WorldWideScience

Sample records for surveyed job titles

  1. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Science.gov (United States)

    2010-01-01

    ... agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service Worker 1 Food Service Worker 2 Fast Food Worker 2 Janitor 2 Laborer (Light) 2 Laborer (Heavy) 3 Service... Warehouseman 5 Service Station Attendant 5 Truck Driver (Light) 5 Truck Driver (Medium) 6 Truck Driver (Heavy...

  2. 29 CFR 541.2 - Job titles insufficient.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Job titles insufficient. 541.2 Section 541.2 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES...

  3. Variation in job titles within the nursing workforce.

    Science.gov (United States)

    Leary, Alison; Maclaine, Katrina; Trevatt, Paul; Radford, Mark; Punshon, Geoffrey

    2017-12-01

    The work of specialist nursing has been under scrutiny for many years in the UK due to a perception that it is not cost-effective. A common issue is the lack of consistency of job titles, which causes confusion to the public, employing organisations, colleagues and commissioners of services. Lack of consistency has implications for the wider perception of advanced specialist practice in the worldwide community and the workforce more generally. This study aims to understand the variation in job titles in the UK population. A pre-existing data set of accrued studies into the work of nurses working in specialisms was mined for insight (N = 17,960). This study used knowledge discovery through data and descriptive statistics to perform secondary analysis. Mining these data revealed 595 job titles in use in 17,960 specialist posts once the specialism had been removed. The most commonly used titles were Clinical Nurse Specialist, Nurse Specialist/Specialist Nurse, Advanced Nurse Practitioner and Nurse Practitioner. There were three other primary groupings. These were variants with a specialist or technical prefix of suffix, for example Nurse Endoscopist, variants of seniority such as trainee, senior nurse for [specialism] or variants of function such as Nurse Prescriber. The clustering was driven primarily by pay band. A total of 323 posts were recorded as holding titles such as Advanced Nurse Practitioner or Specialist Nurse who were not registered with the Nursing & Midwifery Council. In this data set, there is a large array of titles, which appear to have little relationship with other factors like education. This is confusing to the public, employers and those commissioning services. It also demonstrates that the previous assumptions by Council for Healthcare Regulatory Excellence that advanced practice labels are associated with career progression are unsound and should be addressed by the regulator. © 2017 John Wiley & Sons Ltd.

  4. National collegiate athletic association division and primary job title of athletic trainers and their job satisfaction or intention to leave athletic training.

    Science.gov (United States)

    Terranova, Aaron B; Henning, Jolene M

    2011-01-01

    Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Cross-sectional study. A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. We used separate 3 x 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. We found differences for job title in the subscales of Fringe Benefits (F(2182) = 7.82, P = .001 ) and Operating Conditions (F(2,182) = 12.01, P < .001). The JSS subscale Nature of Work was the'greatest indicator of intention to leave (β = -0.45). We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.

  5. 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…

  6. Happy Days: "SLJ's" Job Satisfaction Survey

    Science.gov (United States)

    Kenney, Brian

    2009-01-01

    "School Library Journal's" ("SLJ's") Job Satisfaction Survey, conducted online in spring 2008, asked school and public librarians about their salaries, pay raises, and opportunities for advancement; level of job satisfaction; major causes of dissatisfaction; on-the-job challenges; and how well they were prepared for their positions, among other…

  7. A social work study on measuring the impact of age and job title on stress: A case study of hydro-power employees

    Directory of Open Access Journals (Sweden)

    Akbar Iravani

    2012-10-01

    Full Text Available The study performs an empirical study based on the implementation of ANOVA and LSD tests to measure the impact of stress among people with different job titles and ages in a hydropower unit located in city of Esfahan, Iran. The study performed the survey among all 81 people who were working for customer service section of this company and consisted of two parts, in the first part; we gather all private information such as age, gender, education, job experience, etc. through seven important questions. In the second part of the survey, there were 66 questions, which included all the relevant factors impacting employees' stress. Cronbach alpha was calculated as 0.946, which is well above the minimum acceptable level. The implementation of ANOVA and LSD tests have revealed that there are no meaning differences among people with different job titles but people in different age groups maintained various level of stress.

  8. Job satisfaction survey among health centers staff.

    Science.gov (United States)

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a two-part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains. Reliability was obtained for each domain and its validity was reported 0.93. The results showed an overall satisfaction score averages 43.55 ± 12.8 (from 100). Job satisfaction score was not significantly different between the sexes. However, within the current attitude toward job satisfaction, men scores was better than women (P = 0.001). Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion. The more the years of work, the less the job satisfaction was. The attitude toward the current job had a direct relationship with income (P = 0.01). There was a significant inverse relationship between educational level and job satisfaction in domains promotion, income, and benefits (P = 0.01). The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work.

  9. Survey of pay satisfaction, job satisfaction and employee turnover in ...

    African Journals Online (AJOL)

    Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria. ... Global Journal of Social Sciences ... The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria.

  10. A Survey of Job Loss in Selected Communities around ...

    African Journals Online (AJOL)

    A Survey of Job Loss in Selected Communities around Johannesburg, South Africa. ... They experienced a feeling of lowered self-esteem. However, although seriously afflicted by the ravages of job loss within their communities, the majority of the respondents did not express a desire to relocate to other places.

  11. Job satisfaction survey among health centers staff

    OpenAIRE

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Background: Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. Materials and Methods: This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a t...

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

    Science.gov (United States)

    Daehlen, Marianne

    2008-12-01

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

  13. TITLE

    Directory of Open Access Journals (Sweden)

    Nisha K. M

    2016-01-01

    terms of innovation, attitudes, leadership qualities, competitiveness, entrepreneurial skill and absorbing new entrants to the job market, empowering marginalized women.

  14. TITLE

    Directory of Open Access Journals (Sweden)

    Abdolhamid Papzan

    2013-01-01

    Full Text Available This study investigated entrepreneurial intention among graduate students of USM Engineering Campus. Applying the Theory of Planned Behavior (TPB; Ajzen, we examined the empirical model of entrepreneurial intention determinants. Although research has been conducted in entrepreneurial intention, limited study has been done among Iranian graduate students who are studying abroad. This research aims to fill this gap using Entrepreneurial Intention Questionnaire (EIQ, version 3.1. Accordingly, a survey study was applied and Iranian graduate students of the USM Engineering Campus were studied using the census method. The authors propose an empirical model and tested its reliability and validity using structural equation modeling. Data was analyzed using Spss16 and Amos18 software. Results revealed that the level of knowledge about business sources of assistance for entrepreneurs in addition to components of the TPB, affected entrepreneurial intention. Empirical model ‘s goodness of fit indices indicated good model fit x2=1.047, df=2, probability 0.592; NFI= 0.981; CFI= 1.000; RMSEA=0.000. It seems that current empirical model could be a guide for future research on this important topic.

  15. 5 CFR 532.217 - Appropriated fund survey jobs.

    Science.gov (United States)

    2010-01-01

    ... Laundry Worker 1 Food Service Worker 2 Cook 8 (e) A lead agency must obtain prior approval of OPM to add a... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appropriated fund survey jobs. 532.217 Section 532.217 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS...

  16. 5 CFR 532.315 - Additional survey jobs.

    Science.gov (United States)

    2010-01-01

    ...: Specialized industry Specialized survey jobs Grade Aircraft Electronics Mechanic WG-11 Aircraft Structures... WG-9 Artillery and combat vehicles Automotive Mechanic (limited to data obtained in special... Electronics Electronics Mechanic WG-11 Industrial Electronic Controls Repairer WG-10 Electronic Test Equipment...

  17. College students' perceptions of sexual orientation and gender given job descriptions and titles for interior decoration, interior design, and architecture.

    Science.gov (United States)

    Wood-Nartker, B Jeanneane; Sepanski, Jungsywan; McCrady, Joe; Gligor, Andreea

    2007-06-01

    To examine perceptions of design professionals, this study was designed to examine possible gender-bias based on job title and description and whether there is a relationship between the two perceptions. A respondent's sex was significantly related to perceptions of a design professional's sex. Both respondents' sex and the perceived sex of the design professional had significant effects on the perceived sexual orientation of the design professionals. Furthermore, the results also indicated that if the design professional was perceived to be male, there was a higher tendency that he would be perceived as homosexual, especially by a male respondent.

  18. Pediatric dentists' job satisfaction: results of a national survey.

    Science.gov (United States)

    Bates, Lyndsay F; Buehler, Amy M; Boynton, James R; Majewski, Robert F; Inglehart, Marita R

    2013-01-01

    The purpose of this study was to determine pediatric dentists' level of job satisfaction and to explore which factors (demographic and practice/work/patient characteristics) are related to their satisfaction. Data were collected with mailed surveys from 385 and with web-based surveys from 966 pediatric dentists in the United States. Professional satisfaction was measured with the Professional Satisfaction Scale and the Dentists' Satisfaction Scale. Most respondents would choose dentistry (89 percent) and pediatric dentistry (92 percent) again and would recommend dentistry (85 percent) and pediatric dentistry (83 percent) to their child as a career. Male respondents were more satisfied with income, personal and professional time, staff, and practice management aspects, and female respondents were more satisfied with patient relations. The older the dentists were, the more satisfied they were. Respondents in academia were less stressed and less satisfied with their income than respondents in nonacademic settings. The more time spent in the operatory and the less administrative work, the more satisfied the respondents were. The fewer patients from a lower socioeconomic background they treated, the more satisfied they were. Overall, pediatric dentists have a high level of job satisfaction. Demographic factors and practice/work/patient characteristic are related to job satisfaction.

  19. Emotional job demands and the role of matching job resources: a cross-sectional survey study among health care workers.

    Science.gov (United States)

    de Jonge, Jan; Le Blanc, Pascale M; Peeters, Maria C W; Noordam, Hanneke

    2008-10-01

    Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. To test the moderating role of matching (i.e. emotional) and non-matching (i.e. cognitive) job resources in the relation between emotional job demands and employee health/well-being (i.e. emotional exhaustion, employee creativity, and work motivation). A cross-sectional survey with anonymous questionnaires was conducted. A large organization for residential elderly care with eight locations in an urban area in the Netherlands. Questionnaires were distributed to 1259 health care workers, of which 826 people returned the questionnaire (66% response rate). In addition to descriptive statistics, multivariate multiple regression analysis (LISREL 8.54) with cross-validation was conducted. Findings showed that emotional job resources moderated the relation between emotional job demands and health/well-being outcomes. Firstly, emotional job resources were able to moderate the relation between emotional job demands and emotional exhaustion. Secondly, both emotional job resources and, to a lesser extent, cognitive job resources were able to moderate the relation between emotional job demands and positive well-being outcomes (i.e. employee creativity and work motivation). Finally, cross-validation showed that parameter estimates did not vary across subsamples. Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being. Providing health care workers with more, preferably matching, job resources could make emotional job demands less stressful, and even stimulating and challenging. Future longitudinal studies should investigate the interplay of emotional job demands and (matching) job resources more profoundly.

  20. 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....

  1. JOB SATISFACTION SURVEY OF STAFF NURSES WORKING IN THE HOSPITALS.

    OpenAIRE

    Sheeja. C. V; K. Reddemma.

    2017-01-01

    Introduction: Satisfaction of the nurses are key component in delivering inviolable health care in the country. Multiple factors are responsible for nurses? job satisfaction. Satisfied nurses are able to provide quality nursing care for their patients. Staff Nurses? Job satisfaction are influenced by extrinsic and intrinsic factors. The staff nurses attitude towards their job can be measured through the job satisfaction scale. This study has been undertaken in an attempt to explore and descri...

  2. Job satisfaction among nursing personnel in Hong Kong: a questionnaire survey.

    Science.gov (United States)

    Cheung, Kin; Ching, Shirley Siu Yin

    2014-07-01

    To investigate the perceived importance and actual level of job satisfaction among enrolled nurses (ENs), registered nurses (RNs), specialty nurses (SNs) and nurse managers (NMs) in Hong Kong. In the past, few studies have been conducted to investigate job satisfaction among different groups of nursing personnel. This was a cross-sectional study. Stamps and Piedmonte's Index of Work Satisfaction (IWS) Scale was used to measure the level of job satisfaction. Six hundred and seventy-two nursing personnel from two large hospitals participated in this study. Discrepancies were found between the perceived importance and the actual satisfaction of job components among nursing personnel. The level of job satisfaction varied by position (F3,668  = 28.83, P job satisfaction. The IWS scores for ENs, RNs, SNs and NMs were 12.3, 11.2, 12.5 and 13, respectively. Each group shared and had its own unique factors associated with its job satisfaction. The perceived importance and actual satisfaction with the six job components among nursing personnel varied by position. Administrators should be aware that strategies to improve job satisfaction should be specific to job titles. No single strategy is appropriate for all nursing personnel. © 2012 John Wiley & Sons Ltd.

  3. Job satisfaction among public health nurses: a national survey.

    Science.gov (United States)

    Curtis, Elizabeth A; Glacken, Michele

    2014-07-01

    Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses. To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population. Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n = 351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed. Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction. Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction. The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession. © 2012 John Wiley & Sons Ltd.

  4. Job Burnout and Job Satisfaction among Industry, Mine and Trade Organization Employees: A Questionnaire Survey

    OpenAIRE

    Rahil Kazemi Talachi; Mohammad Bagher Gorji

    2013-01-01

    One of the most important challenges facing organizations is the increasing levels of job burnout among their employees. In the meantime, it poses the question as what the relationship between this factor and job satisfaction is. The aim of this study was to investigate the relationship between burnout and job satisfaction to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization, the number of whom is 1...

  5. A survey in the West Midlands on the use of the courtesy title 'Dr' by UK dental practitioners.

    Science.gov (United States)

    Thomas, D J; Allsopp, J

    1997-10-25

    To assess the 1995 General Dental Council's decision to remove restrictions on GDPs using the courtesy title 'Dr'. In 1996 this survey undertook a qualitative analysis of the views of four groups involved in primary dental care: 72 GDPs, 25 medical practitioners, 46 vocational dental practitioners, 89 patients. These indicated that some respondents thought that there would possibly be better quality of patient care due to improved medical history taking, that the public's image of the dental profession might be enhanced and that 87% of newly qualified dentists were in favour of the use of the title 'Dr'. Use of the title appears to be on the increase and if use of the title does become widespread, then all practitioners will need to re-evaluate their choice of personal titles. GDPs need to consider if using the title 'Dr' will encourage patients to give more detailed medical histories.

  6. Examining Job Embeddedness Survey Items for an Adventure Education Population

    Science.gov (United States)

    Wilson, Jackson

    2010-01-01

    Dysfunctional voluntary employee turnover is an issue that leads to major direct and indirect costs (e.g., Sagie, Birati, & Tziner, 2002). Although job satisfaction has classically been the predominant construct used to explain turnover, recently a new construct, job embeddedness, has been relatively successful at helping explain additional…

  7. Job security and employee well-being: Evidence from matched survey and register data

    OpenAIRE

    Ilmakunnas, Pekka; Bockerman, Petri; Johansson, Edvard

    2010-01-01

    We examine the effects of establishment- and industry-level labor market turnover on employees’ well-being. The linked employer-employee panel data contain both survey information on employees’ subjective well-being and comprehensive register-based information on job and worker flows. Labor market turbulence decreases well-being as experienced job satisfaction and satisfaction with job security are negatively related to the previous year’s flows. We test for the existence of compensating wage...

  8. A Survey of Job Satisfaction among Midwives Working in Hospitals

    Directory of Open Access Journals (Sweden)

    Fariba Khavayet

    2018-01-01

    Full Text Available Background & aim: Job satisfaction is one of the important factors enhancing organizational efficiency and employees' performance. This study aimed to evaluate job satisfaction among midwives working in hospitals. Methods: This cross-sectional study included all midwives (N=100 working in hospitals affiliated to Abadan School of Medical Sciences, Abadan, Iran in 2016. To obtain data, we used a demographic as well as Herzberg's Job Satisfaction Questionnaire with α=0.96 in Iran. To analyze the data, independent t-test, Chi-square test, and Pearson correlation coefficient were run in SPSS, version 22. Results: The mean age and work experience of the subjects were 35.37±7.3 and 11.23±7.8 years, respectively. The mean job satisfaction score of the midwives was 302.41±19. The results showed that the subjects had moderate job satisfaction in the eight domains of occupational nature and position (48%, job security (46%, salary and benefits (61%, occupational and environmental conditions (90%, relationship with colleagues (87%, supervision (91%, management policy-making (80%, and personal relationships (85%. There was a significant correlation between work experience and job satisfaction, while there was no significant relationship between job satisfaction and other demographic variables. Conclusion: Considering the moderate level of job satisfaction among the midwives working in the hospitals affiliated to Abadan School of Medical Sciences, authorities should take effective steps to address job dissatisfaction by promoting occupational security, creating professional standards, and using midwives’ capabilities in building appropriate relationships with colleagues.

  9. Relating Training to Job Satisfaction: A Survey of Online Faculty Members

    Science.gov (United States)

    Hoekstra, Brian

    2014-01-01

    The purpose of this study was to determine whether training affected the job satisfaction reported by online faculty members. A convenience sample of 492 Iowa Community College Online Consortium (ICCOC) faculty members were invited to participate in a quantitative survey, and 148 responded. Overall Job Satisfaction was operationalized through the…

  10. 77 FR 35059 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2012-06-12

    ... for OMB Review; Comment Request; Job Corps Process Study ACTION: Notice. SUMMARY: The Department of... collection request (ICR) proposal titled, ``Job Corps Process Study,'' to the Office of Management and Budget... conduct site visits to Job Corps centers and a survey of center directors for a process study of the Job...

  11. Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

    Science.gov (United States)

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

    According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

  12. Job satisfaction and sickness absence: a questionnaire survey.

    Science.gov (United States)

    Roelen, Corné A M; Koopmans, Petra C; Notenbomer, Annette; Groothoff, Johan W

    2008-12-01

    When dissatisfaction with work precedes sickness absence, screening for satisfaction levels might usefully detect workers at risk of sickness absence. To investigate whether job satisfaction was associated with subsequent sickness absence days or episodes. A sample of workers was randomly drawn from a population of employees who had an episode of absence between January and April 2003. Job satisfaction was measured using a validated single question with a Likert-type scale ranging from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction levels were linked to the number of recorded sickness absence days and episodes in 2003, distinguishing between short (1-7 days) episodes and long (>7 days) episodes. Of 898 questionnaires distributed, 518 (58%) were returned. The mean+/-standard deviation job satisfaction level was 5.1+/-1.4 and negatively related to the number of sickness absence days. Job satisfaction was also negatively related to the number of short episodes and long episodes of absence, but these associations were not significant. Job satisfaction was significantly related to total sickness absence duration. The association with the number of sickness absence episodes was weak and just below the level of statistical significance. Assessing work satisfaction levels might usefully identify those workers most likely to have the greatest sickness absence duration.

  13. Nurse burnout in China: a questionnaire survey on staffing, job satisfaction, and quality of care.

    Science.gov (United States)

    Lu, Minmin; Ruan, Hui; Xing, Weijie; Hu, Yan

    2015-05-01

    The investigators examined how nurse staffing affects nurse job satisfaction and quality of care. Inadequate nurse staffing is a worldwide issue with profound effects on nurse job satisfaction and quality of care. Few studies have examined the relationship between nurse staffing and job satisfaction and quality of care in China. A cross-sectional design was adopted, wherein 873 nurses were surveyed on demographics, nurse staffing, job-related burnout, job dissatisfaction, intent to leave, and quality of care. The median patient-nurse ratio was five; 45.1% nurses reported high levels of job-related burnout, and 55.6%, job dissatisfaction. In adjusted regression models, patient-nurse ratios of four or less were related to a decrease in the odds of job dissatisfaction (odds ratio 0.55, 95% confidence interval 0.36-0.85) and increase in the odds of quality of care (odds ratio 1.78, 95% confidence interval 1.02-2.82). Nurse staffing is associated with job dissatisfaction and quality of care. Nurse managers should maintain an adequate level of nurse staffing, referring to the patient-nurse ratio. They should create new initiatives to increase job satisfaction among nurses and to evaluate their effects. © 2013 John Wiley & Sons Ltd.

  14. Job satisfaction, income, workload, workplace, and demographics of Japanese radiologists in the 2008 survey

    International Nuclear Information System (INIS)

    Sone, Miyuki; Mizunuma, Kimiyoshi; Nakajima, Yasuo; Yasunaga, Hideo; Ohtomo, Kuni

    2013-01-01

    This study aimed to verify radiologists' demographics and job satisfaction in Japan and analyze factors affecting job satisfaction. A self-administered questionnaire was mailed to 7,491 eligible radiologists between April and June 2008. The questionnaire consisted of items concerning participants' demographics and job satisfaction. A multivariate regression analysis was conducted to analyze the impact of practice environments on radiologists' overall job satisfaction. There were 3,986 (53%) valid responses. In 2008, 67.7% of radiologists reported being extremely or somewhat satisfied with their job. With regard to changes in job satisfaction over the previous 5 years, 45.8% felt much increased or somewhat increased satisfaction, whereas 18.8% felt somewhat decreased or much decreased. The significant factors associated with overall job satisfaction were annual income (p<0.01) and working at larger hospitals (500 or more beds) (p<0.01). Older age (p<0.01) and night duty (p<0.01) was significantly related to dissatisfaction. The main reasons for increasing job satisfaction over 5 years were interest and lifestyle, whereas the strongest reason for decreasing job satisfaction was workload. This survey revealed Japanese radiologists had a high level of job satisfaction. (author)

  15. Job satisfaction, income, workload, workplace, and demographics of Japanese radiologists in the 2008 survey.

    Science.gov (United States)

    Sone, Miyuki; Mizunuma, Kimiyoshi; Nakajima, Yasuo; Yasunaga, Hideo; Ohtomo, Kuni

    2013-05-01

    This study aimed to verify radiologists' demographics and job satisfaction in Japan and analyze factors affecting job satisfaction. A self-administered questionnaire was mailed to 7,491 eligible radiologists between April and June 2008. The questionnaire consisted of items concerning participants' demographics and job satisfaction. A multivariate regression analysis was conducted to analyze the impact of practice environments on radiologists' overall job satisfaction. There were 3,986 (53 %) valid responses. In 2008, 67.7 % of radiologists reported being extremely or somewhat satisfied with their job. With regard to changes in job satisfaction over the previous 5 years, 45.8 % felt much increased or somewhat increased satisfaction, whereas 18.8 % felt somewhat decreased or much decreased. The significant factors associated with overall job satisfaction were annual income (p job satisfaction over 5 years were interest and lifestyle, whereas the strongest reason for decreasing job satisfaction was workload. This survey revealed Japanese radiologists had a high level of job satisfaction.

  16. 77 FR 16265 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job...

    Science.gov (United States)

    2012-03-20

    ... for OMB Review; Comment Request; Job Openings and Labor Turnover Survey ACTION: Notice. SUMMARY: The... request (ICR) revision titled, ``Job Openings and Labor Turnover Survey,'' (JOLTS) to the Office [email protected] . SUPPLEMENTARY INFORMATION: The JOLTS collects data on job vacancies, labor hires...

  17. Job satisfaction among primary care physicians: results of a survey.

    Science.gov (United States)

    Behmann, Mareike; Schmiemann, Guido; Lingner, Heidrun; Kühne, Franziska; Hummers-Pradier, Eva; Schneider, Nils

    2012-03-01

    A shortage of primary care physicians (PCPs) seems likely in Germany in the near future and already exists in some parts of the country. Many currently practicing PCPs will soon reach retirement age, and recruiting young physicians for family practice is difficult. The attractiveness of primary care for young physicians depends on the job satisfaction of currently practicing PCPs. We studied job satisfaction among PCPs in Lower Saxony, a large federal state in Germany. In 2009, we sent a standardized written questionnaire on overall job satisfaction and on particular aspects of medical practice to 3296 randomly chosen PCPs and internists in family practice in Lower Saxony (50% of the entire target population). 1106 physicians (34%) responded; their mean age was 52, and 69% were men. 64% said they were satisfied or very satisfied with their job overall. There were particularly high rates of satisfaction with patient contact (91%) and working atmosphere (87% satisfied or very satisfied). In contrast, there were high rates of dissatisfaction with administrative tasks (75% dissatisfied or not at all satisfied). The results were more indifferent concerning payment and work life balance. Overall, younger PCPs and physicians just entering practice were more satisfied than their older colleagues who had been in practice longer. PCPs are satisfied with their job overall. However, there is significant dissatisfaction with administrative tasks. Improvements in this area may contribute to making primary care more attractive to young physicians.

  18. Survey of Workload and Job Satisfaction Relationship in a Productive Company

    Directory of Open Access Journals (Sweden)

    M. Maghsoudipour

    2012-05-01

    Full Text Available Background and aims: Promotion of workers’ health and safety is one of the main tasks of managers and planners. One of the important sciences that can assist managers to achieve this gool is ergonomics. This article presents results of workload and job satisfaction survey in a heavy metal components manufacturing company in Tehran, in 2010. Methods: This cross sectional study conducted by survey of all operational workers. Workload is survived by NASA-TLX questionnaire that contained six dimensions and job satisfaction evaluated by short version of Minnesota questionnaire . Results: Job satisfaction questionnaire ’s reliability which assessed by Cronbach’s Alpha was 0.91. In addition, data analysis results declare that the average job satisfaction scale was 65 and at medium level and workload with 85.11 as average scale was at the high level. Effort and physical loads were two dimensions which have high amount in the workload In addition, no statistical significant relation was observed between the total job satisfaction score and workload score. (p<0.05. While the performance dimension showed a positive relationshipwith job satisfaction, frustration demonstrated a negative relationship with job satisfaction. Conclusion: In order to improve the work conditions the administrative and technological controls should be implemented and actions need to be taken to modify workload dimensions specially, two dimensions with the high amount and dimensions that have relationship with job satisfaction.

  19. 453 A Survey of Job Loss in Selected Communities around ...

    African Journals Online (AJOL)

    Nekky Umera

    local economic development is still required in most parts of he world to cushion displaced ... state of job loss around this city could hold lessons for other cities around the country. .... community leadership, but also the networking of economic development efforts and the ... Regional Studies 28(2):119 -140. Bluestone, B ...

  20. The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

    Science.gov (United States)

    Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

    2018-04-01

    - Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

  1. A survey of innovative contracting for quality jobs and ecosystem management.

    Science.gov (United States)

    Cassandra Moseley

    2002-01-01

    This survey identifies and defines innovative contracting mechanisms developed in the Forest Service Pacific Northwest Region and northern California. A survey of nine case studies reveals that several new mechanisms have facilitated ecosystem management, quality jobs, and administrative efficiencies, but at times innovation was hampered by Forest Service institutional...

  2. A Survey of the Duties and Job Performance of Student Assistants in Access Services

    Science.gov (United States)

    Tolppanen, Bradley P.; Derr, Janice

    2009-01-01

    The results of a recently conducted Web-based survey of Access Services department supervisors are presented in this article. The survey, which was completed by 94 respondents, identified 19 core tasks completed by student assistants and further found a high overall approval of student assistant job performance. The information generated by the…

  3. Trauma surgeon personality and job satisfaction: results from a national survey.

    Science.gov (United States)

    Foulkrod, Kelli H; Field, Craig; Brown, Carlos V R

    2010-04-01

    Personality is correlated with job satisfaction, whereas job satisfaction is linked to performance. This study examines personality of practicing trauma surgeons in relation to their job satisfaction. The dominant theory in personality research is the five-factor model, which includes: extraversion, agreeableness, conscientiousness, emotional stability, and openness. The sample was identified from American Association for Surgery of Trauma, Eastern Association for Surgery of Trauma, and Western Trauma Association membership. A web-based survey of demographics and empirically supported measures was created. Four hundred and twelve trauma surgeons (49 +/- 14-years-old, 85% male) completed the survey. When comparing satisfied to unsatisfied trauma surgeons on personality variables, extraversion (5.0 +/- 1.6 vs 4.4 +/- 1.6, P = 0.014) and emotional stability (5.8 +/- 1.1 vs 5.4 +/- 1.2, P = 0.007) were significantly higher in satisfied surgeons. Moderate correlations were found for job satisfaction with emotional stability (r = 0.20, P personality variables highlighted the significance of emotional stability and extraversion in prediction of job satisfaction. Extraversion and emotional stability are the most significant personality factors to job satisfaction of trauma surgeons. These findings may have important implications for surgical resident recruitment, job performance, and retention.

  4. Does initial job status affect midlife outcomes and mental health? Evidence from a survey in Japan

    OpenAIRE

    Oshio, Takashi; Inagaki, Seiichi

    2013-01-01

    This article examines how initial job status following graduation affects the midlife outcomes and mental health of Japanese workers, using micro data from a nationwide online survey of 3,117 men and 2,818 women aged 30-60. The focus was the impact of initial job status on socioeconomic/marital status and mental health during the person's midlife period. It was found that failure to obtain regular employment at the time of graduation raised the probabilities of unstable job status throughout ...

  5. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China.

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-06-05

    It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Cross-sectional survey. Heilongjiang Province, China. The participants were 930 community health workers from six cities in Heilongjiang Province. Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. 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.

  6. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-01-01

    Objective It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Design Cross-sectional survey. Setting Heilongjiang Province, China. Participants The participants were 930 community health workers from six cities in Heilongjiang Province. Primary and secondary outcome measures Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. Results There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. Conclusions The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. PMID:24902730

  7. Physician recruitment and retention in Manitoba: results from a survey of physicians' preferences for rural jobs.

    Science.gov (United States)

    Witt, Julia

    2017-01-01

    Rural recruitment and retention continues to present challenges to health workforce planners. This paper reports and analyzes the results of a survey sent to physicians in Manitoba, eliciting their opinions regarding rural jobs. A survey was sent to all physicians in Manitoba. Part 1 of the survey included questions about background and demographic information; part 2 was a set of job satisfaction questions regarding respondents' current job; and part 3 included 2 sets of stated-choice questions eliciting preferences for a set of attributes relevant to rural recruitment and retention. Of the 2487 physicians who received surveys, 561 (22.6%) responded. Respondents indicated that income, hours worked and on-call frequency are very important: overall job satisfaction increased with income and decreased with hours worked. Income, hours and on-call frequency were ranked "very important" by the largest proportions of physicians. The estimated compensation for on-call more frequent than 1-in-4 was very high (82% of average income), and additional hours worked were worth $183 per hour. Other attributes that were important included professional interaction, housing availability and community incentives during the first year, which were valued at 11%-31% of annual income. Work-life balance is a key consideration for rural jobs, and there are incentives that can compensate for less desirable attributes.

  8. Job dissatisfaction and burnout of nurses in Hunan, China: A cross-sectional survey.

    Science.gov (United States)

    Zhou, Wenjuan; He, Guoping; Wang, Honghong; He, Ying; Yuan, Qun; Liu, Dan

    2015-12-01

    In this study, we focused on measuring levels of nurse burnout and job dissatisfaction in the daily practice of nurses in Hunan province, China, analyzed factors related to nurse burnout and job dissatisfaction, and explored the relationship between them. Previous studies have shown a high level of burnout and job dissatisfaction among nurses worldwide. A cross-sectional survey of 1100 nurses was conducted. The nurses worked at 20 hospitals in 11 cities and counties throughout China's Hunan province. Nurse burnout was measured by the Maslach Burnout Inventory. Nurse-rated job dissatisfaction was described using a four point scale, and work environment was measured using the Nursing Work Index - Practice Environment Scale. The results showed that nurses had high burnout scores and were dissatisfied with their jobs. Staffing, work environment, and work hours were all significantly associated with nurse burnout and job dissatisfaction. Adequate staffing, improved work environment, and reasonable work hours are related to decreasing nurse burnout and job dissatisfaction. © 2015 Wiley Publishing Asia Pty Ltd.

  9. [Survey on job satisfaction and its influencing factors among enterprise workers].

    Science.gov (United States)

    Gu, Guizhen; Yu, Shanfa; Zhou, Wenhui

    2014-04-01

    To explore the influencing factors of job satisfaction among enterprise workers. Between November, 2008 and June, 2009, 6 711 workers from 13 enterprises were recruited to this survey by cluster sampling method. Data about job satisfaction, occupational stressors, strains, coping strategy and social support were collected anonymously by using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire. Median (P25-P75) of job satisfaction scores was 40(34-46), which were separately (40.25 ± 7.59) and (38.57 ± 8.62) among female and male workers. The difference showed statistical significance (Z = 6.00, P job satisfaction score was highest (41.44 ± 6.93) among administrative staff, but lowest (38.89 ± 8.79) among assistant workers. The difference showed statistical significance (χ(2) = 6.64, P Job satisfaction score of shift workers (38.47 ± 8.58) was significantly lower than that of non-shift workers(39.66 ± 8.10) (Z = 4.61, P job satisfaction scores of workers with weekly job time ≤ 40 h, 41-50 h, 51-59 h and ≥ 60 h were separately (39.86 ± 8.25), (39.23 ± 8.20), (38.68 ± 8.44) and (37.01 ± 8.34). The difference showed statistical significance (χ(2) = 54.06, P job satisfaction was positively related to technology utilize degree (r = 0.26, P job dissatisfaction for workers with low reward was about three times as high as that for workers with high reward (OR = 3.44, 95%CI:2.95-4.01), risks of job dissatisfaction for workers with low negative emotions, high positive affection and social support were about two times as high as that for workers with low positive affection, high negative emotions and low social support, with the OR (95%CI) respectively at 2.42 (2.09-2.82), 2.28 (1.95-2.66) and 2.25 (1.94-2.62). Occupational stress, individual features, health status, shiftwork system and work time had great effect on job satisfaction. The main measures of increasing job satisfaction were to improve rewards

  10. Factors affecting physical therapists' job satisfaction: questionnaire survey targeting first-year physical therapists.

    Science.gov (United States)

    Kota, Munetsugu; Kudo, Hiroyuki; Okita, Kazuhiko

    2018-04-01

    [Purpose] The survey aimed to clarify the factors that affect physiotherapists' job satisfaction. [Subjects and Methods] To examine factors affecting physical therapists' job satisfaction using a cross-sectional study with a questionnaire survey. Subjects were 193 first-year physical therapists who participated in a newcomer orientation at Hiroshima Prefectural Physical Therapy Association. The questionnaire comprised items concerning physical therapists' satisfaction with their work, motives for becoming physical therapists, education in school, internships, the workplace, and comfort in the workplace. [Results] Subjects were divided into two groups according to their satisfaction with their occupation. The "high satisfaction" group included 157 subjects, and the group "low satisfaction" group included 36 subjects. Using logistic regression analysis, items concerning comfort in the workplace, motives for becoming physical therapists, and learning in school were analysed. [Conclusion] Factors affecting physical therapists' job satisfaction were primarily influenced by previous experience and working conditions.

  11. Multimedia Competencies for an Educational Technologist: A Survey of Professionals and Job Announcement Analysis

    Science.gov (United States)

    Ritzhaupt, Albert; Martin, Florence; Daniels, Katharine

    2010-01-01

    This paper examines the multimedia competencies of an educational technologist via a job announcements analysis and survey of professionals within the field. A conceptual framework is provided involving the new definition of the field of educational technology and associated knowledge, skill, and ability statements. Two hundred five unique job…

  12. AASA Survey: Impact of the Economic Downturn on School Jobs

    Science.gov (United States)

    AASA, The School Superintendent's Association, 2009

    2009-01-01

    As part of an ongoing effort to gauge how school districts across the country are responding to the current economic downturn, the American Association of School Administrators (AASA) continues to assess various measures of economic impact. Earlier AASA surveys addressed trends in districts' initial responses to the downturn, districts'…

  13. Job satisfaction and the work situation of physicians: a survey at a German university hospital.

    Science.gov (United States)

    Laubach, Wilfried; Fischbeck, Sabine

    2007-01-01

    Job demands and workload of hospital physicians are increasing. The object of this survey was to examine the factors that constitute job satisfaction and to analyse physicians' work situation in the area of in-patient care. 447 physicians at a German University Hospital received questionnaires with regard to work situation, job satisfaction and personal health. Data were analysed by MANOVA and multiple regression models. A first regression model explained 53% of the variance in satisfaction with "work and profession". Among the explanatory variables "superiors and hierarchy" showed the highest beta-weight (beta = -0.49). "Personal health" also determined job satisfaction, for female physicians stronger (beta = -0.31) than for male physicians (beta = -0.11). In a second regression model on satisfaction with "Financial situation" only 18% of the variance was explained, whereby "work condition on the ward", "personal health" and "collaboration between occupational groups" showed the highest beta-weights. Among resident physicians, work conditions, superiors, hierarchy, transparency and participation in decisions are very important variables for job satisfaction. Improvements in these aspects may improve job satisfaction and help to reduce physician shortage in hospitals.

  14. Factors influencing job satisfaction among registered nurses: a questionnaire survey in Mashhad, Iran.

    Science.gov (United States)

    Atefi, Narges; Lim Abdullah, Khatijah; Wong, Li Ping; Mazlom, Reza

    2015-05-01

    Job satisfaction is a critical factor in health care. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. To determine the level of nurses' job satisfaction and its associated factors. A stratified random sample of 421 registered nurses working at a large hospital in Mashhad, Iran was surveyed. The results showed that autonomy, task requirement and work interaction had scores higher than their respective median on the subscales. There were significant differences between demographic characteristics and the autonomy, task requirement, work interaction, salary, work condition, professional development, supportive nursing management, decision making, professional status subscales and mean total job satisfaction. In univariate analysis, young age, being female and being married were significantly associated with a higher level of job satisfaction. The adjusted R(2) for this model was 0.14, indicating that the model explained 14% of the variability. The regression model was highly significant, F (4298) = 13.194, P job satisfaction. © 2013 John Wiley & Sons Ltd.

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

    Science.gov (United States)

    Iliopoulou, Katerina K; While, Alison E

    2010-11-01

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

  16. Psychometric properties of Spector’s job satisfaction survey in the Iranian population

    Directory of Open Access Journals (Sweden)

    Ali Akbar Akbaritabar

    2013-03-01

    Full Text Available Introduction: Job satisfaction is one of the important variables in the evaluation of work health. Job satisfaction survey developed by Paul Spector to measure this variable in job settings. The aim of this study was to examine the psychometric properties of Spector’s Job Satisfaction (JSS Survey in Iran.Materials and Methods: In this study, Spector’s questionnaire was translated in Persian languge. A sample of 415 employees in Kerman (Iran hospitals participated in this study and filled out the questionnaires. Results: Cronbach’s alpha reliability analysis showed appropriate item-total correlations for subscales and a good total scale internal consistency. An exploratory factor analysis (EFA identified 6 factors in participants’ reponses which could explain 65.44 percent of the total variance altogether.Conclusion: EFA identified dimensions of pay, promotion, supervision, coworkers, nature of work, and communication. These findings showed that JSS has a good construct validity and internal consistency. Persian translation of JSS is a reliable and valid measure to assess job satisfaction in Iran

  17. Chinese Anesthesiologists Have High Burnout and Low Job Satisfaction: A Cross-Sectional Survey.

    Science.gov (United States)

    Li, Hange; Zuo, Mingzhang; Gelb, Adrian W; Zhang, Biao; Zhao, Xiaohui; Yao, Dongdong; Xia, Di; Huang, Yuguang

    2018-03-01

    The Chinese health care system must meet the needs of 19% of the world's population. Despite recent economic growth, health care resources are unevenly distributed. This creates the potential for job stress and burnout. We therefore conducted a survey among anesthesiologists in the Beijing-Tianjin-Hebei region focusing on job satisfaction and burnout to determine the incidence and associated factors. A large cross-sectional study was performed in the Beijing-Tianjin-Hebei region of China. The anonymous questionnaire was designed to collect and analyze the following information: (1) demographic characteristics and employer information; (2) job satisfaction assessed by Minnesota Satisfaction Questionnaire; (3) burnout assessed by Maslach Burnout Inventory-Human Service Survey; and (4) sleep pattern and physician-patient communication. Surveys were completed and returned from 211 hospitals (response rate 74%) and 2873 anesthesiologists (response rate 70%) during the period of June to August 2015. The overall job satisfaction score of Minnesota Satisfaction Questionnaire was 65.3 ± 11.5. Among the participants, 69% (95% confidence interval [CI], 67%-71%) met the criteria for burnout. The prevalence of high emotional exhaustion, high depersonalization, and low personal accomplishment was 57% (95% CI, 55%-59%), 49% (95% CI, 47%-51%), and 57% (95% CI, 55%-58%), respectively. Using multivariable logistic regression analysis, we found that age, hospital category, working hours per week, caseload per day, frequency of perceived challenging cases, income, and sleep quality were independent variables associated with burnout. Anesthesiologists with a high level of depersonalization tended to engage in shorter preoperative conversations with patients, provide less information about pain or the procedure, and to have less empathy with them. The anesthesiologists in the Beijing-Tianjin-Hebei region of China expressed a below-average level of job satisfaction, and suffered a

  18. A survey of the extent of compliance with Title V of the Clean Air Act Amendments of 1990

    Energy Technology Data Exchange (ETDEWEB)

    Goss, Carol; Sandhu, Ravinder [Department of Environmental Analysis and Management, Troy State University, Troy (United States)

    1999-04-01

    As public awareness of environmental issues increases, the federal government is faced with continually renewing and redesigning the air quality regulations for the betterment of air quality. This study was designed to survey the compliance of Title V of the 1990 Clean Air Act by industries in Alabama, California, Pennsylvania, and South Carolina. Forty survey forms per state were sent out to facilities selected at random. The maximum number of responses were obtained from South Carolina followed by Alabama, California, and Pennsylvania. The study showed that large industries, with an average annual revenue in excess of ?10 million and more than 300 employees, responded with higher frequency and these companies were more in compliance with Title V of the 1990 Clean Air Act

  19. Survey datasets on women participation in green jobs in the construction industry

    Directory of Open Access Journals (Sweden)

    Adedeji O. Afolabi

    2018-04-01

    Full Text Available The unique qualities of women can make them bearers of solutions towards achieving sustainability and dealing with the dangers attributed to climate change. The attitudinal study utilized a questionnaire instrument to obtain perception of female construction professionals. By using a well-structured questionnaire, data was obtained on women participating in green jobs in the construction Industry. Descriptive statistics is performed on the collected data and presented in tables and mean scores (MS. In addition, inferential statistics of categorical regression was performed on the data to determine the level of influence (beta factor the identified barriers had on the level of participation in green jobs. Barriers and the socio-economic benefits which can guide policies and actions on attracting, retaining and exploring the capabilities of women in green jobs can be obtained from the survey data when analyzed.

  20. Is the Job Satisfaction Survey a good tool to measure job satisfaction amongst health workers in Nepal? Results of a validation analysis.

    Science.gov (United States)

    Batura, Neha; Skordis-Worrall, Jolene; Thapa, Rita; Basnyat, Regina; Morrison, Joanna

    2016-07-27

    Job satisfaction is an important predictor of an individual's intention to leave the workplace. It is increasingly being used to consider the retention of health workers in low-income countries. However, the determinants of job satisfaction vary in different contexts, and it is important to use measurement methods that are contextually appropriate. We identified a measurement tool developed by Paul Spector, and used mixed methods to assess its validity and reliability in measuring job satisfaction among maternal and newborn health workers (MNHWs) in government facilities in rural Nepal. We administered the tool to 137 MNHWs and collected qualitative data from 78 MNHWs, and district and central level stakeholders to explore definitions of job satisfaction and factors that affected it. We calculated a job satisfaction index for all MNHWs using quantitative data and tested for validity, reliability and sensitivity. We conducted qualitative content analysis and compared the job satisfaction indices with qualitative data. Results from the internal consistency tests offer encouraging evidence of the validity, reliability and sensitivity of the tool. Overall, the job satisfaction indices reflected the qualitative data. The tool was able to distinguish levels of job satisfaction among MNHWs. However, the work environment and promotion dimensions of the tool did not adequately reflect local conditions. Further, community fit was found to impact job satisfaction but was not captured by the tool. The relatively high incidence of missing responses may suggest that responding to some statements was perceived as risky. Our findings indicate that the adapted job satisfaction survey was able to measure job satisfaction in Nepal. However, it did not include key contextual factors affecting job satisfaction of MNHWs, and as such may have been less sensitive than a more inclusive measure. The findings suggest that this tool can be used in similar settings and populations, with the

  1. Job satisfaction and turnover intent of primary healthcare nurses in rural South Africa: a questionnaire survey.

    Science.gov (United States)

    Delobelle, Peter; Rawlinson, Jakes L; Ntuli, Sam; Malatsi, Inah; Decock, Rika; Depoorter, Anne Marie

    2011-02-01

    This paper is a report of a correlational study of the relationships between demographic variables, job satisfaction, and turnover intent among primary healthcare nurses in a rural area of South Africa. Health systems in Southern Africa face a nursing shortage fuelled by migration, but research on job satisfaction and turnover intent of primary healthcare nurses remains poorly described. A cross-sectional study with survey design was conducted in 2005 in all local primary healthcare clinics, including nurses on duty at the time of visit (n = 143). Scale development, anova, Spearman's rank correlation, and logistic regression were applied. Nurses reported satisfaction with work content and coworker relationships and dissatisfaction with pay and work conditions. Half of all nurses considered turnover within two years, of whom three in ten considered moving overseas. Job satisfaction was statistically significantly associated with unit tenure (P job satisfaction, age and education (P Satisfaction with supervision was the only facet significantly explaining turnover intent when controlling for age, education, years of nursing and unit tenure (P job satisfaction and retention of primary healthcare nurses in rural South Africa should rely not only on financial rewards and improved work conditions but also on adequate human resource management. © 2010 Blackwell Publishing Ltd.

  2. Predictors of job satisfaction among individuals with disabilities: An analysis of South Korea's National Survey of employment for the disabled.

    Science.gov (United States)

    Park, Yujeong; Seo, Dong Gi; Park, Jaekook; Bettini, Elizabeth; Smith, Jamie

    2016-01-01

    This study aims to explore the influences of personal, vocational, and job environment related factors that are associated with job satisfaction of individuals with disabilities in South Korea. Data for wage-based working employees from a nationwide survey were obtained, which resulted in a total number of 417 participants. The six hypotheses and mediation effects of personal and work related environmental factors were tested using the structural equation modeling drawn from existing research evidence. Results revealed that (a) life satisfaction and job related environments directly influenced job satisfaction; (b) the relationship between personal experience and job satisfaction was mediated by life satisfaction for both mild/moderate and severe/profound disabilities group; and (c) the mediating role of job environment between vocational preparedness and job satisfaction was only observed for individuals with mild/moderate disabilities. Summary of findings and implications for future research and practices are discussed. Copyright © 2016 Elsevier Ltd. All rights reserved.

  3. Who Are Afraid of Losing Their Jobs to Artificial Intelligence and Robots? Evidence from a Survey

    OpenAIRE

    Morikawa, Masayuki

    2017-01-01

    This study, using original survey data of 10,000 individuals, analyzes the possible impacts of artificial intelligence (AI) and robotics on employment. The first interest of this study is to ascertain, from the viewpoint of workers, what types of worker characteristics are associated with the perception of risk of jobs being replaced by the development of AI and robotics. The second interest is to identify, from the viewpoint of consumers, what types of services are likely to be replaced by A...

  4. Job satisfaction, organisation commitment and retention in the public workforce: a survey among pharmacists in Malaysia.

    Science.gov (United States)

    Chua, Gin Nie; Yee, Lai Jiuan; Sim, Bee Ai; Tan, Keat Hin; Sin, Ng Khai; Hassali, Mohammed Azmi; Shafie, Asrul Akmal; Ooi, Guat See

    2014-08-01

    The aims of the study were to assess job satisfaction and organisational commitment among pharmacists working in the public sector and its influence on their likelihood to stay within the public workforce. A cross-sectional survey was conducted among all fully registered pharmacists (FRPs) in the northern states of Malaysia in 2009 (n = 467). The questionnaire consisted of three sections to capture the demographic characteristics of the respondents, assess job satisfaction and organisational commitment of the respondents and their likelihood of staying in public service. A total of 247 FRPs (response rate 52.9%) in the northern region of Malaysia participated in this survey. Majority of the respondents were women (n = 205, 83.0%), of Chinese ethnicity (n = 155, 62.8%), graduates from public universities (n = 173, 70.0%), single (n = 172, 69.6%), with a median age of 27 years (interquartile range (IQR) 2.0) and had worked with the Ministry of Health for a median of 2.75 years (IQR 1.63). The mean job satisfaction and organisational commitment score were 58.09 (standard deviation (SD) 11.83) and 53.46 (SD 6.65) respectively out of a maximum possible score of 90. Majority of the respondents claimed that they were likely to stay in public service (n = 176, 71.3%). Their likelihood of staying in public service was affected by respondents’ gender, ethnicity, job satisfaction and organisational commitment. The findings from this study provide stakeholders with evidence on factors and issues affecting pharmacists’ job satisfaction and commitment in the public workforce as well as the likely turnover rate with an early cohort of pharmacists affected by the compulsory service.

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

    Science.gov (United States)

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

    2015-02-01

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

  6. Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey.

    Science.gov (United States)

    Jarosova, Darja; Gurkova, Elena; Palese, Alvisa; Godeas, Gloria; Ziakova, Katarina; Song, Mi Sook; Lee, Jongwon; Cordeiro, Raul; Chan, Sally Wai-Chi; Babiarczyk, Beata; Fras, Malgorzata; Nedvedova, Daniela

    2016-01-01

    To investigate the relationship between turnover intentions and job satisfaction among hospital midwives from seven countries and to determine how the related variables differ between countries. Studies investigating professional turnover and job satisfaction among midwives are limited in scope. A cross-sectional descriptive survey was used to investigate the intended turnover and job satisfaction relationship among 1190 hospital midwives in European and Asian countries. Data were collected using a set of questionnaires that included questions regarding the leaving intentions of midwives and the McCloskey/Mueller satisfaction scale. Midwives were least satisfied with their extrinsic rewards and professional opportunities and with the balance between family and work. Significant differences were found in all domains of job satisfaction according to midwives' intentions to leave their current workplace in hospital or profession of midwife, and to work abroad. There are some general satisfying and dissatisfying elements for the profession of midwife across different countries. The results highlight the importance of understanding midwives' leaving intentions and related factors across different countries. To prevent midwife turnover, health-care managers should gain greater insight into the early stage of midwives' turnover intention. © 2015 John Wiley & Sons Ltd.

  7. Predictors of Intent to Leave the Job Among Home Health Workers: Analysis of the National Home Health Aide Survey.

    Science.gov (United States)

    Stone, Robyn; Wilhelm, Jess; Bishop, Christine E; Bryant, Natasha S; Hermer, Linda; Squillace, Marie R

    2017-10-01

    To identify agency policies and workplace characteristics that are associated with intent to leave the job among home health workers employed by certified agencies. Data are from the 2007 National Home and Hospice Care Survey/National Home Health Aide Survey, a nationally representative, linked data set of home health and hospice agencies and their workers. Logistic regression with survey weights was conducted to identify agency and workplace factors associated with intent to leave the job, controlling for worker, agency, and labor market characteristics. Job satisfaction, consistent patient assignment, and provision of health insurance were associated with lower intent to leave the job. By contrast, being assigned insufficient work hours and on-the-job injuries were associated with greater intent to leave the job after controlling for fixed worker, agency, and labor market characteristics. African American workers and workers with a higher household income also expressed greater intent to leave the job. This is the first analysis to use a weighted, nationally representative sample of home health workers linked with agency-level data. The findings suggest that intention to leave the job may be reduced through policies that prevent injuries, improve consistency of client assignment, improve experiences among African American workers, and offer sufficient hours to workers who want them. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  8. The mediating effect of job satisfaction between emotional intelligence and organisational commitment of nurses: a questionnaire survey.

    Science.gov (United States)

    Güleryüz, Güldal; Güney, Semra; Aydin, Eren Miski; Aşan, Oznur

    2008-11-01

    The effect of emotional intelligence and its dimensions on job satisfaction and organisational commitment of nurses has been investigated in this study. This paper examines the relations among emotional intelligence, job satisfaction and organisational commitment of nurses and the mediating effect of job satisfaction between emotional intelligence and organisational commitment. A questionnaire survey was carried out to explore the relations between emotional intelligence, job satisfaction and organisational commitment. Teaching hospital in Ankara, Turkey. Questionnaires were distributed by Nursing Services Administration to 550 nurses working at different departments of the hospital and 267 questionnaires were analyzed. A 45-item questionnaire which consists of emotional intelligence, job satisfaction and organisational commitment parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. Emotional intelligence was significantly and positively related to job satisfaction (r=0.236,pemotion (ROE)"(r=0.228,pemotion (UOE)"(r=0.155,pemotional intelligence. "Others's emotional appraisal" did not have any relations with job satisfaction or organisational commitment and "self-emotional appraisal (SEA)" was found to be a suppressor. It was found that job satisfaction is a mediator between emotional intelligence and organisational commitment. The other finding of the study was that "SEA" and "UOE" have direct effects on organisational commitment whereas job satisfaction is a mediator between "regulation of emotion" and organisational commitment.

  9. Predictors of job satisfaction among academic family medicine faculty: Findings from a faculty work-life and leadership survey.

    Science.gov (United States)

    Krueger, Paul; White, David; Meaney, Christopher; Kwong, Jeffrey; Antao, Viola; Kim, Florence

    2017-03-01

    To identify predictors of job satisfaction among academic family medicine faculty members. A comprehensive Web-based survey of all faculty members in an academic department of family medicine. Bivariate and multivariable analyses (logistic regression) were used to identify variables associated with job satisfaction. The Department of Family and Community Medicine at the University of Toronto in Ontario and its 15 affiliated community teaching hospitals and community-based teaching practices. All 1029 faculty members in the Department of Family and Community Medicine were invited to complete the survey. Faculty members' demographic and practice information; teaching, clinical, administration, and research activities; leadership roles; training needs and preferences; mentorship experiences; health status; stress levels; burnout levels; and job satisfaction. Faculty members' perceptions about supports provided, recognition, communication, retention, workload, teamwork, respect, resource distribution, remuneration, and infrastructure support. Faculty members' job satisfaction, which was the main outcome variable, was obtained from the question, "Overall, how satisfied are you with your job?" Of the 1029 faculty members, 687 (66.8%) responded to the survey. Bivariate analyses revealed 26 predictors as being statistically significantly associated with job satisfaction, including faculty members' ratings of their local department and main practice setting, their ratings of leadership and mentorship experiences, health status variables, and demographic variables. The multivariable analyses identified the following 5 predictors of job satisfaction: the Maslach Burnout Inventory subscales of emotional exhaustion and personal accomplishment; being born in Canada; the overall quality of mentorship that was received being rated as very good or excellent; and teamwork being rated as very good or excellent. The findings from this study show that job satisfaction among academic

  10. Helping veterans achieve work: A Veterans Health Administration nationwide survey examining effective job development practices in the community.

    Science.gov (United States)

    Kukla, Marina; McGuire, Alan B; Strasburger, Amy M; Belanger, Elizabeth; Bakken, Shana K

    2018-06-01

    Veterans Health Administration vocational services assist veterans with mental illness to acquire jobs; one major component of these services is job development. The purpose of this study was to characterize the nature of effective job development practices and to examine perceptions and intensity of job development services. A national mixed-methods online survey of 233 Veterans Health Administration vocational providers collected data regarding frequency of employer contacts, perceptions of job development ease/difficulty, and effective job development practices when dealing with employers. Qualitative responses elucidating effective practices were analyzed using content analysis. Vocational providers had a modest number of job development employer contacts across 2 weeks (M = 11.0, SD = 10.6) and fewer were face-to-face (M = 7.6, SD = 8.4). Over 70% of participants perceived job development to be difficult. Six major themes emerged regarding effective job development practices with employers: using an employer-focused approach; utilizing a targeted marketing strategy; engaging in preparation and follow-up; going about the employer interaction with genuineness, resilience, and a strong interpersonal orientation; serving as an advocate for veterans and educator of employers; utilizing specific employer-tailored strategies, such as arranging a one-on-one meeting with a decision maker and touring the business, individualizing a prescripted sales pitch, connecting on a personal level, and engaging in ongoing communication to solidify the working relationship. Respondents highlight several potentially effective job development strategies; tools and resources may be developed around these strategies to bolster job development implementation and allow opportunities for fruitful employer interactions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  11. Measuring Job Content: Skills, Technology, and Management Practices. Discussion Paper No. 1357-08

    Science.gov (United States)

    Handel, Michael J.

    2008-01-01

    The conceptualization and measurement of key job characteristics has not changed greatly for most social scientists since the Dictionary of Occupational Titles and Quality of Employment surveys were created, despite their recognized limitations. However, debates over the roles of job skill requirements, technology, and new management practices in…

  12. Health-related job loss: findings from a community-based survey.

    Science.gov (United States)

    Solomon, Christine; Poole, Jason; Palmer, Keith T; Coggon, David

    2007-03-01

    To explore the frequency, nature, determinants and outcome of health-related job loss (HRJL) in men sampled from the general population of three rural areas. Data on lifetime occupational history, including any HRJL, were obtained as part of a postal survey of men aged 24-70 years in three rural areas of England and Wales. Incidence rates were calculated for first health-related loss of a job that had been held for >or=1 year. Associations with risk factors were examined by Poisson regression, and by application of conditional logistic regression in a nested case-control study. HRJL was reported by 1408 (13%) of the 10 559 men who had held long-term jobs. The incidence rose steeply with age for cardiorespiratory and neurological disorders, but for accidents and poisoning the trend was, if anything, in the reverse direction. An increase in incidence over time was most marked for musculoskeletal disorders and mental illness, and much less prominent for cardiorespiratory and neurological disease. In comparison with other occupations, the risk was lower in agricultural workers (odds ratio (OR) 0.6, 95% CI 0.5 to 0.8), and higher in policemen (OR 2.4, 95% CI 1.6 to 3.7) and teachers (OR 2.0, 95% CI 1.5 to 2.7), this differential being even greater for HRJL caused by mental illness. Risk was also increased in employees relative to the self-employed (OR 2.0, 95% CI 1.7 to 2.3). Shift work was associated with a higher incidence of job loss caused by mental illness (OR 1.5, 95%CI 1.1-2.2), and heavy lifting with HRJL caused by musculoskeletal disorders (OR 2.6, 95% CI 2.0 to 3.5). After HRJL, 61% of subjects had subsequently obtained further long-term employment, usually within 1 year. In the population studied, HRJL has become increasingly common, especially in relation to musculoskeletal disorders and mental illness. In addition to being associated with ergonomic stresses in the workplace, it may be importantly influenced by cultural and economic factors. Future research

  13. Emotional job demands and the role of matching job resources: a cross-sectional survey study among health care workers

    NARCIS (Netherlands)

    Jonge, de J.; Blanc, Le P.M.; Peeters, M.C.W.; Noordam, H.

    2008-01-01

    Background Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. Objectives To test the moderating role

  14. Job Satisfaction of Information Technology Faculty in Educational Institutions: A Regression Analysis Based on the Job Satisfaction Survey

    Science.gov (United States)

    Bazil, Sharon Nesbitt

    2017-01-01

    In the 21st century, business settings are more dynamic and more thought provoking than in previous years because lately information technology (IT) has dominated all aspects of the business field. For this reason, this study involved examining job satisfaction of IT professionals paying particular attention to the opportunity for advancement and…

  15. The Physician Attrition Crisis: A Cross-Sectional Survey of the Risk Factors for Reduced Job Satisfaction Among US Surgeons.

    Science.gov (United States)

    Jackson, Theresa N; Pearcy, Chris P; Khorgami, Zhamak; Agrawal, Vaidehi; Taubman, Kevin E; Truitt, Michael S

    2018-05-01

    A physician shortage is on the horizon, and surgeons are particularly vulnerable due to attrition. Reduced job satisfaction leads to increased job turnover and earlier retirement. The purpose of this study is to delineate the risk factors that contribute to reduced job satisfaction. A cross-sectional survey of US surgeons was conducted from September 2016 to May 2017. Screening for job satisfaction was performed using the abridged Job in General scale. Respondents were grouped into more and less satisfied using the median split. Twenty-five potential risk factors were examined that included demographic, occupational, psychological, wellness, and work-environment variables. Overall, 993 respondents were grouped into more satisfied (n = 502) and less satisfied (n = 491) cohorts. Of the demographic variables, female gender and younger age were associated with decreased job satisfaction (p = 0.003 and p = 0.008). Most occupational variables (specialty, experience, academics, practice size, payment model) were not significant. However, increased average hours worked correlated with less satisfaction (p = 0.008). Posttraumatic stress disorder, burnout, wellness, all eight work-environment variables, and unhappiness with career choice were linked to reduced job satisfaction (p = 0.001). A surgeon shortage has serious implications for health care. Job satisfaction is associated with physician retention. Our results suggest women and younger surgeons may be at increased risk for job dissatisfaction. Targeted work-environment interventions to reduce work-hours, improve hospital culture, and provide adequate financial reimbursement may promote job satisfaction and wellness.

  16. The working practices and job satisfaction of dental therapists: findings of a national survey.

    Science.gov (United States)

    Gibbons, D E; Corrigan, M; Newton, J T

    2000-10-28

    To describe the working practices and level of job satisfaction of dental therapists in the United Kingdom. Postal questionnaire survey of 380 dental therapists registered with the General Dental Council. Only 13% of dental therapists are also qualified as dental hygienists. Around 75% of those registered with the GDC are currently employed as dental therapists. Of those not currently working as dental therapists most were either working as hygienists or caring for their children at home. Over 90% of those working as therapists are employed within the Community Dental Service. About half work part-time. Part-time working is more common among respondents with childcare responsibilities. Most dental therapists are employed in clinical roles, and perform a limited range of treatments. A small proportion appear to have been asked to undertake duties which are not currently legal for them to perform. Three-quarters of those who were currently working as dental therapists had taken career breaks at some point, the most common reasons for such a break being a change in career and/or child rearing. The respondents expressed a high level of job satisfaction, particularly among older dental therapists. Dental therapy offers a potentially rewarding career in terms of job satisfaction. Any planned increase in the numbers of training places for dental therapists should their role be expanded, for example to include working in general dental practice, would need to take cognisance of the high rate of part-time working and the proportion who could be expected to take career breaks at some point in their working lives, as is the case with female dental practitioners.

  17. Job characteristics in relation to the prevalence of myocardial infarction in the US Health Examination Survey (HES) and the Health and Nutrition Examination Survey (HANES).

    Science.gov (United States)

    Karasek, R A; Theorell, T; Schwartz, J E; Schnall, P L; Pieper, C F; Michela, J L

    1988-08-01

    Associations between psychosocial job characteristics and past myocardial infarction (MI) prevalence for employed males were tested with the Health Examination Survey (HES) 1960-61, N = 2,409, and the Health and Nutrition Examination Survey (HANES) 1971-75, N = 2,424. A new estimation method is used which imputes to census occupation codes, job characteristic information from national surveys of job characteristics (US Department of Labor, Quality of Employment Surveys). Controlling for age, we find that employed males with jobs which are simultaneously low in decision latitude and high in psychological work load (a multiplicative product term isolating 20 per cent of the population) have a higher prevalence of myocardial infarction in both data bases. In a logistic regression analysis, using job measures adjusted for demographic factors and controlling for age, race, education, systolic blood pressure, serum cholesterol, smoking (HANES only), and physical exertion, we find a low decision latitude/high psychological demand multiplicative product term associated with MI in both data bases. Additional multiple logistic regressions show that low decision latitude is associated with increased prevalence of MI in both the HES and the HANES. Psychological workload and physical exertion are significant only in the HANES.

  18. A new tool to evaluate postgraduate training posts: the Job Evaluation Survey Tool (JEST).

    Science.gov (United States)

    Wall, David; Goodyear, Helen; Singh, Baldev; Whitehouse, Andrew; Hughes, Elizabeth; Howes, Jonathan

    2014-10-02

    Three reports in 2013 about healthcare and patient safety in the UK, namely Berwick, Francis and Keogh have highlighted the need for junior doctors' views about their training experience to be heard. In the UK, the General Medical Council (GMC) quality assures medical training programmes and requires postgraduate deaneries to undertake quality management and monitoring of all training posts in their area. The aim of this study was to develop a simple trainee questionnaire for evaluation of postgraduate training posts based on the GMC, UK standards and to look at the reliability and validity including comparison with a well-established and internationally validated tool, the Postgraduate Hospital Educational Environment Measure (PHEEM). The Job Evaluation Survey Tool (JEST), a fifteen item job evaluation questionnaire was drawn up in 2006, piloted with Foundation doctors (2007), field tested with specialist paediatric registrars (2008) and used over a three year period (2008-11) by Foundation Doctors. Statistical analyses including descriptives, reliability, correlation and factor analysis were undertaken and JEST compared with PHEEM. The JEST had a reliability of 0.91 in the pilot study of 76 Foundation doctors, 0.88 in field testing of 173 Paediatric specialist registrars and 0.91 in three years of general use in foundation training with 3367 doctors completing JEST. Correlation of JEST with PHEEM was 0.80 (p training posts.

  19. The measurement invariance of job diagnostic survey (JDS) across three university student groups

    Energy Technology Data Exchange (ETDEWEB)

    Martinez-Gomez, M.; Marin-Garcia, J.A.; Girado Omeara, M.

    2016-07-01

    The main purpose of this study is to apply a multigroup confirmatory analysis to examine the measurement invariance (MI) of the adapted version of the Job Diagnosis Survey (JDS) as a measurement tool that analyses the relationship between the features of teaching methodologies with university students’ motivation and satisfaction across data collected on different degrees and academic years. Design/methodology/approach: Confirmatory factor analysis was carried out using a multigroup structural equation model, using the program EQS 6.1 to test the invariance of the adapted version of JDS in a sample constituted by 535 student of a Spanish public university. The assessment of invariance included the levels of configural, metric, scalar, covariance and latent variables invariance. Several goodness-of-fit measures were assessed... (Author)

  20. Joint analyses of open comments and quantitative data: Added value in a job satisfaction survey of hospital professionals.

    Directory of Open Access Journals (Sweden)

    Ingrid Gilles

    Full Text Available To obtain a comprehensive understanding of the job opinions of hospital professionals by conducting qualitative analyses of the open comments included in a job satisfaction survey and combining these results with the quantitative results.A cross-sectional survey targeting all Lausanne University Hospital professionals was performed in the fall of 2013.The survey considered ten job satisfaction dimensions (e.g. self-fulfilment, workload, management, work-related burnout, organisational commitment, intent to stay and included an open comment section. Computer-assisted qualitative analyses were conducted on these comments. Satisfaction rates on the included dimensions and professional groups were entered as predictive variables in the qualitative analyses.Of 10 838 hospital professionals, 4978 participated in the survey and 1067 provided open comments. Data from 1045 respondents with usable comments constituted the analytic sample (133 physicians, 393 nurses, 135 laboratory technicians, 247 administrative staff, including researchers, 67 logistic staff, 44 psycho-social workers, and 26 unspecified.Almost a third of the comments addressed scheduling issues, mostly related to problems and exhaustion linked to shifts, work-life balance, and difficulties with colleagues' absences and the consequences for quality of care and patient safety. The other two-thirds related to classic themes included in job satisfaction surveys. Although some comments were provided equally by all professional groups, others were group specific: work and hierarchy pressures for physicians, healthcare quality and patient safety for nurses, skill recognition for administrative staff. Overall, respondents' comments were consistent with their job satisfaction ratings.Open comment analysis provides a comprehensive understanding of hospital professionals' job experiences, allowing better consideration of quality initiatives that match the needs of professionals with reality.

  1. Joint analyses of open comments and quantitative data: Added value in a job satisfaction survey of hospital professionals.

    Science.gov (United States)

    Gilles, Ingrid; Mayer, Mauro; Courvoisier, Nelly; Peytremann-Bridevaux, Isabelle

    2017-01-01

    To obtain a comprehensive understanding of the job opinions of hospital professionals by conducting qualitative analyses of the open comments included in a job satisfaction survey and combining these results with the quantitative results. A cross-sectional survey targeting all Lausanne University Hospital professionals was performed in the fall of 2013. The survey considered ten job satisfaction dimensions (e.g. self-fulfilment, workload, management, work-related burnout, organisational commitment, intent to stay) and included an open comment section. Computer-assisted qualitative analyses were conducted on these comments. Satisfaction rates on the included dimensions and professional groups were entered as predictive variables in the qualitative analyses. Of 10 838 hospital professionals, 4978 participated in the survey and 1067 provided open comments. Data from 1045 respondents with usable comments constituted the analytic sample (133 physicians, 393 nurses, 135 laboratory technicians, 247 administrative staff, including researchers, 67 logistic staff, 44 psycho-social workers, and 26 unspecified). Almost a third of the comments addressed scheduling issues, mostly related to problems and exhaustion linked to shifts, work-life balance, and difficulties with colleagues' absences and the consequences for quality of care and patient safety. The other two-thirds related to classic themes included in job satisfaction surveys. Although some comments were provided equally by all professional groups, others were group specific: work and hierarchy pressures for physicians, healthcare quality and patient safety for nurses, skill recognition for administrative staff. Overall, respondents' comments were consistent with their job satisfaction ratings. Open comment analysis provides a comprehensive understanding of hospital professionals' job experiences, allowing better consideration of quality initiatives that match the needs of professionals with reality.

  2. 20 CFR 638.307 - Facility surveys.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Facility surveys. 638.307 Section 638.307 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Funding, Site Selection, and Facilities Management § 638...

  3. Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross-sectional questionnaire survey.

    Science.gov (United States)

    Wang, Lin; Tao, Hong; Ellenbecker, Carol H; Liu, Xiaohong

    2012-03-01

    This study was designed to identify the level of nurses' job satisfaction, occupational commitment and intent to stay among mainland Chinese nurses, to explore the relationship among them.   Little is known about the magnitude of Chinese nurses' intent to stay. Understanding the association among demographic characteristics and job satisfaction, occupational commitment and intent to stay among Chinese nurses is most important in a time of nurse shortages. Methods.  A descriptive correlation design was used to examine the relationship among variables related to intent to stay. Data were collected by a self-administered survey questionnaire from 560 nurses working in four large hospital facilities in Shanghai in 2009. The mean scores for nurses' job satisfaction, occupational commitment and intent to stay were 3·25(0·48), 3·11(0·40) and 3·56(0·65), respectively. Job satisfaction and occupational commitment were significantly related to intent to stay. A statistically significant positive correlation was found between occupational commitment and job satisfaction. Age and job position were significantly related to job satisfaction, occupational commitment and intent to stay. Levels of job satisfaction, occupational commitment and intent to stay reported by nurses in this study can be improved. Suggested strategies for improvement are: increasing salaries, decreasing workloads, modifying task structure, cultivating work passion and creating more professional opportunity for nurses' personal growth development and promotion. Enhancing nurses' job satisfaction and occupational commitment are vital to improve nurses' intent to stay and for strategies to address the nursing shortage. © 2011 Blackwell Publishing Ltd.

  4. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 170 of 170 ... Issue, Title. Vol 20, No 2 (2004), The Impact of Mine Closures on Rural Population Dynamics: The Case of Zhombe in Kwekwe District, Midlands Province, Zimbabwe, Abstract. Crescentia Madebwe. Vol 29, No 1 (2013), The Influence of Organisational Culture and Job Satisfaction on Intentions to ...

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 198 ... Issue, Title ... Vol 7, No 1 (2013), Enterprise Cloud Adoption: Leveraging on the Business ... Load Balancing And Job Scheduling In Cloud Computing ... Vol 13, No 1 (2015), ICT-Based Framework for Improved Food Security in Nigeria ... Vol 5, No 1 (2012), IT-Based Solutions to the Electoral System in ...

  6. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

    Original title: Arbeidsmobiliteit in goede banen. Hundreds of thousands of employees change jobs each year. Why do they do this, and what benefits do they derive from it? Many employees are not in the right jobs. Job dissatisfaction is found to be a key reason for labour mobility. These

  7. Gender Segregation in the Process of College Student Job Seeking: A Survey of Higher Education as a Prelabor Market Factor

    Science.gov (United States)

    Xin, Tong; Yihui, Su

    2010-01-01

    This article uses information from a 2009 survey of the employment circumstances of female college students from Beijing's higher education institutions to analyze the differences among college students in the process of job seeking. Such divisions are manifested in terms of gender, household registration, human resources, specializations, and…

  8. Obtaining Content Weights for Test Specifications from Job Analysis Task Surveys: An Application of the Many-Facets Rasch Model

    Science.gov (United States)

    Wang, Ning; Stahl, John

    2012-01-01

    This article discusses the use of the Many-Facets Rasch Model, via the FACETS computer program (Linacre, 2006a), to scale job/practice analysis survey data as well as to combine multiple rating scales into single composite weights representing the tasks' relative importance. Results from the Many-Facets Rasch Model are compared with those…

  9. 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)

  10. Employability of Psychology Graduates and Their Job Satisfaction in Turkey: An Online Survey

    Science.gov (United States)

    Sümer, Nebi; Helvaci, Elif; Misirlisoy, Mine

    2013-01-01

    The interest in studying psychology has dramatically increased in the recent decades in Turkey. However, only 60% of psychology graduates work in jobs related to psychology. Moreover, there is no data on employability and job distribution of psychology graduates or on their job satisfaction. In the current study, the authors' first aim was to…

  11. Job-Sharing: A Survey of the Literature and a Plan for Academic Libraries.

    Science.gov (United States)

    Bobay, Julie

    1988-01-01

    Discusses the social context of job sharing, reported benefits and disadvantages, and general issues that affect the successful implementation of job sharing programs. Issues specifically affecting job sharing in academic libraries are outlined, and methods for dealing with these issues are suggested. (15 references) (CLB)

  12. Relationships between coping strategies, individual characteristics and job satisfaction in a sample of hospital nurses: cross-sectional questionnaire survey.

    Science.gov (United States)

    Golbasi, Zehra; Kelleci, Meral; Dogan, Selma

    2008-12-01

    This study aims to describe and compare the job satisfaction, coping strategies, personal and organizational characteristics among nurses working in a hospital in Turkey. In this cross-sectional survey design study, 186 nurses from Cumhuriyet University Hospital completed Personal Data Form, Minnesota Satisfaction Questionnaire and Ways of Coping Inventory. Response rate was 74.4%. In this study, it was found that job satisfaction score of nurses showed moderate (mean: 3.46+/-0.56) was found. While nurses mostly used to employ self-confident and optimistic approaches that had already being considered as positive coping strategies with stress, yielding and helpless approaches were employed less than that. While a statistically significant positive relation (pjob satisfaction and dimensions of Ways of Coping Inventory "self-confident approach" and "optimistic approach", negative relation (pjob satisfaction and dimensions of the "helpless approach". Organizational and individual nurse characteristics were not found to be associated with job satisfaction. But, job satisfaction of the nurses who is bounded by a contract was found higher than that of permanent staff nurses (pjob satisfaction of Turkish hospital nurses was at a moderate and that of the nurses who succeeded to coping with the stress was heightened. Higher levels of job satisfaction were associated with positive coping strategies. This study contributes to a growing body of evidence demonstrating the importance of coping strategies to nurses' job satisfaction.

  13. Sickness absence and psychosocial job quality: an analysis from a longitudinal survey of working Australians, 2005-2012.

    Science.gov (United States)

    Milner, Allison; Butterworth, Peter; Bentley, Rebecca; Kavanagh, Anne M; LaMontagne, Anthony D

    2015-05-15

    Sickness absence is associated with adverse health, organizational, and societal outcomes. Using data from a longitudinal cohort study of working Australians (the Household, Income and Labour Dynamics in Australia (HILDA) Survey), we examined the relationship between changes in individuals' overall psychosocial job quality and variation in sickness absence. The outcome variables were paid sickness absence (yes/no) and number of days of paid sickness absence in the past year (2005-2012). The main exposure variable was psychosocial job quality, measured using a psychosocial job quality index (levels of job control, demands and complexity, insecurity, and perceptions of unfair pay). Analysis was conducted using longitudinal fixed-effects logistic regression models and negative binomial regression models. There was a dose-response relationship between the number of psychosocial job stressors reported by an individual and the odds of paid sickness absence (1 adversity: odds ratio (OR) = 1.26, 95% confidence interval (CI): 1.09, 1.45 (P = 0.002); 2 adversities: OR = 1.28, 95% CI: 1.09, 1.51 (P = 0.002); ≥3 adversities: OR = 1.58, 95% CI: 1.29, 1.94 (P job quality. These results suggest that workplace interventions aiming to improve the quality of work could help reduce sickness absence. © The Author 2015. Published by Oxford University Press on behalf of the Johns Hopkins Bloomberg School of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

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

    Science.gov (United States)

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

    2018-01-01

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

  15. Characterizing job satisfaction and intent to leave among nationally registered emergency medical technicians: an analysis of the 2005 LEADS survey.

    Science.gov (United States)

    Patterson, P Daniel; Moore, Charity G; Sanddal, Nels D; Wingrove, Gary; LaCroix, Brian

    2009-01-01

    The primary purpose of this study was to characterize job satisfaction with opportunities for advancement, job satisfaction with pay and benefits, and intent to leave the EMS profession among Nationally Registered EMT-Basics and EMT-Paramedics. A secondary data analysis was performed on the National Registry of EMTs Longitudinal Emergency Medical Technician Attributes and Demographic Study Project (LEADS) 2005 core survey. We used chi-square and multiple logistic regression analyses to test for differences in job satisfaction with opportunities for advancement, job satisfaction with pay and benefits, and intent to leave the EMS profession across years of experience and work location. Among 11 measures of job satisfaction, NREMT-Basics and NREMT-Paramedics were least satisfied with opportunities for advancement and pay and benefits (67.8 and 55.2%, respectively). Nearly 6% of respondents reported intentions of leaving the profession within 12 months. In univariate analyses, job satisfaction with advancement opportunities varied across years of experience and work location. Job satisfaction with pay and benefits varied across years of experience and work location. The proportion reporting intentions of leaving the profession did not vary across the two independent variables of interest. In multivariable logistic regression, statistical differences observed in univariate analyses were attenuated to non-significance across all outcome models. Income, personal health, level of EMS certification, and type of EMS work were significant in several outcome models. EMS workforce research is at its infancy, thus our study adds to a limited but growing body of knowledge. In future and replicated research, one will need to consider different person and organizational variables in predicting different measures of job satisfaction among EMS personnel.

  16. 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…

  17. Books for the Job Hunt.

    Science.gov (United States)

    Saltzman, Amy

    1992-01-01

    Reviews new and classic titles on career choice, job search methods, executive/professional job search, resume writing, and interviewing. Advises avoiding books with simplistic formulas and exercises or overt sales pitches for software, videos, and other products. (SK)

  18. The effects of workplace respect and violence on nurses' job satisfaction in Ghana: a cross-sectional survey.

    Science.gov (United States)

    Boafo, Isaac Mensah

    2018-01-15

    Studies have established the negative effects of workplace disrespect and violence on the personal and professional well-being of nurses. In spite of this, only a few have directly investigated the effects of these issues on nurses' job satisfaction. In Africa, research on nurses' job satisfaction continues to focus largely on economic factors. The aim of this paper was, therefore, to investigate the impact of the non-economic factors of workplace violence and respect on the job satisfaction levels of nurses in Ghana. The study employed a cross-sectional questionnaire survey. It involved 592 qualified practising nurses working in public hospitals in Ghana. Data were collected between September 2013 and April 2014. The results showed that, overall, nurses were neither satisfied nor dissatisfied with their jobs (M = 3.19, SD = .54). More than half (52.7%) of the participants had been abused verbally, and 12% had been sexually harassed in the 12 months prior to the study. The majority of nurses, however, believed they were respected at the workplace (M = 3.77, SD = .70, Mode = 4). Multiple regression analyses showed that verbal abuse and perceived respect were statistically significant predictors of nurses' job satisfaction. Nurses who experienced verbal abuse and low level of respect were more likely to report low job satisfaction scores. It is concluded that non-financial strategies such as safe work environments which are devoid of workplace violence may enhance nurses' job satisfaction levels. A policy of "zero tolerance" for violence and low tolerance for disrespect could be put in place to protect nurses and healthcare professionals in general.

  19. ESTRUTURA FACTORIAL DA VERSÃO PORTUGUESA DO JOB DIAGNOSTIC SURVEY (JDS

    Directory of Open Access Journals (Sweden)

    Maria Helena Rodrigues Guita Almeida

    2009-04-01

    Full Text Available O objectivo deste trabalho é analisar a estrutura factorial da escala "Job Diagnostic Survey" (HACKMAN; OLDHAM, 1980, construída para avaliar as cinco dimensões características do trabalho: variedade de aptidões, identidade do trabalho, significado do trabalho, autonomia e feedback. Utilizou-se uma amostra heterogénea de 552 trabalhadores pertencentes a diversos grupos profissionais. Avaliaram-se nove modelos alternativos sobre a estrutura do instrumento, recorrendo à análise factorial confirmatória. Os resultados mostram que o modelo de Hackman e Oldham mais um factor de método relacionado com os itens negativos é o modelo que apresenta um melhor ajuste. Esta solução identifica uma estrutura de seis factores (os cinco factores do Modelo das Características do Trabalho e um sexto factor de método constituído pelos itens negativos. Os itens associados a estas dimensões definem subescalas com níveis de fiabilidade razoáveis, o que permite considerá-las operacionalizações psicometricamente aptas para avaliar as cinco dimensões características do trabalhodefinidas por Hackman e Oldham.

  20. ESTRUTURA FACTORIAL DA VERSÃO PORTUGUESA DO JOB DIAGNOSTIC SURVEY (JDS

    Directory of Open Access Journals (Sweden)

    Saul Neves Jesus

    2009-04-01

    Full Text Available O objectivo deste trabalho é analisar a estrutura factorial da escala "Job Diagnostic Survey" (HACKMAN; OLDHAM, 1980, construída para avaliar as cinco dimensões características do trabalho: variedade de aptidões, identidade do trabalho, significado do trabalho, autonomia e feedback. Utilizou-se uma amostra heterogénea de 552 trabalhadores pertencentes a diversos grupos profissionais. Avaliaram-se nove modelos alternativos sobre a estrutura do instrumento, recorrendo à análise factorial confirmatória. Os resultados mostram que o modelo de Hackman e Oldham mais um factor de método relacionado com os itens negativos é o modelo que apresenta um melhor ajuste. Esta solução identifica uma estrutura de seis factores (os cinco factores do Modelo das Características do Trabalho e um sexto factor de método constituído pelos itens negativos. Os itens associados a estas dimensões definem subescalas com níveis de fiabilidade razoáveis, o que permite considerá-las operacionalizações psicometricamente aptas para avaliar as cinco dimensões características do trabalhodefinidas por Hackman e Oldham.

  1. Job satisfaction and perceived future roles of Malaysian dental therapists: findings from a national survey.

    Science.gov (United States)

    Abu Bakar, A; Mohd Nor, N A; Ab-Murat, N; Jaafar, N

    2015-08-01

    To assess Malaysian dental therapists' perceptions of their job satisfaction and future roles. A nationwide postal survey involving all Malaysian dental therapists who met the inclusion criteria (n = 1726). The response rate was 76.8%. All respondents were females; mean age 35.4 years (SD = 8.4). Majority were married (85.5%) and more than one-half had a working experience of income (45.2%), allowances (45.2%) and non-commensurate between pay and performance (44.0%). Majority perceived their role as very important in routine clinical tasks such as examination and diagnosis, preventive treatment, extraction of deciduous teeth and oral health promotion. However, fewer than one-half consider complex treatment such as placement of preformed crowns on deciduous teeth (37.1%) and extraction of permanent teeth (37.2%) as very important tasks. Majority expressed high career satisfaction with most aspects of their employment but expressed low satisfaction in remuneration, lack of career advancement opportunities and administrative tasks. We conclude that most Malaysian dental therapists have positive perceptions of their current roles but do not favour wider expansion of their roles. These findings imply that there was a need to develop a more attractive career pathway for therapists to ensure sustainability of effective primary oral healthcare delivery system for Malaysia's children. © 2014 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  2. The measurement invariance of job diagnostic survey (JDS across three university student groups

    Directory of Open Access Journals (Sweden)

    Monica Martinez-Gomez

    2016-02-01

    Full Text Available Purpose: The main purpose of this study is to apply a multigroup confirmatory analysis to examine the measurement invariance (MI of the adapted version of the Job Diagnosis Survey (JDS as a measurement tool that analyses the relationship between the features of teaching methodologies with university students’ motivation and satisfaction across data collected on different degrees and academic years. Design/methodology/approach: Confirmatory factor analysis was carried out using a multigroup structural equation model, using the program EQS 6.1 to test the invariance of the adapted version of JDS in a sample constituted by 535 student of a Spanish public university. The assessment of invariance included the levels of configural, metric, scalar, covariance and latent variables invariance. Several goodness-of-fit measures were assessed. Findings: The results show that measurements are equivalent at the configural, metric, covariance and latent factors invariance. Although the hypotheses of scalar invariance is rejected, results suggest that JDS is partial strict invariant and has satisfactory psychometric properties on all samples. Research limitations/implications: The sample is framed in university students aged between 18 and 30 and for a questionnaire on teaching methodology and students' satisfaction in the context of a Spanish university and the generalization to other questionnaire, or population, should be proved with specific data. Furthermore, the sample size is rather small. Originality/value: In the current process of change that is taking place in universities according to the plan developed by the European Space of Higher Education, focused on increasing the student skills, validate instruments as the satisfaction scale of JDS, are necessary to evaluate students’ satisfaction with new active methodologies. These findings are useful for researchers since they add the first sample in which the MI of a student’s satisfaction survey

  3. EFFECT OF WAGES ON MULTIPLE JOB HOLDING DECISIONS IN INDONESIA: EVIDENCE FROM THE INDONESIAN FAMILY LIFE SURVEY (IFLS DATA OF 2007 AND 2014

    Directory of Open Access Journals (Sweden)

    Niken Dwi Wijayanti

    2018-01-01

    Full Text Available Multiple job holding - i.e., a phenomenon in which workers have more than one job has become a trend in developed countries and is beginning to occur in developing countries, such as Indonesia. Existing studies provide the evidence that wages are a significant and consistent criterion to determine multiple job decisions. Wage increases in the primary job will decrease the incentive to have a second job as the reservation wage increases. However, we do not find any study which links the current multiple job decision with the past multiple job status. In this study, we use data from the Indonesian Family Life Survey (IFLS in 2007 and 2014 to investigate whether or not a wage increase in the primary job reduces the incentive to have a second job in 2014, controlling for the multiple job status in 2007. Using logit and multinomial logit estimations, we find that the wage increase in the primary job decreases the probability of having a second job in 2014.

  4. Physician job satisfaction in Saudi Arabia: insights from a tertiary hospital survey.

    Science.gov (United States)

    Aldrees, Turki; Al-Eissa, Sami; Badri, Motasim; Aljuhayman, Ahmed; Zamakhshary, Mohammed

    2015-01-01

    Job satisfaction refers to the extent to which people like or dislike their job. Job satisfaction varies across professions. Few studies have explored this issue among physicians in Saudi Arabia. The objective of this study is to determine the level and factors associated with job satisfaction among Saudi and non-Saudi physicians. In this cross-sectional study conducted in a major tertiary hospital in Riyadh, a 5-point Likert scale structured questionnaire was used to collect data on a wide range of socio-demographic, practice environment characteristics and level and consequences of job satisfaction from practicing physicians (consultants or residents) across different medical specialties. Logistic regression models were fitted to determine factors associated with job satisfaction. Of 344 participants, 300 (87.2%) were Saudis, 252 (73%) males, 255 (74%) married, 188 (54.7%) consultants and age [median (IQR)] was 32 (27-42.7) years. Overall, 104 (30%) respondents were dissatisfied with their jobs. Intensive care physicians were the most dissatisfied physicians (50%). In a multiple logistic regression model, income satisfaction (odds ratio [OR]=0.448 95% CI 0.278-0.723, P job satisfaction identified in this study should be addressed in governmental strategic planning aimed at improving the healthcare system and patient care.

  5. Measurement equivalence of the German Job Satisfaction Survey used in a multinational organization: implications of Schwartz's culture model.

    Science.gov (United States)

    Liu, Cong; Borg, Ingwer; Spector, Paul E

    2004-12-01

    The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group. 2004 APA, all rights reserved

  6. Association between supervisors' behavior and wage workers' job stress in Korea: analysis of the fourth Korean working conditions survey.

    Science.gov (United States)

    Kang, Shin Uk; Ye, Byeong Jin; Kim, ByoungGwon; Kim, Jung Il; Kim, Jung Woo

    2017-01-01

    In modern society, many workers are stressed. Supervisors' support or behavior can affect the emotional or psychological part of the worker. The purpose of this study is to investigate the effect of supervisor's behavior on worker's stress. The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors' behavior was measured using 5 items: "supervisor feedback regarding work," "respectful attitude," "good conflict-resolution ability," "good work-related planning and organizational ability," and the encouragement of participation in important decision making. Job stress was measured using 1 item: "I experience stress at work." Multiple logistic regression analysis was performed to examine the effects of supervisors' behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors' behavior were also analyzed. The results showed that supervisors' provision of feedback regarding work increased workers' job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0.722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers' job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees. Supervisors' behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors' behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.

  7. Burnout, psychosomatic symptoms and job satisfaction among Dutch nurse anaesthetists: a survey.

    Science.gov (United States)

    Meeusen, V; VAN Dam, K; Brown-Mahoney, C; VAN Zundert, A; Knape, H

    2010-05-01

    To meet the increasing demand for healthcare providers, it is crucial to recruit and retain more nurse anaesthetists (NAs). The majority of NAs in the Netherlands are >45 years old, and retaining them in their jobs is very important. This study investigates the relationships among burnout, physical health and job satisfaction among Dutch NAs. Two thousand NAs working in Dutch hospitals were invited to participate in this online questionnaire. We tested the relationships among burnout, psychosomatic symptoms, sickness absence, perceived general health and job satisfaction. Nine hundred and twenty-three questionnaires were completed and analysed (46% response rate). Burnout and psychosomatic symptoms were negatively associated with job satisfaction, and predicted 27% of job satisfaction. Perceived general health was positively and sickness absence was negatively related to job satisfaction. Older NAs had a higher incidence of burnout than their younger counterparts. The results confirmed the importance of a healthy psychosocial work environment for promoting job satisfaction. To prevent burnout, further research is necessary to determine the factors causing stress. These findings may also apply to anaesthesiologists who share many tasks and work in close cooperation with NAs.

  8. A Survey of Job Satisfaction among Health Sector Staff of Tabriz Taleghani Educational Hospital

    Directory of Open Access Journals (Sweden)

    Leila Rastgar-Farajzadeh

    2016-03-01

    Full Text Available Background and Objectives : Job satisfaction is one of the most important variables in organizational behavior and the key variable in organizational researches and theories as well. The aim of present investigation was to determine the level of job satisfaction among health sector staff of Tabriz Taleghani Educational Hospital. Material and Methods : This cross-sectional study was performed in 2014. Health sector staffs of Taleghani Educational Hospital were studied through census method. Data collection tool was a questionnaire based on previous studies and consisted of 3 parts: demographic information (7 items, job satisfaction (21 questions and factors related to employee dissatisfaction (10 items. After collecting and entering data into IBM SPSS software, independent t tests, chi-square and ANOVA were applied. Results : The highest level of job satisfaction was in the field of relationship with colleagues and lowest level of job satisfaction was related to salary and benefits. The most common cause of employee dissatisfaction was pressure and stressful working environment and the least cause was the improper distribution of employees based on workload . Conclusion : According to the findings, the majority of job satisfaction among staff was at low and medium-level. Since job satisfaction is an important factor in the performance and quality of services provided by the hospital staff, it is recommended that managers and officials pay attention to defects and shortcomings and remove barriers.

  9. Department of Defense Physical Strength and Job Performance Survey: Report on the Ability of First-Term Enlisted Personnel to Perform Physically Demanding Work

    National Research Council Canada - National Science Library

    Cooper, Barrie

    2002-01-01

    ... to perform physically demanding tasks. Within each service, 10 occupational specialties with moderate to high strength requirements were identified as the target populations for the DOD Physical Strength mid Job Performance Survey...

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

    Directory of Open Access Journals (Sweden)

    Sandberg L

    2018-05-01

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

  11. On-the-Job Ethics – Proximity Morality Forming in Medical School: A grounded theory analysis using survey data

    Directory of Open Access Journals (Sweden)

    Hans O. Thulesius, MD, Ph.D.

    2009-03-01

    Full Text Available On-the-job-ethics exist in all businesses and can also be called proximity morality forming. In this paper we propose that medical students take a proximity morality stance towards ethics education at medical school. This means that they want to form physician morality “on the job” instead of being taught ethics like any other subject. On-the-job-ethics for medical students involves learning ethics that is used when practicing ethics. Learning ethics includes comprehensive ethics courses in which quality lectures provide ethics grammar useful for the ethics practicing in attitude exercises and vignette reflections in tutored group discussions. On-the-job-ethics develops professional identity, handles diversity of religious and existential worldviews, trains students described as ethically naive, processes difficult clinical experiences, and desists negative role modeling from physicians in clinical or teaching situations. This grounded theory analysis was made from a questionnaire survey on attitudes to ethics education with 409 Swedish medical students participating. We analyzed over 8000 words of open-ended responses and multiplechoice questions using classic grounded theory procedures, but also compared questionnaire data using statistics such as multiple regression models. The paper gives an example of how grounded theory can be used with a limited amount of survey data.

  12. Associations between Job Strain and Arterial Stiffness: A Large Survey among Enterprise Employees from Thailand

    Directory of Open Access Journals (Sweden)

    Orawan Kaewboonchoo

    2018-04-01

    Full Text Available As an intermediate endpoint to cardiovascular disease, arterial stiffness has received much attention recently. So far, the research on work stress and arterial stiffness is still sparse and inconsistent, and no investigations on work stress and cardiovascular health among the Thai working population have been reported. Therefore, we conducted an epidemiological study among 2141 Thai enterprise employees (858 men and 1283 women who were free from any diagnosed cardiovascular disease. Work stress was measured using Karasek’s Job Demand–Control model for job strain (a combination of high demand and low control. Arterial stiffness was evaluated by a non-invasive approach using pulse-wave analysis based on a finger photoplethysmogram. Multivariable linear regression was applied to examine associations between job strain and arterial stiffness. In men, job strain was significantly associated with arterial stiffness (β  =  0.078, 95% confidence interval  =  0.026 to 0.130, after accounting for sociodemographic, behavioral, dietary and biomedical factors. However, the association in women was not significant. As the first study in Thailand on work stress and cardiovascular risk, we found that job strain might be an important risk factor for cardiovascular disease among Thai working men. Further studies with longitudinal design are warranted.

  13. A survey of Job Stress and Productivity among Kurdistan Gas Firm’s Staff

    Directory of Open Access Journals (Sweden)

    H.A Hasanzadeh

    2012-11-01

    Full Text Available   Background and aims : The study was human – oriented and means of overall development. Human force is the main factor for organization to go on, succeed and achieve goals. In line with this, work environment and organizational health are two key factors to decrease stress and increase productivity in the work environment. The purpose of this study was to determine amount of productivity and job stress between staff of gas firm in Kurdistan province.  Methods: The method was descriptive and the sample included all staff (n = 285. Data collection instrument was Stress Questionnaire by Steinmetz et al. and Productivity Questionnaire by Saatchi. Data was analyzed by SPSS software.  Results: There is a significant relationship between job stress and gender, marital status, employed status and city of workplace. However, there was no significant relationship between job stress and educational status, age and work duration. Moreover, there was significant relationship between productivity and educational status and city of workplace. But, there was no significant relationship between productivity and gender, marital status, age and work duration. The mean job stress and productivity were 118.26 and 66.88 respectively. Conclusion: Job stress adversely affects the productivity in the work environment. Identifying stress factors and implementing strategies to decrease stress are key points to this end.

  14. The survey of the job satisfaction rate in the nurses working in the training hospitals of Zahedan University of Medical Sciences 2015

    Directory of Open Access Journals (Sweden)

    Ali Reza Salar

    2016-07-01

    Full Text Available The researchers have come to know the concept of the job satisfaction as a general satisfaction in the majority of the occupational conditions such as payment, promotion, security and so on. Job satisfaction is one of the main factors influencing the occupation’s favorable aspects including organizational commitment, improving the organizational citizenship behavior, elevating the customers’ satisfaction and reducing the frequent absences from work. Therefore, the current study aims at the survey of the job satisfaction rate in the nurses working in the training hospitals associated with Zahedan medical sciences university. The present study is a descriptive-analytical research which has been conducted on 264 nurses. The required information have been collected through the use of a two-part questionnaire the first part of which related to the demographic characteristics and the second part encompassed a researcher-made job satisfaction questionnaire. The data extracted were analyzed by the use of descriptive statistics methods, independent t-test and variance analysis in SPSS 19.0 software. In the present study the participants average age was 32.61 ± 6.95 and 185 individuals (7 0.1% were women. The nurses overall mean score for the job satisfaction was 65.41± 11.58. Three individuals showed a very low level of job satisfaction, 19 individuals indicated low satisfaction, 53 individuals were satisfied and 5 individuals were completely satisfied with their jobs. Generally speaking, 89 individuals were dissatisfied with their jobs and the rest were happy with their jobs. The relationship between job satisfaction and participants’ age and gender was found to be statistically significant. The results of the study indicated that the nurses’ job satisfaction was in an intermediate level and a considerable percent of the nurses were dissatisfied with their jobs.

  15. Welfare, wellness, and job satisfaction of Chinese physicians: A national survey of public tertiary hospitals in China.

    Science.gov (United States)

    Sun, Jing; Ma, Jing; Hu, Guangyu; Zhao, Qi; Yuan, Changzheng; Si, Wen; Zhang, Xinqing; Liu, Yuanli

    2017-07-01

    Little national data are available on Chinese physicians' welfare, wellness, and job satisfaction. We conducted a self-administered smartphone-based national survey in early 2016 of 17 945 physicians from 136 tertiary hospitals across 31 provinces in China. In addition to collecting the physicians' basic information, we also measured 5 domains (the ethical and working environments, welfare, wellness, and job satisfaction). Half of the physicians reported a hospital-based annual income of less than RMB 72 000 ($10 300), and 60.31% of them did not think that the current medical pricing system reflects physicians' value. More than half (58.64%) of them did not have or did not know about medical malpractice insurance. These physicians worked long hours (an average of 10 h) and slept short hours (average 6 h). Only 35.78% of them thought that they were in good health, and 51.03% were in good mental health. Approximately, a quarter of them had helped to pay medical bills for patients who could not afford care, and 1 in 7 has been penalised for seeing patients who generated bad debts. Only 33.42% of them thought that their occupation receives social recognition and respect, and 70.98% would not encourage their children to pursue a medical career. The top 3 factors that may influence physician job satisfaction as chosen by the physicians were as follows: (1) the income distribution policy (45.92%), (2) working environment safety (25.86%), and (3) public trust and respect for their job (16.10%). In conclusion, we found that Chinese physicians bear heavy physical, mental, and financial stress, and many of them lack confidence that they receive trust and respect from society. Copyright © 2017 John Wiley & Sons, Ltd.

  16. 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...

  17. A survey on impact of emotional intelligence, organizational citizenship behaviors and job satisfaction on employees’ performance in Iranian hotel industry

    Directory of Open Access Journals (Sweden)

    Kambiz Heidarzadeh Hanzaee

    2013-05-01

    Full Text Available The objective of this study is to investigate the effect of employees’ Emotional Intelligence (EI, Job Satisfaction (JS and Organizational Citizenship Behavior (OCB on Employee's Performance (EP in Iranian hotel industry. The proposed study of this paper designs a questionnaire and distributes it among 225 employees who have a high interaction with customers in hotel industry. In order to describe the data, the frequency distribution tables have been used and the structural equations model (SEM has been used to describe the data. The results of this survey have confirmed all the proposed hypotheses of this survey except the one, which was associated with the relationship between OCB on EP. Therefore, EI have positive impacts on JS, OCB and EP in Iranian hotel industry. Conclusion and Managerial implications have been offers.

  18. A survey of Job Stress and Productivity among Kurdistan Gas Firm’s Staff

    OpenAIRE

    H.A Hasanzadeh; N Shirbeigi; H Olazadeh

    2012-01-01

      Background and aims : The study was human – oriented and means of overall development. Human force is the main factor for organization to go on, succeed and achieve goals. In line with this, work environment and organizational health are two key factors to decrease stress and increase productivity in the work environment. The purpose of this study was to determine amount of productivity and job stress between staff of gas firm in Kurdistan province.  Methods: The method was descriptive and ...

  19. Moderating effects of coping on work stress and job performance for nurses in tertiary hospitals: a cross-sectional survey in China

    OpenAIRE

    Li, Li; Ai, Hua; Gao, Lei; Zhou, Hao; Liu, Xinyan; Zhang, Zhong; Sun, Tao; Fan, Lihua

    2017-01-01

    Background Work stress is a major problem for nurses and it can negatively influence job performance. Therefore, it is critical to explore variables that can reduce or buffer the negative effects of work stress. This study explores the moderating effects of coping strategies on the relationship between work stress and job performance for nurses in China. Methods A cross-sectional survey of 852 nurses from four tertiary hospitals in Heilongjiang Province, China, was conducted in 2013. Descript...

  20. The association between job stress and leisure-time physical inactivity adjusted for individual attributes: evidence from a Japanese occupational cohort survey.

    Science.gov (United States)

    Oshio, Takashi; Tsutsumi, Akizumi; Inoue, Akiomi

    2016-05-01

    We examined the association between job stress and leisure-time physical inactivity, adjusting for individual time-invariant attributes. We used data from a Japanese occupational cohort survey, which included 31 025 observations of 9871 individuals. Focusing on the evolution of job stress and leisure-time physical inactivity within the same individual over time, we employed fixed-effects logistic models to examine the association between job stress and leisure-time physical inactivity. We compared the results with those in pooled cross-sectional models and fixed-effects ordered logistic models. Fixed-effects models showed that the odds ratio (OR) of physical inactivity were 22% higher for those with high strain jobs [high demands/low control; OR 1.22, 95% confidence interval (95% CI) 1.03-1.43] and 17% higher for those with active jobs (high demands/high control; OR 1.17, 95% CI 1.02-1.34) than those with low strain jobs (low demands/high control). The models also showed that the odds of physical inactivity were 28% higher for those with high effort/low reward jobs (OR 1.28, 95% CI 1.10-1.50) and 24% higher for those with high effort/high reward jobs (OR 1.24, 95% CI 1.07-1.43) than those with low effort/high reward jobs. Fixed-effects ordered logistic models led to similar results. Job stress, especially high job strain and effort-reward imbalance, was modestly associated with higher risks of physical inactivity, even after controlling for individual time-invariant attributes.

  1. The Effects of Discrimination on Job Satisfaction in the Military: Comparing Evidence from the Armed Forces Equal Opportunity Survey and the Military Equal Opportunity Climate Survey

    National Research Council Canada - National Science Library

    Stewart, James

    2001-01-01

    ... related to job security, opportunity to acquire skills, and overall job satisfaction. Conversely, experiencing discrimination attributable to military sources is associated with lower satisfaction levels...

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 201 ... Issue, Title. Vol 12, No 1 (2006), Conservative management of cervical ectopic pregnancy: case report, Abstract PDF. TD Naidoo, MR Ramogale, J Moodley. Vol 18, No 2 (2012), Contraceptive use and associated factors among South African youth (18 - 24 years): A population-based survey, Abstract ...

  3. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 683 ... Issue, Title. Vol 54, No 1 (2006), Bovine tuberculosis survey in urban and peri urban dairy farms in coastal humid region of Tanga, Tanzania, Abstract. ES Swai, G Shirima, S Bwanga, W Moshy. Vol 60, No 3 (2012), Browsing capacity and nutritive value of indigenous browses in a tropical Coastal ...

  4. A cross selectional survey in a critical care: the job satisfaction and functioning team of the health professionals.

    Science.gov (United States)

    La Sala, Rachele; Boninsegni, Katiuscia; Tani, Alice; Rasi, Alice; Ricci, Barbara; Sansovini, Linda; Scarpelli, Giulia; Artioli, Giovanna; Sarli, Leopoldo

    2015-01-01

    Health care workers, especially those who are part of the OS core, are essential in the delivery of services, as they represent the institution at the time of the contact with the user and they represent also the image of the organization. Health administrations, therefore, are called to improve the performance through a better motivation and satisfaction of the staff, in view of two strategic aspects: job satisfaction of professionals and team collaboration. Between January and September 2014, a survey at the OU (UUOO) intensive care and sub intensive has been made inside three hospitals in Emilia Romagna. It' s been a multicentre cross-sectional quantitative study by administering a self-report questionnaire designed to investigate the different constructs. On 742 questionnaires were spread 454 professionals gave it back  (response rate = 73%). Of those, 273 (60.1%) were nurses, 119 (26.2%) were physicians and 62 (13.7%) were healthcare operators. 62 (13.7%) Job Satisfaction was measured with the McCloskey Mueller Satisfaction Scale. Team Functioning was measured with the Index of Interprofessional Team Collaboration. Results from MANOVA indicated that physicians were less satisfied of scheduling than both nurses and healthcare operators. For professional opportunities, instead, healthcare operators showed the lower level of satisfaction. The participants seem to perceive a high level of team effectiveness and therefore the professionals involved in the care of critically ill patients than the two dimensions analysed, (reflection between the processes and interdependent roles), also state a greater tendency to respect the roles interdisciplinary, maintaining their professional autonomy and a lower tendency to use critical thinking to act professionally in order to improve the effectiveness of care provided. The study results oriented healthcare administrators, to take paths that feed the job satisfaction and the collaboration of professionals by developing the

  5. Study of the validity of a job-exposure matrix for psychosocial work factors: results from the national French SUMER survey.

    Science.gov (United States)

    Niedhammer, Isabelle; Chastang, Jean-François; Levy, David; David, Simone; Degioanni, Stéphanie; Theorell, Töres

    2008-10-01

    To construct and evaluate the validity of a job-exposure matrix (JEM) for psychosocial work factors defined by Karasek's model using national representative data of the French working population. National sample of 24,486 men and women who filled in the Job Content Questionnaire (JCQ) by Karasek measuring the scores of psychological demands, decision latitude, and social support (individual scores) in 2003 (response rate 96.5%). Median values of the three scores in the total sample of men and women were used to define high demands, low latitude, and low support (individual binary exposures). Job title was defined by both occupation and economic activity that were coded using detailed national classifications (PCS and NAF/NACE). Two JEM measures were calculated from the individual scores of demands, latitude and support for each job title: JEM scores (mean of the individual score) and JEM binary exposures (JEM score dichotomized at the median). The analysis of the variance of the individual scores of demands, latitude, and support explained by occupations and economic activities, of the correlation and agreement between individual measures and JEM measures, and of the sensitivity and specificity of JEM exposures, as well as the study of the associations with self-reported health showed a low validity of JEM measures for psychological demands and social support, and a relatively higher validity for decision latitude compared with individual measures. Job-exposure matrix measure for decision latitude might be used as a complementary exposure assessment. Further research is needed to evaluate the validity of JEM for psychosocial work factors.

  6. Job demands-resources, burnout and intention to leave the nursing profession: a questionnaire survey.

    Science.gov (United States)

    Jourdain, Geneviève; Chênevert, Denis

    2010-06-01

    The aims of the paper are to examine the role of burnout in the relationship between stress factors related to nurses' work and social environment and intention to leave the profession and to investigate the nature of the relationship between burnout and intention to leave the nursing profession. A postulate of the job demands-resources model is that two distinct yet related processes contribute to the development of burnout. The energetic process originates from demands and is mainly centered on emotional exhaustion; the motivational process originates from resources and is mainly centered on depersonalization. Moreover, we postulated that the two components of burnout are linked indirectly to intention to leave the profession via psychosomatic complaints, associated with the energetic process, and via professional commitment, associated with the motivational process. The research model was tested on cross-sectional data collected in 2005 from 1636 registered nurses working in hospitals who responded to a self-administrated questionnaire. Demands are the most important determinants of emotional exhaustion and indirectly induce depersonalization via emotional exhaustion, whereas resources mainly predict depersonalization. Moreover, emotional exhaustion and depersonalization are linked to psychosomatic complaints and professional commitment, which are in turn associated with intention to leave the profession. The results suggest that a dual strategy is needed in order to retain nurses within the profession: a decrease in job demands, coupled with an increase in available job resources. In particular, nurses' tasks and role should be restructured to reduce work overload and increase the meaning of their work. (c) 2009 Elsevier Ltd. All rights reserved.

  7. Job Burnout and its Association With Work Schedules and Job Satisfaction Among Iranian Nurses in a Public Hospital: A Questionnaire Survey

    Directory of Open Access Journals (Sweden)

    Asghari

    2016-08-01

    Full Text Available Background Job burnout, defined as a syndrome derived from prolonged exposure to stressors at work, is often observed in health care workers. Shift work and job satisfaction are considered two of the occupational risks for burnout in nurses. Nurses have stress and health complaints. In addition, nurses are likely to job burnout. Objectives The current study aimed to determine the prevalence of job burnout and its association with work schedules and job satisfaction among Iranian nurses in a public hospital. Methods This cross-sectional study was conducted in one of the largest Iranian public hospitals among 362 nurses (response rate: 80.44% in Tehran, Iran. The Maslach burnout inventory (MBI-22 and demographic factors questionnaire were used in the present study. The relationship between job burnout with work schedules and job satisfaction was investigated with multiple logistic regression analysis. Results The mean age and work experience of the participants were 36.14 ± 8.59 and 15.23 ±9.30 years, respectively. The result indicated a relatively high prevalence of burnout (particularly, personal accomplishment among the study population. In general, 64.4% of participants reported low personal accomplishment level. The nurses engaged in shift work reported higher levels of emotional exhaustion (odds ratio (OR = 1.02, 95% confidence interval (CI = 1.006 - 1.041, P-value = 0.008; there was no relationship between work schedules with depersonalization and personal accomplishment. The result showed significant relationship between job satisfaction and emotional exhaustion (OR = 0.945, 95% CI = 0.928 - 0.963, P-value < 0.001 and personal accomplishment (OR = 1.003, 95% CI = 1.014 - 1.058, P-value = 0.001. Conclusions The current study revealed that the Iranian nurses are exposed to a considerable risk of personal accomplishment. Also, job burnout is in association with shift working and low job satisfaction level. In this regard, working pressure

  8. Differential effects of decision latitude and control on the job demands-strain relationship: a cross-sectional survey study among elderly care nursing staff.

    Science.gov (United States)

    Schmidt, Klaus-Helmut; Diestel, Stefan

    2011-03-01

    According to the influential Job Demands-Control (JD-C) model developed by Karasek (1979; Karasek and Theorell, 1990), job strain is expected to result from high job demands and low job control as well as an interaction between both job characteristics. Previous research, however, has found such an interaction only rarely or inconsistently.It has been suggested that the conceptualization of the control variable (formerly referred to as decision latitude) may be particularly responsible for the lack of supportive findings. The present study aimed at clarifying this issue by contrasting a focused measure of control with a traditional measure of decision latitude in their relations to job strain of health care workers. The measure of decision latitude encompassed a wide range of job characteristics including control, task variety, and learning opportunities. A cross-sectional questionnaire survey was conducted with job satisfaction, psychosomatic complaints and emotional exhaustion as criterion measures of job strain. A supra-regional organization for residential elderly care with 11 nursing homes located in a federal state in Germany. Questionnaires were distributed to the whole nursing staff, of which 379 filled in the questionnaire during normal working hours (68% participation rate). In addition to confirmatory factor analyses, descriptive statistics, and bivariate correlations, hierarchical multiple regression analyses were performed for testing the corresponding interaction effects. Findings confirmed the assumption that the focused measure of control and the traditional measure of decision latitude represent distinct, yet correlated factors. Furthermore, findings revealed a significant interaction effect between job demands and control on all outcomes considered. By way of contrast, there was no equivalent interaction effect between job demands and decision latitude. In line with the JD-C model, the adverse influence of increasing demands on job satisfaction

  9. The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey

    Science.gov (United States)

    2014-01-01

    Background Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. Methods A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. Results The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. Conclusions The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities. PMID:24624932

  10. Moderating effects of coping on work stress and job performance for nurses in tertiary hospitals: a cross-sectional survey in China.

    Science.gov (United States)

    Li, Li; Ai, Hua; Gao, Lei; Zhou, Hao; Liu, Xinyan; Zhang, Zhong; Sun, Tao; Fan, Lihua

    2017-06-12

    Work stress is a major problem for nurses and it can negatively influence job performance. Therefore, it is critical to explore variables that can reduce or buffer the negative effects of work stress. This study explores the moderating effects of coping strategies on the relationship between work stress and job performance for nurses in China. A cross-sectional survey of 852 nurses from four tertiary hospitals in Heilongjiang Province, China, was conducted in 2013. Descriptive statistics were reported for socioeconomic status and demographic characteristics, level of work stress, coping strategies, and job performance. Regression analysis was conducted to test the interaction between work stress and coping strategies on job performance. Three subscales of work stress were negatively related to job performance. Positive coping strategies moderated Patient Care and job performance while negative coping strategies moderated Workload and Time and performance, and between Working Environment and Resources and performance. Positive coping strategies reduce or buffer the negative effects of work stress on job performance and negative coping strategies increased the negative effects.

  11. Assessing the causes for the dentistry selection as a job by Iranian dental students: A Questionnaire Survey

    Science.gov (United States)

    Hamissi, J; Bairami, P; Hamissi, Z

    2015-01-01

    Objective: The purpose of the current research is to discover the causes for the dentistry selection as a profession by senior dental scholars in Iran. Materials & Methods: Surveys are distributed between the first-year to the sixth-year senior dental scholars at the Scholl of Dentistry in Medical Sciences Qazvin University in Iran. The survey presented in a lecture hall at the terminal of the secondary term in the 2011-2012 academic years. The survey included 30 parts, and the pupils asked to measure the significance of any part for choosing dentistry as a profession, on a 10-points scale. In addition, T-test and ANOVA utilized for the data analysis. Results: The answering ratio in the research is 55% (out of 100%) of the pupils delivered. Ninety-six students (93.2%) selected it as an initial selection. Dentistry as a job which is “insurer of financial independence” was gained a most rate via 82.5% of the pupils raised and a comparable amount of the students (75.7%), assigned a highest rate to the parameter “I love to enhance many money”. Dentistry as a “science-based job” was also given a score by 80.6% of the pupils. Conclusion: There are no variations in the motivation between men and women students. It obtained that “insurer of financial independence” and “I love to enhance many money” are critical action parameters in the dental pupils population. PMID:28316683

  12. 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...

  13. Psychosocial and ergonomic survey of office and field jobs in a utility company.

    Science.gov (United States)

    Coelho, Denis A; Tavares, Carla S D; Lima, Tânia M; Lourenço, Miguel L

    2017-08-04

    The effect of different kinds of work on the psychosocial assessment of workers under the same management and organizational environment is investigated. A voluntary assessment in a utility company was carried out using the short version of the Copenhagen psychosocial questionnaire (CoPsoQ) on two occasions, 1.5 years apart. Initially, 25 office workers (11 men and 14 women) participated, while 14 of those workers (8 women and 6 men) participated in the second assessment together with 32 field workers. The sewage, water treatment and maintenance workers, totaling 32 men, also participated in a field ergonomics assessment using the Washington State Department of Labor and Industries field work ergonomic checklist. The longitudinal outlook was fairly stable, with sustained severe scores in many CoPsoQ subscales and intensification of severity of workers' control over work and esteem for men. A significantly higher esteem score resulted for field rather than office workers. Workers subjected to foul odors showed similar severity of psychosocial factors. For most psychosocial dimensions, the organizational design and management system in place, as well as the overall cultural environment in which it operates, create a much stronger and more decisive impact than job-specific factors.

  14. Job satisfaction and importance for intensive care unit research coordinators: results from binational survey.

    Science.gov (United States)

    Rickard, Claire M; Roberts, Brigit L; Foote, Jonathon; McGrail, Matthew R

    2007-09-01

    To measure Intensive Care Unit Research coordinator job satisfaction and importance and to identify priorities for role development. Research coordinator numbers are growing internationally in response to increasing clinical research activity. In Australia, 1% of registered nurses work principally in research, many as Research coordinators. Internationally, the Association of Clinical Research Professionals currently has 6536 certified Research coordinators in 13 countries, with likely additional large numbers practicing without the voluntary certification. Research coordinators are almost always nurses, but little is know about this emerging specialty. Design. Cross-sectional study using anonymous self-report questionnaire. After ethics approval, the McCloskey-Mueller Satisfaction Scale and McCloskey-Mueller Importance Scale were administered via the Internet. The sample was 49 (response rate 71%) Research coordinators from the Australia and New Zealand Intensive Care Unit Research coordinators' Interest Group. Research coordinators were satisfied with structural aspects of the position working business hours; flexibility of working hours; high levels of responsibility and control over their work. Dissatisfaction was expressed regarding: remuneration and recognition; compensation for weekend work; salary package; career advancement opportunities; and childcare facilities. High priorities for role development are those rated highly important but with much lower satisfaction. These are: compensation for weekend call-out work; salary and remuneration package; recognition by management and clinicians; career advancement opportunities; departmental research processes; encouragement and feedback; and number of working hours. Increasing numbers of nurses have been attracted to this clinically based research position. These data contribute to the understanding and development of the role.

  15. 41 CFR 60-2.12 - Job group analysis.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates, and...

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

    NARCIS (Netherlands)

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

    2015-01-01

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

  17. 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.

  18. [Job status after the resident training period in Spain. Analysis of a national survey.

    Science.gov (United States)

    García Sanz, Miguel; Rodríguez Socarrás, Moises; Tortolero Blanco, Leonardo; Pesquera-Ortega, Laura; Colombo, Juan; Gómez Rivas, Juan

    2018-01-01

    Since the establishment of specialization of medicine through the residency system, Spanish health care has sought to maintain a balance between established needs and trained professionals, with the aim of avoiding the deficit or excess of health specialists with its consequences. The objective of the present review is to know the working conditions of urologist specialists at the end of the residency training period. The results of a survey for urologist who completed their residency contract from 2012 to 2016 are presented, assessing working status, academic and working data during the first months after the completion of specialized training. A total of 42 surveys were collected. All respondents had a working contract within 6 months of completing their training. 71% had a temporary contract, most with duration of less than one year. There are more contract numbers in the public health system, although they increase progressively in the private sector. More than half of the respondents were satisfied with their work situation. The work insertion of the recently specialized urologists is high, reaching 100% within 6 months of finishing their specialization. Labor quality issues are not so positive, observing great working instability associated to a high proportion of temporary contracts lower than 6 months.

  19. A Survey of the Relationship between Job Satisfaction and Social Happiness among High-schools Teachers of Giroft City

    OpenAIRE

    Akbar Zareshahabadi

    2013-01-01

    Introduction   Human resources are among the most valuable sources of getting to the targets of any organization or system and are deemed as among the most prominent assets of any organization. Thus the better quality this asset has, the more probable success, prosperity and promotion the organization will enjoy (Tazhibi et al, 1389: 650). Job satisfaction is a combination of sensations and beliefs which people hold about their current job. Job satisfaction is one of the most important factor...

  20. The effects of workplace respect and violence on nurses’ job satisfaction in Ghana: a cross-sectional survey

    OpenAIRE

    Boafo, Isaac Mensah

    2018-01-01

    Background Studies have established the negative effects of workplace disrespect and violence on the personal and professional well-being of nurses. In spite of this, only a few have directly investigated the effects of these issues on nurses’ job satisfaction. In Africa, research on nurses’ job satisfaction continues to focus largely on economic factors. The aim of this paper was, therefore, to investigate the impact of the non-economic factors of workplace violence and respect on the job sa...

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

    OpenAIRE

    Dehghan; Mobinyzadeh; Habibi

    2016-01-01

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

  2. Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey

    Directory of Open Access Journals (Sweden)

    Lohfeld Lynne

    2002-03-01

    Full Text Available Abstract Background Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. Methods 5,486 full, part and causal time (non-physician staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Results Depending on the organization, between 15 and 30 (of the 40 potential predictor variables were found to be statistically associated with job satisfaction (univariate analyses. Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. Conclusions The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.

  3. Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey.

    Science.gov (United States)

    Krueger, Paul; Brazil, Kevin; Lohfeld, Lynne; Edward, H Gayle; Lewis, David; Tjam, Erin

    2002-03-25

    Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.

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

    Science.gov (United States)

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

    2017-10-01

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

  5. Measuring job satisfaction of advanced nurse practitioners and advanced midwife practitioners in the Republic of Ireland: a survey.

    Science.gov (United States)

    O'Keeffe, Anne Paula; Corry, Margarita; Moser, Debra K

    2015-01-01

    To describe the level of job satisfaction of advanced nurse practitioners (ANP) and advanced midwife practitioners in the Republic of Ireland (RoI). Job satisfaction is related to productivity, performance, turnover and health, and thus is a challenge for nursing and healthcare organisations. Job satisfaction data were collected from 47 ANPs using the Misener Nurse Practitioner Job Satisfaction Scale. High levels of global job satisfaction were reported. All ANPs reported satisfaction with autonomy, sense of accomplishment, challenge, social interaction and status in the organisation. Lower levels of job satisfaction were attributed to the amount of involvement in research (55%), opportunities to receive compensation for services provided outside normal working hours (55%), the amount (44%) and the quality of administrative support (51%), and the opportunity to negotiate bonuses and resources in return for productivity (36%). Advanced nurse practitioners in RoI have high levels of job satisfaction with areas relating to clinical practice but are dissatisfied with areas that lead to empowerment within organisations. Efforts to improve the negotiating and leadership skills of ANPs may improve job satisfaction. Enhancing inter-professional collegial relationships and improving managerial recognition of the role within nursing are key areas to be targeted to promote job satisfaction of ANPs. © 2013 John Wiley & Sons Ltd.

  6. Job burnout among critical care nurses from 14 adult intensive care units in northeastern China: a cross-sectional survey

    Science.gov (United States)

    Zhang, Xiao-Chun; Huang, De-Sheng; Guan, Peng

    2014-01-01

    Objectives The shortage of qualified nurses is one of the critical challenges in the field of healthcare. Among the contributing factors, job burnout has been indicated as a risk factor for the intention to leave. The purpose of this study was to provide a better understanding of the local status and reference data for coping strategies for intensive care unit (ICU)-nurse burnout among Liaoning ICU nurses. Design Observational study. Setting 17 ICUs from 10 tertiary-level hospitals in Liaoning, China. Participants 431 ICU nurses from 14 ICUs nested in 10 tertiary-level hospitals in Liaoning, China, were invited during October and November 2010. Primary measures Burnout was measured using the 22-item Chinese version of Maslach Burnout Inventory-Health Service Survey (MBI-HSS) questionnaires. Results 14 ICUs responded actively and were included; the response rate was 87.7% among the 486 invited participants from these 17 ICUs. The study population was a young population, with the median age 25 years, IQR 23–28 years and female nurses accounted for the major part (88.5%). 68 nurses (16%) were found to have a high degree of burnout, earning high emotional exhaustion and depersonalisation scores together with a low personal accomplishment score. Conclusions The present study indicated a moderate distribution of burnout among ICU nurses in Liaoning, China. An investigation into the burnout levels of this population could bring more attention to ICU caregivers. PMID:24948747

  7. A survey on characteristics of Japanese academic job market and evaluation.

    Science.gov (United States)

    Domon, Koji; Kitamura, Yoshihiro

    2015-02-01

    During the Meiji era, at the end of the 19th century, Japan introduced western systems into many fields, economically developing later than other industrially developed countries. Japan introduced a higher education system modeled on the German system, focusing not on education but on research. The historical background has shaped contemporary Japanese academia differently from that of the United States and the European Union. In addition, because of geographical and linguistic barriers in Asia, intercommunication with researchers in other developed countries has been much less than that between the United States and the European Union, leaving Japanese academia relatively isolated. We survey the characteristics of the Japanese academic system in higher education, using the latest published data. This article indicates a concentration of research at former imperial universities and a rigidity of movement among universities both internationally and domestically. Furthermore, small differences in salary levels have provided little incentive to perform research. However, while most universities in Japan have not introduced evaluation systems for promotion and salary that are heavily dependent on journal rankings, as in the European Union and United States, Japanese academic performance has not declined. This article suggests that in Japan, salary incentives, the impact factor, and so on have had little influence on academic performance. Even though cultural and historical differences between countries affect academic behaviors, we hope that this article might trigger consideration of other possible evaluation schemes for the future. © The Author(s) 2015.

  8. Fifth-year internal medicine residents in Spain: A survey on education, assessment of competencies and job perspectives.

    Science.gov (United States)

    Macía-Rodríguez, C; López Reboiro, M L; Martín Iglesias, D; González-Munera, A; Moreno Diaz, J; Montaño Martínez, A; Ortiz Llauradó, G; Demelo-Rodríguez, P; Muñoz Muñoz, C; Salgado Ordoñez, F

    2018-06-14

    Specialist training is based on the gradual acquisition of expertise, skills and responsibilities. The aim of this study is to determine the opinion of residents regarding their training. This was a cross-sectional descriptive study based on an online survey of 5th-year residents during February and March 2017. A total of 194 residents (62.8% of the total) responded to the survey, 62.9% of whom were women and 50% of whom were younger than 30years, representing hospitals from all levels and from the 17 autonomous communities. More than 80% of the residents choose the specialty once again and believed that the duration of the residence was appropriate; however, 76.3% would eliminate some of their rotations. Most of the residents did not know the objectives of each rotation, and 37.1% felt they were not adequately supervised. Some 82.5% would change the evaluation system, and 68.0% would favour performing an excellence test. Most of the residents had published at least one article or performed one presentation at a congress; however, only 27.8% had completed a doctoral thesis. Although 74.7% of the internists believed they would find employment, only 28.4% had an offer 1month after completing their residence. The residents are satisfied with their training, although there is still a deficit in supervision and dissatisfaction with the method of assessing their knowledge and the precarious job market during the first year for specialists. Copyright © 2018 Elsevier España, S.L.U. and Sociedad Española de Medicina Interna (SEMI). All rights reserved.

  9. Employee empowerment, innovative behavior and job productivity of public health nurses: a cross-sectional questionnaire survey.

    Science.gov (United States)

    Chang, Li-Chun; Liu, Chieh-Hsing

    2008-10-01

    Employee empowerment is an important organizational issue. Empowered employees with new ideas and innovative attributes may increase their ability to respond more effectively to face extensive changes in current public health care work environments. The objective of this study was to investigate the relationships between employee empowerment, innovative behaviors and job productivity of public health nurses (PHNs). This study conducted a cross-sectional research design. Purposive sampling was conducted from six health bureaus in northern Taiwan. 670 PHNs were approached and 576 valid questionnaires were collected, with a response rate of 85.9%. Structured questionnaires were used to collect data by post. Meaning and competence subscales of psychological empowerment, information and opportunity subscales of organizational empowerment, and innovative behaviors were the predictors of job productivity, only accounting for 16.4% of the variance. The competence subscale of psychological empowerment made the most contribution to job productivity (beta = 0.31). Meaning subscale of psychological empowerment has a negative impact on job productivity. Employee empowerment and innovative behavior of PHNs have little influence on job productivity. Employees with greater competence for delivering public health showed higher self-evaluated job productivity. The negative influences on job productivity possibly caused by conflict meaning on public health among PHNs in current public health policy. It should be an issue in further researches. Public health department should strengthen continuing education to foster competence of psychological sense of empowerment and innovative behavior to increase job productivity

  10. Effect of Non Financial Incentives on Job Satisfaction of Teachers in Public Secondary Schools--Survey of Kisii Sub County

    Science.gov (United States)

    Sabina, Asiago Lenah; Okibo, Walter; Nyang'au, Andrew; Ondima, Cleophas

    2015-01-01

    Job satisfaction is a major challenge among employees in many organizations. The purpose of this research project is to assess the effect of non-financial incentives on job satisfaction of teachers in public secondary schools of Kisii Sub County in the Republic of Kenya. The specific objectives for the study include: to assess the effect of…

  11. Job satisfaction among control room operators of electrical systems.

    Science.gov (United States)

    Macaia, Amanda A Silva; Marqueze, Elaine C; Rotenberg, Lúcia; Fischer, Frida Marina; Moreno, Claudia R C

    2012-01-01

    Shift workers from control centers of electrical systems are a group that has received little attention in Brazil. This study aimed to compare workers' job satisfaction at five control centers of a Brazilian company electrical system, and according to their job titles. The Organization Satisfaction Index (OSI) questionnaire to assess job satisfaction was used. ANOVA was used to compare OSI means, according to job title and control center. The results showed that there is no difference in job satisfaction among job titles, but a significant difference was found according to the control center. A single organizational culture cannot be applied to several branches. It is required to implement actions that would result in job satisfaction improvements among workers of all studied control rooms centers. The high level of education of operators working in all centers might have contributed to the similar values of perceived satisfaction among distinct job titles.

  12. The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses: a cross-sectional questionnaire survey.

    Science.gov (United States)

    Chang, Li-Chun; Shih, Chia-Hui; Lin, Shu-Man

    2010-04-01

    The importance of the professional role of school health nurses in promoting children's health in their school environment is widely recognized. However, studies of their working experience have revealed feelings of disempowerment that appear to be related to insufficient support from school managers. In these unsupportive working environments, it seems possible that psychological empowerment may play a mediating role to strengthen employees' satisfaction and commitment to their employing organization. The aim of this study is to test an exploratory model of empowerment in a Taiwanese sample of school health nurses by examining the mediating role of psychological empowerment in the relationship between external factors and work-related attitudes, specifically job satisfaction and organizational commitment. A cross-sectional survey with self-reported questionnaires. Probability proportional sampling was used to generate a randomly selected sample of 500 school health nurses in elementary and junior high schools in Taiwan. A total of 330 valid questionnaires were returned, yielding a response rate of 66%. The exploratory model including all hypothesized variables provided an adequate fit (chi(2)=29.24; df=17; p=.052; adjusted goodness-of-fit index [AGFI]=.96; goodness-of-fit index [GFI]=.98; root-mean-square error of approximation [RMSEA]=.05) for the data and indicated that psychological empowerment did not fully mediate the relationship between organizational empowerment and job satisfaction because of the strong direct effects of organizational empowerment on job satisfaction. The influence of empowerment on organizational commitment was mediated through job satisfaction. Psychological empowerment did not mediate the relationship between external factors and work attitudes, and job satisfaction emerged as an important factor. If school leaders can improve the job satisfaction of school health nurses, this will help them achieve greater commitment and loyalty of

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

    Science.gov (United States)

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

    2016-12-01

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

  14. Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) Job Search and Career Planning Survey of Graduating Residents in the United States

    Energy Technology Data Exchange (ETDEWEB)

    Mattes, Malcolm D., E-mail: mdm9007@nyp.org [Department of Radiation Oncology, New York Methodist Hospital, Brooklyn, New York (United States); Kharofa, Jordan [Department of Radiation Oncology, Medical College of Wisconsin, Milwaukee, Wisconsin (United States); Zeidan, Youssef H. [Department of Radiation Oncology, Stanford University, Stanford, California (United States); Tung, Kaity [Department of Radiation Oncology, New York Methodist Hospital, Brooklyn, New York (United States); Gondi, Vinai [Department of Radiation Oncology, University of Wisconsin Comprehensive Cancer Center, Madison, Wisconsin (United States); Department of Radiation Oncology, Central Dupage Hospital Cancer Center, Warrenville, Illinois (United States); Golden, Daniel W. [Department of Radiation Oncology, Pritzker School of Medicine, University of Chicago, Chicago, Illinois (United States)

    2014-01-01

    Purpose/Objective(s): To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. Methods and Materials: In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Results: Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was January PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. Conclusions: The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use.

  15. Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) job search and career planning survey of graduating residents in the United States.

    Science.gov (United States)

    Mattes, Malcolm D; Kharofa, Jordan; Zeidan, Youssef H; Tung, Kaity; Gondi, Vinai; Golden, Daniel W

    2014-01-01

    To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was January PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use. Copyright © 2014 Elsevier Inc. All rights reserved.

  16. Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) Job Search and Career Planning Survey of Graduating Residents in the United States

    International Nuclear Information System (INIS)

    Mattes, Malcolm D.; Kharofa, Jordan; Zeidan, Youssef H.; Tung, Kaity; Gondi, Vinai; Golden, Daniel W.

    2014-01-01

    Purpose/Objective(s): To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. Methods and Materials: In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Results: Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was January PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. Conclusions: The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use

  17. Doctors currently in jobs with academic content and their future intentions to pursue clinical academic careers: questionnaire surveys.

    Science.gov (United States)

    Lambert, Trevor W; Smith, Fay; Goldacre, Michael J

    2015-02-01

    Our aim was to report on doctors' descriptions of their current post at about 12 years after qualification, in respect of academic content, and to compare this with their long-term intentions. By academic content, we mean posts that are designated as clinical academic posts or clinical service posts that include research and/or teaching commitments. Questionnaire survey. All UK medical graduates of 1996 contacted in 2007, graduates of 1999 in 2012, and graduates of 2000 in 2012. UK. Responses about current posts and future intentions. Postal and email questionnaires. The response rate was 61.9% (6713/10844). Twenty eight per cent were working in posts with academic content (3.3% as clinical academics, 25% in clinical posts with some academic content). Seventeen per cent of women were working in clinical posts with some teaching and research, compared with 29% of men. A higher percentage of men than women intended to be clinical academics as their eventual career choice (3.9% overall, 5.4% of men, 2.7% of women). More doctors wished to move to a job with an academic component than away from one (N = 824 compared with 236). This was true for both men (433 compared with 118) and women (391 compared with 118). Women are under-represented both in holding posts with academic content and in aspirations to do so. It is noteworthy that many more doctors hoped to move into an academic role than to move out of one. Policy should facilitate this wish in order to address current shortfalls in clinical academic medicine.

  18. English title

    Directory of Open Access Journals (Sweden)

    Guillermo Alberto Tricoci

    2015-11-01

    Full Text Available Similarly to what happened with the steam engine, the electricity or the combustion engine, the new general-purpose technologies and ICTs have introduced many fundamental changes to our life and the processes we deal with daily. They have provided many benefits but have also produced unwanted collateral effects that should be considered. The first effect, at the beginning there was a new phenomenon known as the digital divide. Later on the uncertainty around the true scope of computing increased and evidence of a decrease in the capability of creating new jobs and stagnant or falling wages became clearer. All these, amongst other things, are considered part of the ICT revolution. The paradigm of continuous improvement to innovation and productivity begins to show the effects it produces in the disappearance and transformation of business roles. Many activities have disappeared and much of the business processes have received a very high degree of automation. These changes can be seen in the most varied fields.

  19. Job Satisfaction Factors Among English Language Teachers In Malaysia

    Directory of Open Access Journals (Sweden)

    Sara Zarisfizadeh

    2012-09-01

    Full Text Available Job satisfaction is very essential to the continuing growth of educational systems around the world and actually nowadays teachers have a very crucial role in the success or failure of each educational system. The present study investigated different job satisfaction and dissatisfaction factors among Malaysian English language teachers. The study is a survey research which has 35 English teachers as its participants. To collect data the questionnaire titled ‘TEJOSAMOQ’ was used. Descriptive analysis method was used to have sum of values, mean and standard deviation for each factor. The result showed that personal growth and achievement is the most important job satisfaction factors while high workload is central source of dissatisfaction for English teachers in Malaysia. The result can be used to make better and more effective policies and administration to have high quality education system in future.

  20. 20 CFR 628.210 - State Job Training Coordinating Council.

    Science.gov (United States)

    2010-04-01

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

  1. 20 CFR 638.541 - Job Corps training opportunities.

    Science.gov (United States)

    2010-04-01

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

  2. Association between insomnia symptoms, job strain and burnout syndrome: a cross-sectional survey of 1300 financial workers.

    Science.gov (United States)

    Metlaine, Arnaud; Sauvet, Fabien; Gomez-Merino, Danielle; Elbaz, Maxime; Delafosse, Jean Yves; Leger, Damien; Chennaoui, Mounir

    2017-01-13

    Professional burnout is closely related to work stress but less frequently associated with disturbed sleep. This study determines whether job strain and sleep disturbances are associated risk factors of burnout among financial workers. Observational study. 1300 employees (725 female) of a financial company. Self-reported questionnaires (Maslach Burnout Inventory, Job Content Questionnaire, Sleep questionnaire based on ICSD-3 classification), the Epworth sleepiness scale and the Hospital Anxiety and Depression Scale (HADS). The prevalence of burnout was 10.2% (9.0% moderate and 1.2% severe). 23.3% of workers were considered with high job strain, and 93.1% had a high level of job satisfaction. 16.8% of individuals had insomnia and 97% reported non-restorative sleep. The bivariate analyses demonstrate a higher risk of burnout in participants with insomnia (OR=14.7, 95% CI 9.8 to 21.9), non-restorative sleep (OR=9.9, 95% CI 5.1 to 19.5) and anxiety (OR=10.2, 95% CI 6.8 to 15.3). High job strain was associated with burnout (OR=1.9, 95% CI 1.1 to 3.6). This association was not maintained after adjustment for sleep parameters. Job satisfaction was another independent risk factor for burnout (OR=124, 95% CI 65 to 237). In our sample of financial workers, job strain represents a burnout risk factor only if associated with insomnia. Insomnia can be considered as a relevant clinical marker that should be targeted in mental health prevention programmes at the workplace. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  3. Job Satisfaction and Subjective Well-Being Among Midwives: Analysis of a Multinational Cross-Sectional Survey.

    Science.gov (United States)

    Jarosova, Darja; Gurkova, Elena; Ziakova, Katarina; Nedvedova, Daniela; Palese, Alvisa; Godeas, Gloria; Chan, Sally Wai-Chi; Song, Mi Sook; Lee, Jongwon; Cordeiro, Raul; Babiarczyk, Beata; Fras, Malgorzata

    2017-03-01

    There is a considerable amount of empirical evidence to indicate a positive association between an employee's subjective well-being and workplace performance and job satisfaction. Compared with nursing research, there is a relative lack of consistent scientific evidence concerning midwives' subjective well-being and its determinants related to domains of job satisfaction. The purpose of the study was to examine the association between the domains of job satisfaction and components of subjective well-being in hospital midwives. This cross-sectional descriptive study involved 1190 hospital midwives from 7 countries. Job satisfaction was measured by the McCloskey/Mueller Satisfaction Scale. Subjective well-being was conceptualized in the study by the 2 components (the affective and the cognitive component). The affective component of subjective well-being (ie, emotional well-being) was assessed by the Positive and the Negative Affect Scale. The cognitive component of subjective well-being (ie, life satisfaction) was measured by the Personal Well-Being Index. Pearson correlations and multiple regression analyses were used to determine associations between variables. Findings from correlation and regression analyses indicated an overall weak association between the domains of job satisfaction and components of subjective well-being. Satisfaction with extrinsic rewards, coworkers, and interaction opportunities accounted for only 13% of variance in the cognitive component (life satisfaction). The affective component (emotional well-being) was weakly associated with satisfaction with control and responsibility. The low amount of variance suggests that neither component of subjective well-being is influenced by the domains of job satisfaction. Further studies should focus on identifying other predictors of subjective well-being among midwives. A better understanding of how specific job facets are related to the subjective well-being of midwives might assist employers in the

  4. Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China.

    Science.gov (United States)

    Zhang, Mingji; Yan, Fei; Wang, Wei; Li, Guohong

    2017-02-22

    Person-organisation fit (P-O fit) is a predictor of work attitude. However, in the area of human resource for health, the literature of P-O fit is quite limited. It is unclear whether P-O fit directly or indirectly affects turnover intention. This study aims to examine the mediation effect of job satisfaction on the relationship between P-O fit and turnover intention based on data from China. This is a cross-sectional survey of community health workers (CHWs) in China in 2013. A questionnaire of P-O fit, job satisfaction and turnover intention was developed, and its validity and reliability were assessed. Multiple regression and structural equation modelling were used to examine the relationship among P-O fit, job satisfaction and turnover intention. Multistage sampling was applied. In total, 656 valid questionnaire responses were collected from CHWs in four provincial regions in China, namely Shanghai, Shaanxi, Shandong and Anhui. P-O fit was directly related to job satisfaction (standardised β 0.246) and inversely related to turnover intention (standardised β -0.186). In the mediation model, the total effect of P-O fit on turnover intention was -0.186 (pturnover intention was -0.094 (pturnover intention was -0.092 (pturnover intention was partially mediated through job satisfaction. It is suggested that more work attitude variables and different dimensions of P-O fit be taken into account to examine the complete mechanism of person-organisation interaction. Indirect measures of P-O fit should be encouraged in practice to enhance work attitudes of health workers. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  5. [Employment opportunities and job satisfaction in the field of Public Health: a survey among recent graduates of the Hygiene and Preventive Medicine residency in Italy].

    Science.gov (United States)

    Soncini, Francesco; Odone, Anna; Lalic, Tijana; Miduri, Alessia; Paroni, Samuel; Vezzosi, Luigi; Privitera, Gaetano; Signorelli, Carlo

    2017-01-01

    We conducted an on-line survey among 255 specialists in Hygiene and Preventive Medicine in Italy who completed their training between October 2014 and July 2016, to assess their training experience, employment opportunities and current job satisfaction. Response rate was 49%. Mean age was 35 years. A high employment rate within two years from obtaining specialist qualification was reported by the 125 specialists who completed the questionnaire (76% are currently employed). The three main work settings of the participating specialists are hospital health directions (37%), universities (19%) and local Prevention Departments (16%). Two thirds (66%) have temporary positions and only 6% permanent positions. Job, pay, and training satisfaction are often below expectations with geographical differences that would need to be further investigated.

  6. A survey on the relationship between organizational citizenship behavior and job performance of the staff at doctor Kermanshahi hospital

    Directory of Open Access Journals (Sweden)

    Ashkan Chavoshi

    2014-02-01

    Full Text Available Background: Understanding the factors affecting the performance of the staff in organizations will lead to increased their efficiency. The purpose of this study was to investigate the impact of organizational citizenship behavior (OCB on job performance in Dr. Kermanshahi hospital in Kermanshah. OCB is a voluntary behavior that goes beyond formal job descriptions of the staff and improves organizational performance . Methods: This descriptive-analytical study, which was based on structural equation modeling, was conducted in 2012.The study population included 311 staff at doctor Muhammad Kermanshahi hospital that were selected by simple random sampling. To evaluate the concepts of organizational citizenship behavior, job performance and personality attributes, Podsakoff, Patterson and NEO questionnaires were used, respectively. Data were analyzed by SPSS and AMOS software (version 21. Results: The results of the study revealed that 57% of respondents were women, 37.8% were in the age group 25 to 35 years, 40.7% had bachelor's degree and 30.2% had less than 5 years of experience. Also, personality characteristics of the staff affected their job performance. There was a significant relationship between organizational citizenship behaviour and job performance. Conclusions: This study confirmed the effects of OCB on promoting the performance of the staff. So, we can reinforce OCB in the hospital by taking advantage of the benefits of meta-functional behaviors in organization and consequently promoting the performance of the staff to.

  7. Job Satisfaction: An International Overview

    Science.gov (United States)

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  8. Job sharing. Part 1.

    Science.gov (United States)

    Anderson, K; Forbes, R

    1989-01-01

    This article is the first of a three part series discussing the impact of nurses job sharing at University Hospital, London, Ontario. This first article explores the advantages and disadvantages of job sharing for staff nurses and their supervising nurse manager, as discussed in the literature. The results of a survey conducted on a unit with a large number of job sharing positions, concur with literature findings. The second article will present the evaluation of a pilot project in which two nurses job share a first line managerial position in the Operating Room. The third article will relate the effects of job sharing on women's perceived general well being. Job sharing in all areas, is regarded as a positive experience by both nurse and administrators.

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

    Science.gov (United States)

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

    2016-01-01

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

  10. 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...

  11. Environmental Baseline Survey Report for the Title Transfer of Land Parcel ED-4 at the East Tennessee Technology Park, Oak Ridge, Tennessee

    Energy Technology Data Exchange (ETDEWEB)

    SAIC

    2008-05-01

    This environmental baseline survey (EBS) report documents the baseline environmental conditions of a land parcel referred to as 'ED-4' (ED-4) at the U. S. Department of Energy's (DOE's) East Tennessee Technology Park (ETTP). DOE is proposing to transfer the title of this land to the Heritage Center, LLC. Parcel ED-4 is a land parcel that consists of two noncontiguous areas comprising a total of approximately 18 acres located east of the ETTP. The western tract of ED-4 encompasses approximately 8.5 acres in the northeastern quadrant of the intersection of Boulevard Road and Highway 58. The eastern tract encompasses an area of approximately 9.5 acres in the northwestern quadrant of the intersection of Blair Road and Highway 58 (the Oak Ridge Turnpike). Aerial photographs and site maps from throughout the history of the ETTP, going back to its initial development in the 1940s as the Oak Ridge Gaseous Diffusion Plant (ORGDP), indicate that this area has been undeveloped woodland with the exception of three support facilities for workers constructing the ORGDP since federal acquisition in 1943. These three support facilities, which were located in the western tract of ED-4, included a recreation hall, the Town Hall Camp Operations Building, and the Property Warehouse. A railroad spur also formerly occupied a portion of Parcel ED-4. These former facilities only occupied approximately 5 percent of the total area of Parcel ED-4. This report provides supporting information for the transfer of this government-owned property at ETTP to a non-federal entity. This EBS is based upon the requirements of Sect. 120(h) of the Comprehensive Environmental Response, Compensation, and Liability Act of 1980 (CERCLA). In order to support a Clean Parcel Determination (CPD) in accordance with CERCLA Sect. 120(h)(4)(d), groundwater and sediment samples were collected within, and adjacent to, the Parcel ED-4 study area. The potential for DOE to make a CPD for ED-4 is

  12. UH-1 Helicopter Mechanic (MOS 67N20) Job Description Survey: Background, Training, and General Maintenance Activities.

    Science.gov (United States)

    Schulz, Russel E.; And Others

    The report, the first of two documents examining the relationship among job requirements, training, and manpower considerations for Army aviation maintenance Personnel, discusses the development of task data gathering techniques and procedures for incorporating this data into training programs for the UH-1 helicopter mechanic sPecialty (MOS…

  13. A Survey of Elementary and Secondary Music Educators' Professional Background, Teaching Responsibilities and Job Satisfaction in the United States

    Science.gov (United States)

    Matthews, Wendy K.; Koner, Karen

    2017-01-01

    The focus of this exploratory study was to examine the current trends of K-12 music educators in the United States regarding their (a) professional background, (b) classroom teaching responsibilities, and (c) job satisfaction. Participants included seven thousand four hundred and sixty-three (N = 7,463) currently employed music teachers who were…

  14. Measuring job satisfaction among healthcare staff in the United States: a confirmatory factor analysis of the Satisfaction of Employees in Health Care (SEHC) survey.

    Science.gov (United States)

    Chang, Eva; Cohen, Julia; Koethe, Benjamin; Smith, Kevin; Bir, Anupa

    2017-04-01

    To validate the Satisfaction of Employees in Health Care (SEHC) survey with multidisciplinary, healthcare staff in the United States (U.S.). A cross-sectional psychometric study using confirmatory factor analysis. The original three-factor model was tested and modified using half-samples. Models were assessed using goodness-of-fit measures. Scale reliability and validity were tested with Cronbach's α coefficient and correlation of total SEHC score with two global satisfaction items, respectively. We administered a web-based survey from January to May 2015 to healthcare staff participating in initiatives aimed at delivering better care and reducing costs. The overall response rate was 38% (N = 1089), and respondents were from 86 healthcare projects. A total of 928 respondents completed the SEHC survey in full and were used in this study. Model fit of 18 SEHC items and total SEHC score. The mean SEHC score was 77.6 (SD: 19.0). A one-factor model of job satisfaction had high loadings on all items, and demonstrated adequate model fit (second half-sample RMSEA: 0.069). The scale demonstrated high reliability (Cronbach's alpha = 0.942) and validity (r = 0.77 and 0.76, both P job satisfaction construct. The scale has adequate reliability and validity to recommend its use to assess satisfaction among multidisciplinary, U.S. healthcare staff. Our findings suggest that this survey is a good candidate for reduction to a short-form, and future research should validate this survey in other healthcare populations. © The Author 2017. Published by Oxford University Press in association with the International Society for Quality in Health Care. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

  15. Health system reforms, violence against doctors and job satisfaction in the medical profession: a cross-sectional survey in Zhejiang Province, Eastern China

    Science.gov (United States)

    Wu, Dan; Wang, Yun; Lam, Kwok Fai; Hesketh, Therese

    2014-01-01

    Objective To explore the factors influencing doctors’ job satisfaction and morale in China, in the context of the ongoing health system reforms and the deteriorating doctor–patient relationship. Design Cross-sectional survey using self-completion questionnaires. Study setting The survey was conducted from March to May 2012 among doctors at the provincial, county and primary care levels in Zhejiang Province, China. Results The questionnaire was completed by 202 doctors. Factors which contributed most to low job satisfaction were low income and long working hours. Provincial level doctors were most dissatisfied while primary care doctors were the least dissatisfied. Three per cent of doctors at high-level hospitals and 27% of those in primary care were satisfied with the salary. Only 7% at high-level hospitals were satisfied with the work hours, compared to 43% in primary care. Less than 10% at high levels were satisfied with the amount of paid vacation time (3%) and paid sick leave (5%), compared with 38% and 41%, respectively, in primary care. Overall, 87% reported that patients were more likely to sue and that patient violence against doctors was increasing. Only 4.5% wanted their children to be doctors. Of those 125 who provided a reason, 34% said poor pay, 17% said it was a high-risk profession, and 9% expressed concerns about personal insecurity or patient violence. Conclusions Doctors have low job satisfaction overall. Recruitment and retention of doctors have become major challenges for the Chinese health system. Measures must be taken to address this, in order to ensure recruitment and retention of doctors in the future. These measures must first include reduction of doctors’ workload, especially at provincial hospitals, partly through incentivisation of appropriate utilisation of primary care, increase in doctors’ salary and more effective measures to tackle patient violence against doctors. PMID:25552614

  16. Health system reforms, violence against doctors and job satisfaction in the medical profession: a cross-sectional survey in Zhejiang Province, Eastern China.

    Science.gov (United States)

    Wu, Dan; Wang, Yun; Lam, Kwok Fai; Hesketh, Therese

    2014-12-31

    To explore the factors influencing doctors' job satisfaction and morale in China, in the context of the ongoing health system reforms and the deteriorating doctor-patient relationship. Cross-sectional survey using self-completion questionnaires. The survey was conducted from March to May 2012 among doctors at the provincial, county and primary care levels in Zhejiang Province, China. The questionnaire was completed by 202 doctors. Factors which contributed most to low job satisfaction were low income and long working hours. Provincial level doctors were most dissatisfied while primary care doctors were the least dissatisfied. Three per cent of doctors at high-level hospitals and 27% of those in primary care were satisfied with the salary. Only 7% at high-level hospitals were satisfied with the work hours, compared to 43% in primary care. Less than 10% at high levels were satisfied with the amount of paid vacation time (3%) and paid sick leave (5%), compared with 38% and 41%, respectively, in primary care. Overall, 87% reported that patients were more likely to sue and that patient violence against doctors was increasing. Only 4.5% wanted their children to be doctors. Of those 125 who provided a reason, 34% said poor pay, 17% said it was a high-risk profession, and 9% expressed concerns about personal insecurity or patient violence. Doctors have low job satisfaction overall. Recruitment and retention of doctors have become major challenges for the Chinese health system. Measures must be taken to address this, in order to ensure recruitment and retention of doctors in the future. These measures must first include reduction of doctors' workload, especially at provincial hospitals, partly through incentivisation of appropriate utilisation of primary care, increase in doctors' salary and more effective measures to tackle patient violence against doctors. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence

  17. 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...

  18. 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...

  19. Evaluating sources of job satisfaction: A survey of U.S. Fish and Wildlife refuge managers and biologists

    Science.gov (United States)

    Ponds, Phadrea D.; Brinson, Ayeisha A.; Benson, Delwin

    2003-01-01

    The following summary consists of revised excerpts from the thesis study that was conducted in 2000-2002 by Ayeisha Brinson, Colorado State University (Brinson, 2002). The purpose of this report is to provide the U.S. Fish and Wildlife Service (USFWS) with additional finding related to sources of job satisfaction. Because this is a report of additional findings from a length study, the information in this report is condensed and represented without references from the original research. The literature review, methodology, and discussion from the original thesis are not presented in this report. Any questions concerning the thesis should be directed to Ayeisha Brinson, who may be reached by e-mail. The purpose of the report is to examine differences and similarities between National Wildlife Refuge managers and biologists on a selection of independent variable related to job satisfaction occupation status (being either a manager or a biologist): are managers more satisfied with their jobs than biologist? If so, what are the components of that satisfaction? What are the sources of dissatisfaction? a?|

  20. Circular job-related spatial mobility in Germany:Comparative analyses of two representative surveys on the forms, prevalence and relevance in the context of partnership and family development

    Directory of Open Access Journals (Sweden)

    Heiko Rüger

    2012-01-01

    In this regard, the present article aims at achieving three essential objectives. First, we will introduce a common indicator for circular job mobility patterns found in the two surveys. On the basis of this common indicator, we will comparatively analyse the prevalence of different mobility forms and their composition according to key socio-demographic characteristics. In addition, we will use multivariate analyses to illustrate the relevance of job mobility for partnership and family development. Results suggest mobility patterns to be an important individual context factor when explaining processes relevant to partnerships and family. In particular, women who exhibit some degree of job mobility are less often married and rarely have children.

  1. 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...

  2. 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.

  3. Browse Title Index

    African Journals Online (AJOL)

    2004): Special Issue 2004, Differential production of immune parameters by mouse strains ... agglutination and complement fixation tests in the field diagnosis ... List All Titles · Free To Read Titles This Journal is Open Access.

  4. PSIP: Where the Jobs Are.

    Science.gov (United States)

    Brown, Stephen

    1979-01-01

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

  5. What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labor Turnover in China

    OpenAIRE

    Nie, Peng; Sousa-Poza, Alfonso

    2017-01-01

    This study uses data from the 2012 China Labor Force Dynamics Survey and 2010–2012 China Family Panel Studies to investigate job satisfaction and job expectations, as well as the association between job satisfaction and job turnover by gender among employees aged 16–65. We find not only that job satisfaction levels are relatively low, with only 46% of workers explicitly satisfied, but also that worker expectations differ significantly from what their jobs actually provide. In particular, many...

  6. Title IX Resource Guide

    Science.gov (United States)

    Office for Civil Rights, US Department of Education, 2015

    2015-01-01

    Title IX of the Education Amendments of 1972 (Title IX) prohibits discrimination based on sex in education programs and activities in federally funded schools at all levels. If any part of a school district or college receives any Federal funds for any purpose, all of the operations of the district or college are covered by Title IX. The essence…

  7. The association of relational and organizational job stress factors with sleep disorder: analysis of the 3rd Korean working conditions survey (2011).

    Science.gov (United States)

    Kim, Gyuree; Min, Bokki; Jung, Jaeyoup; Paek, Domyung; Cho, Sung-Il

    2016-01-01

    Sleep disorder is a disease that causes reduction in quality of life and work efficiency of workers. This study was performed to investigate the relationship between job-related stress factor and sleep disorder among wageworkers in Korea. This study was based on analysis of the 3rd Korean working conditions survey. We analyzed 35,902 workers whose employment status is wageworker. We classified the job-related stress factor into 12 sections. Logistic regression was performed to estimate the relationship between job-related stress factor and sleep disorder and Odds ratio and 95 % CI were calculated using the SPSS version 23.0 program. Many categories of Job-related stress factor were correlated with sleep disorder (8 of 12 for women, 10 of 12 for men). The results of the regression analysis, corrected for general and occupational characteristics, indicated that sleep disorder was significantly correlated with the following categories of job-related stress: discrimination experience (OR 3.37, 95 % CI = 2.49 ~ 4.56 in women, OR 1.96, 95 % CI = 1.53 ~ 2.51 in men), direct customer confrontation (OR 2.72, 95 % CI = 1.91 ~ 3.86 in women, OR 1.99, 95 % CI = 1.45 ~ 2.72 in men), emotional stress (OR 2.01, 95 % CI = 1.30 ~ 3.09 in men), work dissatisfaction (detailed) (OR 1.99, 95 % CI = 1.36 ~ 2.93 in men), work dissatisfaction (overall) (OR 2.30, 95 % CI = 1.66 ~ 3.20 in women, OR 2.40, 95 % CI = 1.88 ~ 3.08 in men), expression of opinion difficulty (OR 0.66, 95 % CI = 0.48 ~ 0.92 in women, OR 0.57, 95 % CI = 0.45 ~ 0.73 in men). A number of studies have reported that stress affects sleep disorder. In this study, many factors suspected to increase the risk of sleep disorder were added to previously known job stress factors. In particular, this study found a strong correlation between work-associated sleep disorder and relational and organizational job stress factors. Sleep disorder

  8. 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...

  9. [Stress and job satisfaction in the discipline of inpatient anesthesiology : results of a web-based survey].

    Science.gov (United States)

    Bauer, J; Groneberg, D A

    2014-01-01

    How do physicians in the specialty of anesthesiology perceive the working conditions regarding stress and job satisfaction? The health system in Germany has been confronted with a rapidly changing framework over the last 20 years: For example, an increased influence of economic patterns on the workflow and the medical decision of physicians has been established forcing them to always take the economic aspects into account. Moreover, a new generation (generation Y) of physicians with other requirements of the work place, meaning mainly a demand for a better work-life balance, has gained a foothold in hospitals. These changes make it very important to investigate the status quo of current working conditions. Working conditions in hospitals in the specialty of anesthesiology is the main issue investigated in this study. For this study 1,321 completed online-questionnaires from physicians in hospitals with the specialty of anesthesiology were analyzed. The questionnaire was based on the stress theory, the effort-reward-imbalance model (ERI) and the job-demand-control model (JDC).The items used in the questionnaire were taken from the ERI questionnaire and the short questionnaire on work analysis (KFZA). By calculating a certain ratio of several items (according to the stress theory), the prevalence of distress could be measured. In addition the overall job satisfaction in the field of anesthesiology was measured and analyzed. In this study 47.0 % (95 %-CI: 44.3-49.7 %) of all respondents showed signs of distress. Simultaneously, 61.8 % (95 %-CI: 59.2-64.5 %) were very satisfied with the job situation. Regarding gender, female physicians perceived a lower control of the work situation whereas male physicians perceived a much higher decision level. This led to a higher prevalence of distress in the group of female physicians regarding the JDC model (odds ratio, OR: 1.54, 95 %-CI: 1.19-2.01). Regarding age, the prevalence of distress increased from 36.5

  10. 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...

  11. 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.

  12. THE EFFECT OF SOCIAL CAPITAL LEVEL OF ACCOMMODATION SERVICES EMPLOYEES ON JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    Lokman TOPRAK

    2015-07-01

    Full Text Available The aim of this research is to reveal the social capital level of employees in accommodation services, to measure job satisfaction by a Job Satisfaction Survey and to find out the relationship between social capital and job satisfaction. The sample of the research is 210 workers who work in 2, 3, 4 and 5 star hotels in Mardin and Batman and who are chosen with random sampling. For this aim in this research a scale prepared for researchers with 55 articles named “social capital levels in hotel managements” and again a scale to measure the job satisfaction of employees in accommodation services with 36 questions are used. The scale with 55 articles mentioned above is composed of five sections with titles of; organizational commitment, communication-social interaction, collaboration-social networks and participation, confidence, tolerance towards differences and sharing the norms. At the end of the research it has been found out that there is a positive relation between job satisfaction and social capital except for the aspects of tolerance towards differences and sharing the norms. It has been confirmed that tolerance towards differences and sharing the norms has a slightly negative relationship with job satisfaction. Those results show that to increase the job satisfaction of employees and accordingly to increase their efficiency and to ensure the continuance of the business they should take measures to increase social capital of employees.

  13. The impact of economic rationalization, prioritization and rationing on job satisfaction, motivation and team cohesion in hospitals: a survey among retired physician executives in Germany.

    Science.gov (United States)

    Schnoor, Joerg; Braehler, Elmar; Ghanem, Mohamed; Heyde, Christoph E

    2017-01-01

    The growing economization of the health care system and implication of market principles in the medical field have risen new and serious questions on the meaning of the medical profession, the doctor-patient relationship and the orientation of medicine itself. The impact of the dynamic clinical structures on the doctor-doctor and the doctor-patient interaction appear even unpredictable. Therefore, the impact of market-based methods, i.e. rationalization, prioritization and rationing, on job satisfaction, motivation and team cohesion should be quantified. The experiences of former and now retired physician executives in numerous hospitals in Saxony were determined. For this purpose, an anonymously written survey using a standardized questionnaire was conducted in the first quarter of 2016. Rationalization measures were confirmed by 88% of respondents. In more than a third of cases, former executives also experienced prioritization and rationing. The impact of these management techniques on job satisfaction, motivation and team cohesion was carried out in a differentiated manner. There was a tendency to regard rationalization and prioritization measures indifferently to rather disadvantageous, while rationing was predominantly rated negatively. In addition to rationalization, prioritization and rationing measures have now been part of working strategy at the hospitals. On one hand, the conceptual distinction between the terms still seems imprecise; on the other hand, a creeping and imperceptible medico-ethical transgression of the prioritization to rationing seems to have already taken place.

  14. Motivation for career choice and job satisfaction of GP trainees and newly qualified GPs across Europe: a seven countries cross-sectional survey.

    Science.gov (United States)

    Roos, Marco; Watson, Jessica; Wensing, Michel; Peters-Klimm, Frank

    2014-07-01

    Recruitment to general practice is a major concern in many countries. Cross-national exploration of motivation for career choice and career satisfaction could help inform workforce planning. Our aim was to explore motivation for career choice and job satisfaction of GP trainees and newly qualified GPs (NQGP) across seven European countries. We surveyed GP trainees and recently qualified GPs in the Czech Republic, Denmark, Germany, Italy, Norway, Portugal and the United Kingdom using a web-based questionnaire. The number of individuals who responded was 3722 (2533 GP trainees; 1189 NQGP). The most frequently cited reasons for choosing GP were 'compatibility with family life' (59.5%), 'challenging medically broad discipline' (58.9%), 'individual approach to people' (40.1%), 'holistic approach' (37.8%) and 'autonomy and independence' (30.4%). Despite differences in workload, work-life balance and earnings, overall job satisfaction was high, with over 80% saying that they would choose to be a doctor again; of these 78.4% would choose to be a GP again. In our sample reasons for choosing general practice as a career were strongly positive, with compatibility with family life the most frequently cited reason overall. This has implications for workforce planning. Further qualitative studies are needed to explore issues raised in more detail.

  15. Intensive Care Research Coordinators in Australia and New Zealand: a cross-sectional survey of demographics, responsibilities, job satisfaction and importance.

    Science.gov (United States)

    Roberts, Brigit; Eastwood, Glenn M; Raunow, Heike; Howe, Belinda; Rickard, Claire M

    2011-11-01

    The achievement of successful clinical research projects depends on multiple team members including Research Coordinators (RCs), who are the link between the researcher and the trial participants. The RCs main responsibility is to ensure that all research is conducted according to the appropriate protocols, regulations and guidelines. Description of demographics, the role and associated responsibilities and assessment of items of importance to, and satisfaction with, various job related items. An observational web-based cross-sectional study of RCs working in Intensive Care Units (ICU) across Australia and New Zealand. Fifty-six participants completed the survey. Forty percent had more than 6 years experience in ICU research and one-third held a Masters Degree. Most respondents performed research related tasks including ethics submission, patient screening, education and data collection. Autonomy and work hours were the most satisfying job characteristics reported and aspects relating to autonomy were most important for the RCs. Inadequate remuneration was of great concern to the participants. Research Coordinators in Australia and New Zealand have many and varied roles with a significant workload. Unfortunately, the RCs do not feel their employers are adequately remunerating the demand on their time and efforts. The results indicate that RCs enjoy high levels of satisfaction with general conditions and facets of their work and its environment and they remain passionate about their role in the ICU setting. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

  16. Are peer specialists happy on the job?

    Science.gov (United States)

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2018-03-01

    This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  17. [Job satisfaction among Norwegian doctors].

    Science.gov (United States)

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  18. Benchmark job – Watch out!

    CERN Multimedia

    Staff Association

    2017-01-01

    On 12 December 2016, in Echo No. 259, we already discussed at length the MERIT and benchmark jobs. Still, we find that a couple of issues warrant further discussion. Benchmark job – administrative decision on 1 July 2017 On 12 January 2017, the HR Department informed all staff members of a change to the effective date of the administrative decision regarding benchmark jobs. The benchmark job title of each staff member will be confirmed on 1 July 2017, instead of 1 May 2017 as originally announced in HR’s letter on 18 August 2016. Postponing the administrative decision by two months will leave a little more time to address the issues related to incorrect placement in a benchmark job. Benchmark job – discuss with your supervisor, at the latest during the MERIT interview In order to rectify an incorrect placement in a benchmark job, it is essential that the supervisor and the supervisee go over the assigned benchmark job together. In most cases, this placement has been done autom...

  19. Job Stress, Job Dissatisfaction and Stress Related Illnesses Among ...

    African Journals Online (AJOL)

    The aim of this study was to explore the relationship between self-reported job stress and job dissatisfaction and the prevalence of stress related illnesses and risk factors amongst educators. A cross-sectional survey was conducted in a representative sample of 21,307 educators from public schools in South Africa.

  20. Canadian family physician job satisfaction - is it changing in an evolving practice environment? An analysis of the 2013 National Physician Survey database.

    Science.gov (United States)

    Malhotra, Jana; Wong, Eric; Thind, Amardeep

    2018-06-23

    To explore the determinants of job satisfaction and work-life balance satisfaction of family physicians in Canada. This is a secondary analysis of the Canadian 2013 National Physician's Survey using descriptive statistics and binomial logistic regression. An estimated 34,753 family physicians practicing in Canada at the time of survey administration in 2013 were eligible for the survey. The main outcome measures were respondent satisfaction with professional life and satisfaction with work-life balance. The survey had a response rate of 17%. Seventy-two percent of respondents were satisfied with their professional lives, and 49% were satisfied with their work-life balance. Male family physicians had lower odds of satisfaction with their work-life balance than their female counterparts (OR = 0.86, 95% CI 0.82-0.92). Family physicians using an electronic medical record had higher odds of dissatisfaction with their professional lives (OR = 1.13, 95% CI 1.05-1.22) and work-life balance (OR = 1.22, 95% CI 1.15-1.30) than those not using an EMR. Family physicians not in a focused practice had greater odds of dissatisfaction (OR = 1.61, 95% CI 1.50-1.72) with both their professional lives and work-life balance (OR = 1.29, 95% CI 1.22-1.37) compared to their colleagues who have one or more areas of clinical focus. Canadian family physicians are more satisfied with their professional lives than with their work-life balance. Novel findings that family physicians with one or more clinical areas of focus are more satisfied with their work and work-life balance satisfaction, and that family physicians using electronic health records are less satisfied with their work and their work-life balance merit further inquiry.

  1. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Science.gov (United States)

    2010-04-01

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

  2. 78 FR 67198 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2013-11-08

    ... for OMB Review; Comment Request; Job Corps Application Data ACTION: Notice. SUMMARY: The Department of... collection request (ICR) titled, ``Job Corps Application Data,'' to the Office of Management and Budget (OMB... Job Corps application data collected on three forms (ETA-652, Job Corps Data Sheet; ETA-655, Statement...

  3. 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.

  4. Young Children and Job Satisfaction.

    Science.gov (United States)

    Hanson, Sandra L.; Sloane, Douglas M.

    1992-01-01

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

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

    OpenAIRE

    Susanti Saragih

    2011-01-01

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

  6. Influence Of Competence Cultural Organization And Job Satisfaction Of Career Development And Implications On The Performance Of EmployeesSurvey On State-Owned Enterprises Soes In The Region Of Cirebon

    Directory of Open Access Journals (Sweden)

    Zuki Kurniawan

    2017-12-01

    Full Text Available The purpose of this study is describing and analyzing the influence of competence organizational culture and career development for job satisfaction and its implications on the performance of employees. The purpose of this study is determining the effect of competence organizational culture and career development for satisfaction and its implications for employee performance improvement of SOEs in the region of Cirebon either partially or simultaneously. The method used is descriptive verification with the type of survey sampling using simple random sampling technique. The object of the study is conducting on employees of State Owned Enterprises SOEs Cirebon region with the sample of 240 respondents from the population of 605. The data analysis is descriptive analysis and verification using the Structural Equation Model SEM with the program Linear Structural Relationship LISREL 8.80. The results showed that partial and simultaneous job satisfaction career development competency and organizational culture affect the performance. Competencies organizational culture career development and job satisfaction simultaneously positive and significant effect on employee performance. However the partial organizational culture is not significant to affect the performance of employee. The greatest good for job satisfaction on employee performance and career development is variable. Managerial implications based on the analysis of research need to improve performance through job satisfaction in any aspect expectations are met while the priority in improving job satisfaction and employee performance should give priority to the aspects of career development assessment further premises employee competence skills and later human aspects of organizational culture with aspect results orientation.

  7. The relationship between nurse practice environment, nurse work characteristics, burnout and job outcome and quality of nursing care: a cross-sectional survey.

    Science.gov (United States)

    Van Bogaert, Peter; Kowalski, Christoph; Weeks, Susan Mace; Van Heusden, Danny; Clarke, Sean P

    2013-12-01

    To explore the mechanisms through which nurse practice environment dimensions are associated with job outcomes and nurse-assessed quality of care. Mediating variables tested included nurse work characteristics of workload, social capital, decision latitude, as well as burnout dimensions of emotional exhaustion, depersonalization, and personal accomplishment. Acute care hospitals face daily challenges to their efforts to achieve nurse workforce stability, safety, and quality of care. A body of knowledge shows a favourably rated nurse practice environment as an important condition for better nurse and patient outcome variables; however, further research initiatives are imperative for a clear understanding to support and guide the practice community. Cross-sectional survey. Grounded on previous empirical findings, a structural equation model designed with valid measurement instruments was tested. The study population was registered acute care nurses (N=1201) in two independent hospitals and one hospital group with six hospitals in Belgium. Nurse practice environment dimensions predicted job outcome variables and nurse ratings of quality of care. Analyses were consistent with features of nurses' work characteristics including perceived workload, decision latitude, and social capital, as well as three dimension of burnout playing mediating roles between nurse practice environment and outcomes. A revised model adjusted using various fit measures explained 52% and 47% of job outcomes and nurse-assessed quality of care, respectively. The study refines understanding of the relationship between aspects of nursing practice in order to achieve favourable nursing outcomes and offers important concepts for managers to track in their daily work. The findings of this study indicate that it is important for clinicians and leaders to consider how nurses are involved in decision-making about care processes and tracking outcomes of care and whether they are able to work with

  8. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 229 ... Browse Title Index ... Issue, Title. Vol 14, No 2 ... Vol 15, No 1 (2017), Qualitative and quantitative methods of suicide research in old age, Abstract PDF ... Vol 11, No 2 (2013), Simple Algorithm in the Management of Fetal ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 488 ... African Journal of Paediatric Surgery. ... Ileocecal valve atresia: Introduction of a new surgical approach ... Vol 4, No 1 (2007), Isolated Bilateral Macrostomia: Case Series and ... Vol 9, No 2 (2012), Laparoscopic inguinal hernia repair in ... List All Titles · Free To Read Titles This Journal is Open Access.

  10. Browse Title Index

    African Journals Online (AJOL)

    Items 601 - 650 of 788 ... Browse Title Index ... Issue, Title ... Vol 14, No 1 (2006), Social science research: a critique of quantitative and qualitative methods ... Vol 18, No 1 (2010), Stress among part-time business students: a study in a Ghanaian ...

  11. Title to mining properties

    International Nuclear Information System (INIS)

    Crouch, K.M.

    1976-01-01

    The requirements of the law which must be met in order to create title to an unpatented mining claim and the procedures which should be followed when an attempt is made to determine the title to the claim is acceptable are reviewed

  12. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

    Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

  13. Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

    OpenAIRE

    Liu Guangyou

    2017-01-01

    This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...

  14. The Effect of Job Satisfaction on Job Search: Not just whether, but also where

    OpenAIRE

    Josse Delfgaauw

    2005-01-01

    textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when their job search is instigated by dissatisfaction with an organisation-specific job domain, like management. Conversely, more job-specific problems, like a lack of autonomy, lead workers to opt for an...

  15. 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...

  16. Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support

    NARCIS (Netherlands)

    Van Yperen, N.W.; Hagedoorn, M.

    2003-01-01

    Examined whether job control and job social support reduce signs of fatigue and enhance intrinsic motivation among employees facing high job demands. 555 nurses (mean age 35.5 yrs) working at specialized units for patients with different levels of mental deficiency completed surveys regarding: (1)

  17. 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.

  18. 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.

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

    Science.gov (United States)

    Hsieh, Hui-Hsien; Huang, Jie-Tsuen

    2017-04-03

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

  20. Study of the validity of a job-exposure matrix for the job strain model factors: an update and a study of changes over time.

    Science.gov (United States)

    Niedhammer, Isabelle; Milner, Allison; LaMontagne, Anthony D; Chastang, Jean-François

    2018-03-08

    The objectives of the study were to construct a job-exposure matrix (JEM) for psychosocial work factors of the job strain model, to evaluate its validity, and to compare the results over time. The study was based on national representative data of the French working population with samples of 46,962 employees (2010 SUMER survey) and 24,486 employees (2003 SUMER survey). Psychosocial work factors included the job strain model factors (Job Content Questionnaire): psychological demands, decision latitude, social support, job strain and iso-strain. Job title was defined by three variables: occupation and economic activity coded using standard classifications, and company size. A JEM was constructed using a segmentation method (Classification and Regression Tree-CART) and cross-validation. The best quality JEM was found using occupation and company size for social support. For decision latitude and psychological demands, there was not much difference using occupation and company size with or without economic activity. The validity of the JEM estimates was higher for decision latitude, job strain and iso-strain, and lower for social support and psychological demands. Differential changes over time were observed for psychosocial work factors according to occupation, economic activity and company size. This study demonstrated that company size in addition to occupation may improve the validity of JEMs for psychosocial work factors. These matrices may be time-dependent and may need to be updated over time. More research is needed to assess the validity of JEMs given that these matrices may be able to provide exposure assessments to study a range of health outcomes.

  1. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    Science.gov (United States)

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  2. Job Sharing: Is It in Your Future?

    Science.gov (United States)

    Russell, Thyra K.

    This paper reports the results of a survey of 1,277 libraries in Illinois which investigated the status of job sharing in armed forces, college and university, community college, government, law, medical, public, religious, and special libraries and library systems. Job sharing is described as the division of one full-time job between two or more…

  3. INF Code related matters. Joint IAEA/IMO literature survey on potential consequences of severe maritime accidents involving the transport of radioactive material. 2 volumes. Vol. I - Report and publication titles. Vol. II - Relevant abstracts

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-07-10

    This literature survey was undertaken jointly by the International Maritime Organization (IMO) and the International Atomic Energy Agency (IAEA) as a step in addressing the subject of environmental impact of accidents involving materials subject to the IMO's Code for the Safe Carriage of Irradiated Nuclear Fuel, Plutonium and High-Level Radioactive Wastes in Flasks on Board Ships, also known as the INF Code. The results of the survey are provided in two volumes: the first one containing the description of the search and search results with the list of generated publication titles, and the second volume containing the abstracts of those publications deemed relevant for the purposes of the literature survey. Literature published between 1980 and mid-1999 was reviewed by two independent consultants who generated publication titles by performing searches of appropriate databases, and selected the abstracts of relevant publications for inclusion in this survey. The IAEA operates INIS, the world's leading computerised bibliographical information system on the peaceful uses of nuclear energy. The acronym INIS stands for International Nuclear Information System. INIS Members are responsible for determining the relevant nuclear literature produced within their borders or organizational confines, and then preparing the associated input in accordance with INIS rules. INIS records are included in other major databases such as the Energy, Science and Technology database of the DIALOG service. Because it is the INIS Members, rather than the IAEA Secretariat, who are responsible for its contents, it was considered appropriate that INIS be the primary source of information for this literature review. Selected unpublished reports were also reviewed, e.g. Draft Proceedings of the Special Consultative Meeting of Entities involved in the maritime transport of materials covered by the INF Code (SCM 5), March 1996. Many of the formal papers at SCM 5 were included in the literature

  4. INF Code related matters. Joint IAEA/IMO literature survey on potential consequences of severe maritime accidents involving the transport of radioactive material. 2 volumes. Vol. I - Report and publication titles. Vol. II - Relevant abstracts

    International Nuclear Information System (INIS)

    2000-01-01

    This literature survey was undertaken jointly by the International Maritime Organization (IMO) and the International Atomic Energy Agency (IAEA) as a step in addressing the subject of environmental impact of accidents involving materials subject to the IMO's Code for the Safe Carriage of Irradiated Nuclear Fuel, Plutonium and High-Level Radioactive Wastes in Flasks on Board Ships, also known as the INF Code. The results of the survey are provided in two volumes: the first one containing the description of the search and search results with the list of generated publication titles, and the second volume containing the abstracts of those publications deemed relevant for the purposes of the literature survey. Literature published between 1980 and mid-1999 was reviewed by two independent consultants who generated publication titles by performing searches of appropriate databases, and selected the abstracts of relevant publications for inclusion in this survey. The IAEA operates INIS, the world's leading computerised bibliographical information system on the peaceful uses of nuclear energy. The acronym INIS stands for International Nuclear Information System. INIS Members are responsible for determining the relevant nuclear literature produced within their borders or organizational confines, and then preparing the associated input in accordance with INIS rules. INIS records are included in other major databases such as the Energy, Science and Technology database of the DIALOG service. Because it is the INIS Members, rather than the IAEA Secretariat, who are responsible for its contents, it was considered appropriate that INIS be the primary source of information for this literature review. Selected unpublished reports were also reviewed, e.g. Draft Proceedings of the Special Consultative Meeting of Entities involved in the maritime transport of materials covered by the INF Code (SCM 5), March 1996. Many of the formal papers at SCM 5 were included in the literature

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 54 ... Vol 10 (2008), An Assessment Of The Level Of Entrepreneurial ... Vol 9 (2007), An examination of the psycho-social factors maintaining a persistent non-job ... As Methods Of Reducing Test Anxiety Of Student Nurses In Ogbomoso North ... Stability And Job Performance Among Workers In Ibadan, Abstract.

  6. Rural nurse job satisfaction.

    Science.gov (United States)

    Molinari, D L; Monserud, M A

    2008-01-01

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

  7. The influence of work characteristics, emotional display rules and affectivity on burnout and job satisfaction: A survey among geriatric care workers.

    Science.gov (United States)

    Rouxel, Géraldine; Michinov, Estelle; Dodeler, Virginie

    2016-10-01

    Previous studies have demonstrated that geriatric care employees are exposed to a large number of factors that can affect their levels of job satisfaction and occupational stress. Although working with elderly people is emotionally demanding, little research has been done on the role played by perceptions of emotional display rules, alongside more traditional work characteristics and individual factors, in the prediction of geriatric care employees' wellbeing. The aim of the present study was to examine the role played by work characteristics (job demands, job control, emotional display rules) and individual (affectivity) factors to predict job satisfaction and burnout among French geriatric care nurses. Questionnaires were sent to 891 employees working in 32 geriatric care centers in France. A total of 371 valid questionnaires (response rate: 41.60%) were analyzed using structural equation modeling techniques. Results revealed two main processes of burnout and job satisfaction among women geriatric care workers, namely a salutogenic process and a pathogenic process. As expected, negative affectivity, low job status, perceived negative display rules and job demands are involved in the pathogenic process; while positive affectivity, perceived positive display rules and job control are implied in the salutogenic one. More specifically, as expected, negative affectivity is a positive predictor of burnout, both directly and indirectly through its impact on perceived negative display rules and job demands. Moreover, negative affectivity was negatively related to job satisfaction. Simultaneously, positive affectivity can predict job satisfaction, both directly and indirectly through its impact on perceived positive display rules and job control. Positive affectivity is also a negative predictor of burnout. Practical implications are discussed to support intervention programs that develop healthy workplaces, and also to inform nurses about how to manage emotional display

  8. Browse Title Index

    African Journals Online (AJOL)

    1986), University Engineering Education and Training in Nigeria: Development, ... Vol 29, No 1 (2010), Use of Energy Method to Simulate the ... of Optimal Rational Composition of Titles Producible from Nigerian Clays ...

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    African Journals Online (AJOL)

    Items 1 - 50 of 194 ... Journal Home > Advanced Search > Browse Title Index ... Vol 14, No 1 (2000), A functional categoriality of adjectives in ... Vol 1, No 1 (1987), Alienation and affirmation: The humanistic vision of Bessie Head, Abstract PDF.

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    African Journals Online (AJOL)

    Items 151 - 200 of 879 ... South African Journal of Higher Education. ... Browse Title Index ... in a USA school setting: Merging transition theory with a narrative approach, Abstract ... Citation analysis of theses and dissertations submitted at the ...

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    African Journals Online (AJOL)

    Items 601 - 650 of 879 ... South African Journal of Higher Education. ... Browse Title Index .... The challenge of thesis supervision in an art university, Abstract ... No 2 (2004), Robert Sternberg's mental self-government theory and its contribution to ...

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    African Journals Online (AJOL)

    Items 101 - 150 of 533 ... Southern African Linguistics and Applied Language Studies. ... Issue, Title ... Vol 34, No 1 (2016), Book Review: Qualitative-Quantitative Analyses of .... The complex consonants of simple CV-syllables in Zezuru, Abstract.

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    African Journals Online (AJOL)

    Items 51 - 100 of 346 ... Journal Home > Advanced Search > Browse Title Index ... and hygiene promotion services in Rungwe district, Tanzania, Abstract .... as seen in NIgerian teaching hospital: pattern and a simple classification, Abstract.

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    Items 151 - 200 of 437 ... Journal Home > Advanced Search > Browse Title Index ... prospects and realistic strategies to its implementation in Nigeria\\'s Institute of ... and Communication Technology (ICT) in information dissemination, Abstract.

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    Items 901 - 950 of 1355 ... Journal of Applied Sciences and Environmental Management. ... Journal Home > Advanced Search > Browse Title Index .... Vol 22, No 2 (2018), Performance evaluation of a locally fabricated sawdust fired oven for ...

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    Items 301 - 350 of 788 ... Journal Home > Advanced Search > Browse Title Index ... Vol 26, No 1 (2018), Gender differentials in the perception of .... Vol 25, No 1 (2017), Impact of total quality management on students' academic performance in ...

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    Items 101 - 150 of 465 ... Journal Home > Advanced Search > Browse Title Index ... and twinning data of an igbo kindred during the Nigerian Civil War, Abstract ... on laboratory estimations with special reference to clinical chemistry, Abstract.

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    Items 251 - 300 of 1260 ... Journal Home > Advanced Search > Browse Title Index ... Consumption of ammonia-nitrogen by aob in immobilized batch culture, Abstract PDF .... Vol 9, No 3S (2017): Special Issue, Design an automatic temperature ...

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    Items 101 - 150 of 294 ... Journal Home > Advanced Search > Browse Title Index. Log in or .... S Edwards, M Hlongwane, J Thwala, N Robinson ... Vol 16, No 1 (2017), Infancy of internet cafe: The substitute of ubuntu-padare pedagogy, Abstract.

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    Items 1 - 50 of 130 ... Journal Home > Advanced Search > Browse Title Index. Log in or ... using the technological pedagogical content knowledge(TPACK) framework, Abstract PDF ... Tamara N. Hrin, Dušica D. Milenković, Mirjana D. Segedinac.

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    Items 101 - 150 of 278 ... Journal Home > Advanced Search > Browse Title Index ... drie paradigmas beskou: 'n eenheid, of 'n veelheid van perspektiewe? ... Vol 45, No 1 (2011), Genre pedagogy in the mediation of socially-situated literacies ...

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    Items 551 - 600 of 879 ... Journal Home > Advanced Search > Browse Title Index ... A James, E Ralfe, L van Laren, N Ngcobo ... 1 (2011), Recognition of prior learning in promoting lifelong learning: A pedagogy of hope or a shattering of dreams?

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    Items 451 - 500 of 533 ... Journal Home > Advanced Search > Browse Title Index .... for past tense forms in Northern Sotho: verb stems with final 'm' and 'n', Abstract ... in an academic writing class: Implications for a dialogic pedagogy, Abstract.

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    Items 101 - 150 of 183 ... Journal Home > Advanced Search > Browse Title Index ... Vol 61 (2017), New interventions and sustainable solutions: .... Vol 35 (2011), Resurgence of tribal levies: Double taxation for the rural poor, Abstract PDF.

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    Items 1 - 50 of 736 ... Journal Home > Advanced Search > Browse Title Index ... Vol 5 (2008), A Contagious Malady: The Human Quest for Truth through Religion, Abstract ... A Study of Politeness Strategies Used by the National University of ...

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    Items 101 - 150 of 414 ... Journal Home > Advanced Search > Browse Title Index. Log in or ... of an algebraic function for the permutation of truth table columns, Abstract ... appraisal and productivity levels in selected Nigerian universities, Abstract.

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    Items 101 - 150 of 879 ... Journal Home > Advanced Search > Browse Title Index ... Vol 20, No 4 (2006), Assessing academic potential for university admission: ... Vol 16, No 2 (2002), Book Review: Rethinking truth by Higgs, P & Smith, J, Details.

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    Items 1 - 50 of 165 ... Journal Home > Advanced Search > Browse Title Index ... Vol 43 (2011), Assessment of the Learning Commons takeoff at the University of ... the archive of South Africa's Truth and Reconciliation Commission, Abstract.

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    Items 1 - 50 of 644 ... Journal Home > Advanced Search > Browse Title Index. Log in or ... Ethics review n international health research: quality assurance or bureaucratic nightmare? Details ... Audit of Management of Open Fractures, Details PDF.

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    Items 651 - 700 of 1199 ... Issue, Title ... Vol 5, No 1 (2011), Motivation, an Essential Ingredient for Optimal Performance in Emerging Markets, Abstract PDF ... Vol 3, No 5 (2009), Multinational transfer pricing and international taxation: what, why, ...

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    Items 51 - 100 of 153 ... Issue, Title. Vol 9, No 2 (2006):, Effects of efficient water utilisation on water resources development in Swaziland under climate change, Abstract .... Ethical, Indigenous and Socio-Economic Perspectives, Abstract.

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    Items 1 - 50 of 98 ... Journal Home > Advanced Search > Browse Title Index ... model for the continued professionalisation of student affairs in Africa, Abstract PDF ... Vol 2, No 2 (2014), Book Review: How College Affects Students, A Third decade ...

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    Items 1 - 50 of 76 ... Journal Home > Advanced Search > Browse Title Index ... Vol 4, No 1 (2011), Automation of AutoCAD for Detailing of Reinforced .... Vol 10, No 1 (2017), Housing data base for sustainable housing provision, Abstract PDF.

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    Items 1 - 50 of 147 ... Journal Home > Advanced Search > Browse Title Index .... Library (TEEAL) Database among faculty members in Federal University, ... Vol 5, No 2 (2014), Effects of corporate culture on the implementation of automation in ...

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    Items 1 - 41 of 41 ... Issue, Title ... Vol 1, No 3 (2004): Special Edition, Assessment of the quality and reserves of Bat ... Vol 1, No 1 (1997), Bovine dermatophilosis in Zambia: epidemiology, socio-economic impacts and future perspectives, Abstract.

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    Items 701 - 750 of 808 ... Issue, Title ... Vol 58, No 2 (2010), Short Communicaton: The socio-economic impact of helminth infections and the ... Vol 62 (2014): Special Edition, Special edition summarizing the scientific discourse which took place ...

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    Items 351 - 391 of 391 ... Issue, Title ... Vol 2, No 3 (1999): Special Edition, The efficacy of low volume application of roundup ... Vol 1, No 1 (1998), The relationships among National Socio-Economic Indicators and Child Health Statistics, Abstract.

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    Items 201 - 250 of 531 ... Journal Home > Advanced Search > Browse Title Index ... thermal conductivity and viscosity in a flat plate solar collector, Abstract PDF .... similarity method in unsteady two-dimensional MHD boundary layer on the body ...

  19. Pengaruh Job Embeddedness terhadap Kepuasan Pelanggan

    OpenAIRE

    Deafridhininetri, Muhammad

    2015-01-01

    Using a new construct, Job Embeddedness (JE), from the business management literature, this study examines the effects of JE on Job Performace (JP) and Costumer Satisfaction (CS) at PT. Bayer Indonesia. Samples from the company at PT Bayer Indonesia were collected by mailing a questionnaire survey to those who agreed to participate.The results of this study indicate that the following variables have a significant impact on Job Embeddedness Fit, Links, Sacrifice, Job Performance...

  20. Gender Inequality and Job Quality in Europe

    OpenAIRE

    MUHLAU, PETER

    2011-01-01

    PUBLISHED In this paper, I examine whether and to which degree the quality of work and employment differs between men and women and how these gender differences are shaped by societal beliefs about `gender equality.? Using data from the 2004 wave of the European Social Survey, I compare the jobs of men and women across a variety of measures of perceived job quality in 26 countries. Key findings are that job quality is gendered: Jobs of men are typically characterized by hig...

  1. Job satisfaction at Company Teija Jousi Viikarit

    OpenAIRE

    Grönlund, Mirka

    2011-01-01

    The objective of this study is to find out the level of job satisfaction in Company Teija Jousi Viikarit. One intention is to find out what the factors affecting employees’ job satisfaction are and how to increase the job satisfaction within these fields. Another intention is to provide for the case company a complete job satisfaction survey package, which they can use continuously to keep their employee satisfaction as high as possible. The theoretical framework was based on the factors of j...

  2. A lunch date with your future: Exploring non-academic jobs through personal interviews

    Science.gov (United States)

    This article is a response to an article by Eileen Thorsos in which she describes how non-academic jobs can be explored through personal interviews. The response emphasizes the importance of finding people, rather than job titles, to interview. The same title can mean very different things in differ...

  3. Job crafting

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Peeters, M.; Jonge, de J.; Taris, T.

    2014-01-01

    The increasing popularity of self-managing teams, re-engineering and other organizational innovations, coupled with the increased flexibility in work arrangements made possible by advances in information technology, has considerably expanded the complexity of professional jobs. Consequently, each

  4. 20 CFR 628.535 - Limitations on job search assistance.

    Science.gov (United States)

    2010-04-01

    ... Section 628.535 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title... excluding tutoring, standalone skill assessment, counseling, work experience and case management. (See § 627...

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 99 ... ... school biology teachers' external motivation and job satisfaction, Abstract .... Vol 5 (2015), Effects Of Sexuality Counselling Education On ... Vol 7 (2017), Exploring civic education for value clarification and re-orientation in ...

  6. Browse Title Index

    African Journals Online (AJOL)

    Items 451 - 500 of 674 ... Vol 14, No 3 (2016), Practising male, in a “woman's world”: ... Analysis of Job Burnout and Coping Strategies among Extension ... Vol 7, No 2 (2009), Promotion of Gender Equality: A Millennium Development Goal.

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 142 ... Vol 6 (2007), Human Resources Factor in the Development of Appropriate ... Vol 15 (2016), Impact of job satisfaction on employees' ... Health Practices in Selected Non-Governmental Organisations in Nigeria, Abstract.

  8. Browse Title Index

    African Journals Online (AJOL)

    2000), Lack of career progress and work/homes conflict as predictors of stress for ... The Clue to Job Involvement among Employees in Revenue Offices in ... Perceived Social Support and Students' Life Satisfaction among ...

  9. Canadian nurse practitioner job satisfaction.

    Science.gov (United States)

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

    To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

  10. Job Satisfaction of Developmentally Disabled Workers in Competitive Employment.

    Science.gov (United States)

    Judd, Patricia A.; And Others

    The job satisfaction of 35 developmentally disabled workers (17 to 38 years old) placed into competitive employment over a 2.5 year period was assessed. The Job Satisfaction Survey which measures satisfaction with the job itself, with the work group, with the company, and with the pay and job status, was administered orally in structured interview…

  11. 29 CFR 1604.5 - Job opportunities advertising.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Job opportunities advertising. 1604.5 Section 1604.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.5 Job opportunities advertising. It is a violation of title VII for a help-wanted...

  12. And the Survey Says…

    Science.gov (United States)

    White, Susan C.

    2015-01-01

    Physics bachelor's degree recipients work in all kinds of professions--science writing, medicine, law, history of science, acting, music, healthcare and more. Since very few of these employees have the word "physics" in their job titles, it can be hard for new graduates to know where to look for jobs and how to find other recent physics…

  13. Survey ofAn Investigation of the Relationship between Emotional Labor and Job Satisfaction among the Executives and Nursing Managers of the Teaching Hospitals Affiliated to Isfahan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Mahmood Keyvanara

    2015-09-01

    Full Text Available Introduction and Purpose: Due to vast and varied nature of their work, managers need to operate in a wide range of emotions. In addition, managers must be able to determine when to show certain emotions. This shows the important role of emotional labor in management positions which can in turn affect the managers' job satisfaction. Therefore the current study aims to investigate the relationship between emotional labor and job satisfaction among executives and nursing managers of educational hospitals of Isfahan University of Medical Sciences.   Methods: This is a descriptive, correlation study using field survey method. The study population consisted of executives and nursing managers of educational hospitals of Isfahan University of Medical Sciences. The sample size of 250 people was selected using census method. Data collection was carried out using a translated version of a questionnaire whose validity and reliability were approved (&alpha=0/81. The questionnaires were distributed among the study population and the resulting data was analyzed using descriptive and analytical statistics with the help of SPSS18 software.   Results: The rate of emotional labor among the executive and nursing management of the selected hospitals was average while the job satisfaction, deep interaction and genuine emotions were reported to be above average and the rate of surface interaction was lower than average. The results showed that there is a direct and significant statistical relationship between the genuine emotions dimension of emotional labor and job satisfaction (P<0/05. However there was no statistically significant relationship between the other dimensions of emotional labor (surface interaction and deep interaction and job satisfaction of the managers.   Conclusions: It can be concluded that, like in general population, the closer the emotional labor of the managers is to what they really feel (genuine emotions the greater their job satisfaction.

  14. Body mass index and psychosocial job quality: An analysis of working Australians from the Household, Income and Labour Dynamics in Australia survey.

    Science.gov (United States)

    Taouk, Yamna; Milner, Allison; LaMontagne, Anthony D

    2017-09-18

    The study investigated the association between psychosocial job quality and body mass index (BMI) by sex. Regression models examining potential differences in the job stressor-BMI relationship between men and women were conducted using longitudinal data from working Australians and a psychosocial job stressor index. There was strong evidence of an association between psychosocial job stressors and BMI for females but not males. Compared with no psychosocial job stressors, 1 adversity was associated with 0.13 kg/m2 (95% CI: -0.42-0.67); 2 adversities were associated with 0.53 kg/m2 (-0.00-1.07); and 3 or more adversities were associated with 0.87 kg/m2 (0.30-1.45) increase in mean BMI for females. Females were found to have on average 0.32 kg/m2 (0.16-0.49) increase in BMI per increase in psychosocial job stressor. Psychosocial job stressors appear to have an adverse effect on women's weight.

  15. 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

  16. [An investigation on job burnout of medical personnel in a top three hospital].

    Science.gov (United States)

    Li, Y Y; Li, L P

    2016-05-20

    To investigate job burnout status of medical Personnel in a top three hospitals, in order to provide basic data for intervention of the hospital management. A total of 549 doctors and nurses were assessed by Maslach Burnout Inventory-Human Service Survey (MBI-HSS). SPSS 19.0 software package was applied to data description and analysis, including univariate analysis and orderly classification Logistic regression analysis. The rate of high job burnout of doctors and nurses are 36.3% and 42.8% respectively. Female subjects got higher scores (29.4±13.5) on emotional exhaustion than male subjects (26.2±12.8) compared with.Doctors got lower scores (28.2±15.9) on emotional exhaustion and higher scores (31.4±9.3) on personal accomplishment than nurses.Compared with subjects with higher professional title, young subjects with primary professional title got lower scores on personal accomplishment.Subjects with 11-20 years working age got the highest scores on depersonalization.Among all the test departments, medical personnel of emergency department got the highest scores (31.9±12.6) on emotional exhaustion,while the lowest scores (28.1±8.0) on personal accomplishment. According to the results of orderly classification Logistic regression analysis, age, job type,professional qualifications and clinical departments type entered the regression model. Physical resources and emotional resources of medical personnel are overdraft so that they got some high degree of job burnout.Much more attention should be paid to professional mental health of nurses,and personnel who at low age,got low professional titles.Positive measures should be provided, including management mechanism,organizational culture, occupational protection and psychological intervention.

  17. Development and validation of a job exposure matrix for physical risk factors in low back pain.

    Directory of Open Access Journals (Sweden)

    Svetlana Solovieva

    Full Text Available OBJECTIVES: The aim was to construct and validate a gender-specific job exposure matrix (JEM for physical exposures to be used in epidemiological studies of low back pain (LBP. MATERIALS AND METHODS: We utilized two large Finnish population surveys, one to construct the JEM and another to test matrix validity. The exposure axis of the matrix included exposures relevant to LBP (heavy physical work, heavy lifting, awkward trunk posture and whole body vibration and exposures that increase the biomechanical load on the low back (arm elevation or those that in combination with other known risk factors could be related to LBP (kneeling or squatting. Job titles with similar work tasks and exposures were grouped. Exposure information was based on face-to-face interviews. Validity of the matrix was explored by comparing the JEM (group-based binary measures with individual-based measures. The predictive validity of the matrix against LBP was evaluated by comparing the associations of the group-based (JEM exposures with those of individual-based exposures. RESULTS: The matrix includes 348 job titles, representing 81% of all Finnish job titles in the early 2000s. The specificity of the constructed matrix was good, especially in women. The validity measured with kappa-statistic ranged from good to poor, being fair for most exposures. In men, all group-based (JEM exposures were statistically significantly associated with one-month prevalence of LBP. In women, four out of six group-based exposures showed an association with LBP. CONCLUSIONS: The gender-specific JEM for physical exposures showed relatively high specificity without compromising sensitivity. The matrix can therefore be considered as a valid instrument for exposure assessment in large-scale epidemiological studies, when more precise but more labour-intensive methods are not feasible. Although the matrix was based on Finnish data we foresee that it could be applicable, with some modifications, in

  18. Development and validation of a job exposure matrix for physical risk factors in low back pain.

    Science.gov (United States)

    Solovieva, Svetlana; Pehkonen, Irmeli; Kausto, Johanna; Miranda, Helena; Shiri, Rahman; Kauppinen, Timo; Heliövaara, Markku; Burdorf, Alex; Husgafvel-Pursiainen, Kirsti; Viikari-Juntura, Eira

    2012-01-01

    The aim was to construct and validate a gender-specific job exposure matrix (JEM) for physical exposures to be used in epidemiological studies of low back pain (LBP). We utilized two large Finnish population surveys, one to construct the JEM and another to test matrix validity. The exposure axis of the matrix included exposures relevant to LBP (heavy physical work, heavy lifting, awkward trunk posture and whole body vibration) and exposures that increase the biomechanical load on the low back (arm elevation) or those that in combination with other known risk factors could be related to LBP (kneeling or squatting). Job titles with similar work tasks and exposures were grouped. Exposure information was based on face-to-face interviews. Validity of the matrix was explored by comparing the JEM (group-based) binary measures with individual-based measures. The predictive validity of the matrix against LBP was evaluated by comparing the associations of the group-based (JEM) exposures with those of individual-based exposures. The matrix includes 348 job titles, representing 81% of all Finnish job titles in the early 2000s. The specificity of the constructed matrix was good, especially in women. The validity measured with kappa-statistic ranged from good to poor, being fair for most exposures. In men, all group-based (JEM) exposures were statistically significantly associated with one-month prevalence of LBP. In women, four out of six group-based exposures showed an association with LBP. The gender-specific JEM for physical exposures showed relatively high specificity without compromising sensitivity. The matrix can therefore be considered as a valid instrument for exposure assessment in large-scale epidemiological studies, when more precise but more labour-intensive methods are not feasible. Although the matrix was based on Finnish data we foresee that it could be applicable, with some modifications, in other countries with a similar level of technology.

  19. How does it feel to be a pathology resident? Results of a survey on experiences and job satisfaction during pathology residency.

    Science.gov (United States)

    Pehlivanoglu, Burcin; Hassoy, Hur; Calle, Catarina; Dendooven, Amelie; Nalbantoglu, ILKe; Reshchikova, Lidiya; Gul, Gulen; Doganavsargil, Basak

    2017-09-01

    Residents' career choices and professional motivation can be affected from perception of their role and recognition within a medical team as well as their educational and workplace experiences. To evaluate pathology trainees' perceptions of their pathology residency, we conducted a 42-item survey via a web-based link questioning respondents' personal and institutional background, workplace, training conditions, and job satisfaction level. For the 208 residents from different European countries who responded, personal expectations in terms of quality of life (53%) and scientific excitement (52%) were the most common reasons why they chose and enjoy pathology. Sixty-six percent were satisfied about their relationship with other people working in their department, although excessive time spent on gross examination appeared less satisfactory. A set residency training program (core curriculum), a set annual scientific curriculum, and a residency program director existed in the program of 58, 60, and 69% respondents, respectively. Most respondents (76%) considered that pathologists have a direct and high impact on patient management, but only 32% agreed that pathologists cooperate with clinicians/surgeons adequately. Most (95%) found that patients barely know what pathologists do. Only 22% considered pathology and pathologists to be adequately positioned in their country's health care system. Almost 84% were happy to have chosen pathology, describing it as "puzzle solving," "a different fascinating world," and "challenging while being crucial for patient management." More than two thirds (72%) considered pathology and pathologists to face a bright future. However, a noticeable number of respondents commented on the need for better physical working conditions, a better organized training program, more interaction with experienced pathologists, and deeper knowledge on molecular pathology.

  20. Is Union Job Dissatisfaction Real?

    Science.gov (United States)

    Hersch, Joni; Stone, Joe A.

    1990-01-01

    A comparison of data from a Eugene, Oregon, worker survey with data from the Quality of Employment Survey found that union job dissatisfaction arises from factors independent of wages and working conditions. Union perspectives of working conditions do not accurately reflect objective measures of conditions. The dissatisfaction expressed has real…

  1. Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

    Directory of Open Access Journals (Sweden)

    Liu Guangyou

    2017-01-01

    Full Text Available This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is positively related to job satisfaction. I also conclude that training effect of work placement is playing a partial mediating role in the identified positive relationship while having no mediation in the negative one.

  2. 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.

  3. 20 CFR 627.240 - On-the-job training.

    Science.gov (United States)

    2010-04-01

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

  4. 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.

  5. Mediating effect of job satisfaction in the relationship between psychological empowerment and job performance

    OpenAIRE

    Ferit ÖLÇER

    2015-01-01

    The purpose of this study was to explore the relationships among the four components of psychological empowerment (i.e. meaning, self-determination, competence, and impact), job satisfaction and job performance. This study also tested the mediating effect of job satisfaction on the relationship between the components of psychological empowerment and job performance. A survey questionnaire was used to collect data from a sample of 238 employees in manufacturing industry. SPSS was used to condu...

  6. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 25, No 2 (2005), Yam-based farm practices and nematode problems in stored yams (Dioscorea spp.) in Ghana, Abstract PDF. CK Kwoseh, RA Plowright, J Bridge, R Asiedu. Vol 27, No 2 (2007), Yield, irrigation production efficiency and economic returns of broccoli under variable drip irrigation and lateral ...

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 68 of 68 ... Issue, Title. Vol 12, No 1-2 (2009), Sécurité et ordre politique au Cameroun : entre dynamiques internes et connexions internationales, Abstract PDF. BEP Chantal. Vol 6, No 1-2 (2003), Self-Determination, Nationalism, Development and Pan-Africanism Stuck on the Runway: Are Intellectuals to be Blamed ...

  8. Browse Title Index

    African Journals Online (AJOL)

    Items 551 - 600 of 1463 ... Issue, Title. Vol 15, No 2 (2015), Evaluation of the diagnostic performance and operational characteristics of four rapid immunochromatographic syphilis tests in Burkina Faso, Abstract PDF. FY Bocoum, H Ouedraogo, G Tarnagda, A Kiba, S Tiendrebeogo, F Bationo, B Liestman, S Diagbouga, ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Items 351 - 400 of 400 ... Issue, Title. Vol 9, No 1 (2010), Soft tissue sarcoma of the thigh: Need for angiography in the developing, Abstract PDF. IA Adigun, GA Rahman, KO Ogundipe. Vol 3, No 1 (2004), Spectrum of rheumatic heart disease in Zaria, Northern Nigeria, Abstract. SS Danbauchi, MA Alhassan, SO David, ...

  10. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 183 ... Issue, Title. Vol 62 (2017), #SchoolsOnFire: Criminal justice responses to protests that impede the right to basic education, Abstract PDF. Ann Skelton, Martin Nsibirwa. Vol 45 (2013), 'Pale Face'/'Pointy Face: SA Criminology in Denial, Abstract PDF. S Henkeman. Vol 59 (2017), Aluta continua: Police ...

  11. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 14 of 14 ... Issue, Title. Vol 2, No 1 (2009), Auditory and Respiratory Health Disorders Among Workers in an Iron and Steel Factory, Abstract. GM Abdel – Rasoul, OAE Mahrous, ME Abou Salem, MA Al-Batanony, HK Allam. Vol 2, No 1 (2009), Effect of An Educational Program About Medical Waste Management on ...

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    African Journals Online (AJOL)

    Items 51 - 100 of 391 ... Journal Home > Advanced Search > Browse Title Index ... Efficacy of four Rodenticides on the Ghanaian Market, Abstract ... Vol 2, No 1 (2000):, Determination of some wear elements in used car engine oil and oil filter ...

  13. Browse Title Index

    African Journals Online (AJOL)

    Items 251 - 300 of 490 ... Issue, Title. Vol 6, No 2 (2010), Knowledge and patterns of use of highly active antiretroviral therapies in HIV management at Abuja, Nigeria, Abstract. Jill I Okpalugo, US Inyang, K Ibrahim, F Anita, Chinwe V Ukwe, NC Aguwa. Vol 5, No 4 (2009), Knowledge and utilization of the acts in two major ...

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 9951 - 10000 of 11090 ... Issue, Title. Vol 10, No 36 (2011), Study of heavy metals bioaccumulation in the process of vermicomposting, Abstract PDF. MM Aleagha, G Ebadi. Vol 10, No 45 (2011), Study of malondialdehyde (MDA) content, superoxide dismutase (SOD) and glutathione peroxidase (GSH-Px) activities in ...

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    African Journals Online (AJOL)

    Items 1 - 50 of 412 ... Issue, Title. Vol 32, No 2 (2013), Seinsverständnis and meaning in Heidegger, Abstract. Rafael Winkler. Vol 21, No 3 (2002), A defense of peace as a human right, Abstract. Patrick Hayden. Vol 26, No 2 (2007), A Kantian stance on teleology in biology, Abstract. AA Cohen. Vol 30, No 1 (2011), A Likely ...

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    African Journals Online (AJOL)

    Items 251 - 300 of 328 ... Issue, Title. Vol 7, No 1 (2003), Sexual Harassment in Academia in Nigeria: How Real? Details PDF. Olugbenga Jelil Ladebo. Vol 8, No 2 (2004), Shaping the internet for match-making/dating: a challenge for the contemporary Nigerian family institution, Abstract PDF. Wale Adesina. Vol 6, No 1 (2002) ...

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    African Journals Online (AJOL)

    Items 51 - 73 of 73 ... Journal Home > Advanced Search > Browse Title Index ... Vol 13 (2006), The ageing eye” functional changes from cradle to gray: A ... Vol 12 (2005), The evaluation of vision in children using monocular vision acuity and ...

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    Issue, Title. Vol 22, No 2 (2008), Voltammetric determination of heparin based on its interaction with malachite green, Abstract PDF. Xueliang Niu, Weili Zhang, Na Zhao, Wei Sun. Vol 22, No 2 (2008), Voltammetric determination of l-cysteic acid on a 1-[4-(ferrocenyl-ethynyl)phenyl]-1-ethanone modified carbon paste ...

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    Items 201 - 250 of 577 ... Issue, Title. Vol 20, No 2 (2003), Emergency Contraception: A Global Overview of Knowledge, Attitudes and Practices Among Providers, Abstract PDF. Deborah Haggai. Vol 23 (2006):, Emergency laparotomy for peripartum haemorrhage in Bida North Central Nigeria, Abstract PDF. Sunny Abiodun O ...

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    Items 201 - 250 of 11090 ... Issue, Title. Vol 12, No 49 (2013), In vitro regeneration of selected Kenyan papaya (Carica papaya L.) lines through shoot tip culture, Abstract PDF. Naomi Nzilani Mumo, Fredah Karambu Rimberia, George Edward Mamati, Agnes Wanjiru Kihurani. Vol 7, No 12 (2008), In vitro regeneration of Turkish ...

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    African Journals Online (AJOL)

    Items 151 - 200 of 221 ... Issue, Title ... Vol 38 (2010), Soft drink consumption of Grade 4 and Grade 7 learners in the Wynberg area, City of Cape Town, South .... Vol 42 (2014), The meaning of food for obese men: a qualitative study, Abstract PDF.

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    African Journals Online (AJOL)

    Items 101 - 150 of 1215 ... Journal Home > Advanced Search > Browse Title Index. Log in or ... Vol 12, No 1 (2018), Analysis of the effects of frequent strikes on academic performance of students in universities in Nigeria: Edo State as a focal point, Abstract PDF ... Vol 6, No 1 (2012), Appraisal as a Determinant for Adequate ...

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    Items 1 - 20 of 20 ... Issue, Title. Vol 9, No 2 (2000), Age dependent changes in the hypothalamic amino acid neurotransmitters in response to nicotine, Abstract. NM Radwan, NA Ahmed, YAM Aly. Vol 9, No 2 (2000), Autoantibodies, ocular and auditory changes in patients with vitiligo, Abstract. AE Fathia, EA Nagwa, ...

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    African Journals Online (AJOL)

    Items 51 - 76 of 76 ... Issue, Title. Vol 6, No 1 (2013), Integrating Sustainability into the Real Estate Valuation Process: A Nigerian Perspective, Abstract PDF. G K Babawale, B A Oyalowo. Vol 5, No 1 (2012), Internalising internationa valuation standards: Relevance and applicability issues in the Nigerian context, Abstract PDF.

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    Items 151 - 183 of 183 ... Issue, Title. Vol 9, No 1 (2004), Socio-economic constraints affecting youths involvement in national economic development, Abstract. Josephine U Nwagwu. Vol 12, No 2 (2007), Stabilizing Potential Of Cement-Fly Ash Mixture On Expansive Clay Soil, Abstract. OO Amu, AB Fajobi, SO Afekhuai. Vol 11 ...

  6. Browse Title Index

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    Items 1 - 50 of 76 ... Issue, Title. Vol 16, No 2 (2006), A profile of the theatre procedures in paediatrict ophthalmic practice, Abstract. E O Onwasigwe. Vol 15, No 2 (2005), Abdominal cocoon, Abstract. Abdulrasheed K Adesunkanmi, Tajudeen A Badmus, Olukayode Ogundoyin, Akinwumi B Ogunrombi. Vol 18, No 1 (2008) ...

  7. Browse Title Index

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    Items 1 - 50 of 647 ... Issue, Title. Vol 13, No 2 (2010), 'N toekomstige perspektief op grondwetlike stabiliteit, Abstract PDF. F.W de Klerk. Vol 18, No 5 (2015), Cloete murray and Another v Firstrand bank ltd t/a Wesbank [2015] ZASCA 39A, Abstract PDF. M Laubscher. Vol 15, No 5 (2012), Cave Pecuniam: Lawyers as ...

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    Items 1 - 15 of 15 ... Issue, Title. Vol 1, No 1 (2008), Assessment Of Ophthalmic Patients' Satisfaction In Owo, Abstract. CO Omolase, CO Fadamiro, BO Omolase, AS Aina, EO Omolade. Vol 3, No 1 (2010), Case Report: Strongyloides stercoralis coinfection in a Nigerian with HIV. Abstract. A.A Oyekunle, R.A.A Bolarinwa, O.A ...

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    Items 1 - 15 of 15 ... Issue, Title. Vol 1, No 1 (2007), An Action Five Strategy For Bridging The Gender Gap In Academic Research Activities In African Universities. The Case of Nigeria, Abstract PDF. DN Okorie, OG Agabi, CM Uche. Vol 1, No 1 (2007), Book Review: Confronting sexual harassment in Ghanaian Universities ...

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    Items 1 - 50 of 93 ... Issue, Title. Vol 5 (2013), A cost-effective Geographic Information Systems for Transportation (GIS-T) application for traffic congestion analyses in the Developing World, Abstract PDF. E Agyemang. Vol 3 (2011), A Historical and Gendered Perspective on HIV / AIDS in Botswana, Abstract PDF. J Hesselberg ...

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    Items 201 - 250 of 327 ... Issue, Title. Vol 10, No 4 (2016), Omphalocoeles: A decade in review, Abstract PDF. S Singh, A Madaree. Vol 2, No 4 (2008), Ortner syndrome, Abstract PDF. E Meyer, NE Jones, LJ Zühlke. Vol 10, No 3 (2016), Outcome of children admitted to a general highcare unit in a regional hospital in the ...

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    Items 1 - 50 of 814 ... Issue, Title. Vol 21, No 2 (2016), A 10 years trend of peptic ulcer disease and other gastrointestinal disorders in northern Uganda, Abstract PDF. T.R. Okello, D.M. Ogwang, I Pecorella. Vol 21, No 2 (2016), A 2-years description of traumatic brain injury admissions in Tikur Anbessa Specialized Hospital ...

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    Items 301 - 350 of 577 ... Issue, Title. Vol 32, No 2 (2015), Late arrival in hospital during labour: any correlation with materno-foetal outcome? The state specialist hospital, Asubiaro, Osogbo Experience. Abstract PDF. OO Awolola. Vol 30, No 2 (2013), Late Reproductive Effects of Cancer Treatment in Young People, Abstract ...

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 319 ... Issue, Title. Vol 23, No 2 (2016), Carica papaya juice enhanced in-vitro cell proliferation better than freeze-dried PBS extract using scratch assay, Abstract. A.B. Nafiu, E Abdulaziz, M.T. Rahman. Vol 23, No 2 (2016), A comparative study of the ownership and utilization of insecticide treated nets in ...

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 52 ... Issue, Title. Vol 15 (2000), Ammi analysis of maize yield trials in South-Western Nigeria, Abstract. SR Ajibade, BA Ogunbodede. Vol 20 (2006), Association of yield with some agronomic characters in potatoes in a cool mid-altitude location, Abstract. CO Amadi, EE Ene Obong. Vol 20 (2006), Casein (CSN3) ...

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 240 of 240 ... Issue, Title. Vol 8, No 4 (2005), Status equipment in primary health centres of Tafa Lga, North Central Nigeria, Abstract. MN Sambo, I Lewis, K Sabitu. Vol 10, No 1 (2007), Stroke at a tertiary medical institution in Northern Nigeria: Patients\\' profile and predictors of outcome, Abstract. KW Wahab, MU ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 249 ... Issue, Title. Vol 10, No 1 (2010), Ye Shakoch Chilot (the court of the sheikhs): A traditional institution of conflict resolution in Oromiya zone of Amhara regional state, Ethiopia, Abstract PDF. M Zeleke. Vol 15, No 3 (2015), A comparative analysis of the Post- Arab Spring National Dialogues in Tunisia and ...

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 670 ... Issue, Title. Vol 9, No 2 (2012), Business Planning and the Economic Growth of Small and Medium Scale Enterprises in Nigeria, Abstract. Egbe Aneozeng A, Ejoh Ndifon Ojong, Obo Ekpenyong Bassey. Vol 11, No 2 (2014), Calabar Humaphors: An Analysis of Selected Jokes in Nigerian Stand Up ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 107 of 107 ... Issue, Title. Vol 6, No 1 (2017), The Ophthalmic status manifestations of nutritional and lifestyle disorders of men in a peri urban community in Ghana, Abstract PDF. F. Vuvor, M. Steiner-Asiedu, F.K. Saalia. Vol 2, No 1 (2013), Thyroid Disorders in Accra, Ghana: A Retrospective Histopathological Study ...

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 165 ... Issue, Title. Vol 30 (2005), Digitisation projects at the University of Cape Town Libraries, Abstract. Janine Dunlop, Lesley Hart. Vol 24 (2002), DISA: an African Perspective on Digital Technology, Abstract. Michele Pickover, Dale Peters. Vol 30 (2005), Doing it right – or are we? Basic principles in the ...

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 251 ... Issue, Title. Vol 55 (2014), 20 Years of democracy: Transforming the public service, Abstract. A Ruiters. Vol 63 (2016), Zemk' iinkomo magwala ndini! Wake up! The cows are being stolen! Abstract. Sipho Pityana. Vol 56 (2014), A layperson's guide to Nene's budget statement, Abstract. B Turok.

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 1007 ... Issue, Title. Vol 11, No 1 (1997), (+)-Floribundone 3 from the pods of Senna septemtrionalis, Details PDF. Gizachew Alemayehu, Bekuretsion Woldeyesus, Berhanu M Abegaz. Vol 14, No 1 (2000), 11α-Hydroxy muzigadiolide, a novel drimane sesquiterpene from the stem bark of warburgia ugandensis ...

  3. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 356 ... Issue, Title. Vol 27, No 3 (2014), A desire for weight loss in season increases disordered eating behaviour risk and energy deficiency in athletes, Abstract PDF. HH Wright, R Ford, CR Botha. Vol 29, No 3 (2016), A review of infant and young child feeding practice in hospital and the home in KwaZulu-Natal ...

  4. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 66 ... Issue, Title. Vol 48, No 1-2 (2015), A hierarchical modeling of information seeking behavior of school teachers in rural areas of Nigeria, Abstract. Manir Abdullahi Kamba. Vol 49, No 1-2 (2016), Access to electronic information resources by students of federal college of education in south east Nigeria ...

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 387 ... Issue, Title. Vol 15, No 2 (2015), Introduction to Christian philosophy, Abstract. Charles Ogundu Nnaji. Vol 8, No 2 (2006), Is Quantum Mechanics a Complete Theory?: A Philosophical Defense of Einstein's Position, Abstract. U O Egbai. Vol 10, No 1 (2007), Jesus in Africa, Abstract. FF Edet. Vol 10, No ...

  6. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 98 of 98 ... Issue, Title. Vol 4, No 1 (2016), First-year seminar intervention: Enhancing firstyear mathematics performance at the University of Johannesburg, Abstract PDF. Melanie Jacobs, Estherna Pretorius. Vol 5, No 2 (2017), From Inky Pinky Ponky to Improving Student Understanding in Assessment: Exploring the ...

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 167 of 167 ... Issue, Title ... Vol 2, No 2 (2013), Women and the Leadership Paradigm: Bridging the Workplace Gender-Gap in Nigeria, Abstract PDF ... Vol 5, No 2 (2016), Women's participation and gender issues in local governance ...

  8. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 110 ... Issue, Title. Vol 10, No 1 (2003), Incidence and Determinants of Child Labour in Nigeria: Implications for Poverty Alleviation, Abstract. Benjamin Chiedozie Okpukpara, Ngozi Odurukwu. Vol 20, No 1 (2013), Inflation and capacity utilisation in Nigeria's manufacturing sector, Abstract. OA Ishola. Vol 19, No ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Items 251 - 300 of 367 ... Issue, Title. Vol 43 (2014), Some interlingual communicative challenges for foreign African interpreters in South African courtrooms, Abstract PDF. SE Usadolo, E Kotze. Vol 29 (1996), South Africa's new language policy in the context of the organisation for African unity's language plan of action for ...

  10. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 89 ... Issue, Title ... of two-phased approaches to load balancing in cloud computing, Abstract ... Vol 19, No 1 (2012), Assessing Network Services and Security in ... Vol 23, No 1 (2016), Cloud model construct for transaction-based ...

  11. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 198 ... Issue, Title ... Vol 13, No 1 (2015), Biometric Enhancement of Home and Office Security to Reduce Assassinations in Nigeria, Abstract PDF ... Vol 9, No 1 (2013), Cloud Computing: Key to IT Development in West Africa ...

  12. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 198 of 198 ... Issue, Title ... scheme for QoS and energy conservation in cloud computing, Abstract PDF ... Vol 9, No 1 (2013), Performance and Security Evaluation of ... Vol 18, No 1 (2017), Reducing capital flight through local cloud ...

  13. Browse Title Index

    African Journals Online (AJOL)

    Items 251 - 300 of 652 ... Journal Home > Advanced Search > Browse Title Index ... Vol 18, No 7 (2015), Introduction to virtual property: Lex virtualis ipsa ... Vol 17, No 1 (2014), Legal challenges relating to the commercial use of outer space, with ...

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 263 ... Issue, Title. Vol 1, No 2 (2002), Effect of Light and Darkness on Packed Cell Volume in the Rat, Abstract. A. A. OSINUBI, F. I. DURU, C. C. NORONHA, A. O. OKANLAWON. Vol 4, No 1 (2005), Effect of Marijuana Smoking on Blood Chemistry and Serum Biogenic Amines Concentrations in Humans ...

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 751 - 800 of 846 ... Journal Home > Advanced Search > Browse Title Index ... Vol 9, No 3S (2017): Special Issue, The effect of torrefaction on oil palm ... core competency skills of IRBM tax auditors towards their performance, Abstract PDF ... of exchange rates behavior in Malaysia by using NATREX model, Abstract PDF.

  16. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 38, No 1 (2004), Book Review: Unexpected Voices – Theory, Practice and Identity in the Writing Classroom. Abstract. Charly Dyers. Vol 38, No 1 (2004), Book Review: Shelley Angelil-Carter: Stolen Language? Plagiarism in Writing. Abstract. Elizabeth de Kadt. Vol 37, No 1 (2003), Book Review: The Green ...

  17. Browse Title Index - AJOL

    African Journals Online (AJOL)

    Items 501 - 508 of 508 ... Issue, Title. Vol 33, No 2 (2011), Visuele stereotipering van sportvroue in die sportmedia, Abstract. M Brandt, A Carstens. Vol 30, No 1 (2008), Volunteers\\' perceptions of benefits derived from volunteering: an empirical study, Abstract. J Surujlal, M Dhurup. Vol 33, No 1 (2011), Was the Conconi test ...

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 108 of 108 ... Issue, Title. Vol 8, No 2 (2016), The status and challenges of clinical informatics development in South Africa, Abstract PDF. Abayomi Kehinde Owolabi, Thokozani Patrick Mhlongo, Neil Evans. Vol 4, No 1 (2012), The stuttering implementation of language policies in the South African education system ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 100 ... Issue, Title. Vol 28 (2013): Special Issue, Occurrence of Cryptosporidium and Giardia in domestic animals in peri-urban communities of Kafue district, Zambia, Abstract. J Siwila, IGK Phiri, HI Enemark, M Nchito, A Olsen. Vol 26, No 1 (2009), Occurrence of foot and mouth disease serotypes in Tanzania: A ...

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 801 - 850 of 11090 ... Issue, Title. Vol 10, No 61 (2011), Analysis of chemical constituents in medicinal plants of selected districts of Pakhtoonkhwa, Pakistan, Abstract PDF. I Hussain, R Ullah, J Khan, N Khan, M Zahoor, N Ullah, MuR Khattak, FA Khan, A Baseer, M Khurram. Vol 10, No 77 (2011), Analysis of chloroplast ...

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 501 - 550 of 670 ... Issue, Title. Vol 11, No 4 (2014), Strategies for Fostering Creativity Among Business Education Graduates in Nigeria, Abstract. BO Nwosu, KE Ojo. Vol 13, No 1 (2015) ... Vol 10, No 1 (2013), The Challenges Facing Accounting Education: The Nigerian Experience, Abstract. OR Okolie. Vol 5 (2008), The ...

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 1117 ... Journal Home > Advanced Search > Browse Title Index ... Vol 13, No 3 (2007):, an edu-ethical perspecitve on the nature of truth: case studies in elite ... 2009: September: Supplement, An empirical study of university ...

  3. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 20, No 1 (2015), Assessment of iron status among preschool children (6 to 59 months) with and without malaria in Western Province, Kenya, Abstract. I Kisiangani, C Mbakaya, A Makokha, D Magu. Vol 20, No 1 (2015), Assessment of iron status among preschool children (6 to 59 months) with and without ...

  4. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 232 ... Issue, Title. Vol 5 (2003), Pre-School Education for a Democratic Society: Identifying Views of Stakeholders in Tanzania, Abstract. Willy LM Komba, Satoki T Mahenge, Gadi Koda. Vol 13, No 2 (2012), Process of Assuring Quality in Counselling at the National Open University of Nigeria: A Critique ...

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 1732 ... Journal Home > Advanced Search > Browse Title Index ... Vol 10, No 3 (2007), An Audit Of Perioperative Cardiac Arrest At ... Vol 11, No 4 (2008), An Audit Of Rejected Repeated X-ray Films As A Quality Assurance ...

  6. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 1038 ... Issue, Title. Vol 31, No 2 (2009), Assessing the utility of a continuous, underway fish egg sampler (CUFES) for sampling zooplankton, Abstract. S Sono, CL Moloney, CD van der Lingen. Vol 38, No 4 (2016), Assessing trophic adaptability is critical for understanding the response of predatory fishes to ...

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 101 ... Issue, Title. Vol 3, No 4 (2014), Chlamydia trachomatis IgG antibodies seroprevalence among students in two tertiary institutions in Anambra state, Nigeria: a comparative study, Abstract PDF. CB Duru, FE Emele, ED Adinma, CO Ifeadike, KA Uwakwe, AO Oluboyo, BO Oluboyo, C Abejegah. Vol 2, No 1 ...

  8. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 367 ... Issue, Title. Vol 42 (2013), Nursing the Cure: A Phonetic Analysis of /ʊə/ in South African English, Abstract PDF. I Bekker. Vol 1 (1980), Nuwe ontwikkelings binne chomsky se teorle van kerngrammatika, Abstract PDF. J Maartens. Vol 42 (2013), Obligatory Reflexivity in a Minimalist Grammar of ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Items 651 - 700 of 1007 ... Issue, Title. Vol 4, No 1 (1990), Kinetics of oxidation of β-diimihe macrocyclic complexes and accessibility of six-coordinate copper(III) complexes generated by electrochemical oxidation of copper(II) complexes, Abstract PDF. Mohamed A. Khalifa. Vol 14, No 2 (2000), Kinetics of periodate oxidation of ...

  10. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 1020 ... Issue, Title ... Vol 48, No 2 (2006), Barriers to HIV Care and Treatment by Doctors: A review of the literature. ... Vol 48, No 5 (2006), Breast cancer – early detection and screening in South African women from the ...

  11. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 23, No 2 (2011), Dynamique foliaire et croissance du maïs: Application du modèle «STICS» en conditions tropicales en RD-Congo, Abstract PDF. MM Lufuluabo, RV Kizungu, KK Nkongolo. Vol 18, No 1 (2006), Dynamique spatio-temporelle des populations d\\'Altises Podagrica spp. (Coleoptera ...

  12. Browse Title Index

    African Journals Online (AJOL)

    Items 251 - 300 of 2005 ... Issue, Title. Vol 92, No 4 (2015), Blood Pressure and Obesity Index Assessment in a Typical Urban Slum in Enugu, Nigeria, Abstract. GI Ahaneku, CU Osuji, OC Oguejiofor, BC Anisiuba, VO Ikeh, JE Ahaneku. Vol 80, No 10 (2003):, Blood pressure control in a population where antihypertensives are ...

  13. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 661 ... Journal Home > Advanced Search > Browse Title Index. Log in or Register to get access to full text downloads. .... A El-Mahdy, B Bolduc, J Upadhyay, R Shoukr, A Khoury. Vol 19, No 1 (2013), Factors affecting lower calyceal stone clearance after Extracorporeal shock wave lithotripsy, Abstract PDF.

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 985 ... Journal Home > Advanced Search > Browse Title Index ... Vol 17 (2010), Alternating Direction Implicit Finite Difference Time Domain Acoustic Wave Algorithm, Abstract. E Ikata .... Vol 17 (2010), Analytic derivation of the wave profile and phase speed of sixth order Stokes waves in deep water, Abstract.

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 286 ... Issue, Title. Vol 2, No 3-4 (2008), Impact of fire wood collection on trees species diversity in Bauchi state, Nigeria, Abstract. A Nura, A Ibrahim, I Mohammed, U Haruna. Vol 5, No 3 (2011), Impact of national special program for food security in Abia State, nigeria, Abstract. CO Emerole. Vol 5, No 1 (2011) ...

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 351 - 400 of 979 ... Issue, Title. Vol 45, No 9 (2003), Erectile dysfunction: A GP's guide to clinical assessment, Abstract PDF. PJ Harden. Vol 47, No 4 (2005), Ethical Issues in Family Practice: My Culture – Right or Wrong? Abstract PDF. GA Ogunbanjo, D Knapp van Bogaert. Vol 59, No 3 (2017), Ethical issues with ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 301 - 350 of 745 ... Issue, Title. Vol 9, No 3 (1999), Frequency And Outcome In AIDS Patients In A University Teaching Hospital – A Five Year Review, Abstract. SA Ogun, OO Adelowo, AEA ... Vol 18, No 2 (2008), Good cllinical practice in clinical drug trials - What you need to know, Abstract. K Soyebi, Y Abosede, HAB ...

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 217 ... Browse Title Index. Journal Home > Advanced ... Vol 13, No 1 (2016), Access to specialized surgical care, Abstract PDF. H Saidi ... Vol 9, No 2 (2012), Clinical Assessment of the Palmaris Longus – Accuracy of common tests, Abstract PDF ... Vol 11, No 2 (2014), Clinical trials in Surgery, Abstract PDF.

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 633 ... Issue, Title. Vol 19, No 1 (2009), Delays in Tuberculosis Treatment and Associated Factors in Jimma Zone, Southwest Ethiopia, Abstract PDF. Ayalew Tegegn, Meseret Yazachew. Vol 26, No 1 (2016), Delivery Site Preferences and Associated Factors among Married Women of Child Bearing Age in ...

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 4119 ... Issue, Title. Vol 86, No 2 (1996), A re-evaluation of isotope screening for skeletal metastases in nodenegative breast cancer, Abstract PDF. C.A. Gudgeon, I.D. Werner, D.M. Dent. Vol 104, No 6 (2014), A reflection on the South African Medical Association – past, present and future, Abstract PDF.

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 1006 ... Issue, Title. Vol 49, No 8 (2007), Clinical approach to a patient with abnormal uterine bleeding, Abstract PDF. B G Lindeque. Vol 57, No 5 (2015), Clinical evidence in the management of swimmer's ear, Abstract PDF. Andre Marais. Vol 50, No 1 (2008), Clinical features of Systemic Lupus ...

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 701 - 750 of 1010 ... Issue, Title. Vol 6, No 2 (1998), Performance et stabilité de rendement des génotypes de patate douce dans divers environnements à l'est du Congo, Abstract. P Phemba, T Mutombo, N B Lutaladio, E E Carey. Vol 22 (2014): Supplement, Performance of Artemia shell-free embryos, Moina micrura and ...

  3. Browse Title Index

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    Issue, Title. Vol 17 (2005), A. C. conduction behaviour in amorphous WO3/CEO2 thin film, Abstract. B Yagoubi, C A Hogarth, A Boukorrt. Vol 16 (2003), A lossless image compression algorithm using variable block size segmentation, Abstract. Z Brahimi, K A Saadi, N Baraka. Vol 15 (2003), Analysis method of wavelet ...

  4. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 97 of 97 ... Journal Home > Advanced Search > Browse Title Index ... Vol 20, No 2 (2008), Research Note: Anthropometric data of the foot of ... Vol 26, No 1 (2014), Validation of the Automation Attitude Questionnaire for Airline Pilots ...

  5. Titles of Midas

    Directory of Open Access Journals (Sweden)

    G. L. Huxley

    2001-09-01

    Full Text Available The Phrygian inscription on the tomb at Yazılıkaya (8th century gives Midas the titles wanax and lawagtas, paralled in Mycenaean, and there were strong connections between his dynasty and Greek Aeolis.

  6. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 333 ... Issue, Title. Vol 15, No 1 (2016), Irrigation potential of Inuakpa in Odukpani local government of Cross river using Kostiakov model, Abstract PDF. B.O. Unuigbe, K.I. Ofem, N.R.B. Antigha. Vol 2, No 2 (2003), LABOUR USE IN SMALL-SCALE YAM PRODUCTION IN QUA'AN PAN LOCAL GOVERNMENT ...

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 644 ... Issue, Title. Vol 19, No 2 (2007), A qualitative study of medical student socialization in Malawi\\'s College of Medicine: Clincal crisis and beyond, Abstract PDF. C Wendland, C Bandawe. Vol 19, No 2 (2007), A qualitative study of medical student socialization in Malawi\\'s College of Medicine: Preclinical ...

  8. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 13, No 2 (2013), Using Mindfulness as a Teaching Aid for Phenomenology, Abstract PDF. IR Owen. Vol 8, No 1 (2008), Were Nietzsche's Cardinal Ideas – Delusions? Abstract PDF. Eva M Cybulska. Vol 12, No 1 (2012), What did you learn in school today? Abstract PDF. Carina Henriksson. Vol 5, No 1 (2005) ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 265 ... Issue, Title. Vol 35, No 2 (2008), Choice of place for childbirth: prevalence and correlates of utilization of health facilities in Chongwe district, Zambia, Abstract PDF. AN Hazemba, S Siziya. Vol 43, No 1 (2016), Clinical and Radiological Features of Multiple Myeloma Patients at the University Teaching ...

  10. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 88, No 8 (1998), New birth and death registration forms - a foundation for the future, a challenge for health workers? Abstract PDF. Debbie Bradshaw, Danuta Kielkowski, Freddy Sitas. Vol 83, No 3 (1993), New estimates of infant and child mortality for blacks in South Africa, 1968-1979, Abstract PDF.

  11. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 643 ... Issue, Title. Vol 18, No 2 (2015), Contraceptive Knowledge and Compliance with Guidelines for Providing Contraceptive Services by Patent Medicine Vendors In Ibadan North Local Government Area, Nigeria, Abstract PDF. OO Ajayi, AJ Ajuwon. Vol 16, No 2 (2013), Coping Strategy for Food Security ...

  12. Browse Title Index

    African Journals Online (AJOL)

    Items 851 - 900 of 1006 ... Issue, Title. Vol 54, No 2 (2012), The effect of the introduction of a standard monitoring protocol on the investigations performed on the metabolic control of type 2 diabetes at Addington Hospital Medical Outpatients Department, Durban, South Africa, Abstract PDF. JM Gill, A Ross, F Pirie, ...

  13. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 8, No 2 (2016): Supplement, Using operative models (ICF and CBR) within an interprofessional context to address community needs, Abstract PDF. A Rhoda, F Waggie, G.C. Filies, J.M. Frantz. Vol 2, No 1 (2010), Using portfolios to assess professional competence and development in medical laboratory ...

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 412 ... Issue, Title. Vol 30, No 3 (2011) ... Transferring the principle of double effect from war to business, Abstract. G. J. Rossouw ... Vol 22, No 2 (2003), Can more business ethics teaching halt corruption in companies? Abstract.

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 155 ... Issue, Title. Vol 12 (2012), Political Dissent and Autonomy in Wum Local Government, Southern (West) Cameroons, 1957 – 1968, Abstract. TP Mbeum. Vol 9 (2009), Post-Emancipation Slave Commerce: Increasing Child Slave Trafficking and Women's Agency in Late Nineteenth-century Ghana ...

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 451 - 500 of 581 ... Issue, Title. Vol 30, No 1 (2016), Risky sexual behaviour and associated factors among students of Debre Tabor University, Northwest Ethiopia: a cross-sectional study, Abstract PDF. Awoke Derbie, Mekonnen Assefa, Daniel Mekonnen, Fantahun Biadglegne. Vol 28, No 1 (2014), Road traffic accident: ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 451 - 500 of 1346 ... Issue, Title. Vol 32, No 1 (2015), Fire and the dynamics of two unpalatable grass species (Cymbopogon pospischilii and Elionurus muticus) in a semi-arid climate, Abstract. Hennie A Snyman. Vol 8, No 1 (1973), Fire as a method of controlling macchia (Fynos) vegetation on the Amathole Mountains of ...

  18. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 43, No 2 (2006), Review: "'n Wonderlike geweld. Jeugherinneringe", By Elsa Joubert (2005), Abstract PDF. Henriette Roos. Vol 53, No 1 (2016), Review: Breyten Breytenbach, A Monologue in Two Voices, Abstract PDF. Andy Carolin. Vol 53, No 1 (2016), Review: The Shadow of the Hummingbird, Abstract ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 103 ... Issue, Title ... SE Edusah, E Osei-Tutu ... Vol 6, No 2 (2016), Interrelationships among unemployment, inflation and economic growth in Nigeria, Abstract .... Vol 4, No 3 (2014): Special Edition, Socio-cultural Issues for ...

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 4351 - 4386 of 4386 ... Issue, Title. Vol 107, No 6 (2017), When students become patients: TB disease among medical undergraduates in Cape Town, South Africa, Abstract PDF. H van der Westhuizen, A Dramowski. Vol 106, No 4 (2016), Where do children die and what are the causes? Under-5 deaths in the Metro West ...

  1. Browse Title Index

    African Journals Online (AJOL)

    Issue, Title. Vol 10, No 2 (2014), Sorindeia warneckei Engl. (Anacardiaceae), une espèce multi-usagère de la dépression de la Lama au Togo, Abstract PDF. A Akodewou, S Akpavi, M Dourma, K Batawila, KB Amegnaglo, W Atakpama, K Akpagama. Vol 10, No 1 (2014), Sterculia setigera Del.: influence de quelques ...

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 126 ... Issue, Title. Vol 8, No 2 (2016), 2010 FIFA World Cup stadium investment: Does the post-event usage justify the expenditure? Abstract PDF. Luke Humphrey, Gavin Fraser. Vol 6, No 1 (2014), 7Implication of mergers and acquisitions on stock returns before and during the 2007–2009 credit crunch: An ...

  3. Job Stability in the United States.

    OpenAIRE

    Diebold, Francis X; Neumark, David; Polsky, Daniel

    1997-01-01

    Two key attributes of a job are its wage and its duration. Much has been made of changes in the wage distribution in the 1980s but little attention has been given to job durations since Robert E. Hall (1972, 1982). The authors fill this void by examining the temporal evolution of job retention rates in U.S. labor markets using data assembled from the sequence of Current Population Survey job tenure supplements. There have been relative declines in job stability for some of the groups that exp...

  4. Job Performance and Gender Factors of Administrative Staff in South West Nigeria Universities

    Science.gov (United States)

    Olorunsola, E. O.

    2012-01-01

    This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in…

  5. 75 FR 74088 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2010-11-30

    ... for OMB Review; Comment Request; Job Corps Enrollee Allotment Determination ACTION: Notice. SUMMARY... Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Enrollee Allotment... number) or by e-mail at [email protected] . SUPPLEMENTARY INFORMATION: Job Corps enrollees may elect...

  6. 75 FR 72841 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2010-11-26

    ... for OMB Review; Comment Request; Job Corps Health Questionnaire ACTION: Notice. SUMMARY: The...) sponsored information collection request (ICR) titled, ``Job Corps Health Questionnaire,'' to the Office of... an applicant to the Job Corps. The information is obtained from the applicant during an interview...

  7. 75 FR 74082 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

    Science.gov (United States)

    2010-11-30

    ... for OMB Review; Comment Request; Job Corps Placement and Assistance Record ACTION: Notice. SUMMARY... Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Placement and Assistance... obtain information about student training for placement of students in jobs, further education or...

  8. Transformational Leadership and its Relationship to Employee Job Motivation at the TACOM LCMC

    Science.gov (United States)

    2016-05-25

    UNCLASSIFIED Transformational Leadership and its Relationship to Employee Job Motivation at the TACOM-LCMC...Service College Fellowship Transformational Leadership and its Relationship to Employee Job Motivation at the TACOM- LCMC ii UNCLASSIFIED...Approval Page Title: Transformational Leadership and its Relationship to Employee Job Motivation at the TACOM-LCMC Author: Craig Coger

  9. 76 FR 73019 - Proposed Information Collection (Agreement To Train on the Job Disabled Veterans) Activity...

    Science.gov (United States)

    2011-11-28

    ... (Agreement To Train on the Job Disabled Veterans) Activity: Comment Request AGENCY: Veterans Benefits... to assure that on the job training establishments are providing veterans with the appropriate... information technology. Title: Agreement to Train on the Job Disabled Veterans, VA Form 28- 1904. OMB Control...

  10. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

    Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.

  11. 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, ...

  12. Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model

    Directory of Open Access Journals (Sweden)

    Xiaotong Ding

    2018-04-01

    Full Text Available Background: Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. Objective: To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. Methods: From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Results: Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, p<0.01. In addition, job control was positively related to job satisfaction (r 0.567, p<0.01. Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Conclusion: Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

  13. 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...

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 301 - 350 of 670 ... Vol 8, No 2 (2011), Job Performance Effectiveness: A Comparison of Teachers in ... Analysis of use of Language in Ifeoma Okoye's Men Without Ears ... Vol 8, No 1 (2011), Lexical Inference as an Obstacle to Reading ...

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 110 ... Vol 1, No 1 (2009), Influence of Principals' Administrative Style on the Job Performance of Secondary School Teachers in Cross River State, Nigeria, Abstract. JE Bassey ... Vol 4, No 1 (2012), Lexical inference as an obstacle to reading comprehension at senior secondary schools in Botswana, Abstract.

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 62 of 62 ... Vol 3, No 1 (2013), Spiritually sensitive social work: A missing link in Zimbabwe ... of a post-colonial pathology among African women, Abstract PDF ... as correlates of job performance among working mothers: implications for ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 390 ... D Addison, V Singh, K Okyere-Asante, H Okafor. Vol 46, No 3 (2005), Causes of job dissatisfaction among doctors at a ... Vol 54, No 1 (2013), Childhood acquired heart diseases in Jos, north central Nigeria, Abstract.

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 801 - 850 of 1117 ... Vol 21, No 2 (2015), Risky sexual behaviour of university students: Perceptions and the effect of a sex education ... 2011: September Supplement, Role ambiguity, role conflict and work overload and their influence on job satisfaction of ... Vol 22, No 1:2 (2016), Sexual orientation and risk factors for ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 446 ... Vol 19, No 1 (2016), Comparative evaluation of the academic ... of parental influence, school environment, learners\\' interest and self ... Vol 17, No 2 (2014), Demographic characteristics, leadership styles, job attitudes and ... Dual punishment: Mothers in Nigerian prisons and their children, Abstract.

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 248 ... AJ Jordaan, D Sakulski, AD Jordaan. Vol 43, No 1 ... Vol 38 (2009), Job burnout and coping strategies among extension agents in south western Nigeria, Abstract ... Vol 44, No 2 (2016), Mobile phone use by small-scale farmers: a potential to transform production and marketing in Zimbabwe, Abstract.

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 165 of 165 ... Vol 12, No 3 (2009), The perceptions of Zimbabwean Pharmacists of their overall job satisfaction and the factors associated with it, Abstract PDF. T Ndlovu, P Gavaza, CC Maponga. Vol 5, No 2 (2002), The Quality of Pharmacy Practice Among Dispensers in Private Pharmacies: A Case Study in Dar es ...

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 192 of 192 ... ... of selected stakeholders on family business continuity and family harmony, Abstract PDF ... Vol 16, No 2 (2012), The importance of choice attributes and the ... Vol 18, No 2 (2014), The influence of relationship intention on cell phone ... Vol 20, No 1 (2016), Work-life balance, job satisfaction and ...

  3. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 69 ... Vol 3, No 1 (2004), A Critical Assessment Of The Retributive Theory Of Punishment, Abstract PDF. AF Uduigwomen. Vol 3, No 1 (2004) ... Vol 7, No 1&2 (2008), Influence of gender and leadership style on career commitment and job performance of subordinates, Abstract PDF. OA Afolabi, OJ Obude, AA ...

  4. Influence of the age upon the job satisfaction

    OpenAIRE

    Riemer, Jakub

    2013-01-01

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

  5. 49 CFR 1245.5 - Classification of job titles.

    Science.gov (United States)

    2010-10-01

    ..., Engineer, Architect, Chief Chemist, Nurse, Tax Accountant, Internal Auditor to General Accountant, Corporate Accountant, Supervisor Programing, Senior Computer System Specialist, Senior System Analyst..., Safety Inspector, Real Estate Agent, Real Estate Supervisor, Tax Agent, Buyer, Assistant Buyer, Sales...

  6. Associations between perceived institutional support, job enjoyment, and intentions to work in the United Kingdom: national questionnaire survey of first year doctors.

    Science.gov (United States)

    Lachish, Shelly; Goldacre, Michael J; Lambert, Trevor

    2016-05-23

    Identifying factors that improve job satisfaction of new doctors and ease the difficult transition from student to doctor is of great interest to public health agencies. Studies to date have focused primarily on the value of changes to medical school curricula and induction processes in this regard, but have overlooked the extent to which institutional support can influence new doctors' enjoyment of and attitude to work. Here, we examine variation in the perceived level of support received by new medical graduates in the United Kingdom (UK) from their employer and whether this influences enjoyment of and attitudes to the first postgraduate year, and whether doctors who perceived a lower level of support were less inclined to intend a long term career in medicine in the UK. All UK medical graduates of 2012 were surveyed in 2013 in a cross-sectional study, towards the end of their first post-graduate year (the 'F1' year of the 2-year Foundation Training Programme for new UK doctors). We used linear regression to assess whether the level of support doctors reported receiving from their employing Trust (Very Good, Good, Adequate, Poor, or Very Poor) was associated with the extent to which they enjoyed their F1 year. Similarly, we assessed the strength of associations between self-reported level of Trust support and doctors' responses to 12 statements about fundamental aspects of their working lives, each assessed on a 5-point scale of agreement. Using χ (2) tests we examined whether doctors' intentions to practise medicine in the UK varied with the level of support they reported receiving from their Trust. The response rate was 45 % (2324/5171). Of 2324 responding junior doctors, 63.8 % reported receiving 'Very Good' (23.6 %) or 'Good' (40.2 %) initial support from their Trust, while a further 27.4 % stated they received 'Adequate' support. 'Poor' support was reported by 5.8 % and 'Very Poor' support by 2.2 %. We found very strong positive associations between

  7. 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.

  8. 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.

  9. 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.

  10. The effect of job demand-control-social support model on nurses' job ...

    African Journals Online (AJOL)

    Method: A cross-sectional survey was conducted from September 2014 to May 2015 in three public specialized teaching hospitals in Ethiopia. Among 1371 nurses, 360 were selected as sample. Data was collected using Job Content Questionnaire and Job Satisfaction Survey Questionnaire. After the data was collected, ...

  11. 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 ...

  12. Determinants Of Youth Job Satisfaction In Mauritius

    Directory of Open Access Journals (Sweden)

    Medha Kisto

    2015-08-01

    Full Text Available This paper investigates the determinants of job satisfaction in Mauritius based on primary data which were sourced through survey among 500 youth workers across the island in 2014. The purpose of this study is to explore the association between job satisfaction and selected demographic education and employment variables. Both qualitative and quantitative analyses were done. Results indicated significant relationships between job satisfaction and demographic variables job variables and mismatch variables but we find that job satisfaction among youth is explained by different set of variables respectively for males and females and for the whole sample. From the key findings and analysis from the factor analysis showed that factors affecting the respondent current job satisfaction can be grouped under three categories namely socio-economic shocks and demographic indicators social evils and psychological well-being. Thus these findings have implications for future research on job satisfaction among youth.

  13. Does union membership really reduce job satisfaction?

    OpenAIRE

    Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

    2003-01-01

    We investigate the effect of union membership on job satisfaction. Whilst it is common to study the effects of union status on satisfaction treating individual membership as given, in this paper, we account for the endogenous selection induced by the sorting of workers into unionised jobs. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we address the question of how the membership decision is related to overall job satisfaction and to satisfacti...

  14. Analysis of job satisfaction of employees

    OpenAIRE

    Procházka, Lukáš

    2011-01-01

    This thesis examines the problem of job satisfaction. It explains basic concepts and methods of most widely used theories of job satisfaction. The work contains survey on job satisfaction on a specific market entity - the company Telefónica Czech Republic, a.s., the findings of current situation and it proposes alternative procedures to improve the situation. Data collection was performed using a questionnaire submitted by employees of the company Telefónica Czech Republic, a. s. On the basis...

  15. Home‐care nursing staff in self‐directed teams are more satisfied with their job and perceive more autonomy over patient care: a nationwide survey.

    NARCIS (Netherlands)

    Maurits, E.E.M.; Veer, A.J.E. de; Groenewegen, P.P.; Francke, A.L.

    2017-01-01

    Aims: (1) To examine whether working in a self-directed team is related to home-care nursing staff's job satisfaction; (2) To assess the mediating effect of self-perceived autonomy over patient care; (3) To investigate the moderating effect of educational level on the association between autonomy

  16. A Survey of Job Satisfaction among Staff of Jundishapur Medical Teaching Hospitals in Ahvaz; Based on Herzberg's Two-Factor Model

    Directory of Open Access Journals (Sweden)

    Elham Amiri

    2017-06-01

    Full Text Available Background and Objectives: Job satisfaction is the most important factor affecting the performance and productivity of the organization. The purpose of this study was to assess job satisfaction among staff of Jundishapur medical teaching hospitals; based on Herzberg's      two-factor model. Material and Methods: This was a cross-sectional study. The sample size of 147 was calculated. Stratified sampling method was used. The questionnaire used to collect data consisted of demographic characteristics and job satisfaction in a Likert scale. Data were analyzed using descriptive statistics (mean score and standard deviation and analytical statistics (Parametric test in SPSS16 software. Results: In survival factors, the highest average belonged to salary subscale with mean score     (3.35 ± 1.05. The other subscales were estimated relatively inappropriate .Regarding motivational factors; all subscales were estimated relatively inappropriate. The recognition subscale showed a significant association with age (P Conclusion: In order to enhance the efficiency of hospital staff, in addition to the domains that prevent staff from quitting their job, it needs to emphasize on their motivation as well.

  17. Motivation for career choice and job satisfaction of GP trainees and newly qualified GPs across Europe: a seven countries cross-sectional survey

    NARCIS (Netherlands)

    Roos, M.; Watson, J.; Wensing, M.; Peters-Klimm, F.

    2014-01-01

    BACKGROUND: Recruitment to general practice is a major concern in many countries. Cross-national exploration of motivation for career choice and career satisfaction could help inform workforce planning. OBJECTIVES: Our aim was to explore motivation for career choice and job satisfaction of GP

  18. A survey on job satisfaction among nursing staff before and after introduction of the NIDCAP model of care in a level III NICU in the Netherlands

    NARCIS (Netherlands)

    Wielenga, Joke M.; Smit, Bert J.; Unk, Karel A.

    2008-01-01

    PURPOSE: To study the effect of introduction of the Newborn Individualized Developmental Care and Assessment Program (NIDCAP) on nursing staff job satisfaction. SUBJECTS: Registered nurses, with specialist neonatal qualifications or in training, in a level III neonatal intensive care unit (NICU) in

  19. Are Principal Background and School Processes Related to Teacher Job Satisfaction? A Multilevel Study Using Schools and Staffing Survey 2003-04

    Science.gov (United States)

    Shen, Jianping; Leslie, Jeffrey M.; Spybrook, Jessaca K.; Ma, Xin

    2012-01-01

    Using nationally representative samples for public school teachers and principals, the authors inquired into whether principal background and school processes are related to teacher job satisfaction. Employing hierarchical linear modeling (HLM), the authors were able to control for background characteristics at both the teacher and school levels.…

  20. 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.

  1. Job Satisfaction among Women in Advertising.

    Science.gov (United States)

    Pokrywczynski, James V.; Crowley, John H.

    A study examined job satisfaction among women in advertising. Subjects were 48 female respondents from a mail survey of membership of a Midwest advertising club. Two types of job satisfaction measures were used: items from the Minnesota Satisfaction Questionnaire and the action tendency scales developed by E. Locke. The results showed a high level…

  2. The mediating effects of team and self-efficacy on the relationship between transformational leadership, and job satisfaction and psychological well-being in healthcare professionals: a cross-sectional questionnaire survey.

    Science.gov (United States)

    Nielsen, Karina; Yarker, Joanna; Randall, Raymond; Munir, Fehmidah

    2009-09-01

    The importance of transformational leadership for the health and well-being of staff in the healthcare sector is increasingly acknowledged, however, there is less knowledge about the mechanisms that may explain the links between transformational leaders and employee health and well-being. To examine two possible psychological mechanisms that link transformational leadership behaviours to employee job satisfaction and well-being. Cross-sectional study design. The study took place in two elderly care centers in large Danish local government. Staff were predominantly healthcare assistants but also nurses and other healthcare-related professions participated in the study. 274 elderly care employees completed the questionnaire. Surveys were sent to all employees working at the centers. 91% were female, the average age was 45 years. A questionnaire was distributed to all members of staff in the elderly care centers and where employees were asked to rate their line manager's leadership style and were asked to evaluate their own level of self-efficacy as well as the level of efficacy in their team (team efficacy) and their job satisfaction and psychological well-being. Both team and self-efficacy were found to act as mediators, however, their effects differed. Self-efficacy was found to fully mediate the relationship between transformational leadership and well-being and team efficacy was found to partially mediate the relationship between transformational leadership and job satisfaction and fully mediate the relationship between transformational leadership and well-being. Within the pressurised environment faced by employees in the healthcare sector today transformational leaders may help ensure employees' job satisfaction and psychological well-being. They do so through the establishment of a sense of being in control as individuals but also as being part of a competent group.

  3. Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model.

    Science.gov (United States)

    Ding, Xiaotong; Yang, Yajuan; Su, Dan; Zhang, Ting; Li, Lunlan; Li, Huiping

    2018-04-01

    Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, pjob control was positively related to job satisfaction (r 0.567, pjob control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

  4. 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.

  5. Nursing unit teams matter: Impact of unit-level nurse practice environment, nurse work characteristics, and burnout on nurse reported job outcomes, and quality of care, and patient adverse events--a cross-sectional survey.

    Science.gov (United States)

    Van Bogaert, Peter; Timmermans, Olaf; Weeks, Susan Mace; van Heusden, Danny; Wouters, Kristien; Franck, Erik

    2014-08-01

    To investigate the impact of nurse practice environment factors, nurse work characteristics, and burnout on nurse reported job outcomes, quality of care, and patient adverse events variables at the nursing unit level. Nurse practice environment studies show growing insights and knowledge about determining factors for nurse workforce stability, quality of care, and patient safety. Until now, international studies have primarily focused on variability at the hospital level; however, insights at the nursing unit level can reveal key factors in the nurse practice environment. A cross-sectional design with a survey. In a cross-sectional survey, a sample of 1108 nurses assigned to 96 nursing units completed a structured questionnaire composed of various validated instruments measuring nurse practice environment factors, nurse work characteristics, burnout, nurse reported job outcomes, quality of care, and patient adverse events. Associations between the variables were examined using multilevel modelling techniques. Various unit-level associations (simple models) were identified between nurse practice environment factors, nurse work characteristics, burnout dimensions, and nurse reported outcome variables. Multiple multilevel models showed various independent variables such as nursing management at the unit level, social capital, emotional exhaustion, and depersonalization as important predictors of nurse reported outcome variables such job satisfaction, turnover intentions, quality of care (at the unit, the last shift, and in the hospital within the last year), patient and family complaints, patient and family verbal abuse, patient falls, nosocomial infections, and medications errors. Results suggested a stable nurse work force, with the capability to achieve superior quality and patient safety outcomes, is associated with unit-level favourable perceptions of nurse work environment factors, workload, decision latitude, and social capital, as well low levels of burnout

  6. 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 ...

  7. 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.

  8. 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.

  9. Job burnout.

    Science.gov (United States)

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

    2001-01-01

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

  10. Job Satisfaction and Motivational Strategies among Library Directors.

    Science.gov (United States)

    Pors, Niels Ole; Johannsen, Carl Gustav

    2002-01-01

    Discusses a survey of Danish library directors and highlights findings associated with job satisfaction and motivational strategies. Highlights include leadership; the relation between leadership position and job satisfaction; relationship between selected variables and job satisfaction; management tools used; and time spent on leadership tasks.…

  11. Job Satisfaction and Work Performance of Public Secondary School Teachers In Akoko North West Local Government Area Of Ondo State

    Directory of Open Access Journals (Sweden)

    Aroge Stephen Talabi

    2016-08-01

    Full Text Available The study examined the relationship between job satisfaction and work performance of secondary school teachers in Akoko North West Local Government Area of Ondo-State, Nigeria. The study population consisted of all secondary school teachers, while two hundred of them were randomly selected for the study. Regular payment of salary, opportunities for promotion, rapport with school authority, in-service training, job security, career prospect and retirement benefits were the variables considered. The questionnaire titled “Workers Opinion Survey Inventory (WOSI” and the Productivity Rating Scale (PRS which was in line with Annual Performance Evaluation Report (APPER was used to obtain information for the study. The data was analyzed using Pearson Product Correlation Moment.  One of the recommendations made include the onward review of policies, remuneration and work conditions of teachers in the public secondary schools in Nigeria for optimum productivity.

  12. 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...

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

    Science.gov (United States)

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

    2010-01-01

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

  14. Projection of own on others' job characteristics: evidence for the false consensus effect in job characteristics information

    NARCIS (Netherlands)

    Oliver, J.; Bakker, A.B.; Demerouti, E.; Jong, De R.D.

    2005-01-01

    The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non-incumbents (n = 104) then completed a

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 1125 ... African Journal for Physical, Health Education, Recreation and Dance. ... Vol 17, No 1 (2011), A survey of mental skills training among ... screening in the workplace: A study of two companies in Darwin, Australia, Abstract.

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 498 ... Nigerian Veterinary Journal. ... Vol 28, No 1 (2007), A Survey Of Cutaneous Neoplasms Among Horses Used For Cultural Festivals In ... of Contagious Bovine Pleuropneumonia (CBPP) amongst Settled and Semi-Settled ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 94 ... Vol 10, No 1-2 (2010), A Survey of Records Management Practices ... and Students of School of Management and Information Technology .... Information Skills for Special Needs Learners Through project work, Abstract PDF.

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 649 ... ... of the Landfill Situation of Addis Ababa City Administration, Abstract PDF .... Baseline Survey on Drug Prescribing Indicators for Outpatients in Jimma ... Vol 24, No 1 (2014), Case Report: Corneal Pyogenic Granuloma: ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 943 ... African Journal of Reproductive Health. ... Vol 18, No 3 (2014): Special Edition, Changes in Sexual Risk Behavior Among .... Among Ghanaian Women: Evidence from the Ghana Demographic and Health Survey, 2008.

  20. Factors Influencing Job Satisfaction Among Long-Term Care Staff.

    Science.gov (United States)

    Doran, Kelly; Resnick, Barbara; Swanberg, Jennifer

    2017-11-01

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

  1. Serial multiple mediation of organizational commitment and job burnout in the relationship between psychological capital and anxiety in Chinese female nurses: A cross-sectional questionnaire survey.

    Science.gov (United States)

    Zhou, Jiawei; Yang, Yanjie; Qiu, Xiaohui; Yang, Xiuxian; Pan, Hui; Ban, Bo; Qiao, Zhengxue; Wang, Lin; Wang, Wenbo

    2018-07-01

    Nurses play an important role in medical and health services but anxiety among those in this profession is widespread. Anxiety not only damages the physical and mental health of the individual, but also reduces the efficiency of their work and the quality of care, ultimately impacting on patient care. Therefore, it is necessary to elucidate the factors that lead to anxiety and explore measures to reduce the impact these factors have on nurses. The purpose of this study was to investigate the serial-multiple mediation of psychological capital (PsyCap), organizational commitment, job burnout, and anxiety among Chinese female nurses. A cross-sectional stratified cluster sampling study. The study consisted of 1354 Chinese female nurses from two tertiary grade A hospitals in Heilongjiang Province, China. The Zung Self-Rating Anxiety Scale, the Chinese psychological capital questionnaire, the Chinese Maslach Burnout Inventory, and the Chinese Employee Organizational Commitment Questionnaire were used to gather data. Descriptive analysis, independent-samples T-test, one-way analysis of variance, Spearman correlation analyses, ordinary least-squares regression and the bootstrap method were used to analyze data. The prevalence rate of anxiety among nurses was found to be 41.1%, and there were significant differences in anxiety symptoms in age (F = 15.54, p organizational commitment and job burnout in the relationship between PsyCap and anxiety was found to be statistically significant. The results of the present study showed that positive PsyCap was sequentially associated with increased organizational commitment first, and then decreased job burnout, which was in turn related to reduced symptoms of anxiety among female nurses. Copyright © 2018. Published by Elsevier Ltd.

  2. 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

  3. Are flexible contracts bad for workers? Evidence from job satisfaction data

    OpenAIRE

    Green, C; Heywood, J S

    2007-01-01

    If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is suffi...

  4. Combined analysis of job and task benzene air exposures among workers at four US refinery operations.

    Science.gov (United States)

    Burns, Amanda; Shin, Jennifer Mi; Unice, Ken M; Gaffney, Shannon H; Kreider, Marisa L; Gelatt, Richard H; Panko, Julie M

    2017-03-01

    Workplace air samples analyzed for benzene at four US refineries from 1976 to 2007 were pooled into a single dataset to characterize similarities and differences between job titles, tasks and refineries, and to provide a robust dataset for exposure reconstruction. Approximately 12,000 non-task (>180 min) personal samples associated with 50 job titles and 4000 task (job titles and task codes across all four refineries, and (5) our analysis of variance (ANOVA) of the distribution of benzene air concentrations for select jobs/tasks across all four refineries. The jobs and tasks most frequently sampled included those with highest potential contact with refinery product streams containing benzene, which reflected the targeted sampling approach utilized by the facility industrial hygienists. Task and non-task data were analyzed to identify and account for significant differences within job-area, task-job, and task-area categories. This analysis demonstrated that in general, areas with benzene containing process streams were associated with greater benzene air concentrations compared to areas with process streams containing little to no benzene. For several job titles and tasks analyzed, there was a statistically significant decrease in benzene air concentration after 1990. This study provides a job and task-focused analysis of occupational exposure to benzene during refinery operations, and it should be useful for reconstructing refinery workers' exposures to benzene over the past 30 years.

  5. How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

    Science.gov (United States)

    Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

    2016-01-01

    This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. © The Author(s) 2014.

  6. Job quality in Europe: the North-South divide

    OpenAIRE

    Cerdeira, Maria da Conceição; Kovács, Ilona

    2008-01-01

    This paper examines the job quality in Europe. It is based on the results of the Fourth European Foundation Survey on working conditions covering different dimensions including work organisation, job content, autonomy at work, aspects of worker dignity, working time and work-life balance, working conditions and safety in the workplace. The results point to the existence of great diversity in the job quality across Europe and the north-south divide. The job quality differences are related to t...

  7. Job anxiety, work-related psychological illness and workplace performance

    OpenAIRE

    Jones, Melanie; Latreille, Paul L.; Sloane, Peter J.

    2016-01-01

    This paper uses matched employee-employer data from the British Workplace Employment Relations Survey (WERS) 2004 to examine the determinants of employee job anxiety and work-related psychological illness. Job anxiety is found to be strongly related to the demands of the job as measured by factors such as occupation, education and hours of work. Average levels of employee job anxiety, in turn, are positively associated with work-related psychological illness among the workforce as reported by...

  8. Technology and job retention among young adults, 1980-98

    OpenAIRE

    Zavodny, Madeline

    2000-01-01

    Although many studies have examined whether job stability and security have declined over time, the role of technology in job turnover has received little attention. This analysis examines the relationship between the likelihood that a worker remains at the same job for two years and various measures of technology usage across industries. Using data from the National Longitudinal Survey of Youth over 1980-98, the results indicate that the relationship between job retention and technology vari...

  9. 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.

  10. Surveys & Programs

    Science.gov (United States)

    Employment and Payroll Survey of Business Owners Work from Home Our statistics highlight trends in household statistics from multiple surveys. Data Tools & Apps Main American FactFinder Census Business Builder My residential construction. Business Dynamics Statistics (BDS) Provides measures of openings and closings, job

  11. A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

    Directory of Open Access Journals (Sweden)

    Kürşad Zorlu

    2016-01-01

    Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

  12. A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

    Directory of Open Access Journals (Sweden)

    Kursad Zorlu

    2014-07-01

    Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

  13. Do Health Promotion Behaviors Affect Levels of Job Satisfaction and Job Stress for Nurses in an Acute Care Hospital?

    Science.gov (United States)

    Williams, Heather L; Costley, Teresa; Bellury, Lanell M; Moobed, Jasmine

    2018-06-01

    The aim of this study was to explore the relationships between nurse-reported health-promoting behaviors (HPBs), job stress, and job satisfaction in a hospital setting. Job stress and satisfaction are key components of the nursing work environment; however, evidence of the relationship between HPB and job stress and satisfaction is lacking. A cross-sectional, 144-item survey was administered to nurses working in an acute care, community hospital in the southeastern United States. Higher levels of HPB were associated with lower job stress and higher job satisfaction. Total HPB was associated with the competence subscale of job stress. Lower job stress was significantly associated with HPB subscales: spiritual growth, interpersonal relations, and stress management. Nursing organizations can implement interventions that support HPB for nurses to reduce job stress and improve satisfaction.

  14. Assessment of job stress factors and organizational personality types for procedure-based jobs in nuclear power plants

    International Nuclear Information System (INIS)

    Kim, Dae-Ho; Lee, Yong-Hee; Lee, Jung-Woon

    2008-01-01

    The purpose of this study is to assess the organizational types and the job stress factors that affect procedure-based job performances in nuclear power plants. We derived 24 organizational factors affecting job stress level in nuclear power plants from the job stress analysis models developed by NIOSH, JDI, and IOR. Considering the safety characteristics in the operating tasks of nuclear power plants, we identified the job contents and characteristics through the analyses of job assignments that appeared in the organizational chart and the results of an activity-based costing. By using questionnaire surveys and structured interviews with the plant personnel and expert panels, we assessed 70 jobs among the 777 jobs managed officially in accordance with the procedures. They consist of the representative jobs of each department and are directly related to safety. We utilized the organizational personality type indicators to characterize the personality types of each organization in nuclear power plants. (author)

  15. Library Informational Technology Workers: Their Sense of Belonging, Role, Job Autonomy and Job Satisfaction

    Science.gov (United States)

    Lim, Sook

    2007-01-01

    This study examines the characteristics of library information technology (IT) workers using a mail survey. The IT workers showed a moderate level of a sense of belonging, playing the broker's role, job autonomy, and job satisfaction. There were differences between librarian IT workers and non-librarian IT workers regarding most of these…

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

    Science.gov (United States)

    Westfall, Richard E., Jr.

    2012-01-01

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

  17. The Effect of Job Satisfaction on Job Search: Not just whether, but also where

    NARCIS (Netherlands)

    J. Delfgaauw (Josse)

    2005-01-01

    textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when

  18. Education and Job Satisfaction: Are Baccalaureate Nurses More Satisfied with Their Jobs?

    Science.gov (United States)

    Wright, Virginia B.; And Others

    A study was done to learn about relative job satisfaction among nurses with baccalaureate degrees compared to nurses with associate nursing degrees. A job satisfaction survey was mailed in the summer of 1988 to a selected sample of 480 nursing graduates of a regional southeastern university. Seventy-two baccalaureate and 50 associate degree nurses…

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

    Science.gov (United States)

    Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

    2015-01-01

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

  20. Factors that influence nurses' job satisfaction.

    Science.gov (United States)

    Ma, Chen-Chung; Samuels, Michael E; Alexander, Judith W

    2003-05-01

    To examine factors affecting the job satisfaction of registered nurses (RNs). A growing recognition of job dissatisfaction among RNs in South Carolina hospitals has contributed to current problems with recruitment and retention. If administrators identify factors influencing RNs' job satisfaction in hospitals and implement strategies to address these factors, RN turnover rates will decrease and recruiting and retention rates will increase. A cross-sectional study of secondary data was designed to identify the individual, work, and geographic factors that impact nursing job satisfaction at the state level. A 27-question self-administered survey was sent to 17,500 RNs in South Carolina with postage-paid envelopes for their responses. Surveys from 3472 nurses were completed anonymously. Univariate statistics were used to describe the study sample. One-way and multivariable Analysis of Variance were used to determine which variables contributed the most to job satisfaction. For about two thirds of the RNs, job satisfaction remained the same or had lessened over the past 2 years. In addition, statistically significant differences were found between job satisfaction and years of service, job position, hospital retirement plan, and geographic area. The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortages throughout the healthcare industry.

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 601 - 650 of 943 ... Vol 18, No 2 (2014), Physical Activity and Energy Expenditure: Findings from the Ibadan Pregnant Women's Survey, Abstract PDF. AF Adeniyi, OO Ogwumike, CI Osinike. Vol 17, No 4 (2013), Physical Activity Level and Adiposity: Are they Associated with Primary Dysmenorrhea in School Adolescents?

  2. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 391 ... Vol 13, No 2 (2011), A review of the evolution of trappiing strategies for the control of trypanosomiasis and tsetse flies (Glossina spp) in africa (1908 -2004), Abstract ... Vol 9, No 2 (2007):, A survey of indigenous knowledge of stingless bees (Apidae: meliponini) in the central region of Ghana, Abstract.

  3. Browse Title Index

    African Journals Online (AJOL)

    Items 501 - 550 of 985 ... Vol 12 (2008), Mark-resighting survey method for the estimation of population size in a closed animal population, Abstract. OR Oniyide, BT ... Vol 10 (2006), Measure synchronization in a coupled Hamiltonian associated with the motion of particles in a periodic potential, Abstract. UE Vincent, AN Njah, ...

  4. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 255 ... Vol 7, No 2 (2015), A faculty-led solution to transport-related stress among South ... Vol 1, No 1 (2009), A survey of nurses' basic life support knowledge and .... Vol 8, No 2 (2016), Burnout among paramedic students at a ...

  5. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 356 ... Vol 28, No 2 (2015), Early enteral nutrition compared to outcome in critically ill trauma patients ... Vol 29, No 2 (2016), Effects of rising food prices on household food ... Exploratory survey of informal vendor-sold fast food in rural South ... and obesity in students attending the University for Development ...

  6. Browse Title Index

    African Journals Online (AJOL)

    Vol 22, No 1 (2015), Sarcoidosis with heart involvement: a rare association of terrible ... Vol 14, No 1 (2013), Screening for refractive error among primary school ... Secondary peritoneal hydatidosis, the challenges of echinococcal disease in ... Vol 23, No 1 (2016), Sero-epidemiological survey and risk factors associated ...

  7. Browse Title Index

    African Journals Online (AJOL)

    Items 551 - 600 of 745 ... Vol 17, No 3 (2007), Prevalence Of Iron Deficiency In Children 6-24 ... Public Knowledge about HIV / AIDS: A survey of Dental School patients, Abstract ... Vol 8, No 4 (1998), Rampant caries in teenagers, problems and ...

  8. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 444 ... K Boa-Amponsem, A Osei-Somuah. Vol 31, No 1 (1998), A diagnostic survey of the present state of the pig industry in the Greater Accra Region of Ghana, Abstract. JE Fleischer, AR Barnes. Vol 33, No 1 (2000), A method for determining tolerance of cassava genotypes to African cassava mosaic disease in ...

  9. Browse Title Index

    African Journals Online (AJOL)

    Vol 14, No 3 (2017), Survey of dental students' attitude regarding oriental medicine/complementary and alternative medicine: comparison between two Japanese dental schools, Abstract PDF. Atsushi Kameyama, Kazuo Toda. Vol 13, No 4 (2016), Sustainable development of Amomum villosum: A systematic investigation ...

  10. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 372 ... Vol 12, No 2 (2009), A changed climate for mental health care delivery in ... Vol 11, No 3 (2008), A longitudinal comparative analysis of economic and family caregiver ... Vol 13, No 2 (2010), A situational analysis of child and adolescent ... Vol 15, No 5 (2012), A survey of risk behaviour for contracting HIV ...

  11. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 150 of 559 ... Vol 7, No 1 (2008), Cognitive dissonance as an explanation of the ... Vol 11, No 4 (2012), Correlates of HIV-status awareness among adults in Nairobi slum areas ... Vol 9, No 2 (2010), Deafness and HIV/AIDS: a systematic review of ... surveys indicate limited impact of condoms and HIV testing in four ...

  12. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 674 ... Vol 9, No 2 (2011), A survey of alcohol vulnerability of male prison inmates ... Vol 14, No 1 (2016), A tribute to the memory of Alastair Charles ... of women in open distance learning: feminist adult learning strategies, Abstract.

  13. Browse Title Index

    African Journals Online (AJOL)

    Items 351 - 400 of 571 ... MRS Mlozi, EH Shayo, KP Senkoro, BK Mayala, SF Rumisha, B Mutayoba, E Senkondo, A Maerere, LEG Mboera. Vol 5, No 1 (2003) .... Vol 10, No 3 (2008), Prevalence and correlates of cigarette smoking among adolescents in Malawi: results from the Global Youth Tobacco Survey 2005, Abstract PDF.

  14. Browse Title Index

    African Journals Online (AJOL)

    Items 151 - 200 of 211 ... ... survey of primates in Old Oyo National Park Buffer Zone, Nigeria, Abstract PDF ... Vol 8, No 2 (2016), Problems of propagation and conservation of ... of parks and gardens in the federal capital territory, Abuja Nigeria ...

  15. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 208 ... DC Nkemayim, P Foumane, S Fokoua, NN Nkele, DE Asonganyi, GA Alemnji, AS Doh. Vol 7, No 1 (2010), A survey of the knowledge, attitude and practice of the labour partogramme among health personnel in seven peripheral hospitals in Yaounde, Cameroon. Abstract PDF. J.S Dohbit, N.P Nana, ...

  16. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 155 ... Vol 21, No 2 (2015), A Survey of the Awareness of Prostate Cancer ... Vol 15, No 1-2 (2009), Breast Lumps in NAUTH, Nnewi :A 5 year ... Vol 19, No 2 (2013), Diagnostic Value of Abdominal Ultrasonography in Patients with ...

  17. Browse Title Index

    African Journals Online (AJOL)

    Items 201 - 250 of 273 ... Vol 34 (2008), Seed longevity of dominant plant species from degraded savanna ... Vol 28 (2002), Structural evolution of the Kilombero rift basin in central ... Vol 34 (2008), Survey of wind power potential for wind-based ...

  18. Browse Title Index

    African Journals Online (AJOL)

    Items 1 - 50 of 336 ... Vol 10, No 1 (2016), A 3-year survey of acute poisoning exposures in ... sound sources and noise levels in neonatal intensive care units, Abstract PDF ... in children admitted to the paediatric intensive care unit of Charlotte ...

  19. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 104 ... Survey to determine the cost of specialist & general practice services ... Vol 9, No 2 (2011), Management of Clostridium Difficile: Case ... Vol 10, No 1 (2012), The management of hepatitis C virus infection in difficult-to-treat ...

  20. Browse Title Index

    African Journals Online (AJOL)

    Items 51 - 100 of 113 ... Vol 6, No 2 (2007), Marketing of herbal drugs in Nigeria: a survey of ... behaviour in rats and mice following administration of chloroquine, Abstract PDF ... Vol 2, No 2 (2003), Prevalence of corneal ulcer among contact lens ...

  1. Browse Title Index

    African Journals Online (AJOL)

    Items 101 - 147 of 147 ... Vol 8, No 4 (2017), Preference for and access to media resources as ... in public libraries towards integration of social media tools in library ... Vol 5, No 2 (2014), Survey of information acquisition and dissemination to distance ... AJOL's Partners · Terms and Conditions of Use · Contact AJOL · News.

  2. Job satisfaction in psychiatric nursing.

    Science.gov (United States)

    Ward, M; Cowman, S

    2007-08-01

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

  3. Job satisfaction among a multigenerational nursing workforce.

    Science.gov (United States)

    Wilson, Barbara; Squires, Mae; Widger, Kimberley; Cranley, Lisa; Tourangeau, Ann

    2008-09-01

    To explore generational differences in job satisfaction. Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. It is imperative to improve job satisfaction for younger generations of nurses. Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.

  4. Revisiting Symbiotic Job Scheduling

    OpenAIRE

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

    International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

  5. 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 ...

  6. 32 CFR 644.62 - Title evidence.

    Science.gov (United States)

    2010-07-01

    ... HANDBOOK Acquisition Procurement of Title Evidence, Title Clearance, and Closings § 644.62 Title evidence... and their charter to issue the same. They must also be financially sound and be willing and able to...

  7. 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...

  8. 75 FR 4107 - Comment Request for Information Collection for Job Corps Application Data

    Science.gov (United States)

    2010-01-26

    ... youth throughout the United States. Job Corps is authorized by Title I, Subtitle C, of the Workforce... information for a homeless/runaway/foster child in one category. Job Corps proposes a slight modification to this form to capture the information for a homeless/runaway/foster child in three separate categories...

  9. 76 FR 67559 - Proposed Information Collection (Monthly Certification of On-the-Job and Apprenticeship Training...

    Science.gov (United States)

    2011-11-01

    ... (Monthly Certification of On-the- Job and Apprenticeship Training) Activity: Comment Request AGENCY... techniques or the use of other forms of information technology. Title: Monthly Certification of On-the-Job and Apprenticeship Training, VA Forms 22-6553d and 22-6553d-1. OMB Control Number: 2900-0178. Type of...

  10. 20 CFR 670.510 - Are Job Corps center operators responsible for providing all vocational training?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps center operators responsible for providing all vocational training? 670.510 Section 670.510 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

  11. 20 CFR 670.400 - Who is eligible to participate in the Job Corps program?

    Science.gov (United States)

    2010-04-01

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

  12. 20 CFR 670.490 - How long may a student be enrolled in Job Corps?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How long may a student be enrolled in Job Corps? 670.490 Section 670.490 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment, Eligibility, Screening...

  13. Region 7 Title V facilities

    Data.gov (United States)

    U.S. Environmental Protection Agency — This web map shows the Region 7 Title V facilities (Clean Air Act major sources), any Class I areas within 300 km of R7 States, and any Tribal areas within 50 miles...

  14. Title V Permitting Statistics Inventory

    Data.gov (United States)

    U.S. Environmental Protection Agency — The Title V Permitting Statistics Inventory contains measured and estimated nationwide statistical data, consisting of counts of permitted sources, types of permits...

  15. Can job sharing work for nurse managers?

    Science.gov (United States)

    Dubourg, Laurence; Ahmling, Janette A; Bujas, Lenka

    2006-02-01

    Addressing employer reluctance to employ nurse managers in a job-sharing capacity, the aim of this paper is to explore job sharing among nurse managers. The literature highlighted potential fragmentation of leadership, breakdown of communication and higher costs as issues, with the retention of experienced highly motivated managers identified as an advantage. A staff survey explored whether the job-sharing arrangement trialled in a day surgery setting by two nurse managers was successful compared with similar roles held by full-time managers. This paper suggests that nurse managers can successfully job share. Overall, this paper recommends that employers consider a job-sharing arrangement when they wish to retain experienced nurse managers, and highlights aspects that can enhance a successful outcome.

  16. Job Satisfaction among Turkish Business Aviation Technicians

    Directory of Open Access Journals (Sweden)

    Tevfik Uyar

    2013-09-01

    Full Text Available The most applicable models in safety management put the human factors, employers’ attitudes and behaviors at the center. This study reports an investigation of job satisfaction among business aviation technicians. A demographic information form and Job Satisfaction Survey (JSS were used to collect data from 44 individuals. Data was analyzed using ANOVA and Student’s t-test. Our results show that there is significant difference in total job satisfaction levels with regard to marital status while other personal factors are not related to the total job satisfaction levels. However several sub dimensions of job satisfaction are affected by the workers’ military or civilian origin, their training background, types of companies they work in or their license category. No difference is found in age and position groups. Secondly, study shows that technicians are the most satisfied from the nature of their work, while they are the least satisfied by operational procedures.

  17. Job and career satisfaction among pharmacy preceptors.

    Science.gov (United States)

    Payakachat, Nalin; Ounpraseuth, Songthip; Ragland, Denise; Murawski, Matthew M

    2011-10-10

    To examine the perceived benefit of job and career satisfaction among pharmacist preceptors and to explore other factors that might influence satisfaction. A cross-sectional self-administered survey instrument was mailed to pharmacists in the South Central region of the United States who had active 2010 licenses to investigate whether being a pharmacist preceptor increases job and career satisfaction. Twenty-three percent of the 363 respondents were active preceptors and 62% of these reported that they had been preceptors at some point in the past. Being an active preceptor was significantly related to increased job satisfaction (p = 0.01) but not to career satisfaction. Having a perceived benefit of continuing education and being professionally challenged at work also were associated with increased job and career satisfaction (p job satisfaction.

  18. Identifying job characteristics related to employed women's breastfeeding behaviors.

    Science.gov (United States)

    Spitzmueller, Christiane; Zhang, Jing; Thomas, Candice L; Wang, Zhuxi; Fisher, Gwenith G; Matthews, Russell A; Strathearn, Lane

    2018-05-14

    For employed mothers of infants, reconciliation of work demands and breastfeeding constitutes a significant challenge. The discontinuation of breastfeeding has the potential to result in negative outcomes for the mother (e.g., higher likelihood of obesity), her employer (e.g., increased absenteeism), and her infant (e.g., increased risk of infection). Given previous research findings identifying return to work as a major risk factor for breastfeeding cessation, we investigate what types of job characteristics relate to women's intentions to breastfeed shortly after giving birth and women's actual breastfeeding initiation and duration. Using job titles and job descriptors contained in a large Australian longitudinal cohort data set (N = 809), we coded job titles using the U.S. Department of Labor (DOL)'s Occupational Information Network (O*NET) database and extracted job characteristics. Hazardous working conditions and job autonomy were identified as significant determinants of women's breastfeeding intentions, their initiation of breastfeeding, and ultimately their breastfeeding continuation. Hence, we recommend that human resource professionals, managers, and public health initiatives provide breastfeeding-supportive resources to women who, based on their job characteristics, are at high risk to prematurely discontinue breastfeeding to ensure these mothers have equal opportunity to reap the benefits of breastfeeding. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  19. 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.

  20. Wind Energy Workforce Development & Jobs

    Energy Technology Data Exchange (ETDEWEB)

    Tegen, Suzanne

    2016-11-08

    The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.