software structures that control the operation of MFTF Sustaining Neutral Beam Power Supplies (SNBPS). These components of the Supervisory Control and Diagnostics System (SCDS) comprise ten distinct tasks that exist in the SCDS system environment. The codes total about 16,000 lines of commented Pascal code and occupy 240 kbytes of memory. The controls have been running since March 1981, and at this writing are being integrated to the Local Control System and to the power supply Pulse Power Module Controller

Supervisory Control Strategy Development

International Nuclear Information System (INIS)

Gary D Storrick; Bojan Petrovic

2007-01-01

Task 4 of this collaborative effort between ORNL, Brazil, and Westinghouse for the International Nuclear Energy Research Initiative entitled 'Development of Advanced Instrumentation and Control for an Integrated Primary System Reactor' focused on the design of the hierarchical supervisory control for multiple-module units. The state of the IRIS plant design--specifically, the lack of a detailed secondary system design--made developing a detailed hierarchical control difficult at this time. However, other simultaneous and ongoing efforts have contributed to providing the needed information. This report summarizes the results achieved under Task 4 of this Financial Assistance Award. Section 1.2 describes the scope of this effort. Section 2 discusses the IRIS control functions. Next, it briefly reviews the current control concepts, and then reviews the maneuvering requirements for the IRIS plant. It closes by noting the benefits that automated sequences have in reducing operator workload. Section 3 examines reactor loading in the frequency domain to establish some guidelines for module operation, paying particular attention to strategies for using process steam for desalination and/or district heating. The final subsection discusses the implications for reactor control, and argues that using the envisioned percentage (up to 10%) of the NSSS thermal output for these purposes should not significantly affect the NSSS control strategies. Section 4 uses some very general economic assumptions to suggest how one should approach multi-module operation. It concludes that the well-known algorithms used for economic dispatching could be used to help manage a multi-unit IRIS site. Section 5 addresses the human performance factors of multi-module operation. Section 6 summarizes our conclusions

Single banking supervision and the single supervisory mechanism

Directory of Open Access Journals (Sweden)

Gheorghe, C. A.

2013-06-01

Full Text Available A resolution seems to have been found for the banking crisis. The first steps have been made towards the construction of the Economic and Monetary Union, steps involving the single supervision of banks, in order to avoid the discount of a new financial crisis on the expense of the EU state members. The Single Supervisory Mechanism – SSM is to become effective as of March 1, 2014, at the earliest.

Review of Supervisory Control and Data Acquisition (SCADA) Systems

Energy Technology Data Exchange (ETDEWEB)

Reva Nickelson; Briam Johnson; Ken Barnes

2004-01-01

A review using open source information was performed to obtain data related to Supervisory Control and Data Acquisition (SCADA) systems used to supervise and control domestic electric power generation, transmission, and distribution. This report provides the technical details for the types of systems used, system disposal, cyber and physical security measures, network connections, and a gap analysis of SCADA security holes.

Organizational and Supervisory Apology Effectiveness: Apology Giving in Work Settings

Science.gov (United States)

Bisel, Ryan S.; Messersmith, Amber S.

2012-01-01

We synthesize the interdisciplinary literature into a heuristic for crafting effective organizational and supervisory apologies (the OOPS four-component apology). In the first experiment, we demonstrate how an offense committed by an organization is perceived to be more egregious than an offense committed by a friend or supervisor. Furthermore,…

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

International Nuclear Information System (INIS)

Hutton, Daniel; Eddy, Angie

2013-01-01

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

The role of supervisory controller synthesis in automatic control software development

NARCIS (Netherlands)

Baeten, J.C.M.; Markovski, J.

2015-01-01

We give an overview of a model-driven systems engineering approach for high-tech systems that relies on supervisory controller synthesis. The proposed framework has a process-theoretic foundation and supports extensions with quantitative features. We briefly discuss several industrial case studies

Application of Functional Analysis on a SCADA System of a Thermal Power Plant

Directory of Open Access Journals (Sweden)

LAKHOUA, M. N.

2009-06-01

Full Text Available The aim of this paper is to present firstly the functionality of a supervisory system for complex processes, and secondly to present the concepts of SCADA (supervisory control and data acquisition systems. A functional analysis technique SADT (Structured Analysis and Design Technique has been applied on an example of a SCADA system of a thermal power plant. This technique allows a functional description of a SCADA system. The paper briefly discusses the functions of a SCADA system and some advantages of the application of functional analysis for the design of a human centered supervisory system. Then the basic principles of the SADT technique applied on the SCADA system are presented. Finally, the different results obtained from the SADT technique are discussed.

The Single Supervisory Mechanism: the Building Pillar of the European Banking Union

Directory of Open Access Journals (Sweden)

Luigi Chiarella

2016-07-01

Full Text Available One of the lessons learned from the 2008 financial crisis is that when a bank in Europe goes into trouble the ensuing effects can reach far beyond the immediate threat to its depositors and shareholders. In particular, the crisis has revealed the extent to which irresponsible behavior in the banking sector could undermine the foundations of the financial system and threaten the real economy, turning a banking crisis into a sovereign debt crisis as occurred in the eurozone in 2011. In response to this lesson, Member States first tried to address the systemic fragility of their banking systems through national policy tools, but countries that share a common currency and are more interdependent required more integrated responses. Therefore, at the euro area summit in June 2012, the European Council agreed to break the vicious circle between banks and sovereign debt and decided to create a banking union that would allow a centralized supervision for banks in the euro area through a newly established Single Supervisory Mechanism (SSM and a centralized resolution scheme. The SSM became operational in November 2014 and represents the building pillar of the banking union. The purpose of this paper is then to provide, after a brief description of the background (Par. 1, an analysis of the Single Supervisory Mechanism, illustrating its functioning (Par. 2, then focusing on the position and the powers of the ECB within it (Par. 3 and finally pointing out some remarks on the potential weaknesses of the new regime (Par. 4.

Auditory decision aiding in supervisory control of multiple unmanned aerial vehicles.

Science.gov (United States)

Donmez, Birsen; Cummings, M L; Graham, Hudson D

2009-10-01

This article is an investigation of the effectiveness of sonifications, which are continuous auditory alerts mapped to the state of a monitored task, in supporting unmanned aerial vehicle (UAV) supervisory control. UAV supervisory control requires monitoring a UAV across multiple tasks (e.g., course maintenance) via a predominantly visual display, which currently is supported with discrete auditory alerts. Sonification has been shown to enhance monitoring performance in domains such as anesthesiology by allowing an operator to immediately determine an entity's (e.g., patient) current and projected states, and is a promising alternative to discrete alerts in UAV control. However, minimal research compares sonification to discrete alerts, and no research assesses the effectiveness of sonification for monitoring multiple entities (e.g., multiple UAVs). The authors conducted an experiment with 39 military personnel, using a simulated setup. Participants controlled single and multiple UAVs and received sonifications or discrete alerts based on UAV course deviations and late target arrivals. Regardless of the number of UAVs supervised, the course deviation sonification resulted in reactions to course deviations that were 1.9 s faster, a 19% enhancement, compared with discrete alerts. However, course deviation sonifications interfered with the effectiveness of discrete late arrival alerts in general and with operator responses to late arrivals when supervising multiple vehicles. Sonifications can outperform discrete alerts when designed to aid operators to predict future states of monitored tasks. However, sonifications may mask other auditory alerts and interfere with other monitoring tasks that require divided attention. This research has implications for supervisory control display design.

A Review of the Literature on Professional Doctorate Supervisory Styles

Science.gov (United States)

Johansson, Carol; Yerrabati, Sridevi

2017-01-01

At the core of doctoral education is the importance of the quality of the supervisor and student relationship. Research has shown that this relationship is directly linked to completion rates, and impacts the quality of the doctorate and its ultimate success or failure (Gill and Burnard, 2008). One influence on the supervisory relationship is the…

Relationship between leadership styles of nurse managers and nurses' job satisfaction in Jimma University Specialized Hospital.

Science.gov (United States)

Negussie, Nebiat; Demissie, Asresash

2013-03-01

Leadership style of nurse managers plays a significant role in nurses' job satisfaction. However, there is limited literature in areas related to nurses' manager leadership style. The objective of this research was thus to investigate the relationship between leadership style of nurse managers and nurses' job satisfaction in Jimma University Specialized Hospital. The study was conducted at Jimma University Specialized Hospital from January to June 2012 and used a non-experimental correlation design. All full time, non-supervisory nurses with an experience of more than one year in nursing profession were participated in the study. The Multifactor Leadership Questionnaire and Minnesota Satisfaction Questionnaire were used to collect data. Data were entered and analyzed using SPSS version16.0 statistical software. The results were analyzed through descriptive statistics followed by the application of inferential statistics on the variables. Significance level was considered when pleadership style over transactional leadership style and had moderate-level intrinsic (M=2.72, SD=0.71) but low level of extrinsic job satisfaction (M=1.83, SD=0.68). Furthermore, from transactional leadership, only contingent reward was found to be statically significant and correlated with extrinsic (B=0.45, pleadership style were statistically significant and correlated with both intrinsic and extrinsic job satisfaction. Nurses tended to be more satisfied with the transformational leadership than transactional leadership style. Therefore, nurses' managers should use transformational leadership style in order to increase nurses' job satisfaction.

Discrete Event Supervisory Control Applied to Propulsion Systems

Science.gov (United States)

Litt, Jonathan S.; Shah, Neerav

2005-01-01

The theory of discrete event supervisory (DES) control was applied to the optimal control of a twin-engine aircraft propulsion system and demonstrated in a simulation. The supervisory control, which is implemented as a finite-state automaton, oversees the behavior of a system and manages it in such a way that it maximizes a performance criterion, similar to a traditional optimal control problem. DES controllers can be nested such that a high-level controller supervises multiple lower level controllers. This structure can be expanded to control huge, complex systems, providing optimal performance and increasing autonomy with each additional level. The DES control strategy for propulsion systems was validated using a distributed testbed consisting of multiple computers--each representing a module of the overall propulsion system--to simulate real-time hardware-in-the-loop testing. In the first experiment, DES control was applied to the operation of a nonlinear simulation of a turbofan engine (running in closed loop using its own feedback controller) to minimize engine structural damage caused by a combination of thermal and structural loads. This enables increased on-wing time for the engine through better management of the engine-component life usage. Thus, the engine-level DES acts as a life-extending controller through its interaction with and manipulation of the engine s operation.

Improving The Average Session Evaluation Score Of Supervisory Programby Using PDCA Cycle At PT XYZ

Directory of Open Access Journals (Sweden)

Jonny Jonny

2016-09-01

Full Text Available PT XYZ took People Development tasks as important things in order to provide great leaders for handling its business operations. It had several leadership programs such as basic management program, supervisory program, managerial program, senior management program, general management program, and the executive program. For basic management and supervisory programs, PT XYZ had appointed ABC division to solely handled them, while the rest, ABC division should cooperate with other training providers who were reputable in leadership ones. The aim of this study was to ensure that the appropriate leadership style has been delivered accordingly to the guideline to the employees by ABC division to improve the average session evaluation score of the supervisory program by using PDCA (Plan, Do, Check, and Action cycle. The method of this research was by gathering quantitative and qualitative data by using session and program evaluation format to see current condition. The research finds that the reasons why the program is below target 4,10 score. It is related to the new facilitator, no framework, and teaching aids. 

Principals' Supervisory Techniques as Correlates of Teachers' Job Performance in Secondary Schools in Ebonyi State, Nigeria

Science.gov (United States)

Chidi, Nnebedum; Victor, Akinfolarin Akinwale

2017-01-01

The persistent and prolonged pitiable state of teachers' job performance leading to poor academic achievement of secondary school students in Ebonyi State has become a source of concern and worry among stakeholders and parents. This could be that instructional supervision is not regularly performed by the principals in order to provide…

Supervisory fussy control for an electric generating hybrid system; Control supervisorio difuso para un sistema hibrido de generacion electrica

Energy Technology Data Exchange (ETDEWEB)

Lagunas Mendoza, Javier

2004-11-15

This work presents the development of a fuzzy supervisory controller for a hybrid power system (HPS). After reviewing the actual configurations for Hybrid Systems used around the world, it was defined the configuration and constitutive elements to be implemented in proposed HPS. The HPS includes: photovoltaic arrays, wind turbines as renewable sources, a Gen-set as a back-up system, a battery bank a mean for energy storage, AC loads and finally an inverter to transform DC to AC in order to provide electricity to the loads. Once the HPS configuration was selected, the mathematical models for the different elements of the system were selected. The validation of the models was made comparing the results from the model with collected real data of an experimental HPS installed in Pachuca Hidalgo. Using MatLab it was developed a program to simulate the operation of the a HPS. The main function of the supervisory controller within the HPS is to satisfy the objectives of operation of the system, and it was defined as part of the research work. The operation philosophy of the supervisory controller was defined having selected HPS configuration and the operation objectives of the system. Regarding to the supervisory controller development, first it was carried out a bibliographic review of the supervisory controllers that are used nowadays whose use some techniques of intelligent control. As result form this review the fuzzy logic technique was chosen to be implemented in the supervisory controller proposed. The resulting supervisory controller was a multi- variable system type, and it is implementation was challenging task. Its development was made using the hierarchic decomposition based on meta-knowledge. As result a smaller diffuse systems with a less number of rules were obtained. An important part of the work was the implementation of the supervisory controller in Matlab. The controller tested in the developed simulation program for SHGE. The results of operation of

The new supervisory system of the ENEA'S TRIGA

International Nuclear Information System (INIS)

Bessenyei, Z.; Businaro, T.; Rabbani, M.I.

1986-01-01

The largest effect on the development of supervisory systems was caused by the TMI accident in 1979. Many-many regulation, testing and control requirements and operator aid systems have been born since that time. In the first phase fault model based systems were developed, but it has been turned out, the reality is more inventive, than the best fault model designer. In recent years the researchers' attention has turned to the supervision and diagnostic methods based on the comparison of the the behaviour of the plant and its model. This way is strongly supported by the exponential growth in the capability of the available computers. It is supposed that the description of the wanted behaviour of a plant is easier than gathering its possible disturbances and their consequences. The project on the ENEA's TRIGA supervisory system intends to solve the problems of a plant wide supervision. The new control room of the ENEA's TRIGA reactor will probably be realised in the second part of 1987. For information presentation and diagnostic purposes the multilevel flow modelling and the mimic method were chosen. The diagnostic concept of these two methods are process model based. Both of them have been planned to detect faults earlier than an accident occurs. Their way of information presentation is fundamentally different. The mimic version is an equipment oriented, symbolic, graphic method, where the components of the plant are represented by very simple graphic symbols, and the symbols are ordered into pictures, according to their real interconnections. Pictures with different detailness are interrelated in hierarchical order. The top picture contains the fully simplified technological scheme of the plant, with the most important variables. On the lowest level there are pictures of the equipments with their own descriptive variables. The color of the different parts of a picture gives qualitative information about the actual status of the plant, subsystems or equipments. The

Traffic supervisory/control system for Kobe-Awaji- Naruto expressway of Honshu-Shikoku Bridge Authority; Honshu Shikoku Renrakukyo Kodan nonyu no Kobe Awaji Naruto jidoshado kotsu kansei shisetsu seigyo system

Energy Technology Data Exchange (ETDEWEB)

NONE

1999-03-01

Toshiba delivered the traffic supervisory/control system for Kobe-Awaji-Naruto expressway of Honshu-Shikoku Bridge Authority opened in May 1998. This traffic supervisory system rapidly exactly collects and services the information on the expressway of 89km including Akashi Kaikyo bridge and O-Naruto bridge. The facility control system totally efficiently maintains and controls various facilities for lighting and air circulation of tunnels on the expressway. The previous control system transmitted road information on traffic volume and traffic congestion to offices by using specific lines and terminals, while this system with a monitoring function using intranet can easily service such information by existing PCs. (translated by NEDO)

Traffic supervisory/control system for Kobe-Awaji- Naruto expressway of Honshu-Shikoku Bridge Authority. Honshu Shikoku Renrakukyo Kodan nonyu no Kobe Awaji Naruto jidoshado kotsu kansei shisetsu seigyo system

Energy Technology Data Exchange (ETDEWEB)

1999-03-01

Toshiba delivered the traffic supervisory/control system for Kobe-Awaji-Naruto expressway of Honshu-Shikoku Bridge Authority opened in May 1998. This traffic supervisory system rapidly exactly collects and services the information on the expressway of 89km including Akashi Kaikyo bridge and O-Naruto bridge. The facility control system totally efficiently maintains and controls various facilities for lighting and air circulation of tunnels on the expressway. The previous control system transmitted road information on traffic volume and traffic congestion to offices by using specific lines and terminals, while this system with a monitoring function using intranet can easily service such information by existing PCs. (translated by NEDO)

Job strain and male fertility.

Science.gov (United States)

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

2004-01-01

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

Supervisory System and Multivariable Control Applying Weighted Fuzzy-PID Logic in an Alcoholic Fermentation Process

Directory of Open Access Journals (Sweden)

Márcio Mendonça

2015-10-01

Full Text Available In this work, it is analyzed a multivariate system control of an alcoholic fermentation process with no minimum phase. The control is made with PID classic controllers associated with a supervisory system based on Fuzzy Systems. The Fuzzy system, a priori, send set-points to PID controllers, but also adds protection functions, such as if the biomass valued is at zero or very close. The Fuzzy controller changes the campaign to prevent or mitigate the paralyzation of the process. Three control architectures based on Fuzzy Control Systems are presented and compared in performance with classic control in different campaigns. The third architecture, in particular, adds an adaptive function. A brief summary of Fuzzy theory and correlated works will be presented. And, finally simulations results, conclusions and future works end the article.

Measuring Job Satisfaction in Portuguese Military Sergeants and Officers: Validation of the Job Descriptive Index and the Job in General Scale.

Science.gov (United States)

Lopes, Silvia; Chambel, Maria José; Castanheira, Filipa; Oliveira-Cruz, Fernando

2015-01-01

This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables.

Distributed Supervisory Protection Interlock System

International Nuclear Information System (INIS)

Walz, H.V.; Agostini, R.C.; Barker, L.; Cherkassky, R.; Constant, T.; Matheson, R.

1989-03-01

The Distributed Supervisory Protection Interlock System, DSPI, is under development at the Stanford Linear Accelerator Center for requirements in the areas of personnel protection, beam containment and equipment protection interlocks. The DSPI system, distributed over the application site, consists of segments with microprocessor-based controller and I/O modules, local area networks for communication, and a global supervisor computer. Segments are implemented with commercially available controller and I/O modules arranged in local interlock clusters, and associated software. Segments provide local interlock data acquisition, processing and control. Local area networks provide the communication backbone between segments and a global supervisor processor. The supervisor processor monitors the overall system, reports detail status and provides human interfaces. Details of an R and D test system, which will implement the requirements for personnel protection of 4 typical linear accelerator sectors, will be described. 4 refs., 2 figs

Learning and strain among newcomers: a three-wave study on the effects of Job Demands and Job Control

NARCIS (Netherlands)

Taris, T.W.; Feij, J.A.

2004-01-01

The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high

Government regulation and associated innovations in building energy-efficiency supervisory systems for large-scale public buildings in a market economy

International Nuclear Information System (INIS)

Dai Xuezhi; Wu Yong; Di Yanqiang; Li Qiaoyan

2009-01-01

The supervision of energy efficiency in government office buildings and large-scale public buildings is the main embodiment for government implementation of Public Administration in the fields of resource saving and environmental protection. Aimed at improving the current situation of lack of government administration in building energy efficiency, this paper proposes the concept of 'change and redesign of governmental supervision in building energy efficiency', repositioning the role of government supervision. Based on this theory and other related theories in regulation economic and modern management, this paper analyzes and researches the action and function of all level governments in execution of the supervisory system of building energy efficiency in government office buildings and large-scale public buildings. This paper also defines the importance of government supervision in energy-efficiency system. Finally, this paper analyzes and researches the interaction mechanism between government and owners of different type buildings, government and energy-efficiency service institution with gambling as main features. This paper also presents some measurements to achieve a common benefit community in implementation of building energy-efficiency supervisory system.

Government regulation and associated innovations in building energy-efficiency supervisory systems for large-scale public buildings in a market economy

Energy Technology Data Exchange (ETDEWEB)

Dai Xuezhi [China Academy of Building Research, Beijing 100013 (China)], E-mail: daixz9999@126.com; Wu Yong [Ministry of Housing and Urban-Rural Development of the People' s Republic of China, Beijing 100835 (China); Di Yanqiang [China Academy of Building Research, Beijing 100013 (China); Li Qiaoyan [Department of Building, School of Design and Environment, National University of Singapore (Singapore)

2009-06-15

The supervision of energy efficiency in government office buildings and large-scale public buildings is the main embodiment for government implementation of Public Administration in the fields of resource saving and environmental protection. Aimed at improving the current situation of lack of government administration in building energy efficiency, this paper proposes the concept of 'change and redesign of governmental supervision in building energy efficiency', repositioning the role of government supervision. Based on this theory and other related theories in regulation economic and modern management, this paper analyzes and researches the action and function of all level governments in execution of the supervisory system of building energy efficiency in government office buildings and large-scale public buildings. This paper also defines the importance of government supervision in energy-efficiency system. Finally, this paper analyzes and researches the interaction mechanism between government and owners of different type buildings, government and energy-efficiency service institution with gambling as main features. This paper also presents some measurements to achieve a common benefit community in implementation of building energy-efficiency supervisory system.

Government regulation and associated innovations in building energy-efficiency supervisory systems for large-scale public buildings in a market economy

Energy Technology Data Exchange (ETDEWEB)

Dai, Xuezhi; Di, Yanqiang [China Academy of Building Research, Beijing 100013 (China); Wu, Yong [Ministry of Housing and Urban-Rural Development of the People' s Republic of China, Beijing 100835 (China); Li, Qiaoyan [Department of Building, School of Design and Environment, National University of Singapore (Singapore)

2009-06-15

The supervision of energy efficiency in government office buildings and large-scale public buildings is the main embodiment for government implementation of Public Administration in the fields of resource saving and environmental protection. Aimed at improving the current situation of lack of government administration in building energy efficiency, this paper proposes the concept of 'change and redesign of governmental supervision in building energy efficiency', repositioning the role of government supervision. Based on this theory and other related theories in regulation economic and modern management, this paper analyzes and researches the action and function of all level governments in execution of the supervisory system of building energy efficiency in government office buildings and large-scale public buildings. This paper also defines the importance of government supervision in energy-efficiency system. Finally, this paper analyzes and researches the interaction mechanism between government and owners of different type buildings, government and energy-efficiency service institution with gambling as main features. This paper also presents some measurements to achieve a common benefit community in implementation of building energy-efficiency supervisory system. (author)

DAMPAK INTERAKSI TINDAKAN SUPERVISI DAN PENGALAMAN KERJA TERHADAP KEPUASAN KERJA AUDITOR: STUDI EMPIRIS DI KAP YOGYAKARTA, SEMARANG DAN SOLO

Directory of Open Access Journals (Sweden)

Rosalina Kurniwati Tethool

2016-11-01

public accountant firms in Yogyakarta, Solo, and Semarang participate in this study. Data are collected by mail questionnaire and was analyzed by multiple regressions, and the result supports the hypothesis. It implies that managers in public accountant firms should consider the combination of supervisory act and experience in auditing in order to increase job satisfaction for senior and junior auditors. Keywords: supervisory action, work experience, job satisfaction, auditor

Managing job stress among nurses : what kind of job resources do we need?

NARCIS (Netherlands)

Tooren, van den M.; Jonge, de J.

2008-01-01

Aim. This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several

Organizational stressors associated with job stress and burnout in correctional officers: a systematic review

Directory of Open Access Journals (Sweden)

Finney Caitlin

2013-01-01

Full Text Available Abstract Background In adult correctional facilities, correctional officers (COs are responsible for the safety and security of the facility in addition to aiding in offender rehabilitation and preventing recidivism. COs experience higher rates of job stress and burnout that stem from organizational stressors, leading to negative outcomes for not only the CO but the organization as well. Effective interventions could aim at targeting organizational stressors in order to reduce these negative outcomes as well as COs’ job stress and burnout. This paper fills a gap in the organizational stress literature among COs by systematically reviewing the relationship between organizational stressors and CO stress and burnout in adult correctional facilities. In doing so, the present review identifies areas that organizational interventions can target in order to reduce CO job stress and burnout. Methods A systematic search of the literature was conducted using Medline, PsycINFO, Criminal Justice Abstracts, and Sociological Abstracts. All retrieved articles were independently screened based on criteria developed a priori. All included articles underwent quality assessment. Organizational stressors were categorized according to Cooper and Marshall’s (1976 model of job stress. Results The systematic review yielded 8 studies that met all inclusion and quality assessment criteria. The five categories of organizational stressors among correctional officers are: stressors intrinsic to the job, role in the organization, rewards at work, supervisory relationships at work and the organizational structure and climate. The organizational structure and climate was demonstrated to have the most consistent relationship with CO job stress and burnout. Conclusions The results of this review indicate that the organizational structure and climate of correctional institutions has the most consistent relationship with COs’ job stress and burnout. Limitations of the

Areva - Press release from the Supervisory Board; Areva - Communique de presse du Conseil de Surveillance

Energy Technology Data Exchange (ETDEWEB)

Marie, Patricia; Briand, Pauline; Floquet-Daubigeon, Fleur; Michaut, Maxime; Scorbiac, Marie de; Repaire, Philippine du

2012-02-14

During its meeting held on December 12, 2011, devoted in particular to the examination of the 2011 closing estimates, the AREVA Executive Board indicated that it expected to book a provision of 1.46 billion euros (2.025 billion US dollars) in the company's accounts for fiscal year 2011 for impairment of assets for the reporting entity UraMin, a mining company acquired by AREVA in 2007, which, given the provision booked in 2010 (426 million euros), brings the value of these assets on the AREVA balance sheet down to 410 million euros. Given the size of these provisions, the Supervisory Board decided to make three of its members, meeting as an ad hoc committee, in charge of analyzing the terms of acquisition of this company, as well as the key decisions made in this reporting entity up to 2011 and, based on the outcome of these analyses, to recommend to it any appropriate measures in AREVA's interest. This committee reported on its work during the Supervisory Board meeting held on February 14, 2012. In light of this report, the Supervisory Board found that the fairness and reliability of the financial statements of previous years were not in question. Nevertheless, considering the malfunctions raised, the Board considers it appropriate to thoroughly review AREVA's governance in order to ensure that decisions concerning large acquisitions or investments be reviewed and validated in the future under conditions ensuring better legal and financial security and enabling a more transparent dialogue between management and the Supervisory Board. It thus asked the Executive Board to recommend, at the next General Meeting of Shareholders, that the by-laws of the company be modified to make the Supervisory Board's prior approval of investments, stake acquisitions and acquisitions mandatory above a threshold of 20 million euros. It also decided to set up a business ethics committee within the Supervisory Board responsible for ensuring that rules of conduct are

Perancangan Sistem Pemantauan Pengendali Suhu pada Stirred Tank Heater menggunakan Supervisory Control and Data Acquisition (SCADA

Directory of Open Access Journals (Sweden)

Ike Bayusari

2013-04-01

Full Text Available This paper discusses design of a suhue control monitoring system in stirred tank heater system that has an important function in industrial processes. Monitoring of suhue control system in stirred tank heater is designed using Supervisory Control and Data Acquisition (SCADA that control function of industrial processes. While the actuator to be controlled is the position of burner openings, so that the heat can be adjusted to meet a predetermined set-point. The suhue controller that is also used as a Remote Terminal Unit (RTU is Programmable Logic Controller (PLC. The testing result showed on SCADA system was quite good, where the average percentage of deviation for testing of set-point data was 0.76687%, and the percentage of deviation for testing of suhue data was 0.082%.

5 CFR 6801.107 - Disqualification of supervisory employees from matters involving lenders.

Science.gov (United States)

2010-01-01

... indebtedness is current and the indebtedness is on terms and conditions offered to the public: (i) Credit extended through the use of a credit card; (ii) Credit extended through use of an overdraft protection line...—(1) Consumer credit on nonpreferential terms. Disqualification of a supervisory employee is not...

Supervisory arrangements, LOLR and crisis management in a single European banking market

NARCIS (Netherlands)

Boot, A.W.A.

2006-01-01

In this paper I discuss some key issues related to supervisory arrangements in the EMU countries, and particularly those relating to the LOLR structure and crisis management. The focus will be on the responsibilities and powers of individual countries (and national central banks) vis-à-vis those at

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes

Directory of Open Access Journals (Sweden)

SL Wagner

2015-10-01

Full Text Available Background: There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. Objective: To determine the value of social support interventions for work outcomes. Methods: Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. Results: The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. Conclusion: There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes.

Science.gov (United States)

Wagner, S L; White, M I; Schultz, I Z; Williams-Whitt, K; Koehn, C; Dionne, C E; Koehoorn, M; Harder, H G; Pasca, R; Wärje, O; Hsu, V; McGuire, L; Lama, I; Schulz, W; Kube, D; Wright, M D

2015-10-01

There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. To determine the value of social support interventions for work outcomes. Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Shifts in Competences between Member States and EU in the New Supervisory System for Credit Institutions and their Consequences for Judicial Protection

NARCIS (Netherlands)

Wissink, L.; Duijkersloot, Ton; Widdershoven, Rob

2014-01-01

well as powers concerning enforcement – investigations, measures and penalties – to the EU level. One striking example of such a transfer is the new supervisory system for credit institutions that has recently been put into effect, the so-called Single Supervisory Mechanism (SSM).1 Under the new

Avoidant Attachment Style Indicates Job Adaptation of People with High Functional Autistic Spectrum Disorders

Science.gov (United States)

Yokotani, Kenji

2011-01-01

The aim of the present study was to investigate whether or not the avoidant attachment style indicates job adaptation of people with High Functional Autistic Spectrum Disorders (HFASD). HFASD are groups of developmental disorders characterized by impairment of social interaction and normal level of intelligence. Twenty-two people with HFASD…

Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership.

Science.gov (United States)

Dong, Yuntao; Liao, Hui; Chuang, Aichia; Zhou, Jing; Campbell, Elizabeth M

2015-09-01

Integrating insights from the literature on customers' central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during service encounters and, subsequently, influence customer satisfaction with service experience. Using multilevel, multisource, experience sampling data from 380 hairstylists matched with 3550 customers in 118 hair salons, we found that customer empowering behaviors were positively related to employee creativity and subsequent customer satisfaction via employee state promotion focus. Results also showed that empowering behaviors from different agents function synergistically in shaping employee creativity: supervisory empowering leadership strengthened the indirect effect of customer empowering behaviors on employee creativity via state promotion focus. (c) 2015 APA, all rights reserved).

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

Energy Technology Data Exchange (ETDEWEB)

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

1998-07-10

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

Motivational Mechanisms in the Relation between Job Characteristics and Employee Functioning.

Science.gov (United States)

Olafsen, Anja H; Halvari, Hallgeir

2017-08-07

This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. In particular, task autonomy had a positive relation to autonomy satisfaction (p motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p motivation and between the basic needs and work performance (p motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.

The effect of discrimination on job performance and job satisfaction

OpenAIRE

Tesfaye, Yodit

2011-01-01

Discrimination is one of the most controversial phenomena to challenge the Human Resources (HR) function in the work place. It has been discussed in depth by sociologists, politicians and lawyers and remains a topical issue. Despite advances gender discrimination still persists, and continues to be experienced by women in the contemporary work space. Purpose - As job satisfaction has been shown to directly affect business performance, there has been increased interest in how job satisfact...

The elephant in the room: Dialogues about race within cross-cultural supervisory relationships.

Science.gov (United States)

White-Davis, Tanya; Stein, Emma; Karasz, Alison

2016-05-01

For centuries, the concept of race, a uniquely pervasive social construct, has often complicated dialogue and interactions between groups of people. This study assessed perceptions and attitudes of faculty and trainees with varied racial backgrounds within graduate medical and psychology programs. Self-reported responses addressed potential barriers and facilitating factors required for meaningful conversations about race. A brief 18-question survey was developed and administered electronically to three professional and academic Listservs within a large metropolitan city in northeast United States. Quantitative and qualitative analysis were conducted using SPSS Statistical Software and Text analyzer. Results revealed that among participants (N = 57) a majority experienced cross-racial supervision, and more than half indicated engaging in conversations about race within supervision. Respondents endorsed lack of comfort and lack of opportunity/time as significant barriers to discussing race within supervision. When race-related dialogues occurred, a majority of supervisees and supervisors found it beneficial. Most Supervisors of Color(a) actively initiated these conversations in supervision, while White supervisees endorsed the least benefit from these conversations. Contrary to our expectations, few respondents endorsed limited training as a barrier. The current study revealed cross-racial dialogues about race may be occurring frequently in supervisory relationships. Supervisees of Color reported benefiting from these dialogues, in contrast to their White counterparts, who endorsed the least benefit. Lack of comfort in supervisory relationships appears to be a significant barrier to having these conversations. Therefore, it is important for supervisors to create supervisory relationships emphasizing safety and comfort. Directions for future research are discussed. © The Author(s) 2016.

Supervisory control system implemented in programmable logical controller web server

OpenAIRE

Milavec, Simon

2012-01-01

In this thesis, we study the feasibility of supervisory control and data acquisition (SCADA) system realisation in a web server of a programmable logic controller. With the introduction of Ethernet protocol to the area of process control, the more powerful programmable logic controllers obtained integrated web servers. The web server of a programmable logic controller, produced by Siemens, will also be described in this thesis. Firstly, the software and the hardware equipment used for real...

Supervisory support in Slovenian and Dutch organizations: a contextualizing approach

OpenAIRE

Dulk, Laura; Peper, Bram; Kanjuo Mrčela, Aleksandra; Ignjatović, Miroljub

2016-01-01

textabstractThis paper builds on the influential work of Suzan Lewis examining how employees’ work–life experiences are shaped by different layers of context. Our approach is therefore a comparative one using data from four organizational contexts in two countries, the Netherlands and Slovenia. Within each organization, we examine the role of different types of supervisory support (specific family support and general support) and the quality of the relationship between supervisor and subordin...

Application of optimal control principles to describe the supervisory control behavior of AAA crew members

Science.gov (United States)

Hale, C.; Valentino, G. J.

1982-01-01

Supervisory decision making and control behavior within a C(3) oriented, ground based weapon system is being studied. The program involves empirical investigation of the sequence of control strategies used during engagement of aircraft targets. An engagement is conceptually divided into several stages which include initial information processing activity, tracking, and ongoing adaptive control decisions. Following a brief description of model parameters, two experiments which served as initial investigation into the accuracy of assumptions regarding the importance of situation assessment in procedure selection are outlined. Preliminary analysis of the results upheld the validity of the assumptions regarding strategic information processing and cue-criterion relationship learning. These results indicate that this model structure should be useful in studies of supervisory decision behavior.

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

12 CFR 715.7 - Supervisory Committee audit alternatives to a financial statement audit.

Science.gov (United States)

2010-01-01

... financial statement audit. 715.7 Section 715.7 Banks and Banking NATIONAL CREDIT UNION ADMINISTRATION... Committee audit alternatives to a financial statement audit. A credit union which is not required to obtain a financial statement audit may fulfill its supervisory committee responsibility by any one of the...

National Ignition Facility subsystem design requirements supervisory control software SSDR 1.5.2

International Nuclear Information System (INIS)

Woodruff, J.; VanArsdall, P.; Bliss, E.

1996-01-01

This System Design Requirement document establishes the performance, design, development, and test requirements for the Supervisory Control Software, WBS 1.5.2, which is part of the NIF Integrated Computer Control System (ICCS). This document responds directly to the requirements detailed in ICCS (WBS 1-5)

Leadership and Presenteeism among Scientific Staff: The Role of Accumulation of Work and Time Pressure.

Science.gov (United States)

Dietz, Carolin; Scheel, Tabea

2017-01-01

The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students) and their supervisors (e.g., professors). Based on the job demands-resources framework (JD-R), we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure) is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR) states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013). Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management.

Leadership and Presenteeism among Scientific Staff: The Role of Accumulation of Work and Time Pressure

Directory of Open Access Journals (Sweden)

Carolin Dietz

2017-10-01

Full Text Available The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students and their supervisors (e.g., professors. Based on the job demands-resources framework (JD-R, we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013. Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management.

Leadership and Presenteeism among Scientific Staff: The Role of Accumulation of Work and Time Pressure

Science.gov (United States)

Dietz, Carolin; Scheel, Tabea

2017-01-01

The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students) and their supervisors (e.g., professors). Based on the job demands-resources framework (JD-R), we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure) is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR) states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013). Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management. PMID:29123497

The Use of the Performance Diagnostic Checklist-Human Services to Assess and Improve the Job Performance of Individuals with Intellectual Disabilities.

Science.gov (United States)

Smith, Madison; Wilder, David A

2018-06-01

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to identify the variables responsible for performance problems. To date, the PDC-HS has not been examined with individuals with intellectual disabilities. In the current study, two supervisors with intellectual disabilities completed the PDC-HS to assess the productivity of two supervisees with disabilities who performed a pricing task in a thrift store. The PDC-HS suggested that performance deficits were due to a lack of training; a PDC-HS-indicated intervention was effective to increase accurate pricing. • The PDC-HS is an informant-based tool designed to identify the variables responsible for employee performance problems in human service settings. • The PDC-HS can be completed by some individuals with intellectual disabilities in a supervisory position to identify the variables responsible for problematic job performance among their supervisees. • A PDC-HS indicated intervention was demonstrated to be effective to improve the job performance of individuals with disabilities. • The PDC-HS may be a useful tool to support performance improvement and job maintenance among individuals with intellectual disabilities.

Family Functioning and Soldier PTSD: Correlates of Treatment Engagement and Military Job Satisfaction

Science.gov (United States)

2015-10-01

a mother with depression may be less sensitive to her child’s cues, and may feel less efficacious as a parent, decreasing her application of...functioning, spouse depression , spouse anxiety, child mental health symptoms and service use, and Soldier job satisfaction. Spouse depression was the...in Soldiers with PTSD and their spouses, and also to describe rates of spouse depression and anxiety, as well as child mental health problems. The

Display rule "regulators": the relationship between supervisors and worker emotional exhaustion.

Science.gov (United States)

Wilk, Steffanie L; Moynihan, Lisa M

2005-09-01

This field study examined the effect of supervisory regulation of display rules--the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)--on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that the importance supervisors place on interpersonal job demands of their workers was positively related to worker emotional exhaustion. Worker career identity moderated the interpersonal-job-demands--emotional-exhaustion relationship, but self-efficacy did not. Study conclusions and suggestions for future research are provided. Copyright 2005 APA, all rights reserved.

Building Effective Supervisory Relationships in the Online Counseling Course: Faculty and Student Responsibilities

Science.gov (United States)

Cicco, Gina

2014-01-01

This article will provide an outline for counselor educators and their students on how to develop and maintain solid supervisory relationships in the online classroom. Counselors-in-training are required to complete practicum and internship experiences during their graduate academic preparation. These field experience courses typically involve 100…

Social cognition and executive functioning predictors of supervisors' appraisal of interpersonal behaviour in the workplace following acquired brain injury.

Science.gov (United States)

Yeates, Giles; Rowberry, Michelle; Dunne, Stephen; Goshawk, Michelle; Mahadevan, Mythreyi; Tyerman, Ruth; Salter, Mandy; Hillier, Martin; Berry, Alister; Tyerman, Andy

2016-03-23

Social cognition and executive functioning difficulties following acquired brain injury have been linked to negative employment outcomes, such as demotion and loss of vocational roles. These are very counter-intuitive and challenging difficulties for other employees and work supervisors who have little or no brain injury knowledge, whose perceptions of play a key role in their responses to these difficulties and the final outcome of such problems for vocational status. This study aimed to study the relationship between social cognition and executive functioning difficulties and the perceptions of work supervisors' appraisal of survivor interpersonal behaviour and social skills in the workplace. The performance of 73 survivors of acquired brain injury (47% TBI, 38% CVA, 15% other ABI type; 73% male; mean age 45.44 years, range 19-64 years; mean time since injury 6.36 years, range 10.5-31.33 years), currently in a vocational rehabilitation placement) on neuropsychological tests of executive functioning and social cognition was measured. Informant ratings on the Social Skills Factor subscale from the Work Personality Profile (WPP, Bolton & Roessler, 1986) were used as the primary outcome measure, a vocational functioning questionnaire assessing social and presentational aspects of workplace behaviour. The raters were non-clinical workplace informants acting in a supervisory role (supervisory placement providers and job coaches). Correlational analysis identified significant associations between the WPP and survivor goal-orientated planning and implementation, mentalising ability, recognition of positive and negative emotions, and recognition of simple sarcasm (all significant at p executive functioning explained 32 % of the variance in the WPP ratings (F (2, 52) =  12.15, p executive functioning and social cognition difficulties for the perceptions and appraisal of work colleagues, consistent with other studies that have identified negative vocational outcomes

Job-Structure and Job-Related Information

OpenAIRE

川上, 善郎

1981-01-01

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

The Mediating Effects of Work-Related Stress on Mentoring Functions and Job Attitude: A Comparison of General and Special Education Teachers

Science.gov (United States)

Rabenhorst, Greg A.

2011-01-01

The current study is designed to investigate the mediating effects of work-related stress on the relationship between mentoring functions (i.e., career support, psychosocial support, and role modeling) and measures of job attitude (i.e., job satisfaction and organizational commitment). Mentoring is widely used as a means of assisting in the new…

Does psychosocial competency training for junior physicians working in pediatric medicine improve individual skills and perceived job stress.

Science.gov (United States)

Bernburg, Monika; Baresi, Lisa; Groneberg, David; Mache, Stefanie

2016-12-01

Pediatricians' job performance, work engagement, and job satisfaction are essential for both the individual physician and quality of care for their little patients and parents. Therefore, it is important to maintain or possibly augment pediatricians' individual and professional competencies. In this study, we developed and implemented a psychosocial competency training (PCT) teaching different psychosocial competencies and stress coping techniques. We investigated (1) the influence of the PCT on work-related characteristics: stress perception, work engagement, job satisfaction and (2) explored pediatricians' outcomes and satisfaction with PCT. Fifty-four junior physicians working in pediatric hospital departments participated in the training and were randomized in an intervention (n = 26) or a control group (n = 28). In the beginning, at follow-up 1 and 2, both groups answered a self-rated questionnaire on perceived training outcomes and work-related factors. The intervention group showed that their job satisfaction significantly increased while perceived stress scores decreased after taking part in the PCT. No substantial changes were observed with regard to pediatricians' work engagement. Participating physicians evaluated PCT with high scores for training design, content, received outcome, and overall satisfaction with the training. Professional psychosocial competency training could improve junior pediatricians' professional skills, reduce stress perception, increase their job satisfaction, and psychosocial skills. In addition, this study indicates that the PCT is beneficial to be implemented as a group training program for junior pediatricians at work. What is Known: • Junior pediatricians often report experiencing high levels of job strain and little supervisory support. • High levels of job demands make pediatricians vulnerable for mental health problems and decreased work ability. What is New: • Development, implementation, and evaluation of a

Operational Performance Risk Assessment in Support of A Supervisory Control System

Energy Technology Data Exchange (ETDEWEB)

Denning, Richard S. [Self Employed; Muhlheim, Michael David [ORNL; Cetiner, Sacit M. [ORNL; Guler Yigitoglu, Askin [ORNL

2017-06-01

Supervisory control system (SCS) is developed for multi-unit advanced small modular reactors to minimize human interventions in both normal and abnormal operations. In SCS, control action decisions made based on probabilistic risk assessment approach via Event Trees/Fault Trees. Although traditional PRA tools are implemented, their scope is extended to normal operations and application is reversed; success of non-safety related system instead failure of safety systems this extended PRA approach called as operational performance risk assessment (OPRA). OPRA helps to identify success paths, combination of control actions for transients and to quantify these success paths to provide possible actions without activating plant protection system. In this paper, a case study of the OPRA in supervisory control system is demonstrated within the context of the ALMR PRISM design, specifically power conversion system. The scenario investigated involved a condition that the feed water control valve is observed to be drifting to the closed position. Alternative plant configurations were identified via OPRA that would allow the plant to continue to operate at full or reduced power. Dynamic analyses were performed with a thermal-hydraulic model of the ALMR PRISM system using Modelica to evaluate remained safety margins. Successful recovery paths for the selected scenario are identified and quantified via SCS.

Supervisory control of mobile sensor networks: math formulation, simulation, and implementation.

Science.gov (United States)

Giordano, Vincenzo; Ballal, Prasanna; Lewis, Frank; Turchiano, Biagio; Zhang, Jing Bing

2006-08-01

This paper uses a novel discrete-event controller (DEC) for the coordination of cooperating heterogeneous wireless sensor networks (WSNs) containing both unattended ground sensors (UGSs) and mobile sensor robots. The DEC sequences the most suitable tasks for each agent and assigns sensor resources according to the current perception of the environment. A matrix formulation makes this DEC particularly useful for WSN, where missions change and sensor agents may be added or may fail. WSN have peculiarities that complicate their supervisory control. Therefore, this paper introduces several new tools for DEC design and operation, including methods for generating the required supervisory matrices based on mission planning, methods for modifying the matrices in the event of failed nodes, or nodes entering the network, and a novel dynamic priority assignment weighting approach for selecting the most appropriate and useful sensors for a given mission task. The resulting DEC represents a complete dynamical description of the WSN system, which allows a fast programming of deployable WSN, a computer simulation analysis, and an efficient implementation. The DEC is actually implemented on an experimental wireless-sensor-network prototyping system. Both simulation and experimental results are presented to show the effectiveness and versatility of the developed control architecture.

A Three-wave Study of Antecedents of Work-Family Enrichment: The Roles of Social Resources and Affect.

Science.gov (United States)

Siu, Oi Ling; Bakker, Arnold B; Brough, Paula; Lu, Chang-Qin; Wang, Haijiang; Kalliath, Thomas; O'Driscoll, Michael; Lu, Jiafang; Timms, Carolyn

2015-10-01

On the basis of conservation of resources theory (Hobfoll, ) and the resource-gain-development perspective (Wayne, Grzywacz, Carlson, & Kacmar, ), this paper examines the differential impact of specific social resources (supervisory support and family support) on specific types of affect (job satisfaction and family satisfaction, respectively), which, in turn, influence work-to-family enrichment and family-to-work enrichment, respectively. A sample of 276 Chinese workers completed questionnaires in a three-wave survey. The model was tested with structural equation modelling. Job satisfaction at time 2 partially mediated the relationship between time 1 supervisory support and time 3 work-to-family enrichment (capital), and the effect of supervisory support on work-to-family enrichment (affect) was fully mediated by job satisfaction. Family satisfaction at time 2 fully mediated the relationship between time 1 family support and time 3 family-to-work enrichment (affect, efficiency). Implications for theory, practice and future research are discussed. Copyright © 2013 John Wiley & Sons, Ltd.

Supervisory control for a complex robotic system

International Nuclear Information System (INIS)

Miller, D.J.

1988-01-01

The Robotic Radiation Survey and Analysis System investigates the use of advanced robotic technology for performing remote radiation surveys on nuclear waste shipping casks. Robotic systems have the potential for reducing personnel exposure to radiation and providing fast reliable throughput at future repository sites. A primary technology issue is the integrated control of distributed specialized hardware through a modular supervisory software system. Automated programming of robot trajectories based upon mathematical models of the cask and robot coupled with sensory feedback enables flexible operation of a commercial gantry robot with the reliability needed to perform autonomous operations in a hazardous environment. Complexity is managed using structured software engineering techniques resulting in the generation of reusable command primitives which contribute to a software parts catalog for a generalized robot programming language

The relationship between job satisfaction and job loyalty among municipal sports officers

OpenAIRE

C. Mafini; J. Surujlal; M. Dhurup

2013-01-01

The purpose of this study was to examine the relationship between job satisfaction and job loyalty among municipal sports officers in South Africa. With the rise in the popularity of sport in South Africa, municipalities throughout the country face the challenge of providing improved sports services. To meet this challenge, municipalities employ a variety of sports professionals, among whom are municipal sport officers. In order for them to function effectively, it is necessary for municipali...

Job Creation and Job Types

DEFF Research Database (Denmark)

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

2016-01-01

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

Job Creation and Job Types

DEFF Research Database (Denmark)

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

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

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

Science.gov (United States)

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

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

Counseling and the Bystander-Equity Model of Supervisory Helping Behavior: Directions for EAP Research.

Science.gov (United States)

Gerstein, Lawrence H.; Bayer, Gregory A.

1991-01-01

Discusses contribution of Bystander-Equity Model of Supervisory Helping Behavior to pursuit of employee assistance program (EAP) research based on traditions of field of counseling. Offers structure for pursuing empirical and applied activities in EAP settings. Encourages counseling researchers and practitioners to respond to challenge of working…

The Davros III supervisory control system

International Nuclear Information System (INIS)

Rice, P.

1996-01-01

Magnox Electric's Remote Operations Branch deploy a wide variety of remote inspection and maintenance tools into nuclear plant in order to perform a variety of tasks. In recent years much progress has been made on low-level control of individual manipulator axes, and a parallel need has emerged for a supervisory system to assist the operator in the control of the whole system. Some requirements are: 1) to improve operator control of systems; 2) to simplify software maintenance and version control; 3) to reduce the likelihood of damage to manipulators; 4) to assist with rehearsals and simulations. Davros III is a PC software system which has been developed over a number of years to address these requirements. In a single program capable of being configured for a wide variety of applications, it provides a technique for following pretaught routes, a comprehensive and fully configurable interlock system and several different facilities for simulation. (author)

The Davros III supervisory control system

International Nuclear Information System (INIS)

Rice, P.

1996-01-01

Magnox Electric's Remote Operations Bbranch deploy a wide variety of remote inspection and maintenance tools into nuclear plant in order to perform a variety of tasks. In recent years much progress has been made on low-level control of individual manipulator axes and a parallel need has emerged for a supervisory system to assist the operator in the control of the whole system. Some requirements are: 1, To improve operator control of systems. 2, To simplify software maintenance and version control. 3, To reduce the likelihood of damage to manipulators. 4, To assist with rehearsals and simulations. Davros III is a PC software system which has been developed over a number of years to address these requirements. In a single program capable of being configured for a wide variety of applications, it provides a technique for following pretaught routes, a comprehensive and fully configurable interlock system and several different facilities for simulation. (author)

Ownership balance, supervisory efficiency of independent directors and the quality of management earnings forecasts

Directory of Open Access Journals (Sweden)

Yunling Song

2013-06-01

Full Text Available In the Chinese securities market, with its characteristics of influence through personal relationships (Guanxi and underdeveloped standards of law and enforcement, can independent directors play the supervisory role expected by securities regulators? In this study we use the degree of precision and accuracy in corporate earnings forecasts as proxies for the quality of information disclosure by listed companies and examine the supervisory efficiency of independent directors with respect to information disclosure. Using data from 2007 to 2009, we find that in the absence of ownership balance, independent directors have a significant positive effect on the accuracy of management forecasts. In addition, the personal backgrounds of independent directors have specific effects on management earnings forecasts. Directors with certified public accountant (CPA expertise significantly improve the precision of management forecasts. However, directors with industrial expertise significantly reduce the precision of management forecasts. In other words, having directors with CPA expertise improves the independence of boards, but having independent directors with industrial expertise has the opposite effect.

Developing operator capacity estimates for supervisory control of autonomous vehicles.

Science.gov (United States)

Cummings, M L; Guerlain, Stephanie

2007-02-01

This study examined operators' capacity to successfully reallocate highly autonomous in-flight missiles to time-sensitive targets while performing secondary tasks of varying complexity. Regardless of the level of autonomy for unmanned systems, humans will be necessarily involved in the mission planning, higher level operation, and contingency interventions, otherwise known as human supervisory control. As a result, more research is needed that addresses the impact of dynamic decision support systems that support rapid planning and replanning in time-pressured scenarios, particularly on operator workload. A dual screen simulation that allows a single operator the ability to monitor and control 8, 12, or 16 missiles through high level replanning was tested on 42 U.S. Navy personnel. The most significant finding was that when attempting to control 16 missiles, participants' performance on three separate objective performance metrics and their situation awareness were significantly degraded. These results mirror studies of air traffic control that demonstrate a similar decline in performance for controllers managing 17 aircraft as compared with those managing only 10 to 11 aircraft. Moreover, the results suggest that a 70% utilization (percentage busy time) score is a valid threshold for predicting significant performance decay and could be a generalizable metric that can aid in manning predictions. This research is relevant to human supervisory control of networked military and commercial unmanned vehicles in the air, on the ground, and on and under the water.

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

Science.gov (United States)

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

2013-04-01

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

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea.

Science.gov (United States)

Jayasuriya, Rohan; Whittaker, Maxine; Halim, Grace; Matineau, Tim

2012-06-12

Job satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea. Data was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models. There was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P job satisfaction. The factors contributing most were work climate (17%) and supervisory support (10%). None of these factors were predictive of an intention to leave. This study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70% of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is

A controlled genetic algorithm by fuzzy logic and belief functions for job-shop scheduling.

Science.gov (United States)

Hajri, S; Liouane, N; Hammadi, S; Borne, P

2000-01-01

Most scheduling problems are highly complex combinatorial problems. However, stochastic methods such as genetic algorithm yield good solutions. In this paper, we present a controlled genetic algorithm (CGA) based on fuzzy logic and belief functions to solve job-shop scheduling problems. For better performance, we propose an efficient representational scheme, heuristic rules for creating the initial population, and a new methodology for mixing and computing genetic operator probabilities.

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

Directory of Open Access Journals (Sweden)

Adrianna Potocka

2013-04-01

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

The Fate of Job in Jewish Tradition

DEFF Research Database (Denmark)

Schleicher, Marianne

2008-01-01

to a few examples of the fate of Job in Jewish tradition and concerned with Scripture's role with respect to religious normativity, this article will be guided by the following question: How can The Book of Job maintain its role within Jewish tradition as a normative text? My reading suggests that The Book......Job's piety in The Book of Job is so ideal that it becomes problematic on two levels. First, it renders God a tyrant. Second, no one can fully identify with Job. Surely, we may suffer just as much as Job does and even feel that God is unjust, but no man can ever claim to be as pious as Job. Limited...... of Job in itself is not normative. Rather, it serves as a counterpoint up against which the reception and transformation of Jewish theology can unfold and as such The Book of Job exerts its function on Jewish religiosity....

Learning and strain among newcomers: a three-wave study on the effects of job demands and job control.

Science.gov (United States)

Taris, Toon W; Feij, Jan A

2004-11-01

The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high demand and high job control would lead to high levels of learning; low demand and low job control should lead to low levels of learning; high demand and low job control should lead to high levels of strain; and low demand and high job control should lead to low levels of strain. The relation between strain and learning was also examined. The authors tested the hypotheses using ANCOVA and structural equation modeling. The results revealed that high levels of strain have an adverse effect on learning; the reverse effect was not confirmed. It appears that Karasek and Theorell's model is very relevant when examining work socialization processes.

Selection and scheduling of jobs with time-dependent duration

OpenAIRE

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

2007-01-01

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

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

Science.gov (United States)

Cowin, Leanne S; Moroney, Robyn

2018-01-01

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

Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu ile İş Tatmini Arasındaki İlişkiler : Tekstil Sektöründe Bir Uygulama = The Relationship Between Supervision Style, Working Conditions, Co-Workers Behavior, Recognition and Job Satisfaction : A Field Research on Textile Firms

Directory of Open Access Journals (Sweden)

Salih Zeki İMAMOĞLU

2004-01-01

Full Text Available Intensive competition forces firms to work efficiently and effectively with all their resources including human resources. The need for satisfying employees on the job arises as a necessity for the firm success. Firms can achieve their objectives only by developing and maintaining policies and work environments which in turn will result in job satisfaction. In this study the factors which effect job satisfaction are analyzed on a sample of firms operating in the textile industry. Turkish textile firms are well known with their export ability as well as with their use of labor-intensive production technology. High level of job satisfaction of employees is needed for firm performance. The findings of the survey results indicate that supervisory behavior, working conditions, co-workers behavior and recognition are related to job satisfaction, co-workers behavior having the highest effect among all.

Hierarchical Discrete Event Supervisory Control of Aircraft Propulsion Systems

Science.gov (United States)

Yasar, Murat; Tolani, Devendra; Ray, Asok; Shah, Neerav; Litt, Jonathan S.

2004-01-01

This paper presents a hierarchical application of Discrete Event Supervisory (DES) control theory for intelligent decision and control of a twin-engine aircraft propulsion system. A dual layer hierarchical DES controller is designed to supervise and coordinate the operation of two engines of the propulsion system. The two engines are individually controlled to achieve enhanced performance and reliability, necessary for fulfilling the mission objectives. Each engine is operated under a continuously varying control system that maintains the specified performance and a local discrete-event supervisor for condition monitoring and life extending control. A global upper level DES controller is designed for load balancing and overall health management of the propulsion system.

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

Science.gov (United States)

Slišković, Ana; Penezić, Zvjezdan

2015-01-01

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

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

Science.gov (United States)

Bester, C L; Mouton, T

2006-08-01

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

The Role of New Information Technologies in Facilitating Professional Reflective Practice across the Supervisory Triad.

Science.gov (United States)

Hodder, Jacqueline; Carter, David

This study investigated the role of new information management technologies in facilitating student teacher supervision across the supervisory triad of student teacher, cooperating teacher, and university supervisor. The study investigated how data routinely generated by teachers and stored within an Instructional Information Management System…

Supervisory control synthesis of discrete-event systems using a coordination scheme

Czech Academy of Sciences Publication Activity Database

Komenda, Jan; Masopust, Tomáš; van Schuppen, J. H.

2012-01-01

Roč. 48, č. 2 (2012), s. 247-254 ISSN 0005-1098 R&D Projects: GA ČR(CZ) GAP103/11/0517; GA ČR GPP202/11/P028 Grant - others:European Commission(XE) EU.ICT.DISC 224498 Institutional research plan: CEZ:AV0Z10190503 Keywords : discrete-event systems * supervisory control * distributed control * closed-loop systems * controllability Subject RIV: BA - General Mathematics Impact factor: 2.919, year: 2012 http://www.sciencedirect.com/science/article/pii/S0005109811005395

Evaluating the Impact of Communication Network Performance on Supervisory Supermarket Control

DEFF Research Database (Denmark)

Madsen, Jacob Theilgaard; Minko, Tomasz; Madsen, Tatiana Kozlova

2017-01-01

This paper addresses the evaluation of the impact of non-ideal communication networks on system performance of hierarchical control systems. It develops a stepwise evaluation approach that is applied to the example scenario of a supervisory controller for supermarket temperature control, addressing...... of communication network performance on the supermarket refrigeration control and resulting energy costs using simulation models. The results show that the controller is resilient to downstream information delays, however upstream delays or up- and downstream information loss can cause significant performance...

Supervisory control synthesis of discrete-event systems using a coordination scheme

Czech Academy of Sciences Publication Activity Database

Komenda, Jan; Masopust, Tomáš; van Schuppen, J. H.

2012-01-01

Roč. 48, č. 2 (2012), s. 247-254 ISSN 0005-1098 R&D Projects: GA ČR(CZ) GAP103/11/0517; GA ČR GPP202/11/P028 Grant - others:European Commission(XE) EU. ICT .DISC 224498 Institutional research plan: CEZ:AV0Z10190503 Keywords : discrete-event systems * supervisory control * distributed control * closed-loop systems * controllability Subject RIV: BA - General Mathematics Impact factor: 2.919, year: 2012 http://www.sciencedirect.com/science/article/pii/S0005109811005395

Job design and job stress in office workers.

Science.gov (United States)

Carayon, P

1993-05-01

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

Job insecurity , work-based support, job satisfaction, organisational commitment and general health of human resources professionals in a chemical industry / by Florence Nomhlangano Rani

OpenAIRE

Rani, Nomhlangano Florence

2005-01-01

The work environment in which South African employees have to function is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing chemical industry employees' functioning in areas that could affect their general health and consequent standard of service is essential. Job insecurity, work-based support, job satisfaction, organisational commitment and gener...

Involvement of experts in nuclear licensing and supervisory procedures who are known for their critical attitude towards nuclear technology

International Nuclear Information System (INIS)

Schirp, W.

1996-01-01

The article discusses legal and procedural aspects in the context of expert opinions demanded by the supervisory and licensing authorities of nuclear power plants, and the role and activities of experts known for their critical approach to nuclear electricity generation. The aspects addressed are: Reasons to break the dominance of ''established'' experts who in general are members of the TUeV organisations (technical control boards), reasons for challenging motions such as suspicion of prejudice or insufficient expertise, order by the supervisory authority to take a ''dual approach'' and involve two experts for a task, as well as the relevant administrative and legal procedures. (orig./CB) [de

Selection and scheduling of jobs with time-dependent duration

Directory of Open Access Journals (Sweden)

DM Seegmuller

2007-06-01

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

Safety Supervisory Strategy for an Upper-Limb Rehabilitation Robot Based on Impedance Control

Directory of Open Access Journals (Sweden)

Lizheng Pan

2013-02-01

Full Text Available User security is an important consideration for robots that interact with humans, especially for upper-limb rehabilitation robots, during the use of which stroke patients are often more susceptible to injury. In this paper, a novel safety supervisory control method incorporating fuzzy logic is proposed so as to guarantee the impaired limb's safety should an emergency situation occur and the robustness of the upper-limb rehabilitation robot control system. Firstly, a safety supervisory fuzzy controller (SSFC was designed based on the impaired-limb's real-time physical state by extracting and recognizing the impaired-limb's tracking movement features. Then, the proposed SSFC was used to automatically regulate the desired force either to account for reasonable disturbance resulting from pose or position changes or to respond in adequate time to an emergency based on an evaluation of the impaired-limb's physical condition. Finally, a position-based impedance controller was implemented to achieve compliance between the robotic end-effector and the impaired limb during the robot-assisted rehabilitation training. The experimental results show the effectiveness and potential of the proposed method for achieving safety and robustness for the rehabilitation robot.

Jobs

DEFF Research Database (Denmark)

Schubart, Rikke

2013-01-01

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

Job autonomy and job satisfaction: new evidence

OpenAIRE

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

2003-01-01

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

Upward appraisal as a means for improving supervisory performance and promoting process improvement, with long-term implications for organizational change

Science.gov (United States)

Siegfeldt, Denise V.

1994-01-01

This study represents the implementation phase of an organizational development project which was initiated last year in the Management Support Division (MSD) at Langley Research Center to diagnose organizational functioning. As a result of MSD survey data from last year's effort, a Quality Action Team was created to address the responses compiled from the MSD Organizational Assessment Questionnaire and Follow-Up Questionnaire. The team was officially named the MSD Employee Relations Improvement Team (MERIT). MERIT's goal was to analyze major concerns generated by the questionnaires and to present feasible solutions to management which would improve supervisory performance, promote process improvement; and ultimately, lead to a better organization. The team met weekly and was very disciplined in following guidelines needed to ensure a fully functioning team. Several TQM tools were used during the team process, including brainstorming and the cause and effect diagram. One of the products produced by MERIT was a 'report card', more formally known as an upward appraisal system, to evaluate supervisory performance in the division office, its three branches, and in teams. Major areas of emphasis on the 47 item report card were those identified by employees through the previously administered questionnaires as needing to be improved; specifically, training, recognition, teamwork, supervision and leadership, and communication. MERIT created an enlarged and modified version of the report card which enabled scores for each individual supervisor to be recorded on a separate form, along with summary results and employee comments. Report card results have been compiled and fed back to the Division Chief and Assistant Division Chief. These individuals will in turn, feed the results back to the remaining supervisors and the team leaders. Although results differ among supervisors, some similarities exist. Communication generally appears to be adequate, which represents an

Job control and coworker support improve employee job performance.

Science.gov (United States)

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

2010-01-01

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

ANALISIS FAKTOR-FAKTOR DALAM KUALITAS KEHIDUPAN KERJA (QUALITY WORK LIFE DI FAKULTAS EKONOMI UNIVERSITAS NEGERI JAKARTA

Directory of Open Access Journals (Sweden)

Umi Widyastuti

2012-03-01

Full Text Available Many factors determine the meaning of quality of work life (QWL. This research reviews the factors of QWL based on models and past research. The factors of QWL discussed are balance between life and non life, the work itself, skill utilization, working condition, job involvement, co-worker relationship, promotion, salary and supervisory. Confirmatory Factor Analysis is used to determine dominant factors of QWL. This research concludes that all the factors we discussed have the value of Keiser Meyers Oklin Measure of Sampling Adequacy more than 0.5, except salary. It means that eight factors which determine QWL are balance between life and non life, the work itself, skill utilization, working condition, job involvement, co-worker relationship, promotion and supervisory. After varimax rotation process and based on criteria eigenvalue more than 1, this research has formed two component from all the factors. Component 1 consist of the factor: balance between life and non life, working condition, promotion and supervisory. And component 2 consist of the factor: work itself, skill utilization, job involvement and co-worker relationship.

A supervisory control approach in economic MPC design for refrigeration systems

DEFF Research Database (Denmark)

Shafiei, Seyed Ehsan; Stoustrup, Jakob; Rasmussen, Henrik

2013-01-01

A model predictive control at the supervisory level is proposed for refrigeration systems using price and temperature predictions. The control objective is to minimize the overall energy cost within the prediction horizon. The method is mainly developed for demand-side management in the future...... to rearrange the problem to facilitate convex programming. A nonlinear continuous time model validated by real data is employed to simulate system operation. The results show a considerable economic saving as well as a trade-off between the saving level and design complexity....

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

Directory of Open Access Journals (Sweden)

CL Bester

2006-09-01

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

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

African Journals Online (AJOL)

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

Pre-employment job orientation seminar - after two years

International Nuclear Information System (INIS)

Petullo, C.F.

1988-01-01

Formerly, applicants for the Radiation Monitor job were primarily individuals with 4-yr degrees in the sciences or engineering, because of upgraded education requirements. Reynolds found, however, that they lost a very high percentage of such hirees within 4 months after training and going into the field - since they had felt they were hired for a white collar job. Therefore, they instituted the Pre-Employment Job Training Seminar for all applicants - a 40-minute slide presentation showing the Nevada Test Site Terrain; Radiation Monitor job locations such as tunnels, drill rigs, and a decontamination facility; and Radiation Monitors active in their job functions. In other words the earthy side of the job is depicted. Applicants still interested in the job after initial orientation stay for a 3-hour examination. The author expects future hiring at the technician level, with job requirements a high school diploma and science and math skills necessary for good job performance

Associations of Work Hours, Job Strain, and Occupation with Endothelial Function: The Multi-Ethnic Study of Atherosclerosis (MESA)

Science.gov (United States)

Charles, Luenda E.; Fekedulegn, Desta; Landsbergis, Paul; Burchfiel, Cecil M.; Baron, Sherry; Kaufman, Joel D.; Stukovsky, Karen Hinckley; Fujishiro, Kaori; Foy, Capri G.; Andrew, Michael E.; Roux, Ana V. Diez

2014-01-01

Objective To investigate associations of work hours, job control, job demands, job strain, and occupational category with brachial artery flow-mediated dilation (FMD) in 1,499 MESA participants. Methods FMD was obtained using high-resolution ultrasound. Mean values of FMD were examined across categories of occupation, work hours, and the other exposures using regression analyses. Results Occupational category was significantly associated with FMD overall, with blue-collar workers showing the lowest mean values: Management/professional=4.97±0.22%; sales/office=5.19±0.28%; services=4.73 ± 0.29%; and blue-collar workers=4.01±0.26% (adjusted P <0.001). There was evidence of effect modification by gender (interaction P=0.031): significant associations were observed among women (adjusted P =0.002) and nearly significant results among men (adjusted P=0.087). Other exposures were not significantly associated with FMD. Conclusions Differences in endothelial function may account for some of the variation in cardiovascular disease across occupational groups. PMID:25376409

7 CFR 1717.611 - RUS approval of expenditures for legal, accounting, engineering, and supervisory services.

Science.gov (United States)

2010-01-01

..., supervisory (other than for the management and operation of the borrower's electric system, see § 1717.608(d... 7 Agriculture 11 2010-01-01 2010-01-01 false RUS approval of expenditures for legal, accounting... COMMON TO INSURED AND GUARANTEED ELECTRIC LOANS Operational Controls § 1717.611 RUS approval of...

Self-Tuning Linear Quadratic Supervisory Regulation of a Diesel Generator using Large-Signal State Estimation

DEFF Research Database (Denmark)

Knudsen, Jesper Viese; Bendtsen, Jan Dimon; Andersen, Palle

2016-01-01

In this paper, a self-tuning linear quadratic supervisory regulator using a large-signal state estimator for a diesel driven generator set is proposed. The regulator improves operational efficiency, in comparison to current implementations, by (i) automating the initial tuning process and (ii...... throughout the operating range of the diesel generator....

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2011-01-01

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

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

OpenAIRE

Adrianna Potocka; Małgorzata Waszkowska

2013-01-01

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

MFTF supervisory control and diagnostics system hardware

International Nuclear Information System (INIS)

Butner, D.N.

1979-01-01

The Supervisory Control and Diagnostics System (SCDS) for the Mirror Fusion Test Facility (MFTF) is a multiprocessor minicomputer system designed so that for most single-point failures, the hardware may be quickly reconfigured to provide continued operation of the experiment. The system is made up of nine Perkin-Elmer computers - a mixture of 8/32's and 7/32's. Each computer has ports on a shared memory system consisting of two independent shared memory modules. Each processor can signal other processors through hardware external to the shared memory. The system communicates with the Local Control and Instrumentation System, which consists of approximately 65 microprocessors. Each of the six system processors has facilities for communicating with a group of microprocessors; the groups consist of from four to 24 microprocessors. There are hardware switches so that if an SCDS processor communicating with a group of microprocessors fails, another SCDS processor takes over the communication

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

NARCIS (Netherlands)

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

2013-01-01

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

Supervisory Control Technique For An Assembly Workstation As A Dynamic Discrete Event System

Directory of Open Access Journals (Sweden)

Daniela Cristina CERNEGA

2001-12-01

Full Text Available This paper proposes a control problem statement in the framework of supervisory control technique for the assembly workstations. A desired behaviour of an assembly workstation is analysed. The behaviour of such a workstation is cyclic and some linguistic properties are established. In this paper, it is proposed an algorithm for the computation of the supremal controllable language of the closed system desired language. Copyright © 2001 IFAC.

Does low job satisfaction lead to job mobility?

DEFF Research Database (Denmark)

Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

STABLE ADAPTIVE CONTROL FOR A CLASS OF NONLINEAR SYSTEMS WITHOUT USE OF A SUPERVISORY TERM IN THE CONTROL LAW

Directory of Open Access Journals (Sweden)

MOHAMED BAHITA

2012-02-01

Full Text Available In this paper, a direct adaptive control scheme for a class of nonlinear systems is proposed. The architecture employs a Gaussian radial basis function (RBF network to construct an adaptive controller. The parameters of the adaptive controller are adapted and changed according to a law derived using Lyapunov stability theory. The centres of the RBF network are adapted on line using the k-means algorithm. Asymptotic Lyapunov stability is established without the use of a supervisory (compensatory term in the control law and with the tracking errors converging to a neighbourhood of the origin. Finally, a simulation is provided to explore the feasibility of the proposed neuronal controller design method.

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

OpenAIRE

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

2017-01-01

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

Public Health Employees' Perception of Workplace Environment and Job Satisfaction: The Role of Local Health Departments' Engagement in Accreditation.

Science.gov (United States)

Ye, Jiali; Verma, Pooja; Leep, Carolyn; Kronstadt, Jessica

To examine the association between local health departments' (LHDs') engagement in accreditation and their staffs' perceptions of workplace environment and the overall satisfaction with their jobs. Data from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS) (local data only) and the 2014 Forces of Change survey were linked using LHDs' unique ID documented by the National Association of County & City Health Officials. The Forces of Change survey assessed LHDs' accreditation status. Local health departments were classified as "formally engaged" in the Public Health Accreditation Board accreditation process if they had achieved accreditation, submitted an application, or submitted a statement of intent. The PH WINS survey measured employees' perception of 3 aspects of workplace environment, including supervisory support, organizational support, and employee engagement. The overall satisfaction was measured using the Job in General Scale (abridged). There are 1884 LHD employees who completed PH WINS and whose agencies responded to the question on the accreditation status of the Forces of Change survey. When compared with employees from LHDs less engaged in accreditation, employees from LHDs that were formally engaged in accreditation gave higher ratings to all 3 aspects of workplace environment and overall job satisfaction. Controlling for employee demographic characteristics and LHD jurisdiction size, the agency's formal engagement in accreditation remained related to a higher score in perceived workplace environment and job satisfaction. After controlling for perceived workplace environment, accreditation status was marginally associated with job satisfaction. The findings provide support for previous reports by LHD leaders on the benefits of accreditation related to employee morale and job satisfaction. The results from this study allow us to further catalog the benefits of accreditation in workforce development and identify factors that may

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

Science.gov (United States)

2012-01-01

Background Job satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea. Methods Data was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models. Results There was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P job satisfaction. The factors contributing most were work climate (17%) and supervisory support (10%). None of these factors were predictive of an intention to leave. Conclusions This study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70% of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and

Automatic Generation of Supervisory Control System Software Using Graph Composition

Science.gov (United States)

Nakata, Hideo; Sano, Tatsuro; Kojima, Taizo; Seo, Kazuo; Uchida, Tomoyuki; Nakamura, Yasuaki

This paper describes the automatic generation of system descriptions for SCADA (Supervisory Control And Data Acquisition) systems. The proposed method produces various types of data and programs for SCADA systems from equipment definitions using conversion rules. At first, this method makes directed graphs, which represent connections between the equipment, from equipment definitions. System descriptions are generated using the conversion rules, by analyzing these directed graphs, and finding the groups of equipment that involve similar operations. This method can make the conversion rules multi levels by using the composition of graphs, and can reduce the number of rules. The developer can define and manage these rules efficiently.

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

OpenAIRE

Josef Zweimüller; Rudolf Winter-Ebmer

2003-01-01

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

77 FR 19414 - Pipeline Safety: Public Comment on Leak and Valve Studies Mandated by the Pipeline Safety...

Science.gov (United States)

2012-03-30

... Safety, Regulatory Certainty, and Job Creation Act of 2011 AGENCY: Pipeline and Hazardous Materials.... Background: The recent passage of the Pipeline Safety, Regulatory Certainty, and Job Creation Act of 2011 has... consider upstream and downstream controls, automation, supervisory control and data acquisition systems...

Motivators of teacher job satisfaction

OpenAIRE

Juozaitienė, Agnė; Simonaitienė, Berita

2011-01-01

Article is seeking to answer these questions: what factors function as motivators and enhance teacher job satisfaction and which of the motivators are manifested at school? These questions are significant from a theoretical as well as practical point of view. The research problem addressed in the article encompasses three fields and is revealed in three parts of the article. The first part analyzes the notion of teacher job satisfaction and influencing factors. The second part is dedicated to...

Supervisory Styles and Graduate Student Creativity: The Mediating Roles of Creative Self-Efficacy and Intrinsic Motivation

Science.gov (United States)

Gu, Jibao; He, Changqing; Liu, Hefu

2017-01-01

Based on social cognitive theory and leadership theory, the current study tests a theoretical model linking supervisory styles (i.e. supportive and directive) with graduate student creativity via psychological cognitive factors (specifically, creative self-efficacy and intrinsic motivation). Results from a sample of 216 graduate students of 1…

Boundary Management in Doctoral Supervision: How Supervisors Negotiate Roles and Role Transitions throughout the Supervisory Journey

Science.gov (United States)

Benmore, Anne

2016-01-01

In this paper, boundary management illuminates understanding of the doctoral supervisory relationship. Boundary management is presented as a theoretical vehicle that helps to define and explain roles that supervisors employ at different junctures along the doctoral journey and how transitions between these are negotiated. The paper draws on the…

Jobs masonry in LHCb with elastic Grid Jobs

Science.gov (United States)

Stagni, F.; Charpentier, Ph

2015-12-01

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

Impact of the accident at the Three Mile Island on the behavior and well-being of nuclear workers. Part II. Job tension, psychophysiological symptoms, and indices of distress

International Nuclear Information System (INIS)

Kasl, S.V.; Chisholm, R.F.; Eskenazi, B.

1981-01-01

Three Mile Island (TMI) workers experienced much greater job tension and lower occupational self-esteem (supervisors only) in comparison with workers interviewed at the Peach Bottom Plant. At the time of the accident, TMI workers reported experiencing more periods of anger, extreme worrry and extreme upset, and more psychophysiological symptoms. Six months after the accident, some persistence of these feelings and symptoms was evident. Demoralization was greater primarily among TMI non-supervisory workers. The impact of the accident was not greater among TMI workers living closer to the plant. Presence of a preschool child at home enhanced the impact of the accident, but primarily among TMI supervisors. 39 references, 17 tables

Predicting Job Satisfaction.

Science.gov (United States)

Blai, Boris, Jr.

Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

Care neglect, supervisory neglect, and harsh parenting in the development of children's aggression: a replication and extension.

Science.gov (United States)

Knutson, John F; DeGarmo, David; Koeppl, Gina; Reid, John B

2005-05-01

To understand the effects of neglectful parenting, poor supervision, and punitive parenting in the development of children's aggression, 218 children ages 4 to 8 years who were disadvantaged and their mothers were recruited from two states to develop a sample that was diverse with respect to degree of urbanization and ethnicity. Multimethod and multisource indices of the predictive constructs (Social Disadvantage, Denial of Care Neglect, Supervisory Neglect, and Punitive Discipline) and the criterion construct (Aggression) were used in a test of a theoretical model using structural equation modeling. The results established the role of care neglect, supervisory neglect, and punitive parenting as mediators of the role of social disadvantage in the development of children's aggression, the importance of distinguishing between two subtypes of neglect, and the need to consider the role of discipline in concert with neglect when attempting to understand the parenting in the development of aggression.

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

Science.gov (United States)

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

2014-05-01

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

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

Science.gov (United States)

Henseke, Golo

2018-01-01

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

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

Science.gov (United States)

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

2015-11-01

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

The Impact of Job Insecurity on Marital and Family Relationships.

Science.gov (United States)

Larson, Jeffry H.; And Others

1994-01-01

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

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

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

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

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

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

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

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

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

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

OpenAIRE

Loon, M; Bartram, T

2007-01-01

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

Pupillary Response as an Indicator of Processing Demands Within a Supervisory Control Simulation Environment

Science.gov (United States)

2015-05-07

Yerkes, R.M., and Dodson, J.D. (1908). The relation of strength of stimulus to rapidity of habit -formation. Journal of comparative neurology and psychology 18, 459-482. ...the amount of mental effort exerted (Kahneman, 1973; Beatty & Lucero-Wagoner, 2000; Andreassi, 2007). The vast majority of these studies , however...of this initial study , the authors were interested in investigating whether pupillometry data collected in a realistic UAV supervisory control

Medically unexplained physical symptoms and work functioning over 2 years: their association and the influence of depressive and anxiety disorders and job characteristics

NARCIS (Netherlands)

Boeft, M. den; Twisk, J.W.; Hoekstra, T.; Terluin, B.; Penninx, B.W.; Wouden, J.C. van der; Numans, M.E.; Horst, H.E. van der

2016-01-01

BACKGROUND: Medically unexplained physical symptoms (MUPS) are highly prevalent and may affect work functioning. In this study we aimed to assess the longitudinal association between MUPS and work functioning over 2 years and the influence of job characteristics and depressive and anxiety disorders

Home nurses' turnover intentions: the impact of informal supervisory feedback and self-efficacy.

Science.gov (United States)

Van Waeyenberg, Thomas; Decramer, Adelien; Anseel, Frederik

2015-12-01

To examine how home nurses' turnover intentions are affected by the quality and frequency of supervisory feedback and by their own self-efficacy. Little is known about effective retention strategies for the growing home healthcare sector that struggles to retain an adequate workforce. While the work environment and supervisors have been found to play a key-role in nurses' turnover intentions, home nurses mostly work autonomously and apart from their supervisors. These circumstances require a customized approach and need to be understood to ensure high-quality home health care. We used a correlational, cross-sectional survey design. A convenience sample of 312 home nurses was selected from a division of a large home health care organization in Flanders, Belgium. Data were collected in 2013 using structured questionnaires and analysed using descriptive statistics, structural equation modelling and relative weight analysis. The quality of feedback was related to lower levels of turnover intentions. This relationship was fully mediated by home nurses' self-efficacy. Frequent favourable feedback was directly related to lower turnover intentions while the relationship between frequent unfavourable feedback and turnover intentions was conditional on home nurses' level of self-efficacy. This study contributes to our understanding of home nurses' turnover intentions and the role of informal supervisory feedback and home nurses' self-efficacy. © 2015 John Wiley & Sons Ltd.

Jobs masonry in LHCb with elastic Grid Jobs

CERN Document Server

Stagni, F

2015-01-01

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

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

Science.gov (United States)

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

2005-03-01

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

Relational energy at work: Implications for job engagement and job performance.

Science.gov (United States)

Owens, Bradley P; Baker, Wayne E; Sumpter, Dana McDaniel; Cameron, Kim S

2016-01-01

Energy is emerging as a topic of importance to organizations, yet we have little understanding of how energy can be useful at an interpersonal level toward achieving workplace goals. We present the results of 4 studies aimed at developing, validating, and testing the relational energy construct. In Study 1, we report qualitative insights from 64 individuals about the experience and functioning of relational energy in the workplace. Study 2 draws from 3 employee samples to conduct exploratory and confirmatory factor analyses on a measure of relational energy, differentiating relational energy from related constructs. To test the predictive validity of the new relational energy scale, Study 3 comprises data from employees rating the level of relational energy they experienced during interactions with their leaders in a health services context. Results showed that relational energy employees experienced with their leaders at Time 1 predicted job engagement at Time 2 (1 month later), while controlling for the competing construct of perceived social support. Study 4 shows further differentiation of relational energy from leader-member exchange (LMX), replicates the positive relationship between relational energy (Time 1) and job engagement (Time 2), and shows that relational energy is positively associated with employee job performance (Time 3) through the mechanism of job engagement. We discuss the theoretical implications of our findings and highlight areas for future research. (c) 2016 APA, all rights reserved).

Supervisory Control and Data Acquisition (SCADA) Systems and Cyber-Security: Best Practices to Secure Critical Infrastructure

Science.gov (United States)

Morsey, Christopher

2017-01-01

In the critical infrastructure world, many critical infrastructure sectors use a Supervisory Control and Data Acquisition (SCADA) system. The sectors that use SCADA systems are the electric power, nuclear power and water. These systems are used to control, monitor and extract data from the systems that give us all the ability to light our homes…

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

Science.gov (United States)

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

2014-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

Job satisfaction and intention to quit the job.

Science.gov (United States)

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

2013-03-01

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

Job Matching and On-the-Job Training.

OpenAIRE

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

1989-01-01

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

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

Science.gov (United States)

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

2014-02-01

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

Support of the Ukrainian supervisory authority in establishing a modern nuclear power plant monitoring

International Nuclear Information System (INIS)

Beyer, M.; Carl, H.; Schumann, P.; Seidel, A.; Weiss, F.P.; Zschau, J.; Nowak, K.

2000-01-01

The type of monitoring of nuclear power plants in Ukraine practiced in the early nineties provided the supervisory authority with only inadequate access to information about the current safety status of plants. For the Zaporozhye nuclear power plant, unit 5, a technical system to improve operational monitoring has been designed, installed and commissioned for trial operation at the end of 1995 as a pilot project. The system complements existing operational checking and monitoring facilities by including modern means of information technology. It enables concentration on a continuous monitoring of the state of unit 5 in normal operation and in cases of anormalies or incidents so that when recognisable deviations from the regular plant operation occur, the authority can immediately inquire and if necessary impose conditions on the operator. In 1997, the Information and Crisis Centre of the Ukraninian supervisory authority in Kiev was equipped with the most essential technical means necessary for quasi-simultaneous transfer of data and voice and for monitoring purposes and connected to the Centre to the Zaporozhye system. A similar monitoring system for both VVER-440 units of the Rovno nuclear power plant by analogy with the pilot project was specified and put into operation and connected to the ICC in 1998. (orig.) [de

Influence of Gender on the Supervisory Relationship: A Review of the Empirical Research from 1996 to 2010

Science.gov (United States)

Hindes, Yvonne L.; Andrews, Jac J. W.

2011-01-01

Twelve empirical studies published since 1996 regarding the effects of gender on the supervisory relationship are reviewed. Each study was reviewed and critiqued in relation to its methodology, research design, critical findings, and limitations. The results of these studies indicate that (a) gender influences the openness and affiliation one…

78 FR 47217 - Proposed Supervisory Guidance on Implementing Dodd-Frank Act Company-Run Stress Tests for Banking...

Science.gov (United States)

2013-08-05

... 10-50. More advanced portfolio segmentation can take several forms, such as by product (construction... CORPORATION 12 CFR Part 325 Proposed Supervisory Guidance on Implementing Dodd-Frank Act Company-Run Stress... 165(i)(2) of the Dodd-Frank Act Wall Street Reform and Consumer Protection Act (``DFA'') stress tests...

Regime-based supervisory control to reduce power fluctuations from offshore wind power plants

DEFF Research Database (Denmark)

Barahona Garzón, Braulio; Cutululis, Nicolaos Antonio; Trombe, Pierre-Julien

2013-01-01

Wind power fluctuations, especially offshore, can pose challenges in the secure and stable operation of the power system. In modern large offshore wind farms, there are supervisory controls designed to reduce the power fluctuations. Their operation is limited due to the fact that they imply loss...... that consider different wind power regimes to derive control setpoints by using a Markov-Switching AutoRegressive model. We evaluate the performance versus measured data in terms of power ramp characteristics and energy efficiency....

[Legislative and legal security of supervisory activities in the sphere of protection of consumers' rights and human well-being].

Science.gov (United States)

Rumiantsev, G I; Kutsenko, G I; Polesskiĭ, V A

2007-01-01

Sanitary legislation plays an important role in supervisory activities ensuring the protection of consumers' rights and human well-being. The paper considers the basic laws and standard acts allowing for legal regulation in this sphere of activities.

Introduction to Nuclear Power Plant Environment Supervisory Committee

International Nuclear Information System (INIS)

Lee, Byung Il

2008-01-01

In Korea, there are five nuclear power plant sites, located at Yongkwang, Kori, Shin Kori, Uljin, and Wolsong. Each administrative district has its own NESC (Nuclear plant Environment Public Supervisory Committee) which consists of a steering committee and a center. The purpose of NESC is to let the public survey and inspect nuclear plant environment and then improve a clarity and confidence in plant construction and operation by themselves. In order to understand the situation of NESC and explore ways toward a better role of NESC, in this paper we try to enumerate a few major facts related to a current status of NESC. As a summary, there must be a great role of NESC in the relationship between the residents, a nuclear industry company and the related government division. Furthermore, NESC would certainly do its role for all sides provided that more strong definition of NESC in law, more financial supporting and more philosophical speculation for the being of NESC

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

OpenAIRE

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

2014-01-01

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

Team performance in networked supervisory control of unmanned air vehicles: effects of automation, working memory, and communication content.

Science.gov (United States)

McKendrick, Ryan; Shaw, Tyler; de Visser, Ewart; Saqer, Haneen; Kidwell, Brian; Parasuraman, Raja

2014-05-01

Assess team performance within a net-worked supervisory control setting while manipulating automated decision aids and monitoring team communication and working memory ability. Networked systems such as multi-unmanned air vehicle (UAV) supervision have complex properties that make prediction of human-system performance difficult. Automated decision aid can provide valuable information to operators, individual abilities can limit or facilitate team performance, and team communication patterns can alter how effectively individuals work together. We hypothesized that reliable automation, higher working memory capacity, and increased communication rates of task-relevant information would offset performance decrements attributed to high task load. Two-person teams performed a simulated air defense task with two levels of task load and three levels of automated aid reliability. Teams communicated and received decision aid messages via chat window text messages. Task Load x Automation effects were significant across all performance measures. Reliable automation limited the decline in team performance with increasing task load. Average team spatial working memory was a stronger predictor than other measures of team working memory. Frequency of team rapport and enemy location communications positively related to team performance, and word count was negatively related to team performance. Reliable decision aiding mitigated team performance decline during increased task load during multi-UAV supervisory control. Team spatial working memory, communication of spatial information, and team rapport predicted team success. An automated decision aid can improve team performance under high task load. Assessment of spatial working memory and the communication of task-relevant information can help in operator and team selection in supervisory control systems.

Comparative response time and fault logging with a PLC and supervisory software and a standalone unit developed for recording

International Nuclear Information System (INIS)

Baldaconi, Ricardo H.; Costa, Fabio E. da

2017-01-01

The Cobalt-60 irradiator of IPEN / CNEN, a category IV facility, has a security system for inter locking doors or exposure of radioactive sources made simultaneously by a programmable logic controller (PLC) model S7-200 from Siemens and a relay logic. From a set of information, both systems work together opening doors or exposing the sources. All incoming and outgoing information are sent serially via EIA232 communication to a personal computer with Windows® platform for a supervisory program which provides the monitoring of the entire process by a synoptic table on the computer screen and is also intended to keep records of all events on the computer's hard drive. A deficiency was found for the process of sending events via serial communication (EIA232) from PLC to the supervisory program. When failure occurred in a very short time, the PLC always took the right decision, but the registration process that had to go through the Windows® timeshare lost the information. In the previous work developed a standalone electronics unit connected to the inputs and outputs of the security system, fully optocoupled to avoid any interference to the security system that records each event on a memory card. In this work, for checking the unit developed record time ability, transients incoming signals for simulating failures, were injected at security system inputs and the response time of security system, supervisory program and the autonomous unity were measured and compared. (author)

Comparative response time and fault logging with a PLC and supervisory software and a standalone unit developed for recording

Energy Technology Data Exchange (ETDEWEB)

Baldaconi, Ricardo H., E-mail: ricardohovacker@hotmail.com [Escola Senai Roberto Simonsen, Educação e Tecnologia, Sao Paulo, SP (Brazil); Costa, Fabio E. da, E-mail: fecosta@ipen.br [Instituto de Pesquisas Energéticas e Nucleares (IPEN/CNEN-SP), São Paulo, SP (Brazil)

2017-07-01

The Cobalt-60 irradiator of IPEN / CNEN, a category IV facility, has a security system for inter locking doors or exposure of radioactive sources made simultaneously by a programmable logic controller (PLC) model S7-200 from Siemens and a relay logic. From a set of information, both systems work together opening doors or exposing the sources. All incoming and outgoing information are sent serially via EIA232 communication to a personal computer with Windows® platform for a supervisory program which provides the monitoring of the entire process by a synoptic table on the computer screen and is also intended to keep records of all events on the computer's hard drive. A deficiency was found for the process of sending events via serial communication (EIA232) from PLC to the supervisory program. When failure occurred in a very short time, the PLC always took the right decision, but the registration process that had to go through the Windows® timeshare lost the information. In the previous work developed a standalone electronics unit connected to the inputs and outputs of the security system, fully optocoupled to avoid any interference to the security system that records each event on a memory card. In this work, for checking the unit developed record time ability, transients incoming signals for simulating failures, were injected at security system inputs and the response time of security system, supervisory program and the autonomous unity were measured and compared. (author)

ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A REVIEW

Directory of Open Access Journals (Sweden)

DIMITRIOS BELIAS

2014-04-01

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

Physician job satisfaction related to actual and preferred job size.

Science.gov (United States)

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

2017-05-11

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

Depressive and anxiety disorders on-the-job: The importance of job characteristics for good work functioning in persons with depressive and anxiety disorders

NARCIS (Netherlands)

Plaisier, I.; de Graaf, R.; de Bruijn, J.G.M.; Smit, J.H.; van Dyck, R.; Beekman, A.T.F.; Penninx, B.W.J.H.

2012-01-01

This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study

Depressive and anxiety disorders on-the-job : The importance of job characteristics for good work functioning in persons with depressive and anxiety disorders

NARCIS (Netherlands)

Plaisier, Inger; de Graaf, Ron; Smit, Johannes; van Dyck, Richard; Beekman, Aartjan; Penninx, Brenda; de Bruijn, Jeanne G. M.

2012-01-01

This study examines the importance of job characteristics on absence and on-the-job performance in a large group of employees with diagnosed depressive and anxiety disorders. In a sample of 1522 employees (1129 persons with and 393 persons without psychopathology) participating in Netherlands Study

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

Science.gov (United States)

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

2014-03-01

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

Job characteristics as determinants of job satisfaction and labour mobility

OpenAIRE

Cornelißen, Thomas

2006-01-01

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

Job shop scheduling problem with late work criterion

Science.gov (United States)

Piroozfard, Hamed; Wong, Kuan Yew

2015-05-01

Scheduling is considered as a key task in many industries, such as project based scheduling, crew scheduling, flight scheduling, machine scheduling, etc. In the machine scheduling area, the job shop scheduling problems are considered to be important and highly complex, in which they are characterized as NP-hard. The job shop scheduling problems with late work criterion and non-preemptive jobs are addressed in this paper. Late work criterion is a fairly new objective function. It is a qualitative measure and concerns with late parts of the jobs, unlike classical objective functions that are quantitative measures. In this work, simulated annealing was presented to solve the scheduling problem. In addition, operation based representation was used to encode the solution, and a neighbourhood search structure was employed to search for the new solutions. The case studies are Lawrence instances that were taken from the Operations Research Library. Computational results of this probabilistic meta-heuristic algorithm were compared with a conventional genetic algorithm, and a conclusion was made based on the algorithm and problem.

Job retention and breast cancer: employee perspectives and implications for rehabilitation planning.

Science.gov (United States)

Rumrill, P D; Nutter, D L; Hennessey, M; Ware, M E

1998-01-01

The article presents four case studies of employed women who have had breast cancer. Specifically, the authors examine respondents' career maintenance concerns in the areas of (a) worksite accessibility, (b) performance of essential job functions, (c) job mastery, and (d) job satisfaction. Post-employment strategies are presented to assist rehabilitation professionals in meeting the on-the-job needs of women with breast cancer.

The Job Training and Job Satisfaction Survey Technical Manual

Science.gov (United States)

Schmidt, Steven W.

2004-01-01

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

Medically unexplained physical symptoms and work functioning over 2 years : their association and the influence of depressive and anxiety disorders and job characteristics

NARCIS (Netherlands)

den Boeft, Madelon; Twisk, Jos W R; Hoekstra, T.; Terluin, Berend; Penninx, Brenda W J H; van der Wouden, Johannes C; Numans, Mattijs E.; van der Horst, Henriette E

2016-01-01

BACKGROUND: Medically unexplained physical symptoms (MUPS) are highly prevalent and may affect work functioning. In this study we aimed to assess the longitudinal association between MUPS and work functioning over 2 years and the influence of job characteristics and depressive and anxiety disorders

Psychological contract breach in the anticipatory stage of change : Employee responses and the moderating role of supervisory informational justice

NARCIS (Netherlands)

De Ruiter, M.; Schaveling, J.; Schalk, R.; Gelder, van D.

2016-01-01

This study examined the impact of two types of psychological contract breach (organizational policies and social atmosphere breach) on resistance to change and engagement in the anticipatory phase of change and assessed whether supervisory informational justice mitigated the negative effects of

Psychological contract breach in the anticipatory stage of change : Employee responses and the moderating role of supervisory informational justice

NARCIS (Netherlands)

de Ruiter, M.; Schalk, R.; Schaveling, Jaap; van Gelder, Daniel

This study examined the impact of two types of psychological contract breach (organizational policies and social atmosphere breach) on resistance to change and engagement in the anticipatory phase of change and assessed whether supervisory informational justice mitigated the negative effects of

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

NARCIS (Netherlands)

Gerards, Ruud; Welters, Ricardo

2016-01-01

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

NIVEL DE LA SATISFACCIÓN LABORAL DE TRABAJADORES PROFESIONALES ADMINISTRATIVOS DE UNA EMPRESA MANUFACTURERA UBICADA EN LA REGIÓN ORIENTAL DE VENEZUELA | JOB SATISFACTION LEVEL OF ADMINISTRATIVE PROFESSIONAL WORKERS AT A MANUFACTURING COMPANY LOCATED IN EASTERN VENEZUELA

Directory of Open Access Journals (Sweden)

Carmen Montero

2015-11-01

Full Text Available In this study the level of job satisfaction of workers was determined in the human resources department of a company located in eastern region of Venezuela. The fieldwork was carried out between june and july 2014. The study included 39 (out of a possible 65 administrative professionals who agreed to collaborate. A questionnaire (α = 0,832 was applied asking the most relevant unchangeable characteristics of workers, such as gender, seniority, position and formal education as well as questions that reflected the feelings of the worker-related quality of life at work. The instrument was self-administered without time control. Satisfaction at work was analyzed according to the Overall Job Satisfaction (OJS scale which includes items such as: knowledge of tasks, incentives, compensation, fellowship and interaction with the boss. The average obtained from the employee satisfaction sample was close to 80% from a maximum of 100%. It was found through the Mann-Whitney U test that gender of workers of the company does not alter the level of wellbeing, and length of service and people who manage subordinates exhibit greater degree of comfort. The profile of an employee with high job satisfaction according to this study is synthesized as a man or woman with a seven-year seniority and a supervisory job.

Factors influencing motivation and job satisfaction among supervisors of community health workers in marginalized communities in South Africa.

Science.gov (United States)

Akintola, Olagoke; Chikoko, Gamuchirai

2016-09-06

Management and supervision of community health workers are factors that are critical to the success of community health worker programmes. Yet few studies have explored the perspectives of supervisors in these programmes. This study explored factors influencing motivations of supervisors in community health worker programmes. We conducted qualitative interviews with 26 programme staff providing supervision to community health workers in eight community-based organizations in marginalized communities in the greater Durban area of South Africa from July 2010 to September 2011. Findings show that all the supervisors had previous experience working in the health or social services sectors and most started out as unpaid community health workers. Most of the participants were poor women from marginalized communities. Supervisors' activities include the management and supply of material resources, mentoring and training of community health workers, record keeping and report writing. Supervisors were motivated by intrinsic factors like making a difference and community appreciation and non-monetary incentives such as promotion to supervisory positions; acquisition of management skills; participation in capacity building and the development of programmes; and support for educational advancement like salary, bonuses and medical benefits. Hygiene factors that serve to prevent dissatisfaction are salaries and financial, medical and educational benefits attached to the supervisory position. Demotivating factors identified are patients' non-adherence to health advice and alienation from decision-making. Dissatisfiers include working in crime-prevalent communities, remuneration for community health workers (CHWs), problems with material and logistical resources, job insecurity, work-related stressors and navigating the interface between CHWs and management. While participants were dissatisfied with their low remuneration, they were not demotivated but continued to be motivated

Pengaruh Tindakan Supervisi, Kompleksitas Tugas, dan Profesionalisme Auditor terhadap Kepuasan Kerja Auditor

Directory of Open Access Journals (Sweden)

Hasanati

2017-01-01

Full Text Available This study aims to examine and find the empirical evidence the effects of Supervisory Action, Task Complexity, and Auditor’s Profesionlism toward Auditor’s Job Satisfaction. The samples of this study are the Internal Control Officers (APIP in Regional Inspectorate in Sumbawa Island, Nusa Tenggara Barat Province. Total sample are 81 which consists of 50 Auditor Officers (JFA dan 31 Control Officers (P2UPD whose as member in audit team, selected by using sampling technique of purposive sampling. The research results showed that Supervisory Action and Task Complexity have positive significant influence on Auditor’s Satisfaction.This study also find evidence that Auditors’ Professionalism able to effects Job Satisfaction negatively.

A test system and supervisory control and data acquisition application with programmable logic controller for thermoelectric generators

International Nuclear Information System (INIS)

Ahiska, Rasit; Mamur, Hayati

2012-01-01

Highlights: ► A new TEG test measurement system with the PLC has been carried out. ► A new SCADA program has been written and tested for the test measurement system. ► An operator panel has been used for monitoring to the instant TEG data. ► All of the measurement data of TEG have been aggregated in the system. - Abstract: In this study, a new test measurement system and supervisory control and data acquisition application with programmable logic controller has been carried out to be enable the collection of the data of thermoelectric generator for the usage of thermoelectric modules as thermoelectric generator. During the production of the electric energy from the thermoelectric generator, the temperatures of the surfaces of the thermoelectric generator, current–voltage values obtained from output of the thermoelectric generator, hot and cold flows have been measured by the newly established system instantly. All these data have been monitored continuously from the computer and recorded by a supervisory control and data acquisition program. At the same time, in environments where there was no computer, an operator panel with the ability to communicate with the programmable logic controller has been added for the monitoring of the instant thermoelectric generator data. All of the measurement data of the thermoelectric generator have been aggregated in the new test measurement and supervisory control and data acquisition system. The setup test measurement system has been implemented on the thermoelectric generator system with about 10 W. Thermoelectric generators, Altec-GM-1 brand-coded have been examined by the new proposed test measurement system and the values of maximum power and thermoelectric generator efficiency were calculated by the programmable logic controller. When the obtained results were compared with the datasheets, the relative error for the maximum power was around 4% and the value for efficiency was below 3%.

Job flexibility and job insecurity : the Dutch case

NARCIS (Netherlands)

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

1999-01-01

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

Laboratory technical services provides business opportunities for supervisory control and data acquisition systems

International Nuclear Information System (INIS)

Ballard, W.

1994-01-01

The author presents some additional information about what he considers are some really great opportunities for the business community to participate in developing the greatest scientific project in the history of mankind. Facility Engineering Services is part of Laboratory Technical Services. As part of this group, it has the responsibility to direct the construction of interim facilities, scientific labs, production process, cooling towers, cooling ponds and the operation and control of SSC Laboratory conventional support systems. These operations and controls will be accomplished through the employment of a Supervisory Control and Data Acquisition system (SCADA)

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

Science.gov (United States)

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

2013-02-01

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

Relationship Between Job Characteristics And Job Performance Of ...

African Journals Online (AJOL)

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

Two-Agent Scheduling to Minimize the Maximum Cost with Position-Dependent Jobs

Directory of Open Access Journals (Sweden)

Long Wan

2015-01-01

Full Text Available This paper investigates a single-machine two-agent scheduling problem to minimize the maximum costs with position-dependent jobs. There are two agents, each with a set of independent jobs, competing to perform their jobs on a common machine. In our scheduling setting, the actual position-dependent processing time of one job is characterized by variable function dependent on the position of the job in the sequence. Each agent wants to fulfil the objective of minimizing the maximum cost of its own jobs. We develop a feasible method to achieve all the Pareto optimal points in polynomial time.

Overview of MFTF supervisory control and diagnostics system software

International Nuclear Information System (INIS)

Ng, W.C.

1979-01-01

The Mirror Fusion Test Facility (MFTF) at the Lawrence Livermore Laboratory (LLL) is currently the largest mirror fusion research project in the world. Its Control and Diagnostics System is handled by a distributed computer network consisting of nine Interdata minicomputer systems and about 65 microprocessors. One of the design requirements is tolerance of single-point failure. If one of the computer systems becomes inoperative, the experiment can still be carried out, although the system responsiveness to operator command may be degraded. In a normal experiment cycle, the researcher can examine the result of the previous experiment, change any control parameter, fire a shot, collect four million bytes of diagnostics data, perform intershot analysis, and have the result presented - all within five minutes. The software approach adopted for the Supervisory Control and Diagnostics System features chief programmer teams and structured programming. Pascal is the standard programming language in this project

Specification of technical means for implementation of supervisory algorithms of the status of a nuclear reactor and of the main coolant pump of a NPP

International Nuclear Information System (INIS)

Jirsa, P.

2000-11-01

Inclusion into the programming of inputs of the supervisory algorithm (data collection from the monitoring system, transmission of diagnostic output fro other system and transmission of technological data), of the supervisory process proper based on the data obtained (data analysis) and of the output (presentation of the results to the operator, communication with the master and archiving systems, etc.) requires knowledge of the format of the data transmitted, their availability, communication network protocols, operating system, etc. Hence, the environment for which the algorithm will be developed should be specified, roughly at least. The following topics are addressed: Description of technical means of Czech nuclear power plants (Dukovany, Temelin, Mochovce), and Proposal for technical means to implement the monitoring algorithm (Requirements related to the monitoring systems, Identification of the reference system, Parameters of the selected system). Since no domestic manufacturer of HW for monitoring and diagnostic systems exists, a novel system of the Brueel and Kjaer company for on-line diagnosis and monitoring, COMPASS, was selected as a model model system for the implementation of the supervisory algorithms. (P.A.)

Job Hazard Analysis

National Research Council Canada - National Science Library

1998-01-01

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

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

Science.gov (United States)

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

2002-06-01

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

Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

CERN Document Server

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

2015-01-01

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

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

NARCIS (Netherlands)

Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

2016-01-01

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

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

Science.gov (United States)

Saunders, Bob

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

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

Science.gov (United States)

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

2018-01-01

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

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

Science.gov (United States)

Turner, Nick; Chmiel, Nik; Walls, Melanie

2005-10-01

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

Applying fuzzy integral for evaluating intensity of knowledge work in jobs

Directory of Open Access Journals (Sweden)

Jalil Heidary Dahooie

2013-10-01

Full Text Available In this article, a framework is proposed to define and identify knowledge work intensity in jobs, quantitatively. For determining the Knowledge Work Intensity Score (KWIS of a job, it is supposed that the job comprises some tasks and KWIS of the job is determined based on knowledge intensity of these tasks. Functional Job Analysis (FJA method is applied to determine tasks of jobs and then Task’s Knowledge Intensity Score (TKIS is computed by using Fuzzy integral method. Besides, importance weight and time weight of tasks are determined by utilizing appropriate methods. Finally, KWIS is calculated by a formula composed of tasks’ TKISs and the weights. For evaluating applicability of the framework, it is applied to calculate KWISs of two jobs (Deputy of Finance and service, Laboratory technician.

Job analysis of nuclear power reactor health physics technicians

International Nuclear Information System (INIS)

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

1984-06-01

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

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

OpenAIRE

Hetschko, Clemens; Chadi, Adrian

2014-01-01

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

Job satisfaction

OpenAIRE

PODROUŽKOVÁ, Lucie

2013-01-01

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

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

OpenAIRE

Petri Böckerman; Pekka Ilmakunnas

2005-01-01

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

Steve Jobs

OpenAIRE

Christensen, Julie Sophie; Nielsen, Jonas; Mørk, Maj Keum Ji Helweg; Mammen, Diana; Kristiansen, Mikkel Vestergaard; Welch, Nadia Guldbæk

2013-01-01

Apple is perhaps today one of the most successful technological brands on the market. This company has introduced various products to the consumers, which in a relatively short time has managed to establish a world wide trend based on a functional and aesthetic design. In this project, the primary interest lies in how Apple has achieved this kind of success revolved around the late founder Steve Jobs, who undoubtedly appears as one of the central figures in creating the status that Apple has ...

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

African Journals Online (AJOL)

McRoy

2014-12-31

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

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

Directory of Open Access Journals (Sweden)

Mojtaba Rafiee

2013-09-01

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

Job Analysis

OpenAIRE

Bravená, Helena

2009-01-01

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

Autocommander: A Supervisory Controller for Integrated Guidance and Control for the 2nd Generation Reusable Launch Vehicle

Science.gov (United States)

Fisher, J. E.; Lawrence, D. A.; Zhu, J. J.; Jackson, Scott (Technical Monitor)

2002-01-01

This paper presents a hierarchical architecture for integrated guidance and control that achieves risk and cost reduction for NASA's 2d generation reusable launch vehicle (RLV). Guidance, attitude control, and control allocation subsystems that heretofore operated independently will now work cooperatively under the coordination of a top-level autocommander. In addition to delivering improved performance from a flight mechanics perspective, the autocommander is intended to provide an autonomous supervisory control capability for traditional mission management under nominal conditions, G&C reconfiguration in response to effector saturation, and abort mode decision-making upon vehicle malfunction. This high-level functionality is to be implemented through the development of a relational database that is populated with the broad range of vehicle and mission specific data and translated into a discrete event system model for analysis, simulation, and onboard implementation. A Stateflow Autocoder software tool that translates the database into the Stateflow component of a Matlab/Simulink simulation is also presented.

A Study on Job Satisfaction as a Determinant of Job Motivation

Directory of Open Access Journals (Sweden)

Azman Ismail

2016-06-01

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

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

Science.gov (United States)

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

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

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

Directory of Open Access Journals (Sweden)

Carol M. Wong

2017-09-01

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

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

OpenAIRE

Belzil, Christian

2000-01-01

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

Job satisfaction and job content in Dutch dental hygienists.

Science.gov (United States)

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

2012-08-01

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

Development of a supervisory control and data acquisitioning system

International Nuclear Information System (INIS)

Kamboh, A.M.; Fakhar, H.A.; Rafiq, G.; Kazmi, S.R.

2004-01-01

This paper describes a Supervisory Control and Data Acquisitioning system called SCADA that we have developed at NUST. This research is aimed at the development of a network where a central Control Server extends bidirectional data exchange capability to hundreds of geographically remote sensors and actuators spread over a distance greater than 3 Km. Several battery-driven handheld terminals called Remote Terminal Units (RTU) have been designed to provide both wired and wireless connectivity between sensors and the network, also adding limited mobility to the sensors. Simple transceivers give the RTUs wireless access to network. The Human-Machine Intel (HMI) for the RTUs and the Server have been provided. A repeater has also been designed to increase the number of RTUs connected, and the maximum allowed distance between units and the server. The wired network gives several times faster connectivity than the wireless network, in addition to the larger area covered, but at the cost of mobility. (author)

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

Science.gov (United States)

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

2017-01-01

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

Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

DEFF Research Database (Denmark)

Munch, Jakob R.

2010-01-01

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

Idaho National Laboratory Supervisory Control and Data Acquisition Intrusion Detection System (SCADA IDS)

Energy Technology Data Exchange (ETDEWEB)

Jared Verba; Michael Milvich

2008-05-01

Current Intrusion Detection System (IDS) technology is not suited to be widely deployed inside a Supervisory, Control and Data Acquisition (SCADA) environment. Anomaly- and signature-based IDS technologies have developed methods to cover information technology-based networks activity and protocols effectively. However, these IDS technologies do not include the fine protocol granularity required to ensure network security inside an environment with weak protocols lacking authentication and encryption. By implementing a more specific and more intelligent packet inspection mechanism, tailored traffic flow analysis, and unique packet tampering detection, IDS technology developed specifically for SCADA environments can be deployed with confidence in detecting malicious activity.

Job longevity as a situational factor in job satisfaction.

Science.gov (United States)

Katz, R

1978-06-01

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

Development of a First-of-a-Kind Deterministic Decision-Making Tool for Supervisory Control System

Energy Technology Data Exchange (ETDEWEB)

Cetiner, Sacit M [ORNL; Kisner, Roger A [ORNL; Muhlheim, Michael David [ORNL; Fugate, David L [ORNL

2015-07-01

Decision-making is the process of identifying and choosing alternatives where each alternative offers a different approach or path to move from a given state or condition to a desired state or condition. The generation of consistent decisions requires that a structured, coherent process be defined, immediately leading to a decision-making framework. The overall objective of the generalized framework is for it to be adopted into an autonomous decision-making framework and tailored to specific requirements for various applications. In this context, automation is the use of computing resources to make decisions and implement a structured decision-making process with limited or no human intervention. The overriding goal of automation is to replace or supplement human decision makers with reconfigurable decision- making modules that can perform a given set of tasks reliably. Risk-informed decision making requires a probabilistic assessment of the likelihood of success given the status of the plant/systems and component health, and a deterministic assessment between plant operating parameters and reactor protection parameters to prevent unnecessary trips and challenges to plant safety systems. The implementation of the probabilistic portion of the decision-making engine of the proposed supervisory control system was detailed in previous milestone reports. Once the control options are identified and ranked based on the likelihood of success, the supervisory control system transmits the options to the deterministic portion of the platform. The deterministic multi-attribute decision-making framework uses variable sensor data (e.g., outlet temperature) and calculates where it is within the challenge state, its trajectory, and margin within the controllable domain using utility functions to evaluate current and projected plant state space for different control decisions. Metrics to be evaluated include stability, cost, time to complete (action), power level, etc. The

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

OpenAIRE

Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

2016-01-01

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

Research on Real-Time Supervisory System for Compaction Quality in Face Rockfill Dam Engineering

Directory of Open Access Journals (Sweden)

Shengxiang Huang

2018-01-01

Full Text Available Compaction quality control in filling construction is of great significance to the stability and durability of the face rockfill dam. The conventional method of quality control mainly relies on manual process control and inspection for a limited number of test holes, which cannot meet the high requirements of modern mechanized construction and schedule anymore, with increasing of scale of face rockfill dams. There is an urgent need to propose a new quality control method of face rockfill dams during the entire compaction process. In this paper, a supervisory system based on GNSS (Global Navigation Satellite System technology, wireless data communication technology, Internet of things technology, and computer technology is developed to supervise the real-time roller compaction parameters of the working surface including rolling track, rolling times, rolling speed, thickness, and smoothness. The system obtains continuous and high-precision spatial position information of roller compaction machines through GNSS technology and then calculates the roller compaction parameter information. The compaction quality control for the face rockfill dam is achieved through the supervision of roller compaction parameters. The feasibility and robustness of the developed supervisory system are validated by a case study in the face rockfill dam of Shuibuya project in China. The practice shows that the system provides a new and effective method of process control for the construction quality of the roller compaction in dam engineering and realizes real-time, precision, and automatic supervising of roller compaction parameters and ensures better construction quality.

The Relationship of Facilitative Functioning to Effective Peer Supervision

Science.gov (United States)

Seligman, Linda

1978-01-01

This study investigates peer supervision. The criterion used was counselor trainees' growth in facilitative functioning. The study sought to ascertain whether the facilitative counselor trainee was also the effective peer supervisor, to provide information on evaluating peer-supervisory experience, and to shed light on the most effective…

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

Science.gov (United States)

Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

2004-04-01

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

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

Science.gov (United States)

Leppel, Karen; Brucker, Eric; Cochran, Jeremy

2012-01-01

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

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

OpenAIRE

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

1989-01-01

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

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

Science.gov (United States)

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

2016-06-01

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

Operations and maintenance manual for the LDUA supervisory control and data acquisition system (LDUA System 4200) and control network (LDUA System 4400)

International Nuclear Information System (INIS)

Barnes, G.A.

1998-01-01

This document defines the requirements applicable to the operation, maintenance and storage of the Supervisory Control and Data Acquisition System (SCADAS) and Control Network in support of the Light Duty Utility Arm (LDUA) operations

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

Directory of Open Access Journals (Sweden)

Marić Zorica

2005-01-01

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

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

African Journals Online (AJOL)

McRoy

2014-12-31

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

Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses.

Science.gov (United States)

Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

2017-11-01

To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.

Incremental Validity of Biographical Data in the Prediction of En Route Air Traffic Control Specialist Technical Skills

Science.gov (United States)

2012-07-01

Previous research demonstrated that an empirically-keyed, response-option scored biographical data (biodata) : scale predicted supervisory ratings of air traffic control specialist (ATCS) job performance (Dean & Broach, : 2011). This research f...

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

Science.gov (United States)

Schmidt, Steven W.

2010-01-01

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

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

Science.gov (United States)

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

2018-01-01

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

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

African Journals Online (AJOL)

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

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

Directory of Open Access Journals (Sweden)

Dina Maria LUT

2012-12-01

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

Determinants of Job Satisfaction among Healthcare Workers at a Tertiary Care Hospital

Directory of Open Access Journals (Sweden)

Roopalekha Jathanna

2011-11-01

Full Text Available Job satisfaction can be defined as "the extent to which people like or dislike their jobs". This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. Family Roles are patterns of behavior by which individuals fulfill family functions and needs. Family role changes may affect their daily activities including a person’s work. Unlike traditional job satisfaction surveys, this study was trying to explore the correlation between employee’s personal profile and their satisfaction in their job. The personal profile determinants which were compared with overall job satisfaction were - Age, Gender, Work experience, marital status, dependent children and parents. It revealed that majority of the determinants studied were having positive impact on the job satisfaction. It is interesting to note that comparatively young employees with dependents were more satisfied with their job. They were feeling satisfied and motivated to work as they were contributing to the family.

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

Science.gov (United States)

Shin, Jung Cheol; Jung, Jisun

2014-01-01

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

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

Science.gov (United States)

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

2006-09-01

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

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

Science.gov (United States)

Hansez, Isabelle; Chmiel, Nik

2010-07-01

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

Impact of external job mobility and occupational job mobility on earnings

Energy Technology Data Exchange (ETDEWEB)

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

2016-07-01

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

Impact of external job mobility and occupational job mobility on earnings

International Nuclear Information System (INIS)

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

2016-01-01

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

Job satisfaction and intention to quit the job

DEFF Research Database (Denmark)

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

2013-01-01

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

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

NARCIS (Netherlands)

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

2002-01-01

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

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

Science.gov (United States)

Flett, R; Biggs, H; Alpass, F

1995-06-01

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

Physician job satisfaction related to actual and preferred job size

OpenAIRE

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

2017-01-01

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

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

Science.gov (United States)

Kahya, Emin; Oral, Nurten

2007-10-01

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

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

Directory of Open Access Journals (Sweden)

Oguz Basol

2016-06-01

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

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

Science.gov (United States)

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

2015-07-01

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

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

Science.gov (United States)

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

2017-05-02

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

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

NARCIS (Netherlands)

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

2002-01-01

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

Jobs, Jobs, Jobs!

Science.gov (United States)

Jacobson, Linda

2011-01-01

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

RTE - Business and sustainable development report 2015. Management report consolidated financial statements 2015. Report by the chairman of the supervisory board 2015

International Nuclear Information System (INIS)

2016-01-01

After an introduction by the RTE's CEO, brief presentations of governance bodies (management board, executive committee, supervisory board), and a presentation of some statistics illustrating RTE activities and efficiency, the activity report addresses and illustrates some specific issues: moving for local to European scale by promoting electrical solidarity among the regions, climate solutions in support of sustainable, economical and efficient power system, experts solutions for tomorrow's electricity. The management report contains financial and legal information (significant events of 2015, economic environment, business and results, financing, financial structure, outlook for 2016, risk analysis), company information (employment, work organisation, labour relations, health and safety, training, diversity and equal opportunities, compliance with International Labour Organisation conventions), environmental information (general environmental policy, pollution and waste management, sustainable use of resources, climate change, protection and development of biodiversity), and societal information (local, economic and social impact of RTE's business, relations with people and organisations concerned by RTE's business, out-sourcing and suppliers, fair practices, other action to promote human rights). The third report presents the governance organisation of RTE (supervisory board, executive board, principles of remuneration of supervisory board and executive board members, general meetings, information publication). It describes the internal control at RTE (organisation, actors), presents the policy of risk management and control, activities of audit and control within RTE. It finally presents external controls made by different public bodies

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

Science.gov (United States)

Iguchi, Aya

2016-01-01

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

Overcoming job stress

Science.gov (United States)

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

Second Job Entrepreneurs.

Science.gov (United States)

Gruenert, Jeffrey C.

1999-01-01

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

Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

OpenAIRE

Tor Jakob Klette; Astrid Mathiassen

1995-01-01

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

Federal supervisory authorities' power to issue directives in nuclear licensing procedures (Kalkar reactor)

International Nuclear Information System (INIS)

Anon.

1990-01-01

The Federal Constitutional Court (BVerfG) is concerned in its judgement with the legal instrument of Federal supervisory authorities' power to issue directives in nuclear licensing procedures (Kalkar reactor). Dealt with are questions concerning material and excercising competences, the Federal Government's right to issue directives and possible violation of Laender rights, as well as the legal position between Land and Federal Government, the necessity to issue clear directives, questions concerning the competence to issue directives and the Federal Government's duty to consider the overall interests (Federal Government and Laender interests), questions concerning constitutional state principles and the limits in the relations between Federal Government - Laender concerning legal competence. (RST) [de

Midwives' supervisory styles and leadership role as experienced by Norwegian mothers in the context of a fear of childbirth.

Science.gov (United States)

Lyberg, Anne; Severinsson, Elisabeth

2010-05-01

The aim of the present study was to describe the midwives' supervisory style and leadership role as experienced by pregnant women and new mothers in the context of a fear of childbirth. A service led by midwives can influence the quality of care. The sample consisted of 13 mothers. Data were interpreted by means of qualitative content analysis. The findings revealed that the midwives' supervisory styles were related to their ability to create a trusting and caring relationship, demonstrate problem-solving capacity, and showing willingness, preparedness and courage to support the women. The midwives' leadership role was described as involving a crucial set of professional management skills and techniques. The findings have strengthened the argument for the provision of continuity of care to women who are afraid of childbirth. Further studies should focus more specifically on the implementation of research in practice. It is necessary for midwives to demonstrate leadership in order to develop practice, predict challenges and changes, provide different care delivery models and acquire an evidence base for care. This also demands systematic supervision to improve care outcomes.

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

NARCIS (Netherlands)

Tooren, van den M.

2011-01-01

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

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

NARCIS (Netherlands)

Janssen, O

2001-01-01

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

Job demands-resources model

OpenAIRE

Bakker, Arnold; Demerouti, Eva

2013-01-01

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

Job and Work Design

OpenAIRE

Van den Broeck, Anja; Parker, Sharon K.

2017-01-01

Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...

Recruiting and training labor for woods work

Science.gov (United States)

Fred C. Simmons

1949-01-01

This is the second in a series of papers about the supervisory part of the logging job. It deals with recruiting and training men for logging; it stresses the need for safety. The previous paper in the series (Station Paper 18) dealt with choosing methods and equipment; other papers planned will be about job lay-out, purchase of timber, and marketing timber products....

Physicians' Job Satisfaction.

African Journals Online (AJOL)

AmL

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

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

Science.gov (United States)

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

2011-04-01

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

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

OpenAIRE

Dina Maria LUT

2012-01-01

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

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

Science.gov (United States)

Federici, Roger A.

2013-01-01

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

The prospective effects of workplace violence on physicians' job satisfaction and turnover intentions: the buffering effect of job control.

Science.gov (United States)

Heponiemi, Tarja; Kouvonen, Anne; Virtanen, Marianna; Vänskä, Jukka; Elovainio, Marko

2014-01-17

Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians' turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations. The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25-63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector. The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work.

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

Science.gov (United States)

Bowron, J S; Todd, K H

1999-01-01

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

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

Science.gov (United States)

Johari, Johanim; Yahya, Khulida Kirana

2016-01-01

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

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

OpenAIRE

Pagés, Carmen; Madrigal, Lucía

2008-01-01

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

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

Science.gov (United States)

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

2008-12-01

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

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

Science.gov (United States)

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

2012-04-01

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

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

OpenAIRE

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

2014-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

Two-Agent Single-Machine Scheduling of Jobs with Time-Dependent Processing Times and Ready Times

Directory of Open Access Journals (Sweden)

Jan-Yee Kung

2013-01-01

Full Text Available Scheduling involving jobs with time-dependent processing times has recently attracted much research attention. However, multiagent scheduling with simultaneous considerations of jobs with time-dependent processing times and ready times is relatively unexplored. Inspired by this observation, we study a two-agent single-machine scheduling problem in which the jobs have both time-dependent processing times and ready times. We consider the model in which the actual processing time of a job of the first agent is a decreasing function of its scheduled position while the actual processing time of a job of the second agent is an increasing function of its scheduled position. In addition, each job has a different ready time. The objective is to minimize the total completion time of the jobs of the first agent with the restriction that no tardy job is allowed for the second agent. We propose a branch-and-bound and several genetic algorithms to obtain optimal and near-optimal solutions for the problem, respectively. We also conduct extensive computational results to test the proposed algorithms and examine the impacts of different problem parameters on their performance.

The role of workaholism in the job demands-resources model.

Science.gov (United States)

Molino, Monica; Bakker, Arnold B; Ghislieri, Chiara

2016-07-01

The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work-family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.

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

DEFF Research Database (Denmark)

Jinkins, David; Morin, Annaïg

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

Job Satisfaction in Public and Private Schools

DEFF Research Database (Denmark)

Dahler-Larsen, Peter; Foged, Søren Kjær

2017-01-01

is that dissimilar functional areas are studied which makes it difficult to isolate effects of privatization as such. We respond to these challenges by carrying out an empirical analysis of job satisfaction among teachers who teach Danish to immigrants. The teachers work in comparable schools, carry out the same...... task, and are subject to the same performance management system, but some of the schools are public, some are private, and some have been subject to competitive tendering. We demonstrate that competition has a greater impact than ownership upon job satisfaction. We also show that one of the key...... mechanisms which translate competition into reduced job satisfaction relates to changing relations between managers and employees. Advocates and opponents of privatization alike should pay more attention to specific aspects and mechanisms related to privatization, in particular the element of competition....

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

Science.gov (United States)

Wolniak, Gregory C.; Pascarella, Ernest T.

2005-01-01

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

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

Science.gov (United States)

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

2011-09-01

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

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

Science.gov (United States)

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

2017-09-01

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

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

Science.gov (United States)

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

2005-10-15

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

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

OpenAIRE

Sutjitra, Devilan

2015-01-01

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

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

Science.gov (United States)

Dawal, Siti Zawiah Md; Taha, Zahari

2007-12-01

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

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

Science.gov (United States)

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

2015-03-15

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

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

Science.gov (United States)

McVicar, Andrew

2016-03-01

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

Job Sharing--Opportunities or Headaches?

Science.gov (United States)

Leighton, Patricia

1986-01-01

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

The manufacturing manager’s job: Does ERP implementation impact this more?

Directory of Open Access Journals (Sweden)

Sanjay Kumar

2005-06-01

Full Text Available This paper deals with the impact of ERP implementation on the job of the individual manager. Does the job of the manager change significantly after ERP implementation ? Is this perception of change uniform across different functions such as purchase, production and production planning? These are the research questions explored in this paper. Significant differences were found in the perceived role profile across various functions. The results gave an insight into the nature of work of managers in the various functional positions. Significant differences in the perception of changes in role profile across functions were also found. The analysis of interview responses provided an interesting insight into these observed results.

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

Directory of Open Access Journals (Sweden)

Stella Ribeiro

2016-05-01

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

Relationship between hospital pharmacists' job satisfaction and involvement in clinical activities.

Science.gov (United States)

Olson, D S; Lawson, K A

1996-02-01

Job satisfaction among hospital pharmacists employed by a national hospital pharmacy management company was measured by using a mail questionnaire. A previously validated survey that measured pharmacists' job satisfaction was adapted for use in this study. Additional questions determined the pharmacist's clinical pharmacy training and participation in clinical pharmacy services. Questionnaires were mailed to all full-time hospital pharmacists employed by the pharmacy management company. Of the 606 mailed, deliverable questionnaires, 354 usable responses were returned, for a response rate of 58.4%. The respondent hospital pharmacists' level of job satisfaction showed a positive association with clinical pharmacy involvement. Of the nine items in the questionnaire that measured the pharmacists' involvement in clinical pharmacy services, seven items showed a positive relationship between involvement in that clinical activity and job satisfaction. Mean job satisfaction increased as the percentage of time spent performing clinical pharmacy activities increased. Job satisfaction decreased as time spent performing distributive functions increased. The percentage of time hospital pharmacists were engaged in clinical activities was significantly associated with job satisfaction.

Jobs API

Data.gov (United States)

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

Job level and national culture as joint roots of job satisfaction

NARCIS (Netherlands)

Huang, X; Van de Vliert, E.

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

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

OpenAIRE

Loon, Mark; Casimir, G.

2007-01-01

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

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

NARCIS (Netherlands)

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

2017-01-01

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

Do Job Security Guarantees Work?

OpenAIRE

Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

2004-01-01

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

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

Directory of Open Access Journals (Sweden)

I Ketut R Sudiarditha

2016-09-01

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

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

Directory of Open Access Journals (Sweden)

Leon T de Beer

2016-09-01

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