WorldWideScience

Sample records for title author job

  1. 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.

  2. Gender, job authority, and depression.

    Science.gov (United States)

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

    Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage. © American Sociological Association 2014.

  3. 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...

  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. INIS: Authority List for Journal Titles

    International Nuclear Information System (INIS)

    1992-01-01

    This is the nineteenth revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). It lists 10,797 journal titles which have contained articles within the scope of INIS. The purpose of this Authority List is to provide descriptive cataloguers with a standard abbreviation for journal titles and to assist users of INIS products with a tool for verifying the full title of a journal. A journal, or periodical, is generally published within a defined, fixed interval between issues, which usually has more than one issue a year, and which usually includes a mixture of articles, letters, summaries, etc. Within this definition, annuals such as Annual Review of Nuclear Science are included. Series titles as, for example the McGraw-Hill Series in Nuclear Engineering, are not included in this Authority. Entries: Each entry consists of: - the full journal title (highlighted); - the abbreviated title; - ISSN, if available; - CODEN, if available; - additional information related to the journal title. Arrangement: In Part I, the full journal titles are grouped by country or international organization name and ordered alphabetically, followed by the ISSN, the CODEN in square brackets if available, and then the abbreviated title. The abbreviated title is based on the rules of ISO 4: Documentation - International Code for the Abbreviation of Titles of Periodicals. The abbreviations of the words are taken from the ISDS List of Periodical Title Word Abbreviation. In Part II, the order of the citations is reversed: the abbreviated journal titles are arranged alphabetically, followed by country code. Then the full journal titles are followed by the country of publication, and if available, ISSN and CODEN. Additional Information: There is important information related to the journal titles which are fundamental for tracing the history of the title and the present status. They are listed below and are entered whenever applicable: - Ceased publication; - Superseded by

  6. INIS: Authority list for journal titles

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2003-03-01

    This is the twenty-ninth revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). It lists the titles of 12 990 journals which have contained articles within the scope of INIS. The purpose of this report is to provide descriptive cataloguers with a standard entry for the full title of a journal. In addition to the full journal title, the ISSN (International Standard Serial Number), administered by the ISSN International Centre, Paris, France, and/or CODEN, assigned by Chemical Abstracts Service, USA, are given in this manual. In order to help the reader to find titles easily, the list is divided into two parts. In Part I, the full journal titles are grouped by country or international organization responsible for coverage and ordered alphabetically. In Part II, the full journal titles of all countries or international organizations are arranged alphabetically. The country name or the international organization name responsible for coverage of the journal title to INIS is entered in parentheses. Journal titles marked with an asterisk are regularly scanned by INIS. Titles that have been identified by INIS Centres as 'Key Journals' are marked with the hash sign.

  7. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2003-01-01

    This is the twenty-ninth revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). It lists the titles of 12 990 journals which have contained articles within the scope of INIS. The purpose of this report is to provide descriptive cataloguers with a standard entry for the full title of a journal. In addition to the full journal title, the ISSN (International Standard Serial Number), administered by the ISSN International Centre, Paris, France, and/or CODEN, assigned by Chemical Abstracts Service, USA, are given in this manual. In order to help the reader to find titles easily, the list is divided into two parts. In Part I, the full journal titles are grouped by country or international organization responsible for coverage and ordered alphabetically. In Part II, the full journal titles of all countries or international organizations are arranged alphabetically. The country name or the international organization name responsible for coverage of the journal title to INIS is entered in parentheses. Journal titles marked with an asterisk are regularly scanned by INIS. Titles that have been identified by INIS Centres as 'Key Journals' are marked with the hash sign

  8. Job Authority and Breast Cancer.

    Science.gov (United States)

    Pudrovska, Tetyana

    2013-01-01

    Using the 1957-2011 data from the Wisconsin Longitudinal Study, I integrate the gender relations theory, a life course perspective, and a biosocial stress perspective to explore the effect of women's job authority in 1975 (at age 36) and 1993 (at age 54) on breast cancer incidence up to 2011. Findings indicate that women with the authority to hire, fire, and influence others' pay had a significantly higher risk of a breast cancer diagnosis over the next 30 years compared to housewives and employed women with no job authority. Because job authority conferred the highest risk of breast cancer for women who also spent more hours dealing with people at work in 1975, I suggest that the assertion of job authority by women in the 1970s involved stressful interpersonal experiences, such as social isolation and negative social interactions, that may have increased the risk of breast cancer via prolonged dysregulation of the glucocorticoid system and exposure of breast tissue to the adverse effects of chronically elevated cortisol. This study contributes to sociology by emphasizing gendered biosocial pathways through which women's occupational experiences become embodied and drive forward physiological repercussions.

  9. Inscribing Authority: Female Title Bearers in Jewish Inscriptions

    Directory of Open Access Journals (Sweden)

    Carrie Duncan

    2012-02-01

    Full Text Available This paper investigates representations of gender in the material culture of the ancient synagogue. The pertinent data are numerous dedicatory and funerary inscriptions linking individual Jews, men and women, with titles seemingly associated with leadership in Late Antique synagogues (ca. 200–600 CE. Bernadette Brooten’s influential 1982 monograph argued against the prevailing tendency to characterize these titles as indications of power, authority, and responsibility when associated with men but as meaningless flattery when applied to women. She suggests that synagogue titles denote power, authority and responsibility on all title bearers equally, both men and women. I question the continued utility of proffering female title-holders as enumerable examples of powerful women rescued from their forgotten place in history. Using theoretical insights developed by historians Elizabeth Clark and Gabrielle Spiegel, this paper will engage a comparative analysis with the work of Riet van Bremen and Saba Mahmood to develop new methods of conceptualizing women’s authority in early Jewish communities. I propose that viewing women’s synagogue titles as culturally constructed representations allows for a fruitful inquiry into how women’s titles were used by male-dominated synagogue communities in their self-articulation and public presentation of Judaism.

  10. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2005-01-01

    This is the 31st revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13,104 journal titles, 2,078 regularly scanned journals and 561 key journals. It was last updated in February 2005. The purpose of this report is to provide descriptive cataloguers with a standard entry for the full title of a journal. In addition to the full journal title, the ISSN (International Standard Serial Number), administered by the ISSN International Centre, Paris, France, and/or CODEN, assigned by Chemical Abstracts Service, USA, are given in this manual. In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part III, all journals that are regularly scanned by INIS Centers are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part IV, all journals that are regularly scanned by INIS Centers are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part V, all journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part VI, all journals are sorted alphabetically under their title. The name of the

  11. INIS: Authority list for journal titles

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2005-03-01

    This is the 31st revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13,104 journal titles, 2,078 regularly scanned journals and 561 key journals. It was last updated in February 2005. The purpose of this report is to provide descriptive cataloguers with a standard entry for the full title of a journal. In addition to the full journal title, the ISSN (International Standard Serial Number), administered by the ISSN International Centre, Paris, France, and/or CODEN, assigned by Chemical Abstracts Service, USA, are given in this manual. In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part III, all journals that are regularly scanned by INIS Centers are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part IV, all journals that are regularly scanned by INIS Centers are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part V, all journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part VI, all journals are sorted alphabetically under their title. The name of the

  12. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2006-01-01

    This is the 32nd revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13,231 journal titles, 2,125 regularly scanned journals and 555 key journals. It was last updated in February 2006. The purpose of this report is to provide descriptive cataloguers with a standard entry for the full title of a journal. In addition to the full journal title, the ISSN (International Standard Serial Number), administered by the ISSN International Centre, Paris, France, and/or CODEN, assigned by Chemical Abstracts Service, USA, are given in this manual. In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part III, all journals that are regularly scanned by INIS Centres are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part IV, all journals that are regularly scanned by INIS Centres are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. In Part V, all journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. In Part VI, all journals are sorted alphabetically under their title. The name of the

  13. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2007-01-01

    This is the 33rd revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13 396 journal titles, 2 170 regularly scanned journals and 578 key journals. It was last updated in February 2007. A journal - or periodical - is a continuing publication issued in a succession of discrete parts, usually bearing numbering and/or chronological designations and intended to be continued indefinitely. It is generally published within a defined, fixed interval between issues and normally appears more than once per year. It includes a mixture of articles, letters, summaries, etc. Within this definition, annuals such as the Annual Review of Nuclear Science are included, but series titles such as the McGraw-Hill Series in Nuclear Engineering are not. The purpose of this document is to provide descriptive cataloguers with standard elements to include in bibliographic level 'S' of the INIS record. These elements include field (tag) 229 (Full Journal Title), 320 (ISSN) and 321 (CODEN). The full journal title is mandatory, and either the ISSN or the CODEN must be included (both may appear). Instructions on how to use this and other elements of the INIS record format are found in INIS: Guide to Bibliographic Description (IAEA-INIS-1). In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: - In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. - In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. - In Part III, all journals that are regularly scanned by

  14. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2008-01-01

    This is the 34th revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13 538 journal titles, 2 106 regularly scanned journals and 613 key journals. It was last updated in February 2008. A journal - or periodical - is a continuing publication issued in a succession of discrete parts, usually bearing numbering and/or chronological designations and intended to be continued indefinitely. It is generally published within a defined, fixed interval between issues and normally appears more than once per year. It includes a mixture of articles, letters, summaries, etc. Within this definition, annuals such as the Annual Review of Nuclear Science are included, but series titles such as the McGraw-Hill Series in Nuclear Engineering are not. The purpose of this document is to provide descriptive cataloguers with standard elements to include in bibliographic level 'S' of the INIS record. These elements include field (tag) 229 (Full Journal Title), 320 (ISSN) and 321 (CODEN). The full journal title is mandatory, and either the ISSN or the CODEN must be included (both may appear). Instructions on how to use this and other elements of the INIS record format are found in INIS: Guide to Bibliographic Description (IAEA-INIS-1). In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: - In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. - In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. - In Part III, all journals that are regularly scanned by

  15. INIS: Authority list for journal titles

    International Nuclear Information System (INIS)

    2009-01-01

    This is the 35th revision of the INIS: Authority List for Journal Titles (IAEA-INIS-11). This list is published annually and includes the titles of all journals which have contained articles submitted to INIS at the time of publication. The current list contains 13 750 journal titles, 1 965 regularly scanned journals and 593 key journals. It was last updated in March 2009. A journal - or periodical - is a continuing publication issued in a succession of discrete parts, usually bearing numbering and/or chronological designations and intended to be continued indefinitely. It is generally published within a defined, fixed interval between issues and normally appears more than once per year. It includes a mixture of articles, letters, summaries, etc. Within this definition, annuals such as the Annual Review of Nuclear Science are included, but series titles such as the McGraw-Hill Series in Nuclear Engineering are not. The purpose of this document is to provide descriptive cataloguers with standard elements to include in bibliographic level 'S' of the INIS record. These elements include field (tag) 229 (Full Journal Title), 320 (ISSN) and 321 (CODEN). The full journal title is mandatory, and either the ISSN or the CODEN must be included (both may appear). Instructions on how to use this and other elements of the INIS record format are found in INIS: Guide to Bibliographic Description (IAEA-INIS-1). In order to help the user find titles easily, the list is arranged in six parts, followed by summary statistics: - In Part I, all key journals are grouped under the name of the country or international organization responsible for their input in INIS, then sorted alphabetically under their title. - In Part II, all key journals are sorted alphabetically under their title. The name of the country or international organization responsible for their input in INIS is entered in parentheses within the body of the entry. - In Part III, all journals that are regularly scanned by the

  16. 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

  17. 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.

  18. 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...

  19. AAEC report titles-cumulation 1956-1975 including author and KWIC indexes

    International Nuclear Information System (INIS)

    1976-03-01

    This publication lists all unclassified technical reports issued by the AAEC Research Establishment since 1956. It supersedes the List of Report Publications dated April 1974 and is the final cumulation of reports published between 1956 and December 1975. Future editions will list reports published from January 1976. An alphabetical author index and a KWIC index to the titles are included. (author)

  20. 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.

  1. The Triget Factory: A Simulation Exercise of Job Behavior.

    Science.gov (United States)

    Gade, Eldon

    1980-01-01

    This simulation activity brings experiential learning opportunities into the classroom. The activity includes Dictionary of Occupational Titles worker traits, a job satisfaction perception, and a research study. This exercise is effective in helping prospective counselors learn the realities of working conditions. (Author/BEF)

  2. 76 FR 63151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

    Science.gov (United States)

    2011-10-12

    ... 2010, which authorizes projects approved for financing under Title V of the Small Business Investment...). See 76 FR 9213. This provision of the Jobs Act temporarily authorizes projects approved for financing... the Refinancing Project. Such financing will be available only if the amount of cash that will be...

  3. 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

  4. 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)

  5. 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 ...

  6. 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...

  7. 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 ...

  8. 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...

  9. 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.

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

    Science.gov (United States)

    Dorio, JoAnn

    2004-01-01

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

  11. 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...

  12. 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...

  13. 20 CFR 669.380 - What is the objective assessment that is authorized as an intensive service?

    Science.gov (United States)

    2010-04-01

    ... training participant through the use of diagnostic testing and other assessment tools. The methods used by... authorized as an intensive service? 669.380 Section 669.380 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR NATIONAL FARMWORKER JOBS PROGRAM UNDER TITLE I OF THE WORKFORCE INVESTMENT...

  14. 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...

  15. 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.

  16. 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...

  17. 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.

  18. 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...

  19. 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...

  20. Comparing the characteristics of highly cited titles and highly alted titles

    Energy Technology Data Exchange (ETDEWEB)

    Didegah, F.; Bowman, T.D.; Bowman, S.; Hartley, J.

    2016-07-01

    This study examines differences in the types of titles for articles that show high altmetric activity (highly alted articles) versus highly cited articles. This work expands on previous research on document titles in combination with a grounded theory approach to develop a codebook in which articles were manually coded based on 11 characteristics. The results show that there are differences and similarities in titles across many of the examined characteristics; highly cited titles and highly mentioned titles on Wikipedia have some similar characteristics such as they have the the highest percentage of substantive words; in addition, there are no or very few titles referencing outside or with humor/lightness on both platforms. Twitter and Facebook also showed some similarities having the highest percentage of humorous/light titles and lowest percentage of substantive words in their titles. (Author)

  1. 78 FR 9573 - Delegation of Authority To Suspend the Provisions of Title III of the Cuban Liberty and...

    Science.gov (United States)

    2013-02-08

    ... Authority To Suspend the Provisions of Title III of the Cuban Liberty and Democratic Solidarity (LIBERTAD... Liberty and Democratic Solidarity (LIBERTAD) Act of 1996 (Public Law 104-114; 22 U.S.C. 6021-6091), as...

  2. 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).

  3. An analysis of the titles of papers submitted to the UK REF in 2014: authors, disciplines, and stylistic details

    OpenAIRE

    Hudson, John

    2016-01-01

    In 2014 over 52,000 academics submitted >155,500 journal articles in 36 different disciplines for assessment in the UK?s four-year Research Evaluation Framework (the REF). In this paper the characteristics of the titles of these papers are assessed. Although these varied considerably between the disciplines, the main findings were that: (i) the lengths of the titles increased with the number of authors in almost all disciplines, (ii) the use of colons and question marks tended to decline with...

  4. Tennessee Valley Authority, Paradise Fossil Plant; Petition to Object to Title V Operating Permit

    Science.gov (United States)

    This document may be of assistance in applying the Title V air operating permit regulations. This document is part of the Title V Petition Database available at www2.epa.gov/title-v-operating-permits/title-v-petition-database.

  5. 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...

  6. 75 FR 36099 - Legislative Changes to Primary Care Loan Program Authorized Under Title VII of the Public Health...

    Science.gov (United States)

    2010-06-24

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Health Resources and Services Administration Legislative Changes to Primary Care Loan Program Authorized Under Title VII of the Public Health Service Act AGENCY... changes Section 723 of the Public Health Service Act (PHSA) regarding administration of the PCL program...

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

    Science.gov (United States)

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

    2012-07-01

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

  8. 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...

  9. 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…

  10. 75 FR 36426 - Legislative Changes to Nursing Student Loan Program Authorized Under Title VIII of the Public...

    Science.gov (United States)

    2010-06-25

    ... Changes to Nursing Student Loan Program Authorized Under Title VIII of the Public Health Service Act....) 111-148. Section 5202 of the ACA changes the Nursing Student Loan (NSL) program by: (1) Increasing the... degree in nursing. Below are details on how the ACA changes Sections 836(a), 836(b)(1), and 836(b)(3) of...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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.

  17. 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...

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

    OpenAIRE

    Sutjitra, Devilan

    2015-01-01

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

  19. 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...

  20. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China.

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-08-03

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors-male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants-explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028-0.634; p civil servants with high-job burnout scores and mental fatigue scores compared with civil servants with lower scores (OR = 1.139, 95% CI: 1.012-3.198; OR = 1.697, 95% CI: 1

  1. 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)

  2. 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)

  3. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-01-01

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors—male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants—explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028–0.634; p job tenure of 10–20 years (OR = 0.632, 95% CI: 0.359–0.989; p job strain (OR = 0.657, 95% CI: 0.052–0.698; p job burnout scores and mental fatigue scores compared with

  4. National Ignition Facility Title II Design Plan

    International Nuclear Information System (INIS)

    Kumpan, S

    1997-01-01

    This National Ignition Facility (NIF) Title II Design Plan defines the work to be performed by the NIF Project Team between November 1996, when the U.S. Department of Energy (DOE) reviewed Title I design and authorized the initiation of Title H design and specific long-lead procurements, and September 1998, when Title 11 design will be completed

  5. Tennessee Valley Authority, Paradise Fossil Plant; Order Responding Petition to Object to Title V Operating Permit

    Science.gov (United States)

    This document may be of assistance in applying the Title V air operating permit regulations. This document is part of the Title V Petition Database available at www2.epa.gov/title-v-operating-permits/title-v-petition-database.

  6. Title of the paper goes here second line

    Indian Academy of Sciences (India)

    %%Please download if these packages are not included %%in your local TeX distribution %%txfonts,balance,textcase,float %% \\begin{document} %%paper title %%For line breaks, \\\\ can be used within title \\title{Title of the paper goes here\\\\ second line} %%author names are separated by comma (,) %%use \\and before ...

  7. 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...

  8. Online Job Allocation with Hard Allocation Ratio Requirement (Author’s Manuscript)

    Science.gov (United States)

    2016-04-14

    server divided by its capacity. Specifically , let nj be the number of jobs that have already been allocated to server j. When job i arrives, it is...decisions solely based on current system state is needed. The problem of online job allocation has attracted much attention . Most current studies study...closed-form expressions for their performance. Specifically , we prove that, in order to allocate at least 1− 1θ of jobs , the two policies only need to

  9. 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…

  10. Energy Information Data Base: serial titles

    International Nuclear Information System (INIS)

    1980-06-01

    The Department of Energy Technical Information Center (TIC) is responsible for creating bibliographic data bases that are used in the announcement and retrieval of publications dealing with all phases of energy. The TIC interactive information processing system makes use of a number of computerized authorities so that consistency can be maintained and indexes can be produced. One such authority is the Energy Information Data Base: Serial Titles. This authority contains the full and abbreviated journal title, country of publication, CODEN, and certain codes. This revision replaces previous revisions of this document

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

    Science.gov (United States)

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

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

  12. Do job demands and job control affect problem-solving?

    Science.gov (United States)

    Bergman, Peter N; Ahlberg, Gunnel; Johansson, Gun; Stoetzer, Ulrich; Aborg, Carl; Hallsten, Lennart; Lundberg, Ingvar

    2012-01-01

    The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.

  13. 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...

  14. 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...

  15. Guidelines for Authors

    Indian Academy of Sciences (India)

    IAS Admin

    Please follow the instructions given below while preparing the manuscript. Articles which do not conform to the guidelines will not be considered. Authors are encouraged to submit their article in ASCII/MS Word/Latex version in a CD or by email to resonanc@ias.ernet.in. Title: Authors are requested to provide a) first title ...

  16. 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...

  17. Job Sharing in Geography.

    Science.gov (United States)

    Kay, Jeanne

    1982-01-01

    Job sharing is an employment alternative in which two qualified individuals manage the responsibilities of a single position. Discusses the barriers to and the potential, advantages, disadvantages, pitfalls, and challenges of job sharing. Focuses on job sharing in the geography profession. (Author/JN)

  18. Job and Ecclesiastes as (postmodern? wisdom in revolt

    Directory of Open Access Journals (Sweden)

    Leon A. Roper

    2013-09-01

    Full Text Available This article will be concerned with the question whether the books of Job and Ecclesiastes can be viewed as (postmodern wisdom in revolt or not. Three questions underlie this title: firstly, are the books of Job and Ecclesiastes wisdom books? Secondly, if so, is their wisdom revolutionary in nature? And thirdly, are there any similarities between the thoughts of Job and Ecclesiastes on the one hand and that of postmodern thinkers on the other hand? It will be argued that there are various similarities to be cited between the ideas of the ancient wisdom writers of Job and Ecclesiastes and more recent postmodern thinkers. This does not, however, necessarily justify a postmodern tag for the books of Job and Ecclesiastes, but points to a similarity in thought development between the ancient societies of Job and Ecclesiastes and the present-day societies. Such similarities are viewed as a clear indication of the meaningful role which Old Testament wisdom, or wisdom in revolt for that matter, can play in current intellectual and theological debates.

  19. [Two scales for job stress and psychological health investigation: type-A personality and job satisfaction].

    Science.gov (United States)

    Batigün, Ayşegül Durak; Sahin, Nesrin H

    2006-01-01

    The purpose of the present study is to investigate the psychometric properties of two instruments developed to measure Type-A behaviors and job satisfaction, two important variables mentioned in the stress literature. The data were collected from two different samples, one composed of 426 bank personnel, the other composed of 94 adults working in a private company. The findings are presented separately under the titles Study I and Study II. In both of the studies the assessment instruments used were: Stress Audit (Symptoms), Stress Audit (Vulnerability), Stress Coping Behaviors, Job Satisfaction Scale, and Type-A Behaviors Inventory. For both of the instruments, the studies were based on factor analyses. For Type-A Behaviors Inventory the analyses revealed 4 factors, while for Job Satisfaction Scale they revealed 6 factors. The factor subscales developed from these factors were found to have satisfactory Cronbach's alphas. For Type-A Behaviors Inventory they ranged between .40 and .90; whereas for Job Satisfaction Inventory these values were between .53 and .94. Both studies also included correlational analyses to specify the criterion validity values of the two instruments. The findings revealed that both of the instruments had satisfactory psychometric values, indicating that they can be reliably used in health psychology and job stress studies.

  20. 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.

  1. The Experience of Emotions during the Job Search and Choice Process among Novice Job Seekers

    Science.gov (United States)

    Bonaccio, Silvia; Gauvin, Natalie; Reeve, Charlie L.

    2014-01-01

    The authors investigate the role of emotions in the job search and choice process of novice job seekers. Results of qualitative analyses of the first-person accounts of 41 job seekers indicate that participants whose recollections of their job search contained emotional language were more likely to display a haphazard job search strategy than…

  2. 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...

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

    Directory of Open Access Journals (Sweden)

    H. Viviers

    1995-09-01

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

  4. An expert-based job exposure matrix for large scale epidemiologic studies of primary hip and knee osteoarthritis

    DEFF Research Database (Denmark)

    Rubak, Tine Steen; Svendsen, Susanne Wulff; Andersen, Johan Hviid

    2014-01-01

    BACKGROUND: When conducting large scale epidemiologic studies, it is a challenge to obtain quantitative exposure estimates, which do not rely on self-report where estimates may be influenced by symptoms and knowledge of disease status. In this study we developed a job exposure matrix (JEM) for use...... in population studies of the work-relatedness of hip and knee osteoarthritis. METHODS: Based on all 2227 occupational titles in the Danish version of the International Standard Classification of Occupations (D-ISCO 88), we constructed 121 job groups comprising occupational titles with expected homogeneous....../day), and frequency of lifting loads weighing ≥20 kg (times/day). Weighted kappa statistics were used to evaluate inter-rater agreement on rankings of the job groups for four of these exposures (whole-body vibration could not be evaluated due to few exposed job groups). Two external experts checked the face validity...

  5. A comparison of job descriptions for nurse practitioners working in out-of-hours primary care services: implications for workforce planning, patients and nursing.

    Science.gov (United States)

    Teare, Jean; Horne, Maria; Clements, Gill; Mohammed, Mohammed A

    2017-03-01

    To compare and contrast job descriptions for nursing roles in out-of-hours services to obtain a general understanding of what is required for a nurse working in this job. Out-of-hours services provide nursing services to patients either through telephone or face-to-face contact in care centres. Many of these services are newly created giving job opportunities to nurses working in this area. It is vital that nurses know what their role entails but also that patients and other professionals know how out-of-hours nurses function in terms of competence and clinical role. Content analysis of out-of-hours job descriptions. Content analysis of a convenience sample of 16 job descriptions of out-of-hours nurses from five out-of-hours care providers across England was undertaken. The findings were narratively synthesised, supported by tabulation. Key role descriptors were examined in terms of job titles, managerial skills, clinical skills, professional qualifications and previous experience. Content analysis of each out-of-hours job description revealed a lack of consensus in clinical competence and skills required related to job title although there were many similarities in skills across all the roles. This study highlights key differences and some similarities between roles and job titles in out-of-hours nursing but requires a larger study to inform workforce planning. Out-of-hours nursing is a developing area of practice which requires clarity to ensure patient safety and quality care. © 2016 John Wiley & Sons Ltd.

  6. 29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to the Equal Pay Act of title VII of the Civil... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.27 Relationship to the Equal Pay Act of title VII of the Civil... equal pay under the Equal Pay Act has no relationship to whether the employee is in the lower paying job...

  7. 20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are students permitted to hold jobs other than work-based learning opportunities? 670.520 Section 670.520 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

  8. 20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

    Science.gov (United States)

    2010-04-01

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

  9. List of U.S. Army Research Institute Research and Technical Publications for Public Release/Unlimited Distribution. Fiscal Year 2007 (October 1, 2006 to September 30, 2007) With Author Index and Report Titles and Subject Terms Index

    Science.gov (United States)

    2008-04-01

    Year 2007 October 1, 2006 to September 30, 2007 With Author Index and Report Titles and Subject Terms Index United States Army Research Institute for...Fiscal Year 2007 October 1, 2006 to September 30, 2007 With Author Index and Report Titles and Subject Terms Index CONTENTS Page Introduction...39 Author Index .................................................................................................................. 39

  10. Religiousness in times of job insecurity: job demand or resource?

    NARCIS (Netherlands)

    Schreurs, B.; van Emmerik, H.; De Cuyper, N.; Probst, T.; van den Heuvel, M.; Demerouti, E.

    2014-01-01

    Purpose - Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  11. Religiousness in times of job insecurity : job demand or resource?

    NARCIS (Netherlands)

    Schreurs, B.H.J.; Emmerik, van I.J.H.; Cuyper, De N.; Probst, T.; van den Heuvel, Machteld; Demerouti, E.

    2014-01-01

    Purpose : Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  12. Guidelines for Authors: Cumhuriyet Theology Journal

    Directory of Open Access Journals (Sweden)

    Yayın Kurulu

    2017-12-01

    Full Text Available Cumhuriyet Theology Journal reguires writers to use the The Chicago Manual of Style “notes and bibliography” system of referencing.First citation: author(s first name and last name, title, (if applicable first and last name of translator or editor, place of publication, publisher, date of publication, page number. Subsequent citations: author’s last name, the short title, and the page number should be indicated in all subsequent citations. Footnote citations should conform to the following examples. References: References should be placed at the end of the text in alphabetical order. If a source has more than one author, the surname and name of the first author should be written, and the other authors should be indicated by et.al. The titles of books and journals should be italicized; article titles and book chapters should be placed in quotation marks.

  13. 24 CFR 232.595 - Eligibility of title.

    Science.gov (United States)

    2010-04-01

    ... URBAN DEVELOPMENT MORTGAGE AND LOAN INSURANCE PROGRAMS UNDER NATIONAL HOUSING ACT AND OTHER AUTHORITIES MORTGAGE INSURANCE FOR NURSING HOMES, INTERMEDIATE CARE FACILITIES, BOARD AND CARE HOMES, AND ASSISTED... Fire Safety Equipment Title § 232.595 Eligibility of title. In order for the property which is to be...

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

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

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

  15. Index to Nuclear Safety. A technical progress review by chronology, permuted title, and author. Vol. 11, No. 1 through Vol. 15, No. 6

    International Nuclear Information System (INIS)

    Cottrell, W.B.; Klein, A.

    1975-04-01

    This issue of the Index to Nuclear Safety covers only articles included in Nuclear Safety, Vol. 11, No. 1, through Vol. 15, No. 6. This index is presented in three sections as follows: Chronological List of Articles by Volume; Permuted Title (KWIC) Index; and Author Index. (U.S.)

  16. From ad-man to digital manager Professionalization through Swedish job advertisements 1960-2010

    OpenAIRE

    Rosén, Maria

    2014-01-01

    Purpose – The purpose of this paper is to describe and analyze changes in the descriptions and requirements of professional communicators in Swedish job advertisements between 1960 and 2010. Design/methodology/approach – Through a quantitative content analysis, this study approaches organizational requirement information in order to better understand changes in the description of the ideal candidate and professionalization. Findings – The results show that job titles h...

  17. 20 CFR 670.480 - At what point is an applicant considered to be enrolled in Job Corps?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false At what point is an applicant considered to be enrolled in Job Corps? 670.480 Section 670.480 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

  18. Undermining mobilization? The effect of job flexibility and job instability on the willingness to strike

    NARCIS (Netherlands)

    Jansen, Giedo; Akkerman, Agnes; Vandaele, Kurt

    2017-01-01

    This article addresses the question of whether, and to what extent job flexibility is detrimental to mobilization with regard to the willingness to take part in industrial action. The authors examine the influence of job flexibility (‘standard’ versus ‘non-standard’ work) and job instability

  19. 77 FR 5396 - Recordkeeping and Reporting Requirements Under Title VII, the ADA, and GINA

    Science.gov (United States)

    2012-02-03

    ... 2008 (GINA) into law. Title II of GINA protects job applicants, current and former employees, labor... creation of any documents or impose any reporting requirements. It imposes the same record retention... reports or the creation of new documents; it merely requires retention of documents that the employer has...

  20. [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.

  1. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

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

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

    Science.gov (United States)

    Taris, Toon W; Feij, Jan A

    2004-11-01

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

  3. Title I Middle School Administrators' Beliefs and Choices about Using Corporal Punishment and Exclusionary Discipline

    Science.gov (United States)

    Kennedy, Brianna L.; Murphy, Amy S.; Jordan, Adam

    2017-01-01

    This grounded theory study of how Title I middle school administrators determine students' punishments was developed using interviews with 27 Florida administrators from schools allowing corporal punishment. Administrators' choices were shaped by their upbringings, their experiences as parents, their job requirements, the expectations of students'…

  4. 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.

  5. Author Details

    African Journals Online (AJOL)

    Zungu-Dirwayi, N. Vol 20, No 3 (2008) - Articles Job Stress, Job Dissatisfaction and Stress Related Illnesses Among South African Educators Abstract. ISSN: 1013-3445. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and ...

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

    NARCIS (Netherlands)

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

    2004-01-01

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

  7. Creation of a retrospective job-exposure matrix using surrogate measures of exposure for a cohort of US career firefighters from San Francisco, Chicago and Philadelphia.

    Science.gov (United States)

    Dahm, Matthew M; Bertke, Stephen; Allee, Steve; Daniels, Robert D

    2015-09-01

    To construct a cohort-specific job-exposure matrix (JEM) using surrogate metrics of exposure for a cancer study on career firefighters from the Chicago, Philadelphia and San Francisco Fire Departments. Departmental work history records, along with data on historical annual fire-runs and hours, were collected from 1950 to 2009 and coded into separate databases. These data were used to create a JEM based on standardised job titles and fire apparatus assignments using several surrogate exposure metrics to estimate firefighters' exposure to the combustion byproducts of fire. The metrics included duration of exposure (cumulative time with a standardised exposed job title and assignment), fire-runs (cumulative events of potential fire exposure) and time at fire (cumulative hours of potential fire exposure). The JEM consisted of 2298 unique job titles alongside 16,174 fire apparatus assignments from the three departments, which were collapsed into 15 standardised job titles and 15 standardised job assignments. Correlations were found between fire-runs and time at fires (Pearson coefficient=0.92), duration of exposure and time at fires (Pearson coefficient=0.85), and duration of exposure and fire-runs (Pearson coefficient=0.82). Total misclassification rates were found to be between 16-30% when using duration of employment as an exposure surrogate, which has been traditionally used in most epidemiological studies, compared with using the duration of exposure surrogate metric. The constructed JEM successfully differentiated firefighters based on gradient levels of potential exposure to the combustion byproducts of fire using multiple surrogate exposure metrics. 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.

  8. On the distribution of job characteristics: an analysis of the DOT data

    NARCIS (Netherlands)

    Vijverberg, W.P.M.; Hartog, J.

    2010-01-01

    We analyse the information in the Dictionary of Occupational Titles to characterize the structure of labour demand. Two dimensions, an intellectual factor and a dexterity factor, capture two-thirds of the variance in job requirements; the remaining (co-)variance cannot be easily structured. Simple

  9. 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.

  10. A Guide to Job Enrichment and Redesign.

    Science.gov (United States)

    Cunningham, J. Barton; Eberle, Ted

    1990-01-01

    Describes job design alternatives--job enrichment, the job characteristics model, Japanese style management, and quality-of-worklife approaches. Focuses on the problems that human resources professionals may encounter when attempting to implement these approaches. (Author/JOW)

  11. 20 CFR 670.945 - Are Job Corps operators and service providers authorized to pay State or local taxes on gross...

    Science.gov (United States)

    2010-04-01

    ... provider to pay such taxes, the center operator or service provider may pay the taxes with Federal funds... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps operators and service providers authorized to pay State or local taxes on gross receipts? 670.945 Section 670.945 Employees' Benefits...

  12. Job Satisfaction among Married Working Women.

    Science.gov (United States)

    Van Sell, Mary; And Others

    1979-01-01

    Evaluates work and nonwork variables in job satisfaction of married working women. Women's job satisfaction was found to be related to such variables as life satisfaction, age, and importance of job income but unrelated to race, educational level, occupational prestige, income level, and attitude toward women working. (Author/MT)

  13. Uniform Title in Theory and in Slovenian and Croatian Cataloguing Practice

    Directory of Open Access Journals (Sweden)

    Marija Petek

    2013-09-01

    Full Text Available ABSTRACTPurpose:  The paper investigates the importance and development of uniform title that enables collocation in the library catalogue. Research results on use of uniform titles in two union catalogues, the Slovenian COBISS and the Croatian CROLIST are also presented.Methodology/approach:  Theoretical apects of the uniform title are treated: for the first time by Panizzi, then in the Paris Principles being the basis for the Verona's cataloguing code; in the latest International Cataloguing Principles including conceptual models Functional Requirements for Bibliographic Records (FRBR and Functional Requirements for Authority Data (FRAD; and last but not least in the international cataloguing code Resource Description and Access (RDA. To find out whether the uniform titles are used consistently according to the Verona's cataloguing code and to the requirements of the bibliographic formats COMARC and UNIMARC, the frequency of tags 300 and 500 in bibliographic records is explored.Results:  The research results indicate that the use of uniform titles in COBISS and CROLIST is not satisfactory and that the tags 300 and 500 are often missing in bibliographic recods. In online catalogues a special attention should be given to the uniform title as it is considered an efficient linking device in the catalogue and as it enables collocation.Research limitations:  The research is limited to bibliographic records for translations of works of personal authors and of anonymous works; corporate authors are not included.Originality/practical implications:  Presenting development of the uniform title from the very beginning up to now and the first research on the uniform title in COBISS.

  14. Index to Nuclear Safety: a technical progress review by chronology, permuted title, and author. Vol. 11(1)--Vol. 18(6)

    Energy Technology Data Exchange (ETDEWEB)

    Cottrell, W.B.; Klein, A.

    1978-04-11

    This index to Nuclear Safety covers articles published in Nuclear Safety, Vol. 11, No. 1 (January-February 1970), through Vol. 18, No. 6 (November-December 1977). It is divided into three sections: a chronological list of articles (including abstracts) followed by a permuted-title (KWIC) index and an author index. Nuclear Safety, a bimonthly technical progress review prepared by the Nuclear Safety Information Center (NSIC), covers all safety aspects of nuclear power reactors and associated facilities. Over 450 technical articles published in Nuclear Safety in the last eight years are listed in this index.

  15. Index to Nuclear Safety: a technical progress review by chronology, permuted title, and author. Vol. 11(1)--Vol. 18(6)

    International Nuclear Information System (INIS)

    Cottrell, W.B.; Klein, A.

    1978-01-01

    This index to Nuclear Safety covers articles published in Nuclear Safety, Vol. 11, No. 1 (January-February 1970), through Vol. 18, No. 6 (November-December 1977). It is divided into three sections: a chronological list of articles (including abstracts) followed by a permuted-title (KWIC) index and an author index. Nuclear Safety, a bimonthly technical progress review prepared by the Nuclear Safety Information Center (NSIC), covers all safety aspects of nuclear power reactors and associated facilities. Over 450 technical articles published in Nuclear Safety in the last eight years are listed in this index

  16. 24 CFR 1710.109 - Title to the property and land use.

    Science.gov (United States)

    2010-04-01

    ... under the authority of title IV of the Intergovernmental Cooperation Act of 1968.) ... title to property generally has the right to own, use and enjoy the property. A contract to buy a lot... affect your title.” “Here we will discuss the sales contract you will sign and the deed you will receive...

  17. Determinants of Job Satisfaction and Turnover Intent in Home Health Workers: The Role of Job Demands and Resources.

    Science.gov (United States)

    Jang, Yuri; Lee, Ahyoung A; Zadrozny, Michelle; Bae, Sung-Heui; Kim, Miyong T; Marti, Nathan C

    2017-01-01

    Based on the job demands-resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers' employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey (N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers' safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect. © The Author(s) 2015.

  18. Conceptualizing On-the-Job Learning Styles

    Science.gov (United States)

    Berings, Marjolein G. M. C.; Poell, Rob F.; Simons, P. Robert-Jan

    2005-01-01

    The broad aims of this study are to gain insight into employees' on-the-job learning activities to help them improve their on-the-job learning. The authors define on-the-job learning styles and operationalize the concept to include both mental and overt learning styles and both interpersonal and intrapersonal learning styles. Organizations and…

  19. 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...

  20. Linking Expert Judgement and Trends in Occupational Exposure into a Job-Exposure Matrix for Historical Exposure to Asbestos in The Netherlands

    NARCIS (Netherlands)

    Swuste, P.; Dahhan, M.; Burdorf, A.

    2008-01-01

    The aim of this article was to describe the structure and content of a job-exposure matrix (JEM) for historical asbestos exposure in The Netherlands. The JEM contained 309 occupational job title groups in 70 branches of industry during 10 periods of 5 years during 1945– 1994, resulting in 3090

  1. Linking expert judgement and trends in occupational exposure into a job-exposure matrix for historical exposure to asbestos in The Netherlands

    NARCIS (Netherlands)

    P. Swuste (Paul); M. Dahhan; A. Burdorf (Alex)

    2008-01-01

    textabstractThe aim of this article was to describe the structure and content of a job-exposure matrix (JEM) for historical asbestos exposure in The Netherlands. The JEM contained 309 occupational job title groups in 70 branches of industry during 10 periods of 5 years during 1945-1994, resulting in

  2. The job of 'ethics committees'.

    Science.gov (United States)

    Moore, Andrew; Donnelly, Andrew

    2015-11-13

    What should authorities establish as the job of ethics committees and review boards? Two answers are: (1) review of proposals for consistency with the duly established and applicable code and (2) review of proposals for ethical acceptability. The present paper argues that these two jobs come apart in principle and in practice. On grounds of practicality, publicity and separation of powers, it argues that the relevant authorities do better to establish code-consistency review and not ethics-consistency review. It also rebuts bad code and independence arguments for the opposite view. It then argues that authorities at present variously specify both code-consistency and ethics-consistency jobs, but most are also unclear on this issue. The paper then argues that they should reform the job of review boards and ethics committees, by clearly establishing code-consistency review and disestablishing ethics-consistency review, and through related reform of the basic orientation, focus, name, and expertise profile of these bodies and their actions. 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 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.

  4. 1 CFR 5.4 - Publication not authorized.

    Science.gov (United States)

    2010-01-01

    ... 1 General Provisions 1 2010-01-01 2010-01-01 false Publication not authorized. 5.4 Section 5.4... Publication not authorized. (a) Chapter 15 of title 44, United States Code, does not apply to treaties...) Chapter 15 of title 44, United States Code, prohibits the publication in the Federal Register of comments...

  5. Safety and Equality at Odds: OSHA and Title VII Clash over Health Hazards in the Workplace.

    Science.gov (United States)

    Crowell, Donald R.; Copus, David A.

    1978-01-01

    Discusses the legal problems presented by job health hazards which have a different effect on men and women. Where methods of eliminating or minimizing exposure, as required by the Occupational Safety and Health Act, affect only one sex, the provisions of Title VII of the Civil Rights Act may be violated. (MF)

  6. Job Satisfaction of University Faculty.

    Science.gov (United States)

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  7. The Trending Academic Library Job Market: An Analysis of Library Position Announcements from 2011 with Comparisons to 1996 and 1988

    Science.gov (United States)

    Triumph, Therese F.; Beile, Penny M.

    2015-01-01

    The primary objective of the study was to describe the number, types and titles, requested qualifications and skills, salary information, and locations of positions advertised in 2011 on the ALA JobLIST and ARL Job Announcements websites and in the print version of the Chronicle of Higher Education for purposes of determining the current state of…

  8. The Applicability of Undergraduate Education in Jobs.

    Science.gov (United States)

    Riley, Stephen T.

    1982-01-01

    A study to determine the applicability of undergraduate education in jobs and to evaluate some of the benefits accruing to a college educated person in the labor force is discussed. The relationship between the usefulness of college training in jobs and levels of job satisfaction and income is examined. (Author/MLW)

  9. Index to Nuclear Safety: a technical progress review by chronology, permuted title, and author, Volume 18 (1) through Volume 22 (6)

    International Nuclear Information System (INIS)

    Cottrell, W.B.; Passiakos, M.

    1982-06-01

    This index to Nuclear Safety covers articles published in Nuclear Safety, Volume 18, Number 1 (January-February 1977) through Volume 22, Number 6 (November-December 1981). The index is divided into three section: a chronological list of articles (including abstracts), a permuted-title (KWIC) index, and an author index. Nuclear Safety, a bimonthly technical progress review prepared by the Nuclear Safety Information Center, covers all safety aspects of nuclear power reactors and associated facilities. Over 300 technical articles published in Nuclear Safety in the last 5 years are listed in this index

  10. Index to Nuclear Safety: a technical progress review by chronology, permuted title, and author, Volume 18 (1) through Volume 22 (6)

    Energy Technology Data Exchange (ETDEWEB)

    Cottrell, W.B.; Passiakos, M.

    1982-06-01

    This index to Nuclear Safety covers articles published in Nuclear Safety, Volume 18, Number 1 (January-February 1977) through Volume 22, Number 6 (November-December 1981). The index is divided into three section: a chronological list of articles (including abstracts), a permuted-title (KWIC) index, and an author index. Nuclear Safety, a bimonthly technical progress review prepared by the Nuclear Safety Information Center, covers all safety aspects of nuclear power reactors and associated facilities. Over 300 technical articles published in Nuclear Safety in the last 5 years are listed in this index.

  11. Assessing The Most Suitable Valuation Approaches And Methodologies For Stratum Title In Malaysia

    OpenAIRE

    Sr. Faziah Abd Rasid

    2015-01-01

    The National Land Code (NLC) was amended in 1990 to enable the state authority to issue stratum title for underground space. Stratum Title can be separated from land titles issued for surface land. This is stipulated in Part 5(A) under Section 92A to 92G. According to Section 92G (1), underground land can be used for any purpose provided approval is obtained from the authority, which is the federal government.In relation to underground development with many utilities, the appraisal of real es...

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

    Science.gov (United States)

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

    2018-01-01

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

  13. Job stress and productivity increase.

    Science.gov (United States)

    Adaramola, Samson Sunday

    2012-01-01

    This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.

  14. The God of Job

    Directory of Open Access Journals (Sweden)

    Leonard Mare

    2012-02-01

    Full Text Available God is often portrayed extremely negatively in the Old Testament. For example, in the Book of Nahum God is pictured as being responsible for the most horrifying violence imaginable. This negative portrayal of God is also found in the Book of Job. God is responsible for the suffering that his righteous servant Job, has to endure. He is even manipulated by the satan to allow him free reign in attacking Job. God even acknowledges that the misery and pain inflicted on Job, was for no reason. Job�s children are killed in order for God to prove a point, and in his response to Job�s suffering, he doesn�t even address the issue of Job�s suffering. This is a picture of a very cruel, vicious God. This article investigates the negative, disturbing images of God in the Book of Job. Are these images of God who God really is, or is the God of Job a literary construct of the author? The focus of this study is on the prologue and epilogue to the book, as well as the speeches of God in Job 38�41.

  15. 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.

  16. Job Satisfaction and Employment Equity in South Africa

    OpenAIRE

    Tim Hinks

    2010-01-01

    This paper is the first to estimate job satisfaction equations in post-Apartheid South Africa. Absolute earnings contribute to greater job satisfaction. Racial group is also an important predictor of job satisfaction, but, when interacted with a proxy for affirmative action legislation, it is found that black job satisfaction is positively correlated with this legislation whereas coloured and to a lesser extent white job satisfaction is diminished. Copyright 2010 The author 2009. Published by...

  17. Title of the paper goes here second line

    Indian Academy of Sciences (India)

    Title of the paper goes here second line. AUTHOR11, AUTHOR21 and AUTHOR32,*. 1 Department of P, University X. 2 Department of Q, University Z. Abstract. Abstract text goes here. Abstract text goes here. Abstract text goes here. Abstract text goes here. Abstract text goes here. Abstract text goes here. Abstract text goes ...

  18. 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)

  19. Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

    Science.gov (United States)

    Iguchi, Aya

    2016-01-01

    Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

  20. The challenges and benefits of job sharing in palliative care education.

    Science.gov (United States)

    Cooper, J; Spencer, D

    This article examines the authors' experience of job sharing a post in palliative care education. It discusses the concept of job sharing and examines factors such as power sharing, compatibility and other people's perception of the job sharing role. Effective communication is identified as a key issue. Benefits such as reduced professional isolation, increased job satisfaction and the opportunity to offer the knowledge and skills of two people are highlighted. The authors identify the factors which they consider to be crucial to the success of job sharing.

  1. Job Satisfaction: A Possible Integration of Two Theories

    Science.gov (United States)

    Hazer, John T.

    1976-01-01

    The author proposes an integration of Herzberg's two-factor theory of job satisfaction (job satisfaction/dissatisfaction as two separate, parallel continua) and traditional theory (job satisfaction/dissatisfaction sharing the same continuum) and a rationale for deciding which motivation methods to use for employees with differeing levels of…

  2. Effects on Teachers' Self-Efficacy and Job Satisfaction: Teacher Gender, Years of Experience, and Job Stress

    Science.gov (United States)

    Klassen, Robert M.; Chiu, Ming Ming

    2010-01-01

    The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample…

  3. Factors Affecting Job Satisfaction of Immigrant Korean Nurses.

    Science.gov (United States)

    An, Ji-Young; Cha, Sunkyung; Moon, Hyunjung; Ruggiero, Jeanne S; Jang, Haeran

    2016-03-01

    An increasing number of foreign-born nurses are working in the United States. Nurses' job satisfaction is a critical issue for quality patient care. The purpose of this study was to examine factors affecting the job satisfaction of immigrant Korean nurses. We used a cross-sectional mailed survey design. A convenience sample (n = 105) of members of the Greater New York Korean Nurses Association currently working or had previously worked in the United States completed the questionnaires. We used hierarchical regression to test the effects of acculturation and life satisfaction on job satisfaction. Most participants were female (n = 98, 93.3%) aged 27 to 70 years (mean = 52.27 years, SD = 10.67). In the regression model, life satisfaction, self-esteem, and perceived stress predicted job satisfaction (F = 5.127, p job satisfaction. U.S. nurses need to gain insight into factors influencing job satisfaction in Korean nurses to promote retention and quality care. © The Author(s) 2014.

  4. Abbreviated Title of the Artwork in the System of Signs by Ch. Peirce

    Directory of Open Access Journals (Sweden)

    Grigoriy Valeryevich Tokarev

    2015-09-01

    Full Text Available The article is devoted to the semiotic aspect of the functioning of the abbreviated title of the postmodern artwork. The authors analyze the relationship of title-sign to the object which it replaces. The title is considered from the perspective of three main features peculiar of the sign in accordance with the Charles S. Peirce's theory. This fact allows us to conclude that, being a sign, the abbreviated title replaces a literary text, which is also expressed in symbolic form of the author's knowledge of reality. In this aspect the title becomes the metasign of its text. It is shown that in this connection, decoding and interpretation process take place in two stages – before reading the text and in the process of its reading and interpretation. It is alleged that the result of the interpretation of the title depends on the reader's competence which is determined by their individual literary scope, as well as by the skills of productive work with the text. On the basis of the classification of signs created by Charles Pierce, it was found that the abbreviated title has a complex semiotic nature combining the features of indexicality, conventionality, and iconicity, the latter of which may be present only in the abbreviated title.

  5. Index to Nuclear Safety: a technical progress review by chrology, permuted title, and author, Volume 11(1) through Volume 20(6)

    Energy Technology Data Exchange (ETDEWEB)

    Cottrell, W B; Passiakos, M

    1980-06-01

    This index to Nuclear Safety, a bimonthly technical progress review, covers articles published in Nuclear Safety, Volume II, No. 1 (January-February 1970), through Volume 20, No. 6 (November-December 1979). It is divided into three sections: a chronological list of articles (including abstracts) followed by a permuted-title (KWIC) index and an author index. Nuclear Safety, a bimonthly technical progress review prepared by the Nuclear Safety Information Center (NSIC), covers all safety aspects of nuclear power reactors and associated facilities. Over 600 technical articles published in Nuclear Safety in the last ten years are listed in this index.

  6. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    Toline, B.C.

    1991-01-01

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

  7. 48 CFR 801.103 - Authority.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Authority. 801.103 Section... VETERANS AFFAIRS ACQUISITION REGULATION SYSTEM Purpose, Authority, Issuance 801.103 Authority. The Secretary issues the VAAR under the authority of 40 U.S.C. 121(c), Title 48 of the Code of Federal...

  8. 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)

  9. Petition to the EPA Administrator to Object to the Puerto Rico Electric Power Authority Central San Juan Title V Operating Permit

    Science.gov (United States)

    This document may be of assistance in applying the Title V air operating permit regulations. This document is part of the Title V Petition Database available at www2.epa.gov/title-v-operating-permits/title-v-petition-database. Some documents in the database are a scanned or retyped version of a paper photocopy of the original. Although we have taken considerable effort to quality assure the documents, some may contain typographical errors. Contact the office that issued the document if you need a copy of the original.

  10. 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.

  11. Job stress and job satisfaction: home care workers in a consumer-directed model of care.

    Science.gov (United States)

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-08-01

    To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.

  12. 5 CFR 550.321 - Authority.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Authority. 550.321 Section 550.321...) Allotments From Federal Employees Labor Organization § 550.321 Authority. Section 7115, title 5, United... with such rules and regulations as may be prescribed by the Federal Labor Relations Authority. ...

  13. 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...

  14. 78 FR 16511 - Delegation of Authority

    Science.gov (United States)

    2013-03-15

    ... Children and Families Delegation of Authority AGENCY: Administration for Community Living and Administration for Children and Families, HHS. ACTION: Notice. SUMMARY: The delegation of authorities for Title... Children and Families by memorandum from the Secretary, ``Delegations of Authority for the Programs...

  15. 50 CFR 100.2 - Authority.

    Science.gov (United States)

    2010-10-01

    ... 50 Wildlife and Fisheries 6 2010-10-01 2010-10-01 false Authority. 100.2 Section 100.2 Wildlife... Authority. The Secretary of the Interior and Secretary of Agriculture issue the regulations in this part pursuant to authority vested in Title VIII of the Alaska National Interest Lands Conservation Act (ANILCA...

  16. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part G. ACE Competency Based Job Descriptions: #22--Refrigerator Mechanic; #24--Motorcycle Repairperson.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This fourth of fifteen sets of Adult Competency Education (ACE) Competency Based Job Descriptions in the ACE kit contains job descriptions for Refrigerator Mechanic and Motorcycle Repairperson. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE number, career ladder, D.O.T. general educational…

  17. APPLIED MECHANICS REVIEWS, WADEX WORD AND AUTHOR INDEX, VOLUME XVI, 1963,

    Science.gov (United States)

    Author inDEX ) an IBM 1401 prepared mechanical index, extension of KWIC. WADEX usable for browsing and searching. This second WADEX is based on 8,000 titles of APPLIED MECHANICS REVIEWS (AMR), Vol. 16, 1963, an international critical review magazine. In WADEX, titles printed fully with author names, and as many lines used as necessary (60 characters per line). WADEX entry: word in title (except forbidden word) or author’s name. Alphabetically sequenced entries printed out of context. Words are single words or hypenated word pairs or ’Tagged Words’ (TW).

  18. 78 FR 18594 - Delegation of Authorities

    Science.gov (United States)

    2013-03-27

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Delegation of Authorities Notice is hereby given that I... Delegations of Authority, last published at 55 FR 9363 (March 13, 1990). Affordable Care Act Title I--Quality... Programs. This delegation of authorities excludes the authority to issue regulations and to submit reports...

  19. Investigation of Bias in Job Evaluation Ratings of Comparable Worth Study Participants.

    Science.gov (United States)

    Mount, Michael K.; Ellis, Rebecca A.

    1987-01-01

    Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. (Author/ABB)

  20. 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

  1. Job-Structure and Job-Related Information

    OpenAIRE

    川上, 善郎

    1981-01-01

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

  2. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Yunisrina Qismullah Yusuf

    2016-03-01

    Full Text Available Guidelines for Article Submission SiELE journal accepts articles on research and development in the field of teaching and learning of English, linguistics, educational development, policy and cultural studies in education. To be considered for publication, the article should be presented in the following system: First page: include a title page with the full title of the paper (must not exceed 16 words, the author(s’ name(s, affiliation(s, phone number(s and e-mail address of the corresponding author. A brief bio-data of the author(s (maximum of 100 words is provided in this page. Second p age and subsequent page: Submissions should be between 4000-6000 (including abstract, table(s, figure(s and references in A4 size paper with margins as the following: top 3 cm, bottom 3 cm, right 2.5 cm and left 4 cm. The font is Times New Roman, size 12 and single spaced. The article should generally consist of the following sections: introduction, review of literature, method, findings, discussion and conclusion. Headings and subheadings should be presented as follows (provide a space between the headings and sub-headings. 1 INTRODUCTION 1.1 Subheading of the Content 1.1.1 Subheading of the Content For Tables, the title size is 12 and the content size is 10. Please number the tables subsequently throughout your article and the title is written above the table. For Figures, the title size is 12 and the content size (if any is 10. Please number the figures subsequently throughout your article and the title is written below the figure. The reference list should be arranged alphabetically following the guidelines of the Publication Manual of the American Psychological Association (5th ed.. See the following examples:   Book: Ellis, R. (2003. Task-based language learning and teaching. Oxford: Oxford University Press. Internet source: Andrewes, S. (2003. Group work v. whole-class activities. Retrieved October 1, 2012 from http

  3. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Yunisrina Qismullah Yusuf

    2015-03-01

    Full Text Available Guidelines for Article Submission SiELE journal accepts articles on research and development in the field of teaching and learning of English, linguistics, educational development, policy and cultural studies in education. To be considered for publication, the article should be presented in the following system: First page: include a title page with the full title of the paper (must not exceed 16 words, the author(s’ name(s, affiliation(s, phone number(s and e-mail address of the corresponding author. A brief bio-data of the author(s (maximum of 100 words is provided in this page. Second page and subsequent page: Submissions should be between 4000-6000 (including abstract, table(s, figure(s and references in A4 size paper with margins as the following: top 3 cm, bottom 3 cm, right 2.5 cm and left 4 cm. The font is Times New Roman, size 12 and single spaced. The article should generally consist of the following sections: introduction, review of literature, method, findings, discussion and conclusion. Headings and subheadings should be presented as follows (provide a space between the headings and sub-headings. 1 INTRODUCTION 1.1 Subheading of the content 1.1.1 Subheading of the content For Tables, the title size is 12 and the content size is 10. Please number the tables subsequently throughout your article and the title is written above the table. For Figures, the title size is 12 and the content size (if any is 10. Please number the figures subsequently throughout your article and the title is written below the figure. The reference list should be arranged alphabetically following the guidelines of the Publication Manual of the American Psychological Association (5th ed.. See the following examples: Back Matter| 79 80 | STUDIES IN ENGLISH LANGUAGE AND EDUCATION, Volume 1, Number 1, March 2014 Book: Ellis, R. (2003. Task-based language learning and teaching. Oxford: Oxford University Press. Internet source: Andrewes, S. (2003. Group work v

  4. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Yunisrina Qismullah Yusuf

    2015-10-01

    Full Text Available Guidelines for Article Submission   SiELE journal accepts articles on research and development in the field of teaching and learning of English, linguistics, educational development, policy and cultural studies in education. To be considered for publication, the article should be presented in the following system: First page: include a title page with the full title of the paper (must not exceed 16 words, the author(s’ name(s, affiliation(s, phone number(s and e-mail address of the corresponding author. A brief bio-data of the author(s (maximum of 100 words is provided in this page. Second page and subsequent page: Submissions should be between 4000-6000 (including abstract, table(s, figure(s and references in A4 size paper with margins as the following: top 3 cm, bottom 3 cm, right 2.5 cm and left 4 cm. The font is Times New Roman, size 12 and single spaced. The article should generally consist of the following sections: introduction, review of literature, method, findings, discussion and conclusion. Headings and subheadings should be presented as follows (provide a space between the headings and sub-headings. 1         INTRODUCTION 1.1      Subheading of the Content  1.1.1   Subheading of the Content  For Tables, the title size is 12 and the content size is 10. Please number the tables subsequently throughout your article and the title is written above the table. For Figures, the title size is 12 and the content size (if any is 10. Please number the figures subsequently throughout your article and the title is written below the figure. The reference list should be arranged alphabetically following the guidelines of the Publication Manual of the American Psychological Association (5th ed.. See the following examples:   Book: Ellis, R. (2003. Task-based language learning and teaching. Oxford: Oxford University Press. Internet source: Andrewes, S. (2003. Group work v. whole-class activities. Retrieved October 1, 2012 from

  5. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Yunisrina Qismullah Yusuf

    2014-03-01

    Full Text Available Guidelines for Article Submission   SiELE journal accepts articles on research and development in the field of teaching and learning of English, linguistics, educational development, policy and cultural studies in education. To be considered for publication, the article should be presented in the following system: First page: include a title page with the full title of the paper (must not exceed 16 words, the author(s’ name(s, affiliation(s, phone number(s and e-mail address of the corresponding author. A brief bio-data of the author(s (maximum of 100 words is provided in this page. Second page and subsequent page: Submissions should be between 4000-6000 (including abstract, table(s, figure(s and references in A4 size paper with margins as the following: top 3 cm, bottom 3 cm, right 2.5 cm and left 4 cm. The font is Times New Roman, size 12 and single spaced. The article should generally consist of the following sections: introduction, review of literature, method, findings, discussion and conclusion. Headings and subheadings should be presented as follows (provide a space between the headings and sub-headings. 1         INTRODUCTION 1.1      Subheading of the content  1.1.1   Subheading of the content  For Tables, the title size is 12 and the content size is 10. Please number the tables subsequently throughout your article and the title is written above the table. For Figures, the title size is 12 and the content size (if any is 10. Please number the figures subsequently throughout your article and the title is written below the figure. The reference list should be arranged alphabetically following the guidelines of the Publication Manual of the American Psychological Association (5th ed.. See the following examples:   Book: Ellis, R. (2003. Task-based language learning and teaching. Oxford: Oxford University Press. Internet source: Andrewes, S. (2003. Group work v. whole-class activities. Retrieved October 1, 2012 from

  6. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Yunisrina Qismullah Yusuf

    2014-09-01

    Full Text Available Guidelines for Article Submission   SiELE journal accepts articles on research and development in the field of teaching and learning of English, linguistics, educational development, policy and cultural studies in education. To be considered for publication, the article should be presented in the following system: First page: include a title page with the full title of the paper (must not exceed 16 words, the author(s’ name(s, affiliation(s, phone number(s and e-mail address of the corresponding author. A brief bio-data of the author(s (maximum of 100 words is provided in this page. Second page and subsequent page: Submissions should be between 4000-6000 (including abstract, table(s, figure(s and references in A4 size paper with margins as the following: top 3 cm, bottom 3 cm, right 2.5 cm and left 4 cm. The font is Times New Roman, size 12 and single spaced. The article should generally consist of the following sections: introduction, review of literature, method, findings, discussion and conclusion. Headings and subheadings should be presented as follows (provide a space between the headings and sub-headings. 1         INTRODUCTION 1.1      Subheading of the content  1.1.1   Subheading of the content  For Tables, the title size is 12 and the content size is 10. Please number the tables subsequently throughout your article and the title is written above the table. For Figures, the title size is 12 and the content size (if any is 10. Please number the figures subsequently throughout your article and the title is written below the figure. The reference list should be arranged alphabetically following the guidelines of the Publication Manual of the American Psychological Association (5th ed.. See the following examples:   Book: Ellis, R. (2003. Task-based language learning and teaching. Oxford: Oxford University Press. Internet source: Andrewes, S. (2003. Group work v. whole-class activities. Retrieved October 1, 2012 from

  7. Perceived job image among police officers in Singapore: factorial dimensions and differential effects.

    Science.gov (United States)

    Lim, V K; Teo, T S; See, S K

    2000-12-01

    The authors examined the perceived job image of police officers in Singapore and its differential effects on their work-related attitudes (e.g., job satisfaction, organizational commitment, and intention to quit). The authors obtained data from questionnaire surveys and focus-group interviews. Perceived job image consisted of 4 dimensions: (a) prestige, (b) integrity, (c) competence, and (d) nonroutine job nature. Results of hierarchical regression analyses suggested that the first 2 dimensions of the perceived job image construct were salient in affecting the police officers' work-related attitudes.

  8. 36 CFR 254.15 - Title standards.

    Science.gov (United States)

    2010-07-01

    ...) Conveyances of lands from the United States are made by patent, quitclaim deed, or deed and without express or implied warranties, except as to hazardous substances pursuant to § 254.3 of this subpart. (c) Title... of the existing use(s) authorized under the terms of the grant, permit, easement, or lease. The non...

  9. 5 CFR 430.101 - Authority.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Authority. 430.101 Section 430.101 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Management § 430.101 Authority. Chapter 43 of title 5, United States Code, provides for the...

  10. 48 CFR 23.801 - Authorities.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Authorities. 23.801 Section 23.801 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC... DRUG-FREE WORKPLACE Ozone-Depleting Substances 23.801 Authorities. (a) Title VI of the Clean Air Act...

  11. Title list of documents made publicly available

    International Nuclear Information System (INIS)

    1991-01-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued though the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  12. Title List of documents made publicly available

    International Nuclear Information System (INIS)

    1982-07-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes: (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  13. Title List of documents made publicly available

    International Nuclear Information System (INIS)

    1982-06-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes: (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued throught the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  14. Job-related resources and the pressures of working life.

    Science.gov (United States)

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life. Copyright © 2012 Elsevier Inc. All rights reserved.

  15. Pre-employment job orientation seminar - after two years

    International Nuclear Information System (INIS)

    Petullo, C.F.

    1988-01-01

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

  16. Guidelines for Authors

    Directory of Open Access Journals (Sweden)

    Abdullah Demir

    2016-06-01

    Full Text Available Guidelines for Authors cumhuriyet theology journal  reguires writers to use the The Chicago Manual of Style “notes and bibliography” system of referencing.First citation: author(s first name and last name, title, (if applicable first and last name of translator or editor, place of publication, publisher, date of publication, page number.Subsequent citations: author’s last name, the short title, and the page number should be indicated in all subsequent citations. Footnote citations should conform to the following examples.References: References should be placed at the end of the text in alphabetical order. If a source has more than one author, the surname and name of the first author should be written, and the other authors should be indicated by et.al. The titles of books and journals should be italicized; article titles and book chapters should be placed in quotation marks. Translator’s and editor’s names (if there are any should follow the title of the work: BOOKa One Author: 
1. Michael Pollan, The Omnivore’s Dilemma: A Natural History of Four Meals (New York: Penguin, 2006, 99–100.2. Pollan, Omnivore’s Dilemma, 3.Bibliography: Pollan, Michael. The Omnivore’s Dilemma: A Natural History of Four Meals. New York: Penguin, 2006.  b Two Authors1. Geoffrey C. Ward and Ken Burns, The War: An Intimate History 1941–1945 (New York: Knopf, 2007, 52.2. Ward and Burns, War, 59–61. Bibliography: Ward, Geoffrey C., and Ken Burns. The War: An Intimate History 1941–1945. New York: Knopf, 2007.c Three or More Authors
For three or more authors, list all of the authors in the bibliography; in the note, list only the first author, followed by et al. (“and others”:1. Mitchell L. Eisen, Jodi A. Quas, and Gail S. Goodman, eds., Memory and Suggestibility in the Forensic Interview (Mahwah, NJ: L. Erlbaum Assoicates, 2002, 65.2. Eisen and et al., Memory and Suggestibility in the Forensic Interview, 67.Bibliography: Eisen, Mitchell

  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. 76 FR 53903 - Delegation of Authorities

    Science.gov (United States)

    2011-08-30

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Delegation of Authorities Notice is hereby given that I... Delegations of Authority, last published at 55 FR 9363 (March 13, 1990). Title I--Quality, Affordable Health... the Public Health Service Act. The delegation includes, but does not limit the authority to, directing...

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

    Science.gov (United States)

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

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

  1. Qualifications and Competencies for Population Health Management Positions: A Content Analysis of Job Postings.

    Science.gov (United States)

    Meyer, Melanie

    2017-12-01

    The need for population health management expertise has increased as the health care industry shifts toward value-based care. However, many organizations report hiring gaps as they seek to fill positions. The purpose of this study was to analyze the types of population health management positions for which health care organizations are hiring, including qualifications and competencies required for these positions. A content analysis was conducted on 271 job postings collected during a 2-month period. A typology of qualifications and competencies was developed based on the content analysis. Profiles were generated for the top 5 job title classifications: directors, coordinators, care managers, analysts, and specialists. This study highlights the investment health care organizations are making in population health management and the prominent role these positions are playing in the health care environment today. Many organizations are building out population health management teams resulting in multiple positions at different levels being added. As the market demands competent candidates who are equipped with specialized population health expertise as well as practical experience in program development, technology applications, care management, and analytics, professional education programs will need to adapt curricula to address the required areas. Competencies for specific job title classifications may need further evaluation and refinement over time. Study results can be used by organizations for strategic planning, by educators to target needed qualifications and competencies, and by researchers and policy advisors to assess progress toward value-based care.

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

    Energy Technology Data Exchange (ETDEWEB)

    Kawashima, H.; Yamashita, Y.

    2016-07-01

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

  3. Leader-member exchange, work engagement and job performance

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.

    2015-01-01

    Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  4. Leader-member exchange, work engagement, and job performance.

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A. B.; Demerouti, E.; Van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  5. Leader-member exchange, work engagement, and job performance

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  6. Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

    Science.gov (United States)

    Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

    2016-08-01

    The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations. © The Author(s) 2016.

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

    Science.gov (United States)

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

    2013-04-01

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

  8. 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.

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

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

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

  10. 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.

  11. 42 CFR 476.86 - Correlation of Title XI functions with Title XVIII functions.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 4 2010-10-01 2010-10-01 false Correlation of Title XI functions with Title XVIII functions. 476.86 Section 476.86 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF...) Qio Review Functions § 476.86 Correlation of Title XI functions with Title XVIII functions. (a...

  12. Native title contestation in Western Australia's Pilbara region

    Directory of Open Access Journals (Sweden)

    Paul Cleary

    2014-12-01

    Full Text Available The rights afforded to Indigenous Australians under the Native Title Act 1993 (NTA are very limited and allow for undue coercion by corporate interests, contrary to the claims of many prominent authors in this field. Unlike the Commonwealth’s first land rights law, Aboriginal Lands Rights (Northern Territory Act 1976 (ALRA , the NTA does not offer a right of veto to Aboriginal parties; instead, they have a right to negotiate with developers, which has in practice meant very little leverage in negotiations for native title parties. And unlike ALRA, developers can deal with any Indigenous corporation, rather than land councils. These two factors have encouraged opportunistic conduct by some developers and led to vexatious litigation designed to break the resistance of native title parties, as demonstrated by the experience of Aboriginal corporations in the iron ore-rich Pilbara region of Western Australia.

  13. A Longitudinal Analysis of Changes in Job Control and Mental Health.

    Science.gov (United States)

    Bentley, Rebecca J; Kavanagh, Anne; Krnjacki, Lauren; LaMontagne, Anthony D

    2015-08-15

    Deteriorating job control has been previously shown to predict poor mental health. The impact of improvement in job control on mental health is less well understood, yet it is of policy significance. We used fixed-effects longitudinal regression models to analyze 10 annual waves of data from a large Australian panel survey (2001-2010) to test within-person associations between change in self-reported job control and corresponding change in mental health as measured by the Mental Component Summary score of Short Form 36. We found evidence of a graded relationship; with each quintile increase in job control experienced by an individual, the person's mental health increased. The biggest improvement was a 1.55-point increase in mental health (95% confidence interval: 1.25, 1.84) for people moving from the lowest (worst) quintile of job control to the highest. Separate analyses of each of the component subscales of job control-decision authority and skill discretion-showed results consistent with those of the main analysis; both were significantly associated with mental health in the same direction, with a stronger association for decision authority. We conclude that as people's level of job control increased, so did their mental health, supporting the value of targeting improvements in job control through policy and practice interventions. © 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. Determinants of job satisfaction among radiation therapy faculty.

    Science.gov (United States)

    Swafford, Larry G; Legg, Jeffrey S

    2009-01-01

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

  15. The Effects of Employees’ Individual Characteristics on Job Satisfaction: A Public Bank Case

    Directory of Open Access Journals (Sweden)

    Mehmet Merve Özaydın

    2014-03-01

    Full Text Available The raising importance of rivalry between the employees in the relations of producti on nowadays, makes the adaptation between worker and work more substantial. The job satisfaction which expresses the employee’s contentment about his/her job becomes a target for the employee and also for the firm based on the provided material/ moral satiety. In the services sector which consists of human resources as itsmost leading and determinant input, building a relationship between the specialties of work and intelligence, skills and abilities of workers depending on job satisfaction is decisive for individual and organizational success also. In the banking sector which is a crucial member of services sector because of the dimensions of the usage of high technology, the need of quality services production and the competition, satisfaction of employees becomes significant. This study aims to investigate the effects of individual factors (age, gender, marital status, education level, operating status of branch/operating status of head office, title, service time, the existence or nonexistence of other bankers in the family, expectations for the future on job satisfaction. In the consequence of a field work about a public bank, it’s found out that the level of bank personnel’s job satisfaction is changed by the effect of individual factors.

  16. The design and development of massive BES job submit and management system

    International Nuclear Information System (INIS)

    Shi Jingyan; Liang Dong; Sun Gongxing; Chen Gang

    2010-01-01

    The system was designed to provide an easy and efficient way for the physicists to run their physical jobs. The system sends jobs to the different computing backend under the request of the user, besides, the system can monitor the jobs status, re-submit the job automatically. The BES job is the typical data massive calculation. To realize the parallelized job running, the big job was split into many sub-jobs to be run on many worknodes at the same time. Web Service is adopted to provide users flexible interface. (authors)

  17. Relationships between nutrition-related knowledge, self-efficacy, and behavior for fifth grade students attending Title I and non-Title I schools.

    Science.gov (United States)

    Hall, Elisha; Chai, Weiwen; Albrecht, Julie A

    2016-01-01

    The Social Cognitive Theory (SCT) is a widely used theory for nutrition education programming. Better understanding the relationships between knowledge, self-efficacy, and behavior among children of various income levels can help to form and improve nutrition programs, particularly for socioeconomically disadvantaged youth. The purpose of this study was to determine the relationships between knowledge, self-efficacy, and behavior among fifth grade students attending Title I (≥40% of students receiving free or reduced school meals) and non-Title I schools (students receiving free or reduced school meals). A validated survey was completed by 55 fifth grade students from Title I and 122 from non-Title I schools. Differences in knowledge, self-efficacy, and behavior scores between groups were assessed using t test and adjusted for variations between participating schools. Regression analysis was used to determine the relationships between knowledge, self-efficacy, and behavior. In adjusted models, the Title I group had significantly lower scores on several knowledge items and summary knowledge (P = 0.04). The Title I group had significantly lower scores on several behavior variables including intakes of fruits (P = 0.02), vegetables (P = 0.0005), whole grains (P = 0.0003), and lean protein (P = 0.047), physical activity (P = 0.002) and summary behavior (P = 0.001). However the Title I group scored higher on self-efficacy for meal planning (P = 0.04) and choosing healthy snacks (P = 0.036). Both self-efficacy (β = 0.70, P knowledge (β = 0.35, P = 0.002) strongly predicted behavior; however, only self-efficacy remained significant in the Title I group (self-efficacy, β = 0.82, P = 0.0003; knowledge, β = 0.11, P = 0.59). Results demonstrate disparities in nutrition knowledge and behavior outcomes between students surveyed from Title I and non-Title I schools, suggesting more resources may be necessary for lower income populations

  18. 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.

  19. 78 FR 35179 - Negotiated Rulemaking Committee, Negotiator Nominations and Schedule of Committee Meetings-Title...

    Science.gov (United States)

    2013-06-12

    ... title IV Federal Student Aid programs; regulations designed to prevent fraud; State authorization for... Against Women Reauthorization Act of 2013 to the campus safety and security reporting requirements in the... regulations designed to prevent fraud and otherwise ensure proper use of title IV Federal Student Aid program...

  20. 20 CFR 404.535 - How much will we withhold from your title VIII and title XVI benefits to recover a title II...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false How much will we withhold from your title... Officer § 404.535 How much will we withhold from your title VIII and title XVI benefits to recover a title II overpayment? (a) If past-due benefits are payable to you, we will withhold the lesser of the...

  1. A Theoretical Analysis of Faculty Job Satisfaction/Dissatisfaction.

    Science.gov (United States)

    Hill, Malcolm

    1987-01-01

    This study examines the issue of job satisfaction of college faculty from the perspective of Herzberg's "two-factor" theory and assesses the utility of the theory. Data from 1,089 full-time faculty in 20 college and university campuses supports that "intrinsic" factors contribute primarily to job satisfaction. (Author/LMO)

  2. Author Details

    African Journals Online (AJOL)

    Sehularo, LA. Vol 21, No 2 (2015) - Articles Nurses' perceptions on factors contributing to job dissatisfaction in a public psychiatric hospital in North West Province, South Africa Abstract. ISSN: 1117-4315. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about ...

  3. Author Details

    African Journals Online (AJOL)

    Ijeoma, MC. Vol 19, No 1 (2015) - Articles Effect of Personality Types of Extension Personnel on their Job Performance in Rivers State Agricultural Development Programme. Abstract PDF. ISSN: 2408-6851. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about ...

  4. Author Details

    African Journals Online (AJOL)

    Leisanyane, K. Vol 29, No 1 (2013) - Articles The Influence of Organisational Culture and Job Satisfaction on Intentions to Leave: The Case of Clay Brick Manufacturing Company in Lesotho Abstract. ISSN: 1684-4173. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's ...

  5. Author Details

    African Journals Online (AJOL)

    Asuquo, EF. Vol 9, No 1&2 (2010) - Articles Organizational climate and nurses' job satisfaction in Cross River State, Health Institutions, Nigeria Abstract PDF. ISSN: 1596-2911. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners ...

  6. Author Details

    African Journals Online (AJOL)

    Bola, Udegbe I. Vol 10, No 2 (2002) - Articles The Effects of Occupational Prestige, Marital Status and Technological Level of Job on Perception of Working Mothers Abstract. ISSN: 1117-1421. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

  7. Job Characteristics and Pressures and the Organizational Integration of Professionals

    Science.gov (United States)

    Hall, Douglas T.; Lawler, Edward E.

    1970-01-01

    Focuses on the relationship between job design and the integration of the professional with his organization; the concept of job pressures is used as an intervening variable in the study of his relationship. (Author)

  8. Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

    Science.gov (United States)

    Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

    2015-09-01

    This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. © 2015 The Author(s).

  9. Job design and job stress in office workers.

    Science.gov (United States)

    Carayon, P

    1993-05-01

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

  10. Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

    Science.gov (United States)

    Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

    2015-02-01

    The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

  11. 18 CFR 1317.520 - Job classification and structure.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Job classification and structure. 1317.520 Section 1317.520 Conservation of Power and Water Resources TENNESSEE VALLEY AUTHORITY... classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

  12. Author Details

    African Journals Online (AJOL)

    Azuzu, Mc. Vol 46, No 3 (2005) - Articles Causes of job dissatisfaction among doctors at a Nigerian Teaching Hospital (comparison of focus group discussion with cross-section study) Abstract. ISSN: 2229-774X. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More ...

  13. Author Details

    African Journals Online (AJOL)

    Agba, A.M. Vol 5, No 1 (2010) - Articles Leadership style and employees' intrinsic job satisfaction in the cross river newspaper corporation, Calabar, Nigeria Abstract PDF · AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms ...

  14. 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....

  15. 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, ...

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

    Science.gov (United States)

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

    2011-04-01

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

  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 analysis for training design and evaluation

    International Nuclear Information System (INIS)

    Andersson, H.; Baeck, P.; Wirstad, J.

    1979-01-01

    The report describes a job analysis method which has been used for competency requirements and training evaluation purposes on three jobs in a Swedish nuclear power station. The jobs are the shift supervisor, the reactor operator and the turbine operator. The method is based on a system analytical approach. Through a topdown analysis of the power generation system a structure is derived which is used for an inventory of possible operator tasks. The primary source for actual task generation was interviews with operators and with other personnel who are cooperating with the operators. The method suggests alternative sources for the task generation when operator interviews are not feasible, e.g. in systems which are being developed or when operator experiences are lacking. The result of the job analysis is a set of typical tasks for each job. These tasks represent the contents of the job to be considered in the planning of job training and for recruitment requirements. The same job analysis method was used for training design and evaluation in a Finnish nuclear power station. The concluding remarks of this report are made in the light of this study also. This report is based on a research project B15/77 from the Swedish Nuclear Power Inspectorate. (author)

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

    Science.gov (United States)

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

    1998-01-01

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

  20. 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 ...

  1. Personality and leader effectiveness: a moderated mediation model of leadership self-efficacy, job demands, and job autonomy.

    Science.gov (United States)

    Ng, Kok-Yee; Ang, Soon; Chan, Kim-Yin

    2008-07-01

    The trait theory of leadership is advanced by a joint investigation of the mediating role of (a) leadership self-efficacy (LSE = leader's perceived capabilities to perform leader roles) in linking neuroticism, extraversion, and conscientiousness with leader effectiveness and (b) the moderating role of job demands and job autonomy in influencing the mediation. Using K. J. Preacher, D. D. Rucker, and A. F. Hayes' (2007) moderated mediation framework, the authors tested the model (over a 2-year period) with matched data from 394 military leaders and their supervisors. Results showed that LSE mediated the relationships for neuroticism, extraversion, and conscientiousness with leader effectiveness. Moderated mediation analyses further revealed that LSE mediated the relationships for (a) all 3 personality variables for only those leaders with low job demands; (b) neuroticism and conscientiousness for only those leaders with high job autonomy; and (c) extraversion, regardless of a leader's level of job autonomy. Results underscore the importance of accounting for leaders' situational contexts when examining the relationships between personality, LSE, and effectiveness.

  2. What's in a Name? Impact of marketing different course titles on enrollment for online classes.

    Science.gov (United States)

    Kemper, Kathi J; Woods, Charles; McBride, Allison

    2008-12-01

    Little is known about the impact of different marketing strategies on enrollment of online courses for health professionals. The authors compared one aspect of marketing, course titles, for online classes about herbs and dietary supplements (HDS). The authors marketed two titles-one knowledge-oriented, the other behavior-oriented-for each of seven online HDS classes. The two titles were (1) "Introduction to topic" (Knowledge) and (2) "Talking with patients about topic" (Behavior). The seven classes were two general (introduction and safety) and five specialty (women, children, the elderly, depression, and gastrointestinal) topics. The Area Health Education Center in northwest North Carolina marketed the classes. Altogether, 195 clinicians enrolled in an average of 7.6 classes per enrollee (1,487 total). For every class, enrollment was higher for knowledge-oriented than behavior-oriented titled classes (average of 124 versus 89 enrollees per class, P online classes on an unfamiliar topic. Additional marketing research is needed to inform efforts to enroll clinicians into courses on more familiar topics.

  3. Job Orientation of Male and Female College Graduates in Business

    Science.gov (United States)

    Manhardt, Philip J.

    1972-01-01

    There was little overall sex differences in intrinsic job orientation but it was shown that the intrinsic-extrinsic dimension provides neither a complete explanation of the observed differences nor an accurate description of the underlying structure of job orientation. (Author)

  4. 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...

  5. 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.

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

    OpenAIRE

    Adrianna Potocka; Małgorzata Waszkowska

    2013-01-01

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

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  8. Energy information data base. Serial titles, February 1978--June 1979

    International Nuclear Information System (INIS)

    1979-06-01

    This supplement contains changes and additions to TID-4579-R10 (the authority list for serial titles used by TIC), and is intended to be used with that publication. Supplements are cumulative until another revision is issued

  9. Does low job satisfaction lead to job mobility?

    DEFF Research Database (Denmark)

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

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

  10. Getting off on the right foot: subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

    Science.gov (United States)

    Curhan, Jared R; Elfenbein, Hillary Anger; Kilduff, Gavin J

    2009-03-01

    Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention measured 1 year later. Surprisingly, the economic outcomes that negotiators achieved had no apparent effects on these factors. Implications, limitations, and future directions are discussed. (c) 2009 APA, all rights reserved.

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

    OpenAIRE

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

    2017-01-01

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

  12. Adult Competency Education Kit. Basic Skills in Speaking, Math, and Reading for Employment. Part H. ACE Competency Based Job Descriptions: #25--Household Appliance Mechanic; #26--Lineworker; #27--Painter Helper, Spray; #28--Painter, Brush; #29--Carpenter Apprentice.

    Science.gov (United States)

    San Mateo County Office of Education, Redwood City, CA. Career Preparation Centers.

    This fifth of fifteen sets of Adult Competency Education (ACE) Competency Based Job Descriptions in the ACE kit contains job descriptions for Household Appliance Mechanic; Lineworker; Painter Helper, Spray; Painter, Brush; and Carpenter Apprentice. Each begins with a fact sheet that includes this information: occupational title, D.O.T. code, ACE…

  13. EEG, job motor or job killer? Symposium for a more rational discussion; EEG - Jobmotor oder Jobkiller? Symposium fuehrt zur Versachlichung der Diskussion

    Energy Technology Data Exchange (ETDEWEB)

    Haeder, M. [Fachhochschule Bochum (Germany); Schulz, E. [Verband der Elektrizitaetswirtschaft - VDEW - e.V., Berlin (Germany)

    2005-12-12

    The authors investigated the job effects of the Renewables Act (EEG) discussed at the VDEW symposium of October 2004. There are many divergent factors which necessitated the use of differentiated econometric models. The conclusion was that the EEG should not be judged on the basis of job effects but from environmental and energy aspects. Positive job effects may be expected from more efficient production of electric power from renewable energy sources, which may be achieved by funding on the basis of a EU funding model. (orig.)

  14. Lire des titres (Deuxieme partie) (Reading Titles [Part Two]).

    Science.gov (United States)

    Goldenstein, Jean-Pierre

    1985-01-01

    Classroom activities involving the semantics of novels' titles can also be used for studying historical or cultural information, playing word games, or learning more about the authors. Older or contemporary works can be used, and several print sources are available for ideas and relevant facts. (MSE)

  15. Job strain and the risk of depression: is reporting biased?

    DEFF Research Database (Denmark)

    Kolstad, Henrik; Hansen, Åse Marie; Kærgaard, Anette

    2011-01-01

    It is unknown whether the relation between job strain and depression reflects causal characteristics of the working environment or reporting bias. The authors investigated reporting bias by analyzing individual versus work-unit measures of job strain and the risk of depressive symptoms (n = 287) ...

  16. 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…

  17. Job satisfaction among Australian doctors: the use of latent class analysis.

    Science.gov (United States)

    Joyce, Catherine; Wang, Wei Chun

    2015-10-01

    To identify patterns of job satisfaction among Australian doctors using latent class analysis, and to determine the relationships of these patterns to personal and professional characteristics so as to improve satisfaction and minimize medical wastage. MABEL (Medicine in Australia: Balancing Employment and Life) data in 2011 were used. The study collected information on 5764 doctors about their job satisfaction, demographic characteristics, their health, country of medical training, opportunities for professional development and social interaction, taking time off work, views of patients' expectations, unpredictable working hours, hours worked per week, preference to reduce hours and intention to leave the medical workforce. Four latent classes of job satisfaction were identified: 5.8% had high job satisfaction; 19.4% had low satisfaction with working hours; 16.1% had high satisfaction with working hours but felt undervalued; and 6.5% had low job satisfaction. Low job satisfaction was associated with reporting poor health, having trained outside Australia, having poor opportunities for professional development and working longer hours. Low satisfaction was associated with a preference to reduce work hours and an intention to leave the medical workforce. To improve job satisfaction and minimize medical wastage, policies need to address needs of overseas trained doctors, provide continuing professional development and provide good health care for doctors. © The Author(s) 2015.

  18. Job Dissatisfaction and Coronary Heart Disease

    Science.gov (United States)

    Friis, Robert

    1976-01-01

    Based on the psychosocial factor that life dissatisfactions may be associated with physical illnesses, this research examines the relationship between job dissatisfaction and its causal link to premature death from heart disease. (Author/RK)

  19. 76 FR 13646 - Statement of Delegation of Authority

    Science.gov (United States)

    2011-03-14

    ... Delegation of Authority Notice is hereby given that I have delegated to the Administrator, Health Resources and Services Administration (HRSA), authority vested in the Secretary under Title XX, Section 2008(b... Act, as it pertains to the functions assigned to HRSA. This authority may be redelegated. HRSA will...

  20. Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Mearns, Kathryn; Matthiesen, Stig Berge; Eid, Jarle

    2011-10-01

    Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety. © 2011 The Authors. Scandinavian Journal of Psychology © 2011 The Scandinavian Psychological Associations.

  1. 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...

  2. Getting to one from title 10 + title 32 unity of effort in the homeland

    OpenAIRE

    Prosch, Caroline Ross.

    2011-01-01

    CHDS State/Local Approved for public release; distribution is unlimited This thesis bridges the knowledge gap between Title 10 Active Duty and Title 32 National Guard in order to breakdown cultural barriers and reach unity of effort for response operations in the homeland. Regrettably, a unified response was missing among Title 10 Active Duty and Title 32 National Guard members following Hurricane Katrina. Since then, initiatives based in doctrine, statutes and formal recommendations...

  3. Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

    Science.gov (United States)

    Law, Fang Mei; Guo, Gwo Jen

    2016-08-01

    The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

  4. 76 FR 539 - Alternative Personnel Management System (APMS) at the National Institute of Standards and Technology

    Science.gov (United States)

    2011-01-05

    ...,'' NIST accomplished the following: NIST is more competitive for talent; NIST retained more top performers... title 5, United States Code, provides agencies with the authority to appoint candidates directly to jobs... subsection titled: ``Rating and Ranking'' is deleted. [FR Doc. 2010-33307 Filed 1-4-11; 8:45 am] BILLING CODE...

  5. 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 ...

  6. 20 CFR 408.931 - How much will we withhold from your title II and title XVI benefits to recover a title VIII...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false How much will we withhold from your title II... and Overpayments Adjustment of Title II Benefits § 408.931 How much will we withhold from your title...-due benefits. (b)(1) We will collect the overpayment from current monthly benefits due in a month...

  7. 24 CFR 203.390 - Waiver of title-mortgages or property formerly held by the Secretary.

    Science.gov (United States)

    2010-04-01

    ... UNDER NATIONAL HOUSING ACT AND OTHER AUTHORITIES SINGLE FAMILY MORTGAGE INSURANCE Contract Rights and... conveyed to him, he will not object to title by reason of any lien or other adverse interest that was... mortgage is later conveyed to the Secretary, the Secretary will not object to title by reason of any lien...

  8. Integration of Learning and Practice for Job Sharing Partnerships

    Science.gov (United States)

    Dixon-Krausse, Pamela Marie

    2007-01-01

    This paper explores the forces that support the proliferation of the flexible work arrangement called job sharing. Moreover, the paper will illuminate the need for integrating learning and practice as a way to develop and support job sharing partners, or "Partners in Practice" (PiPs). The author puts forth a model derived from learning in…

  9. Analysis and prospectives of the mechanism of release of energy efficiency titles

    International Nuclear Information System (INIS)

    Pastore, P.

    2009-01-01

    Starting from the Third annual report on the mechanism of release of energetic efficiency titles and considering the Decree Ministerial 21/12/2007, there is an analysis of the better aspects of the mechanism of release of energetic efficiency titles introduced from the norms regarding the previous annual relations. Particularly important is the role carried out from the Authority of the Electric Power and the Gas in the action of control and monitoring of the market. In this direction they have been formulated various deliberations. Analyzing the results obtained from the market of energetic efficiency titles in the course of 2007, it has been caught up 98% of the established objectives. In the course of the same year they have been cancelled many titles, as a result of verification activity. The obtained results refer to the geographic distribution, to the exchanged volumes and to the costs of the titles. At last some criticalities are placed in evidence that remain in the mechanism and that they can be resolved in order to improve the market. [it

  10. Jobs masonry in LHCb with elastic Grid Jobs

    Science.gov (United States)

    Stagni, F.; Charpentier, Ph

    2015-12-01

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

  11. Factors which Motivate Job Acceptance and Profoundly Mentally Retarded Children.

    Science.gov (United States)

    Marozas, Donald S.; May, Deborah C.

    1980-01-01

    The study involving 360 Pennsylvania teachers was designed to identify factors which motivate job acceptance among teachers of severely and profoundly mentally retarded children. The responses of 235 teachers indicated that challenge and practicum experiences were the two most prevalent motivational factors underlying job acceptance. (Author)

  12. Counselor Education and Title IX: Current Perceptions and Questions

    Science.gov (United States)

    Welfare, Laura E.; Wagstaff, Jennifer; Haynes, Jenna R.

    2017-01-01

    This national survey of counselor educator perceptions of the Title IX requirement to report student disclosures of gender-based discrimination revealed the need for greater clarity about faculty strategies for serving counseling program students while upholding the federal law. The authors describe the recent expansion of the requirements and…

  13. User Violence and Nursing Staff Burnout: The Modulating Role of Job Satisfaction.

    Science.gov (United States)

    Galián-Muñoz, Inmaculada; Ruiz-Hernández, Jose Antonio; Llor-Esteban, Bartolomé; López-García, Cecilia

    2016-01-01

    Exposure to patient violence in health staff can lead to the onset of burnout in these workers. The main goal of this investigation is to study how exposure to this kind of violence affects onset of burnout and to appraise the role of job satisfaction as a modulating variable. A descriptive, cross-sectional study was carried out using a self-administered anonymous questionnaire with the nursing staff of all the public hospitals of the Region of Murcia (Spain), obtaining a sample of 1,489 health professionals. From the results obtained, we underline the modulating role of extrinsic job satisfaction in the relationship between nonphysical violence and emotional exhaustion, and the protective effect of job satisfaction on the impact of nonphysical violence and the level of cynicism. No effects of job satisfaction in the relationship between physical violence and burnout were observed. We therefore conclude that experiencing nonphysical aggression has a lower impact on the psychological health of workers who are satisfied with their job, and interventions aimed at increasing these workers' extrinsic job satisfaction are highly recommended. © The Author(s) 2014.

  14. 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 ...

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

    Science.gov (United States)

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

    2014-05-01

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

  16. 75 FR 16840 - Delegation of Authority

    Science.gov (United States)

    2010-04-02

    ... DEPARTMENT OF LABOR Office of the Secretary Delegation of Authority On February 24, 2010, the... Assistant Secretary for Employment and Training FROM: HILDA L. SOLIS Secretary of Labor SUBJECT: Delegation... Acting Director of the Office of Job Corps will report directly to you while this delegation of authority...

  17. Jobs Plan Highlights Education

    Science.gov (United States)

    Klein, Alyson

    2011-01-01

    President Barack Obama is putting new money to save educators' jobs and help states refurbish aging school facilities at the center of a nearly $450 billion plan to jump-start the sluggish economy. The author talks about the president's plan which is sure to face hurdles in a politically polarized Washington where one house of Congress is…

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

    Science.gov (United States)

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

    2015-11-01

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

  19. Sense of coherence is associated with reduced psychological responses to job stressors among Japanese factory workers

    Directory of Open Access Journals (Sweden)

    Urakawa Kayoko

    2012-07-01

    Full Text Available Abstract Background Job stress is associated with adverse health effects. The present study was conducted to examine the association between sense of coherence (SOC, as advocated by Antonovsky, and psychological responses to job stressors among Japanese workers. Methods A self-administered questionnaire containing a Japanese version of the 13-item SOC scale, the Brief Job Stress Questionnaire, and a self-rated health item were distributed to 1968 workers in X Prefecture. Anonymous responses were recovered by postal mail. Results Complete responses were received from 299 workers (response rate 15.2%, 191 males and 108 females who consented to participate in the study. Participants were 186 office clerks, 38 sales representatives, 22 technical engineers, 16 service trade workers, eight information processing workers, eight technical experts, and 21 other workers of various types. SOC scores were associated with age, self-rated health, job title, and marriage status. According to regression analyses stratified by gender, SOC was inversely associated with tension, fatigue, anxiety, depression and subjective symptoms in males, and tension, depression and subjective symptoms in females. SOC was positively associated with vigor in both males and females. Conclusions Having a strong SOC may reduce worker’s negative job stress responses and increase their vigor. Longitudinal studies are required to confirm this finding.

  20. Job-specific mandatory medical examinations for the police force.

    Science.gov (United States)

    Boschman, J S; Hulshof, C T J; Frings-Dresen, M H W; Sluiter, J K

    2017-08-01

    Mandatory medical examinations (MMEs) of workers should be based on the health and safety requirements that are needed for effectively performing the relevant work. For police personnel in the Netherlands, no job-specific MME exists that takes the specific tasks and duties into account. To provide the Dutch National Police with a knowledge base for job-specific MMEs for police personnel that will lead to equitable decisions from an occupational health perspective about who can perform police duties. We used a stepwise mixed-methods approach in which we included interviews with employees and experts and a review of the national and international literature. We determined the job demands for the various police jobs, determined which were regarded as specific job demands and formulated the matching health requirements as specific as possible for each occupation. A total of 21 specific job demands were considered relevant in different police jobs. These included biomechanical, physiological, physical, emotional, psychological/cognitive and sensory job demands. We formulated both police-generic and job-specific health requirements based on the specific job demands. Two examples are presented: bike patrol and criminal investigation. Our study substantiated the need for job-specific MMEs for police personnel. We found specific job demands that differed substantially for various police jobs. The corresponding health requirements were partly police-generic, and partly job-specific. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

  1. PSYCHOLOGICAL VALENCES IN THE DESIGN AND REDESIGN OF JOBS

    Directory of Open Access Journals (Sweden)

    Alic BIRCA

    2016-09-01

    Full Text Available This paper addresses the design and redesign of jobs under psychological aspect. For many years, the design and redesign of jobs have been treated more economically, i.e. by reducing staff costs. Although in the short-term, this approach has had positive economic effects, in the long-term the economic effects have been negative. Starting from this point of view, the authors attempt to highlight the problems that the psychological aspects involve in the design and redesign of jobs. Given the psychological aspects in the design of jobs aspects, are taken into consideration, certain problems that can have a far greater impact on organizational performance, may be anticipated and excluded.

  2. Downsizing-initiated job transfer of hospital nurses: how do the job transferees fare?

    Science.gov (United States)

    Armstrong-Stassen, M; Cameron, S J; Horsburgh, M E

    2001-01-01

    In this longitudinal panel study, the authors compared the reactions to hospital amalgamation of 66 nurses who had been transferred to a different unit for a downsizing-related reason (bumped/displaced, unit closed, redundancy) with the reactions of 181 nurses who remained on their same unit. Prior to any job transfers, the two groups perceived comparable levels of support and held similar attitudes towards their job and the hospital. Two years later, after job transfers had taken place, transferred nurses perceived significantly lower coworker support. They also reported a significantly greater decrease in organizational commitment than nurses who were not transferred. However, both groups reported a significant decrease between time a and time 2 in perceived organizational support, satisfaction with amount of work and career future, hospital identification, and organization trust. Overall, the results indicate that the downsizing associated with the amalgamation of the hospitals had a highly negative effects not only on those nurses who were transferred because of the downsizing but also on those nurses who remained on their original unit.

  3. A quality implementation of Title I of the Americans With Disabilities Act of 1990.

    Science.gov (United States)

    Rybski, D

    1992-05-01

    The Americans with Disabilities Act (ADA) of 1990 (Public Law 101-336) will have a major effect on private sector employers. Employers with 25 or more employees must provide qualified persons with disabilities equal access to employment with or without reasonable accommodations by July 1992. Employers with 15 to 24 employees must comply with the law by July 1994. Occupational therapy managers must understand the employment provisions of the law and develop strategies for implementation in order to comply with its regulations. This paper suggests the use of a total quality management approach, as espoused by W. E. Deming (1986), as a framework for an implementation plan. This approach focuses on quality improvement in the organization, respect of all workers for their abilities, replacement of fear of persons with disabilities with respect, and the building of partnerships between employers and employees with disabilities. A summary of the provisions of Title I as well as a checklist of measures and a sample job description that adheres to the regulations of Title I is presented to prepare an organization to become compliant. Occupational therapists are seen as uniquely skilled professionals who can contribute greatly in their own organizations as well as act as consultants to other managers in implementing Title I of the ADA using a total quality approach.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2014-01-01

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

  7. Job Orientation of Males and Females: Are Sex Differences Declining?

    Science.gov (United States)

    Brenner, O. C.; Tomkiewicz, Joseph

    1979-01-01

    Sex differences in job orientation found by Manhardt (1972) were explored to determine if they still exist, or if a trend toward similarity as found in studies on traits and behaviors prevails. Implications for personnel managers in handling differences on job orientation of males and females are discussed. (Author/KC)

  8. Job crafting: Towards a new model of individual job redesign

    Directory of Open Access Journals (Sweden)

    Maria Tims

    2010-12-01

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

  9. Native title claim puts Roxby in fluid situation

    International Nuclear Information System (INIS)

    Hine, M.

    1993-01-01

    Aboriginal land rights and water supply have long been issues raised in relation to the Olympic Dam Mine at Roxby Downs. Now a native title claim has revealed the vulnerability of the water supply. The author reports that the mine's owner, Western Mining Corporation, has to confront issues it has inflamed by favouring one interest group claiming to represent Aboriginal interests 8 refs

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

    OpenAIRE

    Loon, M; Bartram, T

    2007-01-01

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

  11. Analysis of Skills Requirement for Entry-Level Programmer/Analysts in Fortune 500 Corporations

    Science.gov (United States)

    Lee, Choong Kwon; Han, Hyo-Joo

    2008-01-01

    This paper presents the most up-to-date skill requirements for programmer/analyst, one of the most demanded entry-level job titles in the Information Systems (IS) field. In the past, several researchers studied job skills for IS professionals, but few have focused especially on "programmer/analyst." The authors conducted an extensive empirical…

  12. Job Satisfaction and the Neglected Variable of Job Seniority

    Science.gov (United States)

    Ronen, Simcha

    1978-01-01

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

  13. 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.

  14. 77 FR 65370 - Privacy Act of 1974; System of Records

    Science.gov (United States)

    2012-10-26

    ... Internet at http://www.regulations.gov as they are received without change, including any personal..., office code, job series, position title, manpower number, parking permit, and parking subsidy. Authority... actions, authorized billets, manpower levels, parking permits, recall rosters, emergency contact...

  15. Content and Phrasing in Titles of Original Research and Review Articles in 2015: Range of Practice in Four Clinical Journals

    Directory of Open Access Journals (Sweden)

    Mary Ellen Kerans

    2016-04-01

    Full Text Available Reporting guidelines for clinical research designs emerged in the mid-1990s and have influenced various aspects of research articles, including titles, which have also been subject to changing uses with the growth of electronic database searching and efforts to reduce bias in literature searches. We aimed (1 to learn more about titles in clinical medicine today and (2 to develop an efficient, reliable way to study titles over time and on the fly—for quick application by authors, manuscript editors, translators and instructors. We compared content and form in titles from two general medical journals—the New England Journal of Medicine (NEJM and the British Medical Journal—and two anesthesiology journals (the European Journal of Anaesthesiology and Anesthesiology; we also analyzed the inter-rater reliability of our coding. Significant content differences were found in the frequencies of mentions of methods, results (between general and subspecialty titles, and geographic setting; phrasing differences were found in the prevalence of full-sentence and compound titles (and their punctuation. NEJM titles were significantly shorter, and this journal differed consistently on several features. We conclude that authors must learn to efficiently survey titles for form and content patterns when preparing manuscripts to submit to unfamiliar journals or on resubmitting to a new journal after rejection.

  16. Jobs masonry in LHCb with elastic Grid Jobs

    CERN Document Server

    Stagni, F

    2015-01-01

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

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

    Science.gov (United States)

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

    2005-03-01

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

  18. 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.

  19. 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…

  20. Are Shorter Article Titles More Attractive for Citations? Cross-sectional Study of 22 Scientific Journals

    Science.gov (United States)

    Habibzadeh, Farrokh; Yadollahie, Mahboobeh

    2010-01-01

    Aim To investigate the correlation between the length of the title of a scientific article and the number of citations it receives, in view of the common editorial call for shorter titles. Methods Title and the number of citations to all articles published in 2005 in 22 arbitrarily chosen English-language journals (n = 9031) were retrieved from citation database Scopus. The 2008 journal impact factors of these 22 journals were also retrieved from Thomson Reuters’ Journal Citation Report (JCR). Assuming the article title length as the independent variable, and the number of citations to the article as the dependent variable, a linear regression model was applied. Results The slope of the regression line for some journals (n = 6, when titles were measured in characters but 7 when titles were measured in words) was negative – none was significantly different from 0. The overall slope for all journals was 0.140 (when titles were measured in characters) and 0.778 (when titles were measured in words), significantly different from 0 (P articles with longer titles received more citations – Spearman ρ = 0.266 – when titles were measured in characters, and ρ = 0.244 when titles were measured in words (P 10 and for 2 out of 14 journals with impact factor <10 (P < 0.001, Fisher exact test). Conclusion Longer titles seem to be associated with higher citation rates. This association is more pronounced for journals with high impact factors. Editors who insist on brief and concise titles should perhaps update the guidelines for authors of their journals and have more flexibility regarding the length of the title. PMID:20401960

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

    Science.gov (United States)

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

    2018-01-01

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

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

    Science.gov (United States)

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

    2018-01-01

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

  3. Job satisfaction and intention to quit the job.

    Science.gov (United States)

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

    2013-03-01

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

  4. Analysis of Competencies, Job Satisfaction and Organizational Commitment as Indicators of Job Performance: A Conceptual Framework

    Science.gov (United States)

    Khan, Asad; Masrek, Mohamad Noorman; Nadzar, Fuziah Mohamad

    2015-01-01

    Like other disciplines, organizational and technological innovations have influenced the standard philosophies of librarianship. These innovations have changed the basics of information retrieval and delivery in libraries. As a result, library authorities are demanding competency-based job performance. Nonetheless, there is a scarcity of research…

  5. Job Matching and On-the-Job Training.

    OpenAIRE

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

    1989-01-01

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

  6. The real leadership lessons of Steve Jobs.

    Science.gov (United States)

    Isaacson, Walter

    2012-04-01

    The author, whose biography of Steve Jobs was an instant best seller after the Apple CEO's death in October 2011, sets out here to correct what he perceives as an undue fixation by many commentators on the rough edges of Jobs's personality. That personality was integral to his way of doing business, Isaacson writes, but the real lessons from Steve Jobs come from what he actually accomplished. He built the world's most valuable company, and along the way he helped to transform a number of industries: personal computing, animated movies, music, phones, tablet computing, retail stores, and digital publishing. In this essay Isaacson describes the 14 imperatives behind Jobs's approach: focus; simplify; take responsibility end to end; when behind, leapfrog; put products before profits; don't be a slave to focus groups; bend reality; impute; push for perfection; know both the big picture and the details; tolerate only "A" players; engage face-to-face; combine the humanities with the sciences; and "stay hungry, stay foolish."

  7. Use of Dictionary of Occupational Titles (DOT) on formwork carpentry--a comparison between the United States and Hong Kong.

    Science.gov (United States)

    Lee, Gloria K L; Chan, Chetwyn C H

    2003-01-01

    This study aimed at investigating the utilization and applicability of the Dictionary of Occupational Titles (DOT) as a methodology to study the job profile (nature and physical demand) of formwork carpentry in the local situation. Thirty male formwork carpenters were recruited by convenient sampling to participate in a two-hour interview, with reference to the DOT Physical Demand Questionnaire (DOTPDQ) and the WestTool Sort Questionnaire. The information obtained was further consolidated by comparing the results from the interview to three construction sites and training guidelines from the formwork carpentry training centers. The triangulation of the data formulated a job profile of formwork carpenters. The results from the DOTPDQ revealed that workers' work demands were standing, walking, pushing, pulling, reaching, climbing, balancing, stooping, crouching, lifting, carrying, handling and near acuity. This produced an agreement of 84.6% with the original DOT. A discrepancy was found in the demands of kneeling, fingering, far acuity and depth perception. The discrepancy between the data from the United States and local appeared to be minimal. It was thus inferred that the DOT-based job profile was largely valid for describing formwork carpentry in Hong Kong. In-depth analysis should be conducted to further substantiate the validity of utilizing the DOT system for other job types and their physical demands.

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

    OpenAIRE

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

    2014-01-01

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

  9. Physician job satisfaction related to actual and preferred job size.

    Science.gov (United States)

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

    2017-05-11

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

  10. Job satisfaction and attitudes towards nursing care among nurses working at Mzuzu Central Hospital in Mzuzu, Malawi.

    Science.gov (United States)

    Nyirenda, Maloni; Mukwato, Patricia

    2016-12-01

    Job satisfaction is a major determinant of performance at the workplace. Studies have shown that job dissatisfaction can intensify emotional exhaustion, and this can influence nurses to perceive their work as tiresome and repetitive, leading to frustration and discouragement. The purpose of this study was to investigate the relationship between job satisfaction and attitude towards nursing care at Mzuzu Central Hospital in Mzuzu, Malawi. This was a descriptive correlational study. Eighty-nine nurses were selected using simple random sampling. A self-administered questionnaire was used to collect data. Data were analysed using Stata (version 12). Frequencies, means, and standard deviations were used to summarise sociodemographic data and also to determine job satisfaction and attitudes towards nursing care among the participants. Independent t-tests were used to determine if differences in professional qualifications, job title, work experience, or the clinical setting in which the nurses worked were associated with differences in job satisfaction and attitude. Pearson's product-moment correlation was used to determine the relationship between job satisfaction and attitude in the study sample. The nurses who participated in this study generally had positive attitudes towards nursing care and were moderately satisfied with their jobs. There was a significant variation in attitude depending on the amount of time a nurse worked at a particular post (P = 0.0308), as well as the amount of time a nurse had worked at the hospital (P = 0.0012). There was a significant positive relationship between job satisfaction and attitude (r = 0.226, P = 0.033). The nurses in the study sample were moderately satisified with their work and generally had positive attitudes towards nursing care. There was a positive correlation between attitude towards nursing care and job satisfaction. Addressing factors which dissatisfy nurses can promote nurses' attitudes and likely improve performance

  11. Job characteristics as determinants of job satisfaction and labour mobility

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

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

  12. Upper arm elevation and repetitive shoulder movements: a general population job exposure matrix based on expert ratings and technical measurements.

    Science.gov (United States)

    Dalbøge, Annett; Hansson, Gert-Åke; Frost, Poul; Andersen, Johan Hviid; Heilskov-Hansen, Thomas; Svendsen, Susanne Wulff

    2016-08-01

    We recently constructed a general population job exposure matrix (JEM), The Shoulder JEM, based on expert ratings. The overall aim of this study was to convert expert-rated job exposures for upper arm elevation and repetitive shoulder movements to measurement scales. The Shoulder JEM covers all Danish occupational titles, divided into 172 job groups. For 36 of these job groups, we obtained technical measurements (inclinometry) of upper arm elevation and repetitive shoulder movements. To validate the expert-rated job exposures against the measured job exposures, we used Spearman rank correlations and the explained variance[Formula: see text] according to linear regression analyses (36 job groups). We used the linear regression equations to convert the expert-rated job exposures for all 172 job groups into predicted measured job exposures. Bland-Altman analyses were used to assess the agreement between the predicted and measured job exposures. The Spearman rank correlations were 0.63 for upper arm elevation and 0.64 for repetitive shoulder movements. The expert-rated job exposures explained 64% and 41% of the variance of the measured job exposures, respectively. The corresponding calibration equations were y=0.5%time+0.16×expert rating and y=27°/s+0.47×expert rating. The mean differences between predicted and measured job exposures were zero due to calibration; the 95% limits of agreement were ±2.9% time for upper arm elevation >90° and ±33°/s for repetitive shoulder movements. The updated Shoulder JEM can be used to present exposure-response relationships on measurement scales. 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/

  13. Job characteristics and mental health for older workers.

    Science.gov (United States)

    Mc Carthy, V J C; Cronly, J; Perry, I J

    2017-07-01

    Adverse job characteristics have been linked with increased incidence of depression and anxiety in working populations. However, the association between job characteristics and mental health, in an older working population while controlling for personality traits, is less well known. To examine the association between job characteristics (job demands and job control) and mental health (depression and anxiety) for older workers while controlling for personality traits. A sample of workers aged 50-69 years were recruited from a primary health care clinic in Southern Ireland. Job characteristics were measured using the Copenhagen Psychosocial Questionnaire; demands (quantitative and cognitive) and control (influence at work and possibilities for development). Personality traits were measured using the Ten-Item Personality Inventory, depression was measured using the Center for Epidemiological Studies-Depression Scale and anxiety was measured using the Hospital Anxiety and Depression Scale. Descriptive analysis, simple and multiple linear regression analyses were conducted. The final sample size was 1025 with an initial 67% response rate. Multiple linear regression analysis showed job characteristics (in particular, job demands) to be significant positive predictors of symptoms of depression and anxiety. The inverse was true for job control variables and symptoms of depression. Neither possibilities for development nor influence at work were associated with symptoms of anxiety. Our findings indicate that despite potential confounders, higher demands at work can impact the worker's mental health negatively. Reducing job demands and encouraging role development may benefit the mental health of older workers. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

  14. 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…

  15. Psychosocial job stressors and suicidality: a meta-analysis and systematic review.

    Science.gov (United States)

    Milner, Allison; Witt, Katrina; LaMontagne, Anthony D; Niedhammer, Isabelle

    2018-04-01

    Job stressors are known determinants of common mental disorders. Over the past 10 years, there has been evidence that job stressors may also be risk factors for suicidality. The current paper sought to examine this topic through the first comprehensive systematic review and meta-analysis of the literature to date. We used a three-tier search strategy of seven electronic databases. Studies were included if they reported on a job stressor or job-related stress as an exposure and suicide ideation, self-harm, suicide attempt or suicide as an outcome. Two researchers independently screened articles. All extracted effect estimates were converted to log-transformed ORs. There were 22 studies that were included in meta-analysis. Overall, exposure to job stressors was associated with elevated risk of suicide ideation and behaviours. The OR for suicide ideation (14 studies) ranged from 1.45 (95% CI 1.01 to 2.08) for poor supervisor and colleague support to 1.91 (95% CI 1.22 to 2.99) for job insecurity. For suicide (six studies), exposure to lower supervisor and collegial support produced an OR of 1.16 (95% CI 0.98 to 1.38), while low job control resulted in an OR of 1.23 (95% CI 1.00 to 1.50). There were only two studies that examined suicide attempt, both of which suggested an adverse effect of exposure to job stressors. This study provides some evidence that job stressors may be related to suicidal outcomes. However, as most studies in the area were cross-sectional and observational in design, there is a need for longitudinal research to assess the robustness of observed associations. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

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

    NARCIS (Netherlands)

    Gerards, Ruud; Welters, Ricardo

    2016-01-01

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

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

    Science.gov (United States)

    Theorell, T; Karasek, R A

    1996-01-01

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

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

    NARCIS (Netherlands)

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

    2012-01-01

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

  19. Considering job-related doses in Europe

    International Nuclear Information System (INIS)

    Anon.

    1990-01-01

    As part of its role of safeguarding nuclear workers the Commission of the European Community has created a European data bank on job-related doses. The data bank is intended to correlate jobs and workers doses and is a useful instrument to observe the collected doses of workers in nuclear power plants. Set up in 1980, the database covers doses in PWRs and BWRs. To create it a questionnaire is distributed to plant operators. The database responses provide information on (i) Trends in total collective doses, including those for some ancillary jobs. It is possible to see trends by calendar year and by fuel cycle number. (ii) Other trends such as dose in terms of installed power or dose in terms of power station design. (iii) Dose differences between power stations, normalized against the differences in dose rates. This is only possible for PWRs that monitor dose rates using the EPRI standard monitoring programme. (vi) The relative dose rate in each plant for a defined job. The questionnaire is not perfectly adapted to all the working criteria in nuclear power stations but it is an effective tool for implementing radiation protection. (author)

  20. Attitudes toward expanding nurses' authority.

    Science.gov (United States)

    Kerzman, Hana; Van Dijk, Dina; Eizenberg, Limor; Khaikin, Rut; Phridman, Shoshi; Siman-Tov, Maya; Goldberg, Shoshi

    2015-01-01

    In recent years, an increasing number of care procedures previously under the physician's authority have been placed in the hands of registered nurses. The purpose of this study was to examine the attitudes of nurses towards expanding nurses' authority and the relationships between these attitudes and job satisfaction facets, professional characteristics, and demographics. A cross-sectional study was conducted between 2010 and 2011 in three major medical centers in Israel. Participants included 833 nurses working in 89 departments. Attitudes toward the expansion of nurses' authority were assessed by self-report questionnaire, as well as job satisfaction facets including perception of professional autonomy, nurse-physician working relations, workload and burnout, perceptions of quality of care, and nursing staff satisfaction at work. Nurses reported positive attitudes toward the expansion of nurses' authority and moderate attitudes for interpretation of diagnostic tests in selected situations. The results of multivariate regression analyses demonstrate that the nurses' satisfaction from professional autonomy and work relations were the most influential factors in explaining their attitudes toward the expansion of nurses' authority. In addition, professionally young nurses tend to be more positive regarding changes in nurses' authority. In the Israeli reality of a nurse's shortage, we are witnessing professional transitions toward expansion of the scope of nurses' accountability and decision-making authority. The current research contributes to our understanding of attitudes toward the expansion of nurses' authority among the nursing staffs. The findings indicate the necessity of redefining the scope of nursing practice within the current professional context.

  1. 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...

  2. 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

  3. 76 FR 16324 - Orderly Liquidation Authority

    Science.gov (United States)

    2011-03-23

    ... financial statements, provided those standards are: (i) U.S. generally accepted accounting principles; (ii) International Financial Reporting Standards; or (iii) such other accounting standards that the FDIC determines... its authority to resolve covered financial companies under Title II of the Dodd-Frank Wall Street...

  4. Guide to Jobs and Energy.

    Science.gov (United States)

    Grossman, Richard; Daneker, Gail

    This document is a review of the work being done in the area of energy and the economy. The authors believe that increased energy efficiency, plus transition to a solar economy, can actually lead to a more stable economy and to more jobs than the large-scale system scenario, which corporate energy interests, many industrialists, and some…

  5. Enriched Title-Based Keyword Index Generation Using dBase II.

    Science.gov (United States)

    Rajendran, P. P.

    1986-01-01

    Describes the use of a database management system (DBMS)--dBaseII--to create an enriched title-based keyword index for a collection of news items at the Renewable Energy Resources Information Center of the Asian Institute of Technology. The use of DBMSs in libraries in developing countries is emphasized. (Author/LRW)

  6. Title IV compliance strategies and the incidence of co-pollutants and synergistic pollution controls

    International Nuclear Information System (INIS)

    South, D.W.; Bailey, K.A.

    1993-01-01

    Title 4 of the Clean Air Act Amendments (CAAA) of 1990 (Pub.L. 101-549) authorizes a system of tradeable SO 2 allowances in order to reduce Utility SO 2 emissions in a cost-effective manner. The CAAA also expanded and strengthened regulation of urban ozone nonattainment (Title 1), air toxics (Title 3) and utility NO x emissions (Title 4). Implementation of the requirements of each of these titles will force the utility industry to incur additional control expenditures. Utilities also face the potential for regulation of CO 2 emissions within the next decade, and increased regulation and reclassification of high volume combustion wastes, i.e., scrubber sludge, fly ash and bottom ash. Unfortunately for the utility industry, many of the issues in Titles 1, 3, 4 and other regulations have not been resolved, even though utility Phase 1 compliance planning has begun. This paper will examine compliance conflicts and synergies resulting from utility compliance with Title IV SO 2 requirements. The fundamental question addressed is: what multi-media effects are introduced and what opportunities exist through utility compliance with Title 4-SO 2 . Several issues will be addressed including: (1) the potential impact of non-SO 2 regulation on utility compliance and compliance costs, (2) the flexibility of utility SO 2 compliance options, (3) the synergies and co-pollutant effects associated with particular compliance options, (4) the impact of the timing and uncertainty of the various rules on utility compliance choice

  7. Job flexibility and job insecurity : the Dutch case

    NARCIS (Netherlands)

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

    1999-01-01

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

  8. Title list of documents made publicly available, April 1--30, 1990

    International Nuclear Information System (INIS)

    1990-07-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  9. Title list of documents made publicly available, February 1--28, 1990

    International Nuclear Information System (INIS)

    1990-06-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials, and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  10. Title list of documents made publicly available, April 1--30, 1991

    International Nuclear Information System (INIS)

    1991-06-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  11. Title list of documents made publicly available, December 1--31, 1990

    International Nuclear Information System (INIS)

    1991-02-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  12. A systematic review of job-specific workers' health surveillance activities for fire-fighting, ambulance, police and military personnel.

    Science.gov (United States)

    Plat, M J; Frings-Dresen, M H W; Sluiter, J K

    2011-12-01

    Some occupations have tasks and activities that require monitoring safety and health aspects of the job; examples of such occupations are emergency services personnel and military personnel. The two objectives of this systematic review were to describe (1) the existing job-specific workers' health surveillance (WHS) activities and (2) the effectiveness of job-specific WHS interventions with respect to work functioning, for selected jobs. The search strategy systematically searched the PubMed, PsycINFO and OSH-update databases. The search strategy consisted of several synonyms of the job titles of interest, combined with synonyms for workers' health surveillance. The methodological quality was checked. At least one study was found for each of the following occupations fire fighters, ambulance personnel, police personnel and military personnel. For the first objective, 24 studies described several job-specific WHS activities aimed at aspects of psychological, 'physical' (energetic, biomechanical and balance), sense-related, environmental exposure or cardiovascular requirements. The seven studies found for the second objective measured different outcomes related to work functioning. The methodological quality of the interventions varied, but with the exception of one study, all scored over 55% of the maximum score. Six studies showed effectiveness on at least some of the defined outcomes. The studies described several job-specific interventions: a trauma resilience training, healthy lifestyle promotion, physical readiness training, respiratory muscle training, endurance and resistance training, a physical exercise programme and comparing vaccines. Several examples of job-specific WHS activities were found for the four occupations. Compared to studies focusing on physical tasks, a few studies were found that focus on psychological tasks. Effectiveness studies for job-specific WHS interventions were scarce, although their results were promising. We recommend studying

  13. Is It All Worth It? The Experiences of New PhDs on the Job Market, 2007-10

    Science.gov (United States)

    McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J.; Chen, Uniko

    2015-01-01

    The authors describe job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate Web sites and original surveys, they present information about job candidates' characteristics, preferences, and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at…

  14. Relationship Between Job Characteristics And Job Performance Of ...

    African Journals Online (AJOL)

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

  15. Spaceport Florida Authority: Business Plan

    Science.gov (United States)

    1996-01-01

    The Spaceport Florida Authority (SFA) was established under Florida Statute by the Governor and Legislature to assist the development of our nation's space transportation industry and to generate new space-related jobs, investment and opportunities statewide. Included in the Authorities' business plan is the statement of work and list of team members involved in creating the report, SFA's current operating concept, market analysis, assessment of accomplishments, a sample operating concept and a "roadmap to success".

  16. Solar installer training: Home Builders Institute Job Corps

    Energy Technology Data Exchange (ETDEWEB)

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

    1996-10-01

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

  17. 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...

  18. Title list of documents made publicly available, March 1--31, 1989

    International Nuclear Information System (INIS)

    1989-05-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  19. Title list of documents made publicly available, October 1-31, 1982

    International Nuclear Information System (INIS)

    1983-01-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes: (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials; and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  20. Title list of documents made publicly available, May 1--31, 1988

    International Nuclear Information System (INIS)

    1988-07-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  1. 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.

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

    Science.gov (United States)

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

    2002-06-01

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

  3. Factors Affecting the Job Satisfaction of Latino/a Immigrants in the Midwest

    Science.gov (United States)

    Valdivia, Corinne; Flores, Lisa Y.

    2012-01-01

    This study examined the job satisfaction of 253 Latino/a newcomers in three rural communities in the Midwest. Specifically, the authors explored the effects of ethnic identity, Anglo acculturation, Latino/a acculturation, perceptions of the community (social relations, discrimination/racism, and language pressures), job tenure, work hours, and…

  4. Prevalence of job strain among Indian foundry shop floor workers.

    Science.gov (United States)

    Mohan, G Madhan; Elangovan, S; Prasad, P S S; Krishna, P Rama; Mokkapati, Anil Kumar

    2008-01-01

    Global competition in manufacturing sector demand higher productivity levels. In this context, workers in this sector are set with high output targets, leading to job strain. In addition to the strain, hazardous conditions also prevail in some of the manufacturing processes like foundry activities. This paper attempts to appraise the prevalence of job strain among foundry shop floor workers in India with the help of Demands-Control model [8]. In this study, data was collected through a survey using 49-item Job Content Questionnaire (JCQ) [9], a widely used and well-validated test for job strain. Then the data was subjected to statistical analysis after ascertaining the reliability. This survey has revealed that 25% of workers in foundry were experiencing high job strain. Hazardous working conditions, limited decision making authority, etc. appear to be the main contributing factors for the higher levels of strain.

  5. Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

    CERN Document Server

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

    2015-01-01

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

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

    NARCIS (Netherlands)

    Heijnen, Suzanne; Hassink, Wolter; Plantenga, Janneke

    2016-01-01

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

  7. Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes.

    Science.gov (United States)

    Chapman, Derek S; Uggerslev, Krista L; Carroll, Sarah A; Piasentin, Kelly A; Jones, David A

    2005-09-01

    Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice. Copyright 2005 APA, all rights reserved.

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

    Science.gov (United States)

    Saunders, Bob

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

  9. African American women in the workplace: relationships between job conditions, racial bias at work, and perceived job quality.

    Science.gov (United States)

    Hughes, D; Dodge, M A

    1997-10-01

    Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias--institutional discrimination and interpersonal prejudice--and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.

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

    Science.gov (United States)

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

    2018-01-01

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

  11. 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.

  12. A narrative literature review regarding job retention strategies for people with chronic illnesses.

    Science.gov (United States)

    Koch, Lynn C; Rumrill, Phillip D; Conyers, Liza; Wohlford, Sarah

    2013-01-01

    Job retention is a major concern for individuals with chronic illnesses, who represent a rapidly growing vocational rehabilitation (VR) consumer population. The purpose of this article is to examine selected job retention considerations for consumers with chronic illnesses. The authors (a) describe distinguishing characteristics of chronic illnesses in terms of populations affected and psychosocial implications, (b) discuss the vocational implications of chronic illnesses, (c) provide general considerations for the provision of job retention services, and (d) examine job retention strategies aimed at improving employment outcomes for individuals with chronic illnesses.

  13. 75 FR 80067 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

    Science.gov (United States)

    2010-12-21

    ... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs... Application for Job Placement and Training Services. The information collection is currently authorized by OMB... information collection conducted under 25 CFR part 26 to administer the job placement and training program...

  14. The Manager's Job: Folklore and Fact

    Science.gov (United States)

    Mintzberg, Henry

    1975-01-01

    Contrasts popular myths about managers' duties with the facts, as indicated by various studies of managers and how they function. The author argues that managers often have distorted views of their role, and that they must first recognize what their job really involves in order to perform it effectively. (JG)

  15. Job-Sharing: An Answer to Productivity Problems?

    Science.gov (United States)

    Frease, Michael; Zawacki, Robert A.

    1979-01-01

    Proponents stress the increased productivity that results for job sharers' ability to work harder for shorter periods of time. Opponents stress the increased expenses, such as fringe benefits, that result. The issue, then, is whether increased productivity outweighs increased expenses. (Author/IRT)

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

    OpenAIRE

    Hetschko, Clemens; Chadi, Adrian

    2014-01-01

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

  17. 28 CFR 93.2 - Statutory authority.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Statutory authority. 93.2 Section 93.2 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PROVISIONS IMPLEMENTING THE VIOLENT CRIME CONTROL... under the Violent Crime Control and Law Enforcement Act of 1994, Title V, Public Law 103-322, 108 Stat...

  18. Energy information data base. Serial titles: Supplement 7, February 1978-December 1979

    International Nuclear Information System (INIS)

    1979-12-01

    This supplement contains changes and additions to TID-4579-R10 (the authority list for serial titles used by the DOE Technical Information Center), and is intended for use with that publication. Supplements are cumulative from February 1978 until another revision is issued

  19. 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...

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

    OpenAIRE

    Petri Böckerman; Pekka Ilmakunnas

    2005-01-01

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

  1. A Self-Instructional Course in Student Financial Aid Administration. Module 5: Title IV Institutional and Program Eligibility. Second Edition.

    Science.gov (United States)

    Washington Consulting Group, Inc., Washington, DC.

    The fifth module in a 17-module self-instructional course on student financial aid administration teaches novice student financial aid administrators and other personnel about Title IV institutional and program eligibility. This introduction to management of federal financial aid programs authorized by the Higher Education Act Title IV, discusses…

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

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

  3. 7 CFR 1927.55 - Title clearance services.

    Science.gov (United States)

    2010-01-01

    ... REGULATIONS TITLE CLEARANCE AND LOAN CLOSING Real Estate Title Clearance and Loan Closing § 1927.55 Title clearance services. (a) Responsibilities of closing agents. Services to be provided to the agency and the borrower by a closing agent in connection with the transaction vary depending on whether a title insurance...

  4. Young Generation Network appearance on the job opportunity fair

    International Nuclear Information System (INIS)

    Kovac, Marko; Zagar, Tomaz; Giacomelli, M.; Bergant, R.; Lengar, Igor; Knez, Simona

    2002-01-01

    We describe the way in which we have appeared on a job-fair, organised for the connection between employers and students. We have offered jobs in the nuclear branch and by gaining the interest of the participants (mainly students) were able to popularise nuclear energy. In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. (author)

  5. Young Generation Network appearance on the job opportunity fair

    Energy Technology Data Exchange (ETDEWEB)

    Kovac, Marko; Zagar, Tomaz; Giacomelli, M; Bergant, R; Lengar, Igor [Institut ' Jozef Stefan' , Jamova 39, 1001 Ljubljana (Slovenia); Knez, Simona [Agencija za radioaktivne odpadke, Parmova 53, 1113 Ljubljana (Slovenia)

    2002-07-01

    We describe the way in which we have appeared on a job-fair, organised for the connection between employers and students. We have offered jobs in the nuclear branch and by gaining the interest of the participants (mainly students) were able to popularise nuclear energy. In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. (author)

  6. 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.

  7. 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.

  8. Electric shocks at work in Europe: development of a job exposure matrix.

    Science.gov (United States)

    Huss, Anke; Vermeulen, Roel; Bowman, Joseph D; Kheifets, Leeka; Kromhout, Hans

    2013-04-01

    Electric shocks have been suggested as a potential risk factor for neurological disease, in particular for amyotrophic lateral sclerosis. While actual exposure to shocks is difficult to measure, occurrence and variation of electric injuries could serve as an exposure proxy. We assessed risk of electric injury, using occupational accident registries across Europe to develop an electric shock job-exposure-matrix (JEM). Injury data were obtained from five European countries, and the number of workers per occupation and country from EUROSTAT was compiled at a 3-digit International Standard Classification of Occupations 1988 level. We pooled accident rates across countries with a random effects model and categorised jobs into low, medium and high risk based on the 75th and 90th percentile. We next compared our JEM to a JEM that classified extremely low frequency magnetic field exposure of jobs into low, medium and high. Of 116 job codes, occupations with high potential for electric injury exposure were electrical and electronic equipment mechanics and fitters, building frame workers and finishers, machinery mechanics and fitters, metal moulders and welders, assemblers, mining and construction labourers, metal-products machine operators, ships' decks crews and power production and related plant operators. Agreement between the electrical injury and magnetic field JEM was 67.2%. Our JEM classifies occupational titles according to risk of electric injury as a proxy for occurrence of electric shocks. In addition to assessing risk potentially arising from electric shocks, this JEM might contribute to disentangling risks from electric injury from those of extremely low frequency magnetic field exposure.

  9. 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.

  10. Security Cooperation: Comparison of Proposed Provisions for the FY2017 National Defense Authorization Act (NDAA)

    Science.gov (United States)

    2016-11-01

    In support of such a shift, Congress has incrementally provided DOD with some 80 or more authorities, apart from those in Title 22, to interact with...Congressional Research Service  enhanced budgeting transparency and reporting requirements to Congress; and  required assessment, monitoring...decision-making. The incremental nature of Congress’s adjustments to DOD’s Title 10 authorities, however, has resulted in some 80 or more provisions

  11. Evaluation of Factors Influencing Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Barbara A. Sypniewska

    2014-03-01

    Full Text Available The term “job satisfaction” is derived from the humanities, psychology and sociology. In the field of psychology, it is a state where an employee has an emotional perception of his situation and reacts with feelings of pleasure or pain. In sociology, it is considered a variable in different categories related to how each employee evaluates and thinks about his work. Job satisfaction is closely related to the performance and quality of work performed by an employee and, consequently, translates into the success of an organization, because a satisfied employee builds and participates in the success of any organization. This article presents the results of the research conducted by the author in 2012 on a sample of 215 people. Respondents represented different organizations. The aim of the study was to identify and assess the significance of individual factors influencing satisfaction and dissatisfaction with work and demonstrate their impact on the overall assessment of job satisfaction. The study showed that between the weight attributed to individual factors and overall job satisfaction there are many statistically significant correlations referring mainly to selected on the basis of analysis respondents’ groups. The study confirms the raised thesis concerning the validity of research in the factors affecting the general feeling of satisfaction by the employees.

  12. Trends in job satisfaction among German nurses from 1990 to 2012.

    Science.gov (United States)

    Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin; Sousa-Poza, Alfonso

    2016-04-01

    Improving the job satisfaction of nurses is essential to enhance their productivity and retention and to improve patient care. Our aim was to analyse trends in German nurses' job satisfaction to enhance understanding of the nursing labour market and inform future policies. We used 1990-2012 German Socioeconomic Panel data for trends in nurses' job satisfaction. Comparisons were drawn with doctors, other health care workers, and employees in other sectors of employment. Analysis explored associations between job satisfaction trends and other aspects of employment, such as whether full time or part time and pay. To account for fluctuations across the period of analysis, linear trends were generated using ordinary least squares. Over 23 years, job satisfaction of German nurses underwent a steady and gradual decline, dropping by an average 7.5%, whereas that of doctors and other health care workers increased by 14.4% and 1%, respectively. The decline for part-time nurses (13%) was more pronounced than that for full-time nurses (3%). At the same time, nurses' pay rose by only 3.8% compared to a 23.8% increase for doctors. The steady decline in nurses' job satisfaction over the last two decades may be attributable to the multiple reforms and associated policy changes that generally disadvantaged nurses. Contributing factors to job satisfaction decline include lower pay and the demanding and strenuous work environment. Irrespective of the reason, health services researchers, leaders, and policy makers should investigate the reasons for this decline given the forecast growth in work load and complexity of care. Supportive policies for nurses would help enhance the quality and sustainability of German health care. © The Author(s) 2015.

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

    Science.gov (United States)

    Wong, Carol M.; Tetrick, Lois E.

    2017-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Carol M. Wong

    2017-09-01

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

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

    OpenAIRE

    Belzil, Christian

    2000-01-01

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

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

    Science.gov (United States)

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

    2016-04-01

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

  17. Job satisfaction and job content in Dutch dental hygienists.

    Science.gov (United States)

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

    2012-08-01

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

  18. A study of job strain and dissatisfaction among lecturers in the School of Medical Sciences Universiti Sains Malaysia.

    Science.gov (United States)

    Huda, B Z; Rusli, B N; Naing, L; Tengku, M A; Winn, T; Rampal, K G

    2004-03-01

    Job stress has now become one of the most significant health and safety issues in the workplace and one of the least understood areas of organizational cost. A cross-sectional study to assess job strain and dissatisfaction in lecturers of the School of Medical Sciences, Universiti Sains Malaysia (USM) was undertaken between August 2001 and May 2002. The original English version of the Job Content Questionnaire (JCQ) version 1.7 (revised 1997) by Robert Karasek was self-administered to 73 (response rate 58.4%) lecturers in School of Medical Sciences USM. The prevalence of job strain (defined by low decision latitude and high psychological demands) in USM was 23.3%. The risk factors of job strain in the lecturers were psychological stressors (adjusted OR 1.2, 95% CI 1.0, 1.4), created skill (adjusted OR 0.4, 95% CI 0.2, 0.8) and working in clinical-based departments (adjusted OR 18.7, 95% CI 1.6, 22.7). The prevalence of job dissatisfaction was 42.6%. Associated factors of job dissatisfaction in USM lecturers were decision authority (p job demand (p job strain in USM lecturers. Clinical-based lecturers experienced higher job strain compared to non-clinical-based lecturers. Psychological job demand was strongly associated with job dissatisfaction, and decision authority was protective against job dissatisfaction.

  19. Energy Information Data Base. Serial titles: Supplement 6. February 1978-September 1979

    International Nuclear Information System (INIS)

    1979-09-01

    This supplement contains changes and additions to TID-4579-R10 (the authority list for serial titles used by the DOE Technical Information Center), and is intended to be used with that publication. Supplements are cumulative from February 1978 until another revision is issued

  20. The Impact of Organizational Commitment and Nursing Organizational Culture on Job Satisfaction in Korean American Registered Nurses.

    Science.gov (United States)

    Kim, Young Im; Geun, Hyo Geun; Choi, SookJa; Lee, Young Sil

    2016-09-01

    This study aimed to describe the perceived level of organizational commitment and organizational culture of Korean American Registered Nurses (KARNs) and to investigate predictors of job satisfaction. A total of 163 KARNs working in U.S. hospitals responded to a Web survey. Descriptive analysis, t test, analysis of variance, and stepwise regressions were used for data analysis. KARNs reported moderate levels of job satisfaction (3.5 ± 0.58). Job satisfaction was positively correlated with both organizational commitment (r = .85, p Organizational commitment, culture, marital status, and workplace were significant predictors of and explained 76.8% of the variance in job satisfaction. This study provides evidence to help nursing managers and health policy makers develop educational programs aimed at enhancing job satisfaction and retention of KARNs. © The Author(s) 2016.

  1. Job Demand and Control Interventions: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Workplace Disability

    Directory of Open Access Journals (Sweden)

    K Williams-Whitt

    2015-04-01

    Full Text Available Background: Physical and psychological job demands in combination with the degree of control a worker has over task completion, play an important role in reducing stress. Occupational stress is an important, modifiable factor affecting work disability. However, the effectiveness of reducing job demands or increasing job control remains unclear, particularly for outcomes of interest to employers, such as absenteeism or productivity. Objective: This systematic review reports on job demand and control interventions that impact absenteeism, productivity and financial outcomes. Methods: A stakeholder-centered best-evidence synthesis was conducted with researcher and stakeholder collaboration throughout. Databases and grey literature were searched for systematic reviews between 2000 and 2012: Medline, EMBASE, the Cochrane Database of Systematic Reviews, DARE, CINAHL, PsycINFO, TRIP, health-evidence.ca, Rehab+, National Rehabilitation Information Center (NARIC, and Institute for Work and Health. Articles were assessed independently by two researchers for inclusion criteria and methodological quality. Differences were resolved through consensus. Results: The search resulted in 3363 unique titles. After review of abstracts, 115 articles were retained for full-text review. 11 articles finally met the inclusion criteria and are summarized in this synthesis. The best level of evidence we found indicates that multimodal job demand reductions for either at-work or off-work workers will reduce disability-related absenteeism. Conclusion: In general, the impacts of interventions that aim to reduce job demands or increase job control can be positive for the organization in terms of reducing absenteeism, increasing productivity and cost-effectiveness. However, more high quality research is needed to further assess the relationships and quantify effect sizes for the interventions and outcomes reviewed in this study.

  2. Job demand and control interventions: a stakeholder-centered best-evidence synthesis of systematic reviews on workplace disability.

    Science.gov (United States)

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

    2015-04-01

    Physical and psychological job demands in combination with the degree of control a worker has over task completion, play an important role in reducing stress. Occupational stress is an important, modifiable factor affecting work disability. However, the effectiveness of reducing job demands or increasing job control remains unclear, particularly for outcomes of interest to employers, such as absenteeism or productivity. This systematic review reports on job demand and control interventions that impact absenteeism, productivity and financial outcomes. A stakeholder-centered best-evidence synthesis was conducted with researcher and stakeholder collaboration throughout. Databases and grey literature were searched for systematic reviews between 2000 and 2012: Medline, EMBASE, the Cochrane Database of Systematic Reviews, DARE, CINAHL, PsycINFO, TRIP, health-evidence.ca, Rehab+, National Rehabilitation Information Center (NARIC), and Institute for Work and Health. Articles were assessed independently by two researchers for inclusion criteria and methodological quality. Differences were resolved through consensus. The search resulted in 3363 unique titles. After review of abstracts, 115 articles were retained for full-text review. 11 articles finally met the inclusion criteria and are summarized in this synthesis. The best level of evidence we found indicates that multimodal job demand reductions for either at-work or off-work workers will reduce disability-related absenteeism. In general, the impacts of interventions that aim to reduce job demands or increase job control can be positive for the organization in terms of reducing absenteeism, increasing productivity and cost-effectiveness. However, more high quality research is needed to further assess the relationships and quantify effect sizes for the interventions and outcomes reviewed in this study.

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

    Science.gov (United States)

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

    2017-01-01

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

  4. Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

  5. 24 CFR 202.12 - Title II.

    Science.gov (United States)

    2010-04-01

    ... INSTITUTIONS AND MORTGAGEES Title I and Title II Specific Requirements § 202.12 Title II. (a) Tiered pricing—(1... rate up to two percentage points under the mortgagee's customary lending practices must be based on... after accounting for the value of servicing rights generated by making the loan and other income to the...

  6. Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

    DEFF Research Database (Denmark)

    Munch, Jakob R.

    2010-01-01

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

  7. Assigning exposure to pesticides and solvents from self-reports collected by a computer assisted personal interview and expert assessment of job codes: the UK Adult Brain Tumour Study.

    Science.gov (United States)

    Hepworth, S J; Bolton, A; Parslow, R C; van Tongeren, M; Muir, K R; McKinney, P A

    2006-04-01

    To compare assignment of occupational pesticide and solvent exposure using self-reported data collected by a computer assisted personal interview (CAPI) with exposure based on expert assessment of job codes. To discuss the advantages and disadvantages of using a CAPI to collect individual occupational exposure data. Between 2001 and 2004, 1495 participants were interviewed using a CAPI for a case-control study of adult brain tumours and acoustic neuromas. Two types of occupational data were collected: (1) a full history, including job title from which a job code was assigned from the Standard Occupational Classification; and (2) specific details on pesticide and solvent exposure reported by participants. Study members' experiences of using the CAPI were recorded and advantages and disadvantages summarised. Of 7192 jobs recorded, the prevalence of self-reported exposure was 1.3% for pesticides and 11.5% for solvents. Comparing this with exposure expertly assessed from job titles showed 53.6% and 45.8% concordance for pesticides and solvents respectively. Advantages of the CAPI include no data entry stage, automatic input validation, and a reduction in interviewer bias. Disadvantages include an adverse effect on study implementation as a consequence of resources required for programming and difficulties encountered with data management prior to analysis. Different methods of exposure assessment derive different exposure levels for pesticide and solvent exposure at work. Agreement between self-reported and expert assessment of exposure was greater for pesticides compared to solvents. The advantages of using a CAPI for the collection of complex data outweigh the disadvantages for interviewers and data quality but using such a method requires extra resources at the study outset.

  8. Assigning exposure to pesticides and solvents from self‐reports collected by a computer assisted personal interview and expert assessment of job codes: the UK Adult Brain Tumour Study

    Science.gov (United States)

    Hepworth, S J; Bolton, A; Parslow, R C; van Tongeren, M; Muir, K R; McKinney, P A

    2006-01-01

    Objectives To compare assignment of occupational pesticide and solvent exposure using self‐reported data collected by a computer assisted personal interview (CAPI) with exposure based on expert assessment of job codes. To discuss the advantages and disadvantages of using a CAPI to collect individual occupational exposure data. Methods Between 2001 and 2004, 1495 participants were interviewed using a CAPI for a case‐control study of adult brain tumours and acoustic neuromas. Two types of occupational data were collected: (1) a full history, including job title from which a job code was assigned from the Standard Occupational Classification; and (2) specific details on pesticide and solvent exposure reported by participants. Study members' experiences of using the CAPI were recorded and advantages and disadvantages summarised. Results Of 7192 jobs recorded, the prevalence of self‐reported exposure was 1.3% for pesticides and 11.5% for solvents. Comparing this with exposure expertly assessed from job titles showed 53.6% and 45.8% concordance for pesticides and solvents respectively. Advantages of the CAPI include no data entry stage, automatic input validation, and a reduction in interviewer bias. Disadvantages include an adverse effect on study implementation as a consequence of resources required for programming and difficulties encountered with data management prior to analysis. Conclusions Different methods of exposure assessment derive different exposure levels for pesticide and solvent exposure at work. Agreement between self‐reported and expert assessment of exposure was greater for pesticides compared to solvents. The advantages of using a CAPI for the collection of complex data outweigh the disadvantages for interviewers and data quality but using such a method requires extra resources at the study outset. PMID:16556747

  9. Performance analysis of job scheduling policies in parallel supercomputing environments

    Energy Technology Data Exchange (ETDEWEB)

    Naik, V.K.; Squillante, M.S. [IBM T.J. Watson Research Center, Yorktown Heights, NY (United States); Setia, S.K. [George Mason Univ., Fairfax, VA (United States). Dept. of Computer Science

    1993-12-31

    In this paper the authors analyze three general classes of scheduling policies under a workload typical of largescale scientific computing. These policies differ in the manner in which processors are partitioned among the jobs as well as the way in which jobs are prioritized for execution on the partitions. Their results indicate that existing static schemes do not perform well under varying workloads. Adaptive policies tend to make better scheduling decisions, but their ability to adjust to workload changes is limited. Dynamic partitioning policies, on the other hand, yield the best performance and can be tuned to provide desired performance differences among jobs with varying resource demands.

  10. 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.

  11. The institutionalization of Jesus' charismatic authority, Part 1: Indirect Christology - direct Christology1

    Directory of Open Access Journals (Sweden)

    Yolanda Dreyer

    2000-12-01

    Full Text Available This study concerns an investigation of the evolution of the Jesus tradition. Christological titles are studied in terms of the social theory of the institutionalization of charismatic authority. It makes use of Anthony Thiselton's and Bengt Holmberg's application of Max Weber's social theory. It is argued that the followers of Jesus acknowledged and expressed his authority by means of naming. These "names" developed into "titles" when the post-Easter followers of Jesus allocated power to him. The process of the institutionalization of Jesus' charismatic authority relates to the transmission from the oral tradition of Jesus' sayings and deeds to the written evidence. The article emphasizes the work done by the Jesus Seminar. The following "rules of written evidence" are considered: clustering and contexting; revision and commentary; false attribution; difficult sayings and the process of christianising. In Part 2 of the study, Weber,s social theory is applied to the Christological title "Son of Man".

  12. 20 CFR 416.573 - How much will we withhold from your title II and title VIII benefits to recover a title XVI...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false How much will we withhold from your title II... Payment of Benefits, Overpayments, and Underpayments § 416.573 How much will we withhold from your title...-due benefits. (b)(1) We will collect the overpayment from current monthly benefits due in a month by...

  13. 77 FR 59984 - Comment Request for Information Collection for Placement Verification and Follow-Up of Job Corps...

    Science.gov (United States)

    2012-10-01

    ... to Lawrence Lyford, Office of Job Corps, Room N-4507, Employment and Training Administration, U.S... multiple barriers to employment faced by youth throughout the United States. Job Corps is authorized by.... Information about satisfaction with the services provided by Job Corps. Type of Review: Extension without...

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

    Science.gov (United States)

    Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

    2004-04-01

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

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

    Science.gov (United States)

    Leppel, Karen; Brucker, Eric; Cochran, Jeremy

    2012-01-01

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

  16. 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...

  17. 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.

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

    Science.gov (United States)

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

    2016-06-01

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

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

    Directory of Open Access Journals (Sweden)

    Marić Zorica

    2005-01-01

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

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

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

  1. ISOS: A job evaluation system to implement comparable worth

    Directory of Open Access Journals (Sweden)

    Albert Corominas

    2008-01-01

    Full Text Available A fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.

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

    Science.gov (United States)

    Schmidt, Steven W.

    2010-01-01

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

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

    Science.gov (United States)

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

    2018-01-01

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

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

    African Journals Online (AJOL)

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

  5. The Impact of Automation on Job Requirements and Qualifications for Catalogers and Reference Librarians in Academic Libraries.

    Science.gov (United States)

    Xu, Hong

    1996-01-01

    Compares and analyzes job advertisements for catalogers and reference librarians in academic libraries from 1971 to 1990 to trace the impact of automation on job requirements and qualifications. Findings indicate that computer skills are needed, and there are more entry-level jobs being posted for both groups. (Author/JMV)

  6. 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.

  7. Exploring Job Satisfaction of Nursing Faculty: Theoretical Approaches.

    Science.gov (United States)

    Wang, Yingchen; Liesveld, Judy

    2015-01-01

    The Future of Nursing report identified the shortage of nursing faculty as 1 of the barriers to nursing education. In light of this, it is becoming increasingly important to understand the work-life of nursing faculty. The current research focused on job satisfaction of nursing faculty from 4 theoretical perspectives: human capital theory, which emphasizes the expected monetary and nonmonetary returns for any career choices; structural theory, which emphasizes the impact of institutional features on job satisfaction; positive extrinsic environment by self-determination theory, which asserts that a positive extrinsic environment promotes competency and effective outcomes at work; and psychological theory, which emphasizes the proposed relationship between job performance and satisfaction. In addition to the measures for human capital theory, institutional variables (from structural theory and self-determination theory), and productivity measures (from psychological theory), the authors also selected sets of variables for personal characteristics to investigate their effects on job satisfaction. The results indicated that variables related to human capital theory, especially salary, contributed the most to job satisfaction, followed by those related to institutional variables. Personal variables and productivity variables as a whole contributed as well. The only other variable with marginal significance was faculty's perception of institutional support for teaching. Published by Elsevier Inc.

  8. The social context of the Book of Job

    Directory of Open Access Journals (Sweden)

    Leon A Roper

    2005-10-01

    Full Text Available Although much has been written about the Book of Job, no consensus exists among scholars with regard to issues such as the dating and origins of this book. In this article the controversies surrounding the social context of the book of Job are discussed. This is followed by an attempt to reconstruct a possible socio-theological context for this book. In doing this, special attention will be given to the writer� s possible relationship with the mainstream theological tradition of his day. This will be done by considering the possible aim of the �implied� author in constructing the book as well as the ways in which he has gone about achieving this aim. It is concluded that the implied author aimed to critically comment on the way in which the orthodox wisdom teachers of his time had clung to the traditional dogma of divine retribution. In doing this, this author seems to have employed various indirect techniques such as the use of a dramatic narrative to convey his message.

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

    Science.gov (United States)

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

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

  10. Title list of documents made publicly available, July 1--31, 1988

    International Nuclear Information System (INIS)

    1988-10-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS). See NOTES at the end of the Preface for the complete NTIS address

  11. 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.

  12. Training in post-authorization pharmacovigilance

    Directory of Open Access Journals (Sweden)

    Vivek Ahuja

    2010-01-01

    Full Text Available Post-authorization pharmacovigilance refers to all the activities relating to the detection, assessment, understanding and prevention of adverse effects or any other drug-related problems, from the time a product gets the authorization to be marketed in a territory. The ultimate objective of pharmacovigilance is patient safety. To ensure this, any responsible pharmaceutical company will readily vouch for the importance of all these activities, each requiring specific training for efficient and effective execution. Having a well planned job specific training curriculum can help the organization realize its goals and objectives by covering the gaps between current and desired job performance levels and existing competencies of its employees. Apart from this, trainings can help in problem solving, increasing productivity and prepare for and respond to future changes in the organization or job duties. As the pharmaceutical business continues to grow, increasing numbers of skilled people are required to manage resultant increase in pharmacovigilance activities to remain compliant. Thus, the need for training qualified resources to develop into highly skilled pharmacovigilance professionals is the need of the hour. Currently, the supply-demand situation for skilled manpower is highly skewed in favor of the demand, as this field is relatively new in India and elsewhere. It is interesting to note that not many resources, be it internet, literature or books, are available specifically addressing the need of the industry to guide them on training requirements to set up and maintain a competent pharmacovigilance department. This article aims to present a comprehensive perspective on the trainings required in the post authorization scenario pertaining to pharmacovigilance activities and suggest ways to manage these in an efficient way so as to be compliant with the global norms and best practices.

  13. New York State Title III NDEA Planning Guide. Revised Edition, 1967-68.

    Science.gov (United States)

    New York State Education Dept., Albany.

    This document provides guidelines for public school authorities who wish to avail themselves of the opportunities provided by the Title III NDEA programs. The document outlines participation in the program in terms of--(1) application procedures, (2) reimbursement procedures, (3) special projects, (4) priority considerations, (5) basic standards…

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

    Science.gov (United States)

    Hansez, Isabelle; Chmiel, Nik

    2010-07-01

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

  15. [Study of the labor market for dentists who recieved Norwegian authorization during 1972-1975. I. Waiting time and alternative employment before the 1st relevant job].

    Science.gov (United States)

    Haugejorden, O

    1977-07-01

    The purpose of the investigation was to monitor changes in the labour market situation for dentists who received authorization to practise dentistry in Norway during the years 1972-1975. Data was collected by postal questionnaire during April/May of the year following authorization, except for the 1972 cohort, which was contacted the second year after authorization. A 92-95 per cent response rate was achieved using one follow-up (Table 1). The percentage of respondents who waited 8 weeks or more to acquire a job in dentistry increased from 15 for those authorized in 1972 to 36 for the 1975 group (Table 3). The proportion of dentists who took paid employment other than dentistry, increased from just over 3 per cent for the 1973 to 14 per cent for the 1975 cohort (Table 4). This development has occured despite a decrease in the number of dentists receiving authorization each year and has resulted in a limited emigration of dentists. It is suggested that the favourable supply of dentists in relation to existing demand for dental services presents an ideal opportunity for attempting to solve dental health problems which have received inadequate attention in the past.

  16. Job Segregation and Wage Discrimination under Title VII and the Equal Pay Act.

    Science.gov (United States)

    Lorber, Lawrence Z.

    1980-01-01

    Questions whether the Equal Employment Opportunity Commission, or any other agency of the federal government, has the authority to create guidelines for personnel evaluation in the private sector. (Author/IRT)

  17. Land Titles and Rice Production in Vietnam

    DEFF Research Database (Denmark)

    Van Den Broeck, Katleen; Newman, Carol; Tarp, Finn

    In most of the empirical literature on land titling, the household is regarded as unitary, and land rights are found to have ambiguous effects on land allocation, investment and productivity. Using data from 12 provinces in Vietnam, we diversify land titles, and show in a household fixed effects...... analysis of plot level rice yields that land titles are indeed important. Only exclusively held titles have the expected positive effects, and the positive effect on yields is found in male headed households. Furthermore, a household level rice yield function reveals that exclusive user rights...... are inefficiency decreasing, while jointly held user rights have no efficiency effects. Finally, once the gender of the head of household is controlled for, exclusively held female titles have a greater positive effect on the efficiency of the household than that of male held titles...

  18. Impact of external job mobility and occupational job mobility on earnings

    Energy Technology Data Exchange (ETDEWEB)

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

    2016-07-01

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

  19. Impact of external job mobility and occupational job mobility on earnings

    International Nuclear Information System (INIS)

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

    2016-01-01

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

  20. Current Obstacles to Fully Preparing Title 10 Forces for Homeland Defense and Civil Support

    National Research Council Canada - National Science Library

    Campbell, James S

    2008-01-01

    .... During a crisis, the President and Secretary of Defense could authorize use of Title 10 forces. However, this "just in time" approach does not allow for the units assigned the opportunity to be fully trained to respond...

  1. Job satisfaction and intention to quit the job

    DEFF Research Database (Denmark)

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

    2013-01-01

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

  2. Title list of documents made publicly available, November 1--30, 1988

    International Nuclear Information System (INIS)

    1989-01-01

    This monthly publication contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  3. Title list of documents made publicly available, December 1--31, 1988

    International Nuclear Information System (INIS)

    1989-02-01

    This monthly publication contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  4. Title list of documents made publicly available, September 1--30,1990

    International Nuclear Information System (INIS)

    1990-11-01

    This monthly publication contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  5. Title list of documents made publicly available, May 1--31, 1990

    International Nuclear Information System (INIS)

    1990-07-01

    This monthly publication contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  6. Title list of documents made publicly available, August 1-31, 1987

    International Nuclear Information System (INIS)

    1987-10-01

    This monthly publication contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes docketed material associated with civilian nuclear power plants and other uses of radioactive materials, and nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS)

  7. Study of job satisfaction among faculty members of Lorestan university of medical science

    Directory of Open Access Journals (Sweden)

    faride malekshahi

    2010-04-01

    Conclusion:According to the research results it is recommended that the authorities recognizing job satisfaction and unsatisfaction resourse, try to make opportunies for personal developmen, to select managers based on their competency and viewpoints of scientific members, using punishment and encouragement system and providing welfare facilities, raise the job satisfaction in faculty members.

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

    NARCIS (Netherlands)

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

    2002-01-01

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

  9. Job and industry turnover for registered and licensed vocational nurses.

    Science.gov (United States)

    Spetz, Joanne; Rickles, Jordan; Chapman, Susan; Ong, Paul M

    2008-09-01

    Most studies of nurse turnover focus on job turnover, which could reflect nurse advancement and thus not be detrimental to the workforce. The authors discuss findings from a study that involved 2 cohorts of graduates from registered nursing and licensed vocational nursing community college programs in California. The duration of employment in the healthcare industry, as well as with specific employers, is tracked, lending a more thorough analysis of nursing job and industry turnover than found in other studies.

  10. Physician job satisfaction related to actual and preferred job size

    OpenAIRE

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

    2017-01-01

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

  11. Rehabilitation Agency Leadership Style: Impact on Subordinates' Job Satisfaction.

    Science.gov (United States)

    Packard, Susan H.; Kauppi, Dwight R.

    1999-01-01

    One hundred five rehabilitation employees were surveyed on the effect of leadership style on subordinates' perceptions of their work environment and on their job satisfaction. Findings suggest that leadership style affects service delivery. (Author/MKA)

  12. Bibliography of mass spectroscopy literature for 1973 compiled by a computer method. Bibliography and author index

    International Nuclear Information System (INIS)

    Capellen, J.; Svec, H.J.; Sage, C.R.; Sun, R.

    1976-06-01

    This report covers the year 1973, and lists approximately 8,000 articles of interest to mass spectroscopists. This report consists of three sections, a Bibliography section, an Author Index section and a Key Word Out of Context Index (KWOC Index) section. The Bibliography section lists the authors, the title and the publication data for each article. The Author Index lists the authors' names and the reference numbers of their articles. The KWOC Index lists the key words, the reference numbers of the articles in which the key word appears and the first 100 characters of the title

  13. Title list of documents made publicly available, December 1--31, 1989

    International Nuclear Information System (INIS)

    1990-04-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS). See NOTES at the end of the Preface for the complete NTIS address. We encourage your comments, criticisms, and suggestions. In particular, if there are title descriptions that are not meaningful, please let us know so that we can correct the data base. Insofar as possible, we would like this document to be a valuable part of your reference material

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

    Directory of Open Access Journals (Sweden)

    Oguz Basol

    2016-06-01

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

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

    Science.gov (United States)

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

    2015-07-01

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

  16. Job Attitudes of Black and White Workers: Male Blue-Collar Workers in Six Companies

    Science.gov (United States)

    Katzell, Raymond A.; And Others

    1974-01-01

    A 74-item attitude questionnaire was administered in six companies to 101 black and 87 white male blue-collar employees holding similar jobs in the same company. Differences between the two ethnic groups were not marked, both in terms of job satisfaction and in other respects. (Author)

  17. 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.

  18. Personality and job performance: test of the mediating effects of motivation among sales representatives.

    Science.gov (United States)

    Barrick, Murray R; Stewart, Greg L; Piotrowski, Mike

    2002-02-01

    Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.

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

    NARCIS (Netherlands)

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

    2002-01-01

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

  20. The Name Game: What Shall We Call Ourselves?. Guest Writer

    Science.gov (United States)

    Franklin, Renee E.

    2009-01-01

    In this article, the author describes her efforts to collect perspectives about the topic of most appropriate job title for school library administrators. The author presents the results of a pilot study (with 31 respondents) and a national study (with 213 respondents) conducted to answer two research questions: (1) "What do future school…

  1. Reducing radiation exposures at nuclear power plants using virtual job planning

    International Nuclear Information System (INIS)

    Verzilov, Y.; Husain, A.

    2014-01-01

    Advanced Dose Exposure Planning Tool (ADEPT) is an innovative solution for assisting nuclear station staff to effectively minimize worker dose during inspection and maintenance activities and to improve ALARA job planning. ADEPT combines visualization and simulation of the radioactive environment at a nuclear station to estimate worker dose. It allows users to walk through a virtual job plan and receive a live radiation dose estimate for the planned work. (author)

  2. 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…

  3. 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

  4. 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 ...

  5. Quarterly title list for the period ending June 1980

    International Nuclear Information System (INIS)

    1980-01-01

    The title list contains: a) 17 titles and abstracts of laboratory reports, b) 36 titles of publications (32 with abstracts), c) 13 titles of articles submitted for publication (12 with abstracts), and d) 72 titles of lectures (52 with abstracts.) (GG) [de

  6. Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing

    OpenAIRE

    Tor Jakob Klette; Astrid Mathiassen

    1995-01-01

    The labour market in Norway, as in other Scandinavian countries, is often claimed to be overregulated and incapable of adjustment to changes in job opportunities. The results presented in this paper suggest to the contrary that in terms of job creation and job reallocation between plants, the manufacturing sector in Norway is surprisingly flexible, and similar to the manufacturing sector in other OECD countries such as the U.S. We show that 8.4 percent of the manufacturing jobs are eliminated...

  7. Job demands, job resources, and self-regulatory behavior : exploring the issue of match

    NARCIS (Netherlands)

    Tooren, van den M.

    2011-01-01

    In the field of Industrial and Organizational psychology, several job stress models have been developed that aim to explain the relation between job demands, job resources, and job strain. One of these job stress models is the Demand-Induced Strain Compensation (DISC) Model. The aim of this thesis

  8. Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction

    NARCIS (Netherlands)

    Janssen, O

    2001-01-01

    Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped

  9. Job demands-resources model

    OpenAIRE

    Bakker, Arnold; Demerouti, Eva

    2013-01-01

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

  10. 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...

  11. Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review.

    Science.gov (United States)

    Beehr, Terry A.; Newman, John E.

    1978-01-01

    The empirical research on job stress and employee health is reviewed within the context of six facets (environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain. Models are proposed for tying the facets together. (Author/SJL)

  12. Information Systems Security Job Advertisement Analysis: Skills Review and Implications for Information Systems Curriculum

    Science.gov (United States)

    Brooks, Nita G.; Greer, Timothy H.; Morris, Steven A.

    2018-01-01

    The authors' focus was the assessment of skill requirements for information systems security positions to understand expectations for security jobs and to highlight issues relevant to curriculum management. The analysis of 798 job advertisements involved the exploration of domain-related and soft skills as well as degree and certification…

  13. 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.

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

    OpenAIRE

    Dina Maria LUT

    2012-01-01

    On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with r...

  15. 41 CFR 102-37.380 - What is the statutory authority for donations of surplus Federal property made under this subpart?

    Science.gov (United States)

    2010-07-01

    ...: (a) Section 549(d) of title 40, United States Code authorizes surplus property under the control of... or SEAs). (b) Section 549(c)(3) of title 40, United States Code authorizes SASPs to donate surplus... centers. (6) Providers of assistance to homeless individuals. (7) Providers of assistance to impoverished...

  16. Work orientations in the job demands-resources model

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Fried, Y.

    2012-01-01

    Purpose – This study aims to examine the role of instrumental vs intrinsic work orientations in the job demands-resources (JD-R) model. Design/methodology – Using a sample of 123 employees, the authors investigated longitudinally whether an instrumental work orientation moderates the motivational

  17. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    Science.gov (United States)

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  18. 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

  19. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

  20. Is informality a good measure of job quality? Evidence from job satisfaction data

    OpenAIRE

    Pagés, Carmen; Madrigal, Lucía

    2008-01-01

    The formality status of a job is the most widely used indicator of job quality in developing countries. However, a number of studies argue that, at least for some workers, the informality status may be driven by choice rather than exclusion. This paper uses job satisfaction data from three low-income countries (Honduras, Guatemala and El Salvador) to assess whether informal jobs are less valued than formal jobs. The paper finds substantial differences in job satisfaction within different type...

  1. 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.

  2. [Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

    Science.gov (United States)

    Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

    2012-04-01

    There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

  3. 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)

  4. 76 FR 78889 - Alternative Personnel Management System (APMS) at the National Institute of Standards and Technology

    Science.gov (United States)

    2011-12-20

    ... more competitive for talent; NIST retained more top performers than a comparison group; and NIST... title 5, United States Code, provides agencies with the authority to appoint candidates directly to jobs...-19-11; 8:45 am] BILLING CODE 3510-13-P ...

  5. 24 CFR 203.385 - Types of satisfactory title evidence.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Types of satisfactory title... Title Waivers § 203.385 Types of satisfactory title evidence. The following types of title evidence shall be satisfactory to the Commissioner: (a) Fee or owner's title policy. A fee or owner's policy of...

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

    OpenAIRE

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

    2014-01-01

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

  7. Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

    Science.gov (United States)

    Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

    2010-01-01

    This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

  8. Job-to-Job Transitions, Sorting, and Wage Growth

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    in the quality of the worker-firm match rather than transitions to better firms. Also, 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match quality growth is higher for higher-skilled occupations and high-educated workers.......In this paper, we measure the contribution of match quality to the wage growth experienced by job movers. Using the Danish matched employer-employee data, we reject the exogenous mobility assumption needed to estimate a standard fixedeffects wage regression. To estimate firm fixed effects, we...... exploit the sub-sample of workers hired from unemployment, for whom the exogenous mobility assumption is not rejected. Then we decompose the mean and the variance of wage growth of jobto-job movers. We find that most of the wage growth experienced by job movers is attributable to an improvement...

  9. Development of an agricultural job-exposure matrix for British Columbia, Canada.

    Science.gov (United States)

    Wood, David; Astrakianakis, George; Lang, Barbara; Le, Nhu; Bert, Joel

    2002-09-01

    Farmers in British Columbia (BC), Canada have been shown to have unexplained elevated proportional mortality rates for several cancers. Because agricultural exposures have never been documented systematically in BC, a quantitative agricultural Job-exposure matrix (JEM) was developed containing exposure assessments from 1950 to 1998. This JEM was developed to document historical exposures and to facilitate future epidemiological studies. Available information regarding BC farming practices was compiled and checklists of potential exposures were produced for each crop. Exposures identified included chemical, biological, and physical agents. Interviews with farmers and agricultural experts were conducted using the checklists as a starting point. This allowed the creation of an initial or 'potential' JEM based on three axes: exposure agent, 'type of work' and time. The 'type of work' axis was determined by combining several variables: region, crop, job title and task. This allowed for a complete description of exposures. Exposure assessments were made quantitatively, where data allowed, or by a dichotomous variable (exposed/unexposed). Quantitative calculations were divided into re-entry and application scenarios. 'Re-entry' exposures were quantified using a standard exposure model with some modification while application exposure estimates were derived using data from the North American Pesticide Handlers Exposure Database (PHED). As expected, exposures differed between crops and job titles both quantitatively and qualitatively. Of the 290 agents included in the exposure axis; 180 were pesticides. Over 3000 estimates of exposure were conducted; 50% of these were quantitative. Each quantitative estimate was at the daily absorbed dose level. Exposure estimates were then rated as high, medium, or low based on comparing them with their respective oral chemical reference dose (RfD) or Acceptable Daily Intake (ADI). This data was mainly obtained from the US Environmental

  10. High quantitative job demands and low coworker support as risk factors for neck pain: Results of a prospective cohort study

    NARCIS (Netherlands)

    Ariëns, G.A.M.; Bongers, P.M.; Hoogendoorn, W.E.; Houtman, I.L.D.; Wal, G. van der; Mechelen, W. van

    2001-01-01

    Study Design. A 3-year prospective cohort study among 1334 workers was conducted. Objective. To determine whether the work-related psychosocial factors of quantitative job demands, conflicting job demands, skill discretion, decision authority, supervisor support, coworker support, and job security

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

    Science.gov (United States)

    Wolniak, Gregory C.; Pascarella, Ernest T.

    2005-01-01

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

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

    Science.gov (United States)

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

    2011-09-01

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

  13. A Reexamination of Sex Differences in Job Preferences.

    Science.gov (United States)

    Siegfried, William D.; And Others

    1981-01-01

    Both male and female college students rated motivators as important, but females also placed importance on environmental factors. The subject's sex could be predicted by both the importance for self and importance for opposite sex ratings. Females' job preferences were related to their mothers' educational achievement. (Author)

  14. Influence of job demands and job control on work-life balance among Taiwanese nurses.

    Science.gov (United States)

    Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

    2017-09-01

    This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

  15. Author Guidelines

    Directory of Open Access Journals (Sweden)

    Chief Editor

    2016-06-01

    Full Text Available AUTHOR GUIDELINES Indian Journal of Community Health (IJCH accepts only online submission of manuscript(s by using Open Journal software (OJS at http://www.iapsmupuk.org/journal/index.php/IJCH/login Online SubmissionsAlready have a Username/Password for Indian Journal of Community Health (IJCH? GO TO LOGINNeed a Username/Password?GO TO REGISTRATIONNote: Registration and login are required to submit items online and to track the status of current submissions.Author GuidelinesIJCH strictly adheres on the recommendations for the Conduct, Reporting, Editing and Publication of Scholarly Work in Medical Journals as per the standard universal guidelines given by International Committee of Medical Journal Editors (ICMJE - Recommendations for Uniform Requirements for Manuscripts. Authors are requested to visit http://www.icmje.org/index.html before making online submission of their manuscript(s. http://www.icmje.org/recommendations/browse/manuscript-preparation/preparing-for-submission.html Preparing for SubmissionGeneral PrinciplesReporting GuidelinesManuscript SectionsTitle PageAbstractIntroductionMethodsResultsDiscussionReferencesTablesIllustrations (FiguresUnits of MeasurementAbbreviations and Symbols 1. General PrinciplesThe text of articles reporting original research is usually divided into Introduction, Methods, Results, and Discussion sections. This so-called “IMRAD” structure is not an arbitrary publication format but a reflection of the process of scientific discovery. Articles often need subheadings within these sections to further organize their content. Other types of articles, such as meta-analyses, may require different formats, while case reports, narrative reviews, and editorials may have less structured or unstructured formats.Electronic formats have created opportunities for adding details or sections, layering information, cross-linking, or extracting portions of articles in electronic versions. Supplementary electronic

  16. Rapid Authoring of Task Knowledge for Training and Performance Support

    National Research Council Canada - National Science Library

    Mohammed, John L; Sorensen, Barbara; Ong, James C; Li, Jian

    2005-01-01

    .... These systems use hierarchical, object-oriented task representations that enable rapid authoring by non-programmers while supporting sophisticated job aiding and student performance evaluation...

  17. Title list of documents made publicly available, August 1-31, 1982

    International Nuclear Information System (INIS)

    1982-01-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  18. Title list of documents made publicly available, September 1--30, 1991

    International Nuclear Information System (INIS)

    1991-11-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  19. Title list of documents made publicly available, February 1-28, 1998

    Energy Technology Data Exchange (ETDEWEB)

    Morris, E.B.

    1998-04-01

    The Title List of Documents Made Publicly Available is a monthly publication. It describes the information received and published by the U.S. Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) non-docketed material received and published by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979.

  20. Title list of documents made publicly available, December 1-31, 1982

    International Nuclear Information System (INIS)

    1982-01-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  1. Title list of documents made publicly available, February 1-28, 1998

    International Nuclear Information System (INIS)

    Morris, E.B.

    1998-04-01

    The Title List of Documents Made Publicly Available is a monthly publication. It describes the information received and published by the U.S. Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) non-docketed material received and published by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979

  2. Formulating the Right Title for a Research Article.

    Science.gov (United States)

    Bavdekar, Sandeep B

    2016-02-01

    Title is an important part of the article. It condenses article content in a few words and captures readers' attention. A good title for a research article is the one which, on its own, is able to introduce the research work to the fullest extent, but in a concise manner. Writing scientific titles that are informative and attractive is a challenging task. This communication describes the importance of titles and the methods of creating appropriate titles for research papers. © Journal of the Association of Physicians of India 2011.

  3. The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

    Science.gov (United States)

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

  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. Job Satisfaction, Effort, and Performance: A Reasoned Action Perspective

    Directory of Open Access Journals (Sweden)

    Icek Ajzen

    2011-12-01

    Full Text Available In this article the author takes issue with the recurrent reliance on job satisfaction to explain job-related effort and performance.  The disappointing findings in this tradition are explained by lack of compatibility between job satisfaction–-a very broad attitude–-and the more specific effort and performance criteria.  Moreover, attempts to apply the expectancy-value model of attitude to explore the determinants of effort and performance suffer from reliance on unrepresentative sets of beliefs about the likely consequences of these behaviors.  The theory of planned behavior (Ajzen, 1991, 2012, with its emphasis on the proximal antecedents of job effort and performance, is offered as an alternative.  According to the theory, intentions to exert effort and to attain a certain performance level are determined by attitudes, subjective norms, and perceptions of control in relation to these behaviors; and these variables, in turn, are a function of readily accessible beliefs about the likely outcomes of effort and performance, about the normative expectations of important others, and about factors that facilitate or hinder effective performance.

  6. Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

    Science.gov (United States)

    McVicar, Andrew

    2016-03-01

    To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

  7. Self-interest and other-orientation in organizational behavior: implications for job performance, prosocial behavior, and personal initiative.

    Science.gov (United States)

    De Dreu, Carsten K W; Nauta, Aukje

    2009-07-01

    In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.

  8. Job Sharing--Opportunities or Headaches?

    Science.gov (United States)

    Leighton, Patricia

    1986-01-01

    Discusses the issue of job sharing as a new alternative available to workers. Topics covered include (1) a profile of job sharers, (2) response to job sharing, (3) establishing a job share, (4) job sharing in operation, and (5) legal analysis of job sharing. (CH)

  9. Authors as vehicles of scientific memes

    Science.gov (United States)

    Krawczyk, M. J.; Kułakowski, K.

    2016-04-01

    Scientific memes have been defined as short units of text in a publication that are replicated in citing [T. Kuhn et al., Phys. Rev. X 4, 041036 (2014)]. Here, we investigate how often the meme appears in the title of the paper when driven by a coauthorship with somebody who has already published a paper with the same meme in the paper title. Five memes are investigated: traffic flow (TF), stochastic resonance (SR), key distribution (KD), small world (SW) and prisoner’s dilemma (PD). For each meme, a network of papers (GP) and network of authors (GA) are constructed. A meme index is proposed which is a measure how often scientific teams undertake the research on a given area, marked by the meme, without a cooperation with coauthors with previous achievements in the subject.

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

    Directory of Open Access Journals (Sweden)

    Stella Ribeiro

    2016-05-01

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

  11. Who Gets the Job? First-Generation College Students' Perceptions of Employer Screening Methods

    Science.gov (United States)

    Parks-Yancy, Rochelle; Cooley, Delonia

    2018-01-01

    What are first-generation college students' (FGCS) perspectives of employment screening methods? The authors investigate which methods FGCS believe are likely to cause an employer to extend a job offer and which methods yield the best pool of job applicants. Survey data were collected from undergraduate business majors. They were analyzed using…

  12. 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...

  13. Shift work, mental distress and job satisfaction among Palestinian nurses.

    Science.gov (United States)

    Jaradat, Y M; Nielsen, M B; Kristensen, P; Bast-Pettersen, R

    2017-01-01

    Associations between shift work (SW) schedules, mental distress and job satisfaction have never been completely described. To examine gender-specific associations of SW with mental distress and job satisfaction in nurses in Hebron District, Palestine, in 2012. Detailed information on work schedules (day versus shift), socio-demographic status, mental distress (General Health Questionnaire, GHQ-30) and job satisfaction (Generic Job Satisfaction Scale) in nurses employed in Hebron District, Palestine, was obtained through a questionnaire survey. Associations of SW and outcomes were examined by linear regression analysis. Of 372 nurses eligible for the study, 309 and 338 completed surveys regarding mental distress and job satisfaction, respectively. The sample comprised 62% women and 38% men. After adjusting for covariates, women working shifts reported significantly higher levels of mean mental distress [β coefficient 3.6; 95% confidence interval (CI) 0.3-7.0] compared with women working regular day shifts. Men working shifts reported significantly lower levels of job satisfaction (-3.3; 95% CI -6.2 to -0.5) than men working regular day shifts. Women reported higher levels of mental distress than men, but this was unrelated to work schedule. In this study, nurses working shifts reported higher levels of mental distress and lower levels of job satisfaction, although these associations were weaker when adjusted for potential covariates. There was no evidence of a gender differential in the association between SW and mental distress and job satisfaction. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine.

  14. Job strain and male fertility.

    Science.gov (United States)

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

    2004-01-01

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

  15. Instructor Attitudes toward Students: Job Satisfaction and Student Outcomes

    Science.gov (United States)

    Wilson, Janie H.

    2008-01-01

    The relational teaching approach suggests that instructors should develop positive relationships with students, with benefits including greater job satisfaction. One way to build positive relationships with students involves exhibiting immediacy behaviors. The author examined relationships among professors' attitudes toward students, immediacy…

  16. 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

  17. Job-demand for Learning, Job-related Learning and Need for Achievement

    OpenAIRE

    Loon, Mark; Casimir, G.

    2007-01-01

    Individual learning is important, as it is both a precursor and an outcome of learning in organisations. Job-related learning is driven by external factors (e.g., the demands of the job) and internal factors (i.e., the personality of the individual). The study examined whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Data were obtained from 153 full-time, white-collar employees from a range of industries. Hierarchical regression...

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

    NARCIS (Netherlands)

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

    2017-01-01

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

  19. Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care

    Science.gov (United States)

    Kossek, Ellen Ernst; Piszczek, Matthew M.; Mcalpine, Kristie L.; Hammer, Leslie B.; Burke, Lisa

    2016-01-01

    Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. PMID:27721517

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

    Science.gov (United States)

    Chu, Doris C; Sung, Hung-En

    2014-08-01

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

  1. 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...

  2. 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.

  3. 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.

  4. Identifying Challenging Job and Environmental Demands of Older Nurses Within the National Health Service.

    Science.gov (United States)

    Durosaiye, Isaiah Oluremi; Hadjri, Karim; Liyanage, Champika Lasanthi

    2016-04-01

    To explore the existing theoretical contexts of the job and environmental demands of the nursing profession in the National Health Service (NHS) and to investigate how these job and environmental demands impact on the personal constructs of older nurses within the NHS. Nursing is the single most widely practiced profession in the healthcare sector in the United Kingdom. However, nurses contend with challenging job and environmental demands on a daily basis, which deplete them of personal constructs (or resources) required to stay in the profession. A multilevel exploratory qualitative research design was employed. Ten managers were interviewed for the preliminary study, based on which the three characteristics of an age-friendly NHS workplace were established: health, retirement, and flexibility. Then an in-depth literature review revealed that the most adversely affected job within the NHS was the nursing profession. Finally, a focus group study was undertaken with six older nurses working in the NHS. The most compelling finding of this study is that older nurses would generally not want to stay on the job if they had to work in the ward area. The physical, cognitive, and sensory constructs of older nurses are negatively affected by the job and environmental demands of the ward areas. Understanding how these job and environmental demands of the workplace affect an older nurse's personal constructs may help support a better design of nurse work and the wards and help extend the working lives of older nurses in the NHS. © The Author(s) 2015.

  5. Job burnout and employee engagement : A meta-analytic examination of construct proliferation

    NARCIS (Netherlands)

    Cole, M.S.; Walter, F.; Bedeian, A.G.; O'Boyle, E.H.

    Drawing on 50 unique samples (from 37 studies), the authors used meta-analytical techniques to assess the extent to which job burnout and employee engagement are independent and useful constructs. The authors found that (a) dimension-level correlations between burnout and engagement are high, (b)

  6. 48 CFR 252.217-7006 - Title.

    Science.gov (United States)

    2010-10-01

    ... performance of a job order shall vest in the Government upon delivery at the location specified for the performance of the work. (b) Upon completion of the job order, or with the approval of the Contracting Officer during performance of the job order, all Contractor-furnished materials and equipment not incorporated in...

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

    Directory of Open Access Journals (Sweden)

    Heydar Mohammadi

    2013-10-01

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

  8. High Job Demands, Still Engaged and Not Burned Out? The Role of Job Crafting.

    Science.gov (United States)

    Hakanen, Jari J; Seppälä, Piia; Peeters, Maria C W

    2017-08-01

    Traditionally, employee well-being has been considered as resulting from decent working conditions arranged by the organization. Much less is known about whether employees themselves can make self-initiated changes to their work, i.e., craft their jobs, in order to stay well, even in highly demanding work situations. The aim of this study was to use the job demands-resources (JD-R model) to investigate whether job crafting buffers the negative impacts of four types of job demands (workload, emotional dissonance, work contents, and physical demands) on burnout and work engagement. A questionnaire study was designed to examine the buffering role of job crafting among 470 Finnish dentists. All in all, 11 out of 16 possible interaction effects of job demands and job crafting on employee well-being were significant. Job crafting particularly buffered the negative effects of job demands on burnout (7/8 significant interactions) and to a somewhat lesser extent also on work engagement (4/8 significant interactions). Applying job crafting techniques appeared to be particularly effective in mitigating the negative effects of quantitative workload (4/4 significant interactions). By demonstrating that job crafting can also buffer the negative impacts of high job demands on employee well-being, this study contributed to the JD-R model as it suggests that job crafting may even be possible under high work demands, and not only in resourceful jobs, as most previous studies have indicated. In addition to the top-down initiatives for improving employee well-being, bottom-up approaches such as job crafting may also be efficient in preventing burnout and enhancing work engagement.

  9. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Directory of Open Access Journals (Sweden)

    Gordana Stankovska

    2017-05-01

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

  10. 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.

  11. Age-related effects of job characteristics on burnout and work engagement.

    Science.gov (United States)

    Ramos, R; Jenny, G; Bauer, G

    2016-04-01

    In light of an ageing and age-diverse workforce, it is imperative to understand how psychosocial aspects of work might influence health throughout working life. Recently, there has been an implicit call to differentiate job characteristics beyond the two factors of job demands and job resources. As needs, abilities and motivation fluctuate with age, different job characteristics might yield differential benefits. Additionally, markers beyond chronological age should be considered. To explore systematically interactions between different job characteristics, age and age covariates (i.e. job tenure and position type) and their relationship with work-related health outcomes. An online survey of workers in Switzerland, Austria and Germany, recruited through a panel data service provider. We excluded participants working fewer than 30 hours a week, trainees, self-employed people and senior managers. We assessed seven areas of psychosocial risks at work, burnout, work engagement and demographics. Of the 6000 workers contacted, 1916 responded (31%). After applying exclusion criteria, we analysed data from 1417 respondents. We found that age barely had a moderating effect between psychosocial factors and health outcomes, but its three-way interaction with age covariates had more explanatory potential. Young workers with high job tenure showed particular vulnerability to job demands and the lack of certain job resources. Older workers with managerial positions were more resilient. Age and its covariates, such as job tenure and position type, should be considered in developing age-sensitive occupational health models. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  12. Quarterly title list for the period ending September 1976

    International Nuclear Information System (INIS)

    1976-01-01

    The title list of the Max-Planck-Institut fuer Plasmaphysik and the Projektgruppe fuer Laserforschung of the MPG is concerned with the period from July until September 1976, and it contains: a) 12 titles and abstracts of laboratory reports, b) 37 titles of publications (30 abstracts), c) 20 titles of articles submitted for publication (16 abstracts), and d) 25 titles of lectures (12 abstracts). (GG) [de

  13. Relation Between Job Stress Dimensions and Job Satisfaction in Workers of a Refinery Control Room

    Directory of Open Access Journals (Sweden)

    Mehdi Behjati Ardakani

    2013-01-01

    Full Text Available Introduction: Job stress can result from an imbalance between job demands and the abilities to cope them. Stress can affect individuals and lead to job dissatisfaction. This study was conducted to assess the influence of different job stress dimensions on job satisfaction in workers of a refinery control room located at the south of Iran. Materials & Methods: In this cross sectional study all 100 workers of an oil refinery control room were studied. Job stress and job satisfaction was measured using standard questionnaires provided by national institute of mental health (NIMH and Robbins respectively. After collecting, data were analyzed using SPSS ver.16 software. A general linear model was used to estimate the effect of different job stress dimensions on the job satisfaction. Results: In this study 62.08 percent of workers were categorized as having high level of stress. In job satisfaction case, 9.2, 27.6, 28.7, 16.1 and 18.4 of workers were classified as totally dissatisfied, dissatisfied, not satisfied nor dissatisfied, satisfied and totally satisfied, respectively. A Pearson correlation test revealed a significant negative correlation between job satisfaction and all studied dimensions of job stress (p= 0.01. In the general regression model, partial Eta squared was 0.03, 0.3 and 0.23 for respectively interpersonal relationships, physical conditions of work and job interest. Conclusion: This study showed that job satisfaction is mostly influenced by physical conditions and job interest dimensions of job stress. Therefore, for improvement of job satisfaction in workers, different parameters of these two dimensions of job stress should be considered.

  14. Job satisfaction of primary care physicians in Switzerland: an observational study.

    Science.gov (United States)

    Goetz, Katja; Jossen, Marianne; Szecsenyi, Joachim; Rosemann, Thomas; Hahn, Karolin; Hess, Sigrid

    2016-10-01

    Job satisfaction of physicians is an important issue for performance of a health care system. The aim of the study was to evaluate the job satisfaction of primary care physicians in Switzerland and to explore associations between overall job satisfaction, individual characteristics and satisfaction with aspects of work within the practice separated by gender. This cross-sectional study was based on a job satisfaction survey. Data were collected from 176 primary care physicians working in 91 primary care practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Stepwise linear regression analysis was performed for physicians separated by gender. The response rate was 92.6%. Primary care physicians reported the highest level of satisfaction with 'freedom of working method' (mean = 6.45) and the lowest satisfaction for 'hours of work' (mean = 5.38) and 'income' (mean = 5.49). Moreover, some aspects of job satisfaction were rated higher by female physicians than male physicians. Within the stepwise regression analysis, the aspect 'opportunity to use abilities' (β = 0.644) showed the highest association to overall job satisfaction for male physicians while for female physicians it was income (β = 0.733). The presented results contribute to an understanding of factors that influence levels of satisfaction of female and male physicians. Therefore, research and intervention about job satisfaction should consider gender as well as the stereotypes that come along with these social roles. © The Author 2016. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

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

    Science.gov (United States)

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

    2014-01-01

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

  16. Gender differences in job quality and job satisfaction among doctors in rural western China.

    Science.gov (United States)

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  17. 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...

  18. The Title of Samoderzhets (Autokrator in Serbia and Russia: Two Ways of Byzantine Heritage Development

    Directory of Open Access Journals (Sweden)

    Nina Kršljanin

    2017-11-01

    Full Text Available The title of autokrator first appeared in the Rhomaian Empire (Byzantium. Translated as samoderzhets, it was taken up by Slavic countries that followed Rhomaian tradition. Taking as her starting point the indispensable 1935 work by George Ostrogorsky Autokrator and Samoderzhets, the author has analysed similarities and differences in the development of the title of samoderzhets in Serbia and Russia. Three phases have been analysed, of which the first two in more detail: the beginning of the use of this title; the development of the title and its significance; the diverging of the ways of Serbia and Russia. The first phase shows that the adoption of the title in both countries is preceded by both an increase of the country’s actual power and the improvement of its position among other Christian (Orthodox countries. A significant difference appears in the second phase: Serbian kings have used the title of samoderzhets, but it was no longer in use after Stefan Dušan’s coronation as Emperor; after the fall of the Empire, Serbian rulers began to use it again. In Russia it was the other way around: the use of the title was more frequent after Ivan IV’s coronation. It seems that the title was mainly used in Serbia to underline independence where there was no obvious proof for it, and thus was not needed during the Serbian Empire, while Russian rulers, on the contrary, used it only when they had earned it through the actual power of their country. In the third phase both countries abandoned the Rhomaian model. Russia turned to Western models from the time of Peter I, while the development of Serbia was interrupted by its fall under Ottoman rule.

  19. Job satisfaction and perceived autonomy for nurse practitioners working in nurse-managed health centers.

    Science.gov (United States)

    Pron, Ann Linguiti

    2013-04-01

    More primary care providers are needed to deliver health care to Americans living in poverty and those soon to be insured under the Affordable Care Act. Nurse practitioners (NPs) in nurse-managed health centers (NMHCs) are poised to meet this need. This research study examined the characteristics of NPs working in NMHCs and measured job satisfaction and perceived level of autonomy. No studies about job satisfaction or autonomy for NPs working in NMHCs had been previously reported. This descriptive, quantitative study surveyed primary care NPs working in NMHCs that are part of the National Nursing Centers Consortium (NNCC). NP e-mail addresses were obtained from NNCC center directors. Of 198 NPs invited to the electronic survey, 99 completed the Misener Nurse Practitioner Job Satisfaction Scale, demographic questionnaire, questions about perceived autonomy, and whether they would recommend working in an NMHC. Participants came from 16 states and 46 NMHCs. NPs working in NMHCs have job satisfaction, perceive their role as autonomous, and are satisfied with the autonomy they have. NMHCs can provide access to primary health care for many Americans. More NPs may choose employment in NMHCs for job satisfaction and autonomy. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.

  20. Title list of documents made publicly available, March 1--31, 1993

    International Nuclear Information System (INIS)

    1993-05-01

    The Title List of Documents Made Publicly Available is a monthly publication. It contains descriptions of the information received and generated by the US Nuclear Regulatory Commission (NRC). This information includes (1) docketed material associated with civilian nuclear power plants and other uses of radioactive materials and (2) nondocketed material received and generated by NRC pertinent to its role as a regulatory agency. As used here, docketed does not refer to Court dockets; it refers to the system by which NRC maintains its regulatory records. This series of documents is indexed by a Personal Author Index, a Corporate Source Index, and a Report Number Index. The docketed information contained in the Title List includes the information formerly issued through the Department of Energy publication Power Reactor Docket Information, last published in January 1979. NRC documents that are publicly available may be examined without charge at the NRC Public Document Room (PDR). Duplicate copies may be obtained for a fee. Standing orders for certain categories of documents are also available. Clients may search for and order desired titles through the PDR computerized Bibliographic Retrieval System, which is accessible both at the PDR and remotely. The PDR is staffed by professional technical librarians, who provide reference assistance to users. See NOTES at the end of the preface for information about reaching the PDR. Microfiche of the docketed information listed in the Title List is available for sale on a subscription basis from the National Technical Information Service (NTIS). See NOTES at the end of the Preface for the complete NTIS address. We encourage your comments, criticisms, and suggestions. In particular, if there are title descriptions that are not meaningful, please let us know so that we can correct the data base. Insofar as possible, we would like this document to be a valuable part of your reference material